is even possible that education, experience and skill, the ritual trio of passage into the company, are and serve as mutual checking requirements. That is, the applicant who claims to have training must demonstrate it through experience and acquired skill. Or vice versa. Each of the three dimensions actually works to control the others. For example, if the applicant has appropriate training, but poor experience and skill, it is a sign that he did not do well in the training; or, if the applicant has great experience and skill, is a sign that he surpassed, in practice and in time, his training.3. There is an additional issue that also matters greatly in hiring. Among several applicants with similar levels of training for the position (education, experience and skill), preference is given to those who show interest, initiative, and are flexible in performing the work, in addition to demonstrating character, responsibility and values.The applicant must therefore fully meet the companys technical and personal requirements. In other words, the applicant should and has to work for the good progress and advancement of the companys production process. If he wants to move up to a higher position, he has to play on the companys team. Ultimately, he essentially has to play the role of a true "human machine" in the system of machines in operation.And this is the crucial condition for the worker, when playing on the companys team, to begin to be connected to the production technology, not only being familiar with it, but understanding it and knowing how to operate it. If later the worker is discharged and the production technology changes, his chances of being rehired are quite slim. This is the virus and stigma of so-called technological unemployment.4. To be promoted in the company, an employee must show performance and growth potential; what counts in these cases are the results of the work that is performed and the employees commitment to the company.Career advancement within the company only intensifies and narrows the hiring criteria. An employee will only improve his salary and/or occupational position if, and only if, he demonstrates convincing results in his work and continues to be committed to the company, seeking to produce more and better.5. For companies, in general, the educational training required for hiring is related to general schooling and additional specific knowledge (languages, IT, etc.). Large organizations have training options that qualify staff better than conventional courses outside companies.For professionals in human resources, education, from the perspective of companies, serves only as a credential for hiring an applicant. What will decide in favor of the applicant, i.e. the appropriate training for the job, is specific knowledge acquired. And in these cases, large companies are interested and able to prepare their staff better. After all, the companies themselves know what "education" or workers training is best for them.In general, companies value the kind of education that is given at school, but prefer and emphasize applicants who "know how". There is a difference between what the applicant learned in school and what he incorporated in his knowledge,