so what matters is what he knows how to do. Moreover, in some cases, companies hire workers just because they know that they came from such and such formal, professional or technical school, or college - recognized as having the appropriate educational standard.6. The wage scales and positions are defined jointly by the companies. In general, the wage scale is defined first, then the positions of the occupational structure are allocated in the wage scale. The differences in levels are distributed in the wage scale according to the establishment of skills, responsibilities and conduct assigned to each position. And the wage increase from one level to the next is also compared in general with what the market pays.Therefore, the wage income distribution comes first, then the designation of the characteristics and requirements of the work to be performed in each occupation. In fact, it is as if the company designed a business or investment project. It establishes project costs, then calculates profitability. Since the payment of the workforce is classified as a variable cost in accounting, it is established first.Thus, the only two alternatives to this situation for the applicant to achieve better conditions to negotiate his contract with the company, is when the jobs wage is compared to what the market is willing to pay, or when there is a declared shortage of this particular professional in the market, provided he has work experience and recognized professional skill. The company, then, in order not to lose the applicant to a competitor, more than securing him in their production or administration, is forced to improve the wage level. These are the only cases in which this solution can become a reality.Of the human resources professionals who responded, it is worth noting some important points. All of them agreed in terms of what a worker should represent in order to be hired by a company. A summary of these points is presented below.The three basic requirements for a company to hire an applicant are work experience, professional skills and schooling level (training). If there is more than one applicant who meets these requirements, the decisive factors are of a personal nature (potential, commitment, responsibility, initiative, etc.).For work experience, "know-how" is what matters. No matter what the worker learned in school, what counts is what he knows how to do and can put into practice. It is not the knowledge learned that matters, but knowledge retained, so that the work can be performed better.Professional competence specializes the knowledge acquired by workers hired by a company. The companys only interest is that workers perform, and well, the pre-established requirements of their occupations, nothing more. These requirements incline workers in modern production towards flexibility in performing the work, which is an adapted and modular form of versatility.Flexibility requires workers to do what their job requires, but also, if necessary, replace another worker in a related occupation, at the production island or similar position, in their absence. Versatility is the extension of flexibility, when a worker is able to perform various related jobs.Flexibility and versatility in the