practice – The Remote Internship.Com

Through work practices, thousands of students have the opportunity to approach the world of work and live their first experience in a real job. In fact, some are fortunate enough to be recommended or hired by sponsoring companies.

Work placements generally last between 6 and 12 months.

Therefore, you should not wait until the last moment to start looking for a ‘place’ for your work practice. That is the right time to do your best and leave an excellent impression on your abilities.

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Tips to find a good work practice

Procter & Gamble (P&G) shared with six recommendations for college students – of semesters about to end – to find the best place to meet and learn from this challenge:

1. Analyze what you want to achieve and what your expectations are

When starting your practice search, it is important that as a student you ask yourself what you would really like to learn in it.

It is also necessary to know what your skills and preferences are, because this experience will be the first approach to your professional field and it would not be good to start in something that is not of interest to you or where you do not see yourself in the future.

2. Make a list of the companies where you would most like to work

Internships are the perfect opportunity for you to approach a specific sector or company. From this experience you can be inspired and identify with the purposes of the company, either by the nature of the business, its good practices or by its competitiveness.

So, it’s ideal that you find a place where you identify and can be proud to work, learning about something that motivates you.

3. Ask your university what types of agreements they have

You can go to your career faculty, director or person in charge of the internship process to ask about agreements with companies that are looking for interns; This is a valuable way to incorporate yourself into a business practice.

4. Prepare your resume and job interview

Like any job, to access a work internship you must present your resume and attend an interview where the recruiter will evaluate how suitable you are to fill the internship vacancy. It will also help you organize your professional and academic profile, your skills, knowledge and contact information.

Remember, your resume serves as a cover letter for the company. On the other hand, simulate an interview with a colleague so that your nerves do not play tricks on you.

5. Meet the minimum requirements of a vacancy

It is common for the offers of some companies to demand minimum requirements and skills for their future practitioners. It is essential that you pay attention to the skills requested in the offer.

The most common requirements are language proficiency, management of specific programs or tools and other administrative rules such as presenting university enrollment or a certificate of agreement.

It is vital that you analyze if your profile meets all the requirements before applying and evaluate what knowledge or skills are frequently required; This may also be the time to strengthen some of these elements.

6. Review the terms of the contract

According to information shared by P&G, contracts are essential when it comes to agreeing working conditions, so signing them should not be taken lightly.

Take your time and read the covenant carefully; If you have doubts, it is important that you express them. Make sure you recognize your rights and obligations, confirm if there is any type of remuneration and know the job description to which you apply, including tasks and schedules.

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Juan Carlos Trujillo, general manager of P&G for the Pacific: Colombia, Chile and Peru, said that in that company “practitioners learn about the development of the business from the purposes that give life to the company.”

“As an organization, we are committed to their training from day one, hoping to leave their mark and that later these talents decide to link with us permanently,” concluded Trujillo.

Remember that can filter your job search by cities, salary and among other filters. This space can help you connect with companies and, of course, find

Human talent management is one of the most important strategic areas of any company because it has to do with its greatest asset: people. Following the premise that time is money, companies are developing their recruitment processes faster and better, but often compromising quality.

For this reason, it is necessary for organizations to update their recruitment processes to face the 5 greatest challenges that the labor market faces today in terms of searching and selecting people: first, to get more candidates; second, filter resumes faster; third, improve the quality of processes; fourth, decrease rotation; and fifth, be more productive in this job.

Here at Elempleo.com from the hand of Talentu, the recruitment platform, we show you the 12 trends that Colombian companies must embrace and put into practice in this 2022, better known as the year of the “great resignation”.

1. Employer brand

It is about the value proposition of a company towards the workers. But beyond believing that it is simply about making a website, it is a strategic aspect of how the brand is communicated to that potential talent. For example, one of the main complaints from candidates is that they are never told if they have passed the process or not, which inevitably affects the reputation of the employer’s brand.

“Latin America is the region in the world with the most talent gaps and that is why it is constantly difficult for us to get the collaborators we really need. To the extent that we have an employer brand, we will be able to convince people to decide to work with us because we are properly communicating how we are going to transform them. It is not just a proposal for salary and benefits”, explains Mateo Folador, founder and CEO of Talentu.

2. Remote work

This new trend received a huge boost thanks to the restrictions of the health emergency to the point that seven out of 10 companies in Latin America will adopt a model that combines face-to-face and remote work, according to a recent survey by Telefónica Hispam. However, a person who has an available and adequate space in their home is not the same as one who does not.

3. Organizational culture

Although companies often refer to values, in reality it is the habits, routines and rituals that truly build the culture of a company.

4. Artificial intelligence and automation

As companies are scaling their workforce back up to where they were before the pandemic, they are looking to technology for answers to be more efficient.

5. Fluid talent and retention

It is a model in which human resources areas can continuously work to maintain vacancies and fill them faster. Although turnover can have many causes, it is necessary to better understand how the company works and why people leave in order to make decisions for improvement.

6. Training and Upskilling

One of the current recruitment problems is the difficulty of finding human talent with the required skills. Therefore, before the potential candidate enters the organization, it is necessary to identify skills gaps that can be filled thanks to training and upskilling or improvement.

7. Data-driven recruiting

It is about measuring each stage of the funnel, that is, being able to know how many people entered the first stage and how many reached each of the subsequent stages of the process. In recruitment marketing you have to understand what the channels, efficiencies and costs are.

8. Digitization of recruitment

The key is to make the entire process digital and have all the information in one place. The trend points to having the relationship automated through digital channels that allow scaling and taking candidates to the employer brand page.

9. Talent networking

Unlike operational positions where many resumes arrive and it is difficult to filter them, the strategy of creating talent networks is working very well, especially in companies that are looking for positions related to technology, where there is not enough talent.

10. Candidate experience

A recruitment process does not have to be a bad experience for the candidate. In the different stages of the candidate’s life cycle, it is very important to measure and understand what is happening in order to improve that experience. Beyond developing an omnichannel communication -whose content must generate value-, transparency is essential, that is, how a company gives evidence of the status and evolution of the process to a candidate.

11. Remote Recruitment

Remote recruiting is here to stay. It is not only very convenient for the candidate because they do not have to travel, but also for the recruiter because they can streamline these processes and fill a vacancy faster. It is key to have technological tools to facilitate these processes, but also to improve them.

12. Diversity of inclusion

Diversity and inclusion are not just about hiring men and women equally, but about having talent from different races, places, cultures and religions. “The diverse experiences make it possible to see more points of view and that makes for more creativity, which is why better solutions to problems are achieved and, of course, the results are better. Having diversity and inclusion is very good business for any company”, concludes Mateo Folador.