The company utilizes a system called ODR (One Day Recruitment), which, in concept, is very efficient. The entire recruitment process, from the initial stages to the User Interview, is completed on the same day. If a candidate does not pass a particular stage, they are informed immediately and are free to leave, which saves a significant amount of time. This ODR is conducted on-site at ASG Tower, typically running from the morning until around 12:00 PM or 1:00 PM. However, one part of the process was quite surprising. Candidates for the Legal position were required to undergo an Excel test, which, to be honest, was quite baffling. It's unusual to require advanced Excel skills for a core Legal role (and note this was not a Legal Admin position). My experience regarding the offering process was also quite shocking and, in my opinion, lacked professionalism for a company of this magnitude. First, I was surprised to learn that a candidate without a Legal background could pass the selection process for a professional Legal position. I only discovered this after receiving the offering letter and meeting the candidate. Second, when I attempted to negotiate my salary, I highlighted my relevant professional certifications and experience, which I believe added value and differentiated me from other candidates. The HR representative immediately cut me off, stating that the offered amount was the company's final budget, and I was urged to sign the letter immediately if I was interested. This felt like pressure to sign without any genuine room for negotiation, which is a poor practice. My disappointment culminated when I found out that the non-Legal-graduate candidate (who also did not possess the specific certifications I did) was offered the exact same salary. This entire situation raises serious concerns about the company's fairness. It suggests either a case of internal favoritism or a fundamental lack of professionalism and neutrality on the part of the HR team. An HR department should act as a professional and impartial bridge between the employee and the company, not solely advocate for the company's interests or proudly assert that they successfully equalized my perceived value with that of a less-qualified candidate.