A section of my company is going through some reorganization. Management of that section has been replaced, and the employees under them are having to reapply for their positions, which are being relocated to a centralized facility and reduced in number for a variety of reasons. I am interviewing the old employees to see which (if any) will be rehired.
It's important to know that the employees have two main tasks: produce product A and follow procedure B when updating anything. Product A can take up 6-8 months to complete the first time, but should only take 2-3 months on subsequent versions. These can be done every 2-3 years. And procedure B comes into play because employees often have to do many, many updates in order to create product A.
We interviewed our first internal candidate a few days ago. This guy has worked for us for over 7 years, with a short break in there where he worked for another company. We asked him about what he had done in his position. He talked at great length about having produced product A, not once, but twice! during his 7 years of employment. Okay, a little slow on releasing and updating product, but reasonable.
I then asked about procedure B. Candidate then proceeded to tell me that he'd never really looked at procedure B, it must have been created sometime during his brief stint at other company (it wasn't, it was completed and released well before that), and besides which, he was much too busy doing tasks C, D, E, F, and G to worry about following procedure B.
So basically he told us that not only was he not doing half his job for 7 years, but that he didn't follow procedure B when producing product A either time, meaning his product A probably isn't up to specifications. He was also wasting time doing tasks that he was not authorized to do.
He then had the nerve to say when we hired him back, he expected his full relocation costs to be covered. Not if, when.