hxhd

[Blob]

Oh. I was thinking having a quick short link right to the meat of the department might be a good idea as we want to keep instructions simple. I suppose we could say, "according to habbox.com a throne is worth X" so long as the rare values are clearly visible within our homepage

I should be redoing the rare values panel later on this week so the search function is being improved on so they can use that

[HotelUser]

I should be redoing the rare values panel later on this week so the search function is being improved on so they can use that

Oh - of course they can use that, but what I meant was when we're telling a user in the room a rarevalue we should say, "It's worth X credits according to Habbox.com/rares"

[Griz]

hire me as a english dj *+*+*+*+
please ):

Edited by Nicola (Forum Super Moderator): Please do not post off topic.

[Blob]

Oh - of course they can use that, but what I meant was when we're telling a user in the room a rarevalue we should say, "It's worth X credits according to Habbox.com/rares"

Could setup that up as a shortlink to the new rare values page thats coming

Or could do something like Habbox.com/Rares/Club_sofa

But that might confuse them

[HotelUser]

Could setup that up as a shortlink to the new rare values page thats coming

Or could do something like Habbox.com/Rares/Club_sofa

But that might confuse them

Javascript url trick, Ryan. Lets discuss this privately

[Yupt]

I think applications can be misleading to the actual standard of staff. I think hirings to HxHD should be done completely on recommendations i.e by spotting people in the desk who are there regularly helping out.

[HotelUser]

I think applications can be misleading to the actual standard of staff. I think hirings to HxHD should be done completely on recommendations i.e by spotting people in the desk who are there regularly helping out.

I think there's certainly a lot of truth to that. I'd much rather find staffmembers via recommendations although there are times when the well runs dry, especially when we need to hire six, seven or even eight staff at a time. Applications take care of this because we can reach out to a larger audience.

One way to improve upon the standards of the trialists chosen is to hold interviews preceding us determining who goes on trial which does help in one regard when we recruit through applications.

That all being said, however, I wish relying on recommendations alone was possible all the time anyway because it's nice to see visitors in the room with such enthusiasm willing to put in the extra effort when they're not even a staffmember too

[nvrspk4]

Scott, you didn't help your case by being completely abrupt and sounding like you were tearing people down Though I'm surprised at how quickly people jumped down his throat - obviously its felt that what he said was unjustified but perhaps doing it civilly might be better. Although I know from firsthand experience sometimes it can get to be too much so perhaps I've just missed previous times.

Anyway, from what I see apparently attendance isn't too bad...but knowledge may be. Can I suggest that potential candidates are interviewed before being hired? Maybe this was suggested I stopped reading after page 4. Every now and then some clone testing from management may be useful.

[Nixt]

I'm with nvrspk4 on this one. I think it's time that we started ensuring that staff are up to the standard in terms of the help they are giving and their interaction rather than the amount of time they spend in the desk - which I don't believe is a problem, but is focused on too heavily.

There are a number of ways in which we can do this and I will draft up a new thread in HxHD Management forums so we can appropriately look into ways of testing the ability and knowledge of staff. Obviously the application this time around attempted to make sure that those that applied had some knowledge, but the problem with testing the knowledge in an application is that Google can (and almost certainly was, in some cases) be used to answer those questions which is not a true test of their Habbo knowledge.

I also think it may be a good idea to arrange a one-to-one with all current staff, give them a "refresher" interview and clarify what holes there may be in there knowledge and then sessions can be arranged that ensure the gaps in their knowledge can be filled.

[scottish]

I think applications can be misleading to the actual standard of staff. I think hirings to HxHD should be done completely on recommendations i.e by spotting people in the desk who are there regularly helping out.

Recommendations don't work these days, in 2004 and such they worked fine but hxhd has got alot worse since then, if it was based on applications it would simply be everyones friend who got recommended, as proven in the past when like half of the hxhd staff were previous staffs habboxlive friends.

Scott, you didn't help your case by being completely abrupt and sounding like you were tearing people down Though I'm surprised at how quickly people jumped down his throat - obviously its felt that what he said was unjustified but perhaps doing it civilly might be better. Although I know from firsthand experience sometimes it can get to be too much so perhaps I've just missed previous times.

Anyway, from what I see apparently attendance isn't too bad...but knowledge may be. Can I suggest that potential candidates are interviewed before being hired? Maybe this was suggested I stopped reading after page 4. Every now and then some clone testing from management may be useful.

I can't be rude about other people or i get a 2 day ban so i'll not bother to comment on 2 of the people

Knowledge isn't too bad, it just doesn't exist lol. I'm pretty sure me and a few other people argued to get trials implemented before they done it for 2 hiring then left it and never bothered with it again

But even the kind of interviews done by this is kinda stupid

'what do you do if someone is being rude in the room'
'how do you buy habbo credits'

that's not totally obvious or anything