THE 5 THINGS NOT TO DO WHEN APPLYING FOR A PREVENTIONIST POSITION

It is already known how difficult it is today to find a job and more specifically for young people without experience. In the world of occupational risk prevention, the job market, as is known, is quite saturated and there are many applicants for the few positions that are offered. In addition, it must be said that the preventionist profession has its negative aspects (https://prevencionales.com/2018/08/10/10-razones-para-no-ejercer-como-tecnico-en-prevencion-de-riesgos- employment/) but it also has many incentives that make it a very interesting and attractive activity to be able to work on it. Undoubtedly, the first and fundamental thing to be able to apply for a preventionist position is the most solid training possible and, as for any job, to have the most developed social and professional skills possible, and of course a good attitude to perform it and true interest in practicing this profession. However, in addition to this, it is important to take care of certain practical details when submitting to a selection process for a preventionist position, particularly in interviews. We recommend five of these details (in reverse format to make sense of the headline of the article) that can give a better image of the candidate and help to get the job.

1. Submit a resume in an outdated format . The classic written resumes with the relationship of training and professional experience are increasingly in disuse. They are cold, in many cases imprecise and inexact and do not facilitate the knowledge of the person or the qualitative comparison with other applicants. Nowadays, the ideal is the delivery of resumes or presentations in video or similar format in which the candidates present themselves and show their supposed personal and professional values. In a few minutes, the communicative and expressive skills of the candidate can be shown, important skills in a good technician who must give training courses and carry out many interviews and meetings with personnel of all kinds (workers, employers, worker representatives, inspectors...) in which it is very important to have pedagogical skills, persuasion and conciliation often of opposing interests.

These modern formats of personal presentation also demonstrate, in some way, that the candidate is well-versed in new technologies and has inventiveness and creativity, elements that are also important in preventive work.

We must not forget that nowadays in the personnel selection processes, the type of person of the applicant and the possible qualities and skills that he can contribute as a professional are analyzed a lot. Not only is the level of training, professional qualification or experience valued, today many other things are beginning to be taken into account (https://prevenzando.com/2019/09/17/la-gestion-de-las- emotions-in-the-workplace/).

The selectors today also track the public social networks of the applicants to see if they find out anything about their personality, interests and concerns that can be taken into account to be selected. You need to be careful with that.

1. Showing up to a job interview too dressed/dressed up . The visual image (clothing, appearance...) is still important in job interviews, but in general it is losing relevance. This aspect depends more on the person conducting the interview than on protocols or selection procedures. Going excessively dressed to a job interview, in general, today is not valued at all well, because it gives the feeling that the candidate has dressed expressly in that way only for the interview and therefore that it is a "costume" and therefore it can be considered as a kind of deception. The best thing is to dress and groom yourself as you usually dress and groom yourself in your normal and usual life, naturally without exaggeration. That shows a form of sincerity to the interviewer and makes you more believable and honest. In addition, for the prevention technician position, clothing that is too neat can give the candidate a feeling of being stretched out and raise doubts as to whether he or she will be able to suitably adapt to some of the harsh environments in which he or she is going to have to work (factories, farms, construction sites, etc.). …). As for ornamental and aesthetic elements (piercing, beards, tattoos...), in principle they should not be taken into account by the interviewer in the selection process, although there can always be prejudices and hobbies. Our recommendation is to respect the image and the natural and normal presence of each one, trying to hide or disguise any of these aesthetic elements can generate mistrust in the interviewer if he realizes it. The only thing that should be indicated, if you ask about it, is that for safety or hygiene reasons, if you would be willing to modify such elements, for example, putting your hair up in industrial settings (if you have light length) or removing bracelets or necklaces in works of inspection of machines or similar, something logical and reasonable.
2. Deceive about the knowledge and/or experience that one has in jobs similar to the one chosen. If the interviewer is good, he can easily uncover the candidate's delusions in this regard. Therefore, if something is not known, it is best to say that it has never been worked with. For example, if psychosocial risks or ergonomics have not been worked on, it is better to make it clear, it is easy to discover and the impression of such a deception is not very favourable.

Yes, it is important to value the knowledge that you do have. Even if they don't ask about it, one can expand on an issue if one is thoroughly familiar with the necessary technicalities. For example, if you have worked in coordination of business activities, you can refer to the procedures in this regard or if you have worked in industrial hygiene, you can comment on the evaluation methods applied. This will leave the interviewer with the impression that at least theoretically important elements are known to perform the job. Of course, the important thing at this point is to make it clear that in any case you have the predisposition to learn what is necessary for the proper performance of the position.

1. Show some habits and behaviors of life against safety or health . To apply for a preventionist position, taking care of certain details in this regard may be important in the assessment made by the interviewer. Nowadays, in general, the habits and behaviors of job applicants are looked at quite a bit. In particular, habits and behaviors of healthy living and social and environmental commitments are valued. And for the preventionist position, perhaps these things will be looked at in more detail, now that prevention technicians are dedicated to things beyond occupational risk prevention itself, such as road safety, general health promotion, motivation and job satisfaction, the welfare of workers or corporate social responsibility. For this reason, during the presentation and the interviews, the details regarding these aspects must be taken care of. For example, something important would be to avoid showing that you smoke (although if asked, you should not lie, being able to say that you intend to quit), or also be careful to respect traffic regulations when attending the interview (going by motorcycle without a helmet or in a car without a seat belt are not very good credentials to qualify for a preventionist position). In the same way, you must have absolute respect for the rules and security measures of the company you choose (for example, circulate along the marked routes, wear a helmet on any visit if necessary, etc.). Nor is it about presenting ourselves as we really are not, but confirming with these details our principles and commitments to safety, prevention and health, a circumstance that we think is important to occupy a preventionist position.
2. Asking the interviewer directly about the working conditions (salary, hours, overtime, availability, contribution of vehicle or telephone...) that they are going to have is not usually very popular. There are those who think that it is necessary to be clear in this aspect and to ask clearly, it is a form of honesty that can also avoid certain problems later in the development of the work. The selector can see it as a positive attitude on the part of the applicant in the sense that he sees him as someone who does not venture into a position without having accurate data on his working conditions. Not asking about these aspects can give the feeling of excessive need to access the position and that does not give confidence from the outset.

For their part, there are also those who think that asking directly about working conditions can be seen as if the applicant only cares about that or cares excessively and that may indicate that they may not have enough motivation for the position itself, but for their salary. or their schedule and that can initially show little capacity for adaptation and commitment.

However, we let each one manage this issue in a particular way according to their ideas and criteria.

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