Do You Want to Heat Up Your Work Permit to Work in the Offshore Sector? Don’t Do It! Alteration of the CTPS Can Be Harmful to Your Entry in the Oil and Gas Industry

The Paradox: “To Work, You Need Experience, But Without Experience, Companies Do Not Offer Jobs”, Leads Candidates to Fake Information in the Work Card to Enter the Job Market

The practice of “warming up the work card” is unfortunately an illegal resource used in the job market to add non-existent work experience to the Work and Social Security Card (CTPS).

In the offshore work environment, as an example, Petrobras, the largest demander of oil contracts in Brazil, requires that employees of outsourced service companies have a minimum of 2 years of experience in the role for the worker to board an FPSO, platform, or any other maritime unit of the state-owned company off the coast.

In financial need or to speed up their entry into the job market, especially in the oil and gas segment in the 11 Main Cities in RJ for Working in the Offshore Sector, many end up resorting to this illegal method.

Macaé Is Negotiating to Alleviate This Experience Problem

Fortunately, in order to boost the city’s economy and improve employment rates, Mayor Welberth Rezende and state managers met to agree on the end of this requirement in the offshore sector, facilitating the entry of unexperienced labor in this market.

The paradox “To work, you need experience, but how to gain experience without working” is a saying that haunts everyone, especially those who have completed technical, vocational or higher education courses and seek entry into the job market, besides the 9 recommended courses to work offshore and board a platform in Brazil.

Consequences of Warming Up the Work Card and the Mechanisms Used by Companies

Although it may seem like a quick way to gain an advantage in the highly competitive job market, it is important to remember that falsifying information can lead to serious legal and professional consequences. Additionally, the practice of “warming the card” can harm an individual’s reputation and the trust that employers have in candidates.

Yes, companies have mechanisms to verify the authenticity of the information provided by candidates during the hiring process. Some of these verifications include:

• CNIS vs. Digital CTPS: Everything is now computerized and interconnected; if a company wishes to conduct a quick check to see if the candidate actually worked at a particular company, it is enough to consult the National Social Information Register (CNIS) and the Digital CTPS.
• Background Checks: Many companies conduct background checks on candidates to confirm information about previous employment, academic background, and other relevant information. This may include direct contact with educational institutions and previous employers.
• Professional References: Employers usually request professional references to obtain additional information about the candidates’ performance and behavior in previous work environments. By contacting references, employers can identify inconsistencies or false information.
• Detailed Interviews: During interviews, employers may ask specific questions about the experiences and achievements mentioned on the resume. If a candidate has “warmed up the work card,” it may be difficult to answer these questions convincingly.
• Technical Skills Tests: Employers may require candidates to complete tests or practical assessments to verify their skills and competencies. If a candidate has provided false information about their experience, it may be difficult for them to pass these tests.
• Social Media and Online Research: Employers may research candidates on social media and the internet in general to verify information and check for inconsistencies. Professional profiles, such as LinkedIn, can be checked for information that supports or contradicts the resume.

However, it is worth noting that these verifications may vary according to local laws and regulations, as well as the hiring policies of companies. Additionally, it is important to observe that candidates’ privacy and personal data protection must be respected throughout the verification process.

It is unlikely that an offshore company will take any legal action; instead, the candidate’s resume will simply be discarded from the selection process or the company’s database and, possibly, a “blacklist” that would prevent the candidate from participating in future selection processes for an offshore job vacancy that they might fit the profile for, with or without “Q.I.” (who indicates) within the company.