Introduction The purpose is to suggest what actions one may taken under the condition where the supervisors hardly do the interviews after evaluation. Explanation The main problem arises in this case because the key reign seems to be in hands of the supervisors and they are least bothered to check the files and once again carry out the interviews. In such situation a 360 degree feedback could be helpful. The supervisors would then know that their performances are also being evaluated. Hence they would also do jobs sincerely. Another action could be constant monitoring by the respective authority. A 360 degree method could help perhaps. Conclusion Human Resource department's success depends a lot on interaction and focus on our job.