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The search for new sales agents and salespeople can be entrusted to specialised recruitment companies. It is important to remember that the only companies authorised to carry out personnel search and selection activities are the agencies accredited by the Ministry of Labour.
Companies that collaborate with personnel selection companies to search for commercial agents and salespeople should provide the agency in charge of the project with a Job Description related to the type of profile searched. To understand what a Job Description is, please consult this article.
In addition to the information usually contained in a Job Description, you should provide the agency in charge of the search and selection of commercial agents and salespeople with additional information, such as the information listed below. The list is not necessarily complete.
In the following paragraphs we explain why it is important to provide a recruitment company with at least the categories of information listed above.
Type of salesperson sought: provides the recruitment company with very specific information about the type of profile to be sought.
Type and size of customer portfolio managed: a recruitment and selection company needs to understand what type of customer portfolio a salesperson should manage in order to better meet the needs of those to be employed in the future.
Products and services marketed: before accepting a sales assignment, sales agents and salespeople want to feel convinced about the business opportunities offered by a particular product or service. This is why it is important to provide a search and selection company with comprehensive information on points 3) and 4).
Target markets: salespeople and sales agents who are placed within a specific sales channel and who have a portfolio of customers with certain characteristics can be better facilitated in their tasks.
Marketing support provided: it is important to understand what services and support tools are normally made available to sellers by companies operating in a given sector. A salesperson usually prefers to collaborate with a company that provides valuable marketing support, such as modern lead generation tools, or call-center support for making appointments, etc. This does not necessarily mean that you need to adapt to what your competitors provide to their sales agents in order to support them.
Management methods: those who are looking for sales agents need to understand what methods are used to manage, train and motivate sales staff. This information is considered very carefully by a salesperson. For example, the lack of good training and on-the-job coaching methods may jeopardize the success of new salespeople.
Job offer: there are companies that provide their sales agents/salespeople with a customer portfolio that allows for a valuable initial remuneration. In some sectors it is possible and convenient to do so. The quality of the job offer can influence the choice of a salesperson regarding the acceptance of a certain job.
When searching for sales agents and salespeople, very precise information about the above points must be defined. The aim is to provide the person who is to carry out the search with a complete information package.
When dealing with recruitment it is essential to correctly identify the requirements of the profile to be hired; for this purpose it is desirable to use a document called “Job Description”, which serves precisely to describe the functions and characteristics of a specific job position.
The main information contained within a “Job Description” usually concerns:
This information allows a Recruiter to perform the search and selection of personnel that best meets the needs of the person offering the job.
When a company needs to use a recruitment company, it is appropriate that it documents its needs by filling a “Job Description”.
It is also important that the person filling out a “Job Description” has a complete understanding and knowledge of the duties and responsibilities of a particular role. Such a document can also be drafted using the relevant keywords, so that a job advertisement published on the web can be easily traced by candidates who are looking for a specific job.
In the web you can find sites that publish “Job Description” templates, such as this one (it is in English language). This site recommends to write a “Job Description” according to a template consisting of 5 sections (title of the role, purpose of the role, duties, skills and qualifications required). This is a simple and clear model, which allows you to correctly present a job offer on the market.
A “Job Description” also has other uses. For example, it allows the subjective criteria used to select staff to be reduced. It is also used in staff training. In fact, a training programme can be developed from the objectives and skills specified in the “Job Description”.
Within a “Job Description” it is also important to include a short and effective description of the company that it recruits in order to attract valid candidates.
The following is an example that can be used for the drafting of a “Job Description”. It can be noted that there is no need to go overboard in the list of functions of minor importance. A list of a few points (about ten or more) is sufficient to accurately describe the characteristics of the tasks assigned.
Company description: leading company in the sale and installation of photovoltaic systems throughout Northern Italy. The company sells its own brand products and has 5 branches operating in the territory.
Title of role: ASSISTANT MANAGER.
Purpose of the role: to assist the General Management in carrying out its ordinary tasks.
Functions:
Skills:
As specified at the beginning of this article, it is possible to prepare more articulated “Job Descriptions” which have the function of greatly facilitating the search for personnel.
Preparing a clear and exhaustive “Job Description” allows the search for personnel without dispersion and with very clear objectives.
Usually recruitment and selection companies use IT tools that allow access to CV databases, so it is good practice to work with employment agencies that over time have built a database of profiles corresponding to their research needs.
There are several reasons why to choose a recruitment company. Here are some of them.
Some employment agencies specialise in recruitment and selection of staff in very specific areas, such as IT, medical / health or financial and insurance. Others, on the other hand, have over the years acquired a database of exclusively sector-specific profiles and have simultaneously developed skills and experience in the selection of such candidates.
The employment agencies – in possession of ministerial authorisation pursuant to Legislative Decree 276/2003 – use qualified recruiters. The search and selection of personnel is in fact regulated by Legislative Decree 276/2003, which provides for a series of technical, financial and logistical requirements that companies operating in this sector must comply with. In fact, Legislative Decree 276/2003 provides that those who carry out recruitment and selection of personnel must have adequate professional skills that can be demonstrated by qualifications or specific experience in the field of human resources or industrial relations. Even managers or highly qualified entrepreneurs do not necessarily have adequate skills and experience in the selection of candidates. For example, we have seen entrepreneurs who, during a “selection interview”, tend to motivate the candidate they have in front of them by speaking very well about their company, but neglecting to ask questions to ascertain the skills acquired. The mistakes that can be made in personnel selection are countless.
With the support of a recruitment company, it is possible to reduce the time needed to find the personnel sought. This is made possible by the knowledge and familiarity with the use of different specialized channels. Internet, databases, dedicated software, specialized and sector-specific portals, advertisements, etc. In several cases the search for personnel can be completed in a few weeks, however it is important to stress that the time needed to complete a search and selection project depends on the complexity and market availability of the type of profile sought. In addition, several recruitment companies use dedicated software that allows the search of a large number of CVs in a short time. This can also accelerate the time needed to find the type of profile sought on the market.
Employing internal staff to carry out research and selection activities, unless they have the necessary qualifications and skills, may encourage the use of subjective selection criteria. Those who do not have adequate experience and expertise in recruitment may use non-objective selection criteria in their evaluations. Subjectivity is one of the main enemies of a good recruiter, as is haste. Using a recruitment company allows a company to evaluate more profiles over the same period of time.
In the hope of providing you with useful advice, we hope to see you again as soon as possible. We will also remain available for further suggestions.
Among the most important figures in the mechanical sector is the miller. This is a complete professional figure, able not only to carry out his work using traditional milling machines, but also those with Computerized Numerical Control (CNC), evolution of all classic machines. This is why this role requires a series of skills that go well beyond those of simple metal craftsmen and that must be taken into account when recruiting miller. The miller, in fact, in addition to being able to create parts to drawing by means of the milling machine, must be able to prepare the instruments, program, set up and maintain the machines and, above all, be able to read dimensioned drawings and reproduce samples. This is a role that requires continuous updates on material innovations, updates on the CNC programming languages used, new ways of creating shapes and much more. Technicians who are interested in taking part in a selection for the position of “CNC milling miller machinist” must then possess a series of requirements, including: manual skills and precision; specific technical skills and knowledge of materials; ability to read dimensioned drawings (mechanical drawing); knowledge of programming languages.
When recruiting a CNC miller, applicants must be able to demonstrate their manual skills and precision. It should not be forgotten, in fact, that even if today most of the work of a CNC miller is carried out by machines, man always has a fundamental role, particularly in the machining of elements to be produced in small batches. If in large companies the recruitment of a CNC miller is based mainly on the technical skills of this professional figure, in SMEs a technician who is also familiar with the high technology that characterizes the machines themselves can be more useful, playing a role as the person responsible for their proper functioning and acting as an interface with the company producing the machines in the workshop.
As you can easily imagine, during the recruitment of a CNC miller machinist specific technical skills will be required, which allow to evaluate the candidate in a more or less positive way. But what is meant by specific technical skills? It means all the knowledge that allows the miller to do its job in the best possible way. A deep familiarity with the different metal materials, from the most common to the least used, will therefore be necessary, which will allow to understand, depending on the case, how to carry out the different machining operations, i.e. how to set the machines to obtain perfect results. Furthermore, it will be necessary to know the various degrees of hardness of the latter in order to evaluate, even before starting the work, the settings of the achievable dimensions and acceptable tolerances. Furthermore, working with Computer Numerical Control milling machines, in some cases it will be necessary to be very familiar with the programming and use of these machines. From this, it follows that the CNC miller will have to have a high technical and professional preparation, constantly updated. As it happens for all technicians working with programmable machines, in fact, also for millers updates on the different and new programming possibilities are a must. This is the only way to be sure to keep up with the times, i.e. to know the different types of machines and programs, even if you will not always have the possibility to use them directly. And that’s not all: it should be remembered that the complexity of programming is accompanied by that of the capabilities of these machines, capable of performing ever-changing milling and work, which the technician must be able to know, control and use.
The miller must be able to process objects according to the quoted drawings. Precisely for this reason, when recruiting a “CNC miller machinist” the competence in this field must be carefully evaluated. A good technician, in fact, must have a quick and easy reading of the values that are reported next to the different sections and parts of the drawings. A CNC miller must be able to read without uncertainty not only the classic dimensions of height, length and depth of the individual elements, but also the relative positions, such as hole diameters, axis distances, gear depths and everything that can be reported on a technical drawing for the production of metal elements. The greatest ability to be taken into account when recruiting a CNC miller, however, is its knowledge of the use of error, i.e. the competence and precision in calculating possible errors during the execution of a project. It is useless, in fact, to think of being able to make all products identical and without difference: despite the use of CNC instrumentation, in fact, it is possible to have measurements that do not correspond to the requirements of the dimensioned drawing. In this case, the competence of the technician in the use of tolerances, i.e. the possible allowed dimensions, is fundamental because it allows to make the difference between a saved work and one to be thrown away.
Specific computer skills often play a very important role in the recruitment of a CNC miller. In fact, the link between the work of the machines and the programs for processing such work is becoming increasingly close.
The figure of the CNC miller is a key figure in the workshop. Precisely for this reason, the recruitment of a CNC miller represents a delicate and important moment, during which to choose a technician able to work with high precision, to interact with the machines and with the technicians of the company and, above all, to be always ready for continuous updates, both theoretical and practical, in order to keep its standard of competence in its field always high.
The search and selection of an electrical maintenance technician is a difficult task, especially because the quantity of profiles available is not high and it is generally a very qualified figure, which we describe in the following paragraphs.
The electrical maintenance technician is responsible for keeping the production equipment and machinery in perfect working order, acting on the systems in a preventive manner or repairing malfunctions or possible breakdowns. The definition of this work figure includes different situations, different types of tasks and different levels of qualification and responsibility. All this depends on the complexity of the interventions, the necessary instrumentation that can be more or less sophisticated and the type of automation and therefore the complexity of the plant itself.
Therefore, by evaluating the level of classification and professional content, the electrical maintenance technician has three areas of competence to which correspond as many levels of intervention where each of them is required:
As a result, the job of the electrical maintenance technician is to know how to solve technical problems, even rather complex ones, and to repair or replace components that are malfunctioning or breakdowns, restoring the correct functioning of the entire production plant.
The immediate restoration of the machinery or plant and its return to the set parameters and a careful planned maintenance in order to stop production as soon as possible are determining factors to determine the level of belonging of the electrical maintenance technician.
In order to correctly evaluate the result of the maintenance intervention it is necessary to take into consideration various elements. In fact, in addition to the electrical maintenance technician, it is also necessary to evaluate the work of those responsible for production and quality control given the strong correlation between: production levels, plant functionality and final product quality.
The level of organization and management for this type of figure can vary greatly depending on the level of qualification of the maintenance technician, while the level of autonomy at the technical level must necessarily be high.
Every company that uses machinery and plants with electronic technology for its production processes must have an electrical maintainer at its disposal.
Usually in the advertisements for an electrical maintainer it is specified whether it is a small or a large company, as the responsibilities and level of the maintainer change according to that. Within medium and large enterprises, this figure is present both as a central technical service and in production, i.e. in all departments. In small companies, on the other hand, maintenance is often a service provided by external suppliers.
In medium-sized and large companies, the investment in technology is usually such that the use of automated systems is preferred and the most basic maintenance work is delegated to the operator of the machine/plant.
The electrical maintenance technician in the production stages has to intervene on the machinery according to his skills often cooperating with the maintenance team, i.e. electrical and mechanical maintenance technician, and promptly intervening following a call from the operator in case the operator is out of his duties. In this regard, the figure of the “mechatronic” is emerging, a fusion of mechanical, electrical and electronic maintenance.
The electronic maintenance technician is the figure who deals with the most complex and particularly specific interventions, which are difficult to solve by the electrical maintenance technician of the various production departments.
In smaller companies, where the difficulty of the interventions is not very high, the maintenance service is usually requested to external suppliers, or entrusted to polyvalent maintenance workers within the company itself. In larger companies, on the other hand, the figure of the electrical maintenance technician is always present and only for highly specialized interventions an electronic maintenance technician is required from those who supply the technology used.
The electrical maintenance technician works mainly in maintenance, on the systems, only a small part is carried out in the office or in a laboratory, where the various instruments used for the interventions are set up. Usually the work is carried out in a team, especially for scheduled maintenance, but once the fault or anomaly has been identified, he can work autonomously and can find everything necessary to restore the system in the shortest possible time.
For the correct execution of the intervention, the electrical maintenance technician can collaborate with those who run the plant, with colleagues in his own field who work in other fields, mechanical and electronic, with the technical, programming and development department and with the warehouse. Naturally, he must report to his superiors, who are usually: team leader, shift leader or department head.
It is a professional figure whose training often takes place at the company itself, but he must be able to manage the operation of a plant or machinery in the production cycle. When dealing with the search and selection of the electrical maintenance technician it is good to evaluate various elements very carefully. Usually it is always good to make sure that there is a diploma of electronic / electrical engineer, for the most complicated interventions sometimes it is good to have a degree in engineering. However, a period of training is necessary and should be carried out in close contact with experienced personnel. Of course this role is never stopped, in fact the refresher/training courses will be frequent throughout its working phase given the continuous evolution of technology and its use in the production phase.
So it is good to make clear in the job offers for the search for an electrical maintenance technician the various knowledge you are looking for. It is in fact a matter of having knowledge in:
In addition to the technical knowledge of the plants, it is necessary that a maintenance technician also has certain requirements at a character/attitude level:
The professional outlets of the maintenance technician are often linked to the professional area of expertise and experience gained. The highest level is that of an expert maintenance technician. The most experienced figures can be hired as clerical technicians, and try to reach the role of area manager or team leader both of a department and of the centralized service. The experienced maintenance technician who has a medium/high level of education and has a good seniority could have access to the role of maintenance manager.
To request a free quote to find the figure of the electrical maintenance technician, you can fill in the appropriate form.
It is essential that you submit your application correctly: by means of a properly drafted covering letter and CV. In this article we provide some basic tips that will help anyone who wants to apply for a job offer.
There are certainly many companies that are involved in the daily search for qualified personnel and it is important to be able to get noticed. Many will be thinking that in reality things are different and that the hundreds of curricula sent without success are proof of this. But sending a disproportionate number of applications certainly does not correspond to having a greater chance of success, especially if you aim to join companies that are looking for qualified personnel.
Sending your curriculum vitae to all the companies that are looking for personnel, perhaps without even enclosing your letter of introduction, can lead those who read the e-mail to immediately trash it. For this reason, candidates who want to be taken into consideration in the search for personnel will have to follow simple but fundamental rules.
For all those who have decided to look for a job, the first step can only be to draw up their curriculum vitae. What may seem to most people a very simple operation, actually hides quite a few pitfalls. When we compile our curriculum vitae we are in fact preparing the document that will have to indicate to our future employer all the data concerning our person. It will be essential, therefore, in the eyes of those involved in the search for qualified personnel, to present themselves in detail. In this case, however, it will not only be necessary to pay attention to the substance, but also to the form. But let us proceed in an orderly manner.
The first thing to do when drawing up the curriculum is to use the European format. This is in fact the model most in demand by companies. However, some companies still require the Europass format and so, in order to be ready, it will be better to fill it in both models. Let us now move on to the actual creation of our document.
First of all, we will have to pay attention to the aspect of our curriculum vitae, from layout to grammar. If there are any errors, we will certainly give a bad impression to the recruiter who, in the best case scenario, will consider us to be poorly cared for people. In the initial part you will have to insert your personal data: name, date of birth, residence and contacts. Even if it is not compulsory, it is also advisable to put a photograph, in passport photo format, in order to allow the employer who is looking for qualified personnel to give a face to the person he or she is meeting through the curriculum. In the second part you have to insert the work experience, strictly in chronological order, starting from the most recent one. Here you will have to indicate the names of the companies for which you worked, the duration of the contract and the main tasks carried out. Then you must enter the training experiences such as the diploma and any degrees and specializations, indicating, always in chronological order, the date and the training institution. In the next part you will add your language skills and computer skills, including any certifications received. Finally, even if there is no obligation, you will be able to indicate your hobbies and interests, useful to make known your propensity for teamwork, which is particularly important for all companies that are looking for qualified personnel. Your consent to the processing of personal data contained in your curriculum vitae will also be fundamental.
A basic element to ensure that your application arouses the attention and interest of the evaluator, especially when it comes to the search for qualified personnel, is undoubtedly the drafting of a targeted cover letter. This allows us to introduce ourselves to the recruiter, indicating our main skills and interests, which will obviously be deepened in the curriculum vitae. A non-exhaustive or simply not targeted cover letter will drastically compromise our chances of being noticed. By writing the letter correctly, we will make the recruiter interested in our figure, leading him to open and evaluate our curriculum vitae.
Having ascertained the importance of the cover letter, let’s now see how to fill it out correctly. First of all, we must emphasize how we must avoid sending the same identical letter indiscriminately, especially when we turn to companies that are looking for qualified personnel. In fact, sending a standard cover letter will appear to those who read it as almost a pre-filled out letter. Instead, it is necessary to send a targeted letter, depending on the offer to which we intend to apply, so as to immediately arouse the interest of the recruiter. In this way we will give the impression that we are interested not in just any job offer, but in the one published by the company in question.
As far as the compilation is concerned, it will be enough to follow a few small steps. When a company is looking for qualified personnel, it usually publishes a clear job offer. In fact, we almost always find both the requirements to apply and the qualifications that may be required. It will be enough to say in the letter of presentation that you have the necessary requirements, if you have them, and that you have obtained the necessary qualification, and that’s it. Moreover, as often and willingly in job offers for the search for qualified personnel is required knowledge of the role, in order to increase your chances, you will have to indicate the years of experience gained in that specific sector.
All this caution in the compilation of your letter of presentation will serve to convince the recruiter that our figure is actually tailored to the job offer published by him or her.
Finally, it is important to remember the importance, in the case of an interview, of presenting yourself properly dressed. The moment you sit down in front of a recruiter you should look just like your CV and cover letter: perfect. When we talk about the search for qualified personnel, we are definitely referring to workers who are impeccable both from the point of view of skills and from a purely formal point of view. And so in these cases, contrary to an old saying, the dress will make the monk. So it will be good to present oneself in all respects as true professionals. In this way maybe we will lead the person who is in charge of finding qualified personnel to think that we are the ideal candidate, even before starting the interview. During the conversation with what your future employer might be, you will have to be brilliant but above all interested in being part of that team. For example, it will be important to make it clear to your interviewee that you have previously informed yourself about the company, that you consider it to be serious and professional and that you absolutely want to be part of it. Finally, one last very important aspect will be your willingness to ask questions, obviously related to the work to be done, so that you are interested in the type of work done by the company in question.
Many think that successful entrepreneurs are characterized by having a special charisma or leadership skills out of the ordinary. In truth, the common denominators of successful entrepreneurs very often correspond to character qualities possessed by the individual even before founding his or her business.
Reading the personal biographies of many entrepreneurs, both Italian and foreign, who have managed to set up successful entrepreneurial stories, we can easily see how true the above statement is.
One of the things that many successful entrepreneurs have in common is the fact that they act according to their own desire for self-fulfilment, cultivated with perseverance and tenacity. Since having a dream is an aspect that actually characterizes many people, what distinguishes the successful entrepreneur from all others is the fact that he or she raises his or her own desire to the standard of living, working tenaciously every day to achieve it.
In a way, the successful entrepreneur is a sort of fighter who admits no other result on the field than victory. However, this does not mean that the successful entrepreneur is unable to endure any failures and obstacles, only that, when faced with failures, he will always react positively, seeking immediate solutions and not crying over himself or losing confidence in himself or in his dream.
There are plenty of examples in this sense: just think of the personal biographies of Steve Jobs, founder of Apple, Henry Ford and an Italian like Enzo Ferrari. While the former was able to transform his passion for electronics into a multi-millionaire entrepreneurial giant, the latter, in even less recent times, was able not only to use his skills as an engineer and inventor to found the first modern automobile industry, but also to innovate the industrial production process through the introduction of the assembly line; the third, finally, represents the entrepreneur with an indomitable character, whose life has been a continuous succession of defeats and victories, even in the sports field, in which, however, the desire to do and move forward has never failed, always looking towards the future with optimism and confidence.
Although the mainspring of any action is having an entrepreneurial dream to realize, the successful entrepreneur is usually characterized by an extremely pragmatic way of doing things. This means, first of all, not expecting things to come from above, but working day by day to achieve higher and higher tangible results. Pragmatism in the entrepreneur is also tantamount to dedicating part of one’s day to building relationships and relationships that are useful for achieving one’s goals: anyone who wants to do business cannot fail to seek the support and backing of others.
The successful entrepreneur therefore loves to surround himself with capable people from whom he can learn and deal with; he also believes in sharing objectives and in the possibility of delegating activities and tasks for which he does not feel inclined. Rarely are successful entrepreneurs asocial and centralized people, as they know how to recognize the merits of others and their skills, using their knowledge to fill their gaps and incapacity.
Another example of a pragmatic entrepreneur is without a doubt the Swiss Henry Nestlé, founder of the house of the same name: a pharmacist by profession, he was able to understand the potential of a product such as powdered milk, which he himself developed and with which, from the end of the 1800s, the lives of many children who could not be breastfed were saved. The same pragmatic imprinting that led Nestlè to vary and enrich its catalogue with new products (just think of Nescafé, created during the Second World War and used by soldiers to satisfy their need for a tasty and energetic drink such as coffee), was sometimes the cause of controversy due to overly aggressive, and sometimes unscrupulous, trade policies that provoked much criticism from international associations and groups.
The successful entrepreneur is a person characterized by an extreme dynamism of both thought and action. He evolves over time as his thoughts and habits evolve. Together with him, his company also evolves: knowing how to intercept the need for change before it happens is, without doubt, another trait that unites today’s and yesterday’s entrepreneurial levels: there are many examples to do, also in this case.
For example, who has not heard of Netflix at least once? This company was founded in 1997 by the U.S. entrepreneur Reed Hastings and for at least ten years it was mainly involved in DVD rental and games via the Internet. Then, in 2008, the revolution: Hastings realized that with the dvd market now in decline, it was necessary to modify the product, and began to propose itself as the first company in the world that offers online streaming service on demand through the subscription. The results are not long in coming and today Netflix has 81 thousand customers all over the world! What the future holds for this company that in the meantime has also been listed on the stock exchange is still unknown, what is certain is that the ability to innovate and look ahead is one of the best strategies for an entrepreneur and his company.
It is clear, when we talk about the common denominators of successful entrepreneurs, that these are not the rule, even though it is very rare that positive entrepreneurial stories are realized outside the character characteristics described above.
The purpose of this article is of course to give advice to all of you who have an entrepreneurial project and are willing to carry it out, or have already done so but are facing difficulties or simply want to improve your performance. Whether your need is to find new staff, find talent or improve the performance of existing resources, our company is an authoritative partner able to offer you quick and effective solutions.
The Curriculum, academically called Curriculum Vitae, was originally called Curriculum Vitae et Studiorum. It is the document with which a person lists their personal data such as name and surname, describes their course of studies and any certificates or specializations, and work experience. Anyone who is in a position to look for a job, i.e. must document their level of knowledge and work experience for professional improvement, must draw up this document and present it to the company concerned or to their employer. It is called briefly, in common language, a CV. In order to provide more complete information it may also contain a photo of the person concerned.
The drawing up of a curriculum is based on a precise order in which personal information must be provided. In the first place you must enter your first and last name, date and place of birth, address of residence and possible domicile. A fixed or mobile phone number, or both, any work experience, knowledge of any foreign languages and the level of knowledge of them. It must also contain, if possessed, any computer knowledge and authorization to consent to the processing of personal data in accordance with current legislation.
It is important to know that the more information is expressed in the curriculum, the more knowledge is given of oneself, one’s abilities and one’s higher cultural level is the possibility of achieving the goal of one’s insertion into the job or professional advancement. Therefore, in the event that those who draw up their curriculum are in possession of any certificates of participation in training courses, masters or have obtained work or training specializations, it is appropriate that these additional data are also included in the document.
The purpose of the curriculum, in addition to providing one’s general data and cultural and, when it exists, professional training, is above all to convince those who read it of the reasons why they should hire one person instead of another. In short, it is a real advertising campaign of oneself. A commercial, a documentary where in a few pages our whole life must flow fluently and excitingly, even if in reality sometimes it has not been really exciting.
The standard curriculum vitae, the European one to understand us, consists of special spaces with special questions already entered, the same for everyone, to answer without thinking about it. Knowledge of languages, for example, either you have or you don’t. The same goes for any certificates and work done previously. The professional curriculum is something else. It’s where you have to invent experts in advertising strategy, it’s where you have to do a great deal of marketing work on yourself. You have to highlight all the strengths of our character, our professional background and our culture. Of course, one should not exaggerate with the list of one’s own experience and training, if this is not really so extensive and not even if, all in all, one is telling the truth. Humble people are those who do not boast about themselves but prove it with facts in everyday life and even then they do not care about anything, they let others compliment them. At most they nod and give thanks.
Once you have drawn up your curriculum, having taken care to include all the information useful to identify us, especially for our qualities and experiences, this should be read and reread several times. At the cost of learning it by heart. Only a careful rereading allows you to notice a punctuation error, a misprint that has escaped despite the rereading, a period that, when you reread it, does not sound so good even if grammatically correct. You have to imagine that you are the recipient of the document. read the curriculum and say within yourself: however, I want to hire this one; or all the opposite: but how do you hire someone who writes like this? This careful analysis will also reveal gross errors, or rather confused periods. With a lot of patience, errors are corrected, the fluidity of the text is evaluated and, if necessary, parts are cut and rewritten, periods and times are modified, in short, a continuous restoration is carried out until one considers it perfect, until one has the absolute certainty that the person with that curriculum MUST be hired, it is indispensable.
An indispensable accessory that must accompany a good professional curriculum is the cover letter. Unfortunately this very useful tool is little used by us in Italy. Few people know that those who read the curriculum, if they are serious and prepared people, read the document in a handful of seconds. This is not because they avoid dwelling on details or discard a candidate even before having given the right evaluation. Absolutely not. From the very beginning, these people have acquired the ability to immediately identify a candidate’s strengths and negligence. Of course, human error is always there, but it is difficult for those who analyze the curriculum by profession to make a mistake in the assessment. This is where the cover letter comes in. A document in which the candidate exposes the main things of himself, (which are then repeated in the curriculum) in a more discursive and at the same time slightly vague. It should encourage you to read the CV carefully.
The cover letter, like the curriculum, must also follow a specific path. First of all, it must be headed: Dear Dr Rossi, manager, etc., etc., etc. Whoever reads it must feel that it was written exclusively for him. It must contain a hint of their qualities and their training and education but above all it must explain the reasons why the company should take the candidate and at the same time express the desire to take part in the project the company deals with because it is totally shared. Show therefore, even before being part of it, in perfect harmony with the company’s philosophy and projects in progress. Let’s say, without going around looking for words, that you have to be a bit prude. Garbati, courteous but pimply. If you really can’t be, not even a little bit, then take a step back in time, with your memory, imagine yourself at the court of France and remember the words of Henry IV: Paris is worth a mass.