Know Your Skills To Get Jobs

Highlight in labor has more to do with identifying what you are good, who have achieved an average outstanding or spending long hours at a job that you love.

It is sometimes assumed that the 'giants' of business must have a special gift, however, the opposite often happens, many employers do not give an early indication of what they might become.

However, many innovative show something in common: "followed by their talents, that for which they are good and the literally overflowing and passionate."

Bill Gates says he was fascinated by computers since childhood and began developing his first piece of software for 13 years. Of course, getting a good job requires more "ingredients": the first is to identify those personal qualities that make a difference to turn them into strengths and then work in a competition, reports the guidance counselor.

Talent can be defined as a recurring pattern of thought, feeling or behavior that can be applied productively, according to a definition of Marcus Buckingham and Donald O. Clifton, psychologists and authors of the book 'Now Discover Your Strengths'.

The true test of a candidate is to show-precisely-known, you know what your talents are and how they add value to work.

One of the major myths, especially among young people is that the experience and expertise are the only factors valued by recruiters when offered a job for students. It is important but not the only thing, it depends on the type of position and the area, said Ivette Calvet, consultant in attracting talent Talent Brazilian company Cia.

Another 'legend' false when looking for work is that it is better to talk much during the interview, and that graduates of certain schools are better or worse received. False: If what is sought is to be chosen by a company it is important to differentiate, Calvet said. And for that you must begin by knowing what you do best and where your weaknesses.

According to the consultant in attracting talent to achieve that goal, start taking the time to answer these questions:

- What are you doing well? What you always compliment?

- Why are recognized quality (a) by your colleagues, boss, family, friends and teachers?

- In what situations very well and you feel uncomfortable in what (a)?

- In what context make a difference?

- What work have you felt most comfortable with what people and colleagues, and why?

Another activity that works is to ask around how you watch your friends and family. Questions about what items are your 'strong' and what is the weakness, specifies Calvet.

Ready to apply?

To make visible the talent, we must be attentive to the spontaneous and immediate reactions that must deal with any situation, mentioned in his Buckingham and Clifton. In addition, other 'clues' that can help, like having your desires and present what you learn quickly or causes satisfaction.

Whatever the option chosen to identify what you are good, and if you do through a coach or with the help of acquaintances, the reality suggests that "this task is one of your best investments, because now companies are set if the person knows where he wants to get to their work, "says Pérez Hernández.

The organizations value the person reflect on the following: "what I am, what I have and what I turn," says Calvet. Once you have this information, you may need to test how is the person's performance in certain skills, ie the features that you as an individual (empathetic, innovative, etc.) and relate to your job performance.

The competencies, adds Calvet, usually assessed through practices such as 'Assessment Group.' What is this dynamic? Assemble this candidates 'end' for a position and to resolve a case study.

In principle, they are required to be submitted individually in a few minutes, we must seize this moment to give valuable information about the knowledge we have of the industry and student employment position to which it applies. Then the consultant mentioned, there are 20 or 30 minutes for the group session, where company executives analyze the information given and how each candidate interacts.

"They focus on who listens, who thinks of the external and internal customer, who is the leader of the group and the following information. If someone is angry with it, confirms that tends to bother every day at work" talent consultant says.

If you want to stop going 'where life takes you' occupationally speaking, you have to take control of where you can perform better from the standpoint of personal and professional, advises Calvet. To do this we must invest in learning about your talents and add them to a contest.