Requirement in selections for the technological area grows a lot.

Expert on the subject brings tips and guidance to help candidates to be approved.

Assertive communication and correct positioning in the market can be decisive for information technology professionals who go through selective processes. To support them in the search for a good placement with companies, these professionals have sought the help of coaching processes. Janaina Lima, executive coach and co-founder of Icon Talent – a company specializing in technology recruitment and selection – brings some valuable tips on how to improve performance in the selection process for technology positions. 

The actions must be designed so that the candidate can emerge in a highly competitive market, and go through the maintenance of the profile in social networks, the elaboration of the professional curriculum and the establishment of contacts.

"A basic tip is to choose the companies you would like to work with before you start prospecting for a job. Being attracted professionally by a company that has values similar to yours greatly increases the chance of a solid and lasting professional relationship. Applying for any vacancy and suddenly being hired may seem lucky, but it is not. After all, soon the frustration of being in the wrong place can hit hard and make you want to change jobs", says Janaina Lima, Postgraduate in Planning and Strategic Management by PUCPR, Graduated in Information Systems by FESP PR, graduated in Professional Coaching and Leadership by EPC (Paulista School of Coaching), certified by IBC (International Business Coaching Institute). Janaina Lima: basic tip is to choose the companies you would like to work before starting prospecting for a job. Promotion

Check out other tips below.

Linkedin
This social network is a powerful tool and widely used by recruiters for talent hunting. Keeping your profile up to date, with educational background on courses, technical knowledge, projects in which you participated (including voluntary actions, if applicable) is the first step. 

Curriculum
The description of the activities carried out in the companies in which the candidate worked is fundamental: they should be clearly and objectively listed, bringing the main highlights (technologies, processes, methodologies used) and main deliveries such as projects carried out, gains brought to the company (preferably in percentages and tangible results). The personal briefing should address the areas where the professional is strongest, for example: "Frontend Developer", "Business Analyst", "IT Management | Systems Support", "Ruby Developer" etc.

Background
The curriculum should also include a brief summary of the professional history and personal characteristics that strengthen the profile (team spirit, commitment, determination). It must be something that truly represents who is behind that profile. 

Contacts
It is very important to leave contacts available (e-mail and telephone) so that the recruiter can have easy access to the candidate. Avoid photos that expose your personal life, since this is a professional profile. The images should provide the vision of who will arrive at the company at the time of the interview. Always keep in mind what image you want to convey to the selector.

Analysis
When applying for a job, it is important to be assertive. One should not trigger the curriculum for all vacancies in the market, because this shows a lack of focus. Before applying, it is important to do a self-analysis: 
1. Does the candidate meet the majority of the vacancy requirements (at least 75%, 80% of them)?
2. Is there an identification with the company?
3. Is it an opportunity that meets career goals?
4. If you know the salary offer and the benefits, does this meet the basic needs? 
If the answers are positive, the curriculum should be sent. On the other hand, if the candidate does not fill out even half of the requirements, he/she must continue the search for another vacancy.

Interview
Before the interview, the candidate should seek to understand a little more about the recruiting company, to show interest in it. The candidate should wear appropriate clothing without exaggeration and be transparent during the time he/she is facing the interviewer. The interview should be seen as a conversation, a chat. It is important to act naturally, explore strengths, be honest and objective, bringing the most relevant information about skills, professional experiences and what you have accomplished in the companies you have worked for. Prepare yourself technically according to what is requested by the position to respond to the technology managers that may possibly participate in the process.

Humbleness
It is crucial not to sound arrogant. Statements like "I did it", "I solved it", "I guarantee myself" can be a trap. Embarking on an ego trip at interview time can be fatal for the candidate, even if he/she has an impeccable curriculum. Therefore, it is necessary to be honest and self-critical. On the other hand, staying mute and only answering monosyllabically won't help either.

Fonte: https://diariodonordeste.verdesmares.com.br/editorias/2.790/online/cresce-exigencia-em-selecoes-para-a-area-tecnologica-1.2180957

Also see!

A Icon Talent utiliza cookies e tecnologias semelhantes que nos ajudam a fornecer melhor experiência e navegação. Ao clicar no botão “OK” ou continuar a navegar em nosso site, você está ciente e concorda com o uso de cookies.

× How can I help you?