Cross-Border Employment Culture
Cross-Border Employment from South Africa into English-speaking Europe makes commercial sense. Find our why using an EOR service such as ours ensures success
Unlock SA Hiring Secrets Today
SA Hiring Secrets Recruiting employees in South Africa involves understanding the unique dynamics of its diverse job market. Whether you are a startup or a well-established enterprise, knowing the ins and outs of the hiring process is crucial. South Africa presents a blend of opportunities and challenges, driven by a mixed economy and cultural diversity. One of the key hiring secrets is leveraging South Africa’s rich talent pool. The country boasts a combination of highly skilled professionals and young, enthusiastic job seekers. However, to tap into this resource effectively, you need a strategic approach tailored to the local context. Awareness of regional job trends, industry-specific demands, and the socio-economic landscape is essential. Another important aspect is adapting your recruitment strategies to South Africa’s unique labor environment. Effective recruitment goes beyond simply posting job ads. It involves building a strong employer brand, ensuring a positive candidate experience, and leveraging local recruitment channels adeptly. Finally, compliance with South Africa’s labor laws and employment regulations is non-negotiable. Understanding these rules not only legalizes your hiring process but also builds trust among potential employees. In sum, mastering these hiring secrets in South Africa requires a thoughtful approach that respects the local culture, adheres to regulations, and strategically uses available resources. Overview of South Africa’s Job Market South Africa’s job market presents a distinctive blend of opportunities and challenges for recruiters. Recognized as Africa’s most industrialized economy, the country boasts a diverse array of sectors including financial services, mining, manufacturing, and IT. However, the landscape is continually evolving due to technological advancements and economic shifts. The job market is characterized by a significant skills gap. While there is an abundance of entry-level job seekers, there is a shortage of highly skilled professionals in critical areas such as engineering, technology, and healthcare. This disparity impacts recruitment strategies, compelling employers to invest in training and development programs to bridge the gap. Moreover, South Africa’s labor market is highly influenced by its socio-economic context. High unemployment rates, particularly among the youth, underscore the need for inclusive hiring practices. Employers should consider programs that promote skills development and work readiness to tap into this pool of potential candidates. Understanding the regulatory environment is also crucial. The South African labor market is governed by comprehensive labor laws designed to protect workers’ rights. Compliance with The Basic Conditions of Employment Act, The Labour Relations Act, and employment equity legislation is essential for any recruitment strategy. Overall, South Africa’s job market offers a unique mix of rich opportunities and specific challenges. Navigating this landscape effectively requires a balanced approach that leverages the available talent while addressing gaps through strategic initiatives. Adaptability and a deep understanding of local nuances are key hiring secrets for successful employee recruitment in South Africa. Key Strategies for Recruiting Employees in South Africa Recruiting employees in South Africa requires a mix of traditional methods and modern tactics to find the best talent. First, crafting detailed and appealing job descriptions is essential. These should clearly outline the role, responsibilities, and qualifications needed. This helps attract candidates who genuinely fit the position. Next, leveraging social media platforms like LinkedIn, Twitter, and Facebook is crucial. These platforms offer broad reach and can help you target specific demographics based on professional qualifications and work experience. It’s also wise to engage in local job boards and websites like Careers24, Indeed, and PNet, which are popular among South African job seekers. One of the top hiring secrets that plays a significant role is networking. Attend industry conferences, job fairs, and local meet-ups to connect with potential candidates and other professionals in your industry. Referrals from current employees can also be a goldmine; they often know qualified individuals who would be a good cultural fit. Incorporating local recruitment agencies or headhunters can offer immense value, especially if you’re looking for specialized skills. These agencies have an in-depth understanding of the local job market and can expedite the hiring process. Lastly, consider investing in an internship or graduate trainee programs. These programs allow you to nurture fresh talent and easily transition them into full-time roles, aligning with your company’s long-term needs. Implementing these hiring secrets effectively can help you navigate the South African job market and attract the best candidates for your business. Top Recruitment Channels in South Africa When recruiting employees in South Africa, choosing the right channels is crucial for finding top talent quickly and efficiently. The dynamic labor market offers diverse platforms, enabling organizations to connect with potential candidates in innovative ways. 1. Online Job Portals: Websites like CareerJunction, PNet, and Indeed dominate the job search space. These platforms attract millions of job seekers across various industries, providing extensive databases that employers can easily tap into. 2. Social Media: Leveraging social networks, particularly LinkedIn, is becoming increasingly popular. LinkedIn allows recruiters to not only post job listings but also hunt for passive candidates who may not actively be searching. Facebook groups and job pages also offer fertile ground for finding local talent, especially for small businesses or community-oriented roles. 3. Recruitment Agencies: Partnering with professional recruitment agencies like Michael Page or Adzuna can streamline the hiring process. These agencies have established networks and expertise in specific sectors, which can be particularly valuable for specialized roles. 4. Employee Referrals: Encouraging current employees to refer qualified candidates can be a highly effective strategy. It not only speeds up the hiring process but can also reduce turnover, as referred employees often align better with company culture. 5. Educational Institutions: Collaborating with universities and colleges, through career fairs and internships, provides access to young, dynamic talent. Building relationships with these institutions can ensure a steady pipeline of graduates eager to start their careers. 6. Industry Events and Job Fairs: Participating in industry conferences, job fairs, and networking events offers direct access to a pool of eager job seekers. It also enhances your company’s visibility and reputation in the job market. By utilizing these recruitment channels, businesses in South Africa can efficiently attract and secure the best talent to
How efficient recruitment contributes to business successes
How efficient recruitment contributes to business successes Get our help to grow your business How can companies adopt more effective recruiting strategies? And how does this contribute to the success of an organisation? There are many reasons why recruiting is so important. Better recruitment can help businesses succeed. We’ll show you how to implement more effective strategies, and why it’s worthwhile. What are 6 characteristics of an effective recruitment strategy? You can create a more effective approach to recruiting by putting in the right strategies. These are key considerations when creating a recruitment and selection strategy for your company. 1. Make job descriptions that are concise and clear Keep job advertisements short with bullet points and a focus upon essential skills/experience. If the applicant doesn’t have experience in the job, they can ask someone with relevant knowledge or from the same area to proofread the application. 2. Maintain consistency in your interview process Structured interviews are a good way to keep things consistent and allow the business to compare candidates to make a better decision. 3. Give clear incentives to candidates Each candidate weighs up the company during the hiring process. A compelling employer brand, especially on social media, that offers good pay and benefits and provides a high-quality recruitment experience will help you retain talented employees before they move elsewhere. 4. Approach passive candidates Not all good candidates are currently seeking a new job. Some of them may be working for another company or even a competitor. It can be a great idea to reach out to qualified candidates and offer them the job. 5. Minimise recruitment bias Employers can be prevented from hiring the best candidates if they have implicit biases in their interviewers or hiring managers. Both from legal and practical perspectives, biases against protected attributes can prove to be problematic. To learn more, see our guide on Recruitment Bias. 6. Track applicants using an applicant tracking system A applicant tracking software (ATS) is a great way to save time and money for your business. This system automates administrative tasks such as posting job advertisements to multiple places, sorting applicants and scheduling interviews. An ATS can provide useful recruiting metrics that will help you to find better employees in the future. We will find you the best candidates A skilled recruiter will work with you to help you find the right candidates for your job, match them with your needs and introduce them directly to you. All the steps are on your side, from job analysis, background screening, and placement. Let our sourcing network work for you! Businesses can succeed with effective recruitment It is worth investing in better recruitment strategies. There are many benefits beyond finding the right person to fill the job. Hiring the right candidate can have long-lasting positive effects on the whole organization. These are just a few of the reasons it is worth fine-tuning you recruitment strategies. Hire talented people before your competitors A successful recruitment strategy will make it less likely that candidates will look elsewhere for work. Plus, your competitors’ employees are more likely than to find you. You can do your research on the competition and ensure that you are a viable choice for top candidates to avoid losing out. Training recruits can save you time and money You won’t have to spend as much time or money training new employees if you make the right choices when it comes to choosing the right candidates for your business. Qualified candidates will be able to hit the ground running and take less time to adjust to their new role before making a profit. This allows you to focus your training efforts in areas that will benefit the business. Reduce your staff turnover You can reduce the likelihood of employees leaving your organisation to search for a new job elsewhere by having a well-designed recruitment and selection process. This will help to reduce your staff turnover. High staff turnover can have negative effects on your business. This is something you should consider when improving your recruitment strategies. Why faster hiring leads to better performance Effective recruitment can help your company achieve higher levels of growth. Streamlined and efficient recruitment can help your company achieve greater growth. Benefits of shorter recruitment cycles 1. Performance and profitability can be increased A more efficient and effective way to recruit can make a significant impact on the performance of your business. Confidence in your ability attract and onboard top-quality candidates within tight deadlines will enable your business to be proactive and agile, to capitalize on short-term opportunities and reap the benefits. You’ll see a decrease in cost-per hire as faster and more efficient processes for recruiting are available. This will positively impact your profitability. A shorter time to hire means a faster time to competence. Your new hires will be more productive if they are hired quickly. 2. Attract better quality candidates It is easier to recruit high-quality candidates with shorter recruitment cycles. You can increase your chances of keeping high-potential applicants interested by fast-tracking them, while slower processes might make them feel tempted to search elsewhere. 3. You can reduce attrition and increase productivity A more efficient process for recruiting can allow your Human Resources team more time to train and develop existing teams, and onboarding new employees. A well-designed onboarding process can make a significant impact on employee engagement, performance, and reduce staff turnover. The Best Recruitment Strategies for Business Growth A thorough analysis of your current situation and long-term goals is the first step in any recruitment strategy. You must have a detailed profile of the ideal candidates you are looking for before you can hire the right people. Social media can be a great tool to find potential candidates who have the skills to help you reach your growth goals. To drive business growth, a solid recruitment strategy must also recognize that finding the best talent for your company should be a continuous process. Even if you aren’t hiring right
How Often Do You Need to Update Your CV?
How Often Do You Need to Update Your CV? There’s a good possibility that your CV is sitting in a drawer if you have been happy working at the same job for many years. You’re not the only one, I’m sure! You might wonder “What’s all the fuss?” if you are satisfied with your current job and don’t plan to leave anytime soon. It is important to keep your CV current as opportunities may come knocking at your door, sometimes even when you least expect them. You might be offered a promotion internally, or you could be job hunting. It is important to be prepared and ready to send your resume quickly so you don’t miss the opportunity. Avoid selling yourself short. Your CV can be updated to remind you where you are at the moment, what your strengths, weaknesses, and accomplishments are. It is important to look back at your achievements and be confident in your field of expertise. It will help you to understand where you are at the moment in your career. Take a list of all the achievements you have made in your work over the past 12 months. There are many good points that you should mention even after you have whittled this list down. Keep track of your key achievements and major wins. It is important to shout about these successes. You can also look at the areas that you are proficient in to identify any areas where you could use further development. Regularly updating your CV will help you identify areas that need improvement if you’re trying to get promoted. There are many online courses that offer free training and certification. It’s all about the task at hand. It’s not easy to write a CV. Many of us struggle with self-promotion. Some CV etiquette can seem overwhelming. The key words should appear on the first page, and then be repeated throughout. You can improve your CV by updating it regularly. This will allow you to showcase your skills more confidently. Effectively selling yourself is the key to a job search that succeeds. Your CV is your first impression to a potential employer. It is important that it is as polished as possible. It should be easy for someone reviewing your CV to connect “This is what we want” and “Here’s how this candidate can deliver.” This will help you increase your chances of getting an interview. It is not as simple as it sounds. You must tailor your CV to each job you apply for. This will ensure that you meet the requirements of the position and also show your achievements. You can keep a list of accomplishments, new projects, and other relevant information so that you can add to each application. Make sure to double-check your grammar and spelling! Can you remember where your CV is? It is important to keep your CV safe, either online, in an e-mail, or in the cloud. It will be safe and secure in case your hard drive crashes. It is also easily accessible and available for immediate delivery. It is a good idea to go through your CV once a year. This will help you keep track of all your achievements and possible opportunities. People tend to lose track of some of their achievements, skills, and abilities over time if they don’t get reviewed on a regular basis. You will feel more confident when you look at your CV. This is the most important document that you have! If you have a great CV, you will be able to find opportunities. It is possible to be in a new position at any time, but it happens more often than you think. This is where we step in. A Recruiters First Impression will give you honest and open feedback about your CV. Our consultants are experienced and work together to make the transition from one job to another as smooth as possible. Economic activity must continue in the new normal. The recruitment process is still ongoing. You’ll be glad you did. Do you need help with creating a good CV? Is your CV enough to get you an interview? A CV that stands out in any industry is essential, as there is so much competition for job vacancies. A poor or incomplete resume is a reason why many job-seekers fail to make it past the first stage. A professional CV will put you in the best possible light to get in the door. A great CV will help you get to the next stage. It will allow you to present yourself to potential employers and highlight your strengths. We have reviewed hundreds of CVs each month and have taken from best practices to create a professional CV for job seekers. A good CV: Employer will be able to assess your CV in 15 seconds It makes a great first impression Concise without leaving out important information All the pertinent facts are presented It is clear and simple to understand The reader is left with no doubts Employer will be convinced that you possess the skills they need A well-written CV can help the reader make a hiring decision.West Coast Personnel CV Services We offer a classic, yet modern, CV that showcases your talents and skills at a reasonable price. How to write a CV What should you include in your CV? Contact details Please include your full name, address, phone number, and email address. You don’t have to include a photo unless you are applying for an acting, modelling or other job. Profile A CV profile is a short statement that highlights your key characteristics and makes you stand out among the crowd. It is usually placed at the top of a CV. It highlights your relevant accomplishments and skills while also expressing your career goals. Your cover letter should be specific to the job and your CV profile should focus on this sector. Keep your CV personal statements brief and concise – 100 words
How To Stand Out From Other Applicants
The job market is becoming more competitive every day. For employees looking to enter the job market, it is important to be exceptional to recruiters. Employers are more attracted to a applicant who have something unique about them than someone who is only qualified. Do Your Housework Candidates who are familiar with the company, market and people will succeed. Interviews are the best time to learn technical qualifications. You can’t fake connection. The candidate can impress the employer by demonstrating knowledge and understanding the context. Ask questions, research and provide context to your interviewer. Show Grit It is strongly linked to success at work. Candidates who want to be noticed should have grit, both academically and in their work experience. They must show perseverance and resilience, even when faced with adversity. Grit can also be shown by years of dedication to and accomplishment in a hobby, sport, or instrument. Be Memorable A lot of hiring decisions are based on emotions. Being memorable in your interview is one way to stand out. In-person interviews are a good opportunity to leave something behind. This could be anything from a portfolio of products to pastries to remind the hiring managers about your personality. Virtual interviews are best if you research your interviewers to find commonalities that will make you stand out. Ask Bold Question Candidates can make a difference in a competitive marketplace by asking challenging questions. Interviews are a two-way conversation. It is important to know what questions you will be asked, and to have questions that are simple. This information can help you determine whether the company and job match your values. This information also shows your potential to be hired. There are ways to stand out from the crowd during your job search Today, being different from the rest of the pack doesn’t take years of industry experience. Instead, it’s about showing what value you bring to a company, and how you will be a great cultural fit. How can you make your application stand out among the rest? Check out our tips below to help you standout from the rest and land your next job. Perfect your CV design A good first impression is important for all aspects of your application. Your CV should not only be easy to read, concise, and consistent in style, but also reflect your personality and the job for which you are applying. These are some design tips that will help you make your CV stand out among the rest. Choose a color scheme that best represents your industry Applying for a job in the professional services sector requires that you stick to a muted or dark colour scheme. You have the opportunity to be more flexible in your colour palette if you’re applying for a job in tech or creative. You may want to use elements from your employer’s color scheme on your CV to stand out even more. A CV layout that is easy-to-read Your CV’s layout can make or break whether you get an application. These are some tips to make your CV more easily read and stand out from the rest. Use headings, subheadings, and bullet points to organize your content To make important information stand out, use lighter and darker shades of the chosen color. Infographics can be used to highlight key information, such as contact details or experience, if appropriate for your industry. Columns can be used to make your content easier to understand Top tip: Don’t get too excited about your CV design. This can have an impact on whether it is accepted by CV screening tools. Add hobbies and volunteer experience to your CV To show that you are a culturally-appropriate candidate for the organization, include relevant volunteer experience and hobbies. This will help you stand out amongst job hunters. Volunteer experience It is a great way for you to stand out among the crowd by noting any volunteer experience or courses that directly relate to your job role. While employers don’t expect you know everything, they will look for candidates who are committed to learning and developing. Employers will look for candidates who have had voluntary experience. This not only shows your willingness to learn, but also shows that you are a growth-minded individual. Hobbies Your CV should reflect your interests and hobbies. Only include hobbies that are relevant to your job or company culture. This will give you a better understanding of your personality, help you stand out and increase your chances of getting a job. Find out more about the company The bottom line is that the more information you have about a company the better it will show you are interested in the job. Instead of just reciting the company’s about page, go deeper into the company’s values and mission. When asked about your knowledge of the company, take a look at their mission, values and goals. Candidates who demonstrate that they are able to support the company’s goals will be selected over those who simply repeat company facts. Show your growth mindset in interview Employers are looking for people who will add value to the company, take advantage of opportunities and invest in continuing development. Employers will look for examples that show how you have used failures and opportunities to learn from them. This will help you stand out from the rest of the candidates. Send your follow-up email to your interviewer Send a post-interview message to your employer to make a good impression and give yourself an edge over the rest. Your employer will appreciate your interest in the role and thank you for your time. It is a standard practice and shows your interest in the job. However, it is also an effective way to make sure your name remains top of mind for your interviewer.
6 Tips to Happy Recruiting of the perfect candidate
Knowing how to attract the correct candidate is a tough task. Follow these six steps to happy recruiting, and you will be on the right track! It’s a worthwhile read, you won’t be sorry! Ask better questions! Get to know your candidate. Don’t make assumptions; this is a fundamental mistake often made by someone conducting an interview. There is no better way to get to know someone than when they are sitting in front of you. Probe the candidate, be sure to get all the information first hand! Asking for and accepting Employee Referrals The staff you currently have employed are the staff you hired so if they are referring someone to you, it could be worth your while considering their referral. They would understand first hand the job intricacies, demands as well as the skill set needed. Seek and Embrace Diversity Be open to welcoming new cultures into your team. Often diversity brings with it an opportunity for people to learn and embrace something new. It could be exhilarating and bring a whole new dimension to your workplace. Communicate A Strong Employee Value Proposition Being upfront with your candidate about its core values and ethics as early as the interview stage is critical. If a potential candidate doesn’t feel they fit or vice versa, why continue? Streamline the Hiring Process Don’t make this process unnecessarily long and drawn out. Ensure your company knows what you are looking for and don’t settle for less. If you have your exact candidate specification, and someone you have interviewed meets the criteria and feel they would be an excellent cultural fit, hire them! Why delay. Write Catchy Job Descriptions When advertising the job, be 100% sure that you are not overselling the position, neither underselling it. Use the correct terminology, specific words to attract the correctly qualified person, and brag a little about the benefits. If you are struggling with the recruitment process or managing employees, please contact me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
5 ways to ensure you recruit right the first time round
There is no doubt that the recruitment process can be costly. However, you can make sure it’s worth every cent if you recruit right the first time around. Not only will you save money, but you will increase the productivity within your company, build a team that will easily run the business well, and protect your brand and ensure longevity. And, it all starts with a very simple step. 5 ways to ensure you recruit right the first time round 1. Work that job description The job description needs to be on point, and even if you have to draft an essay, it should cover all angles. Your job description should not only cover the job description, which nowadays means very little but should also list the exact duties and experience. In addition, underline the job’s purpose, what the role should fulfill, and how it affects the overall company structure and future. Be clear about who they would report to, what the future opportunities and growth are, and when you require them to start. 2. Source and sift process This is where you do your searching. Yes, put the job description out on various platforms, but do your head-hunting. LinkedIn is a great place to start and, if they are not on LinkedIn with a great profile, keep searching. Once you a few firm favourites, start digging deeper and have a checklist to compare to. 3. See deeper than the obvious A candidate can often look fine on paper, but when you go deeper, you will see they don’t suit or have huge red flags attached to their application. Know what you are looking for and know what you definitely don’t want. 4. Ensure there is a company culture fit You may not think it’s important, but if someone moves into your home (which is what your business is in this instance) and does not fit socially, culturally, and emotionally, you will regret your decision to employ them. Getting a divorce from your employee can be a costly and draining process. 5. Let them sell it to you If you are very clear about what you need, then once you have done your part, it is up to the candidate to sell it to you. They should be telling you why you need to employ them; however, know the fine line between desperation and confidence in themselves. It seems like a simple enough process, this recruiting game, but let me tell you, after almost 2 decades in this business, there is never an easy moment, only learnings. If you are struggling with the recruitment process and want to ensure you do this once, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
LinkedIn – recruiting clients and not just candidates
For the longest time, the LinkedIn platform was primarily used as a space for job seekers to prime their profile and find work. And, in conjunction, many recruiters and companies would scan LinkedIn for talent. As of more recently, LinkedIn has evolved into so much more. It is the professional media platform now, as opposed to social media platform such as Facebook, Twitter, and Instagram. LinkedIn is now a space where professionals and companies can craft a place to show off their know-how and expertise. Yes, job seekers are still prevalent on this platform; however, it is hugely used to show off, network, and add value. As a company or even fellow recruiter, you can still find skilled candidates via LinkedIn, especially if you are using the Premium membership, where you can hone in your searches with added accuracy. But don’t stop there. Use LinkedIn to source and connect with possible new clients. And, who knows, what starts out as a candidate may end up becoming a client. Here are a few LinkedIn stats that may interest you, whether you are using LinkedIn to find new candidates or clients: After the US (171 million+), India (69 million+), China (51 million+), Brazil (45 million+), and Great Britain (29 million+) have the highest number of users. 24% of Millennials (18-24 years old) use LinkedIn. 50% of internet users with a college degree or higher use LinkedIn. The average income of a LinkedIn user currently stands at $46,644 per year. 51% of US College Graduates use LinkedIn. 90 million LinkedIn users are senior-level influencers, and 63 million are in decision-making positions. There are 17 million opinion leaders and 10 million C-Level executives on LinkedIn. In using LinkedIn, you will find that you can start to build up a reputation that will be both beneficial in your search to find new clients and secure talent. From both angles, you need to portray the expert that you are in your specific field. You need to be more attractive to both, and you can do that by creating a polished profile, posting value-add content, and by building a community, giving back wherever possible. I, for one, use LinkedIn daily, ensuring I have relevant content published often and always make sure I either comment or like other’s posts. If you’re not using LinkedIn effectively, you’re missing out! And, if you are struggling with the recruitment process, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
5 Reasons we are a Great Recruiter
We have been in business for more years than we care to mention … only kidding … we love that we have been around for decades. And, over that time, as a recruiter, we have made mistakes and learnt from those mistakes too. We have adjusted our methodologies as we have grown and engaged with our clients and with our candidates. We are proud of all our recruiters and handpick them according to a certain fit and skill set. So, what makes a great recruiter? 1. A great communicator Because we deal with all walks of life, we insist that our recruiters be able to communicate on all levels. Besides being able to speak to all sorts of people, they need to always keep the client and the candidate in the loop. 2. Confidence Having a non-arrogant attitude is important. Being confident makes clients and candidates feel secure in the position the recruiter is filling. 3. A great listener While recruiters are generally good talkers, they also need to listen. Listen to the client so they can interpret their needs and listen to the candidates so they can ensure they place them correctly. 4. Target Driven The recruitment business is a business like most others where goals need to be set and targets need to be achieved. Its cut-throat and we want our recruiters to do well so we can do well. 5. A great salesperson At the end of the day, a recruiter needs to sell to the client. They need to sell the candidates to the client but also they need to sell the concept of using a third party recruiter for the process. What makes a great recruiter? It’s a business that requires much patience as it can be a waiting game. Keeping one’s cool and remembering the bigger picture is key. We believe all our recruiters fit this bill – and on that positive note, we have just given you many reasons to use us for your next recruitment process. To find staff – be sure to link through here or follow up on our social platforms.
How to fast track your career
If your idea of a fulfilling career includes promotion, responsibility and overall growth, you’re in the right place. There are many things to take into consideration once you’ve realised where you want to be in your career. To help ascertain whether you are ready to fast-track it, ask yourself these questions: 1. Am I knowledgeable enough to fill my desired position? 2. Am I emotionally mature enough to fill that role? 3. Am I respected in my workplace? 4. What do I consider the “peak” of my career to be? These are basic questions but should definitely be thought over before deciding that you want to put the pedal to the metal in your career. Growth is great but gradual growth is better. Walking into your first job and visualising yourself sitting in your CEO’s chair within a few months is a little over-ambitious but having that goal set speaks volumes for your hunger for growth and success. Let’s first work through these 5 questions before putting yourself under any unnecessary pressure. AM I KNOWLEDGEABLE ENOUGH TO FILL MY DESIRED ROLE? Knowledge is not only a degree in business. It’s also attained by practical experience. Having attended a tertiary institution and being awarded that degree is a brilliant foundation, however, it’s not all we need to take into consideration. Gain the knowledge you need, ask questions, build a report with your colleagues and let your successes subtly cross your manager’s desk. Grow in knowledge and experience. Being conscious of this at the very beginning of your career sets you one step ahead. AM I EMOTIONALLY MATURE ENOUGH TO FILL THAT ROLE? Again, with experience comes the emotional maturity required to lead others. While working your way up the corporate ladder, there may very well be a team of staff both reporting to you and looking up to you. One of the key attributes required to lead a team is confidence. Read again. CONFIDENCE. Not arrogance. Don’t mix the two. This leads us to the next question … AM I RESPECTED IN MY WORKPLACE / INDUSTRY? If the answers to questions one and two are “YES”, you could probably do the same with this question. Being knowledgeable enough gains you respect as an employee and colleague. Your knowledge in your industry being commended and your ability acknowledged demonstrates peer respect. Being emotionally mature enough to feel secure and confident in your job gains you respect as an individual. If you have both of these nailed, you’re well on your way to the fast lane. WHAT DO I CONSIDER THE PEAK IN MY CAREER TO BE? Landing your first job at 21, being regularly promoted and becoming CEO / MVP/ BIG BOSS at 30 sounds like a dream and a perfect score. You’ve reached your goal through your “fast-tracking” within 9 years. Now what? For the next 30 odd years, you’ll be at that “peak”, which (by the way) after the first decade or so will be better referred to as a “plateau”. Space your career. Set some short term goals and work towards them, not only focus only on the end goal but the smaller, yet equally important, goals. The small victories build character, stamina, report, and respect. If, after going through these questions and performing a quick self-assessment, you feel you are a perfect “fast-track” candidate, here are some tips to level up in your career: Network – meet and mingle with people in your industry. Get your name known. Attend Workshops – again, you’ll meet people who have the same drive for growth. Learn, Learn, Learn – take a course or two to gain more knowledge in your field. Find a mentor – find a person you can look up to and learn practical lessons from. Polish up on your skills – Problem-solving, organization, time management. Fast-tracking your career is great but make sure it’s for you. Don’t put too much pressure on yourself to reach the end goal too quickly. Know your limits, know your abilities and know where you are before running to where you want to be. A steady pace wins the race. To see what we have on offer – be sure to check out our recruitment channel.