Just two months after he graduated, the young engineer was delighted when he received a letter from one of the UK’s largest and most prestigious engineering firms asking him to join them for a 12-month trial period.
For the first three months in his new job, the graduate was given the chance to work in the company’s design engineering department, closely collaborating with a number of like-minded electronic engineers who were developing all sorts of really cool stuff.
The young engineer thought that he had died and gone to heaven. It was the job of a lifetime – the one he had always wanted. Needless to say, he excelled at the tasks he was given. The head of the electronic engineering department was tremendously impressed with the young man’s efforts and showered him with accolades, which only made him more enthusiastic.
Sadly though, the good times did not last. Thanks to the company’s charter to ensure that its graduate recruits were given a thoroughly rounded insight into all of the departments of the company, after the three-month honeymoon period in the engineering department was over, the new recruit was transferred to the production department for a three-month stint there.
While the young man enjoyed learning about the manufacturing processes that were used to make the company’s products, he did not find it half as rewarding as the time that he had spent in the design department. But since it was the company policy to rotate all its new hires, he had no option other than to tow the company line.
If the truth be known, it was a dull three months for the new engineer. But not half as tedious as the three months he was forced to spend in the marketing department, nor the following three months that he spent working in sales. Indeed, he found both those departments so incredibly tiresome that he contributed hardly anything while there.
Nevertheless, he felt certain that, after the inauguration period was over, he would once again find himself back in the bosom of the design department where he could continue to make a useful contribution to the company.
But it was not to be. Because after the 12-month trial period ended, the vice-president of the company called in all four managers from the engineering, production, sales and marketing arms of the company to jointly appraise the young man’s performance.
When he heard about how inadequately his star undergraduate had performed in the production, marketing and sales departments, the engineering manager was reluctant to put forward a good word on his behalf – afraid that he might look somewhat ridiculous in front of his peers.
The upshot, I’m sorry to say, is that the young graduate was refused full-time employment by the company at the end of his trial period. And that’s a shame considering the tremendous contribution that he might have made.
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