How to choose a profession

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Who to be? How to choose a profession? How to stay in demand as a specialist? These questions concern any person – schoolchildren, student, novice specialist. Even professionals are faced with the need to choose the direction of their career.

Why is it so hard to choose? Because there really is a choice now. And if before everyone chose a profession from an extremely limited number of options, and worked according to distribution, now the situation has changed dramatically.

Today there are a lot of opportunities for self-realization. You can go to hire or start a business, work in an office or from home, choose a family business, or become a “freelance artist.”

And this is where the problem of choice arises. And if in childhood we wanted to be scientists, teachers, astronauts, doctors, then as adults we often cannot say who we want to be.

And sometimes we need help finding ourselves and our jobs.

What will help in choosing a profession?

Career guidance deals with the tasks of professional self-determination. The purpose of vocational guidance is to choose the profession that is most suitable for a person, taking into account his capabilities, interests and talents. In the process of work, local features of the labor market are also taken into account, because after choosing a profession, you will need to find a job. And everyone wants her to pay well.

The traditional approach to choosing a profession is to find a job that meets your “want”, “can” and “must”.

1. Interest or “want” is a very good reason for choosing a particular profession

The presence of interest can provide additional motivation for professional development and compensate for the lack of knowledge or pronounced talents.

  • What do you like to do?
  • What do you enjoy doing?
  • What do you devote a lot of your time to?
  • What activity brings a smile to your face?
  • What kind of work inspires your enthusiasm and excitement?

career coaching .

can help you determine your interests.

2. “The main thing is that our desires coincide with our capabilities,” says the famous toast. And you can’t argue.

Next, we need to correlate your capabilities with your “want”. Most often, talents are manifested already in childhood, and in school, propensities for certain subjects become apparent. You should not neglect the assessment of physical capabilities – you will not be accepted to the flight school without a positive passed medical examination.

  • What are you good at?
  • What is easiest for you?
  • Which work is faster and easier?
  • What do others think is your strength?
  • What job are you most satisfied with?

career counseling can help you sort out your talents, incl. vocational guidance testing.

3. The market dictates its own rules

The category “must” is most often about the labor market. Need to earn money? Need to be in demand? Need to find a job? Match your “want” and “can” with the specifics of your local labor market.

  • Which profession would suit your ability?
  • Where can you put your talents to good use?
  • Which of your talents is currently the most in demand in the labor market?
  • How to combine interesting work and decent pay?
  • Which organization will suit your interests?

career counseling .

If you figured out the “want”, “can” and “must”, then you can go to the most important question – why. The choice of the direction of professional activity depends on whether you will be satisfied with your work, whether you can realize your potential and develop strengths (talents), whether you will achieve self-realization, whether you will achieve professional growth and career success.

The answers to the following questions lead you closely to which profession to choose:

  • What do I expect from my future profession?
  • How do I see my future work?
  • Why do I need this particular profession?
  • What will appear in my life with this profession?
  • How can I reach my potential in this profession?

And the most important thing: remember that the choice of profession is not necessarily made once and for life. Stay open to new opportunities. It is quite possible that in 10 years we will need professions that you do not even know about now.


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Who is a recruiter

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The main task of a recruiter (or HR manager) is to find suitable personnel for the company. For a job seeker, this is the very door that can lead him to the desired job.

How a recruiter works

In the process of filling vacancies, a recruiter has to communicate with a huge number of people and perform a lot of actions. In this regard, he cannot devote a large amount of time to each applicant. Keep this in mind when you are writing your resume: most likely, during the initial selection, it will be reviewed very quickly. Don’t make it too long or overload it with unnecessary information. Also take care of the decoration.

The general scheme of a recruiter’s work is as follows:
  1. Communicating with the employer, collecting information about the vacancy and how the candidate should be.
  2. Newsletter of vacancy announcements on existing databases, independent search for applicants.
  3. Viewing resumes, processing responses, calling suitable applicants.
  4. Interviewing, testing and other technologies for checking candidates for compliance with the criteria set by the employer.
  5. Selecting suitable potential employees and introducing them to the employer.
  6. Supervising the probationary period of a new employee, his adaptation to a new workplace.
  7. If necessary – selection of a replacement (if the selected candidate has not passed the trial period).

The scheme may vary depending on specific orders, as well as the types of recruiting, which will be discussed later in the article.

Types of Recruiting

In addition to the traditional recruiting, when quite common vacancies are filled in the usual manner, there are also several specific types.

  • Mass (or linear) recruiting

    As the name suggests, this recruiting method is used when there is a range of jobs to fill. Most often these are the same type of vacancies (for example, operators, sales managers, sales representatives, and so on). And this is exactly the case when the recruiter will not have time to grasp the confusing or poorly designed resume of the applicant.

  • Executive search

    This is the name of the process of recruiting highly qualified specialists, rare specialization, or top management. This is a much more complex and thorough process than traditional recruiting or mass recruiting. In this case, your qualifications and experience will be thoroughly checked and tested.

  • Headhunting

    This is the attraction of a specific applicant from another company to the company. Most often, it is used to fill critical vacancies for the company – executives and senior managers.

What are recruiters

Recruiters are divided into internal and external, that is, the search is carried out either by the headquarters of the company itself, or with the involvement of external performers.

  • Internal recruiting (in-house)

    The employer assigns the task of recruiting to an employee of the firm (for example, an HR manager). If the recruiter of the company itself communicates with you, be prepared for a detailed interview. The internal recruiter is well acquainted with the team, the environment in the company and can judge how much you fit in there.

  • External Recruiting

    An employer can apply to fill vacancies also to external performers (in recruitment agencies or to recruiters working on a freelance basis).

    • Recruitment agencies

      These specialized organizations provide personnel search services. Often people turn there to select highly qualified specialists or for mass recruiting.

      For the applicant, the services of such an agency are free. It is worth considering that recruitment agencies are very concerned about their reputation, and therefore select candidates very carefully.

    • Freelance performers

      Such recruiters are looking for customers on their own and work in a free schedule. The principle of work usually does not differ from internal recruiters.

  • How to communicate with a recruiter

    At the interview, the recruiter draws up a general portrait of the applicant, and not only evaluates professional skills. Hence, there are many questions that may even seem strange to you.

    This is why it is so important to prepare for the interview. Make sure you can confirm all of your competencies described in your resume, think about how you will answer questions about achievements in past jobs or about the vector of your career development.

    When communicating with a recruiter, your task is to please him and be recommended to the employer, and his goal is to close the vacancy as soon as possible. Therefore, it is worth going to an interview with a positive attitude and understanding that the recruiter is not your enemy.


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