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Application letters can either be typewritten or handwritten. In the case of a speculative application, handwritten letters are most commonly used. An advertised vacancy may however ask specifically for a typewritten letter. Application letters are usually very short and simple. You should use no more than one page of (white) A4 paper format. The content should be conventional. Appending a short Curriculum Vitae is advisable. Copies of educational and professional certificates are not required until a later stage in the recruitment process and the whole recruitment procedure usually might take two months.
Application forms are widespread. They are used for both blue-collar and white-collar workers, and especially for school leavers and office staff. There are a large variety of application forms. Some are very standardised, while others ask more about previous work experience and use more unstructured (open) questions. Standard questions cover personal details, education and training, work experience, and knowledge of languages. Discriminating questions concerning sex, race, and country of origin, ideology or religious belief are forbidden.
The CV
The CV is usually in chronological order, with a maximum of two to three pages. Sometimes you could be asked to attach a photograph.
Structure
You should mention the following points:
1. Personal details (address, telephone number, etc.; frequently the number of the identity card is given);
2. Education (including courses, knowledge of languages and computer software);
3. Professional training (distinct category from initial education);
4. Work experience;
5. Leisure activities (optional).
The different items are often numbered. Sometimes a special item is concerned with knowledge of computer software.
Tips:
Pay attention to the clear presentation and structure of the CV. Emphasise all the professional training you have had, from seminars to full courses. This shows that your former employer thought you were outstanding enough to receive this further training.
The Interview
Interviews are the next step after applying for the job by application letter and/or application form.
They are the primary selection technique in Portugal.
What questions to expect?
Interviewers may not ask questions about an individual's family circumstances or marital status. Questions must not enable employers to discriminate on grounds of sex, race, and country of origin, ideology, political or religious beliefs. Portuguese recruiters value professional experience most of all, followed by practical training.
What to
bring
Take copies of your CV, diplomas, employer recommendations and any other documents you consider useful.
Sometimes, personal appearance (clothes, haircut, etc.) might be important.
The use of psychological and technical tests is widespread in Portugal. Aptitude and psychometric tests are used for candidates up to middle level management, especially when recruitment consultants are involved. Consultants offer testing as a specific service to an employer or as part of a complete recruitment process. Graphology is sometimes used by consultants for senior appointments (no permission is necessary beforehand).
Assessment centres are still a relatively rare phenomenon, but are growing in importance.
Medical examinations may be carried out prior to engagement. Doctors are only permitted to
declare whether a candidate meets the standard required and is fit or not fit for the designated task.
Text last edited on: 01/07/2003
Source: European Union
© European Communities, 1995-2007
Reproduction is authorised.
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