Job vacancies are scarce. Although it has retreated, the unemployment rate was still 10.5% in Brazil —11.3 million people— in the quarter ended in April.
The ways of looking for a job, however, are diversifying on social networks.
Tools used by recruiting companies now include messaging apps like Slack, Discord, Telegram and WhatsApp.
In addition to allowing closer contact with the candidate, specific groups such as “Doctors from ABC” or “Corporate Law” can play the role of selecting the employee profile desired by the company.
“The pandemic has accelerated this movement in a gigantic way”, says Gabriela Andrade, director of operations at the human resources consultancy Luandre.
Very small cities may require resources such as a sound car or church advertisement from the company, but in most cases, the internet is the main tool.
In recent years, the proportion between face-to-face and remote recruitments has reversed, according to Andrade. “Before, 80% of our processes were in person”, he says.
Regardless of the medium, the candidate selection method is like a funnel: first, the company attracts the largest possible volume of professionals who have the minimum adherence to the requested profile. Then, it screens the CVs to, finally, interview the selected ones and find the most suitable one for their client.
LinkedIn, the business social network, has already been incorporated by the company in the last decade, but recently messaging apps have started to be adopted. The target audience, in these cases, is the one with the most qualifications. “For basic jobs, it is more difficult to use these tools”, says Andrade.
If the company is looking for a teacher, for example, recruiters join groups that can concentrate professionals in the profile, such as education communities, and publish the opportunity. The main advantage is to direct the message to restricted groups. “We have a specific focus on search,” she says. “We know how to target and where this audience will be.”
Computer engineer Laís Pessine do Carmo, 30, is not a recruiter, but when she sees a vacancy at her company, she posts it on a Telegram group of women who program or are interested in the Python language.
“I try to target these vacancies to groups of women in technology. This is an area where unfortunately there is little female presence, I’m almost always the only one in my group,” she says.
Jobs in technology usually ask for closed profiles, she says, like knowing how to program in a specific language. The group helps, in addition to bringing the candidate closer. “If it’s a Python vacancy and there’s a girl in the group, I’m definitely going to pay a little more attention to her,” she says.
Patricia Guisordi, 38, won a spot there. Graduated in international relations, she decided to migrate to technology after ten years in her field of training. She met the group at a programming workshop.
When she saw the ad on Telegram in 2018, she had been employed for two months. “There are situations in which the person is looking for it. Then you send the resume and talk, this may end up opening doors”, she says. It was her case when she got the job.
The process is quite different from the one at the beginning of your college. “We ended up looking for jobs on the college board. I even looked in the classifieds and took CVs to agencies,” she recalls.
In the group, it is even easier to see the technical capacity of colleagues, according to her. “We clear each other’s doubts. This helps in their networking and perhaps in their employability”, she says.
The online environment does not eliminate good practices in the selection processes, according to the director of Luandre Gabriela Andrade. Below are some tips for getting the job.
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