Trainee: Tips for Doing Well in a Selecting Process

Every year the second semester comes full of selection processes to be a trainee in large companies, seeking hiring for the following year. Job sites, news, and specialized blogs are the main sources of job posting.

Trainee programs are considered for many professionals to be ideal processes for starting their careers and establishing themselves in a contested company. Online quizzes, group dynamics, and manager interviews are just a few examples of challenging steps trainee candidates often go through.

For recent graduates or professionals whose area of ​​expertise is different from the activity to be performed as a trainee, the lack of experience is the biggest concern and great reason for insecurity when applying for vacancies. According to Manoela Costa, Page Talent manager, it is possible to do well in all stages and even win the job even without experience.

The candidate's previous experience specifically in the job to be performed on the job is not always a mandatory requirement for the opportunity. Although the lack of this experience poses a threat, it is possible to circumvent this situation by investing in good personal marketing and strategic attitudes in selection.

An important understanding of trainee selection processes is that merits outweigh experiences. The potential for leadership is highly valued by recruiters, and when selecting a candidate, priority is given to those who have essential characteristics for good management, such as ease of teamwork, creativity and dynamism.

Another aspect that can reassure inexperienced candidates is that any activity that attests to an entrepreneurial spirit, even if unrelated to the intended position or academic activities, is very well accepted and valued.

However, selection processes for trainees still have eliminatory criteria that some people consider unfair, such as university screening, age limits and nominations.

According to recruiters, university screening occurs because companies have a limit of candidates who can participate in the selection process, the selection process has limited financial resources and infrastructure and needs to be completed within a certain period.

A candidate who has not studied at a renowned public or private university is not immediately eliminated if he / she achieves well in the other selection criteria, but if the ranking needs to be reduced to a lowering of participants, his / her chances are reduced in the face of a peer candidate who has studied at a more recognized university.

Recruiters justify this criterion by the fact that most traditional universities have a more competitive entrance exam and the trainee candidate who has passed this selection process proves to be studious and hardworking.

Regarding the age limit, companies adopt a limit ranging from 26 to 30 years. As the government itself sets age limits in social inclusion programs where companies hire young apprentices, in the selection processes for trainees, companies set limits in the name of proposing to bring young talents to a company and train them to become future ones. leaders.

The selection companies justify that the trainee and internship positions are the? Entry levels? In other words, it would be unfair for young people to compete with an older person, who is generally much more experienced and has specializations or more than higher education.

Candidate nominations also exist in the selection processes for trainees, but some rules make this issue justifiable.

There are two ways for a trainee candidate to have the? Advantage? to be nominated: Either he is already a trainee of the company, they are the so-called internal candidates, or is an indication of some employee of the contractor.

Each company has a way of leading the process of its internal trainee program candidates. Some open their Programs exclusively to their interns, or only make vacancies not filled after internal selection.

Most companies, however, do a unique selection process for internal and external candidates. But in this case, internal candidates do not have to go through all the steps, as they have already passed a selection process upon entering the company.

Trainee candidates who are already interns at the company participate in selection stages with other internal candidates and only in the final phase with external candidates.

The referral of a person by an employee of the contracting company, the so-called? Employee Referral ?, is also a practice adopted, as well as being a way to reduce costs with recruitment and selection processes, which require hiring specialized consultants, companies They consider that hiring someone with good referrals from people she trusts entails less risk in selection.

A great myth about the selection of trainees is about the obligation to have experience abroad. There are several other life experiences that have as significant an impact as international travel, such as moving from the countryside to study in the capital, living in the republic, and participating in NGOs and student organizations. It is up to each candidate to show how their personal experiences added value and how much they contributed to their personal and professional training.

What recruiters want from candidates in selection processes

• Brightness in the eye: In order to achieve this trait, the candidate has to really want the job, so he / she must analyze the company and the position, assessing whether the trainee program is consistent with what he or she wants for the career.

The candidate should pay attention to which characteristics are critical to the good performance of the job functions. With this, you will know the mistakes you cannot make and the qualities that will stand out in the process, gaining the attention of the recruiter.

Showing interest and being aware of the calendar is critical. The trainee selection process is long because there are usually many applicants. In order not to be late or miss steps, it is important to schedule yourself by researching the operation and steps of the program you have enrolled in.

• Self Awareness: Evaluate why you are a great candidate for the job. Make some planning before going to the interview, know how to answer questions like "who are you", "what have you already done".

One way to help is to rehearse at home what you will say. During the selection process you need to be confident in yourself, your goals and your career. This lessens nervousness and makes it easier to talk. Conveying safety and tranquility are other very important factors. Showing that you know the company, having good communication and exposing a correct posture, influence the interviewer's decision.

During the dynamics, act naturally. Body language is taken into account. Our body is like the mirror of our mind: tone of voice, gestures, posture, gaze and positioning should receive attention.

• Company Knowledge: Above all, recruiters look for candidates who have identification with company values. Study the company website and, if possible, talk to employees.

Researching the company's history and the market it serves allows the candidate to feel more confident when answering possible questions about the company and why they would like to work there.

Remember that trainee programs often have huge competition, and regardless of the outcome of the selection, you should always keep investing in your career. Preparing to receive negative news is critical to moving on to the next opportunity without getting discouraged.

ASSESSMENT CENTRE TIPS & MY EXPERIENCE | GROUP EXERCISE, INTERVIEW, PRESENTATION (April 2024)