CURRICULUM VITAE AND INTERVIEW: MAJOR ISSUES

Tadayuki YANAGI JR1 CARLOS DE ROGÉRIO MELLO2

1. INTRODUCTION
Nowadays, the increasing demand for skilled professionals and qualified to perfo
rm technical and administrative activities, and competitiveness in seeking a pla
cement in the labor market, mean that professionals from various levels and func
tions seek to adapt to these new demands, both from the standpoint of their prof
essional training as the arduous selection process of companies and public insti
tutions.
1. Agricultural Engineer, D.S. (Ongoing), Professor of Mathematical Sciences of
the Universidade Federal de Lavras, PO Box 37, University Campus, SE Brazil 3720
0-000. 2. Agricultural Engineer, D.S. (Ongoing), DCS - UFLA - Rua Cristiano Silv
a, 140, SE Brazil 37200-000.
6 To have a job applicant is successful, it needs to initially adjust their curr
iculum to the standards required by the company. If you have been selected in th
is first step, normally the candidate will undergo an interview, in which to dem
onstrate their communication skills, teamwork, and other characteristics that wi
ll be discussed later. Based on the above, this paper aims to present some infor
mation for professionals and students who, somehow, need to go through some of t
hese steps, selection via curriculum and / or interview.
2. HOW TO STRUCTURE YOUR CURRICULUM
Resume or Curriculum Vitae is the set of data concerning marital status, the pro
fessional preparation and the previous activities, attesting to the abilities of
a person to perform a particular function or to enter contests (Barbosa, 1979;
Bostwick, 1976). The curriculum should be summarized and objective, to provide e
asy reading and fast, arousing curiosity and interest of the picker.
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2.1. MAIN OBSERVATIONS FOR THE DEVELOPMENT OF CURRICULA
a. We recommend the elimination of the words "Curriculum Vitae" or "Curriculum V
itae" This is due to the fact that, upon receiving this document, the firm will
be aware that this is a Curriculum.
b. We recommend eliminating the term "Personal Data" Like the previous item, rea
ding the name, sex, age, address, etc.., The consultant will know that this pers
onal data of the candidate. One should start the curriculum with the following i
nformation and in the following order: name, address, nationality, marital statu
s, number of children, age, contact phone number. According to Peres (1996b) and
Franco (1996), age and number of children can often be deleted when they are ha
rmful to the candidate selection, and if the candidate is selected for the inter
view, it attempts to compensate for otherwise non- inclusion of such information
. The applicant should indicate preferably two phones for cash, one residential
and another for scraps. If you have fax, email, etc.. Should cite them. The e-ma
il, for example, shows that the candidate is current with information technology
, may be an important factor in selection for interview. It should be noted that
it is not necessary to put the numbers of documents such as CPF, Portfolio
8 Identity, etc. Therefore, if the candidate is approved, the company will be re
sponsible for making the request. According to Peres (1996a, b), items a and b a
re recommended by most consultants, however, some still consider it necessary to
include the term "Curriculum Vitae" and "personal data". c. It is inadvisable t
o divide the information on items such as: 1. 1.1. 1.2. 2., Etc. The division in
to items and subitems dismembers information into several blocks, making reading
difficult and also reduce the space for in formations that really matter, since
the curriculum vitae should have on average three pages.
d. Should include the information in the curriculum called "Objective" in this i
tem you must indicate, clearly and briefly, the purpose of sending the resume to
the company, allowing for easy understanding by the examiners. The desired occu
pancy within the company should be approached with clarity so that the CV is sen
t to the area of company interest.
9
e. The curriculum should contain the information called "academic training" this
item, the candidate cite his academic background, with the courses listed in or
der of importance, the highest level of titration to the lowest, for example, if
the candidate has a doctorate should quote him initially, and then the Masters
Course, and finally the undergraduate course. To quote them, we must first state
the date of completion of the course, his name, the name of the institution, lo
cal, state and country,€If the course has been made in foreign institutions. It
is not necessary to cite the courses of elementary and middle school. If he does
not have an undergraduate, you should quote the highest level of education.
f. The item "Professional History" can be contained in the curriculum, if the ca
ndidate has already had some previous experience Some candidates use the termino
logy "Professional Experience", but it is not advisable, since the term track re
cord is more comprehensive than the previous.
10 g. The curriculum will contain the item "Other Courses" In this item the cand
idate must make a brief citation of courses taken or taught, and should be cited
as follows: date, course name, company name, which offered the course and workl
oad. The terminology "extracurricular courses" should be avoided.
h. The item "Other information" may also be contained in the curriculum this ite
m should be mentioned the participation in events, symposia, workshops, among ot
hers, and the terminology "Events, Symposiums, etc." should be avoided. For comp
etitions in universities, corporate research and extension, information and teac
hing activities (positions held, m INISTER courses, lectures given, participatio
n in committees and examiners of theses guidelines), publications, participation
in research projects, extension activities, including others, should be added t
o the curriculum vitae.
i. The curriculum must have an average of 3 pages
j. Needless to date and sign the Curriculum
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2.2. MAJOR ERRORS THAT should be avoided in curriculum development
The following are mentioned some errors that should be avoided in designing the
curriculum.
a. Be very extensive Ideally, has an average of three pages, because, if too ext
ensive, gives the impression that the candidate is a person impractical, and Pic
ker lose interest in reading. b. Include desired salary should only be placed wh
en asked in a statement, yet it should be open to trading margin and send it sep
arately. The non-inclusion is due to the fact that often the salary offered may
be greater than that offered by the company, thus reducing the chances of being
selected also to include desired salary in the curriculum is clumsy .
12
c. Omission of information is considered as serious as lying. Most often, howeve
r, some consultants believe that some information may be omitted, such as age, m
arital status and number of children. d. Abuse of self-praise reports about how
much excess is dynamic, inclusive and leader is harmful. The best quote is in a
sober and objective results achieved throughout their career.
e. Mistakes of Portuguese are unacceptable, and as serious as the use of flowery
language.
f. Send resume indiscriminately. Send the same resume to various companies is co
nsidered a serious error, because each company has its own special features, som
e are more liberal and others more conservative, so the ideal is to adapt it to
the required profile. g. Put information are not linked to the desired position
13 The addition of such information, and make extensive resume, indicate the non
-qualification of the candidate for the cause and disinterest by the picker. h.
Use standard form The use of printed stationery purchased at shows laziness, car
elessness and lack of interest by the candidate. Moreover, these forms are impre
cise, because each trader has a profile, therefore, the curriculum should be ada
pted to that work, adding or deleting information relevant to the candidate. i.
Abusing graphics capabilities Use multiple fonts, colors, drawings and fabricate
layers indicate blatant immaturity by the candidate. The curriculum should not
be attached picture, except when a professional fashion, as dummy, model, etc..
j. Quote dates without precision may cause distrust by the picker, giving the im
pression that the candidate is hiding some information.
14 k. Handwritten Currently, with the advent of computer technology, you lose po
ints until the machine resumes written. The ideal is to get them on your compute
r and print them on im pressor to provide good quality, and should always be sen
t the original, not copying. l. Include the list of personal references. If requ
ested, submit in a separate sheet.
3. EXAMPLE OF CURRICULUM
The following is a fictitious example of Curriculum, structured within the curre
nt standards required by leading consultants in the market.
Mark Stuy Avenue des Acacias, 3987, Centro 37200-000 - Lavras - MG Brazilian Sin
gle, no children
15 27 years
Tel: (0358) 21-1234 (Home) Phone: (0358) 21-4321 (Notes) Email: Marcos@topazio.c
cc.br
AIM Developing projects pressurized irrigation systems. EDUCATION • • • (2 / 97)
Ph.D. in Irrigation and Drainage, Universidade Federal de Viçosa - UFV, Viçosa,
MG. (8 / 93) Masters in Irrigation and Drainage, Universidade Federal de Lavras
- UFLA, Lavras, MG. (1 / 91) Degree in Agricultural Engineering, Federal Univer
sity of Lavras - UFLA, Lavras, MG.
OTHER COURSES • (7 / 99) Course irrigation, UFLA, Lavras, MG, 30 hours.
16 • • • • • • • • • (8 / 98) Course Irrigation by Sprinkling, UNESP, Botucatu,
SP, 15 hours. (3 / 98) Course on Automation of drip irrigation systems, UNICAMP,
SP, 40 hours. (10/97) Course Irrigation Fruit, UFV, Viçosa, MG, 30 hours. (11/9
6) Course Fertigation, UFLA, Lavras, MG, 40 hours. (9 / 95) Course of Data Acqui
sition applied to Irrigation, UNICAMP, Campinas, 35 hours. (2 / 94) Course on Wa
tershed, UFV, Viçosa, MG, 30 hours. (10/95) Course Windows 98, Word for Windows
6.0 and Excel 5.0, D ATASYS, Belo Horizonte, MG, 60 hours. (9 / 95) Course in Ha
rvard Graphics for Windows 2.0, AXIS SYSTEMS, Lavras, MG, 15 hours. (2 / 95) Cou
rse in Total Quality in Agriculture, UFLA, Lavras, MG, 15 hours.
FURTHER INFORMATION • (3 / 96) VI Seminar on Fertigation in the culture of citru
s, UFLA, Lavras, MG, 30 hours.
17 • • • • • • (11/95) XIII Brazilian Congress on Irrigation and Drainage, UNESP
, Botucatu, SP, 40 hours. (2 / 96) Seminar on Globalization, UFLA, Lavras, MG, 1
5 hours. (8 / 95) Seminar on Internet, Spectro Sys, São Paulo, 15 hours. (6 / 95
) Seminar on Reengineering, Global Consulting, São Paulo, 20 hours. (3 / 95) Sem
inar on Marketing, RCA Consulting, Curitiba, PR, 15 hours. (10/94) Seminar on th
e Futures Market, MERC Consulting, São Paulo, 30 hours.
4. IMPORTANT ASPECTS TO BE AN OBSERVER INTERVIEW
The interview is the decisive stage in the hiring of a professional by a company
, hence, some care must be observed.
4.1. HOW TO SUBMIT AN INTERVIEW
After 18 selected through the curriculum, in most cases the candidate will under
go an interview; this, it should follow some recommendations are presented: (Gui
marães, 1994).
4.1.1. Correct • • • • Attend appropriately dressed. Expect the interviewer will
direct the word. Give firm handshakes, but not hurt. Keep the name (s) partner
(s), it is nice and shows competence, not to forget during the conversation, rep
eat (s) name (s) of it (s) at least three times. • • • • • Please be objective,
consistent and precise, make an outline of his career. Do not try to dominate th
e conversation, speak only what is necessary. Show an interest in the job and th
e company. Good posture and help calm, be spontaneous and transmits anxiety. For
higher positions, demonstrate good cultural level and knowledge about the organ
ization and marketing of company products.
19 • The salary is one of the last issues, let the interviewer touch the subject
.
4.1.2. • • • Avoid Delays. Look dirty and poorly suited to the company's culture
. Too much makeup, tacky clothes, necklines or very short skirts or long. • • •
• • • • • Use of sandals for men, shirt and sneakers. In some cases, the use of
jeans is admitted. Professional exaggerate the details, talking how great he was
in the company .... Speaking ill of business leaders and previous. Escape certa
in questions, leaving to answer them. Schedule is too much for the situation, de
corating answers. Lying, as pollsters confirm the information. Smoking. Hiring s
lang and vulgar expressions.
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5. SOME PROFESSIONAL QUALITIES REQUIRED BY MARKET
The job market is increasingly competitive and selective, hence, a candidate for
a job must have qualities that are valued by firms (Guimaraes, 1995), and the m
ain ones are: • • • • • • • • • • Training solid academic and differentiated. Ar
ea of at least one language (English), and Spanish also becomes necessary becaus
e of Mercosur. Intimacy with computers. Good communication skills. Good relation
ship skills (group work). Leadership. Flexibility and initiative in developing a
ctivities. Seek improvements in the way they work. Emotional equilibrium. Profes
sional ethics.
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6. FINAL
This paper aimed to present some important aspects in preparing resumes and back
ground information on how to behave in an interview. Of course, it is not intend
ed to exhaust the subject, since there are other forms and procedures that can b
e used. Concomitantly,€should be considered as an important element of subjectiv
ity selectors and company profile. Such elements require greater preparation of
the candidate, not restricting the development of a curriculum or to conduct an
interview. Therefore, it is necessary to any business, investment and upgrade in
their field of training and practice.
7. REFERENCES
BARBOSA, A. C. Modern Brazilian dictionary. 2.ed. São Paulo: Egeria, 1979. v.1,
332 p.
22 BOSTWICK, B. E. Résumé Writing: a comprehensive how-to-do-it guide. New York:
J. Wiley, 1976. 213p. FRANCO, S. Do not stop studying. Veja, São Paulo, v. 29,
n.9, p.79, fev. 1996. Guimarães, M. E. The Blue Book's desk. São Paulo: Erica 12
th. ed., 1995. 441p. Guimarães, M. E. In the interview. Folha de São Paulo, São
Paulo, 06 March 1994. p.. PERES, L. Gaffes can compromise new job. Folha de Sao
Paulo, Sao Paulo, 4 August 1996a. Sixth book, p.11. PERES, L. Learn how to avoid
the 10 fatal mistakes in the curriculum. Folha de São Paulo, São Paulo, 21 July
1996b. Sixth book, p.11.