the role played by formal and professional education in the hiring and promotion of workers by companies. The questionnaire was also aimed at learning more about the type of workers skills companies want and how companies establish workers wages.Below, a comprehensive summary of the questions in the questionnaire is presented. Each response was summarized, numbered and marked in italics, except those that dealt with the same subject from related perspectives, which were grouped around one of them, and following that, comments made by this text are presented.1. For human resource professionals, companies generally want to hire people who have "skills" related to the profiles of positions and to the growth potential of each applicant.Skills[31] to perform the tasks, and only them, and at most tasks directly related to the job. From skills, therefore, emerge flexibility and versatility. But broad flexibility and managed and restricted versatility. Workers do not need to think what to do, just follow guidelines pre-established by companies and do what they are told; if something goes wrong, they have instructions to perform commands and additional tasks to correct the problem. Period.Skills took the place of workers' qualifications. The companies are not interested in hiring someone who thinks, understands, reflects and decides. They just want someone who understands, memorizes, operates and obeys. The worker begins to serve the machine or the system of machines, as a functional, necessary, essential piece, albeit additional and complementary.2. For unskilled positions, in general, the applicant needs to have professional experience (related or unrelated to the post applied for), to be able to read, write and speak, and have specific skills. For average skilled positions, in general, the applicant must indicate his/her specific professional experience and required education. For highly skilled positions, the main information required is whether the candidate has the required training, what is his/her professional experience and list of skills. In all three cases, especially in the last two, the applicants growth potential in the company is also assessed.A condition imposed on unskilled and average-skilled workers some years ago, which apparently still exists, was observed in the transition from mechanical technology to electro-electronics[32] in automobile manufacturing. Applicants for the positions of mechanic and assistant mechanic was required to be able to read and write, and to "understand" the manuals that specified the new technology. Difficulties reported by car garages were all related to the fact that the applicants found it hard to understand not only the new descriptions of electro-electronic parts and pieces of the new engines, but also, and mainly, the text itself.Professional experience, skill and training. The three main requirements for hiring. For highly-skilled positions, applicants growth potential in the company is also assessed - because the investment is greater. Thus, education is only part of the hiring process. It is not the most important condition, even for highly-skilled applicants. What weighs more, at the end of the day, is experience and skills, or what the applicant has already done, knows and can do. Education serves as a credential for applying to the position; a necessary condition, but not sufficient.It