Young professionals must be faithful to their personality and knowledge

Tuesday, September 25, 2012 - 12:24
Enzo Fraletti opted to focus on three selective processes (Picture: Marcelo Justo/Folhapress) Enzo Fraletti opted to focus on three selective processes (Picture: Marcelo Justo/Folhapress)

Now is the time of the year when recent graduates make tests, dynamics and interviews to get a job as a trainee.

Most of selections happens between September and November. "We're carrying out 17 processes, all at the same time", says Caroline Cobiak, coordinator of Across, a company specialized in hiring trainees. Another company like that, Cia de Talentos, has 30 processes open, according its director Paula Esteves.

The simultaneous selections force the candidates to choose few companies. This is the case of Enzo Fraletti, 24 years old, a recent graduated in Business Administration. He was disputing for a job in five different companies, but gave up two of them to not harm the other processes.


A hint of internships and job placement coordinator of FGV, Ana Luisa Pilopas, is to prepare yourself getting information about the company in newspapers and on the internet. "To be selected you must understand what kind of professional the company is seeking".

Priscila Almeida, of Page Talent, recommends to candidates to demonstrate some knowledge about the business during the process. She says that one way to do this is making questions about the corporation and about the sector in the interviews.

In general, the selections have four parts: selection of resumes, online tests, group dynamics with other candidates, and interviews with managers and area directors.

The online tests usually make questions about English and logical reasoning.

In some companies, the questions of logic are about the sector. This is the case of Camargo Corrêa tests. They are adapted to test the knowledge in engineering, with questions about lifting loads, for example.

"I'm a lawyer and would not pass the test", says Fábio Busato, 36 years old, manager of the company.

And how the evaluator knows if the candidate is not answering the proof, which is made online, with someone helping or searching for answers on Google? "I don't know", confess Cobiak.

To avoid deceits, companies make questions in English in other steps and check the logical reasoning observing the candidates during case studies.

Although the selection processes follow a pattern, there are a few changes between them.

Cia de Talentos develops selective processes with online games, where hypothetical situations are described to candidates who need to make decisions and explain them.


The group dynamics usually have 15-20 candidates. The first thing they do is to watch a company presentation. Then each one talks about them. It is worth discussing personal experiences as did Pedro Vieira de Souza, 23 years old. He told how he left his parental home at age 16 to make an interchange. Today he is a trainee at Camargo Corrêa Builder Company.

After personal introductions, candidates are divided into groups to study a case. And, in the end, they explain their findings in a question and answers session.

Before the dynamics happen, the candidates receive instructions by e-mail about the procedures, remember Francisco Silveira, 22 years old, who enrolled in four processes this year.

"[During the dynamics] there are people who interrupt the other, doing everything for attention. I guess it is wrong", says Silveira.

Pliopas recommends be faithful to personality: "The introverted person can't chatter away all the time. It will go wrong."

Those who pass in the dynamic still face the "panel" interviews with managers or directors of the areas in which they will work.

Cobiak emphasizes that the candidates must have tact to know how to express their opinions. She remembers seeing a candidate who told the director that he saw himself "in the chair" of the executive in the future. He lost his seat.

Source: http://bit.ly/Q65MZH