Output5 Hard-Soft Skilling-Charting Your Career Path Career Plan Model

2015
Undertake and
implement a
CAREER PLAN
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Project No. 2014-1-RO01-KA201-002736_3
Serviço de Psicologia e Orientação (SPO),

Psychology and Guidance Service
Agrupamento de Escolas do Fundão
March 2015
Ana Raposo, Isabel Henriques, Luís Nunes
Undertake and implement a Career Plan
Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

Psychology and guidance service
I – THE CAREER
The concept of career has changed substantially in recent decades: career paths that looked like a straight
line, in which one chose and pursued a profession until retirement are declining in full swing.
Conjunctural modifications and technological change have given place to a totally different logic - a
butterfly flight configuration: the future is designed in a context of great turbulence and unpredictability,
without any stable references. Currently, each person may have to change jobs, employment or activity
several times throughout life. On the other hand, individuals have to face adversity and rising
unemployment. Thus, hanging your diploma on the living room wall no longer has meaning.
Now the important thing is that during their working life, people are able to build their set of skills and
experiences to be reviewed periodically, as these are updated and out of date at a frantic pace.
These changes have an impact in times of unemployment. Looking for a job has to be seen as an activity
in itself. At a first glance, it may seem an overwhelming task but, like any other, it becomes much easier if
performed in a systematic way.
Remember that:
• Job search takes time (it is estimated that it may take six months or more to get a job). Therefore, START
EARLY!
• The more you know about yourself and your goals, the easier the process will be. So, GET TO KNOW
YOURSELF and be aware of your ABILITIES AND TALENTS!
• Jobs do not grow on trees, you have to go and search for them. So, CONSIDER LOOKING FOR A JOB A
FULL-TIME ACTIVITY!
CAREER PLANNING
The process of building life and / or career projects is continuous, complex and flexible. It poses
challenges and changing needs throughout one’s life. Consequently, any aid instrument or presented
reference should be used flexibly, depending on each individual, his / her needs and capacities featured
within the different spheres of action and in the transition between training and work.
Career planning helps individuals develop their awareness and understanding of their education, training
and employment options. It helps them develop their skills, knowledge and abilities to effectively manage
their careers and transitions throughout life.
Young people should take ownership of their career planning. They should be actively involved in the
process.
For that reason, career planning involves setting personal goals, in order to clarify what the necessary
actions to achieve those goals are.
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STEPS TOWARDS CAREER PLANNING
Interact Manage Act

effectively change
Develop sef- Manage Make

knowledge information decisions
II – EVALUATING SOCIAL AND PROFESSIONAL SKILLS
Searching for a job, responding to advertisements and participating in selection processes implies self-
knowledge. There are certain social and professional skills that are crucial to the performance of a
profession. What are yours?
Analyse your career and your life. Find out what you really like, know and want to do!
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EXAMPLES OF SOCIAL AND PROFESSIONAL SKILLS
Autonomy Tolerance Generate Manage and control time

information
Critical thinking Initiative Communicate Work under pressure
Achieve goals Emotional management Manage conflict Resilience
Acept criticism Flexibility Be methodical Perseverance
Cooperate Team work Listen Accuracy
Self-efficacy Adapt to new situations Responsibility Assertiveness
Creativity Plan activities Be punctual Manage self-training
Attendance Solve problems Versatility Writing and speaking

competence
WHAT KIND OF SKILLS ARE WE TALKING ABOUT?

Soft skills are personal and social skills transversal in the world of work in general. They are not specific to
certain occupations or professions. Soft skills encompass the personal qualities that make interactions at
work easier and enhance professional success. They are visible in character, attitude and behavior. They
are often the factor that decides the choice between two or more candidates for a job.
This designation appears as opposed to hard skills, or more technical skills: "The soft skills are more
related to who we are than what we know." (Robles, 2012)*.
If you are looking for a job or thinking about taking this step, you can find out what personal and social
skills employers value most in Portugal when they recruit young people.
THE 5 SKILLS THAT EMPLOYERS VALUE MOST

In 2014 a study was held in Portugal by the Thesis Association, which revealed the 14 soft
skills most required by the majority of employers (heads of human resources, administrators and
managers).
*Robles, M. M. (2012). Executive perceptions of the top 10 soft skills needed in today’s workplace. Business Communication
Quarterly,458.
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multitasking Adaptability
Versatility Motivation
Willingness to learn Ability to solve problems
Drive and iniciative Confidence and Resilience
Communication Criativity and innovation
Team work Responsibility
Interpersonal communication and empathy Availability and flexibility
Among these 14 skills, the 5 which appear at the top of the list of most employers (heads of human
resources, administrators and managers) are:
1 - RESPONSIBILITY
Definition: ability to make commitments and stick to them.
Employer’s testimony:
"Arrives on time to the interview"; "Is able to take on commitments"; "Performs a task until the end and
within the deadlines".
Examples of key behavior:
• Is punctual; has a neat and polite manner (posture on the chair, language);
• If absent for a day, informs the employer in advance, asks for permission and justifies the
absence; returns missed calls from employers;
• Meets deadlines or warns in advance that he/she will fail to deliver the complete task in time
and renegotiates deadline.
2 – WILLINGNESS TO LEARN
Definition: seeking feedback about his activities to improve his performance; dealing with challenging
situations and seeing them as opportunities to develop.
Employer’s testimony: “Shows willingness to learn new things, seeks feedback and is humble”.
Examples of key behaviour:
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 During the interview, the candidate demonstrates ability to learn and gives examples of
something learned or self-taught (e.g. a command of digital tools); besides showing confidence in
the quality of his work / performance, he also shows willingness to learn from the company team
/ organization to which he is applying;
 In the work environment, he asks for feedback on aspects that can be improved in the future or
alternative ways to accomplish the task; vs reacts defensively to a less positive feedback regarding
the performance of a given task, showing some arrogance; refuses to perform a task that goes
beyond his training, considering that he is not ready for it.
3 – PROACTIVITY AND INICIATIVE

Definition: ability to initiate certain activities; make things happen and develop. Not just capable of doing
what is asked.
Employer’s testimony: "not wanting to stay on the couch wanting to see what's going on around us,
whether it is entertainment, culture, sports, social responsibility, ecology or other areas that have nothing
to do with our basic training”.
Show that “[...] much of the work he did created solutions" "he was able to teach himself - learn things in
an autonomous way"
• In the interview the candidate presents examples of projects that he is developing on a personal
basis (eg. blogs, portfolio developed to learn how to work with a program; solutions to solve a
problem identified in the community);
At work completes his task and offers to provide support to the employer or colleagues in order to
accomplish other tasks.
4 - MOTIVATION
Definition: having defined goals and being determined to do everything possible to achieve them;
Employer’s testimony: "be available and involved, show interest, want to learn more, share and know
what you want".
• In a job interview the candidate knows what the company / organization does and can say why
he/she would like to work there; is available to start work immediately;
• In the employment context, presents new solutions to the tasks.
5 – TEAM WORK
Definition: being able to communicate one’s ideas and listen to the ideas of others, be flexible and able to
adapt to the group's needs, keeping focused on the group’s goals.
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Employer’s testimony: "be able to identify conflicts, express yourself well and value the ideas of others".
 In a job interview, when the employer asks about the candidate’s experience of group work
during training, he can explain what his role within the group is, he gives examples of activities
that require teamwork (eg, playing team sports );
 In the context of work, in brainstorm meetings, writing reports, etc. the candidate conveys his
ideas, offers to do part of the work, listens to colleagues and seeks to contribute with his ideas.
EXTRA SKILL
RESILIENCE is the ability to overcome obstacles and frustration.
It is not in the TOP 5 of the most valued skills, but it is the soft skill where there is greater difference
between what employers value (chosen by 46% of employers) and the importance given by the young
(chosen by only 26% of youth).
OTHER INTERESTING DATA

- 3 in 10 Portuguese employers claim not to be filling vacancies in full because they cannot find candidates
with the required skills. This is particularly worrying in the case of smaller organizations, which are
predominant in our country.
- When recruiting, employers place among the top positions of relevance Willingness to learn, Motivation,
Responsibility, Teamwork, and Ability to solve problems, followed by Communication and Resilience.
- The major differences are: Teamwork and Resilience, which were highly valued by employers, but little
regarded by young people. In what concerns resilience, we have to emphasize the fact that it is among
the five less developed competences in young people, together with Proactivity, Initiative and Problem
solving.
- The main gaps identified by employers in interviews are the Capacity to Report and Negotiate, which
may prove worrying, since the ability to communicate emerges as one of the most valued skills, by young
people themselves.
- The two groups also show some degree of consensus in the assessment of skills such as Ability to solve
problems and Willingness to learn, which are also among the most valued for both employers and for
young people.
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III - THE LABOUR MARKET: WHERE AND HOW TO FIND WORK

1 - TYPES OF MARKET
It can be said that there are two types of market:
CLOSED MARKET
Refers to opportunities that are available but are not publicly disclosed.
Where to look?
• Internet
• Yellow Pages
• Personal contact networks (acquaintances, friends, relatives, former co-workers or

school mates, neighbours, etc.)
• specific magazines /journals (...)
How to apply?
Spontaneous application - sending an unsolicited application letter and curriculum vitae
OPEN MARKET
Refers to opportunities that are available, which are publicly disclosed in the usual places by customary
means.
Where to look?
• newspapers (national and regional, daily and weekly newspapers, specific and general)
• Employment center
• job clubs, local employability offices, active life insertion units
• employment agencies
• selection and recruitment companies
• Professional associations and trade unions
• municipal councils, parishes, supermarkets
• Internet: specific sites, government legislation and public employment agency
How to apply?
Answer ads - send a cover letter and your curriculum vitae
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Both approaches require:
• Personal preparation - know your value and your skills
•Technical preparation – build your curriculum carefully, include telephone number, etc.
to arouse employer’s curiosity and get an interview.
2- CURRICULUM VITAE: Your presentation Card!

WHAT IS IT?
The Curriculum Vitae (CV) is a key tool in the job search process. It provides a summary of your
professional activities, qualifications and skills.
The purpose of the CV is to attract the interest of employers and get an interview. Therefore, its correct
planning is crucial to the process of (re)integration in the Labour Market.
Note that a CV is not useful if it cannot be analyzed quickly. The person responsible for recruitment has to
check, in the shortest time possible, that the candidate has the qualifications he is looking for. Therefore,
your CV should be structured in such a way that it is easy to read.
WHEN IS IT USED?
Whenever you want to apply for a job or function.
There are no absolute rules but there are mistakes to avoid if you want to be called for an interview.
SOME SUGGESTIONS
1. Lay out
 Use white A4 paper.
 Type it, do not use manuscript CV's.
 Do not exceed two pages unless you have a wide work experience.
 Send a unique, well presented CV
 Choose a sober style. Original CV presentations or formats should be restricted to functions
where such skills are highly valued.
 Avoid joining other documents (diplomas, for example) to your CV. You should only submit them
if specifically requested.
 The CV should always be accompanied by a letter.
2. Content:
o Present the data organized in a coherent way, use a logical plan and follow it throughout the
document;
o Use short sentences and paragraphs (do not exceed 5 lines per sentence);
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o Use clear and simple language;

o Communicate one idea per paragraph and use precise terms;
o Use action verbs (eg. studied, improved, investigated, managed, sold, expanded, drove, chose,
decided,…);
o Do not make spelling or grammatical mistakes;
o Avoid using acronyms but if you do, explain what they mean in brackets;
o Adapt the CV to the company where you are sending it;
o Be honest if you have no job experience, do not try to hide it;
o Do not over-value your extra professional activities since they are not the subject of a job
analysis;
o In each of your professional experiences indicate the period of work in that entity, the company’s
name, its area of activity, the duties performed and job responsibilities;
o Clearly explain what you did, and the skills you have. Include figures and percentages;
o Keep it simple and objective.
Guidelines for a CV
It should be used to:
 Answer an ad
 Make a spontaneous application
 Apply for an internal vacancy
 Complement a job interview
POSSIBLE COMPONENTS OF A CURRICULUM VITAE

1. Identification / personal / biographical data
Name; date of birth; marital status; nationality; address; phone; mobile phone; email.
2. School education / qualifications / academic qualifications
Highest level of schooling; completion date; mark obtained (if favorable for the course in
question).
3. Professional experience
Accurate but short description of work experiences, training done, tasks performed, degree of
responsibility assigned, companies you worked for and when (period of time during which you
developed these activities).
If you have not previously worked, refer to internships, holiday jobs or volunteer activities.
4. Projects and practical assignments / training
Work done within school subjects, participation in project (applies especially to people without
work experience)
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5. Training
Diplomas or professional certificates
6. Further training
Attendance of training activities; participation in conferences; knowledge of languages and

computer skills.
7. Conferences, congresses and seminars
Participation in such events
8. Additional information / interests and hobbies
Reference to leisure activities: cultural, sporting, associative, etc.
9. Other titles worth mentioning
DIFFERENT TYPES OF CURRICULUM

There are several types of resumes that can be used as guidelines for the development of a personalized
curriculum. This variety is mainly due to the fact that professional paths and experiences may be rather
different.
Organize and use the curriculum that best suits you.
European CV
The European Model Curriculum is usually used by people who have a degree and/or apply for jobs in
foreign companies although its use is being increasingly valued.
If you choose a European resume format, you can download the European CV format (in all European
languages within the EU.) at: https://europass.cedefop.europa.eu/pt/documents/curriculum-vitae
Chronological CV
This curriculum model is the most common and it includes all the information through a time sequence.
This sequence can be organized from the latest achievements to older ones or from older to recent ones,
if the latest professional experience is not the most suitable for the application to be made.
Functional CV
The presentation of professional experience is made by major professional activities.
The main differences compared to the chronological resume relates to the importance given to
professional experience. Firstly, it is referred to before the training, since it is given greater importance.
On the other hand, the professional experiences are grouped in blocks of activities or functions
performed, highlighting the actions accomplished, professional competence and achievements. All the
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functions and tasks are compared and listed up as well as all the experience gained. Time sequence is not
relevant.
It is used especially when there is excessive professional experience.
Combined curriculum
This type of curriculum aims to combine the formalism of the chronological CV with the adaptability of
the functional one. In order to do this, after the candidate’s identification, a description of the current
employment situation should follow immediately.
As in the chronological resume there should be a list of academic qualifications, further training and the
remaining work experience, described in descending order. This curriculum provides a good organization.
Curriculum by objectives / directed
This model highlights the most immediate motivations related to the job you are applying for, but also
those of the future career, then the professional skills and experience. Reference to training comes in the
last place.
All these forms of presentation of the curricula have their advantages and disadvantages. The choice of
the CV should depend on each specific case, so each person should have more than one CV previously
prepared.
3 - LETTERS
A curriculum should always be accompanied by a letter. It is a quick and effective way to introduce the
employer and explain the reasons for your application. However, do not get lost in details: highlight only
the most important information of your CV and some of the personal skills you have.
HOW TO WRITE A COVER LETTER

• be simple and brief
• make it unique and personalized
• adapt it to the intended audience
• make it neat and carefully handwritten
• sign and date the letter
• correct spelling mistakes
• use plain white paper
• occupy the page homogeneously; the spaces between the lines should be uniform
• write short paragraphs
• when possible, address it to a specific individual.
a) PRESENTATION LETTERS
WHAT ARE THEY?
They are letters to answer to advertisements for jobs.
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WHEN ARE THEY USED?
To be sent with the CV.
STRUCTURE OF A LETTER OF PRESENTATION
Identification of sender, recipient (when known) and date.
Why are you writing?
Paragraph 1: introduction which states the source of the ad (newspaper name, date of
publication, no reference of the ad) and the post to which you are applying.
What can you offer?
2nd paragraph: brief description of your motivation, some personal and curricular characteristics
(adapted to what the employer is looking for). Must demonstrate the candidate’s knowledge and
know-how.
What if we met?
3rd paragraph: conclusion, showing availability for an interview or further consideration of your
application.
Farewell and signature
Attachment: CV.
MODEL: LETTER OF PRESENTATION
Manuel Seller
22, Technology Street
6230-892 Fundão
tel .: 275227625
September 19, 2014
Company’s address
Dear Mr./Ms.…. Sir/Madam,
I hereby submit my application to the post of seller, announced in the " Expresso ", newspaper on 19 May
2014.
As you can see through my CV, I have a technical course of Sales Management and completed an
internship in an IT sector company. During this period I had as main functions the expansion of the
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customer base with companies from various sectors. I have done sales and collaborated in administrative
tasks (stock management, accounting). The combination of these experiences has allowed me to develop
personal skills such as team work, autonomy, critical thinking and the ability to adapt to new contexts. I
can say that I have technical and personal skills that seem to fit the required profile.
The motivations of my application relate to the interest in developing my professional activity in a

company in the food area.
Since my resume is necessarily synthetic, I hope to have the opportunity to submit to you in detail the
motivations of this application through an interview.
Best regards / Yours sincerely
(Manuel Seller)
Attached: Curriculum Vitae
b) SPONTANEOUS APPLICATION LETTERS

WHAT ARE THEY?
They are letters to employers that voluntarily offer services.
WHEN ARE THEY USED?
To accompany the CV.
ADVANTAGES OF THIS TYPE OF LETTER
• If the company is at that time in need of someone with your profile, you may no longer do the
recruitment and go for an interview.
• Your CV can be stored on a backup file, which allows the employer to make a first choice when a
vacancy arises.
WHERE SHOULD YOU SEND YOUR LETTER?
• to companies whose activities match your interests

• to companies about which you have gathered information
• to business associations
• to trade unions
• vocational schools
• municipal associations
• training centers
• Selection and recruitment companies
STRUCTURE OF A SPONTANEOUS APPLICATION LETTER
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Identification of sender, recipient (when known) and date.
Who I am writing and why?
Paragraph 1 - mention the reason why you are writing and why you want to apply for a job
vacancy, trying to capture the interest of the company.
What can I offer?
2nd paragraph – try to demonstrate that your training and experience may be useful to the
organization.
What if we met?
3rd paragraph – Try to convince the employer to grant you an interview
Greetings and signature
Attachment: CV.
MODEL: SPONTANEOUS APPLICATION LETTER
Enterprising Mary
101, Science Street,
6230-005 Fundão
tel .: 275730000
May 23, 2010
Company’s address
Dear. Mr./Ms..., Sir /Madam
Knowing that your company is booming, I hereby submit my application in case there is a vacancy that
meets my training and motivation.
As you will see through the attached CV, I have just graduated in Sales Management.
I am keenly interested in starting my professional activity in a young and dynamic company, being the real
estate area one that mostly attracts my interest.
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During training I have developed some activities in this area. I organized and publicized several cultural
activities, so I consider myself a dynamic, creative and communicative person. For this reason, I believe
that my experience can be enriching for your company.
I will be available for a detailed examination of this application.
Best regards/ Yours Sincerely
(Enterprising Mary)
Attachment: CV.
4 – PSYCHOTECHNICAL TESTS
WHAT ARE THEY?
They are tests that aim to gather additional information on candidates in specific areas (eg: personality
traits, numerical reasoning, general intelligence, technical knowledge ...)
WHEN ARE THEY USED?
When the number of candidates is very high and you want to exclude the worse ones.
It is important to prepare for these tests, both in what concerns your appearance and psychologically.
THERE ARE SEVERAL TYPES OF TESTS
• projective tests
• personality inventories
• numerical reasoning tests
• verbal reasoning tests
• Mechanical reasoning tests
• spatial reasoning tests
• abstract reasoning tests
• creativity tests
• language skills tests
• technical knowledge tests…
USEFUL TIPS FOR PSYCHOTECHNICAL TESTS:
• listen carefully to the instructions

• note the name of technician. Address him / her by the first name.
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• do not start until you are told to

• do not waste too much time on each question
• if you have time at the end check if you have answered all the questions
• If unable to answer all the questions do not worry, it is not serious
• do not worry too much about the time you have left to complete the test
• even if you have not answered several questions continue with the same commitment
• if there is a break do not stay in the room
5 - GROUP TESTS
WHAT ARE THEY?
Group tests are tests carried out with a group of candidates, which usually consist of solving a
given task in a limited space of time. Candidates have to defend their point of view.
WHEN ARE THEY USED?
When you want to analyze how candidates behave in groups or try to solve a specific problem.
A group of proof can be:
• the discussion of a problem

• a practical task
USEFUL TIPS FOR GROUP TESTS
• Participate actively expressing your opinion, doing reformulations, highlighting important aspects
of the problem, synthesizing the information...
• allow all the elements to participate: it someone is silent ask for their opinion
• note the time available to complete the activity
• try not to impose your point of view
• do not argue with other participants
• Do not center your attention on the recruiter: try to solve the task.
It is very common that during the selection process you are asked to do your personal marketing, that is,
explain why you are the right person for the job.
POINTS TO BE TAKEN INTO ACCOUNT DURING THE "PERSONAL MARKETING"
• in a group situation, try to be the last to talk

• do not ask questions or make comments on what the colleagues said
• when your turn comes, look at the technician
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• If possible, prepare at home the contents of his speech, based on what you know about the
company and the functions to be performed, connecting them with your personal characteristics
• do not show disgust for this kind of test or little confidence
• If the intervention is between two people try to speak a little louder
• at the end of the speech say thank you and look at the technician
6 - THE INTERVIEW
WHAT IS IT?
IT IS THE FINAL EXAM!
It is in interviews that everything is decided. Your CV can be fantastic and your profile might be sought by
the company, but if the interview goes wrong, you will hardly get the place.
WHEN ARE INTERVIEWS USED?
• When the employer wants to clarify less clear aspects of the CV;
• When there is a need to gather information not made available in the earlier stages of the
selection process;
• When employers aim to assess the personality, motivation and skills of the candidate.
There is no exact formula to prepare for an interview.
However, you can increase your chances of being successful if you consider some of the following aspects:
a) BEFORE THE INTERVIEW

• Review your curriculum thoroughly, your personal skills and motivation for this application. The
interviewer will certainly consider all these aspects during the interview.
• Do some research about the company so that you will be able to explain why you want to work
there and ask intelligent questions about the organization.
• Be prepared to talk about yourself and plan a brief presentation about your past, the goals
achieved, your skills, capabilities and objectives.
• Gather diplomas, certificates and other relevant documents as they may be necessary for the
interview but only deliver them if requested.
b) DURING THE INTERVIEW

The interview aims to gather more information about the candidate, so you will be asked questions
about several areas:
• education / made options

• professional experience
• plans, objectives
• reasons for your application
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• maturity
• qualities and flaws concerning the performance of the function
• desire to take responsibility
• promotion aspirations
• ability to solve problems
• schedule flexibility, salary, availability
• self-description
• health condition
FREQUENTLY ASKED QUESTIONS (FAQ) IN INTERVIEWS
 what you think of yourself ? What are your strengths and weaknesses?
 do you have a car?
 what is your family situation?
 what attracts you in this job?
 what is your work style?
 what you know about this company?
 have you directed people before?
 tell me about your education?
 what is your background?
 what is the expected salary?
 tell me about your professional experience.
 tell me about yourself.
 give me 3 qualities and 3 weaknesses.
 how do you spend your holidays ?
 do you prefer to work in groups or alone ?
 describe your functions in your previous employment.
 why did you leave your previous job?
 what are your extraprofessional activities?
 why should we give you this the job rather than give it to one of the other candidates ?
You should not maintain a passive attitude during the interview, responding only to what is asked.
ASK RELEVANT QUESTIONS AND TRY TO GATHER INFORMATION ABOUT:
 tasks to be done
 the company
 work schedule
 working conditions
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 possibility of training / retraining

 salary /wages
Questions to ask in the interview
 what is the exact nature of the proposed place?

 what are the required skills?
 what are the job requirements?
 how will my work be supervised?
 what are the prospects of promotion?
WHAT YOU SHOULD DO DURING THE INTERVIEW
 dress in an appropriate manner

 smile and be friendly
 be natural
 do not be the first to take the initiative to talk, sit, smoke, etc.
 look the interviewer in the eye (or eyebrow if you are embarrassed)
 put your qualities in evidence
 try to prove the interviewer that your experience and ability can contribute to solve the
organization's problems
 quote information previously gathered about the company
 ask for clarification politely if a question does not seem clear
 be prudent to address questions about your private life: present only the relevant facts
 do not get lost in details
 control your gestures
WHAT YOU SHOULD NOT TO DO DURING THE INTERVIEW
o be late or well in advance

o look at your watch
o read the papers on the interviewer’s desk
o make considerations about political, religious or labor issues
o interrupt the interviewer
o make negative comments on current or previous employer
o answer by monosyllables: try to illustrate all the answers with examples
o say that this was the only interview you have been to
o say you are willing to work for little money
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o say you need to work to live

o introduce yourself as a superman / woman who succeeds in all areas
o introduce yourself as someone who always has doubts
o talk in detail about personal issues
o bluffing ...
Companies seek, above all, talent. Show what you are worth!
c) AFTER THE INTERVIEW

Once you have done an interview it is advisable to make your self-assessment.
Only then you can correct aspects that were not so well achieved.
INTERVIEW ASSESSMENT
 Did I arrive on time to the interview?

 Did I dress properly?
 How did the interview go?
 What questions received most attention from the interviewer?
 Did I answer all the questions?
 Did I emphasize my skills?
 Did I present concrete examples to highlight my skills?
 Did I speak too much / too little?
 Did I ask pertinent questions?
 Did I clarify the doubts I had about the working conditions in that company?
 Did I interrupt the interviewer?
 Was I aggressive?
 Did I demonstrate confidence?
 Did I give a positive picture of me?
 Did I have with me all the documents that were requested in the interview?
 What aspects can I improve next time?
IV- USEFUL LINKS

NetEmprego - http://www.netemprego.gov.pt/IEFP/index.jsp - See here job offers provided by IEFP -
Institute of Employment and Training.
Bolsa de Emprego Público - BEP https://www.bep.gov.pt/ - Here you will find job vacancies in the public
administration (local and central) also available to EU citizens.
Express Employment http://aeiou.expressoemprego.pt/ - job offers at national level.
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Job Centre https://www.iefp.pt/ofertas-emprego - Allows you to search for the latest job offers posted
online on this and many other websites.
NetEmpregos http://www.net-empregos.com - Registration on the site allows filling out a resume

online and search for jobs by category, region, type of employment and keywords to facilitate your
search.
Cantinho do Emprego (Jobs Corner) http://www.cantinhodoemprego.com - Useful portal with job offers
and news related to the topic.
Careerjet http://www.emprego.universia.pt - Allows searches in selective growing list of employment

opportunities through company websites as well as on job sites.
StepStone http://www.stepstone.com - This site is a "database" of jobs in Portugal and abroad. The
searches are available by occupational area, location or category. Sign up and submit your CV and receive
by email every week different job offers that match your profile.
Central Employment http://www.central-emprego.com/index.php - Search engine of job offers.
Correio da Manhã (page associated to a newspaper) http://www.classificadoscm.pt - Daily job offers.
Emprego.pt http://www.emprego.pt/homepage - Job ads in Portugal.
Jobs Online http://www.empregosonline.pt - search engine for job offers.
Emprego.org http://www.empregos.org - Portal that allows you to register your online resume and
search for job vacancies in Portugal.
Superemprego http://emprego.sapo.cv/emprego/ofertas.htm/ofertageral - Search for job offers or

temporary employment and submit your curriculum.
Contents
I – THE CAREER ................................................................................................................................................ 2
Career planning ........................................................................................................................................... 2
Steps towards career planning .................................................................................................................... 3
II – EVALUATING SOCIAL AND PROFESSIONAL SKILLS ..................................................................................... 3
Examples of social and professional skills ................................................................................................... 4
What kind of skills are we talking about? ................................................................................................... 4
The 5 Skills that employers value most ....................................................................................................... 4
1 - RESPONSIBILITY .................................................................................................................................. 5
2 – WILLINGNESS TO LEARN .................................................................................................................... 5
22

3 – PROACTIVITY AND INICIATIVE ........................................................................................................... 6

4 - MOTIVATION ...................................................................................................................................... 6
5 – TEAM WORK ...................................................................................................................................... 6
EXTRA SKILL ............................................................................................................................................. 7
OTHER INTERESTING DATA ......................................................................................................................... 7
III - THE LABOUR MARKET: WHERE AND HOW TO FIND WORK ...................................................................... 7
TYPES OF MARKET ....................................................................................................................................... 8
CLOSED MARKET..................................................................................................................................... 8
OPEN MARKET ......................................................................................................................................... 8
2- CURRICULUM VITAE: Your presentation Card! ....................................................................................... 9
WHAT IS IT? ............................................................................................................................................. 9
WHEN IS IT USED? ................................................................................................................................... 9
SOME SUGGESTIONS ............................................................................................................................... 9
POSSIBLE COMPONENTS OF A CURRICULUM VITAE ............................................................................. 10
DIFFERENT TYPES OF CURRICULUM ...................................................................................................... 11
3 - LETTERS ................................................................................................................................................ 12
HOW TO WRITE A COVER LETTER ......................................................................................................... 12
a) PRESENTATION LETTERS.................................................................................................................... 12
b) SPONTANEOUS APPLICATION LETTERS ............................................................................................. 14
4 – PSYCHOTECHNICAL TESTS ................................................................................................................... 16
5 - GROUP TESTS ....................................................................................................................................... 17
6 - THE INTERVIEW .................................................................................................................................... 18
IV- USEFUL LINKS ....................................................................................................................................... 21
23

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2015

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Serviço de Psicologia e Orientação (SPO),

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

STEPS TOWARDS CAREER PLANNING

Interact Manage Act

Develop sef- Manage Make

II – EVALUATING SOCIAL AND PROFESSIONAL SKILLS

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

EXAMPLES OF SOCIAL AND PROFESSIONAL SKILLS

Autonomy Tolerance Generate Manage and control time

Critical thinking Initiative Communicate Work under pressure

Achieve goals Emotional management Manage conflict Resilience

Acept criticism Flexibility Be methodical Perseverance

Cooperate Team work Listen Accuracy

Self-efficacy Adapt to new situations Responsibility Assertiveness

Creativity Plan activities Be punctual Manage self-training

Attendance Solve problems Versatility Writing and speaking

WHAT KIND OF SKILLS ARE WE TALKING ABOUT?

THE 5 SKILLS THAT EMPLOYERS VALUE MOST

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

Willingness to learn Ability to solve problems

Drive and iniciative Confidence and Resilience

Communication Criativity and innovation

Team work Responsibility

Interpersonal communication and empathy Availability and flexibility

Examples of key behavior:

Examples of key behaviour:

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

3 – PROACTIVITY AND INICIATIVE

Examples of key behaviour:

Examples of key behaviour:

• In the employment context, presents new solutions to the tasks.

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

Examples of key behaviour:

RESILIENCE is the ability to overcome obstacles and frustration.

OTHER INTERESTING DATA

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

III - THE LABOUR MARKET: WHERE AND HOW TO FIND WORK

• Personal contact networks (acquaintances, friends, relatives, former co-workers or

• specific magazines /journals (...)

Spontaneous application - sending an unsolicited application letter and curriculum vitae

• job clubs, local employability offices, active life insertion units

• selection and recruitment companies

• Professional associations and trade unions

• municipal councils, parishes, supermarkets

• Internet: specific sites, government legislation and public employment agency

Answer ads - send a cover letter and your curriculum vitae

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

Both approaches require:

• Personal preparation - know your value and your skills

2- CURRICULUM VITAE: Your presentation Card!

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

o Use clear and simple language;

POSSIBLE COMPONENTS OF A CURRICULUM VITAE

2. School education / qualifications / academic qualifications

4. Projects and practical assignments / training

Serviço de Psicologia e Orientação (SPO) Agrupamento de Escolas do Fundão

Diplomas or professional certificates

Attendance of training activities; participation in conferences; knowledge of languages and

7. Conferences, congresses and seminars

Participation in such events

8. Additional information / interests and hobbies