#include<stdlib.h>
#include<stdio.h>
int main()
{
int n = 1234;
char p[20];
itoa(n,s,10);
printf("n=%d,s=%s",n,s);
return 0;
}
itoa(n,s,10);

Notice that the itoa() function takes three arguments: the first argument is the number you want to convert to the string, the second is the destination string to put the converted number into, and the third is the base,
or radix, to be used when converting the number.

3

Start with the present and tell why you are well qualified for the position. Remember that the key to all successful interviewing is to match your qualifications to what the interviewer is looking for. In other words you must sell what the buyer is buying. This is the single most important strategy in job hunting.

So, before you answer this or any question it's imperative that you try to uncover your interviewer's greatest need, want, problem or goal.
To do so, make you take these two steps:
Do all the homework you can before the hr interview to uncover this person's wants and needs (not the generalized needs of the industry or company)

As early as you can in the interview, ask for a more complete description of what the position entails. You might say: "I have a number of accomplishments I'd like to tell you about, but I want to make the best use of our time together and talk directly to your needs. To help me do, that, could you tell me more about the most important priorities of this position? All I know is what I (heard from the recruiter, read in the classified ad, etc.)"

Then, ALWAYS follow-up with a second and possibly, third question, to draw out his needs even more. Surprisingly, it's usually this second or third question that unearths what the interviewer is most looking for.

You might ask simply, "And in addition to that?..." or, "Is there anything else you see as essential to success in this position?:

This process will not feel easy or natural at first, because it is easier simply to answer questions, but only if you uncover the employer's wants and needs will your answers make the most sense. Practice asking these key questions before giving your answers, the process will feel more natural and you will be light years ahead of the other job candidates you're competing with.

After uncovering what the employer is looking for, describe why the needs of this job bear striking parallels to tasks you've succeeded at before. Be sure to illustrate with specific examples of your responsibilities and especially your achievements, all of which are geared to present yourself as a perfect match for the needs he has just described.

Selection Process

Selection is the process of choosing from a group of applicants those individuals best suited for a particular
position. Most managers recognize that employee selection is one of their most difficult, and most important,
business decisions. This process involves making a judgment -not about the applicant, but about the fit
between the applicant and the job by considering knowledge,skills and abilities and other characteristics required to perform the job Selection procedures are not carried out through standard pattern and steps in this. Process can vary from organization to organization some steps performed and considered important by one organization can be skipped by other organization.
Environmental Factors Affecting the Selection Process A permanent, standardized screening process could greatly simplify the selection process. However, development of such a process even if it were possible and desirable would not eliminate deviations to meet the unique needs of  particular situation.

Legal Considerations
Legislation, executive orders, and court decisions have a major impact on human resource management. It is important for hiring managers to see the relationship between useful and legally defensible selection tools.

Speed of Decision Making
The time available to make the selection decision can have a major effect on the selection process. Closely following selection policies and procedures can provide greater protection against legal problems; however, there are times when the pressure of business will dictate that exceptions be made.

Organizational Hierarchy
Different approaches to selection are generally taken for filling positions at different levels in the organization.

Applicant Pool
The number of applicants for a particular job can also affect the selection process. The process can be truly
selective only if there are several qualified applicants for a particular position. The number of people hired for a particular job compared to the individuals in the applicant pool is often expressed as a selection ratio.

Type of Organization
The sector of the economy in which individuals are to be employed private,  governmental, or not-forprofit can also affect the selection process.

Probationary Period
Many firms use a probationary period that permits evaluating an employee's ability based on performance. This may be either a substitute for certain phases of the selection process or a check on the validity of the process.

Selection Criteria
Mostly the selection of applicant depends upon the
following factors or criterions.
1. EDUCATION
2. COMPETENCIES
3. EXPERIENCE
4. SKILLS AND ABILITIES
5. PERSONAL CHARACTERISTICS

Applicant who is best fit should be hired instead of hiring a person with extra ordinary skills it means right person for right job should be hired person who is over or under qualified for the particular job will not be able to adjust in the organization.

STEPS IN THE SELECTION PROCESS
The selection process typically begins with the preliminary interview; next, candidates complete the application for employment. They progress through a series of selection tests, the employment interview, and reference and background checks. The successful applicant receives a company physical examination and is employed if the results are satisfactory. Several external and internal factors impact the selection process, and the manager must take them into account in making selection decisions. Typically selection process consists of the following steps but it is not necessary that all organization go through all these steps as per requirement of the organization some steps can be skipped while performing the selection process.
1. Initial Screening
2. Application Blank
3. Pre-employment Testing
. General Intelligence Tests
. Aptitude Tests
. Personality and Interest Tests
. Achievement Tests
. Honesty Tests
4. Interview
. Structured Interview
. Unstructured Interview
. Mixed Interview
5. Background Checks
6. Conditional job offer
7. Medical Exam/Drug Tests
8. Final Selection Decision

The number one issue I face on a daily basis is the increasing problem of "no-see" clinics and doctors. It can be difficult to penetrate many of these offices, so creativity is essential. Also, developing relationships with the gatekeepers (front office staff) is essential for gaining "face-time" with the physicians.

To cut off the first column,  awk, kde   utility could be used.

Alternate Answer:
A number of Unix commands can be used - cut, awk, sed or even a Perl one-liner.