Secrets of hiring

I graduated with degree in Economics and my first interview with Proton was for an executive post in IT department. With some jargons from Computer in Business 101 course presented in American slang, I managed to go through to the next stage but it was for a more suitable Corporate Planning post. I still don't know which part of my resume that gave them (HR in Proton) the impression that I was qualified for an IT position.

Screening for interview candidates and finally potential employee is a very risky and costly - time, money, effort, saliva and energy; especially to impress candidates that you know everything about the company and the job control macho or cas terrer laaa.

Well, to save all the resources and efforts, let's try this assessment method...

Take the prospective employees and put them in a room with only a table and two chairs. Leave them alone for two hours, without any instruction well, everyone knows that HR is good in not giving proper instruction :-). At the end of that time, go back and see what they are doing.

If they have taken the table apart in that time, put them in Engineering.

If they are counting the butts in the ashtray, assign them to Finance.

If they are screaming and waving their arms, send them off to Manufacturing.

If they are talking to the chairs, Personnel is a good spot for them.

If they are sleeping, they are Management material.

If they are writing up the experience, send them to Technical Publications.

If they don't even look up when you enter the room, assign them to Security.

If they try to tell you it's not as bad as it looks, send them to Marketing.

And if they have left early, put them in Sales.

I made this up: If they hide under the table, just hire them temporarily as Intern in CEO's office. :-)