South African Employer of Record
Too often, offshore and expat workers are undervalued — even when they deliver exceptional results. After 15 years in the EOR space, we’ve seen how investing in people, especially South African talent, pays off in more ways than one.
What makes for a good interview?
A good or successful interview begins long before the actual interview. This may seem odd; after all, how can the time before an interview bode for a favourable interview? You have not met the candidate yet. Sure, that would be true, but it is in the planning and pre-interview screening where you can start to predict and almost visualise the type of interview you want. To be clear, a good interview does not mean you may find that perfect candidate. It merely means that you have made the most out of your time spent with the candidate. The interview is not just where you will get to know your candidates better, but also where you will learn. The Pre-interview Screening Besides that the pre-interview screening period allows you to sift through all the candidates and decide which suits the position best; this time is where you get to know your ideal candidates better. Now, there are the obvious areas to check on: experience, employment history, and education, but do not forget about these aspects: Their social standing in the community; The type of social posts and the way they conduct themselves online; Are they on LinkedIn, and are they active? What kind of posts do they put out to the public, who do they follow, and how do they socialise and contribute? Do they belong to any organisations or networks, and can you find out anything about their activities there? Have they appeared on any media platforms, and can you gauge their attitude and personality at all from these? Do they appear to fit the culture of the company? This does feel like stalking, but it makes sense to utilise our digital age to find out as much as you can about a potential employee. Those minutes before the Interview When the candidate arrives at your office, assuming this is not a virtual interview, have your receptionist suss them out a little whilst they wait. Are they sitting on their phone the entire time, or have they taken this opportunity to either read perhaps a brochure of your company from the reception area or have they asked the receptionist about the company, engaging them and showing interest? The Actual Interview The interview can be equated to an interrogation, and in some ways, it is. However, it is essential to start off the interview on a good note. You want to, much like you would at a new business meeting or may I say even a first date, help the other person feel comfortable. Small talk, even if about the weather, is a good start. Perhaps ask them if they managed to find the building fine, how they got there, where they live, have they had a good week so far. They will be nervous, and rather than letting their nerves get the better of them, assist them in calming down and relaxing. Dress-Sense Much? Take note of what they are wearing but without making it obvious. Are they appropriately dressed? Have they taken the time and care to present themselves well for the interview. (this applies to a virtual interview too). This is important in more ways than one. Someone who has thought about what would be best to wear for an interview is someone who will think ahead with future endeavours. Questions Questions When it comes to the interview questions, yes, prepare them ahead of time, some standard, but also others specific to that candidate. You would have been able to come up with these specific questions based on what you found out from your pre-interview screening time. The interview questions should not be blasted at your candidate but rather dropped in as you make conversation. To save on time, avoid asking obvious questions, pretty much anything you can read on their CV. Not only are your interview questions important, but also the questions your candidate asks you. Do they show interest in your company? Do they want to know more about the position? And, do they speak as if they were already working there? – this bodes well as it shows that they are interested and can visualise themselves there. Mums the word So much can be gleaned from those silent moments, which, to some, will come across as awkward but, if managed well, can speak volumes. Does your candidate feel they need to fill that silence with idle chit-chat, or do they ask questions, or are they happy to wait for you to take the lead and start the conversation again? This can give you some insight into how they manage other similar situations in life and work. A Cultural Fit You want a candidate that fits with your company culture. Although it can be tough to gauge that in just a quick interview, hopefully, you have seen something in them from your pre-screening time (aka stalking). Do they have the same values as your company? – a few tactful questions can bring that to the forefront. Ask about their work ethic and not by simply a direct question but give them scenarios – their answer can help you understand how they would handle future situations. Consider behavioural questions – there are two kinds of behavioural questions you can ask: – self-appraisal and situational questions. Behavioural questions ensure spontaneity as candidates cannot rehearse these, and these can provide a base for later referencing. In ending, the interview is not the be-all and end-all, but it can make a real difference in finding that ideal candidate – and know that practice does make perfect – you will eventually build and cultivate your own style of interviewing. 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 on all aspects of recruitment. He has recently published his books, The Job Seeker’s
Why you should be hiring remote workers
With communication across countries being so easy and the many platforms for online team collaboration on offer, hiring remote workers is not only easy but offers many benefits for businesses. Of course, it’s not for every business and has its downsides. But, by setting up procedures for training and communication with remote workers, chances are you can make it work for your company. Here are four reasons why we believe hiring remote workers is a good business move: Productivity There are fewer distractions at the home office – no impromptu meetings and idle chit-chat while making tea. Rather, employees can focus on and complete tasks much easier and quicker. One of the top benefits of remote working, for employees, is that it reduces the amount of stress and wasted time that comes with the work commute. This frees them to have a better work-life balance or put in some extra time on a project without getting resentful. Loyalty and retention Research shows that remote workers are more loyal to their employees. Why? Because they feel trusted, as their employers allow them to get their job done without being micro-managed. A loyal employee is so valuable because the cost of replacing them, especially if productive and competent, can be disruptive and costly. Saves money Businesses can save money by having smaller office spaces and saving on all aspects that come with having more people in the office. Also, research shows many employees will accept a lower salary for the ability to work from home. And, employees save too, by cutting out the cost of a commute. Wider talent pool Your pool of talent is much broader if you’re not limited to hiring within your commutable area. If you are hiring across the globe, you can have employees working around the clock. This can come in handy with customer service response times and social media issues. Having employees of different cultures also provides a variety of perspectives, which can be helpful in problem-solving and reaching a broader audience. Offering your employees remote work options is a smart move. You can attract top talent, have happier, more loyal employees with a work-life balance, and you can save your company money. Now that’s a win-win-win. Broaden your scope of top talent and alternative interview techniques by getting in touch with us at West Coast Personnel. We can help assess potential candidates in the most effective way. Get in touch at https://westcoastpersonnel.co.za/find-staff/ Follow us on Facebook to keep up to date.
3 Tips on Hiring Top Talent in the Future
The landscape of business is rapidly evolving. This means the way you recruit top talent for your business needs to change too. Are you ready? Employees are looking for a lot more out of the company culture they are joining. Understanding the factors that influence how professionals choose a company is important in order to find the best available talent. What Drives Top Talent? Career Progression Learning and development are what pushes a professional forward in their career. This up-skilling is often left up to the individual but your company needs to have its own internal training and development plan too. This is a huge driver for candidates. Being committed to further educating your staff shows your commitment to their career. Flexibility You need to consider how your company’s everyday working arrangements can be flexible, from flexi hours and a dynamic working policy to a flexible benefits package (allowing professional to select their benefits) and restructuring the way your teams communicate. Management teams also need to be flexible by requesting frequent feedback from their teams. This way they can implement necessary changes in the workplace. Inclusion and diversity As diversity within an organisation improves, it’s important to have the right support available for your employees. This includes a working inclusion policy, to ensure difference is embraced in the workplace. These policies should be continuously reviewed and renewed so that they are serving your business in the best possible way, and developing alongside your workforce. Broaden your scope of top talent and alternative interview techniques by getting in touch with us at West Coast Personnel. We can help assess potential candidates in the most effective way. Let us know what position you’re recruiting for, and what work experience, qualifications, and skills your ideal candidate need to have and we’ll help you get the best professional for the job. Get in touch at https://westcoastpersonnel.co.za/find-staff/. Follow us on Facebook to keep up to date.
5 Encouraging Ways to Manage Coronavirus in the Workplace
WHO (The World Health Organisation) has declared the Covid-19, or as more commonly known, the coronavirus, a pandemic. How does this affect those in the workplace and their sick leave? In essence, nothing really changes – you simply follow your company’s sick leave protocol and policies, as laid out. For employees, if you’re sick, you put a sick leave request in. If you’re required to submit a doctor’s certificate, do so. And, above all, if you feel unwell and have any of the symptoms associated with the coronavirus, then rather stay off work. The question that is coming up is, “what if I have exhausted my sick leave, what now?” Well, unfortunately, then it will be put in as unpaid leave, should you stay off for longer than your sick days allowed. What we do suggest from an employers point of view is the following: Ensure you have given your staff all the information about Covid-19 so that they understand the risk and how to look after themselves Encourage sick employees to rather stay at home and where possible (especially where sick leave has been used up, set up a remote working office for them). For the most part, the symptoms are very much like having a cold or flu – and one is still able to function Be doubly careful with cleaning arrangements – in fact – have your cleaners in more often Where employees or management must travel, advise them on the precautions and where they are travelling to very high risk areas, consider delaying or postponing Limit face-to-face meetings and encourage remote access meetings via Skype, Zoom, WhatsApp, etc. One can still continue with work via these virtual methods We are here to assist with any questions you may have that hasn’t already been communicated by the government and other parties. Get in touch at https://westcoastpersonnel.co.za/find-staff/. Follow us on Facebook to keep up to date.
Superstar candidates shine here
You’re on your 20th interview and you’re so tired of the same answers and the same defeatist attitude. How do you know when you are right in front of a superstar candidate? Do you need to go through long interviews to find them? No, you don’t! 1. Play the game with potential superstar candidates Ask a few questions, yes, but at a point, tell them that you don’t think they are the right fit. Then be silent. A superstar won’t leave. They won’t say, “Thanks for the interview.” A superstar will lean forward and politely tell you that they are the right fit and that they would like to prove to you that you’re wrong. 2. Spot curiosity in the superstar candidate Has the candidate done their research? This will help you weed out the superficial applicant from the superstar candidate. The superstar has not only done their research but has formed a point of view about the company and knows what they can bring to the company – within their specific field. 3. Attractive workplace Superstar talent will have many options, but these days more and more people are looking for more than just a salary and interesting work. They want to spend their days in a place that is the right fit for them, socially and emotionally. Foster a culture that embraces diversity, one where people can be themselves and are encouraged to do so. Superstar candidates aren’t just good at their jobs, they push past barriers and rejection. They are able to rise to difficult occasions. We know qualified candidates can do their jobs when things are plain and sailing. But superstar candidates can do their jobs when the world is collapsing around them. They are filled with a drive to win, not just to get things done! These are the superstar candidates you need to find for your company. Looking for that superstar candidate? Let us know what position you’re recruiting for, and what work experience, qualifications, and skills your ideal candidate need to have and we’ll help you get the best superstar for the job. Get in touch at https://westcoastpersonnel.co.za/find-staff/. Follow us on Facebook to keep up to date.
Sales Staff – Recruiters shy away when they are commission-driven only
Sales staff live for commission! When I started my career in Recruitment, I was offered a decent salary and a lucrative commission in the professional recruiters stable. Accepting this offer would have made me comfortable, but would never give me what I wanted in life. I knew I needed to earn a decent income and I knew I was a good salesman. So, I did what most salespeople would think unspeakable. I countered the offer of a decent salary and a lucrative commission with no basic and a very high commission structure. This was the best decision I could have ever made; it literally changed my life forever. Having read this, I am sure you thinking, he is right, why are there not more people like you, who are willing to prove their worth and be rewarded tremendously in a sales commission scheme. I am sure there are and it is my job to find those stars who are willing to work for a basic small enough to cover expenses and kill it on the commission, or even just earn big money on a commission-only basis. A REAL OPPORTUNITY For this to be a reality, there needs to be a REAL opportunity. There needs to be numbers and data to prove this (i.e. turnover, margins and history). Why do recruiters hate hiring your sales staff for you? Well, here is the answer. Most recruiters won’t even touch a commission only job. And, sales staff live for commission. We bill on an annual cost to company which includes basic, benefits and commission x 12. (+ 13 cheque x 15% to 18% = x + vat) If we work out this formula based on basic only, you are looking at a pretty low commission for the recruiter. What you are asking for to get the best sales staff out there, willing to prove themselves by earning high commission only and pay the least you can for it. This is literally the hardest find for a recruiter and you offer the lowest reward. BASIC AND BENEFITS Sometimes employment agencies only want to pay the recruiter on the basic and benefits and not even pay commission on a commission-based salesperson. This is harder to find than a Full Stack Software Developer with more than 6yrs experience for R35 000 pm. How do you get Recruiters to find you these commission-driven gems that can turn your business around? It’s quite simple. Reward/pay them for good salespeople. Do this with lower or no basics. Instead of trying to pass them off as low-income people to save on the fee. Negotiate the probable lowest commission and the highest commission that someone can earn. Divide it by 2 to reach an average. That is the fee you will pay( R x 12 months x 15%-18% + VAT). You know your number, margins and the real potential. Reward your recruiter for finding gems and you will get gems. Author – Anthony Kettle To find staff – be sure to link through here or follow up on our social platforms.
Confronting an Employee the right way
Nobody enjoys confrontation, and it can be a really tricky space to navigate for leaders and HR. Luckily, if we avoid making some common communication mistakes, it can get a whole lot easier. Below are three of the most common errors managers make when dealing with confrontation like defiant employee behavior, and tips on what you can do instead: 1. Hold your fire: Sometimes you’re really angry or you’ve avoided confrontation for so long, you have a long list of complaints. So, you just spew them out one by one. Now, no matter how valid your complaints, your employee will be so overwhelmed by the feedback that it’s unlikely they will take in everything you’ve said, let alone make the necessary changes. The solution? Make things easier on your employees and yourself by addressing issues as soon as they arise. Calmly and clearly state the issue at hand, the impact, and give no more than three examples of when it occurred. 2. Too soft: The opposite of the above is to avoid confrontation so much, that you work overly hard to minimise any negative impact. When this happens, the employee often doesn’t even know he or she has a problem to fix. The solution? Be direct with your employees so they have clear action steps on what to do next. When confronting, tell them what’s at stake and that you wish to resolve this. And, work with them to ensure a plan is in place before they leave the meeting. 3. The Compliment Sandwich: This is a method where you begin with a compliment, sandwich in a complaint, and top it off with another compliment. Confusing? We think so. Plus, every time you pay someone a regular compliment, they are going to wince in anticipation for the follow-up complaint. The solution? When you notice someone doing great work, tell them straight away and stop there. Give them the opportunity to bask in their success and don’t pop their bubble. And, when the time comes to address an issue, they can focus on the problem clearly, and hopefully, make a change. So there you go, with these tips, you can hopefully turn unpleasant conversations into opportunities to improve everyone’s performance. To find staff – be sure to link through here or follow up on our social platforms.
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.
5 Steps To Successful Employee Recruitment
Employee Recruitment finding the right employees is possible when you follow these recruitment steps: KNOW YOUR GOAL What do you want to achieve through this process? Besides finding the perfect candidate, how much do you want to spend? Is this for a new position or are you replacing someone? These all can make a difference to how you approach the process. Other areas to look into are when do you want to secure this employee by? You should be setting deadlines so that the process doesn’t carry on for too long. Also look at where you will find these candidates. Will you use an online platform or going via a recruitment agency? These employee recruitment strategies will help you focus your search and get the best outcome. PREPARE YOURSELF FOR EMPLOYEE RECRUITMENT This pertains to: 1. The job profile Ensure you have listed all the requirements for this position and don’t forget to make it not only specific but attractive. To attract good quality candidates, you want to present your company in a good light and also what you can offer the potential candidate. 2. The interview process Know exactly what it is you want to cover, what you want to ask and what responses you want to hear. 3. Qualifications and Skills What will they need in order to do the job well? Think not only about their professional qualifications but also their hard and soft skills. 4. Attitude and Drive What kind of attitude will help them perform well? And, do they have what it takes to push through in adversity and tough times? 5. Cultural Fit Do they fit into your company culture? There are many questions you can ask to ensure they do. We have great advice on how to recruit employees for small business, in the long run it pays to get professional advice. If you’re struggling to plan this out and need some help, consider reaching out to West Coast today.Fruitful Recruitment Steps to follow Fruitful Recruitment Steps to follow To find staff – be sure to link through here or follow up on our social platforms.