The job-market is witnessing an uptick in regions I am familiar with. Companies all over are recruiting in bunches, walk-ins have become the norm.

Aspirants are gearing themselves up for questions such as 'Why should we take you?'. Responses range from 'I am adaptable' to 'I am hard-working' to 'I am a quick learner'.

Heres a suggestion - lets look for people who are 'quick unlearners'. Lets recruit people who can get rid of their baggage, from their previous stints in their under-graduate college, other firms, non-profit organizations or elsewhere. Lets shortlist candidates who are ready to cannibalize themselves; that is what adaptation means to me atleast.

Learn to Care & Care to Learn - thats the key. My presumption is , if you learn to care, you will also care to unlearn.

Point is - how do you gauge candidates on the 'unlearning' scale? I am really not sure but want to pose a question in response to that - How do you gauge candidates on the 'learning scale' (i.e.) when they say that they are quick learners?

Theres got to be a way - Think about it.