Understanding Recruitment

Many job seekers fail to understand how recruitment agencies work, so we wish to take this opportunity to explain common error in thinking.
A job seeker often forwards a CV to a recruitment agency and is under the illusion that the agency will look for a suitable position for them. Unfortunately it does not work that way!
A recruitment agency may have 20 000 CV's in their data base. The agency is then approached by an employer seeking a candidate for a particular position. The agency then searches the data base for The Best Candidate for the employer! The agency has a responsibility to the employer to supply The Best Candidate.
What can you learn from this?

1) Be the best you can be!

2) Study and Qualify!

3) Spend time constructing a magic CV!

4) Get on your bicycle and peddle!

5) Visit the agency in person, looking like a million dollars, and hand in your CV after meeting the recruiter. Also Email your CV to the recruiter!

6) Stand out from the crowd!

To summarise... the recruitment agency is not there to find you a job. The agency is there to find a magic team player for the employer! Once a candidate understands this it makes it easier for the candidate to take responsibility and manage the process.

Durban Jobs / First Job Basics

Guest Author: Jay Pipes, The GrooveJob.com Team.

As a teenager, looking for your first part time job can seem like a daunting task. Let's face it, finding a job is hard to begin with. But when you haven't had any experience in a workplace, have never been through an interview, and don't know where to start in writing a resume, the task can seem impossible. Of course, your parents are probably no help; "it's simple", they say, "just go ask Joe at the corner market for a job; he'll give you one!" So, how do you go about getting your first job?

Preparing for the Job Hunt
The most important steps in going to get your first job take place before you even head out the front door. You need to prepare for what you're about to do.

Put together a simple resume
Many first time or part time job seekers don't believe they need a resume, or think that "well, I don't really have anything to put on a resume, so why bother?" Two reasons. First, having a resume to give to the prospective employer shows you've put some effort into finding a job (read: you will put some effort into the job you do for them…). Secondly, it allows you to showcase those things about you that you want the employer to remember. Having a printed resume sets you apart from the crowd. Even if you have no work experience, you can still give the employer an idea of who you are, and what your strengths are. If all you've done is baby-sit your kid brother, put it down in writing. Emphasize the skills you learned while baby-sitting, the challenges you overcame, and so on.

Appearance matters
Make sure when you head out the door, that you are well groomed and well dressed. You don't need to be in a suit, just make sure you look presentable. Make sure "your Grandma would approve…"

Get a list of places to apply
Of course, you can use sites that focus on part time jobs for teens like GrooveJob.com to find part time jobs in your area, but there are many other ways to find employers. You can get a list of places looking for people from a variety of sources. You can pick up a local newspaper, go to the library to look at help wanted listings, or walk through town looking for Help Wanted signs. But remember, not every business looking for an employee will have a Help Wanted sign in the front window. Put on your list of places anywhere that you think would be fun to work, and go get that job. Walking in and asking for a job isn't illegal, and it shows the manager that you are interested and ambitious if you ask for a job even when one isn't advertised.

Prepare for "No"
Before you go apply anywhere, you need to prepare yourself for rejection. That's right. Nobody, and I mean, nobody, gets accepted every single place they apply for a job. As a first time job seeker, you need to mentally prepare for someone to say, "No". There's nothing wrong with a store owner saying to you, "I'm sorry, we don't need anyone right now." However, there is a right and a wrong way to respond to a business owner or manager who says they have no need for you. If you get a "No, I'm sorry" (and everyone will!), respond by saying, "Well, if you do need someone in the future, please give me a call. I'll leave you a copy of my resume. Thanks for your time."

This shows the manager that you are serious about getting a job, and you have demonstrated the ability to follow up. Simply walking away from the store shows the manager that you weren't serious about the job to begin with. Stand up for yourself and demonstrate maturity. It goes a long way in presenting yourself.

Stand up straight and be mature
Not to sound like your parents, or anything, but…
Go to each of the employers on your list, walk in the door, and ask for that job. Keep you head up, maintain eye contact, have a firm handshake, and be confident. Employers look for certain qualities when a jobseeker walks in the door. Foremost of those qualities is the candidate's ability to communicate. If you are meek, shy, and unable to show the employer that you are serious about getting a job, you probably won't get one. When communicating to a manager, demonstrate that you are eager to get the job.

Follow Up
This is probably the most important part of getting a job. Employers look for candidates who have the ability to follow up with customers, because it shows a willingness to get involved and be responsible. Always make a follow up call or get in touch with the potential employer. Usually, it's best to wait about a week to make a call, and when you do, make sure to get on the phone with the person who will be hiring. Don't rely on someone else to leave the right message for you.

Durban Jobs / Job Hopping

Article: Kabelo Collis from True Love
The saying 'You really don't know what you'll like until you try it' is a popular one in the job-hopping world.
Take Fezi Khuzwayo, for instance. She's young, intelligent, ambitious and really wants to make a mark for herself in the business world.

As a qualified marketer and sports manager, there's no doubt she could have that high paying job she's dreamed about for years.

But for this 26-year-old Gauteng born job-hopper, it's not mainly about the money that comes with a big title but rather being valued as an employee.

"I want to wake up every morning and feel I have to go to work, not because I need the cash but because my abilities and expertise are valued by the company," she says.

"Once that happens, commitment to one job for at least a year will come naturally."

Fezi is one of many young career women who feel that a job is not all about getting the job done – but rather a win-win situation for both the employee and employer.

The job-hopping debate
"Many companies only have their employees best interests at heart. It's all about having a high production rate, and of course, the profit. It's never about Fezi at the bottom end of the company ladder.

"A lot of employees need to realise their worth in a company and stop settling for less." Fezi adds that her job-hopping syndrome is all about being seen as an important individual by her employers, but that there are also many other reasons, good or bad, for people to job-hop.

Media24 magazine division Human Resource practitioner Latoya Mokotto agrees with Fezi that people have different reasons for job-hopping, especially in the creative environment.

"The magazine world is full of young creatives who are always looking to expand their skills in the media world. The money factor is another aspect that makes these young professionals decide to jump ship," she explains.

As one of the top decision-makers at Media24 on who and how an employee is hired, Latoya admits that a job-hopping pattern in your career history might have a negative reflection on your CV.

"Reasons for leaving one employment for another should purely be based on career and personal advancement, nothing else.

"Money does, however, play an important role but as an HR practitioner I look at someone's commitment and from there I can make my decision on whether or not to employ her," she explains.

"When you enter that boardroom with a hope of employment, it's never about your abilities as an employee, but rather your integrity. This will be a winning factor for any job you apply for."

Brand expert Dr Nikolaus Eberl adds that a lot of people job-hop because of lack of growth within the organisation, as well as not finding what they do challenging and fulfilling.

"This results in people losing the edge for what they do and they opt to leave for what they think will be exciting and intriguing job shifts," he says.

Before you flip the career switch...
"You are a brand and your personal brand is reflected on your CV. But, in some cases HR departments look more at your ability to fit into the business culture more than anything.

The trick for people who want to job-hop is to first position themselves as specialists in a certain field. Only then will one have the perfect reason to jump ship."

Valerie Wolmarans, the managing member at Emakhosini Management, a highly ranked recruitment agency, stresses that job-hopping has become a serious issue in South Africa's job market.

"There is a great deal of skills shortage. Many young qualified people are quick to jump at the opportunity to relocate and work overseas for better packages.

"This creates a lot of headhunting within the recruitment industry, and candidates getting counter offers from potential employers, resulting in a seesaw in the job-hopping department," she says.

The package vs the responsibility
"In reality, people look more at the package that comes with the job rather than the responsibility. The passion for a particular job is mainly influenced by the salary bracket."

Valerie adds that equity issues also mean that many companies are searching even more for candidates, who've been in the job market for a lengthy period of time and as a result this puts other candidates at a disadvantage.

"As recruiters we find that candidates who move for better career prospects in terms of more responsibility rather than those who move prematurely, based on other reasons, tend to make it in their careers.

"Those who stick it out in the market for at least three years are the ones ready for new career challenges," she advises.

Dr Nikolaus agrees with Valerie's three year commitment period. "If you want to be a leader in a certain organisation you need at least three years of experience in that company's cultural environment.

"However,in today's world of ever changing trends and markets, people find themselves launching into different careers replacing job-hopping with what can be called career-hopping, as a ripple-like effect to be part of the new professional age," he explains.

"It's all about clever job-hopping," says Valerie. "That's deciding to grow within one's identified industry, academically investing in yourself and sticking to a position or company for three years."

When the job-hopping bug bites, duration plays an important role. If you're an excessive job-hopper then this, says Dr Nikolaus, will hamper your chances of being one of the top leaders at certain companies.

However, he adds that staying in one position for a long period of time might put you at a disadvantage when the time for change arises.

"We no longer live in the stone age where you studied towards a teaching diploma and were a teacher until retirement.

"Our world is a fast one, with fast lives and it is advisable to change careers at least twice or three times in your life to avoid being seen as stagnant," Dr Nikolaus says.

Fezi's desire to be seen as a valuable employee is one that fascinates Dr Nikolaus and one that he thinks should play an important role when that job-hopping opportunity arises.

When is the right time to switch careers?
"It's all about emotional satisfaction. Does your job and company make you feel significant and valued? If it doesn't, change is good – your emotional stability is what enhances your ultimate personal and professional branding."

Fezi agrees with the experts that job-hopping is not always the answer to one's problems. "It's become an addiction to many people and the obsession to constantly try out new opportunities may give you a bad image," she adds.

"Passion for a job and being valued as an employee doesn't come from crystal balls. To find what's emotionally fulfilling for me I need to explore. I haven't and I believe that job-hopping will get me there."

Whichever way you look at it job-hopping today is all about personal advancement, whether it be financial or career development. No-one wants to be labelled apathetic, and at the same time no one wants to be seen as having commitment phobia.

"It's all about what you gain emotionally and professionally in your move. Considerate thinking and weighing up the pros and cons are a must.

So whatever seems likely to work for you, stick to your guns and hopefully you will be able to reap the benefits," concludes Dr Nikolaus

Durban Jobs / References

Your References: An Important Part of the Job Search Process
by Ellen Heffernan, Partner, SJG-The Spelman and Johnson Group

Having another professional speak on your behalf as a reference is an important and critical part of a job search and should be managed with utmost care. All too often candidates simply submit a list of references and consider that aspect of the process complete. As a candidate, this laissez faire response to providing references will no longer serve you effectively in your job search process. Instead, you should think carefully about whom you ask to speak on your behalf, what a particular reference will be able to speak to in terms of your skills and experiences as a candidate, and if a potential reference can speak articulately to what makes you a strong candidate for the position.

Asking another professional to serve as a reference should be a deliberate, thoughtful, and strategic process on the part of a candidate. In considering whether someone can serve successfully as your reference consider in what context that person will know your work, responsibilities, and accomplishments. Consider a wide spectrum of references that may speak to different aspects of your skill set - for example, a faculty member that you have worked closely with, a colleague that you have done a project with from a national association, a person that has worked with you in a crisis situation, etc. Keep in touch with former supervisors as well as professionals that you have supervised. In the early stages of a job search process having the hiring institution speak with former supervisors and supervisees is perfectly acceptable, however, as a search progresses you will be asked to provide references from your current institution including your current supervisor.

Also consider your list of references in that aggregate - do you have balance in terms of current and prior professionals that can speak to the variety of your skills and experiences? Although all your references cannot be expected to speak to all of your strengths, can all of your references speak to at least two or three key leadership areas for you? Even though a person may have agreed to serve as a reference for you are you confident that they can speak thoughtfully about your work and not be flustered or rattled by the questions? Many times a person is willing to serve as a reference but is uncomfortable with the process and unintentionally does not serve you well.

As in all other aspects of your job search it is important to let your references know you are looking for a new position. Be certain to explain to your references what type of position you are seeking and update them on your current responsibilities and accomplishments. Send your references some background information on the position and the institution and, importantly, describe for them the reasons you are interested in the position and why you feel you are qualified. If you have already had interactions with the search committee it would be helpful to fill your reference in on what you think the committee is seeking in the successful person for the position. It is particularly important for your references to understand generally your job search process and the type of position that you are seeking, especially if that person is someone that you previously worked with and may not be current with regard to your career goals. The last thing a search committee wants to hear while they are conducting references on a candidate is that the reference has not had any recent contact with the candidate. Although the person serving as a reference is excited and willing to speak about the candidate, if he/she does not have any real context for the conversation it will not strengthen your position as a candidate.

When providing information about your references to the institution make sure you verify each of your references' contact information and do not hesitate to provide information as to the best way to reach your references. For example, are they willing to be called at home? Can they be contacted via e-mail? Would they mind being called on their cell phone? Are they leaving on vacation and not available for the next week? Also, double check phone numbers and addresses for accuracy and if your reference provides the number of his/her administrative assistant make sure that your reference has indicated to that person that they have agreed to serve as a reference on your behalf.

If you have a critical reference such as a former supervisor that is unwilling to speak on your behalf, or that you are not comfortable having this person speak on your behalf, you must be prepared to disclose this and speak candidly to the search committee about why this person may be a reluctant reference or, in fact, detrimental to your candidacy. It is critical that you get in front of such an issue and bring it clearly out into the open rather than try to cover it up or dodge it all together. Addressing the issue head on speaks strongly to your ability to address conflict and to your honesty. Be aware that any thorough vetting process will uncover these issues of concern. It is always better for you, the candidate, to be in the driver's seat. By being forthcoming, you will have the opportunity to frame the issue and put it in the most reasonable light.

It is also helpful to follow up with your references to see how the conversation went with the institutional representative. This is a key step as your reference will have a good sense of what the institution is focusing on with regard to your skills and experiences as a candidate for the position and, more importantly, where the institution might perceive weaknesses, or areas for growth, on your part. You might also seek feedback from your references concerning their impressions regarding the culture of the institution based on their recent conversation. Inquire about whether the caller was on time - or helpful when the reference struggled to understand the question? Did the caller have a good grasp of the responsibilities of the position and what the institution was seeking in the successful candidate? Was the caller a good ambassador for the institution and were they excited to be working there? All of this feedback will be helpful to you as the candidate!

Keep your references abreast of your job search status - especially when you land that terrific new position! Don't forget to send a note to your references to thank them for their help in the process. The reference process is an integral and critical step in the search process and more and more institutions are expanding their candidate vetting to also include a background check as part of the employment process. Having professionals willing to serve as references is vital to the process, their time is valuable, and you should ensure that your references have all the information that they need to speak well on your behalf.