) Simulated group exercise.4) Testing procedures. Another relevant strength was having three persons evaluating the applicants·documentation. This ´6-eye-methodµ, is a process of overview the applicants andtheir qualifications. The ´6-eye-methodµ, it is very interesting and essential becausethe applicants will have more than one opinion about their applications. This methodis a good way to have broadened perspective of the candidates. For this case, APACpersonnel were focusing more on the KSAOs of the applicants. Effectively, staffing group would have to define the job requirements together with competency information, for each of these management positions available. The definition of the job requirements was proposed and the Koch, the manager leader, agreed on them.They were based on six dimensions cited by one of the team members: planning / organizing, initiative, adaptability, conflict management, decision-making / goal-orientation, and leadership. Sustained by this definition, the personnel selectioncriterion was completed.Phone interviews have been very cooperative and beneficial for many employers, andone of the advantages it is the travel costs reduction. In addition, the phone call canencourage the applicant to listen to a question and respond it on his/hers time. Another advantage will be because the applicant is not at the same room as theinterviewer; he/she can make commentaries accompanied by facial expressions. What probably a person would not do it in a face-to-face interview. Normally,interviewers want to know who the applicant is, what he/she knows, and whether if this person would be good to work with.On the other hand, shortcomings may appear as; the interviewers can make theirdecisions based on superfluous aspects rather than on the applicant·s abilities andqualifications. Some factors to influence the interviewers can be tone of theinterviewee·s voice: its inflection, mood, attitude, and even body language caninterfere on the voice.In addition, APAC·s HR group would have the references from former employers asanother strong point to evaluate the applicant·s personality. This can bring moreinformation about the candidate·s relationship with colleagues and managers. Also, it could value if the individual had social skills and if he/she could work around difficult social workers situations.