Braskem Technician Interview Questions
& Process

The interview process has several stages, at least according to ABRH. First, there's an online reasoning and personality test to filter candidates. The reasoning test is tough, so be prepared. Those who pass move on to in-person stages. The first was with ABRH psychologists, with about 30 people. They asked basic questions like name, city, course, expected graduation date, why Braskem, and a fun fact about yourself and the person before you. Next is a psychological test, with inkblot and triangle tests. Then, you answer questions for Braskem managers and ABRH. Questions included why you chose your course, your 5-year plan, a difficulty you overcame, a situation that didn't go as planned, your hobbies, and if you know anyone at Braskem (a suggestive question). After that, a small group speaks with the psychologist to state their name and why Braskem should hire them. Then, with around 25 people, you talk to the managers, answering name, city, course, expected graduation, and why you want to intern at Braskem. This is followed by a group dynamic. You and 4-5 others create a project idea encompassing innovation, intelligence, and humanity, presenting it to managers and the group. You have 20 minutes to create it, and they evaluate you during this time. Managers or the group can ask questions during the presentation. Finally, groups discuss their chosen project considering the three aspects. Those who pass this phase go to an individual interview with managers. I didn't make it to the individual interview, but I'll detail how horrible this selection process is. First, ABRH sent the reasoning test results five days before they scheduled the individual interview, which happened multiple times. Scheduling is last minute. Second, getting a proof of attendance requires insistence. I requested the 23rd morning and they sent me for the 24th afternoon. When speaking, don't talk too fast or too slow; they notice. But the worst part is the group interview. They look for proactive people, so if you're shy, force yourself to be the first to answer, interact, and take charge. The problem is that shy people, even with great resumes and kindness, aren't selected, but fake people are, just for being active. Also, managers don't seem to pay attention, as people who didn't even look at them during the presentation and stayed quiet most of the time passed. In my group, the girl with the project idea and a boy who directed others passed, while others and I, who actually developed it, didn't. They don't choose by competence, but by who speaks loudest. Don't speak too loud either; very proactive people weren't selected. My advice is to take advantage of situations where no one speaks up, as everyone who took initiative passed. Another point is you have to praise Braskem's 'positive' aspects, like sustainability and humanism, even if they aren't. You have to lie to pass. They say 'be yourself,' but don't believe it. In summary: ABRH is disorganized, and managers hire loud and fake people.

The manager is very relevant, asks moderate questions, is polite and respectful. Gives the exact time for the presentation. And doesn't waste time with small talk. I was nervous but managed to do well, even though it was one of the most difficult interviews for me.

It was good. First, I had a phone interview with HR. Then they confirmed the next step by phone, which was an in-person interview. The interview had good activities to demonstrate experience, leadership skills, and knowledge. After the interview, I completed online questionnaires on reasoning skills, a psychological exam, and a psychometric test. Finally, I received a notification for medical studies and the same day, a job offer.