How to Spot Out Talents within an organization? The larger an organization , the more are the chances to find the needed talents within it’s man power flock. At the time of recruitment  the thrust is on the position and on the skills needed for the job . Other skills, if any, go unnoticed. It is common place’ experience that a  candidate fit to become an officer lands up as a clerk or someone in the lower cadre in organizations especially in India. This happens mainly because of three things. The candidate fails to expose his skills. Or, he fails to identify his potential at the right time so that he goes after selling the talents which he can easily en cash in the job market. A low profile job is easier to get.in the highly competitive job market 2.   The recruiters being on the lookout for  clerks seldom try to find out whether the prospective clerks have better potential to lead. The candidates that fail to polish their skills go un- noticed at the time of interviews. Lack of ability to express and show case skills at the interview time has failed many skilled candidates even though they had better stuff than those who were selected. It is important that if  you decide to acquire skills they should be acquired before you reach the upper age limit for applying for any job. There is a maximum age limit fixed for every job and it varies from organization to organization. Suppose, the age limit is 30. If so, even if an employee acquires the talents after that age, it never gets sold out, because he has already chosen the mould of a clerk. Engineers, technically skilled candidates and a lot of   others like them can be found in lower cadres in various organizations. The CEO must have this in mind and keep a searching mindset. He can invite newer ideas from the grass root level. I remember DR.  U R Anantamurthy,  an educationist, Jnanapith Award Winner and Ex-Vice Chancellor of  Mahatma Gandhi University, a few days before  his leave-taking from  the chair stating in a press release, that, in Kerala he could find so many educated youth in the lower cadres of organizations and Government Departments who according to him were equally or even more qualified than professors , He also suggested that while framing policies it is advisable to collect suggestions  from them also. It is not a question of lack of skills, but it is a question of their identification by the the higher-ups