During deliberations, and as the various stakeholders were sharing their experience on this matter, Conference considered that an alternative strategy for recruiting the best candidates for public service posting should the one referred to as the active strategy, which include web recruiting, on-site recruiting, such as considering individuals on the basis of their contributions say at conferences, meetings and other instances, the use of referees of a sound standing, the use of internships or co-opting, the use of credible employment agencies and head-hunting. What was considered as a diving line between this strategy and the one referred to as passive, is that this one provide an opportunity during the recruitment process, to consider the practical side of the assumed quality and capacity of the candidate, and this minimises the risk of appointing candidates only on considering their articulate representation and eloquence during interviews.