January, 2021 - inspireproject.info

Interests and Hobbies to Make Your Curriculum Vitae Stand Out

Jan 28, 2021 by Deborah 0 Comments

Passions and work. One of the keys in everyone’s life is to be able to relate what we like to what we do to earn a living. It’s not an easy task.

But somehow, even though we haven’t arrived yet. At this point, our personal interests reflect what we want to do and how we want to do it.

Knowing the meaning of our hobbies on the curriculum so that we can link them to what a company needs, can give us a differentiating touch that makes us stand out from the rest of the candidates.

But be careful. The line between looking good and looking unprofessional is very thin.

In this guide you will see:

Tips for including hobbies in the resume
Examples of personal interests in a CV
What not to include in personal interests
Pros and cons of hobbies in the CV

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How to include hobbies in the Curriculum

The devil is in the details. To make hobbies look presentable within the curriculum, They have to follow some rules:

They must go to the end of the CV. Its function is complementary, therefore it must always be in the background.
They must have some kind of relationship with the job or the company. This way you will have more options to be seen as something relevant
They should be listed or summarized in a few words. It is not something to be extended.
It should be easy to read. Clear and not time-consuming or confusing.

For our hobbies to be seen as something positive within the company, we must bear in mind that not everything goes.

Personal interests can be included in different ways when looking for work:

In a separate section. Brief and at the end of the curriculum.
In the data of interest. These could be accompanied by other information such as availability to travel, the driver’s license, or other relevant information that you have not been able to include in other sections.
In the cover letter. If you do not see fit to include your hobbies in the CV, you can mention them in the cover letter.
Leave them for the interview. If you see that your hobbies do not fit within the CV or the cover letter, you should at least prepare them in case they ask you about them during the job interview.

Examples of Personal Interests in a CV

What you do outside of work says a lot about you. There are many ways of referring to our hobbies. Each hobby is different and can have many meanings, depending on the energy it transmits, the commitment it needs, the need to collaborate with other people, the development of creativity, and a very long etcetera.

Personal interests and hobbies to include in a resume:

Reading: fiction, news, learning, etc
Music: instruments, genres, artists, etc
Cuisine: traditional, exotic, etc
Photography: landscapes, models, etc
Sports: team, resistance, etc
Dance: as a couple, alone, genders, etc
Writing: blogging, RRSS, etc
Painting: realistic, pop art, etc
Traveling: volunteering, cultural travel, countries, etc
Nature: hiking, agriculture, etc

More and more companies are interested in knowing what the passions of their workers are. What motivates them and how they develop their abilities through them. According to studies by the Society for Neuroscience, playing an instrument improves the structure and functioning of the brain.

Examples of Hobbies and Interests in the CV and what they transmit:

Teamwork, leadership: team sports such as soccer or basketball.
Analytical skills and problem-solving: chess, crosswords, puzzles.
Strategy development: Rubik’s Cube, strategy games.
Passion for technology: photography, video games, video editing, music production.
Overcoming and perseverance: individual sports such as cycling, athletics, swimming.
Coordination, memory, discipline: musical instruments, dance, painting, cooking.
Communication, organization of ideas: writing, blog management, debate.
Creativity and observation: photography, drawing.
Concentration and self-control: yoga, Pilates, tai-chi.

These are some common examples depending on the skills we want to reflect, but not the only ones. If you have hobbies that are not so common and can transmit positive qualities of you, you can choose to add them. This will make your CV stand out better.

If you want to reflect more professional interests and abilities, you can do so in the skills and competencies section of the resume.

What not to include in personal interests

As a complementary section, adding your hobbies can shift the scale slightly in your favor. A list of interests that are out of place, can make many recruiters back down.

Let’s look at some examples of elements to avoid when it comes to writing your hobbies:

Do not mention politics or religion. These are sensitive topics that are part of the personal life of each one and it is not necessary to talk about them when looking for a job.
Put aside the little relevant hobbies. Depending on each job, company, and the candidate’s profile, a hobby can go from being interesting to being irrelevant.
Do not show hobbies that can be seen as negative. For some people, certain hobbies can be seen as vices, unhealthy activities, or questionably legal. It is best to avoid talking about them.
Don’t give them too much prominence. Remember that it is a complementary and optional section. So try to always position it at the end of the resume briefly and clearly.
Avoid this section if you have other more important information for the position. If you have a lot of work experience, studies, certificates, volunteering, and other information that is more relevant to the position, you can even omit hobbies.
Do not mix them with other sections. Although these can help you strengthen your resume, interests and career path are different things and do not have the same importance within a CV.
Do not lie about your hobbies. Focus only on those that you really love and know about. Think that later, they will end up asking you about them in the job interview, and you should know what you are talking about.

Pros and cons of hobbies in the CV

More and more companies consider the most human aspects of people relevant to employment. According to a study developed by San Francisco State University, creative activities outside of work enhance job skills.

Skills about solving problems and executing several tasks at the same time are improved thanks to the development of creativity. What does this mean?

So if you know what your hobbies and interests are most relevant to work, you can enhance your most important skills and aptitudes for work. Including interests in the curriculum in a correct way has its advantages:

They reinforce the trajectory and aptitudes.
They reflect interest, passion, commitment and enthusiasm
Differentiate a CV from the rest.

The other side of the coin

Including hobbies or hobbies in the curriculum vitae is not something generally extended. Whether this is seen as a positive aspect will depend on three factors:

The company
The job position
Your profile

It is not a general rule, but a very traditional and serious company could understand this information within your resume as unnecessary. To know whether it is convenient for you to talk about your hobbies in the curriculum, you should look for information about the company through its website, social networks, or other means to find out about its values, philosophy, or professional sector.

Depending on what the worker’s company needs, the tasks, and the work environment that you will have to face if you get the job, you may or may not be relevant to certain hobbies.

If you are applying for a position with a very large responsibility such as a tax advisor in a large company or for a managerial position in a health center, your hobby may be out of context.
If your idea is to apply for a creative-related position as a content creator, graphic designer, or for something that does not involve a very high responsibility within a startup or a young environment company, your hobbies could not only combine with your skills but also with the philosophy of the company.

Finally, take into account your work experience and all the relevant information that you are going to put in the curriculum.

If you are a highly experienced person, with a lot of relevant experience to summarize, added to diplomas or skills, the hobbies in the curriculum can become a very low-interest plane that, compared to the rest of the information, they end up transmitting a feeling of irrelevance.
If you are a person who has little work experience that is relevant to the job, and you see that you have plenty of space for additional information in your CV, make use of personal interests s will make the rest of the data stronger. If this is your case, read our guide on how to make a resume.

In summary

Hobbies serve as a complementary element in the CV
They are not mandatory. Whether or not to use them will depend on the type of company, job, and profile of the candidate
They must be relevant to the job offer or the company
The candidate’s hobbies can be seen as a reflection of our skills and values
When writing them, they must be brief, clear, and positioned at the end of the curriculum
Avoid talking about aspects that may be seen as taboo or unprofessional

Useful information

How does RR. HH.? More than hiring and firing

Jan 22, 2021 by Deborah 0 Comments

You could say that opinions on HR departments are divided. We all know good professionals in the HR area. HH. However, there is also some dissatisfaction with the way certain problems are handled.

So we wanted to investigate further how well the departments of RR. HH. The short answer: not very good. But there are many ways to make small, simple improvements that could benefit both employees and businesses.

We surveyed 926 people to ask about:

Your opinions on how good RR. HH. does its job
If they would seek help or advice from RR. HH. having problems at work
The most unusual situations they have had to report to RR. HH.

RR. HH., we have a problem

Some problems within the work environment are just simple incidents. Others are at a criminal level. But, how willing are we to report them to HR?

To answer this, we created a list of scenarios with certain incidents to ask respondents if they would report them. As you will see in the following image, we divide the scenarios into three categories: incidents with a crime, incidents with workers, and personal problems. The percentages in the image shown represent people who would not report them.

First of all, we are going to analyze in-depth the category of crime incidents. Think about this: 37% of people would not report being sexually harassed at work and 43% would not report experiencing discrimination.

This is outrageous. HR should solve these problems!

So the question to ask ourselves is why wouldn’t they report these incidents to HR?

Fear of retaliation. 46% of those surveyed said they were afraid of possible retaliation if they reported someone.
Lack of objectivity. 39% stated that their complaint would not be treated fairly.
Gender. Incidents reported by men had a 26% chance of being investigated. Complaints from women tend to be more ignored, as evidenced by this comment we received.

“A co-worker had become ‘friends’ with a student at the institute where he worked and could regularly see how he shared pornographic conversations on one of his social networks, with things that were degrading to women. I reported it and nothing was ever done.”

With these reasons in mind, it is normal that many incidents do not end up being reported within the work environment. But, regardless of whether HR works well or not, reporting abuse or discrimination is a must. Why?

You may not be able to hold the company legally responsible if you do not follow reporting procedures. This is what you should do:

Present a complaint. Consult your company’s employee manual and follow the established procedure. If there is no procedure, or the person you are supposed to report to is the harasser, contact Human Resources and tell them you want to file a complaint.
Reporting the harassment will protect your rights. Once a company learns of the harassment, it is required to take action and is legally responsible for any harassment that occurs afterward.
Protect yourself from the consequences. After filing a complaint, you won’t be legally fired or demoted just for reporting the problem. Yes, it could happen, albeit illegal. However, by filing a complaint you will strengthen any subsequent complaint in court.
Seek legal advice. These situations can and do end up in court. An attorney will be able to advise you on the best course of action.

Now let’s take a look at the category of personal problems. The mourning sample scored surprisingly low with a whopping 87% saying they would not report the death of a loved one to RR. HH. In fact, more people would report a co-worker dressing extravagantly than would report getting a divorce.

Again, this is understandable. Previous data showed that people know where and how to report problems, but are not comfortable doing so or do not trust the processes that are being followed. Another contributing factor is overly severe HR policies.

For example, it is not uncommon for companies to have policies that require “proof” of death. of a loved one if a worker has to be absent for that reason. This is something that only aggravates the pain that workers who are already suffering from the loss. Such policies make workers decide not to communicate their problems.

It stands to reason that the same factors that prevent people from reporting harassment or discrimination also apply to questions of your own. But don’t just assume that your superiors will be this cruel and indifferent. This is what you should do in case of the loss of a loved one or other personal problems that could affect you at work.

Ask about the guidelines of the company, talk to your manager or human resources and follow the procedures they request.
As established in article 37.3, “the worker, prior notice and justification, may absent from work, maintaining the right to remuneration, for 2 days due to death, accident or serious illness, hospitalization or surgical intervention without hospitalization that requires home rest, of relatives up to the second degree of consanguinity or affinity. If the worker needs to make a posting for this purpose, the term will increase to 4 days.”

And this is not just a moral issue of human resources being more compassionate. Personal problems can end up leading to anxiety and depression. If they are not treated correctly, this can end up leading to a decrease in productivity.

In fact, who has estimated that factors such as depression or anxiety have a cost of 1 billion dollars in productivity annually? Imagine how much this figure could be reduced with greater support for workers.

Human resources departments, you have work to do. Not only out of compassion for employees but also to improve the results of your companies.

Below we will analyze the situations in which workers need to seek advice and assistance from their Human Resources team. There was one problem that stands out above the rest.

Coaching workers

When it comes to basic advice and advice, the results were amazing. Most workers will only go to Human Resources when they notice that the money does not arrive.

Unfortunately, even the Salary issues don’t get the attention they deserve, as respondents showed.

“There were a couple of times when I just didn’t get paid. Human Resources admitted the mistake. But instead of paying me on the spot, they decided to wait two weeks for the next payment.”

So why are the payroll and benefits issues so clearly highlighted in the results? 82% of our respondents would comment to Human Resources.

It seems quite logical. People need their payroll and they have to. Life is expensive. On the other hand, our survey shows that there is little confidence that RR. HH. can solve other important worker problems. If wage disputes are the only thing RR. HH. you can help workers, why not fire them and hire an outside company to take care of the payroll? Tempting but ill-advised.

This is because employers must also think about the other side of the equation. Good human resource practices make employees more engaged. More engaged employees are more productive.

And having productive workers less likely to make compensation claims for mishandled workplace incidents also has a direct effect on the bottom line. More profit, less operating expenses. But then, what do workers really think about their fellow HR workers?

Good friends

For this section of the survey, we took a look at the most common criticisms of human resources. From there, we formulated them as statements to ask whether he agreed.

Here’s what we found.

Statements	Disagree
RR. can be trusted HH.	50%
RR. HH. is technologically up to date	43%
RR. HH. gets too involved in office politics	44%
RR. HH. is consistent in making decisions from him	50%
RR. HH. has the information you need at the moment	42%
RR. HH. you do not have enough experience working with people	55%
RR. HH. focuses more on procedures than people	52%
RR. HH. offers effective advice for career planning	44%
It is difficult to get a quick and direct response from RR. HH.	60%
RR. HH. cares more about his department than about others	64%
RR. HH. side with the worker	69%
RR. HH. does not have enough experience about business	66%

If these data didn’t convince you that HR is far from perfect, then maybe it is. Workers just don’t trust their HR teams. The data that most supports this statement is the following:

Just take a look to what one of the respondents said regarding a problem that many workers go through:

“I never informed RR. HH. about no problem. Basically because I don’t trust them. The lady in charge of Human Resources was a gossip and didn’t want any of my personal problems to reach the ears of the entire company.”

Imagine that feeling in jobs across the country, and it will show. Of course, a great deal of work is needed to change this. Ultimately, HR must live up to its name if it wants to improve its reputation. They need to treat their resources as humans.

Plus, HR professionals seem to know, too. Maintaining employee engagement was named the biggest human capital challenge in a survey of professionals HRM conducted by the SHRM.

So employees know that something needs to be done, and so do HR professionals. What can we do to fix it?

Well, this may be the beginning. Dr. John Sullivan wrote a great piece for TLNT, in which he suggested some actions that can be taken:

Pay attention to the numbers when trying to increase trust. Monetically quantifies the commercial consequences, resulting from the reduction in worker confidence. Use these numbers to change behaviors.
Look for employee confidence through data. Use data to identify the best ways to measure employee confidence and identify the specific factors that contribute to it.
Become more responsive. Employees are almost universally frustrated with the lack of response from HR It is essential to continuously measure and improve the time it takes for Human Resources to respond to employees. It is also essential to measure the satisfaction of responses to ensure they meet expectations.
Develop effective listening mechanisms. Almost all definitions of trust include the HR provision And the management to listen. Use the data to determine which forums, processes, and mechanisms are viewed by your employees as the best ways for HR. and HH. Become an active listener.
Be more proactive in communications. Don’t hide problems from employees or wait for them to explode. Communicate proactively with workers using multiple approaches to issues that may concern them.
Be transparent. Suppose most employees, especially younger ones, have reached expect transparency. And that means HR must provide detailed information about your goals, why rules and policies are necessary, and how HR processes work. HH.
Fully explains the role of human resources. It begins by explaining the role and objectives of HR during onboarding. It also clears up any HR biases on business performance and performance and identifies areas where HR strives to act as a neutral party.
Helps increase productivity. Finally, turn human resources into a productivity improvement hub. Rather than focusing exclusively on regulations and legal compliance, HR professionals should spend more time helping employees and managers be more effective and productive.

Obviously, fix RR’s bad reputation. HH. It will take a lot of work and commitment from everyone involved. But the payoff will be worth it: happier, more productive workers and a more profitable business.

Lastly, let’s talk about the most common problems HR teams face.

The biggest problems

We posted an open question to finish the survey. Just to make sure we weren’t missing anything. So what was the most unusual issue that respondents had to report to Human Resources? The answers speak for themselves.

The best of the worst

These were the 5 most reported problems towards RR. HH. by our respondents. First of all, please note that we are sensitive to the fact that racism/discrimination is a criminal act and far worse than the other issues mentioned here. We do not seek any intention to downplay it. This is purely a representation of the responses we receive.

Fun fact: Body odor was also one of the most unpleasant situations mentioned in a previous survey. 50% of those surveyed rated it as frustrating. We receive data on alcoholism as well. In another of our “deadly sins at work” surveys, we found that 48% of workers have seen someone under the influence of alcohol at work.

Rat surgery, videos of cats and twerk with the trash

And, among the open responses, these were the strangest. Who said work is boring?

Changing clothes in cubicles from other people’s work
I needed to take a day off because my girlfriend’s rat (pet) was being operated on just on Valentine’s Day
A co-worker was watching videos with cats
I was being harassed by a co-worker who tried to murder me
A partner had horrible bad breath
A partner was twerking a trash can

Conclusion

Unfortunately, the critics to RR. HH. appear to be well-founded. These were the key findings of our survey:

People lack the confidence to report even the most serious problems at work.
Very few people would seek advice or HR help, they would only talk to them when money is at stake.
There is a real lack of faith in HR’s objectivity and reliability.
There are some really weird and wonderful work problems.

But luckily, there is a way to go. It will require work and commitment from both parties to solve HR image problems. Achieving it will help both employees and employers alike.

Create and Send your CV for Carrefour

Jan 19, 2021 by Deborah 0 Comments

If you are interested in submitting a CV for job offers in other leading companies in the world of supermarkets, do not hesitate to review the following guides:

How to apply your CV at Carrefour: step by step

There are two official ways to apply for a job at Carrefour: In-person, at anyone from the stores, leave your CV at Carrefour directly at the information desk.

Or through your employment website.

Here you can have a preview of all the steps that the online process takes:

First, go to the Carrefour employment website. On the main web page of the job site, you can find the 4 categories Carrefour divides its vacancies into:

Customer Service
Managers
Central Services
Recent Graduates and Students

If you are not quite sure which division to your profile belongs to, you can watch an explanatory video by clicking on the image. You must choose the division to which your job search corresponds by clicking on the blue (register) button.

Next, a registration box will appear where you must enter your name, surname, and email. To later, press the red (strat) button.

The job application form consists of 5 sections that you must fill out one by one, in addition to attaching your CV:

Take a test of 20 questions on hypothetical situations in the workplace.

Click on “finish” to send your application to Carrefour.

Tips and additional information about Carrefour

Surely you have wondered how many Carrefour stores exist since it is extremely easy to always find at least one around you, wherever you are. Well, we give you some very positive figures regarding the broad business model that Carrefour manages.

Carrefour is the multinational chain of number one distribution in Europe and second in the world.

What job offers does Carrefour offer?

Unlike recruitment processes online from other companies, Carrefour does not publish its available vacancies, nor does it allow applicants to apply for specific positions, but rather requests a general registration that is only divided by position and area preference, among the 4 categories into which the company divides to its workforce:

Customer Service: Includes all store employees who serve the customer directly and handle fresh products: Butcher, Fishmonger, etc.

Store managers: Specialists in supervising the correct operation of the stores, from the quality of the products and compliance with the protocols to the level of customer service.

Central Services: all jobs from corporate that range from human resources, advertising, and marketing, IT, sales, etc.

Recent Graduates and Students: Carrefour has its own division of labor for students or recent graduates without experience.

What is it like to work at Carrefour?

Carrefour mentions the values to which it is committed, in terms of its talent management:

Employment sustainable
Continuous training of our collaborators
Professional development and internal promotion

But let’s look at the general opinion of some of your employees as to what So well it meets them.

Carrefour has a 3.9/5 score based on more than 22,000 employee and former employee reviews on its Indeed profile.

“It is a company that is always growing, it has a very varied work environment, I am very happy to continue working at Carrefour.”

“It is a Good atmosphere and that it has its own work teams and where you are not alone, since you have the support of the Coordinators who will help you and do not hesitate to send your CV, since you will find an environment where we help each other.”

Well, as you can see, joining Carrefour’s work team can be very attractive, especially due to the wide variety of jobs it offers in its different sectors. By making your resume with our editor, you can add phrases adapted to your profession, including skills, and automatically complete all the complicated parts.

Example of CV for Carrefour

Antonio Carmona Pradal

IT Project Manager SR

Madrid

[email protected]

63 451 23394

Professional Profile

Focused IT engineer with 10 years of experience in systems administration teams. Advanced knowledge of container platforms (Docker and Openshift). I have achieved important technological challenges leading companies to position themselves at a high level, for example, I designed a global disaster recovery plan for all production processes with an RTO of 12 hours and an RPO close to 0, activated every 4 months.

Experience

Openshift Project Manager

Digitel Corporation

Nov 2015 – currently

Manage and maintain the ecosystem (CaaS) in a hybrid cloud environment.

Achievement: I met the defined operational indicators, increasing their performance by 15%.

Senior Wireless Data Engineer

Mobile Telecommunications

Sep 2012 – Oct 2015

Design the platform architecture of the wireless data network.
Develop engineering for the growth of the data network.

Achievement: Implement an analysis of network parameters, improving the company’s optimization processes by 15%.

Network Engineering – Pre-sale

Protokol GIT

Aug 2010 – Sep 2012

Advise on projects related to the IT and Networks area.
Design Engineering of IP platforms (Routers, Switches, Firewall) for Telco clients.

Achievement: Coordinate more than 500 support contracts.

Training

Degree in Computer Engineering

University of Salamanca

September 2006- May 2010

Complementary training

Course AZ-300: Microsoft Azure Solutions Architect Technologies

New Horizons Academy

2017

Project Management Methodology Course – MGP PMI ES

Polytechnic University of Alcalá de Henares, Community of Madrid

2014

Computer Applications Analysis and Design Course PMP course.

Polytechnic University of Alcalá de Henares, Community of Madrid

2012

Skills

Budget management and control
Design of purchasing strategies
Project Management: Management indicators
Leadership
Ability to work under pressure
Organizational skills
Analytical thinking to identify deficiencies
Scripting (shell scripting, python)
English: B1
Software & IT Knowledge
Microsoft Project – Microsoft Visio, SAP –
Container platforms: Docker, Kubernetes, Openshift
Linux – Expert
Git, Jira, Confluence

Here’s what it would look like a professional resume of IT Project Manager for Carrefour, but if that is not the position you are looking for, don’t worry, the following guide applies to any Carrefour vacancy that you are interested in applying for.

Create the best CV for Carrefour: format, design, and structure.

The Best CV Format for Carrefour

If you have relevant experience to boast, I recommend giving your Carrefour resume an inverse chronological format, since it is the most used and friendly resume format for recruiters and will allow you to accommodate your professional information dynamically.

If you have no work experience or have a difficult career path with long periods of inactivity, many sudden job changes, or are trying to change professions, use a functional curriculum, which will base the attention on your skills and knowledge or professional goals.

The Best CV Design for Carrefour

The Best Design for your Carrefour CV. It is the one that makes it very easy to read and that at the same time allows you to stand out among the other candidates:

Following these basic rules the design of your CV for Carrefour will achieve both:

Line spacing: adhere with 1.15 or single line spacing
Margins: 2.5 cm – 3 cm on each side
Titles: prominent headings make it easy to find information quickly
Fonts: Simple and easy to read like Arial, Helvetica, Lato
Font size: 11–12 points for text general, 2–4 points larger for section headings
The best format to send your final CV is in PDF

The Best CV Structure for Carrefour

“Divide and Conquer” divide your CV into different sections, makes the reading more fluid, preventing the recruiter from getting lost in closed blocks of text.

The following are the necessary sections for your Carrefour CV:

Heading: photo, contact information
Professional extract: profile or professional objective
Work experience: a history of your jobs, functions but above all past work achievements
Education: the most relevant of your days at school
Skills: a concise list of hard and soft skills most related to work
Additional sections: certifications, awards, languages, etc

Write the best CV for Carrefour: content.

Header

At the back of your CV for Carrefour, add a header that contains:

Full name + Professional Holder

Use your full name, (never nicknames or abbreviations) and add a professional holder.

Although In the Carrefour website application you will have to fill in this information, be careful to also include it in your email, mobile phone since this is how they will contact you.

I highly recommend that you add your photo to your CV for Carrefour, since they themselves request a photograph for requests that are physically left in the store.

Professional Extract

If you have relevant experience, write a professional profile for your Carrefour resume.

Ability or adjective + professional title + years and areas of experience + 3 quantified significant achievements.

Inexperienced candidate? Write a career objective for your Carrefour resume.

The strong trait of your personality + developed skills (even outside the professional field) + what would you contribute to the job or company.

Work Experience

This section is often filled out by candidates as a list of all their previous jobs without distinction and adding basic job descriptions, which honestly leaves much to be desired for the recruiter. I recommend that if you have a long history, only include in detail the latest jobs that are most relevant to the position.

A detailed description of the jobs will always be more valuable. main positions, than an endless list of jobs, that do not say much about how you are professional.

Always order your jobs in reverse chronological order, that is, starting with the most recent until you reach the oldest.
In each position, keep the same format and include:
- The technical name of your position
- Name of the company you worked for
- City
- Start and end dates
- List of no more than 6 points about your most important responsibilities and achievements

The more quantifiable data you can add to the description, the better.
Take as a reference the functions and responsibilities of the job you are looking for to highlight them in the description of your experience.

If you are a candidate without work experience, I advise you to put the training section before work experience. And remember that you also gain experience from professional internships, volunteering, temporary or summer jobs, or projects related to customer service, sales, fresh food, etc.

Academic Training

Include only your last degrees of Education received, do not include basic education such as kindergarten, primary, secondary school. Always arrange the information, from the highest to the lowest degree depending on your case, for example:

Doctorate, Master’s Degree, University Degree

Higher Vocational Vocational Training, Middle Vocational Training, Basic Vocational Training.

Includes:

Title name
Educational center
Years of beginning and graduation

In the case of inexperienced candidates, add a brief description of the most relevant of the course. You can also add Complementary training below the Academic Training, such as courses, diplomas, seminars, etc.

Skills

Including skills in your CV for Carrefour will be very easy, if you take into account the values of the company and the requirements of the position you would like to have. As we have mentioned, the Carrefour selection process is a little different, since, as such, they call you to the position they think your profile fits, and you really you can not see the description of the available vacancies directly.

Other sections

Additional Information

If you find yourself looking for a job in the customer service division, I highly recommend adding your availability as additional information (days of the week and available hours) and adding if you have a driver’s license in the specific case of delivery jobs.

Languages

Most of the positions in the cedé, called central services, require or value that you master a second language. The most common is English, but you must mention all kinds of languages in which you have a specific knowledge along with the level, using the official parameters:

A1 – Beginner
A2 – Elementary
B1 – Basic intermediate
B2 – Intermediate
C1 – Advanced intermediate
C2 – Professional

Software

In the same way, the specific Software is very important for many of Central Services vacancies, from graphic designers, project managers, IT, administrative, etc.

If you are applying for a position of this type, do not hesitate to add an extra section of “Software” or “Knowledge Computing”.

Done! There you have your CV to send to Carrefour completely done.

World of Work

Love at Work: Statistics on Work Romance

Jan 6, 2021 by Deborah 0 Comments

According to a 2015 Google survey, 18% of couples are created in a work environment. This percentage exceeds the percentage of social networks which makes indeed the best matchmaker in the world. However, how does this happen? And, more importantly, how do these relationships end?

This is what we discovered in a study of 1,000 people:

The positive side (stories)

“We had several chance encounters. We were young and working together at one of those summer jobs. My job suddenly got more fun when we started dating.”

“My “work romance” and I worked in two different offices in different parts of the world. We spoke via email a couple of times, and then we met by accident on a company business trip. We immediately like each other and start a long-distance secret relationship. With the help of his boss, he transferred to my office and traveled hundreds of miles to be with me. Now we are married and we both decided to leave our company to start a business together.”

“Only once did I get involved with a co-worker, and it was also the only time I slept with someone I didn’t have a relationship with. I was single, and I just wanted to have a little fun, but I ended up marrying my uncle… And now he’s the love of my life.”

The downside…(stories)

“I had an affair with a co-worker many years ago. We were both married to other people and we used to see each other on various business trips for several years. Eventually, the others took notice. I ended up getting fired (they said for another reason, but I never believed them) and our marriages fell apart.”

“The only time I dated a coworker was a complete disaster that I don’t want to remember.”

“I slept with a colleague at an office party. I thought it was just a one-night stand, but he started to think about future possibilities. I felt uncomfortable but decided to take a chance, and we ended up dating for 8 months. That was the vilest and toxic relationship I have ever had. I would have cut it before, but I was afraid that later I would want to do weird things to get fired.”

And there is the ugly thing

In my experience, sleeping with a co-worker can only end in two ways: Either you have the best sex in the world or your boss ends up catching them while you are lying on a desk with a guy on top and trying to explain that yes, those sales reports will be ready the next day.

Some hard facts:

89% of workers have felt, in sometimes attracted by a colleague.

There’s nothing weird about this, is there? First of all, proximity is the most important factor when falling in love with someone. Also, imagine being surrounded by people of the same age, who share your professional interests, live in the same area, and come from a context similar to yours… That is the reality of most offices. So it is practically impossible not to run into someone you like.

But… He’s your colleague. Yes, they have many things in common, yes, you like the way he dresses and, yes, that joke he told at the Christmas party made you laugh. But you work with this person. You would never seriously consider asking her out.

Would you?

It turns out that 78% of workers have at some point considered dating a colleague or co-worker. And 58% eventually decided to take the big step.

People of older generations are more likely to date co-workers. 64% of Gen X and Baby Boomers have been involved with colleagues, compared to just 53% of Gen Z and millennials.

Although it seems contradictory, the truth is that it makes sense: the longer you live, the more chances you have of being part of a romantic office story.

Another interesting fact is that the people who work in smaller companies are more prone to the idea of dating a colleague. Overall:

26% of people who work in companies with between 1 and 10 employees said it was a good idea to go out with a co-worker
40% of people in companies with between 11 and 50 employees think the same
38% in companies with between 51 and 200 employees
23% in companies with between 201 and 500 employees
21% in companies with between 501 and 1000 employees
And 11% in companies with more than 1000 employees

It seems that companies with between 11 and 50 employees have a weakness for love, right?

In few words: these types of companies have a sufficiently informal atmosphere and a lot of interaction between departments that facilitate the meeting between employees of different teams and, at the same time, they are companies large enough to give workers a sense of privacy.

I hypothesize that in larger companies, the rules of corporations and policies tend to be stricter, possibly discouraging potential partners. Also, the structures and hierarchies are much more stable. You are less likely to have to work with other teams and meet people from other departments.

What about companies with between 1 and 10 employees? It’s obvious: it would be as uncomfortable as dating your brother (plus everyone would know immediately).

And since we are on the subject:

75% of the employees who dated a colleague tried to keep their relationship a secret within the office.

However, the efforts did not help. In 82% of the cases, the others soon found out about the romance.

Paradoxically, in large organizations, it is more difficult to hide a relationship between colleagues. Co-workers in companies of more than 51 people discovered office romances 84% of the time. Whereas, in companies with between 1 and 5 employees, they were only discovered 76% of the time.

Why? It may be because in the larger companies more people can catch you red-handed, or because the secret partners of the smaller companies try harder to hide their romance.

Bosses, subordinates, colleagues… Who is dating whom?

Among the people who have dated coworkers :

57% dated someone of the same level
24% dated a subordinate
11% dated their boss
8% dated someone from a higher position, but not a direct boss

62% of older generations (Baby Boomers and Gen Xers) would date their peers, while only 52% of Millennials and Gen Z would do the same.

Men are more likely than women to date a subordinate or someone in a lower position: 27% of male respondents admitted this, while only 18% of women claimed to have had an affair with someone in a subordinate position.

However, both men (11%) and women (12%) agreed that they would not like to go out with their direct bosses.

Respondents women are more likely to date managers and leaders of other teams more often than men. 14% of women reported dating someone of a higher rank, but not their bosses, compared to only 5% of men.

Still, the vast majority of romantic relationships in offices occur between colleagues. However, it is not surprising. The concept of “sleeping with the boss”, especially during the wave of global feminist movements, becomes much more complicated in legal terms and according to company policies.

Also, in another of our surveys. We found that the majority of people who had sexual relationships with their bosses were motivated by universal passions, not for reasons related to the work situation:

66% said they were sexually attracted to their supervisor or supervisor
52% just wanted to have a little fun
12% did consciously seek a raise or bonus

How serious are office romances?

“Dating” with a co-worker is a very vague term. So we decided to find out what the true nature of workers’ romantic and sexual interactions is. See what we found:

33% of the time, the result is a long-term relationship
31% of the time, it’s just “dating”
21% of the time they have semi-regular sex
14% of the time they end up with a one-night stand

In this case, we did not discover significant differences between generations, size of companies, or industries.

The only disparity occurred between men and women:

72% of women said they dated someone from their office for a long time or developed a formal relationship
Only 59% of men said they saw each other in a similar situation

When it comes to the impact that a romantic relationship has on the employment relationship of the two people involved:

Nothing changed for 54% of respondents
The employment relationship improved for 28% of respondents
The employment relationship worsened for 18% of respondents

More women (25%) than men (13%) said their romance hurt their employment relationship with their partner. This may be related to the general perception of office romances: according to a 2009 study, negative perceptions of relationships between coworkers usually focus on women.

Things are getting interesting…

We focus our last round of questions exclusively on scrolls.

Among those surveyed who only slept with their co-workers:

35% did so outside the work
26% did it in the office
21% during a work party
13% on a business trip
5% during a company event

Men reported fooling around more than women during business trips (15% vs 9% respectively), while women were more likely to sleep with someone outside any workspace (42% of women vs 31% of men).

More men (46%) than women (37%) cheated on their partners with coworkers. Interestingly, there was no difference between the “infidels” of different generations. It seems that some things have nothing to do with age.

Have you heard of you-know-who?

We also wanted to find out how people would react to finding out that there were sexual partners in the workplace:

35% of the participants would gossip with other co-workers
21% would report the situation to the human resources department or administration

Younger generations, which include Millennials and Gen Z members are more likely than Baby Boomers and Gen Xers to tell their colleagues about an office affair (36% vs. 31%).

Similarly, 24% of young employees would share this information with the HR department or a supervisor, compared to only 14% of older generations.

Likewise, more men (23%) than women (16%) would tell a boss or someone in human resources about a new office partner.

Finally, we asked our respondents to imagine the following scenario:

Your coworker likes someone else in the office. They ask for your advice on whether they should ask this person out on a date. What would you answer?

42% of respondents would refrain from giving advice.
36% would encourage their coworker.
22% would discourage the coworker.

The only demographic difference was that people 39 and older would refrain from giving an opinion, unlike people 38 and younger (47% vs 37% respectively).

What would you do?

Let’s say you just found out about an office romance. Would you confront people? Would you reprimand them? Or maybe you would congratulate them? Would you gossip about it with your best friend? Or would you rather keep quiet?

Finally, if you liked someone in your office, would you cheer up or let it pass?

Methodology and Limitations

For this study, we collected responses from 966 respondents who responded through the survey tool. Amazon Mechanical Turk. The interviewees consisted of 59% men and 41% women. 9% were 24 years old or younger, 52% were between 25 and 38 years old, 27% were between 39 and 58 years old, and 12% were 59 years old or older.

The study aimed to find out whether the participants had a romantic relationship with their colleagues and what was the nature of this relationship, as well as to discover the general perception of dating a co-worker. Respondents answered 18 closed questions, 1 scale question, and 1 open question about their history of romantic and sexual relationships in the office.

To ensure that participants answered the survey seriously, they were asked to identify and correctly answer two questions to verify their levels of care.

Some questions and answers have been paraphrased or condensed for clarity and readability for our readers. In some cases, the percentages presented do not add up to 100%; This may be for rounding purposes or because questions such as “none” or “I don’t know” were not present.

As the experience is subjective, we understand that some participants and Their responses may have been affected by temporality, attribution, exaggeration, lack of response, or biases. Due to the genders and ages covered in our sample, the study may be generalized to the entire population.