Screening once selected for an interview, candidates were screened. Flight attendants, for instance, first appeared before a panel made up peers, customers, and representatives of the people department. The purpose of the interview was twofold: first, to evaluate the candidate’s performance before a group- an important element in the flight attendant’s job- and , second, to conduct a simple exercise that showed the extent to which the candidate was willing to sacrifice his or her own success for the success of others. Sitting in a large room, and granted adequate time, applicants were asked to prepare a five minute presentation about themselves. As the presentations were delivered one after the other, the interviewers watched the audience to see who was preoccupied with working on his or her presentation and who was cheering and supporting his or her potential term members. The result : only the applicants who supported the other applicants were likely to be hired, not the ones absorbed in polishing their own presentations.