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 Topic:
CRITERIA AND PROCESS USED IN RECRUITING EMPLOYEES

 Acknowledgement:

In The Name Of Allah The Most Beneficent, The Merciful

First of all we are thankful to Almighty Allah for giving us the health, energy, aptitude and
capability to carry out this research and make (and complete) this report in time and in good
condition and without whom, none of this would have been possible.

Secondly, we would like to express our gratitude to our teacher of Organizational Behavior,
Miss Shagufta Rafif for providing us the opportunities to work on this project together. This
research has definitely been a unique learning experience for us and has been very
instrumental in applying the theoretical concepts and learning the practical aspects of the
study. We are very thankful to Miss for her guidance and help which she has extended
throughout the course of this report, Maam used to tell us excellent examples from daily
routine life, and incorporate a joke or two into his lectures. This was indeed a memorable
course.

We would also like to thank our families for bearing with us – our absences, attitudes, and yet
still showering their blessings upon us.

Last but not the least, we thank each other. This report would have not been possible without
mutual understanding, effort and co-operation.

Sincerely,

1) Muhammad Fahad Javed

2) Muhammad Saad Silaat

3) Arsalan Latif
 Page 2 of 44

 Background Information & Sources

 REFERENCES OF WEBSITES:
1) www.colgate.com.pk
2) http://wps.prenhall.com/bp_gomez_mhr_4/58/14864/3805433.cw/content/index.html
3) http://www.nytimes.com/2003/11/30/business/personal-business-getting-to-know-you-is-as-easy-
as-a-b-c-or-d.html
4) http://wps.prenhall.com/bp_gomez_mhr_4/58/14864/3805435.cw/content/index.html
5) http://wps.prenhall.com/bp_gomez_mhr_4/58/14864/3805437.cw/content/index.html
6) http://coursepacks.xanedu.com/pcp/inthenews/gomezmejia_hr_4e/5.1.html
7) http://www.creditworthy.com/3jm/articles/cw62602.html
8) http://perweb.bercol.bm/sdeshields/acn120ch15_files/frame.htm
9) http://www.workforce.com/section/news/article/sample-new-hire-questionnaire.html
10) http://www.glassdoor.com/interview/colgate-palmolive-interview-questions-e162.htm
11) http://www.google.com.pk/search?
client=opera&rls=en&q=ads+of+job+vacancies+in+colgate+palmolive&sourceid=opera&ie=utf-
8&oe=utf-8
12) http://www.pakvacancy.com/articles/7097/1/colgate-palmolive-pakistan-ltd-job-opportunities---
lahore/page1.html
13) http://www.nelaam.com/35302.php
14) www.wikipedia.com
15) www.altavista.com
16) www.mhhe.com/ou.bartol4e
17) http://www.colgate.com/app/colgate/us/homepage.cvsp
18) http://en.wikipedia.org/wiki/colgate-palmolive
19) http://www.colgate.com/app/colgate/us/corp/livingourvalues/sustainability/companyperfo
rmance.cvsp
20) www.google.com

 BOOKS:
1) Managing Human Resource by Robert L. Cardy
2) Recruitment and Selection by Gerard V. McMahon
3) Human Resource Selection by Gatewood Field Barrick
4) Behavior In Organizations By Jerald Greenberg

 PERSONALS:
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1) HR Manager Mr Safdar Abbas.

2) Sales Manager Mr Kamran Sami.

 Rational For The Study

Rational for the study, that why we took this topic and what is the importance of it.

Well as the students of BBA in a business university, like Iobm. One should be very much
concerned about his future, that in which field and organization he wants to work, how he can
prove to an organization that he or she is the best person for that organization and that why
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they should hire you. And for that one must be completely aware of the criteria and the process
used by these organizations in recruiting employees.

This is one of the major reason and importance that why we selected this topic. Another reason
is that it was mostly related to HR side. We didn’t picked topic which were completely related
to the organizational behavior subject. Because we wanted to gain knowledge on something
new, we felt that if we select a topic of organizational behavior other students of the class with
very well be aware of all the concepts of it, as they have been taught my Maam. Therefore we
thought that we should try to select such a topic which has not been discussed much in the
class, so that we can provide some new information to the students.

Talking about the importance of this topic, well if you’re a student and if you are not thinking
about it, that let me tell you, you are not thinking. You study for what, to gain knowledge but
then where you will be applying that knowledge. That’s the most important questions all
students should ask themselves. What kind of work they want to do, with which organization
they want to be affiliated with. If you want to work with Microsoft, instead of saying that its
impossible, one should try to study their criteria and process which they use in recruiting
employees and then try hard according to it to get into that organization. Therefore we thought
that the student must be aware that what sort of criteria is required by the organizations, so
that they can better prepare themselves for the future, in which I assure you, having jobs will
be very tough.

Another reason it that we hear from a lot of people that having jobs in Pakistani is very difficult,
go abroad. Therefore we also had a curiosity that why people say it, why is it so tough to get
jobs in Pakistan. Is the criteria in recruiting employees is so tough, is it biased or are there no
jobs available. Its true that the number of jobs available are very less, but even if there is a
single job left in the country, one should have the believe that he can get it. All these things also
relate to the topic that we selected. We study the criteria and got to understand that it’s the
perception of people, there are jobs but few, but you can get it if you have the talent. And for
that you need to study the criteria and process used in recruiting employees.

 Information Need

 HYPOTHESIS:
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From this topic we want to see that what are the various criteria’s which are used by different
organizations to recruit employees. And then what sort of process they use to recruit employees. And if
that process and criteria is developed very efficiently does it leads towards organization’s productivity or
not. The answer is yes. If the criteria is up to the standard and process of selecting employees is
developed very carefully, then of course you will get the best man out there in your organization which
will certainly lead towards productivity.

 DOES RECRUITING THE RIGHT MAN FOR THE RIGHT JOB IMPACT
ORGANIZATION’S EFFECTIVENESS? IF YES, THAN HOW?
Employees make or break your company. For an organization, no decision is important than
who you hire for the job. Recruiting to an organization means getting individuals who will fit
best into organizational culture and values. When an organization hires or recruits an individual
on a certain criteria they make sure that the individual would be able to fit into the organization
culture and would be able to cope with other employees of the company.

Organizations hire individuals to improve their productivity and make more profits. It is
important for a business to survive that they actively hire individuals and hire the right ones
who would make money for the organization. Selecting the right person for the right job has
never been more important than it is today. Organizations must know what they need and
what they don’t need. As the business grows from early phases and become more vibrant and
profitable, the needs of the organization changes and thus according to those needs an
organization need to hire. The ideal goal is to match a person with a position that is good for
the individual and good for the organization. Organization need to hire people who would sync
in with the values of the company.

1) A company may benefit in many ways if they get their recruitment practices right. Person’s
expertise and experience that match with the characteristics of the job help the person
perform organizational functions beyond the optimum.

2) When an organization has an effective hiring process it helps the organization get the
required skills to the organization and thus it contribute to the productivity of the business.
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Sometimes the effects of a mis-hire can linger for years as they maim (rather than kill) your
business. Holding you back from your productivity goals and revenue potential.

3) The selection and hiring procedure of companies takes a lot of time, effort and cost a lot of
the resources of the company so if the organization practices the right recruitment policy it
would help achieving organizational goals. Bringing in individuals who are not job fit would
harm the organization in getting to their objectives.

4) Hiring the right person would help the organization not wasting their resources in training
of the individuals so that they may perform the required tasks. Training of the employees
may take time which would further affect the productivity and thus affect smooth running
of the organization.

5) Hiring the right person puts fewer burdens on the manger and thus it helps managers
perform their managerial functions with efficiency.
6) If the wrong sort of person is hired the company faces other time based issues. These issues
include delay of work and therefore deadlines are hard to achieve. For example a person
trained in a specific field is made to do work of another field he or she requires more time.
An accountant may require 3 hours of work time to complete books of accounts of a
company, however, when a person who is inexperienced in this field may take twice or even
thrice the amount of time to do the same work.

7) When manages notice that the time being taken to do a specific task or job is being delayed
he or she might feel the need to employ additional staff to mean task deadlines. This will
add to the costs of the company. Not only will the cost factor cause damage to the company
but the problems concerning management will also show effects in the long run as
managing a larger number of staff is more difficult in comparison to a small staff.

8) When the right person is not hired the human resource team is constantly on the look out
for employees who are most suitable for the job. This makes their work hectic and causes
constant stress o the HR department. Furthermore, when employees are constantly being
hired and fired the other staff member may feel its effects as adjusting to new people takes
a little time. Therefore it may indirectly affect the productivity of other staff members.

9) Smart organizations select, retain, and develop the right people and put the in the right
positions and thus resulting in the organizations effectiveness. Multinationals focus a great
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deal of their time and effort in employing their staff. For example UNILEVER conducts a
series of tests and interviews before they hire any staff member. They specifically evaluate
educational backgrounds, work experience, skill and versatility in their employees. And if
they feel the need they train their employees in what ever they are lacking in.

 Methodology

The organization we selected is Colgate-Palmolive which comes under Lakson Group of

Companies. It is a multinational company.

We took an interview from 2 of the most highly designated personal of the Colgate-Palmolive
company.

The HR Manager Mr Safdar Abbas, and the Sales Manager Mr Kamran Sami. We asked them
various questions mostly based on the process which they use to select their employees. And
how does it lead their organization towards productivity.

The interview with both the managers is described below:

First of all I would like to mention here, that we got very small amount of time with both the
managers, not more that 5 minutes each, as both were very busy. But they gave us a fair bit of
knowledge of what we wanted to know and told us that you can have further information from
our website, as they were not able to give us the time they promised. We also met another
person Hafeez Jehangir from the taxation side of Lakson Group of Companies. I would also like
to mention here that only I Fahad Javed was able to go to the organization on behalf of the
group, reason being that they didn’t allowed more than one person to meet them in the
organization.

We asked both the managers various questions regarding our topic, some out of the topic as
well as we know that you don’t get a chance to meet such high profile personalities on
everyday bases. It was a once in a blue moon opportunity for us.
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We asked them the following questions,

1) Explain your criteria and the process which you use in recruiting your employees?
2) How do you want the CV of a candidate to look like?
3) How much time you give to a CV?
4) How much GP you required?
5) Which university’s students you prefer the most?
6) Is your company has direct links with the universities for recruiting fresh graduates?
7) What is the most important quality you see in a person before recruiting?
8) Is there any availability of e-recruiting in your organization?
9) What you can suggest us that we should do before going for any interview?
10) Does your productivity increase after hiring the right man for the right job?

 Analysis
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The company that we have selected is Colgate Palmolive which comes under Lakson group of
companies. There we met the HR Manager MR. SAFDAR ABBAS and the Sales Manager MR.
KARMRAN SAMI. We got to know that what is the recruiting criterion of Colgate-Palmolive and
how do they select and hire their employees. We also talked about the process that they use to
recruit an employee in detail. So first of all in analysis we will be giving a detail introduction of
the company that what Colgate-Palmolive is all about. Then we will discuss the complete
process that how they recruit, select and hire their candidates. What sort of procedures and
criteria they have so that they can have the right man for the right job which will guarantee
productivity.

 INTRODUCTION OF COLGATE PALMOLIVE.

INTRODUCTION OF COMPANY

 BUSINESS DESCRIPTION:
Colgate-Palmolive Pakistan Limited. The Group's principal activity is to manufacture and sell
detergents, personal care and other products. The Group owns a number of global brands
including Colgate toothpaste, tooth brushes, Palmolive soaps and shampoos. The Group has
products in four core categories: Oral Care, Fabric Care, Household Surface Care and
Personal Care and it operates in Pakistan.

Colgate people around the world have built a reputation as a successful company with the
highest ethical standards. Through living our values of Caring, Global Teamwork, and
Continuous Improvement, and adhering to the highest principles of integrity, honor, and
concern for the environment and others, we seek to:

 Provide safe and quality products of value to consumers

 Increase shareholder value
 Offer opportunities for personal and professional growth to all Colgate people
 Fulfill our corporate social responsibilities as a member of the global community
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 FUTURE OUTLOOK:
Pakistan is passing through the most critical of times in its history which are likely to impact the
overall economic situation resulting in a period of uncertainties whereby consumer demand
and supply scenarios cannot be accurately assessed. Pressure on costs for war risk insurance
etc, may also show up in some measure. However you company is optimistic that conditions
will soon stabilize and our strong presence in market will provide the needed support to tide
over the crises with reasonable success.

 HUMAN RESOURCE DEVELOPMENT:

The Directors appreciate the executives and staff for their loyalty and dedication. We view our
employees as a valued asset and aim to make Colgate Palmolive the best place to work.

 CONTRIBUTION TO THE NATIONAL ECONOMY:

Our company has contributed to the national economy in terms of duties and taxes during the
year amounting to Rs. 515 million, an increase of 29.4% over last year.
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 COLGATE-PALMOLIVE COMPANY PRODUCTS:

 COLGATE’S BOARD OF DIRECTORS:

COLGATE COMPANY PROVES THAT IT CARES

The Colgate-Palmolive company proves that is really cares about its people and its employees
and also about the general public by organizing different kinds of contest in schools, colleges
and also in universities. Cash prizes are awarded to all the participants who are successful in
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securing positions in the contests. All these contests come in the social responsibilities of the
company. These contests provide the students to show their creative talents and innovations.
And the rewards allow the students to use their maximum efforts and skills in order to get
those cash prizes. In this way Colgate-Palmolive Company works day and night for the welfare
of general public and show that it really CARES.

The senior brand member of the company AHMED ZAINUL ABEDIEN says that:

“When we decided to have these contests, we were targeting 4000 schools throughout
Pakistan. And we were not expecting such a big response. Colgate started this activity so that
the creativity of the students can be brought out”.

The Director Of Marketing of the company says that:

“I think that such contests will provide all the young generation and the youth of today to
prove that they have got talent. We are providing them a platform so that they can prove
themselves and show their skills to the world”.
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By these contests the students got to know about their culture, the culture of Pakistan. These
contests include:

1) Bright Smiles, Bright Future

2) Colgate Picture Pakistan Contest
3) Palmolive Swimming Championship
4) Dental Health Weeks
5) Colgate Dental Health Month
6) Global Art Contest
7) CP Pakistan And Society
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 PROCESS USED BY COLGATE-PALMOLIVE IN RECRUITING

EMPLOYEES:

First of all we need to understand that what recruitment is?

 RECRUITMENT:

The basic aim of the recruitment is to attract the most deservable and qualified candidates for a
specific job in a company or an organization: The important aspect of it is the qualified
candidate. If you are looking for an unqualified candidate or if you are attracting them then it’s
a complete waste of time. Therefore to avoid such costs you maintain all your focus to hire the
most qualified candidate. This is what Colgate-Palmolive do. We can also say that recruitment is
kind of a sales activity in which you are trying to get the best talent for you company which is
out there.

 WHEN DOES COLGATE PALMOLIVE START RECRUITMENT

PROCESS:

Colgate Palmolive starts its recruitment process obviously whenever they feel that there is a
need for another person to join the organization. And whenever they see that there are job
vacancies in their organization which needed to be filled up as they have an impact on the
productivity and overall performance of an organization.

These are four main steps that Colgate-Palmolive performs in recruiting an employee. But the
story doesn’t end only at these four steps. These are only to give you a fair bit of idea, however
the complete recruiting program has been divided into 10 phase by us, so that we can
understand it in detail.

First of all they see about the job vacancy in the company, and that is it really necessary to bring
a new person into the organization.

 APPLICATION SHORTLIST

In this step, they shortlist the CVs received from various sources based on the suitability for
the requirement.
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SAMPLE OF CV:

 PRELIMINARY ASSESSMENT :

The short listed candidates go through a preliminary round of interviews. This interview lays
more emphasis on functional competencies. To have more data on the functional skills, the
candidates may be given a business case for analysis and presentation (This is done for
certain positions only).

 FINAL INTERVIEW :
Here the candidates who successfully clear the first round of interview go through another
round of interview with one or more of the functional heads.

 MEDICAL EVALUATION:
Candidates who are selected by Colgate are asked to undergo a medical test.

The recruitment process held at Colgate-Palmolive is now explained in detail:

 SOURCES OF RECRUITING USED BY COLGATE PALMOLIVE

COMPANY:

a) CURRENT EMPLOYEES:
At Colgate-Palmolive first of all they tell their current employees about the job vacancy. So that
the current employees who are working in the organization should be given the first priority,
that if they have talent they can move to higher positions. But natural, if the current employee
will move to another position, there will be a job vacancy at the position from where he shifted.
But this is how Colgate Palmolive gives first priority to their current employees.
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b) REFERRALS FROM CURRENT EMPLOYEES:

Colgate Palmolive also tries to get new employees through the referrals of the current
employees. Various studies have shown that those employees who were hired with the consent
and referrals of the current employees have stayed in the organization longer and have given a
lot of benefit to the organization by contributing in the overall increment in the organization’s
productivity.

At Colgate Palmolive they also give their current employees bonuses up to 20000 Rs if the
employee which they referred to them for their organization have been a great success for the
organization, and that the hired employee have helped the organization to achieve its goals
successfully.

But the major drawback of it is that the current employee mostly gives the referral of those
people who are demographically similar to themselves, which can create equal employment
opportunities (EEO) problems.

c) PRINT AND RADIO ADVERTISEMENTS:

The company also gives ads through print media and radio regarding the job vacancies in the
organization which is one of the most popular methods for giving the people knowledge about
the job vacancies in the organization.
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d) INTERNET ADVERTISING AND CAREER SITES:

The HR manager felt great proud when he was discussing about their internet advertising, and
why shouldn’t he. Colgate Palmolive has one of the most detailed website on the internet. You
will find all what you need.

“Personally I have searched and gone through a lot of companies’ website but I have never
found such details in any other company’s website but in Colgate Palmolive’s” (M. Fahad
Javed)

This was also told to us by the companies HR manager, that there is nothing that you need
some information regarding our company and you won’t find it on out website.

Some examples of career sites are:

1) www.careerbuilders.com (Access to more than 2 million job postings on various websites)

2) www.ajb.dni.us (The job bank of the department of the labour)
3) www.careermosaic.com (Job postings and industry information such as professional
association listings)
4) www.careerpath.com (Weekly listings from approximately 90 newspapers)
5) www.monster.com (Popular website for job postings and resumes)

Whenever there is a job vacancy at Colgate Palmolive the company places this news on their
website. From there you can easily send your form online and the company will later contact
you.

e) TEMPORARY WORKERS:

The HR manager said and I quote,

“Today in this fast moving world, you will find there kind of workers everywhere”

So company also tries to recruit such people which will not be permanent, they are hired on
temporary bases. They allow the company to sustain in the ups and downs of the business
cycle.

f) COLLEGE RECRUITING:
 Page 18 of 44

Colgate Palmolive also seeks various people in business schools and colleges in order to grab
the fresh and smart talent from various universities. Today, most of the universities have
intership and job placement departments. Colgate Palmolive keeps in contact with them, so
whenever they have any vacancy they can get people for their jobs.

g) CUSTOMERS:
Customers are the blood and life of every organization. When Colgate Palmolive has any job
vacancy they also talk to their potential and loyal customers in order to get their feedback.

“The customers are the ones who uses their product. So they are the most reliable source in
order to get help for recruiting new employees. Because company’s employee also are in
regular touch with customers, stock holders etc.” Says the HR manager.

Till now we were discussing about the 1 phase of the recruitment process. There are the
sources by which company finds those people which are eligible to work for them.

 CONTACTING THE PEOPLE ELIGIBLE FOR THE JOB:

In the second phase the HR department of the company tries to contact the people who are
eligible for the job. They look at their resumes and letter and then send them their response
that they can come at this time to meet the personnel’s of the company.

 APPLICATION FORMS:

In the third phase the organization uses the application forms to see that whether the
candidate satisfies the minimum job specifications, particularly for entry-level jobs.

In these application forms they mostly ask the employee about their past jobs, there complete
bio data and present employment status.

Now the HR manager didn’t give us the application form due to some reason, therefore we
took a sample of application form from the internet just to give a fair bit of idea.

SAMPLE OF APPLICATION FORMS:

 Page 19 of 44

 ABILITY TEST:
In the fourth phase the company takes the ability tests of the employees. It varies from verbal
to qualitative skills to perceptual speed.

Cognitive abilities tests measure a candidate’s potential in a certain area, such as math, and are
valid procedures of job performance when they abilities tested are based on a job analysis.
Cognitive tests act as a predictor of job performance.

 PERSONALITY TESTS:

In the fifth phase the participant who gets cleared in the ability test is then given a personality
test. There are various types of test which are available. The company mostly uses the MMPI
tests.

a) MMPI TEST
The MMPI (Minnesota Multiphasic Personality Inventory) test consists of 566 true and false
questions such as,
1) I get along with others
2) Sometimes I hear voices telling me to do bad things
3) At times I am full of energy
4) I am afraid of losing my mind
5) Everyone hates me

The company then compares the answers given by the person with known personality
characteristics who have taken the test.

The items on MMPI are divided into 10 scales.

Try the test: http://www.falseallegations.com/mmpi-bw.htm

b) TAT TESTS
The company sales manager says that they also sometimes use TAT test which is Thematic
Apperception Test. In which they ask the person to make up a story about ambiguous pictures.
And they ask those following questions:

1) What do you see in this picture

2) Is it an old woman happily remembering her youth
3) Is it a picture of the evil side of a young woman who is plotting the murder of her
father?
 Page 20 of 44

The company says that such tests are very much helpful for the recruitment of a new employee
as they get to know about their personality at least up to 805 accuracy. Which helps them to
get the right man for the right job?
Try the test: http://en.wikipedia.org/wiki/Thematic_Apperception_Test

These tests can be summarized as being composed on 5 dimensions,

1) Extroversion. (The degree to which someone is talkative, sociable, active, aggressive and
excitable)
2) Agreeableness. (The degree to which someone is trusting, amiable, generous, tolerant,
honest, cooperative, and flexible.
3) Conscientiousness. (The degree to which someone is dependable and organized and
conforms and preserves on tasks.
4) Emotional Stability. (The degree to which someone is secure, calm, independent, and
autonomous.
5) Openness to Experience. (The degree to which someone is intellectual, philosophical,
insightful, creative, artistic, and curious.

 HONESTY OR INTEGRITY TEST:

In the sixth phase, this is one of the tests that the company hasn’t introduced now. But the HR
manager Mr. Safdar Abbas says that they are planning to use them, but are reluctant as they
have some drawbacks. One they get counter measures of the draw backs they will use these
tests.

Try the test: http://honestytesting.com/

Try the test: http://www.quizmoz.com/quizzes/Personality-Tests/h/Honesty-Test.asp

The honesty tests are designed to identify job applicants who are likely to engage in theft and
other undesirable behavior. The measure drawback of this is that honesty tests are very much
controversial. People may be honest but score poorly on tests.
 Page 21 of 44

 SAMPLE OF AN HONESTY TEST:

 Page 22 of 44

All of these tests help Colgate-Palmolive to select and recruit the most deservable, talented,
intelligent champion out there.

Now after these series of tests are done. The 7th phase which is the most important one is the
interview.

 INTERVIEW
A meeting in which someone asks you questions to see if you are suitable for a job or course.
Now interviews are the most common selection tools. But they have been criticized a lot as
well. For example one of the criticisms is that many interviewers take a decisions about the
candidate in 2-3 minutes but later regret it. There the HR manager says that when we take
interviews we take a very detail interview and never make decisions in hurry, as the reputation
of our company is on the line. He told us that they use a structured interview. Let’s analyze
what a structured interview,
 Page 23 of 44

 STRUCTURED INTERVIEW,
Job interview based on a thorough job analysis, applying job-related questions with
predetermined answers consistently across all interview for a job. Mostly the types of questions
which the company asks in the interview are categorized in 3 types:

1) SITUATIONAL QUESTIONS
Here the company’s personnel, mostly from the HR department but not necessarily sit with the
candidates as interviewers. They ask them questions regarding situations and try to see how
the candidates will response to a particular type of working situation. And the scores are given
according to previously calculated all possible answers.

E.G: You are packing things into your car and getting ready for your family vacation when you
realize that you promised to meet a client this morning. You did not pencil the meeting into
your calendar and it slipped your mind until just now. What do you do?

2) JOB KNOWLEDGE QUESTIONS

Here the interviews of the Colgate-Palmolive try to assess whether candidates have the basic
knowledge needed to perform the job.

E.G: What is the correct procedure for determining the appropriate oven temperature when
running a new batch of steel?

3) WORKER REQUIREMENTS QUESTIONS:

Here the interviews assess candidate’s willingness to perform under prevailing job conditions,

E.G: Some periods are extremely busy in our business. What are your feelings about working
overtime?

The HR manager also told that the interviewer is strictly forbidden so ask questions in an
interview such as:
 Page 24 of 44

Please note that he only told us few of the questions but we searched on internet for 8 don’ts
of an interview questions, these included the forbidden questions which are not asked in
Colgate Palmolive company’s interview.

1) Don’t ask applicants if they have children, plan to have children, or what child-care
arrangements have the made.
2) Don’t ask applicant’s age
3) Don’t ask whether the candidate has a physical or mental disability that would interface
with doing the job. The laws allows employers to explore the subject disabilities only after
making a job offer that is conditioned on satisfactory completion of a required physical,
medical, or job skills test.
4) Don’t ask for such identifying characteristics as height or weight on an application
5) Don’t ask a female candidate for her maiden name. Some employers have asked this to
ascertain marital status.
6) Don’t ask applicants about their citizenship.
7) Don’t ask applicants about their arrest records. You are, however allowed to ask whether
the candidates have ever been convicted of a crime.
8) Don’t ask a job candidate if he or she has AIDS or HIV-positive.

 QUESTIONS ASKED IN THE INTERVIEW OF COLGATE PALMOLIVE:

The HR manager told us about different types of questions that are asked in the interview of
Colgate Palmolive Company. He wouldn’t few of the questions which he says that are asked
only to the candidates, are the toughest questions that the company asks. This is the exact copy
of some of the questions which are asked to the candidates.

 COLGATE-PALMOLIVE INTERVIEW QUESTIONS & REVIEWS

Q1) Describe Colgate's values and how this makes the organization unique, and how your
values are a good match with those of the company?

Q2) For company A, B, C,D in total profit is XXX for the year of 2004 if the "Other Income" is
increase for 7%. Please calculate the total profit for year 2007 in company B?

Q3) General brand and marketing oriented questions?

Q4) Give me an example when you have implemented something. What did you do and what
was the result?
 Page 25 of 44

Q5) Explain how you were able to (insert something from my resume here)?

Q6) Explain a time when you applied your understanding of HR policies to deliver results for
your team?

Q7) What does my body language say about me right now?

Q8) Tell me about yourself?

Q9) What are your goals for the future?

Q10) Describe your biggest weakness?

Q11) Describe an obstacle you've overcome?

Q12) Why are you looking for a new job?

Q13) what you will be in 5 years?

Q14) Tell me about a brand that does not compete in your current category that is not doing
performing well and why?

Q15) Why do you want to work at Colgate?

Q16) Why do you think you are better suited to the job in which you applied than every other
person that has applied?

Q17) You create a proposal which you are to present to a VP. I disagree with the content of
your proposal and have you change it to my liking. What would you do if while giving the
presentation, the VP declared that he hates the proposal and asks why you would ever think
it is a good idea?

 PERSONAL EXPERIENCES SHARED BY THOSE PEOPLE WHO HAVE

ACTUALLY GIVEN INTERVIEWS AT COLGATE PALMOLIVE’S

 EXPERIENCE 1)
Phone interview followed by 1:1s with prospective manager and key stakeholders. All were
friendly, straightforward and interested in finding someone with the best skills as well as
excellent people skills - as this is a very people-oriented culture.
 Page 26 of 44

 EXPERIENCE 2)
First they need you to sit for the aptitude test which takes in total 1 hour. There are 2 part of
the test one is more on case study and another part is math. In case study wise is around total
12 case studies with average 3 questions for case study. Math part is 13 questions with average
2 sub-questions each. Each part is given 20mins.

 EXPERIENCE 3)
Tough interviewing for marketing position. Lots of impromptu brand analysis questions and
approach assessment questions. Also usual crop of "tell me about a time" stuff. so come
prepared with knowledge of brand elements, situational questions, attitude assessment
questions and of course be prepared for the unknown. E.g. the first question they posed is why
would i like to stay in New York (I didn’t even want to but had to answer something asap).

 EXPERIENCE 4)
You see several people within the day. It usually lasts at least several hours. Depending on the
position, the minimum number people you are being interviewed is about 5, sometimes 6
people. Do not expect an instant feedback as the company takes a very long time making a
decision on hiring.

 EXPERIENCE 5)
Everyone is correct - the people at Colgate are really friendly and nice.
I would suggest knowing your resume inside and out, and have a story (STAR) for every single
line on your resume.

Practice before you come here. They are nice, but they are also very serious about finding the
right person.
Every single question was behavioral. I got the interview through a Recruiter and the interview
consisted of a Phone Interview, a 1:1 Interview, a Group/Panel Interview and a Background
Check.

 EXPERIENCE 6)
I met with recruiters on campus first. After passing through that round I went in for a round of
in-person interviews with a couple managers and members of the division I would join.
Everyone I spoke with was very professional and cordial. Questions were primarily behavioral in
nature.

 EXPERIENCE 7)
This interview consisted of elaborating on my resume and behaviorally based questions. Many
of the comments from the interviewer seemed to come out of left field (e.g. "why did you
choose this font") and were not truly focused on the subject at hand. I walked away with no
greater understanding of the role than when I walked in.
 Page 27 of 44

 EXPERIENCE 8)
I applied online to Colgate to be work in R&D as a summer intern. They called me 2 months
after I had applied to schedule a phone interview. Phone interview was 1:1 and was the most
general interview I have ever encountered. Questions included, "Why Colgate", "Describe an
obstacle you've overcome", "Describe your greatest accomplishment", "Describe your greatest
weakness", etc.
The requested that questions be answered in STAR format (situation, task, action, result)

 EXPERIENCE 9)
First interview face to face with HR Director, second interview with Finance director, then take
personality test

 EXPERIENCE 10)
Heard about the interview from a headhunter and submitted my resume for consideration. I
had a phone interview with an HR rep. It was a standard behavioral interview (i.e. Tell me a
time when type of questions.) I was invited to HQ in NYC soon after. There were 8 candidates
for 3 openings on various teams. Every candidate interviewed with 3 Marketers and 1 HR rep.
My overall experience was great. All of the interviewers were very nice and the questions were
straightforward. The best advice I can give to a potential interviewee is to remember to answer
the interview questions in the standard STAR format.

 EXPERIENCE 11)
The interview process at Colgate begins with a phone screen with an HR Manager. It is fairly
straight forward regarding phone screens. Typical walk through your resume, highlight key
achievements, discuss why you are interested in Colgate.

The in-person interview is based on typical behavioral interview questions...tell me about a

time when you...(fill in the blank based on core competencies required for the job). Key
highlight is (as it was explained) the interviewers use a standardized interview booklet. Your
goal is to get the most points based on your responses. This is accomplished by providing
details about what you did and why you did what you did and what was accomplished. Pretty
straight forward.

Everyone at Colgate was VERY nice and didn't come across as trying to trip you up. They really
seemed interested in understanding your experience and how well you would fit in Colgate.

Key point - make sure you know why you want to work at Colgate. Location in NYC is not a good
response. Globalization, innovation, culture - are better. Make sure you do your ground work
regarding Colgate. People are nice but it isn't a slide interview.

 EXPERIENCE 12)
 Page 28 of 44

The first communication I had was a phone call after I applied online. Once I went through the
phone interview, I was asked to come in for a computer test. There were about 30 other people
who was there and took the computer test with me. The test consisted of questions on problem
solving, working as a team, and following directions. After that, I received another phone call to
come in for a 3rd interview. This one consisted of a exercise of putting an item together by
yourself. You were timed and had specific directions to go by. You also had to check the certain
parts for tolerances. Then I was contacted again by phone and asked to come in for a 4th
interview. This time it was group exercise. The groups consisted of 4 people and you were
asked to follow some written directions in which you and your group were to simulate a
manufacturing process. After the exercise each person was asked to provide feedback on how
the exercise went and what could be changed to make the process better. About 2 weeks later
a received a job offer in the mail and was asked to either accept the job or decline the job. The
letter had to be mailed back to the company and then you were contacted and told when you
were to start training and all the other info.

 EXPERIENCE 13)
I was initially screened by a HR manager over the phone. After that I went in for a ~4 hour
interview where I met 1 on 1 with employees at different levels including co-workers, middle
management, upper management, and HR. After that, I was called in for another ~4 hour
interview of the same format but I met with different people.

My word of advice would be that while co-workers, HR, and middle management seem to be
looking for the typical things you would expect (are you competent in the skills needed for this
job, will you get along with others, how much training will you require, etc), upper
management is definitely more interested in whether or not you will fit into Colgate's corporate
culture and whether you can cope with your place in the chain of command. I found that it
might have actually been to my detriment when I emphasized my self-starter and critical
thinking abilities.

Also, everyone is very interested in your abilities to be a team player (at least in Marketing).
Everyone I spoke with mentioned this and emphasized the need to be able to hold your own in
a meeting and consensus based corporate culture. Final tip, do not dress casually to your
interview as the dress code there is suits every day.

After the interview questions, the candidates are also asked to fill the following questionnaires,

 PART I – UNDERSTANDING-YOU-BETTER QUESTIONNAIRE:

Employees at our firm have a shared responsibility (along with their managers) to help ensure
that every employee is as productive and motivated as possible. Because you are new to this
position (firm), you can help us understand how to manage/motivate you so that you can do
the best work of your life. Although this form is an important first step, it is imperative that you
continue to help your manager and your team leader to understand what are your goals and
how can we best help you reach them.
 Page 29 of 44

Q1) Why did you accept this job? (Please list in descending order of importance.)

1)
2)
3)

Q2) Even though you accepted our offer, what are your initial concerns about this new job?
(Please list in descending order of importance.)

1)
2)
3)

Q3) Why did you quit your last job(s)? (So we can try to avoid similar issues.)

1)
2)
3)

Q4) What are the things that normally frustrate you on a job? What were the changeable
aspects of your last two jobs that you liked the least? (Please list them in descending order of
importance.)

1)
2)
3)

Q5) What motivates you to do great work? Categories of motivators include rewards,
recognition, challenge, making a difference, control, learning and growth, and open
communications. (Please list them in descending order of importance.)

1)
2)
3)

Q6) How would you like to be managed?

Help us understand the most effective way to manage and communicate with you. Start by
considering your past successful (and less successful) managers and then advise us on how best
to manage, recognize and communicate with you:
 Page 30 of 44

 Manage you
1)
2)
 Recognize you
3)
4)
 Communicate with you
5)
6)

Q7) Where would you like to be in your career in three years? (Please list in descending order
of importance.)

1)
2)
3)

 PART II – RECRUITING EFFECTIVENESS QUESTIONNAIRE:

A) Improving the process
Q8) How did you learn about this job? What source or recruiting tool convinced you to apply?

1)
2)
3)

Q9) Which part of the recruiting and hiring process worked best (impressed you)? Explain why
for each:

1)
2)
3)

Q10) Which part of the recruiting process needs improvement (made you uncomfortable)?
Explain why for each:

1)
2)
3)
 Page 31 of 44

Q11) Which part of the interview process needs improvement (Made you uncomfortable)?
Explain why for each:

1)
2)
3)

Q12) Which parts of our interview and offer process "sales pitch" were compelling and
convincing?

1)
2)
3)

Q13) Which parts of our interview and offer process "sales pitch" had no positive impact or
actually turned you off?

1)
2)
3)

Q14) What were the final top three determining factors that convinced you to accept our
offer?

1)
2)
3)

B) Other firms you considered

Q15) What other firms did you seriously consider? (Please list in descending order of your
interest.)

1)
2)
3)

Q16) What other firms made you offers? How did those offers differ from ours?
(Can we have a copy of your other offer letters?)
Firm

1)
2)
3)
 Page 32 of 44

Q17) Superior elements of their offer

1)
2)
3)

C) Will you help us identify others?

Q18) Who else should we recruit from your former firm? State their job and strengths (please
list in descending order of their value as recruits.)

1)
2)
3)

Q19) Will you help us recruit them? (Put a Yes or No by each name)

Q20) What other employees "look good on the surface" at your former firm but wouldn't be a
fit here?

1)
2)
3)

D) Other
Q21) What are the best business and technical practices at your former firm? (Please list in
descending order of importance.) (An optional question)

1)
2)
3)

After the interview the HR department of Colgate Palmolive company do an assessment

centers.
 Page 33 of 44

 ASSESSMENT CENTERS:
This is the 8th phase of the complete process used by Colgate Palmolive Company in recruiting
employees.

Here the Colgate Company asks the candidates to perform a set of simulated tasks. And the
observers rate performance on these simulations and make inferences regarding each
candidate’s managerial skills and abilities.

 DRUG TESTING

Now in 9th phase the applicants are asked to pass a drug test. There are various methods from
which you can take drug tests of the applicants. They mostly undergo urinalysis as part of
routine selection procedures at Colgate Palmolive. And the applicants whose test results come
positive is eliminated from further consideration and those applicants whose results are
negative they move to the next phase. Many researchers have proved that the drug tests are
very much effective.

An important issue in preemployment drug testing is its effectiveness. Do drug test results
correlate to an applicant’s later job performance? The answer is Yes. In one study done in the
US Postal Service, urine samples were taken from more than 5000 job applicants, but the
results were not used in hiring. Six months to one year later, it was found that the applicants
who had positive tests were absent 41% more often and fired 38% more often than those who
did not.

“The drug testing is a valid predictor of job performance”. Says the HR manager.
 Page 34 of 44

 REFERENCE CHECKS & BACKGROUND CHECKS:

In this last and 10th phase the employers of the Colgate company also looks at the reference
checks of the person who pass all the above mentioned phases. So to be 100% confirmed about
their decision. They check the past employment record of the applicants which is the best
method in predicting the future success of prospective employees.

The background of the employees is also checked by the employers of Colgate Palmolive
Company, it include criminal background checks, verifications of academic achievements,
driving histories etc.
 Page 35 of 44

Sample:

Looking For Trouble

A variety of checks can be done to verify the accuracy of information provided by an applicant or
worker, or to conform that the person has the skills or experience needed to perform the job.

Following are the majo types of background checks:

 Criminal Record. Almost all employers who screen their employees search for convictions in
countries where the person has lived?
 Social Security Check. This check, which looks at the names, and addresses associated by credit
bureaus with an applicant’s social security number, helps conform the applicant’s identity.
 Employment Histry. Employers verify the dates f employment, title, and salary history.
 Education. Employers verify degree, professional licenses, and certifications.
 Driving Record. This is checked if the job involves driving.
 Credit Reports. Companies generally don’t look at applicant’s personal credit reports unless
their credit management is relevant to the job.
 Worker’s Compensation Claims. Employers tend to be cautious about looking at these records
because of strict state laws about how they can be used.
 Civil Court Records. These searches are rare and usually focus on job-related lawsuits.

Source: Adapted and used with permission from Steen, M. (2002, March 25). Under security. San
Jose Mercury News, E, 1.
 Page 36 of 44

After all of these crucial phases held by the Colgate company is recruiting employees, the one
or more lucky, intelligent, smart applicants who have passed all of these phases, they get
recruited, selected and hired to work for the company.

Since Colgate Palmolive Company uses such a detailed criteria and procedure to recruit
employees, it can guarantee that it will get the best man for the right job which will lead to the
organizational productivity and overall achievement of the organizational goals.

When an employee is recruited by the Colgate-Palmolive company, certain benefits are offered
to them, which are listed below.

 BENEFITS AND COMPENSATION:

 Page 37 of 44

Colgate rewards excellence.

At Colgate, our greatest resource is our people. Our "pay for performance" philosophy ensures
that our people's accomplishments are recognized and rewarded appropriately. Our
competitive compensation and benefits — including bonus and stock ownership programs —
reflect how much we value and care for our own.

a) SALARY AND REWARDS:

Colgate rewards success — the greater the success, the greater the reward. We proudly offer:

1) Competitive salary and vacation

2) Bonuses and Recognition Awards
3) Stock Ownership for all employees

b) BEING WELL / WELL BEING

MEDICAL:
For Colgate people and their families, our medical plan options include:
1) Exclusive Provider Organization (EPO) plans,
2) Preferred Provider Organization (PPO) plans; and a
3) Prescription Drug Plan.

c) DENTAL:
As the world leader in Oral Care, Colgate is proud to offer employees an excellent dental
program covering a wide range of services.

d) VISION:

Colgate's Vision Plan offers routine eye exams and an allowance toward the purchase of frames,
lenses and contact lenses.

e) FLEXIBLE SPENDING ACCOUNTS:

 Page 38 of 44

Colgate's Flexible Spending Accounts (FSAs) provide a tax-effective way to cover expenses for
dependent care as well as for expenses not covered under own health-care programs.

f) DISABILITY:
Colgate offers both short-term and long-term disability benefits:

1) Short-Term: Full salary for up to 26 weeks

2) Long-Term: Either 50%, 60% or 70% of earnings after 26 weeks up to Social Security Normal
Retirement Age (depending upon options selected)
g) LIFE INSURANCE:

Colgate provides the following:

1) Life Insurance for employees

2) Life Insurance for employees' spouse and children
3) Accidental Death and Dismemberment Insurance (AD&D)
4) Travel Accident Insurance
5) Option to purchase additional coverage at low group rates

h) ADDITIONAL BENEFITS:

Long-term Care Insurance, Critical Illness Insurance and Pet Insurance benefits are also
available to Colgate employees at a discounted rate.

i) PLANNING FOR THE FUTURE:

To ensure Colgate People enjoy a secure, comfortable retirement, we offer three programs:

1) 401 (k) with up to 70% matching company contribution

2) Profit sharing based on business results
3) Company-funded retirement plan
j) ADDITIONAL EMPLOYEE PROGRAMS:

Our progressive work/life programs include:

1) Near-site back-up childcare centers

2) Emergency in-home care for dependent children and adults
3) Academic Advisory Services and Tuition Assistance
4) Personal Service, including health & wellness, legal, and financial
 Page 39 of 44

5) Counseling Services
6) Relocation Assistance
 Page 40 of 44

 Conclusion And Recommendation

Well there are few things that we would like to recommend to the Colgate-Palmolive company,
which they can use to enhance their recruiting criteria and process.

First of all we will talk about the initial phase of the recruitment process where the employers
need to inform the general public about the job vacancies, we see that Colgate-Palmolive lacks
2 things here.

1) Former Employees
2) Employment Agencies

 RECOMMENDATIONS IN THE RECRUITMENT PROCESS

1) FORMER EMPLOYEES:

Here what Colgate-Palmolive can do is that they can contact their former employees who have
worked with the company previously and were laid off; they may also be people who were
working at the company seasonally. The reason we are recommending this source of recruiting
is that it’s a safe hire. The employers already know these people. It will save the money as well
as precious time. You just need to see the past record of the employee which he had worked
with company. Researches also proves that recruiting old employees is very effective, rehires
tend to stay longer than new hires and they cost less to bring back on board because rehires
have already been through the selection process. In addition, new hires are less productive
than rehires in the first quarter of time. Furthermore, a network of former employees can be a
source of employee referrals because they are familiar with the company, its culture, and its
values.

2) EMPLOYMENT AGENCIES:
Colgate-Palmolive can also use external contractors, there are different agencies which help
you in recruiting employees, and they also send candidates to you. The company has to pay fee
to the employment agencies. This source of recruiting is very effective when the firm is trying to
get an employee with specialized skills. Another advantage of employment agencies is that they
often seek out candidates who are presently employed and not looking for a new job, which
indicates that their current employer is satisfied with their performance.

 RECOMMENDATIONS IN THE SELECTION PROCESS:

 Page 41 of 44

Now if we talk about the selection process of the company, we would like to recommend them
to use Lie Detector Tests and Rorschach Inkblot Test.

1) LIE DETECTOR TEST:

These tests can be held when you are taking the interview of the candidate. Now there are
many ways to take a lie detector test. One is that you need to stick wires with the body of the
candidate so check his heart rate, nerves and pulse control to see whether he is lying or he is
truthful. But the major drawback of this is that no candidate will want such things to be
strapped his body. He is coming for an interview; he may feel like a prisoner in a jail.

Another way is through voice analysis. You don’t need to inform the candidate that you are
taking his lie detector test. Whatever answers he gives to your questions, a machine will
analyze his voice patterns and will tell you whether he is truthful or lying. This is also a very
smart way to check the honesty and integrity of the candidate.

2) RORSCHACH INKBLOT TEST

The employers at Colgate-Palmolive can use this test to analyze the personality of the
candidate. The test consists of 10 symmetrical inkblots. The individuals tells what the
inkblots look like and what parts of the inkblots they are focusing on. In this test you play
with the unconscious mind of the candidate.

3) HANDWRITING ANALYSIS:

Colgate-Palmolive can also use this method to analyze the personality of their candidates.
This is known as Graphology, the study of handwriting for the purpose of measuring
 Page 42 of 44

personality or other individual traits. It is widely used to screen job applications in many
companies throughout the world.

We would also like to recommend online tests at the initial screening stage of the
recruitment process.

 ONLINE TESTS:
 Highly sophisticated psychometric instruments

 For example, JP Morgan Chase contains a clever on-line application for college students: a
game based on job hunting and investment decisions, which elicits information about
applicants’ interests, attitudes and abilities (Capelli, 2001)

Company can also use the formula to calculate the cost per recruitment.

 COST PER RECRUITMENT:

Cost of Recruitment (per employee hired)

SC AC + AF+ RB+ NC
=
H H

 SC = source cost

 AC = advertising costs, total monthly expenditure (example: $28,000)

 AF = agency fees, total for the month (example: $19,000)

 RB = referral bonuses, total paid (example: $2,300)

 NC = no-cost hires, walk-ins, nonprofit agencies, etc. (example: $0)

 H = total hires (example: 119)

 Cost to hire one employee = $414

 Page 43 of 44

As a conclusion we would to say that as far as the recruiting criteria and selection process of
Colgate-Palmolive is concerned, we don’t find any major flaws in it. It is really amazing how this
company manages its employees and how they recruit new employees. That is the reason that
they have been so successful. There selection criteria is very much tough, therefore only the
best person out there can beat the odds and can successfully clear the process of recruiting
used by Colgate-Palmolive.

At Colgate you can really make a difference. This best describes the work environment at
Colgate-Palmolive Pakistan. Place where the employees are committed to helping people
develop and apply their skills to the fullest. They consider enthusiasm and ingenuity essential to
achieving business strategy, which makes Colgate "the best place to work".

The Company provides an exciting and stimulating work atmosphere through training,
education, challenging assignments and periodic performance evaluation - all of which work
together to enhance personal and professional effectiveness.

There were only few things that we thought that Colgate-Palmolive can add in their recruiting
program as to further increase its efficiency, which we have mentioned in the
recommendations.

In the end just one line is enough to describe Colgate-Palmolive. It is really the world of care,
not for customers, but as well as for the employees.

 MUHAMMAD FAHAD JAVED (LEADER)

 Page 44 of 44

This section is for the views of the group members. I as the leader of this group will try my best
to define this experience of working on this project on behalf of the other members of the
group as well as myself.

It was a challenging assignment; we had to do a lot of research on which organization to select.

Colgate-Palmolive came into my mind because of one reason. The amount of detailed
knowledge and information that they have put up on their website is very significant in making
a report. We got whatever we need from the website. But the greatest part was when we
visited the organization. Seeing the managers working in real life situations in a multinational
company gave us a fair bit of idea that what is ahead of us. And what we need to do to get
prepared for it. We had a lot of difficulties as well. But we tried to learn from all those mistakes.
What’s the fun in working when there is no challenge? All the members coordinated well,
performed whatever they had to, and we all had a firm believe that,

“Our greatest glory is not in never falling, but in getting up every time we do”

As we see the situation in Pakistan these day, less jobs and increasing number of candidates.
We thought that we must be ready and aware that what must be done to get a job in a
successful organization. There for we selected this topic, so to understand that realities and
different criteria set up by the organizations. How to tackle interview questions and how to sell
yourself to them. How to become the best product for a company.

It was a great experience for all the group members, we learned a lot from it.