Do you want to warm up your Employment Card to work in the offshore industry? Don't do that! Tampering with the CTPS can be detrimental to your entry into the oil and gas industry

The paradox: “you need experience to work, but without experience, companies do not offer work”, lead candidates to falsify CTPS information to enter the job market

The practice of “heating the wallet” is unfortunately an illegal resource, used in the labor market to add a non-existent work experience to the Work and Social Security Card (CTPS).

In the offshore work environment, as an example, Petrobras, the largest applicant for oil contracts in Brazil, requires that employees of outsourced service providers have a minimum experience of 2 years in the role for the employee to embark on an FPSO, platform or any other off-shore state-owned maritime unit.

In financial need or in order to accelerate entry into the job market, mainly in the oil and gas segment in 11 main cities in RJ to work in the offshore industry, many end up resorting to this illegal method.

Macaé is in negotiations to alleviate this experience problem

Fortunately, in order to move the city's economy and boost employability rates, Mayor Welberth Rezende and managers of the state-owned company met to agree on the end of this requirement in the offshore branch, facilitating the entry of labor without experience in this market.

The paradox "You need experience to work, but how can you get experience without working", is a saying that haunts everyone, especially those who have completed vocational, technical or higher courses and are looking to enter the market, in addition to the 9 recommended courses for working offshore and going up on an oil platform in Brazil.

Consequences of warming up the CTPS and the mechanisms used by companies

While it may seem like a quick way to gain an edge in the highly competitive job market, it's important to remember that falsifying information can lead to serious legal and professional consequences. In addition, the practice of “bookkeeping” can damage an individual's reputation and the trust that employers have in candidates.

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

• CNIS x Digital CPT: Today everything is computerized and interconnected, if the company wants to make a quick query to find out if the candidate really worked in a certain company, just consult the National Register of Social Information (CNIS) and CTPS Digital.
• background check: Many companies conduct background checks on applicants to confirm information about past employment, education, and other relevant information. This may include direct contact with educational institutions and previous employers.
• Professional references: Employers often ask for professional references to obtain additional information about candidates' performance and behavior in previous work environments. By contacting references, employers may identify inconsistencies or false information.
• Detailed interviews: During interviews, employers may ask specific questions about experiences and accomplishments mentioned on the resume. If a candidate has “warmed his wallet”, it can be difficult to answer these questions convincingly.
• Technical tests and skills: Employers may require candidates to take practical tests or 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 can poll candidates on social media and the general internet 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 checks may vary depending on local laws and regulations, as well as the companies' hiring policy. Furthermore, it is important to note that applicants' privacy and personal data protection must be respected throughout the verification process.

It is unlikely that an offshore company will take any legal action, the candidate will simply have his/her CV discarded from the selection process or from the company's database and, possibly, a "black list", which would make it impossible for the candidate to participate in future selection processes in a offshore job vacancy that it would fit the profile, with or without "IQ" (whoever indicates) within the company.