the-working-earth

Understanding Labour Law: A Must for All HR Professionals in SA

Tue, 17 Jun 2025 12:20:32 GMT

Understanding Labour Law: Your Secret Weapon as an HR Pro in South Africa

Have you ever sat across from a new hire, contract in hand, wondering if you’ve ticked every legal box? Or faced a tricky disciplinary issue and wished you’d known the right process before tensions flared? If you’ve answered “yes,” you’re not alone—and it’s exactly why mastering labour law is non-negotiable for HR professionals in South Africa.

Our workplace rules are some of the world’s most intricate. One misstep, and you could be looking at a costly dispute or damaged morale. But arm yourself with the right knowledge, and you’ll transform headaches into opportunities—building trust, fairness, and a reputation for getting things right.

At The Working Earth , we don’t just fill HR roles—we place people who live and breathe compliance. Here’s how knowing labour law inside and out will change the way you work.

Why Labour Law Isn’t Just “Policy” — It’s People

When you boil it down, labour law isn’t about pages of legalese; it’s about respect. Respect for boundaries, for fairness, and for creating an environment where everyone knows where they stand. Think of it as your playbook for:

Fair Contracts that start every employment relationship on the right foot.
Work Hours & Leave guidelines that protect both your team’s wellbeing and your organisation’s productivity.
Discipline & Disputes processes that keep conflicts from spinning out of control.
Health & Safety Rules that ensure everyone goes home in one piece.
Termination & Retrenchments handled with dignity and precision.

Skip these fundamentals, and you risk fines, legal challenges at the CCMA, and – worst of all – eroded trust with your people. Nail them, and you become the HR expert everyone leans on.

The Everyday Impact of Labour Law Knowledge

Imagine—no more panicked calls to your legal advisor every time you need to update a contract or manage a performance issue. With a solid grasp of labour law:

You’ll draft rock-solid employment contracts in minutes, not days.
You’ll apply leave and hours rules confidently, so nobody feels short-changed (and nobody works overtime unpaid).
You’ll run disciplinary processes that are fair—and defensible—every single time.
You’ll handle retrenchments with compassion, clarity, and compliance.

Pretty powerful, right? That’s the difference between an HR team that reacts—and one that leads.

Your Go-To Guide: Cutting Through the Legal Jungle

Let’s be honest: legislation texts aren’t exactly bedtime reading. But you don’t have to wade through every word of the BCEA, LRA, and OHSA to stay compliant. A practical labour law guide does the heavy lifting for you—breaking down statutes into clear steps and real-world scenarios. The result?

Updated instantly when laws change.
Explained in everyday language , so you actually remember it.
Packed with checklists and templates you can use today.

Think of it as your HR cheat sheet—one that keeps you out of trouble and in control.

Finding HR Talent Who Gets It

Here’s where The Working Earth comes in. We know that the best HR professionals aren’t just “people people.” They’re your compliance champions—experts who:

Anticipate legal pitfalls before they happen.
Build processes that scale as your business grows.
Mentor hiring managers on fair, consistent practices.

When you work with us, you tap into a network of HR leaders who live labour law day in, day out. If you’re ready to hire someone who’s not just qualified, but battle-tested in South African labour compliance, start by submitting your job spec . We’ll pair you with professionals who make legal know-how look effortless.

Keep Learning, Keep Leading

Even the best HR pros never stop learning. Stay ahead by:

Diving into updated guides and online resources —make them your bookmark.
Attending workshops and webinars that debunk new case law.
Partnering with advisers and tech tools that flag compliance issues before they escalate.
Working with recruiters like us , who understand exactly what modern HR teams need.

Ready to take the guesswork out of compliance? Explore roles and resources on our Find a Job page, or reach out to discuss your hiring needs.

Knowing labour law doesn’t just keep you safe—it makes you indispensable. Master it, and you’ll shape a workplace that’s fair, fearless, and future-proof. Let’s make sure your HR team has the expertise to lead with confidence. Contact The Working Earth today—and build compliance into your competitive edge.

Strategic HR Beyond Admin Tasks

Tue, 17 Jun 2025 11:58:42 GMT

The Rise of Strategic HR: What Employers Expect Beyond Admin

Once upon a time, HR was seen as the department that sorted paperwork, scheduled interviews, and handled payroll. Essential? Yes. Strategic? Not exactly. But that was then. Today, HR has taken a seat at the table — not just to take notes, but to shape decisions. And the expectations? They’ve evolved just as quickly as the workplace itself.

Strategic HR isn’t a buzzword anymore — it’s the new baseline. In an era defined by change, hybrid work, and complex talent dynamics, HR leaders are no longer just administrators. They’re business drivers. At The Working Earth, we partner with forward-thinking HR teams to help build exactly that: a future-ready workforce led by people who think beyond process — and lean into impact. If that sounds like the direction your organisation is heading, you’re in the right place.

What Is Strategic HR?

So, what is strategic HR, really? At its essence, strategic HR is about aligning your people strategy with your business strategy. It’s about looking beyond the day-to-day to focus on long-term talent planning, company culture, and workforce development. It requires a shift in mindset — from task execution to value creation.

While traditional HR often focuses on compliance, administration, and reactive support, strategic HR is proactive. It’s about identifying skill gaps before they become bottlenecks, anticipating workforce needs, and creating a culture where employees can thrive. It plays a direct role in innovation, agility, and competitive advantage. Strategic HR isn’t a new concept — but it’s more relevant than ever.

Changing Employer Expectations

What are employers looking for in HR leaders today? It’s a question worth asking — because the answer is changing rapidly. In 2025, employer expectations go far beyond transactional work. Organisations want HR professionals who can design and execute talent strategies that reflect business priorities. They’re looking for leaders who bring insight, agility, and a deep understanding of what drives both performance and purpose.

More than ever, HR is expected to use data to make decisions, lead transformation, and build inclusive, future-focused workplaces. This means a strong grasp of workforce analytics, change management, and business alignment. Put simply, employers want HR to be a strategic partner — not just a support function.

The Strategic HR Roles That Are Transforming the Workplace

Today’s most valuable HR roles are those that sit at the intersection of people and strategy. Workforce planning and analytics have become essential for anticipating talent needs and making evidence-based decisions. Talent acquisition is no longer about filling roles — it’s about building a strong employer brand that attracts the right people, at the right time, for the right reasons.

Learning and development teams are expected to align closely with business goals, creating continuous learning cultures that drive capability and retention. HR professionals are also becoming increasingly skilled in leveraging technology, using data to refine everything from performance management to employee engagement. And then there’s DEI — not as a standalone initiative, but as a central pillar of strategy. Forward-thinking companies understand that diversity, equity, and inclusion are critical to both culture and performance. These roles aren’t just shaping HR — they’re transforming the entire workplace.

How Strategic HR Supports Employee Development and Business Success

When HR strategy aligns with business strategy, the benefits ripple across the organisation. Strategic HR helps build a future-ready workforce by investing in the skills that matter most. It fosters a culture of continuous learning, where employees aren’t just trained — they’re developed. It enhances engagement and retention by connecting individuals to purpose, growth, and belonging. Perhaps most importantly, it ensures that personal and professional goals are aligned. When employees can see how their work contributes to broader business success, motivation and performance follow.

From global companies to fast-growing startups, we’ve seen how this alignment creates powerful outcomes. Strategic HR doesn’t just support employees — it accelerates the entire business.

Why The Working Earth Is the Partner of Choice for Strategic HR Hiring

At The Working Earth, we understand what it takes to build exceptional HR teams. We don’t just fill roles — we place leaders who understand culture, complexity, and change.

Our recruitment services are built around one goal: helping you find people who move the needle. Whether you need someone to lead talent strategy, scale learning and development, or integrate DEI across your business, we’re here to make the right match.

If you already have a role in mind, our Submit Your Job Spec tool makes it easy to get started. And if you're a strategic HR professional looking for your next opportunity, you’ll find it on our Find a Job page .

We’ve helped companies across industries place HR professionals who drive real impact — and we’re ready to do the same for you.

From Admin to Advisor

HR’s role has evolved — and with it, so have the expectations. Today’s HR leaders are more than administrators. They’re advisors, innovators, and champions of change. If your team is ready to step into a more strategic space, start by hiring HR professionals who can lead that shift. The right talent doesn’t just support your business — it shapes its future.

At The Working Earth, we’re here to help you build an HR team that’s fit for what’s next. Connect with us today, and let’s build something strategic — together.

How Tech Is Changing Finance Jobs in SA

Tue, 17 Jun 2025 11:53:35 GMT

Tech Changing Finance Jobs

In today’s finance world, numbers are only half the story. The other half? Technology.

From the rise of fintech to AI-driven analytics, the face of finance in South Africa is shifting fast—and not just at the C-suite level. Entry-level analysts, auditors, and even payroll teams are feeling the impact. So how do you keep up?

At The Working Earth, we’re on the frontlines—helping businesses navigate this shift and matching them with finance professionals who are ready for what’s next. Let’s take a closer look at how tech is reshaping the finance job market in South Africa, and what that means for both candidates and companies.

The Current Landscape of Finance Jobs in South Africa

Despite economic pressures, the South African finance industry remains one of the country’s most robust and opportunity-rich sectors. But the roles within it are shifting.

What’s Changing?

Traditional finance roles like accountants, auditors, and analysts are evolving to include more tech responsibilities.
Banking and insurance sectors are rapidly digitising customer services, risk assessments, and transaction processing.
Fintech startups are creating brand-new job categories, blending financial insight with software development and digital innovation.

These changes are not isolated to Johannesburg or Cape Town—they’re being felt across industries and regions. With more companies adopting remote or hybrid work models, finance professionals are also expected to collaborate across digital platforms, analyse data in real time, and adapt to new tools quickly.

Want to see what these shifts look like in practice? Browse our finance industry job listings to get a sense of the roles currently in demand.

The Impact of Technology on Finance Jobs

Technology is doing more than automating spreadsheets. It’s changing what finance work looks like, how it’s done, and who’s qualified to do it .

Key Trends Reshaping the Industry:

Automation is eliminating repetitive tasks like invoice processing and data entry.
Artificial intelligence (AI) is being used for fraud detection, credit scoring, and financial forecasting.
Big data and analytics help finance teams uncover insights that drive strategic business decisions.
Cloud computing enables finance functions to be decentralised, secure, and scalable.

And with these advancements come new job titles:

Finance Data Analyst
ERP Systems Accountant
Digital Transformation Finance Lead

South African companies—from major banks to nimble SMEs—are investing in these roles. But they’re also demanding new capabilities from existing ones. The message is clear: professionals need to speak both “finance” and “tech” fluently.

Essential Tech Skills for Modern Finance Professionals

So, what exactly do employers expect today’s finance professionals to know?

Hard Skills That Are in Demand:

Advanced Excel (pivot tables, macros, financial modelling)
ERP software like SAP, Oracle, or Sage
Business intelligence tools such as Power BI or Tableau
Basic coding (Python or SQL) for data analysis and automation
Cloud accounting platforms like Xero and QuickBooks Online

The Soft Skills That Set You Apart:

Agility and adaptability to learn new systems and methods
Strong communication for cross-functional collaboration
Curiosity and initiative to stay updated on emerging tech
Critical thinking in a fast-paced, data-heavy environment

And let’s not forget: in a field where trust is paramount, ethics and regulatory understanding are still non-negotiable—even as technology evolves the tools we use.

Investing in continuous learning—whether through online certifications, micro-courses, or mentorship—can give finance professionals a clear edge in this fast-changing market.

Preparing for the Future of Finance Jobs

What will the next decade look like for finance roles? While we can’t predict everything, some trends are already emerging:

Data storytelling is becoming a core skill—knowing how to communicate insights from numbers.
Cybersecurity awareness is growing in importance, especially in fintech.
Sustainability finance is creating demand for roles that evaluate ESG (Environmental, Social, Governance) factors.
Cross-disciplinary roles will be common—think “finance + tech” or “finance + strategy”.

For Young Professionals:

Start early. Seek out internships that expose you to modern tools. Join finance societies. Take that Python-for-beginners course. The goal isn’t to become a programmer, but to understand the tools that will shape your future.

For HR Managers:

The challenge isn’t just filling roles—it’s forecasting what roles will emerge . Recruiting with an eye on future needs is key. That’s where working with experienced staffing partners makes all the difference.

The Role of Executive Staffing Firms Like The Working Earth

Technology may be transforming finance—but recruitment still requires a human touch. At The Working Earth, we combine data-driven sourcing methods with deep industry insight. Our recruitment specialists know how to assess both tech proficiency and culture fit. We’ve helped countless finance teams adapt by:

Identifying tech-enabled finance professionals with future-fit skills
Helping businesses submit job specs that reflect real needs—not just generic templates
Offering strategic support on recruitment services , interview prep, and onboarding

Our goal? To help companies build resilient, agile finance teams that can navigate whatever changes the future holds.

Adapt Your Business and Professionals to the Future With Tech

Tech isn’t the future of finance—it’s already the present. Whether you're a graduate hoping to enter the field or a company leader looking to future-proof your team, the message is clear: evolve, or risk falling behind.

At The Working Earth, we’re here to help you make that transition—intelligently, confidently, and strategically. Whether you're hiring your next finance analyst or preparing for a digital finance transformation, we’re your recruitment partner for the journey ahead.

Ready to build your tech-forward finance team? Let’s start today.

Entry-Level Finance Jobs: What Recruiters Are Really Looking For

Tue, 17 Jun 2025 11:40:50 GMT

Entry-Level Finance Jobs

So, you’ve just graduated. You’ve got the degree, maybe a few internships under your belt, and now you’re staring down a hyper-competitive finance job market wondering: “What do recruiters actually want from me?” You’re not alone.

Entry-level finance jobs in South Africa are more than just a stepping stone—they’re a proving ground. They set the tone for your career, shape your professional habits, and build the kind of credibility you’ll carry for years. But here’s the thing: getting your foot in the door isn’t just about having a strong CV. It’s about knowing what matters to recruiters, and what separates good candidates from great ones.

At The Working Earth , we work closely with hiring managers across the finance industry. We’ve seen firsthand what makes a candidate stand out—and what quietly lands a resume in the “no” pile. Let’s break it down.

The Finance Job Market: More Crowded, More Complex

Finance isn’t what it used to be. Sure, the core roles still exist—accounting, financial analysis, auditing, investment management—but the skills needed to thrive in these roles have changed. Fast.

South Africa’s finance job market is evolving with the economy. Tech is driving change. Regulation is tightening. ESG is reshaping investment priorities. And employers? They’re looking for young professionals who can grow alongside these changes.

What does that mean for job seekers?

Increased competition. Thousands of grads, one role.
Broader expectations. Recruiters want technical skills and business sense.
Higher standards. You’re expected to show initiative, polish, and potential from day one.

This isn’t to scare you—it’s to prepare you. Because while the challenges are real, so are the opportunities. Especially if you’re smart about your approach.

What Recruiters Actually Look for in Entry-Level Finance Roles

Let’s be clear: no one expects you to have ten years of experience. But they are expecting certain basics—and they’ll notice when they’re missing.

Here’s what you’ll want to have in your arsenal:

A relevant qualification : Think BCom, BusSci, Accounting, Economics, Finance, or Actuarial Science. Extra points if you’ve got Honours, CFA Level I, or SAICA-accredited coursework.
Technical fluency : Proficiency in Excel, exposure to ERP/accounting systems, and an understanding of financial statements are a must.
Internships or learnerships : These speak volumes. Even a short stint at a firm shows commitment and real-world exposure.
Soft skills that matter: Recruiters love candidates who communicate clearly, collaborate well, and stay calm under pressure.
A professional mindset : Polished emails, well-written CVs, punctual interviews. These aren’t “nice-to-haves.” They’re the baseline.

The biggest asset you can bring? Eagerness to learn. If you’re coachable, humble, and hungry, you’re already halfway there.

The Skill Set That Sets You Apart

Recruiters in finance don’t just hire for what you can do now—they hire for what you can grow into. That’s why they look for qualities like:

Analytical thinking : Can you break down complex data and find meaning?
Attention to detail : In finance, mistakes cost money. Precision matters.
Time management : Can you hit deadlines when the heat is on?
Ethical decision-making : Compliance and integrity aren’t optional.
Tech adaptability : From BI tools to automation platforms—digital literacy is key.

If these sound daunting, remember: most of these can be learned. What matters is your attitude, your willingness to improve, and your ability to show you’re on the right trajectory.

Behind the Scenes: How Recruiters Evaluate You

Think the job hunt starts with an interview? It doesn’t—it starts with your CV. And recruiters know exactly what to scan for.

Here’s how the process usually works:

Resume screening : Keywords matter. Keep your CV concise, relevant, and tailored to the job.
Interview questions : Expect both technical and situational questions. “Walk me through a financial model” might sit next to “Tell me about a time you had to work under pressure.”
Assessments : Case studies, Excel tasks, and psychometric tests are common in entry-level finance recruitment.
Cultural fit : Can you blend into a high-performance team? Do your values align with the company’s?

Working with a recruitment partner like The Working Earth means you’re not guessing at what’s expected—we help prep you for it.

Advice for Recent Grads: Stand Out in a Crowd

Don’t just “apply everywhere.” Apply with strategy. Here’s how to lift your profile above the pile:

Tailor your applications : One-size-fits-all CVs don’t cut it.
Network intentionally : LinkedIn isn’t just for scrolling—connect with professionals in the industry.
Prep like a pro : Practise case studies, review technical concepts, and anticipate behavioural interview questions.
Gain relevant experience : Volunteer, freelance, or take short-term finance roles to build your CV.
Upskill continuously : Platforms like Coursera, Udemy, and edX offer finance courses that boost your credentials.

And when you’re ready to explore live opportunities, check out our curated list of finance jobs across sectors.

The Power of a Recruitment Partner Who Gets It

You don’t have to go at this alone. At The Working Earth, we’ve spent years helping candidates break into finance—not just with jobs, but with guidance.

What makes us different?

We specialise in matching entry-level finance talent with top-tier employers in South Africa.
We understand both sides: the hiring needs of HR managers and the aspirations of new graduates.
We offer more than job listings—we help with CV advice, interview preparation, and personalised career coaching.

The result? Better placements, stronger starts, and careers that actually go somewhere.

Employers trust us to find the right people. And candidates trust us to help them become those people.

Recruiters aren’t looking for perfection. They’re looking for potential. They want to see that you’ve done the work, developed the right habits, and are ready to grow. So, whether you're a recent graduate starting out, or an HR manager looking to build a pipeline of smart, capable finance talent—know that you’re not alone in the process. Partner with The Working Earth. Because when it comes to building great finance careers, we’ve got the blueprint.

Accounting vs. Financial Analysis: Which Career Path Is Right for You?

Tue, 17 Jun 2025 11:31:30 GMT

Accounting vs. Financial Analysis

It’s a question we hear often from HR managers and business leaders alike: Do we need an accountant or a financial analyst?

The truth is, there’s no one-size-fits-all answer. It depends on your priorities — are you looking to stabilise your financial operations, or steer the company toward growth? Are you tightening compliance, or expanding into new markets?

At The Working Earth, we help organisations across South Africa make these decisions with confidence — matching them with finance professionals who do more than just fulfil a role. They bring clarity, precision, and strategic direction to your business. Here's how to tell which hire is right for you.

What Does an Accountant Do?

More than just keeping the books balanced, accountants are your financial backbone. They manage and maintain accurate records, ensure tax compliance, handle audits, and deliver clear, reliable reporting. If your company needs consistency, accuracy, and protection from financial risk, an experienced accountant is essential. They ensure your operations are clean, your reporting is sound, and your risk exposure is minimised.

For companies navigating regulatory obligations, scaling payroll, or tightening internal controls, accountants are the ones who keep the financial engine running smoothly.

You can browse accountant candidates and roles here if this sounds like the support your business needs.

What About Financial Analysts?

If accountants are the guardians of financial stability, financial analysts are the strategists. Their work revolves around making sense of numbers — building models, forecasting trends, and supporting business decisions with insight rather than instinct.

A good financial analyst gives leadership the confidence to plan ahead. They help answer questions like: Can we afford to expand? What happens if sales dip by 10%? Which business units are delivering ROI — and which aren’t?

These professionals don’t just crunch numbers. They interpret them, contextualise them, and use them to create strategies. If your company is preparing for investment, scaling operations, or simply wants to be more financially intelligent, a financial analyst may be the better hire.

If you’re ready to bring someone like this into your team, start here .

Understanding the Difference — and What It Means for Your Team

So how do you know which role your business actually needs? If your current focus is on compliance, tax filings, audit readiness, and day-to-day reporting, you’re looking for an accountant. They’ll ensure your financial records are accurate and legally sound, and that your business is protected from any surprises.

If your priority is growth, scenario planning, forecasting, or evaluating new opportunities, then a financial analyst is more aligned to your goals. They’ll help leadership make more informed decisions based on real data, not guesswork.

In many cases, companies need both. A strong accountant will keep you grounded, while a sharp analyst will push you forward. Some businesses even combine these roles into hybrid positions — which requires careful planning and targeted recruitment. If you’re not sure how to scope a hybrid finance role, we can help define it and source the right candidate .

What Skills and Qualifications Set Them Apart?

Accountants tend to be detail-driven, process-oriented professionals. They bring deep knowledge of financial reporting frameworks like GAAP or IFRS, and are typically well-versed in systems like Xero, Sage, or QuickBooks. Most hold a BCom in Accounting, and many are registered with SAICA or SAIPA.

Financial analysts, on the other hand, are analytical and commercially minded. Their toolbox includes data platforms like Excel, Power BI, and Tableau, and they’re skilled at spotting patterns, testing assumptions, and building financial models. They often hold a BCom in Finance or related fields, and those with CFA or CIMA designations are especially valuable in strategic roles.

Both roles are critical — and both require different types of thinking and problem-solving.

What’s Happening in the Market?

Right now, there’s steady demand for skilled accountants in South Africa — especially as tax regulations evolve and companies face tighter compliance expectations. But financial analysis roles are also rising rapidly, driven by the need for smarter business planning and more agile financial decision-making.

What’s changing is that businesses aren’t just hiring for tasks anymore. They’re hiring for impact. Whether it’s an accountant who can streamline processes and reduce errors, or an analyst who can uncover new revenue paths, companies want finance professionals who can connect their work to business performance.

That’s where we come in. At The Working Earth, we specialise in sourcing top-tier finance talent — people who don’t just fit the role, but elevate it. Explore our finance recruitment services to see how we can support your next hire.

The Bottom Line: Get Clear on the Role, Then Hire With Purpose

The most effective finance teams don’t just balance the books — they help build the future. So before you fill that finance vacancy, take a moment to reflect on what your business truly needs right now. Is it compliance and stability? Growth and forecasting? Or both?

Once you're clear on that, the rest is about finding someone who brings the right mindset and skillset to your table — and we can help you do exactly that.

Submit your job spec and let’s find a finance professional who doesn’t just meet expectations, but sets new ones.

2025 Marketing Trends South African Job Seekers Should Know

Tue, 17 Jun 2025 10:55:14 GMT

2025 Marketing Trends South African Job Seekers

Ever scrolled through your LinkedIn feed and felt like marketing moved on without you? You’re not alone. In South Africa, digital marketing is transforming at lightning speed, and 2025 promises to be a landmark year for anyone building a career in this space.

From TikTok-savvy recruiter campaigns to AI-driven ad buys, the rules are changing. And HR teams? They’ve got to keep pace—because the talent they hire today will shape the brands of tomorrow.

At The Working Earth, we’re right in the thick of it—matching forward-thinking companies with marketers who live and breathe these trends. Ready to get ahead of the curve? Let’s dive in.

Influencer Marketing Moves into the C-Suite

Think influencer marketing is only about pretty Instagram grids? Think again. In 2025, South African companies are inviting in-house experts and C-level executives to speak directly to clients, candidates, and partners.

Why does this matter for you? Because brands are hiring people—maybe it’s the Head of IT, maybe it’s the CFO—to become the very face of their digital conversations. They’re looking for storytellers who can translate complex ideas into authentic videos, LinkedIn posts, or even Clubhouse chats.

If you’ve ever wondered, “How can I turn my subject-matter expertise into real influence?”—this is your cue. Recruiters need talent who not only understand data, but who can captivate an audience with it.

UGC: Your Brand’s Best Friend

User-generated content (UGC) used to live in the realm of fashion hauls and travel photos. Now, it’s crawling its way into corporate boardrooms. Picture a junior analyst sharing a quick snapshot of their day in the trading room—or a project manager giving a candid testimonial about your company’s culture.

Why is UGC so powerful? Because it feels real. When potential hires see their peers talking about what makes a workplace great, they pay attention. And smart companies are leaning into this by embedding UGC in everything from recruitment ads to internal newsletters.

Pro tip: If your resume or portfolio shows experience curating or moderating authentic content—especially in a professional setting—you’re speaking the language of 2025 marketers.

Every Rand Counts: Performance Tracking on Steroids

Remember when marketing success was measured in “likes”? Those days are gone. Now, it’s about real results: clicks, leads, conversions, dollars earned. Employers are hiring analysts who can stitch together data from Google Analytics, Facebook Ads, email platforms, and more—painting a clear picture of ROI. They want people who can answer tough questions like, “Which campaign drove our top 10 clients?” or “How do we tweak our funnel to squeeze out another 5% conversion?”

If you’ve built dashboards, run A/B tests, or dissected performance reports, shout it from the rooftops on your CV. That hands-on experience will set you apart in a sea of candidates.

One Voice, Everywhere: Cross-Channel Integration

Imagine your brand whispering in your prospect’s ear on Instagram, emailing them a personalised offer, then popping up in their search results with the perfect retargeted ad. Seamless, right?

This cross-channel magic relies on marketers who can think holistically—crafting a narrative that flows across SEO, social, email, and paid media without feeling fragmented. For job seekers, proof of this skill might look like: leading a campaign that combined organic and paid efforts, or collaborating with multiple teams to launch a unified brand push. Companies today want marketers who can see the big picture and sweat the small details.

Employer Branding: Marketing’s New Frontier

Here’s a curveball: marketing isn’t just about customers anymore—it’s about talent too. Employer branding sits at the intersection of HR and marketing, showing off your workplace culture to attract top candidates.

Think Glassdoor reviews amplified through Instagram Stories, or employee success stories turned into LinkedIn carousels. The best teams hire marketers who can translate real employee experiences into digital narratives that resonate.

Research shows strong employer brands attract 50% more qualified applicants and cut hiring costs by nearly half. If you’ve ever run a campaign to showcase culture, highlight D&I efforts, or boost internal morale, your next role could be waiting.

What This Means for HR Managers in 2025

So, what should you be looking for when you hire?

Storytellers who can turn executives into influencers
Creators comfortable with employee-generated content
Data nerds who live for performance metrics
Strategists who plan integrated, cross-channel campaigns
Culture champions who know employer branding is everyone’s job

Sound like a tall order? It is—but that’s where we come in.

Why Partner with The Working Earth

At The Working Earth , we don’t just fill positions. We uncover the hidden skills that will drive your business forward:

We craft precise job specs that reflect these 2025 trends— tell us what you need .
We tap into a network of marketers who are already experimenting with UGC, influencer boardrooms, and performance dashboards.
We guide candidates and clients through every step—ensuring alignment between your culture and their career goals.

Your Next Move

2025 is your moment. Whether you’re a marketing professional ready to level up or an HR leader building a future-proof team, the time to act is now. Explore roles in the finance-marketing space—and beyond—on our job board . And if you’re gearing up to hire, let’s talk about how we can bring the perfect digital marketing talent into your organisation. Because in a digital world that never stands still, you need a partner who knows where it’s heading.

HR Managers - Support Office Or Strategic Partner To CEO?

Fri, 23 May 2025 07:59:36 GMT

The role of HR has fundamentally evolved - and so should the way you hire for it. Today’s HR leaders are expected to understand the business inside-out. Not just policies and procedures, but financial goals, operational pain points, and market shifts.

Your next HR hire should be able to

Proactively align talent strategy with company objectives
Use data to make workforce planning decisions
Lead culture transformation, not just maintain status quo
Forecast future skills needs - and build talent pipelines to match

In short, they should think like a business leader first, and an HR expert second.

This is where many hiring processes fall short. They focus on the resume - years in HR, systems experience, compliance know-how - but overlook the bigger picture. You're not hiring for what they've done. You're hiring for what they can drive.

If you're looking for HR professionals who can do just that, start by exploring our curated list of human resources jobs - each one vetted for strategic impact and business alignment.

Strategic HR Starts with Who You Hire

If your business wants to compete in today’s economy, your HR function has to be more than operational. That transformation doesn’t happen by accident - it starts with who you choose to bring in.

Think of HR as the connective tissue between business strategy and execution. A strong HR leader can:

Influence executive decisions with real workforce intelligence
Lead meaningful, business-aligned change management
Build and nurture a culture that attracts and retains top talent
Design performance systems that support long-term success

Hiring someone to “manage people processes” won’t cut it anymore. You need someone who can help shape your workforce in a way that supports your strategic priorities - not just your to-do list.

That’s where The Working Earth comes in. Whether you're looking to find a candidate or need support with a more hands-on approach, we connect you with HR professionals who get this - and who are ready to step into that role from day one.

Traits to Hire For (Beyond the Obvious)

Here’s what the best HR business partners bring to the table - and what you should be screening for when you hire:

Strategic thinking:
They’re not just executing tasks. They’re connecting talent decisions to the broader business model. They understand the ripple effects of a bad hire - or a great one.
Executive communication:
They can hold their own in board-level conversations. They ask the right questions. They challenge assumptions. And they communicate in a way that builds trust with senior leaders.
Data-driven decision-making:
They don’t rely on gut feel. They leverage analytics - from turnover trends to engagement metrics - to make smarter, faster workforce decisions.
Talent foresight:
They’re looking ahead — identifying skills gaps, designing workforce development plans, and ensuring your business has the people it needs to grow.

If your current candidate pool isn’t showing these traits? You may be fishing in the wrong waters. Our permanent recruitment services are built to deliver candidates who lead, not just follow.

What the Most Forward-Thinking Companies Are Doing

Across industries, the companies that are winning on talent - and, by extension, winning on performance - are treating HR as a strategic pillar. They’re not just ticking boxes or reacting to problems after they happen. They’re bringing HR into the conversation from the start.

When they’re planning to enter new markets, HR is there - identifying the talent they’ll need, understanding cultural nuances, and designing structures that support sustainable growth.

When they’re navigating major business transformations, HR is at the table - ensuring people are aligned, supported, and equipped to deliver on the change.

And when they’re thinking about leadership succession, HR is driving the strategy - helping build a strong bench of future-ready leaders and making sure transitions are seamless.

Why? Because they get it. Talent is their biggest lever for growth — and HR is how they pull it.

For example, companies like LinkedIn aren’t just investing in HR out of obligation. They’re doing it because they see the impact. By putting the right people in HR leadership, they’re unlocking real competitive advantage - and setting a blueprint for what great looks like in today’s world of work.

How We Help You Find HR Talent That Moves the Needle

At The Working Earth, we don’t just send resumes.

We get to know your business. Your leadership team. Your goals. Your culture. Then we match you with HR professionals who have the mindset, the skill set, and the presence to deliver at the level you need. We’ll help you find someone who can:

Operate strategically from day one
Influence the executive team
Lead change across the organisation
And most importantly, align people strategy with business outcomes

That’s the difference between a hire that fills a gap - and one that fuels transformation.

The Bottom Line

Hiring managers and CEOs, this isn’t just another HR hire. This is a business decision that could shape your company’s next chapter.

The right HR partner will elevate how your company recruits, retains, and grows. They’ll help you build a more agile, aligned, and high-performing workforce. And they’ll do it as a trusted partner to leadership - not a passive processor of policies.

If you’re ready to hire HR that thinks like a strategist, not just a specialist - let’s talk .

HR Managers - A Need For Stronger Numeracy Skills

Fri, 23 May 2025 07:54:05 GMT

Let’s face it: HR has changed. Gone are the days when being a “people person” was all it took to thrive in Human Resources. While emotional intelligence, empathy, and great communication are still must-haves, today’s HR professionals are also being asked to crunch numbers, read data, and back their decisions with facts. Yep — the modern HR manager isn’t just warm and friendly; they’re data-driven, tech-savvy, and numerically sharp.

So, what’s the deal with numeracy in HR? And why should you care, whether you're hiring an HR pro or aiming to become one? Let’s break it down.

What Are Numeracy Skills (and Why Do They Matter in HR)?

Numeracy skills go far beyond knowing how to balance your budget or calculate discounts on Black Friday. In the HR world, numeracy means being able to understand and work with numbers to make smarter decisions. Think of tasks like:

Managing and verifying payroll
Budgeting for training and benefits
Interpreting workforce analytics
Creating accurate reports that actually help executives make decisions

Whether it’s calculating the cost of a new hire or forecasting growth based on workforce data, these number skills are becoming essential for HR professionals — not optional.

Let’s unpack that all a little more.

Numeracy Is a Soft Skill? Yes, and It’s a Powerful One

When people talk about soft skills, they usually mean leadership, teamwork, emotional intelligence — the people stuff. But numeracy? That’s often left out of the conversation. And it shouldn’t be. Because in today’s world of work - especially in HR - numeracy is a quietly powerful soft skill that sets top performers apart.

Why? Because it’s not just about crunching numbers or managing payroll. It’s about being able to spot trends in data, understand what metrics actually matter, and use those insights to drive better decisions.

Think of numeracy as your behind-the-scenes sidekick: the skill that helps you back up your gut instinct with evidence and add weight to your recommendations in the boardroom.

It’s what turns “I think” into “Here’s what the data tells us.” And in strategic conversations — whether you’re influencing hiring plans, restructuring a team, or justifying a budget — that difference can be everything.

So yes, numeracy is a soft skill. And it might just be one of the most underrated tools in your HR toolkit.

Real-Life Moments HR Managers Use Their Number Mojo

Still unsure how much number work is actually involved in HR? Here are just a few places numeracy pops up in the day-to-day:

Analysing turnover rates to identify patterns and improve retention
Calculating recruitment costs to evaluate hiring strategies
Forecasting hiring needs based on projected company growth
Measuring performance metrics to support employee development
Budget planning for salaries, training, and employee benefits

In short: if you're in HR, you’re already working with numbers - and if you’re not, it might be time to level up.

Why Employers Should Be Paying Attention

Dear employers, this one’s for you: an HR manager with strong numeracy skills doesn’t just make your HR department look good — they make your entire business run smarter.

With a solid grasp of data, HR managers can spot issues before they become costly, reduce hiring risks, and help align workforce strategies with long-term goals. Simply put, they bring more than just people skills to the table - they bring data-proven value.

Looking to find HR talent that checks all the boxes, including numerical literacy? Let us help you find a candidate who’s up for the challenge.

How to Spot Numeracy Skills in HR Candidates

Numeracy may not be the first skill that comes to mind when hiring for HR roles, but it's becoming increasingly important. From analysing workforce metrics to managing budgets and interpreting compensation data, HR professionals rely on basic math and data literacy more than ever.

Not sure how to assess numeracy during the hiring process? Try these practical approaches:

1. Ask for real-world examples
During the interview, prompt candidates to share specific situations where they used data to solve a problem, streamline a process, or support a business case. Look for stories that include measurable outcomes or demonstrate a clear understanding of how numbers informed their decisions.

2. Include data interpretation exercises
Give candidates a brief exercise with a small data set - such as the aforementioned turnover rates, recruitment costs, or survey results - and ask them to interpret trends or suggest actions. This reveals both their comfort with numbers and their ability to translate data into insights.

3. Present budgeting or metrics-based scenarios
Create a short scenario that involves resource allocation, cost analysis, or key HR metrics like time-to-fill or cost-per-hire. Then, ask candidates how they would approach the issue. This helps you gauge their analytical thinking and whether they understand how data drives HR strategy.

4. Partner with experts for a thorough evaluation
Or better yet, leave it to the pros. At The Working Earth, our permanent recruitment services include rigorous vetting for both technical and soft skills - numeracy included.

Why The Working Earth Should Be Your First Stop

Whether you're an employer seeking skilled HR professionals or a candidate ready to take the next step, The Working Earth is your go-to partner. Our talent pool is packed with job seekers who aren’t just people-smart - they’re numbers-smart too. And we’re proud to help businesses match with HR pros who can lead with data and drive results.

Ready to connect with HR talent that ticks every box? Let’s make it happen.

Best Paying Finance Jobs in South Africa

Fri, 23 May 2025 06:32:57 GMT

What if your knack for numbers could do more than just balance spreadsheets - what if it could build the life you’ve always imagined? In South Africa’s evolving economy, finance isn’t just a career path - it’s a launchpad.

Whether you're crunching numbers in a boardroom or modelling investment strategies late into the night, finance roles are some of the most influential (and well-compensated) in the country. But which jobs actually pay the best? And how do you land them?

At The Working Earth , we work with some of South Africa’s top employers to place high-potential candidates in premium finance roles. This guide is your insider map to the highest-paying finance careers—plus, what it really takes to break into them and rise through the ranks.

Let’s dig into the numbers—and the strategies.

Why Finance? A Career That Pays—Literally and Professionally

So, why choose finance? What makes this sector such a magnet for top talent?

For starters, the earning potential is substantial. But it’s not just about the salary. Finance roles offer a mix of strategic influence, analytical depth, and long-term career growth. With demand spanning industries like banking, insurance, tech, and consulting, finance professionals enjoy strong job stability - and often, the ability to work internationally.

Whether you're drawn to investment strategy, risk analysis, or executive-level decision-making, finance provides the platform to build a career that grows with you.

What Makes a Finance Job High-Paying?

Not all finance roles are created equal. Some are better compensated because of the complexity of the work, the scarcity of skills, or the level of strategic responsibility involved. Here are a few key factors:

Qualifications: Certifications like CA(SA), CFA, or an MBA elevate your market value.
Industry: Roles in investment banking, insurance, or tech typically offer higher salaries.
Experience: Mid- to senior-level professionals tend to command stronger compensation.
Location: Major financial hubs like Johannesburg and Cape Town offer more competitive packages.
Specialised Skills: Expertise in data analytics, compliance, or financial modelling can set you apart.

Top 5 Highest-Paying Finance Jobs in South Africa

Let’s break down the roles that consistently rank among the highest earners in the sector.

1. Chief Financial Officer (CFO)

Salary Range: R1.2 million – R3.5 million+

CFOs are the financial stewards of an organisation, overseeing everything from long-term financial strategy to regulatory compliance and stakeholder reporting. This role is as demanding as it is rewarding - and one of the most influential positions on the executive team.

2. Investment Banker

Salary Range: R800,000 – R2.5 million

Investment bankers manage mergers, acquisitions, capital raising, and IPOs. It’s a high-pressure environment with long hours - but for those who thrive in a fast-paced, deal-driven space, the rewards are significant.

3. Chartered Accountant (CA(SA))

Salary Range: R600,000 – R1.5 million

The CA(SA) designation remains one of the most respected finance qualifications in South Africa. Chartered accountants are found in virtually every sector, handling auditing, tax strategy, and financial planning.

4. Actuary

Salary Range: R800,000 – R2 million

Actuaries use mathematics, statistics, and financial theory to manage risk and uncertainty. They’re in high demand across insurance, healthcare, and pensions, and the scarcity of this skill set makes it highly valuable.

5. Financial Director

Salary Range: R900,000 – R2.2 million

Financial Directors lead the finance function within a company, managing budgets, ensuring compliance, and aligning financial operations with business goals. The role demands both technical knowledge and strong leadership.

Starting Your Journey: How Graduates Can Break Into Finance

Think these roles are out of reach for newcomers? Think again. Every successful finance career starts with the right foundation.

Choose the right degree: Accounting, Finance, Economics, or Business Science are strong starting points.
Secure an internship: Graduate programmes and internships offer crucial experience and exposure.
Earn certifications: Aiming for a CA(SA), CFA, or ACCA can fast-track your progress.
Build your soft skills: Communication, leadership, and critical thinking are highly valued - especially as you move up the ranks.

Looking to get your foot in the door? Explore our current opportunities or speak with one of our consultants.

How to Position Yourself for Top Roles

Here’s how to stand out in a competitive finance job market:

Optimise your LinkedIn profile with relevant keywords, achievements, and certifications.
Get practical experience early , even if it’s through short-term contracts or entry-level roles.
Register with a specialist recruitment agency like The Working Earth , where we match talent with roles that align with their goals.

How The Working Earth Supports Ambitious Finance Professionals

We’re more than recruiters—we’re career partners. Our team works with a wide range of companies, from agile startups to industry-leading corporates, and we focus on one thing: helping professionals thrive.

What we offer:

Access to executive-level finance roles across industries.
A network of top employers actively seeking qualified finance professionals.
Personalised career advice , from CV refinement to interview coaching.
A strong understanding of the graduate and early-career landscape , helping you navigate the market with confidence.

Ready to Build a Future in Finance?

If you’re serious about growing a rewarding career in finance - one with real earning potential and upward mobility - now is the time to act. South Africa's finance sector is hungry for talent, and the right role could be just a few clicks away.

Start by exploring our job listings or connecting with our recruitment team to discuss your next move.

Frequently Asked Questions

What is the highest paying job in finance in South Africa?
CFO roles typically top the list, offering upwards of R3.5 million annually at senior levels.
What are the top-paying jobs in the financial sector?
Roles such as Chief Financial Officer, Financial Director, Investment Banker, Actuary, and CA(SA) lead the way in compensation.
What finance specialisation earns the most?
Investment banking, risk management, and executive financial leadership tend to offer the best pay.
Which finance career is best?
That depends on your skills and interests - analytical thinkers often excel in actuarial or investment roles, while strategic leaders may thrive in CFO or Financial Director positions.

The Benefits of Career-Defining Job Placement

Thu, 12 Sep 2024 09:36:58 GMT

When most of us enter the job market, we have certain expectations. We want to make it big, we want to do something we love, and we want something that will show what we can do! However, many jobs in the world simply aren’t what we want them to be. However, that is why it’s worth looking for a position that will be a career-defining position. Something that will let you feel all those things that you’ve always wanted to feel. Isn’t that something that you would enjoy?

What Does It Mean to Have a Career-Defining Job?

There is no single definition for a “career-defining job,” and it is instead what you make of it. What would you consider to be a career-defining position? What kind of job would be beneficial for your career? One that would help to elevate you to a higher position than ever before. There are plenty of jobs out there, but determining which jobs would be great for your career is often up to you to decide. So, think about it for a while: what would you consider to be a job fit for your career trajectory?

You may think that a career-defining job would be long-term because this would allow you to foster your talents. On the other hand, it could be a more ambitious placement that gives you the room to stretch. Of course, a new position may also just bring with it a wealth of new experiences. You will never know until you have decided to give something a go.

The Benefits of Long-Term Employment

A career and a job are two very different yet related things. A job is a position that you hold, and it will likely not be the last one you hold. However, every job can be a step forward in your career. A career, as opposed to a job, is your overall trajectory toward a specific type of work and experience against which you can define yourself.

Some then decide that to have that career-defining job, they need to find something good and long-term. There certainly are loads of benefits to a long-term position, such as training programmes to improve your abilities, heightened stability thanks to the permanent position, and better benefits, such as insurance. However, a permanent position is not necessarily one that will be career-defining, but it could be.

The Benefits of an Ambitious Placement

A good, long-term position at a stable and established company is certainly one way to go, but some want something a bit more adventurous. You might be ambitious and have a strong desire to find something on the riskier side. You may decide to find a smaller company and go for something that may not be as stable, but it certainly is more ambitious. After all, that company could blow up and become one of the hottest things out there! You’ll only know if you stick around.

With an ambitious job placement like this, you only have one way to go and that’s up. You will have the chance to show them what you’ve got while testing your mettle in the heavier game that is the start-up industry. There are plenty of positions like this in the HR, Legal, Finance, and Commercial sectors. Many companies begin operations and immediately need the best of the best to secure themselves a future.

The Benefits of a New Position

Let’s not forget something else that is quite simple. Sometimes, you simply need to find a new job. There are many reasons for this. You may not assume that a new position will be a career-defining job, but whether you left a company thanks to stagnation in the position, a need for something new, or anything in between, a new job at a new company is an opportunity.

Every time we are faced with a new career opportunity, we have the chance to do something great. We can gain new skills, build on our experience, create new social connections, and so much more. You may not think that new job of yours is one that can push you toward a stronger position in your career, but it can.

Can This Be Your Career-Defining Position?

There are so many opportunities out there to find that career-defining position. You could search for something long-term, a new and risky yet ambitious attempt, or something that is simply new. Regardless, you can build toward your career and find that career-defining position. And if you need any assistance toward attaining that dream job, you can join with The Working Earth and find the best companies that want you to have the job of a lifetime.

Maintaining a Professional Standard Through Self-Regulation

Thu, 12 Sep 2024 09:36:55 GMT

Many of us see regulation as a bad word. That makes sense. The word has come to be loaded down with a lot of connotations related to government meddling. The state getting in the way of the free market and putting its nose where it does not belong. However, self-regulation is a desirable method of attaining a similar level of trust from consumers while minimising the dangers of actual government regulation.

The Uses of Regulation

When it comes to true regulation, it is often seen as necessary by consumers because of certain actions undertaken by bad actors in an industry. When an industry has operated without any restrictions and companies within that industry have chosen to do possible harm in the pursuit of profit, there tends to be calls for government regulation of an industry. And whenever regulation does come down from an industry, there are often many changes that occur.

Some of the major ones that come into play are government oversight or monitoring, which can put extra strain on a company as it is forced to adhere to these new requirements. There can be new rules put in place that force companies to act a certain way, and these mandates are often very strict and stringent and can result in legal action taken against a company if they do not comply. However, regulations tend to make a company more trustworthy in the eyes of consumers because they feel that a company is being well controlled.

Why Self-Regulation Is Better Than External Regulation

When true governmental regulation comes down, it usually acts as a strong force against a company’s ability to conduct business. However, if you want to have that same level of consumer trust, then self-regulation is a preferable solution. When it comes to self-regulation, you determine the standards that you wish to uphold, and if you adhere to those standards, you will find that consumer trust does increase over time.

Consumers often want regulation so that they can feel safer. However, if a company adopts ethical codes of conduct and best practices procedures, you can have the benefits of regulation with few of the downsides. This means that self-regulation is preferable.

How We Self-Regulate in the Recruitment Sector

Self-regulation comes in many forms. In the most basic sense, we at The Working Earth, like many companies, have produced a series of personal values that we uphold in all of our business dealings. However, that is not always enough to build consumer trust. That is why we have also teamed up with APSO and CAPES.

The Federation of African Professional Staffing Organisations

Everyone wants their companies to be held to a high standard, and APSO helps us to reach that standard. And it, and similar organisations, can do the same for your business. APSO strives to maintain certain levels of professionalism by holding to a code of conduct and falling within legal requirements for certain aspects of our business. They help us to be the best that we can be through self-regulatory practices.

Confederation of Associations in the Private Employment Sector

There are many groups out there that serve to promote certain ideals within sectors of the economy, and CAPES is one of those organisations. They wish to promote flexibility and international competitiveness within the labour market in South Africa, and we are required to adhere to a strict code of conduct to be a member. This is something we are very glad to be able to do.

Why We Welcome Self-Regulation Practices

All of this is to say that self-regulation is a preferable state of being. It is better than a governmental agency getting in the way of things. At The Working Earth, we have partnered up with external regulatory groups, like APSO and CAPES, to self-regulate and ensure the best quality of service. We care about our clients and want the best for them, and if self-regulating can help us build their trust, then it is a sacrifice we are very willing to make! You can get in contact with us if you would like to know anything else about these organisations or how we uphold our professional standards.

Why General Recruitment Agencies Excel in Employee and Employer Matchmaking

Wed, 28 Feb 2024 11:45:00 GMT

In the dynamic landscape of today's job market, finding the right talent or the perfect job opportunity can feel like searching for a needle in a haystack. This is where general recruitment agencies emerge as the unsung heroes, offering a unique set of advantages that make them the optimal choice for both employers and job seekers. In this post, we'll delve into the reasons why general recruitment agencies stand out in the realm of employee/employer matchmaking.

Extensive Networks for Talent Pooling

One of the key strengths of general recruitment agencies lies in their expansive networks. These agencies have built robust connections with professionals across various industries, allowing them to tap into a diverse pool of talent. Whether you are a tech company looking for skilled programmers or a marketing firm seeking creative minds, a general recruitment agency has the reach to connect you with the right candidates.

Specialised Expertise in the Hiring Process

While general recruitment agencies cater to a broad spectrum of industries, they often boast specialised expertise in the hiring process. From crafting compelling job descriptions to conducting thorough candidate assessments, these agencies understand the nuances of recruitment. This expertise ensures a streamlined and efficient hiring process for employers, saving them valuable time and resources.

Personalised Approach to Matchmaking

Unlike online job boards that rely on algorithms, general recruitment agencies offer a personalised touch to the matchmaking process. Experienced recruiters take the time to understand the unique needs and preferences of both employers and job seekers. This human-centric approach fosters more meaningful connections, leading to better long-term fits between candidates and companies.

In-Depth Industry Knowledge

Navigating the complexities of different industries requires a deep understanding of their specific requirements. General recruitment agencies often have consultants with in-depth industry knowledge. This insight allows them to identify candidates with not only the right skills but also a cultural fit for the organisation, contributing to higher employee retention rates.

Adaptability to Market Trends

The job market is constantly evolving, influenced by technological advancements, economic shifts, and societal changes. General recruitment agencies are well-positioned to adapt to these trends. Whether it's the rise of remote work, changes in required skill sets, or emerging job opportunities, these agencies stay ahead of the curve, providing employers and job seekers with valuable insights.

Comprehensive Talent Screening

One of the challenges employers face is sifting through a large number of resumes to find the ideal candidate. General recruitment agencies alleviate this burden by implementing comprehensive talent screening processes. From initial interviews to skill assessments, these agencies ensure that only the most qualified candidates reach the final stages of consideration.

Effective Negotiation and Mediation

Negotiating job offers and navigating employment terms can be a delicate process. General recruitment agencies often serve as mediators, facilitating open communication between employers and candidates. This role not only streamlines the negotiation process but also contributes to the establishment of a positive and transparent employer-employee relationship.

In the intricate dance of employee/employer matchmaking, general recruitment agencies emerge as the choreographers, orchestrating connections that lead to mutual success. Their ability to leverage extensive networks, offer specialized expertise, and provide a personalised approach sets them apart in the competitive world of recruitment. As industries continue to evolve, these agencies remain adaptable, ensuring that employers and job seekers alike can unlock the door to their respective successes.

Whether you're a company seeking the perfect addition to your team or an individual in pursuit of the ideal career opportunity, consider the advantages that general recruitment agencies bring to the table. In the intricate tapestry of the job market, these agencies play a crucial role in weaving together the threads of success for employers and job seekers alike.

Revolutionising Recruitment: Impact of Tech on the Hiring Process

Wed, 14 Feb 2024 11:45:00 GMT

In the fast-paced world of recruitment, staying ahead of the curve is not just an advantage; it's a necessity. In recent years, technology has emerged as a powerful force revolutionising the traditional hiring process. From artificial intelligence to advanced data analytics, the impact of technology on recruitment is profound. In this exploration, we unravel the ways in which technology is reshaping the recruitment landscape and providing both employers and job seekers with new opportunities and challenges.

The Rise of Artificial Intelligence (AI)

At the forefront of the technological revolution in recruitment is Artificial Intelligence. AI has become a game-changer, automating mundane tasks and enabling recruiters to focus on more strategic aspects of the hiring process. Chatbots, powered by AI, streamline candidate communication, providing instant responses to inquiries and scheduling interviews. Additionally, AI algorithms analyse resumes, identify top candidates, and predict candidate success based on historical data.

Data-Driven Decision Making

Technology has empowered recruiters with an abundance of data, transforming the hiring process into a more analytical and data-driven endeavour. Advanced analytics tools sift through vast amounts of information to identify patterns and trends, allowing recruiters to make informed decisions. From understanding the effectiveness of different sourcing channels to predicting candidate retention rates, data analytics has become an indispensable tool in the recruiter's toolkit.

Applicant Tracking Systems (ATS)

Gone are the days of manual resume sorting and filing cabinets. Applicant Tracking Systems (ATS) have streamlined the hiring process by automating the storage and analysis of resumes. These systems not only save time but also enhance collaboration among hiring teams. They provide a centralised platform for managing candidate information, communication, and feedback, ensuring a more organised and efficient recruitment workflow.

Video Interviewing and Virtual Assessments

Technology has eliminated the constraints of geographical boundaries in the hiring process. Video interviewing and virtual assessments enable recruiters to connect with candidates from around the globe. This not only broadens the talent pool but also accelerates the hiring timeline. Video interviews offer a more dynamic view of candidates, allowing recruiters to assess not just their qualifications but also their communication and interpersonal skills.

Mobile Recruitment Strategies

The ubiquity of smartphones has given rise to mobile recruitment strategies. Job seekers increasingly use mobile devices to search for opportunities and submit applications. Recruitment agencies leveraging mobile-friendly platforms ensure that they reach a broader audience. Mobile apps streamline the application process, making it more convenient for candidates to engage with job opportunities on the go.

Challenges and Ethical Considerations

While the impact of technology on recruitment is overwhelmingly positive, it's not without its challenges. Ethical considerations, such as bias in AI algorithms and data privacy concerns, have come to the forefront. Recruitment agencies must navigate these challenges responsibly, ensuring that technology is used to enhance fairness and transparency in the hiring process rather than perpetuate existing biases.

The Future of Tech-Driven Recruitment

As technology continues to evolve, so does its influence on recruitment. The future promises even more innovations, including the integration of virtual reality in candidate assessments, the use of predictive analytics to identify future talent needs, and the expansion of AI-driven personalisation in candidate interactions. Recruitment agencies that embrace these advancements position themselves as industry leaders, providing clients with cutting-edge solutions to meet their hiring goals.

The impact of technology on the hiring process is nothing short of a revolution. From AI-powered chatbots to data-driven decision-making, technology has reshaped recruitment into a more efficient, transparent, and dynamic process. As a general recruitment agency, staying at the forefront of these technological advancements is not just beneficial; it's essential.

Retention Strategies for Top-Level Executives

Wed, 31 Jan 2024 10:45:00 GMT

Securing top-level executives is a significant achievement, but the true measure of success lies in retaining these key leaders. In this blog post, we explore effective retention strategies designed to ensure that top-level executives not only join your organization but also become long-term pillars of success.

Understanding the Unique Needs of Top-Level Executives:

Top-level executives have unique needs and expectations. To create effective retention strategies, it's crucial to understand what motivates and challenges these leaders. This goes beyond financial incentives and includes factors such as professional growth opportunities, work-life balance, and a positive organizational culture.

Mentorship and Professional Development:

Top-level executives thrive when provided with opportunities for continuous growth. Implement mentorship programs that pair them with seasoned leaders within the organization. Additionally, invest in their professional development by offering access to workshops, conferences, and executive education programs, ensuring they remain engaged and at the forefront of industry trends.

Designing Competitive Compensation and Benefits Packages:

While compensation is not the sole motivator, it plays a significant role in executive retention. Regularly review and benchmark executive compensation to ensure it remains competitive within the industry. Consider tailoring benefits packages to align with the unique needs and preferences of your top-level executives, fostering a sense of value and appreciation.

Cultivating a Positive and Inclusive Executive Culture:

An inclusive and positive organizational culture is a powerful retention tool. Create an environment where top-level executives feel valued, heard, and a sense of belonging. Encourage open communication, solicit their input on key decisions, and actively work to eliminate any barriers that could hinder their success within the organization.

Succession Planning:

Effective retention strategies go hand in hand with succession planning. By providing a clear path for career progression, you demonstrate a commitment to the long-term growth and development of your top-level executives. This not only encourages loyalty but also ensures a seamless transition in leadership roles when the time comes.

Retention strategies for top-level executives are not one-size-fits-all. They require a deep understanding of the unique needs of these leaders and a holistic approach that encompasses mentorship, professional development, competitive compensation, a positive organizational culture, and robust succession planning. By prioritizing these elements, organizations can cultivate a leadership team that remains dedicated and impactful for years to come.

The Evolution of Executive Search: Trends and Insights

Thu, 18 Jan 2024 10:30:00 GMT

Executive search, once a traditional and secretive process, has undergone a significant evolution in response to changing business landscapes and technological advancements. In this exploration, we unravel the trends and insights that are shaping the evolution of executive search, providing a roadmap for organizations seeking top-tier leadership.

The Digital Revolution in Executive Search:

Gone are the days of relying solely on personal networks and referrals. The digital revolution has transformed executive search, with technology playing a pivotal role. Artificial Intelligence (AI), Big Data, and advanced analytics now empower executive search firms to identify potential candidates with precision, analyse market trends, and predict future talent needs.

Rise of Niche Executive Search Firms:

As industries become more specialized, so do the executive roles within them. Niche executive search firms are on the rise, offering expertise in specific sectors. These firms understand the unique challenges and requirements of their industries, providing a more tailored and effective approach to identifying and securing top-tier executives.

Embracing Diversity and Inclusion:

The evolution of executive search is closely tied to the growing emphasis on diversity and inclusion. Organizations are recognizing the need for leadership teams that reflect diverse perspectives. Executive search firms are now placing a greater emphasis on sourcing and presenting diverse candidates, driving positive change in the composition of top-level leadership.

Transparency in the Executive Search Process:

Traditionally shrouded in secrecy, executive search is becoming more transparent. Organizations and candidates alike now expect clarity in the search process. Executive search firms are adapting by providing more information about their methodologies, timelines, and criteria, fostering trust and collaboration throughout the recruitment process.

Balancing Tradition with Innovation:

While technology and new methodologies are driving the evolution of executive search, there remains a place for traditional practices. Personal relationships, deep industry knowledge, and the human touch in candidate assessments continue to be essential elements. The key lies in striking a balance between tradition and innovation for a holistic and effective executive search approach.

The evolution of executive search reflects the broader transformations in the business world. By embracing digital tools, focusing on niche expertise, promoting diversity and inclusion, increasing transparency, and striking a balance between tradition and innovation, executive search firms can navigate the complexities of the modern executive recruitment landscape.

Diversity and Inclusion in Legal Recruitment

Fri, 05 Jan 2024 10:30:00 GMT

The legal profession, with its rich tapestry of responsibilities, demands a diverse and inclusive workforce. Recognizing the importance of diversity and inclusion in legal recruitment is not just a commitment to fairness; it's a strategic advantage that fosters innovation, creativity, and a more robust legal practice.

The Business Case for Diversity:

Diversity in legal teams isn't just a moral imperative; it makes good business sense. A diverse legal team brings a variety of perspectives, experiences, and problem-solving approaches to the table. This diversity enhances creativity, drives innovation, and ultimately contributes to better decision-making and client service.

Strategies for Attracting a Diverse Pool of Legal Talent:

Creating a diverse legal team starts with attracting a diverse pool of talent. Actively engage with diverse communities through targeted outreach, participate in events, and collaborate with organizations that promote diversity in the legal field. Ensure that your job postings are inclusive and appeal to a broad range of candidates.

Inclusive Interviewing and Assessment Practices:

Once candidates are in the recruitment process, it's crucial to ensure that your interviewing and assessment practices are inclusive. Train interviewers to recognize and eliminate unconscious biases, create a standardized interview process, and focus on evaluating candidates based on skills, experience, and potential rather than irrelevant factors.

Creating a Diverse and Inclusive Legal Workplace Culture:

Recruiting diverse talent is only the beginning; retaining and fostering an inclusive environment is equally important. Establish policies that promote diversity and inclusion, provide mentorship opportunities, and actively work to eliminate any barriers to advancement within the legal profession.

Diversity and inclusion are not just buzzwords in the legal profession; they are catalysts for positive change and unparalleled success. By understanding the business case for diversity, implementing strategies for attracting a diverse pool of legal talent, ensuring inclusive interviewing practices, and fostering a diverse and inclusive workplace culture, your legal team can position itself as a leader in the industry.

Building a Sales Talent Pipeline for Sustainable Growth

Fri, 22 Dec 2023 10:15:00 GMT

In the fast-paced world of sales, organizations striving for long-term success understand the critical importance of building a sustainable talent pipeline. Beyond immediate hiring needs, creating a robust sales talent pipeline ensures continuous growth and adaptability in the face of evolving market demands.

Creating a Foundation for Success:

To build a sustainable sales talent pipeline, it's essential to lay a solid foundation. Start by clearly defining the skills and attributes your sales team needs not only for the current market but also for future challenges. Identify the key competencies that align with your company's values and long-term objectives.

Proactive Talent Sourcing:

Gone are the days of reactive recruitment. In the competitive landscape of sales, being proactive in talent sourcing is paramount. Leverage technology to identify and engage with potential candidates before they even hit the job market. Engage in industry events, utilize social media platforms, and build relationships with sales professionals to create a pool of potential talent.

Nurturing Emerging Talent:

Investing in emerging talent is a key component of building a sustainable pipeline. Consider internship programs, mentorship initiatives, and training opportunities to nurture individuals who show promise. These programs not only contribute to your talent pool but also foster a culture of continuous learning within your sales team.

Metrics for Success:

Monitoring the effectiveness of your sales talent pipeline is crucial. Implement metrics to evaluate the quality and success of your recruitment efforts. Track key performance indicators (KPIs) such as time-to-hire, retention rates, and the performance of individuals sourced through the pipeline. Use this data to refine your strategies and ensure ongoing success.

In the ever-evolving world of sales, building a sustainable talent pipeline is a strategic imperative. By laying a solid foundation, embracing proactive talent sourcing, nurturing emerging talent, and implementing metrics for success, your organization can position itself for continuous growth and success in the competitive marketplace.

It's All About the Lightbulb

Thu, 27 Oct 2022 09:27:00 GMT

Years ago, in a previous role, I was responsible for arranging and hosting an event for our top clients. This included a lavish dinner and show at the State Theatre. The event went off seamlessly and our clients raved about the experience.

During the debrief with my then boss, while she gave me positive feedback and was pleased with the result, she specifically asked why I hadn't noticed that a lightbulb was missing from one of the enormous chandeliers in the restaurant.

I was devastated and felt that she was being so unreasonable.

However, as the years have passed, I've never forgotten the lesson.

The difference between extra-ordinary and very-ordinary can be one light bulb.

I'm sure we've all experienced a 'missed lightbulb' moment.

A potentially good experience marred by a small, out-of-place detail.

Dinner at a top restaurant, renowned for its beautiful, expensive décor and exquisite food marred by the presence of a cheap, plastic pepper grinder on the table. And, the leather bound menu overshadowed by the wine list, presented in a cheap, plastic flip folder of the type used by school children for projects.

The website that looks really enticing, but contains typos and lacks basic information.

Or the 'on-hold' music that tells you that you're important and valued, while keeping you on hold for 40 minutes.

While each of these are small 'fails', they show a lack of attention to detail that can have a big impact on individual perception, leading our customers – and employees – to infer something potentially negative about our business.

For example, what do plastic pepper grinders say about the quality of the food ingredients used? And, if we don't notice typos on our website, how careful will we be in providing a service to our customers?

Missing the small details sends a signal that the team isn't watching – and possibly doesn't care about details, customers and employees.

The flip side is also true. Taking care of the little things sends a powerful message that we're interested and engaged – and that bigger issues are under control.

Social science uses the 'Broken Windows' theory to describe this phenomenon.

Introduced in 1982 by James Q Wilson and George L Kelling, the theory drew wide attention when New York mayor, Rudy Giuliani adopted it as the basis of his approach to law enforcement – with a resulting drop in crime.

Malcolm Gladwell describes 'Broken Windows' as crime being the inevitable result of disorder. If a broken window is left unrepaired, people will conclude that no-one cares or is in charge. Soon, more windows will be broken and the sense of anarchy will spread from the 'abandoned' building to the street, sending a signal that the behaviour is acceptable.

So, how can we use 'Broken Windows' in our own businesses? And, how can we make it all about the lightbulb?

Taking care of our physical environment is a good first step.

Employees are more likely to follow the rules if their workplace is clean and orderly – and are more likely to exhibit bad behaviour in a disorderly environment.

Providing a neat, well-maintained office space, with solid (unbroken) furniture, enough storage space for work materials and lockers for personal belongings gives employees a measure of control over their working environment – and a corresponding sense of responsibility.

Managing employee behaviour is another.

Intervening early to head off inappropriate behaviour – before it escalates – is important.
Sometimes, it's easier to let careless behaviour slide. When dealing with Millennials, it's a challenge to find the right balance between being too directing and controlling and allowing freedom of expression. However, each time we let it go, rather than calling out the employee and highlighting appropriate behaviour, we run the risk that careless actions will escalate and influence other employees – with a knock-on effect on our customers and business success.

It is also important that our performance management systems drive the right behaviour and are congruent with our strategic vision.

Finally, sense-check your business processes.

Too often, business processes are onerous and unworkable in real life.

We recently needed to get our office generator serviced. Before we could schedule the service call, the repair company expected us to complete a 10 page contract – and make advance payment. Not a good experience – and not one I'd wish to repeat!

To get a sense of what your customer's experience, spend time completing your own business processes. You may get a nasty surprise.

Sometimes the benefit of getting things right is disproportionately low compared to the damage of getting them wrong. This is because most people expect us to get it 'right'. So, when we do, we simply meet their expectations, but when we don't, we break their trust.

Focus on ensuring that the lightbulbs are all on – and you'll find that the larger issues may take care of themselves.

Our Hybrid Work Models Need Work: The Challenge of Keeping Teams Engaged

Mon, 12 Sep 2022 11:12:00 GMT

In the past, we took for granted the easy relationships that working in close proximity on a daily basis helped us to develop. Regularly sharing moments around the water cooler or over a cup of coffee created strong inter-personal bonds between colleagues, making us feel like we belonged and were part of a team – and driving engagement. And, while hybrid working models mean that we’re back in the office (albeit for fewer days in the week), it’s harder to develop these relationships (and deepen engagement) when we’re not all there at the same time.

The reality is that hybrid working is here to stay. (Most) employees want it and employers understand that, to attract or hang onto in-demand talent, offering hybrid is a good starting point.

So, as leaders, how do we balance offering employees autonomy and flexibility (with all of the clear benefits), while encouraging the togetherness (and resulting engagement) that social interaction fosters? What investments do we need to make in culture, communications, policy and technology to ensure that we can meet our employees’ social and emotional needs, deepen employee engagement and survive and thrive in our new hybrid working future?

Nurture your Leaders

Leaders have always had an immense impact on employee engagement. We’re at the coal face daily, working with our teams and shaping their employee experience. These interactions mean that we have deeper personal relationships with each team member and are best placed to facilitate communication and interaction. However, the past 2 years have taken a toll and many of us report feeling burnt out, overwhelmed and in need of support ourselves.

To boost employee engagement in a hybrid environment, it’s important to find new ways to support and underpin your leadership team. Ideas like better onboarding, improved training, easy-to-use manuals for some of the unprecedented situations that crop up and reducing corporate red tape can make a real difference.

Emphasise Interaction

In today’s virtual and in-office work reality, human connection has to be deliberately managed.

Ask your team to schedule in-office days so that they coincide with other team members. Make meetings in-person, as much as possible. Get creative and host team events or challenges – like coffee chats, competitions or trivia sessions – that build community spirit. Water cooler moments no longer happen automatically, so it’s up to us to ensure that we connect.

Show Appreciation

We all fundamentally need recognition. Done the right way, recognition is a powerful workplace tool that can encourage teamwork, boost motivation and further drive engagement. Key, though, is doing it right. Take time to examine your current recognition structures as some (like new-hire incentives) may risk alienating your existing team. Find new and concrete ways to recognise those who go above and beyond on a regular basis. Ideas like incorporating gamification (where you add gaming elements to everyday activities) and personalised rewards can go a long way towards boosting your efforts. Be more deliberate about giving praise, where it’s due. Don’t rely on your star employees knowing that you appreciate them – make sure that you single out great work and highlight it with them.

Promote Wellness

Employee wellness programmes are not new – but they need to evolve to support the new hybrid working model. Focusing on group activities (like walks, Secret Sunrise events or cook-ins), instead of rewarding individual wellness goals, gives employees the opportunity to spend time together doing fun, healthy activities in a relaxed setting. Also, it’s important to create space for employees to share how hybrid work is affecting them (and act on their feedback).

With the rise in hybrid working, we are no longer be able to rely on in-person proximity to boost engagement. Instead, we need to actively find new ways to address our teams’ emotional and social needs and provide opportunities for authentic connection, team bonding and fun.

Good luck!!

Will you be your own boss by 2030?

Tue, 30 Aug 2022 06:22:00 GMT

In 2017 I wrote an article looking at a potential trend around whether you would be your own boss by 2030. Of course, without the benefit of a crystal ball, this trend did not see the black swan event of a global pandemic in the future.

What was true in 2017 and remains even more relevant today, is the pace of change. If we thought it was fact 5 years ago, we are in hyper-drive by comparison. Who could have predicted the significant changes to the 2022 world of work – it seems almost unbelievable to a 2017 world.

To quote Charles Darwin "It is not the strongest of the species that survives, nor the most intelligent, but the one most adaptable to change" – and there are many global success stories over the past 3 years that bear this out. Incessant technological innovation is driving what Schumpeter labelled 'creative destruction' – or disruption caused by new technologies that destroys old economic systems, freeing up resources and giving rise to new industries and jobs. Over time, the theory is that this phenomenon will drive productivity and economic growth. Andrew McAfee, Co-Director of the Initiative on the Digital Economy at MIT, believes that the world is witnessing a second Machine Age, where an estimated 50% of all jobs currently in existence – including white collar roles – will become automated, leading to a short-term squeeze on income and job opportunities, but ultimately, long term gain.

Today, we're seeing evidence of creative destruction in rising global unemployment, declining average length of service, increasing mid-career transitions and disruption across all industries. There has been lots of talk in the US and more recently, locally about a term Economists have coined as “The Great Resignation” driven by among other things, workers search for meaning in their jobs and greater levels of autonomy and flexibility

Post pandemic we have seen a decline of job families like Office and Administration and Manufacturing and Production and a sharp rise in the importance of Business and Financial Operations, Information Technology, Mathematical/ Data Science, Architectural and Engineering roles. Scary times for some, but exciting too, as we enter an age where the goal of more abundance wealth for less work may be achieved – if you have the right skills and are able to adapt to a rapidly changing work environment.

Trends that are still relevant for 2030

Research indicates that there are currently 4 major trends that will impact the world of work over the next 15 years.

1. Flexibility:

Globally, we are seeing a continuation of the growing trend towards short term work.

According to the International Labour Organisation's 'The Changing Nature of Jobs', 75% of the global workforce are currently employed on temporary or short term contracts.

It is suggested that by 2030, workers will work 'with', not 'for', companies and will work with multiple 'clients' simultaneously, joining skills guilds, rather than becoming employees.

The focus will be on knowledge workers, who can do their jobs anywhere and at any time.

This idea of workers as entrepreneurs will promote flexibility and autonomy – and will benefit high skill workers.

2. Lifelong Learning:

Already, the idea that you study and then use what you've learned to follow a career at one company throughout your life has become obsolete

Lifelong learning, where workers constantly reskill or renew skills every 5 years, is becoming the norm.

3. Quality, Not Quantity (Work/ Life Balance):

Emphasis is shifting away from chasing money at all costs to a focus on critical values, like work/life balance, happiness and fulfilment.

There will be a shift away from the culture of 'overwork' towards a system where work is enmeshed in life – and reward is based on expertise and results, and not on job title or length of service.

4. Technological Innovation

Technology already enables remote work and the pandemic has changed the way employers view hybrid or emote teams as a part of their daily operations.
Over the next 15 years, it's predicted that rapid technological innovation will promote 24/7 work performed by employees in different geographic locations and time zones.

The traditional notion of a 'corner office' as we know it today will become obsolete as workers work remotely, hot desk and collaborate in ways we can't yet imagine.

So, what will this mean for workers and employers?

By 2030, Millennials – who reached adulthood around the year 2000 – will potentially be in leadership roles. This generation is said to have a strong sense of global community and to be confident, team-orientated and achieving. [Source: Strauss and Howe]

They are the first generation to truly understand the concept of work/life balance and to seek fulfilment in their careers – all characteristics they'll need to survive and thrive in the new world of work, both as workers and employers.

Others are:

Workers/ Collaborators

Employers:

The world of work is still shifting.

By 2030, the traditional 'employer/ employee' relationship could be gone, replaced by the concept of workers as boss, selling their services to client companies.

And, being a SMART (Specialist, Mobile, Adaptable, Resilient and Talented) employee, will be key to surviving and thriving in the new world of work.

FACING FACE-TO-FACE FULL TIME AGAIN

Wed, 29 Jun 2022 12:33:00 GMT

With the recent lifting of COVID-19 restrictions it seems likely that South African employers will start to require a return to office-based work – if they haven’t already. For many of us, this means transitioning out of blended work where, even if you’re in the office, your colleagues aren’t (which still means mostly Zoom or MS Teams interactions) into a more formalized hybrid model with full-on face-to-face again.

In chatting to clients who are returning to face-to-face engagement, this can take some adjustment.

Over the past 2 years, we’ve become very used to being behind a screen. When emotions run high or we get annoyed, it’s easy to mute ourselves or the speaker on a call and take a quick time out to reframe – which is impossible in face-to-face interactions. It’s normal that, as a result, our usual coping mechanisms and social skills have dwindled. In the interests of our mental health, self-actualisation and career development (and for the success of our companies), we will need to make a conscious effort to redevelop the interpersonal and social skills that, for the most part, came naturally before the pandemic.

While some may be raring to get back into the office after months of being isolated at home (with limited people interaction), it’s important to acknowledge that others may not feel this way.

Your colleagues may be feeling anxious, nervous or even dreading the prospect of returning to (even part-time) in-person work again. And, even if you’re keen to be back on site, you may have mixed feelings about giving up some of the benefits of working from home – like saving commuting time and costs or spending more time with your children.

So, how do we all survive the ‘Great Return’?

A good start is to view your return to the office as a fresh start – remember how you felt when you started your first job! It’s a good idea to keep the following in mind too:

GO EASY ON YOURSELF (& OTHERS)

Pandemic stress is real and won’t magically disappear when we all return to the office.

Understanding that tempers may be frayed, and emotions run high (more so more than usual) is key to the transition. Try not to take too much personally or harbour a grudge if you find yourself on the receiving end of a short-fused colleague. Don’t allow petty squabbles or annoyances to fester. Allow yourself and others grace and understand that this is a period of adaptation and transition for everyone – including yourself.

MAKE AN EFFORT TO COMMUNICATE

Make an effort to communicate with your colleagues, even if it feels forced initially. It’s going to take a little time to get to know each other again, especially if you didn’t interact much during the WFH phase. Communicating is a muscle that must be exercised to develop. The old ‘if you don’t use it, you lose it’ adage comes to mind, so try to find some touchpoints between yourself and colleagues every day. It also helps to remember that being in-person can spark renewed creativity. ‘Shooting the breeze’ is often where new and fresh ideas arrive and is hard to replicate in online meetings.

SORT OUT YOUR STRESSORS

Ahead of your return on-site, speak to your line manager about your concerns and discuss how you can handle the logistics of your move back. Most managers are very aware of the challenges facing employees and will welcome open and honest conversation and suggestions about ways to improve working.

BE STRATEGIC IF YOU ARE CONSIDERING MOVING ON

If your return to the office does confirm to you that you are no longer in the right place or role, don’t immediately turn in your resignation (or worse, burn bridges on your way out). Rather start by looking at how you can leverage your current skills, your existing network and the experience you have built up with your current employer and see if there is a possibility of a move internally (which is usually easier than making a move outside the company).

Perhaps the most important thing to remember now is the importance of looking after your physical and mental health. If we’ve learned any lessons during the pandemic, it’s the importance of health. Your company has probably put in place support services that didn’t exist before, so if you find yourself battling, it is worth seeking out additional support and assistance. And if you haven’t yet started taking care of your physical health, now is the time to do so.

When 'disruption' means putting the customer at the heart of your business processes

Mon, 28 Mar 2022 07:24:00 GMT

With rapidly-advancing technology setting the pace for business processes and companies doing all they can to keep up, it seems to me that the next step in true "business disruption" may well be revisiting all your business processes to ensure that the customer is still at the heart of your business.

Business growth certainly demands company development and changes in operating procedures and, while South African firms are clearly up there with many global organizations on the technology front, workflow and pace must be relevant to an on-demand digital customer.

For example, an upmarket clothing and interior retailer recently made an online offer to clients that included same-day delivery of items purchased before 11 am on a Sunday. This campaign required an intimate knowledge of its customer base and the company's certainty that its response would grow sales while ensuring systems were in place so that it could deliver on its same-day promise.

A recent large-scale study by the global customer engagement solutions provider Verint reviewed over 24 000 consumers in 12 countries, including South Africa, and found that while businesses are responding to an increasingly digital world by giving their customers new ways of engaging with them, 24% of consumers surveyed would choose using the phone and 23% going in-store as their primary way to interact with brands or service providers. Importantly, 83% of all survey participants believe speaking with a person will always be a vital part of the customer service equation.

In a recent article, Dave Capuano, global vice-president, of integrated marketing at Verint, pointed out, "As consumers become more digitally savvy, organizations are considering and even implementing more cost-effective digital channels as part of their evolving customer engagement strategies. However, the message from consumers is clear. They still want a human touch as an option in many customer service scenarios."

Why is this? Well, it seems that no matter how digitally savvy the consumer gets when things really start to go wrong, even the most tech-literate person starts looking for that "let me speak to a human" function in the system. While those among us who are even just reasonably tech-savvy would also like to take the online-solutions route, there appears to be a gap between business processes that keep up with the customers' needs and business processes that appear to only take the business's own needs into account. Any customer caught in this gap is going to look for some kind of human interaction once they've exhausted the technology solutions.

Business processes that truly function for companies and their customers include a deep understanding of customer needs and expectations in relation to this highly dynamic environment, rather than merely what suits the business implementing the systems. While it may be cost-effective for the bank to replace staff with self-service terminals, what is the backup plan in the event of system failure – another very real possibility due to the growth of cyber crime?

Part of any growth strategy must take into account all the factors that not only affect the company but its customers. Think of the number of companies that failed to take into account what it was that their customers required, rather than what it was they were prepared to give them.

Once-iconic brands such as Kodak and Blockbuster neglected to keep up with their customer's changing needs and growing knowledge and opted for business-as-usual. Who knew that just 20 years ago, the Friday night practice of driving to the DVD store to pick out a movie would turn into sitting in the comfort of your home and having movies to choose from at the click of a button? Apparently, Blockbuster wasn't paying attention to its customers and the world-changing around it. A great example of being better in tune is Netflix which was in fact founded in 1997 by Reed Hastings and Marc Randolph in Scotts Valley, California. Netflix initially both sold and rented DVDs by mail, but the sales were eliminated within a year to focus on the DVD rental business. In 2007, Netflix introduced streaming media and video on demand and as of December 2021 had Netflix had over 221.8 million subscribers worldwide.

Here's what needs to be remembered: At the end of all your business processes, technical upgrades, apps, software, and new systems, there is a user. If all of the former are put in place without considering the latter, none of the business efforts will mean anything, regardless of what they cost and how high-tech they are.

The old saying that the "customer is king" seems to have been overridden by the race to stay digitally relevant has seen some firms not ensuring their business processes keep the customer at the heart of the business. As companies evolve quickly in the digital environment to keep pace with the on-demand needs of the customer, they must also evolve the associated business processes or they run the risk of outdated processes supporting new-age offerings.

Striking that balance is key to innovating while keeping the customer satisfied.

Job Negotiation Made Eas(ier)

Thu, 27 Jan 2022 09:31:00 GMT

As we embark on a new year in the 'new normal, many people are changing roles, step changing into new careers, or changing the contractual nature of their work, which means successfully navigating new job offer negotiations (which can be daunting at the best of times). For most of us, it's something that we will do only a handful of times in our careers. Yet, the outcome can have a lasting impact on our earnings, career trajectory, and overall wellbeing.

It should go without saying that, whether you're negotiating for your dream job or are juggling multiple attractive offers (some of which you will decline), it's important to handle all offers professionally. The interactions that you have with a potential employer during the interview and offer negotiation phases of your job search create an impression (on both sides). Our worlds are small and it's important to conduct yourself in a way that keeps the door open for future opportunities and connections.

At the outset, I'm going to go against conventional negotiating wisdom and say that, if you are truly satisfied with all aspects of the offer that you've received, thank your new employer and accept it quickly. Resist the temptation to showcase your negotiating skills. Fighting for more when you don't really need it can have the opposite of your intended effect and, more importantly, could hinder your ability to negotiate with your employer down the line, when there might be more at stake.

Obviously, if something is important to you, then you should negotiate. However, if you don't have to, don't negotiate.

That said, in my experience, many job offers need some negotiation – and understanding how to do this effectively is a valuable skill that can help to ensure that you're fairly rewarded for the work that you do. These are my 5 guiding principles of job offer negotiation…

1. Consider the Bigger Picture:

To many, 'negotiating a job offer' means negotiating the salary offered.

However, salary isn't the only negotiable on the table and, while money is important, many of us derive more job satisfaction from factors (like location, flexibility, opportunities for growth/ promotion, continuous education or share options) that might be more easily negotiable. As a start, evaluate the package as a whole to determine its full value. You may be able to negotiate additional benefits and accept an offer that, at face value, pays less than you were expecting, because it puts you in a better place now (or in the future).

2. Do Your Homework:

If you're going to ask for a better deal, you need to be able to demonstrate precisely why you deserve what you're requesting (and that you're worth it). Start by researching market-related salaries. Look at similar job listings, explore industry surveys (if you have access) or ask your Recruiter for help as you need to be able to show reliable evidence that the salary on offer is below the current market value. Then, evaluate your offering in relation to the role. Do you have additional experience, hard-to-find niche skills, or certification that are useful (or could be) to your prospective employer? Put together a thoughtful case to justify your ask. Don't think only of your own needs. Rather, focus on your employer and how hiring you will benefit them.

And, if you can't justify an ask, rather consider not making it at all.

3. Identify Your Negotiables (and Non-Negotiables)

Negotiation works best when you focus on mitigating obstacles, rather than digging in on a position. This is the mindset that looks to remove barriers to agreement, making it easier for the other side to change course and agree with you. One of the ways to achieve this is to enter the negotiation with a clear understanding of what you are willing to compromise on (and what you aren't).

Recently, I came across the idea of creating a Venn diagram, listing your personal and professional goals, as a way of determining what you can compromise on. Any goals that fall into the overlap between the two circles are your non-negotiables – or the personal deal-breakers (like needing flexible working hours so that you can be more available for your children or working close to the office) that you should never compromise on as doing so will make you unhappy and have a negative impact on your productivity, performance and overall wellbeing.
Rather, compromise on the issues that are less important (and fall outside the overlap).

4. Prepare Your Talking Points:

During any negotiation, you're going to face tough questions that may make you uncomfortable, put you on the defensive or reveal your perceived weaknesses. The only way to handle these questions is to be well-prepared so that you can answer honestly, without losing leverage or looking like an unattractive hiring option. Think about what your tough questions would be and use your research to put together answers. Rehearse with someone that you trust to get input on your delivery and identify areas for improvement. Practice your talking points to build your confidence. Remember that you will be talking about concepts that may make you uncomfortable – like money and you're worth – and the more you practice, the more comfortable you'll be with the conversation – and the less likely you are to be derailed.

5. Know Who You're Dealing With:

Remember that companies don't negotiate, people do. It's important to get to know the person on the other side of the table. Try to get a handle on their position by asking questions, rather than making demands. This should help you to understand their concerns, constraints, and the intent behind what they are saying. The goal is to build rapport, find common ground and, ultimately, reach an agreement that works for both of you.

In my experience, job negotiations can be hard. However, if you view the process as an opportunity to start building a foundation of trust and camaraderie, you're more likely to get the negotiation – and the job – right.

Good luck!

Stress: Is It All Too Much

Wed, 24 Nov 2021 09:27:00 GMT

'Don't stress over what you can't control'. 'Keep Calm and …'

We've all heard the trite memes. I saw t-shirts emblazoned with 'If your dreams don't scare you, they aren't big enough. While these sayings are meant to motivate, it's difficult to live the sentiments when you're feeling overwhelmed.

Rather than encouraging and giving us hope, these memes can paralyze us, as we try to rationalize how we're really feeling against what we believe is expected of us.

The last 18 months have added enormous stress on all levels – salary cuts, job losses, homeschooling, dodging the virus and keeping our families safe, rebuilding our companies and offerings in this new digital world.

Speaking to colleagues and friends, it seems that many around us are overloaded and feeling overwhelmed by the demands of life. Some have to balance the needs of elderly parents, alongside managing a young family. Others cope with ill health – our own or those closest to us. South Africa's declining economic growth – the latest petrol price hike being just one consequence – affects us all.

We feel like frogs desperately swimming in an increasingly warm pot.

As leaders, we have the added stress of always needing to push the envelope. Incorporate companies, meeting shareholder expectations means that each year has to be better than the last.

And, while we sign up for this race when we take on a leadership role, it's a challenge to constantly be reaching, chasing, and improving.

But, is stress necessarily a bad thing? We know that it's essential for survival.

The body's natural defense against danger – the 'fight or flight' mechanism – releases cortisol, adrenaline, and nor-adrenaline. This prepares our bodies to respond to dangerous situations by slowing normal bodily functions (like digestion) and increasing heart rate, heightening muscle preparedness, and raising alertness.

However, when the 'fight or flight mechanism is triggered too often, too easily, or if there are too many stressors at one time, our physical, mental, and emotional health suffer.

Too much stress can lead to heart disease, high blood pressure, lowered immunity, issues with sleep, and can put us at a greater risk of developing cancer. Emotionally, it makes us more prone to angry outbursts, at greater risk of developing drug or alcohol problems, impacts appetite (either by making us eat more or less), and affects our relationships.

Undoubtedly, too much stress is debilitating and should be avoided.

In the right and appropriate dosage, stress can be a motivator.

If managed properly, it can make us more resilient. South Africans, who have long lived in a constant state of uncertainty around our political and economic future, have become used to stress and, rather than hindering us, it has propelled us forward, to a certain extent.

The secret is to find a balance - as my 88-year-old mother always says 'everything in moderation.

Today, we're all more focused on our health and on being mindful and more present in our lives. Most of us try to achieve work/ life balance and know, as I explored in last month's blog , that sleep is key. But, how do we guard against these concepts becoming like wallpaper – there, but not seen? How do we manage our stress so that it helps, and doesn't hurt, us?

Learn to accept where you are right now.

As I've mentioned before, I'm a great fan of Oprah's SuperSoul Sundays and listen to her podcasts whenever I can. Recently, I heard her speak to a spiritual teacher, Eckhardt Tolle, about how to live a stress-free life. Tolle's message – that stress is about wanting something to be the way it isn't – really resonated with me. Too often, when we find ourselves in a difficult situation, we immediately jump into worst-case scenarios, using negative mind talk.

Instead, he believes that, when we find ourselves in a stressful situation, we should accept it – look at the situation without labeling it and understand (and accept) that this is what our life looks like for now. He calls this accepting the 'is-ness' of life.

Tolle also believes that even negative situations can have a positive outcome.

When Arianna Huffington collapsed in her office from lack of sleep and used the experience to turn her life around, she found the positive in the negative. When things don't look good at first glance, acceptance can turn a negative situation around. If we can learn to 'lean away from the noise that our minds make, we're more able to relax and go with the moment – or to accept the moment as though we had chosen it for ourselves and let it bring on a new consciousness.

Until we accept our current state and stop fighting it, we remain 'stuck in the mud. Or, rather, what we resist, persists.

Stop 'multi-tasking'…

Often, we take on too much and then 'multitask' to get it all delivered.

We've all done this – checking mail, while meeting with colleagues, or taking important business calls while driving. I call it the 'myth of multi-tasking' because the truth is that none of the activities we're engaged in is getting our full attention – and none are being executed with excellence.

One of the simplest ways to reduce stress is to focus, as much as possible, on doing only one thing at a time. Pick one thing to work on, remove all distractions and focus on it until it's done.

You'll find it liberating – I certainly did.

Simplify your schedule…

Overscheduling is a major source of stress.

We're all constantly on the run – to the next meeting, event or situation. Try to schedule only a few essential commitments (or those that are beneficial to you or feed your soul) into each day and learn to say 'no' to the rest. If meetings aren't essential, decline the meeting invite. Schedule time for fun and relaxation.

In time, you'll get over your FOMO.

Exercise…

Do something that gets you moving every day.

It's doesn't have to be formal – walk your dog, dance with your children – as long as it happens.

Get moving – it helps.

Be early – always…

Constantly being late is very stressful. Try to be realistic about how long it really takes to get ready, commute, prepare or run errands so that you can space out your meetings to give you more time.

If you're able to manage your stress so that it becomes a positive force, you'll understand – as Bill Phillips said that 'stress should be a powerful driving force, not an obstacle.

Go forth and conquer (your stress).

Should I Stay or Should I Go? | The Working Earth

Tue, 21 Sep 2021 09:22:00 GMT

A number of JSE listed companies have recently made changes to their senior leadership teams- the new world of work has forced boards and organizations to think very carefully about the skills needed to drive growth in a post covid world.

This has got me thinking about how, and when, leaders should grapple with the idea of letting go of the reins to make way for a leadership refresh most especially in a world of such high change …

Very few leaders (beyond presidents and others in public office) serve for a fixed term.

For many of us, knowing when we've served our time and need to move on is entirely our own decision – there is no blueprint, but, the time comes (and it's different for every company and individual) when making way for fresh blood with new ways of thinking is both inevitable and necessary.

It's up to us to be alert to the signs. It could be that we've achieved all that we set out to achieve and are feeling stale or that we've seen the organization through a difficult transition, or (even) acknowledge that a different skill set is now required.

Regardless of the reason, as leaders, we're expected to know when to bow out gracefully.

The truth is that even good leaders, who have achieved a lot during their tenure, can outstay their welcome.

Some leaders believe that leaders should be 'systematically replaced to allow for a regular refresh' – meaning that the best leaders don't stay too long. Others believe in long-term continuity and stability – being able to stabilize, evolve, and grow a business while seeing medium to long-term projects through. Although, this train of thought can sometimes backfire if the leader becomes the company, and any indication that he or she might step down leads to volatility.

So, how do we recognize the signs that we've served for long enough and that the time is right (both personally and for the companies that we run) to step aside? For that matter, how do we time any organizational change correctly so that it's good for all?

You've become complacent…

You've always been bursting with energy and ideas, but start to feel that the well has run dry.

You realize that you haven't done anything new or evolved – or encouraged any new ideas from your staff – in a long time. The world has changed significantly and maybe you are still stuck in old ways trying to retrofit them in this new world. While you might not yet be in 'we've always done it this way' territory, you've certainly become way too comfortable with the status quo, and perhaps even feel a little stuck.

If you're feeling this way, you can bet that your team does too – which means that an organizational shake-up is probably needed and that you might need to step aside to make way for new thinking.

You no longer feel valued…

Where once you were a vital part of the leadership team, you're now feeling like an outsider.

Decisions that you would once have been a big part of are made without your input, meetings that couldn't happen without you now take place in your absence, or senior leadership/ the board fails to support you on important issues.

The signs are there that your opinion no longer carries the weight that it used to – which means that it's time to move on.

You can't do what needs to be done…

You've put your heart and soul into your start and it now needs to grow to reach the next level – but you don't have the skills needed to take it there. Or, it's time for your company to make a significant (but much needed) change in direction – and you know that you may not be the right person to lead the charge. You could also come to realize that the vision that has sustained you no longer aligns with that of your organization. Often, the skills required to turn a business around or get a new project off the ground are not the same skills required for the day-to-day running of a business.

It can be difficult for leaders, who feel irreplaceable, to acknowledge that the best course of action is to make way for a new generation of talent with fresh perspectives and skills.

You know that it's time to play to your strengths…

Microsoft's Bill Gates was 45 years old when he shocked the business world by stepping down as CEO to resume a tech role. And, while he'd made his fortune and could afford to take a back seat, Gates also understood that the skillset that had helped him to found Microsoft could be put to better use in another role, allowing him to stay in touch with what really excited him and devote time to building his foundation (another passion) - all while being in the best interests of Microsoft.

As leaders, we spend the first years of our careers honing skills that we lose touch with once the day-to-day intricacies of management take over. And, sometimes it's best – for us and the teams that we run – to step down and return to what excites us.

You know it's time…

Leadership is a high-pressure job. Few people can handle the long hours, stress, and responsibility needed. Managing competing stakeholder demands through a pandemic is a delicate balancing act that requires sustained energy, innovation, and stamina.

Sometimes, leaders just come to realize that it's time. Perhaps it's because their health starts to suffer or because the talent that they've developed has more energy or fresher ideas.

Regardless, sometimes they just know.

As Eckhart Tolle said 'sometimes letting things go is an act of far greater power than defending or hanging on. As leaders, we need to be alert and open to the need for organizational change – even if it means that we leave a job or company that we have sweated blood to build, to make way for fresh ideas, new directions, and growth.

May we all recognize the signs in our own lives, when they come…

Is Work from Home Working? | The Working Earth

Tue, 04 May 2021 09:13:00 GMT

When lockdown hit in March 2020, working from home allowed many companies to continue operating remotely, saving jobs and livelihoods. As the weeks and months passed, you couldn't open an online news site without seeing articles extolling the virtues of remote work. It started to look like lockdown had accelerated the 'work from home' revolution and that working from a home office would be our new post-pandemic normal.

However, fourteen months in, it appears that working from home is starting to lose its shine.

Recent announcements by global companies who are fast-tracking' return to office' plans would indicate that employers haven't fully embraced remote work.

'Work from home' movement leader, Google has done an about-face, accelerating reopening plans and announcing a hybrid model that includes a blend of both remote and in-office work. Employees have been asked to return voluntarily before the 1 September 2021 deadline and are expected to live within commuting distance of the office. Other employers, like Goldman Sachs, Ernst & Young, WeWork, Apple and Facebook will be back to in-office work from as early as April 2021.

So, why is working from home not working?

As a start, it's important to note that there are many benefits to home working. Many of them are what we, as leaders, chase on a daily basis – like increased retention, productivity, motivation, and well-being. Employees report that the flexibility of working at home allows them to fit their personal lives around work, giving them time to meet childcare and other caring needs, improve their health and reduce stress, all of which improves overall wellbeing. Dropping the commute saves time (and money) and most employees say that they are working longer hours as a result. With children back in school, working in a quieter environment, with fewer disruptions, has improved productivity for many. Finally, the autonomy that comes with working alone (along with feeling trusted to get work done) has increased motivation. For employers, savings on office space, supplies, and utility bills have reaped significant financial benefits.

So far, so good for the 'working from home' team.

Yet, as the months have passed, the negatives of home working have started to emerge, demonstrating clearly that that WFH doesn't necessarily suit everyone.

Firstly, we're all finding it hard to 'unplug' from work. Without a clear-cut change in location and defined office hours (combined with the technology that enables remote work), many of us are finding it hard to separate personal and professional time. For some, this feeling is exacerbated by things like the MS Teams status, which shows colleagues whether we're available, offline, or away (and for how many minutes). Many reports feeling pressured to be 'at desk' more so that their status stays 'green'. Those who experience difficulty switching off from work are likely to suffer from increased stress and inevitable burnout.

Secondly, we're missing out on collaboration and easy opportunities to communicate.

As Google CEO, Sundar Pichai said recently 'we firmly believe that in-person, being together, having a sense of community is super important when you have to solve hard problems and create something new – so we don't see that changing.' The lack of in-person 'water-cooler moments' is a challenge for many, leading to a feeling that we're missing out on the opportunities that these moments present to collaborate informally and build better working relationships. Working remotely also means that there is a chance that the full extent of our efforts won't be seen and appreciated, which could affect our career prospects in the long term – the 'out of sight and out of mind scenario. And, for interns, lack of face-to-face guidance from managers and colleagues could slow down their learning, making it harder to develop new talent.

Thirdly, we're feeling isolated, which is negatively impacting our mental health.

Working remotely (particularly if we're spending hours daily working, with little to no interaction with the outside world) can make us feel disconnected from colleagues (and, often, from the company itself). Coupled with a lack of office routine and the struggle to separate work and home life, this can negatively impact our mental health, making us feel lonely, demotivated, unfocused, and unproductive.

Fourthly, our employers are struggling with bloated leave provisions, which isn't great for the bottom line. Greater flexibility and being home more means that we're using any free time that we have during the week (like extended lunch hours) to get personal tasks done. So, we're no longer taking regular 'personal days' to run errands, which also means that we're taking less annual leave. This is great for employees, but a real headache for employers.

Finally, the high cost of data (and relatively low speed) of South Africa's connectivity offering is taking its toll. Data costs more in South Africa than in many other countries, a fact that severely limits access for the average South African. If you're unable to get online cost-effectively, you simply can't do your job remotely – which is the reality for many.

If working from home isn't working for all, what is the solution?

Google (along with many other employers) believes that the future of work lies in a hybrid working model. As CEO, Sundar Pichai said 'We do think we need to create more flexibility and more hybrid models.

A hybrid model means that employees have the opportunity to work in different spaces, with the majority of the time (up to 3 days per week) spent in the office, alongside working from home or from coworking or public spaces.

WeWork (a company that provides flexible shared workspaces), recently conducted a survey of flexible working thinking, which concluded that post-pandemic, while most employees expect to continue working from home for at least a few days a week, they desperately want to work in a collaborative office environment again. Employees' desire for greater control over their working destiny translates into a desire for flexibility – which is actually beneficial for the bottom line, through greater productivity, engagement, loyalty, and well-being.

Given that Google and other American companies have taken this leap of faith, it remains to be seen whether their South African counterparts will follow suit.

Building a Flexible Workforce

Tue, 06 Oct 2020 09:01:00 GMT

There's no doubt that COVID-19 has changed how we work.

And, while there have been many negatives to this pandemic, it presents a unique opportunity to shape the world of work in a way that benefits all. In many countries, we're set to see a large uptick in the use of contract or non-permanent staff, post-COVID.

There are benefits to this for both workers and employers. For contractors or temporary workers, there is the opportunity to chase technology, to hone skills (or upskill between projects) or the freedom to schedule breaks between projects to enhance work/ life balance. For employers, the rise of an agile, flexible, contract-based workforce offers the prospect of managing critical projects without the risk (or cost) of hiring skills permanently.

For the past two decades, the International Labour Organisation has been reporting on the rise of the 'flexible workforce' – or a workforce that 'grows in number to meet business needs at any given time and falls back to a baseline number when the increased size is no longer necessary.

Companies that embrace the use of flexible workers keep their number of full-time, permanent employees to a minimum, while hiring more temporary, part-time or contract employees to meet demand during busier periods or for specific projects.

The concept isn't new. We only need to look at retail or agriculture, where seasonal workers have always been brought in to meet demand in busy periods. However, what is new is the dramatic increase (over the past decade) in the use of highly skilled contractors to deliver on specific projects or work.

For employers, the benefits are numerous and include reduced payroll costs, greater talent diversity, access to expert skills that might not otherwise be affordable (or available locally) and greater employee engagement. For employees, working flexibly is part of the trend towards a gig economy – or the move towards temporary, flexible jobs and away from permanent employment. In an ideal world, this move is powered by independent workers, who select work contracts based on interest and how the work offered can grow their skills and expertise.

As our economy starts the slow journey to recovery, many leaders have had to reduce their permanent staff complement as a result of the effects of COVID and lockdown on business.

However, this has not removed the need to deliver on outstanding projects. Expanding the flexible workforce to support business and project needs is the obvious answer.

In my experience, effectively managing a large non-permanent workforce is not without its challenges. While your flexible contract workers aren't employees (in the traditional sense), they (and the work that they do) still needs to be tracked. It is important to establish a flexible workforce programme to ensure that you have the right tools in place to manage this type of work effectively. As part of this process, you need to consider:

If you're interested in scaling up your non-permanent workforce, how do you navigate these complexities? The first step is to determine when (and if) you need a flexible workforce programme. Businesses should be thinking about:

A properly managed flexible workforce can significantly positively influence business success and, with the right amount of visibility over your contractors, you can experience a better outcome. There is no doubt that, in uncertain times, talent agility is critical to organizational success. Using flexible, non-permanent talent can give you the skills that you need to get urgent work done immediately. It can also help you to build a talent pipeline to support future growth.

I believe, as John Wooden said that, today, 'flexibility is the key to stability' – and that, going forward, companies and individuals who embrace it will come out on top. Good luck.

Work and Life: Is Balance Really the Goal?

Wed, 23 Oct 2019 09:54:00 GMT

My maternity leave is coming to an end.

And, even though I've (mostly) worked through it, making myself available for key meetings and calls, I admit to being a little daunted at the prospect of juggling full-time work and full-time mothering.

Work is a necessity. As a single parent and the only breadwinner in our little family, I don't have the luxury of staying at home. But, like for many of us, work is also one of my happy places, where I feel valued, contribute and make a difference. Work is a large part of my identity, shaping how I view myself and my place in the world. And I really enjoy it.

But, there's now a tiny human in my life, who has completely taken over my heart. A human who needs time, love, and nurturing to unlock his true potential. And I love that too.

So, how do I balance two competing forces that both demand my all? How do I continue to give my best to my work and my family? And, how do I ensure that I don't fail anyone – my team, my son, or myself?

Speaking to other working parents, I know I'm not alone.

Many have shared their stories, from dealing with tiny, crestfallen faces when they miss dinner/ sports days or the school play (again!) to tales of missed deadlines and Skype calls that go awry when children intervene. Who can forget the sight of Professor Robert Kelly's wife scrambling to remove their children from the room where his BBC interview was taking place?

The dilemma of how to give your best in both spaces is a challenge that we all face – and, luckily, one that many are willing to share insight on.

As I return to full-time work, I'm trying to incorporate these sage bits of advice into my own life…

Imbalance is unavoidable…

I've been told that one of the ways to deal with it effectively is to shift your mindset away from 'all or nothing. Understand that achieving balance isn't about keeping all aspects of your life in equal proportion – like a tightrope. It's more like a see-saw – when one end is up, the other is down. So, rather than trying to balance my life daily, I'm going to try to ensure that, in the longer term, each part of my life gets a turn to be 'up' for a bit.

Focus on what's important…

While many things will compete for my time, I should only do those that are important to me. This means that I will have to track my time – and edit, delegate or discard the extraneous.

Get up early. Do more in a lunch hour. Work after the children is in bed. There are many ways to squeeze productive time into a day. Learn to say 'no'. Don't volunteer for the PTA or serve on (another) work committee. I know that, if I stop doing things out of guilt, I will open up opportunities for activities that bring me joy.

Ditch the guilt…

No one is perfect. I know that I can't do it all. Something has to give. I will miss soccer games, meetings or deadlines. As long as I've chosen to do the most important thing at that moment, I'm going to try to ditch the guilt.

Rely on others...

Build teams at home and at work.

At work, lighten your workload by giving others the opportunity to be successful. Delegate – and, if you can't – collaborate. You'll still get credit but won't have to work as hard.

Build your support structure at home. Find a good nanny, let grandparents help out (if possible), and rope in friends (if you can). I know that it's important to feel comfortable that my child is well-cared for while I'm working – and good support is the only way to achieve this.

Plan (everything)…

Some of my friends set up weekly or monthly meal plans. Many fill 'gift drawers' so that they don't have to rush out to buy last-minute party gifts. Most use online shopping for basics. The common thread in all of these life hacks is planning. As a working parent, I know that I need to plan my time like a military operation – so that I can show up and be present to my team, even when I have a sick child at home or have had no sleep.

Aim for work/ life satisfaction…

Perhaps the most powerful insight that I've received is that, if we really explore what makes us happy, we often realize that it's not about finding balance. Rather, we're looking to be satisfied in both our personal and professional lives. Satisfaction comes from finding a way to shift the balance from work to home (and back) seamlessly.

For some, that might mean negotiating flexibility at work to spend more time at home. For others, it could mean setting boundaries and learning to say no. For most, it's about prioritizing self-care. I'm taking time to find out what work/ life satisfaction means to me – and am hoping that, if I know what it is, I'll be more likely to spot the red flags and readjust, when necessary.

And so, I'm heading back to work. I'm hoping that, with time, I will find my own personal work/ life satisfaction. I wish it for you too.

'It's not wrong to be passionate about your career. When you love what you do, you bring that stimulation back to y

Leadership in the Time of ‘Business Unusual’

Tue, 28 May 2019 07:51:00 GMT

In March, lockdown instantly shifted us all into 'business unusual.

Overnight, we moved from office-based work to working from home, leaving little time for anyone to find their feet and putting us all under extraordinary pressure. For those without a home office, Level 5 Lockdown even prevented purchasing a suitable desk and chair.

Aside from the worry about how COVID-19 could impact our health (and that of our families), we've had to adjust to new ways of working and meeting new demands around clients, logistics and delivery. All while trying to deal with parenting, managing our home environments and worrying about how lockdown could affect our job security and careers. This pandemic has been, perhaps, the biggest disruptor in our lives, to date.

Nearly 60 days in, some have innovated and thrived, while others are still struggling to adapt to our new reality.

During the lockdown, I've been following (among others) the Business Results Group's free webinars for insight into leadership practice in our 'new' world. This has got me thinking about how leaders have had to change behaviour in our new virtual world. I believe that some of the challenges facing leaders today include:

How do we effectively manage and motivate people remotely when we're not able to physically 'see' them daily? How to we help our employees return to the site in Level 3 (and beyond) and manage 'survivors' guilt – where they are employed and compensated, while others aren't? How do we reconnect our company vision to adapt and thrive in this 'new normal, where many things will not be as they were before? And, how do we get everyone to buy into this new vision so that we can move forward instead of trying to cling to our old ways of doing things?

Nearly a decade ago, when I wrote an article on how consciousness positively influences business success, I referenced research by Bob Anderson from the Leadership Circle which still resonates clearly today (and could help to answer some of these questions). In a study about the correlation between consciousness and corporate success, Anderson found that high-performance companies are most often led by leaders with a 'Creative' orientation (and related behaviours), while companies dominated by 'Reactive' leaders performed more poorly. He believes that as reactive behaviour grows, creative behaviour diminishes – along with performance.

This thinking is supported by Liz Wiseman's work on 'Multipliers' – people whose behaviour multiplies or facilitates effectiveness. The traits of a Multiplier include that they are 'Talent Magnets', attracting and optimising talent. These people are also 'Liberators' who unlock and require everyone's best thinking, 'Challengers' who extend challenges to the people that they identify as talented geniuses, 'Debate Makers' who see that important decision are debated robustly before implementation and 'Investors' who instil accountability.

So, how does all of this help leaders to motivate their teams to perform optimally while working remotely, while still maintaining a semblance of balance in their lives?

1. Focus on Outcome:

Start by letting your employees work out how to work effectively themselves.

Resist the temptation to focus on making work tactical by setting strict processes, rules and procedures. It might make you feel that work is being done but being micro-managed can be very demotivating for your employees. Instead, set clear goals, some boundaries and offer guidelines – and then allow your team to exercise their creativity and work flexibly to get the job done. You can check in with them but don't check-up. Remember that, as long as you get the outcome you expect, they should be allowed creative freedom around how the outcome is achieved.

2. Identify Stress Triggers:

The first step towards identifying what positively motivates your team is to help them identify their unique stress triggers. There are a lot of potential culprits right now - COVID-19, the resulting economic fallout, increased (or decreased) workload and home environments that are not conducive to productivity. Sometimes, just acknowledging that we're living in difficult times and talking through stressors is helpful.

3. Up Your Online Meeting Game:

Personally, I'm mourning the loss of small 'water cooler moments, where I could interact with my team on a more personal level, allowing me to gauge the mood and who might need more attention. Working – and meeting – virtually means that these opportunities are more limited and have to be created, rather than occurring spontaneously.

Daily check-in video calls can help you to pick up changes in behaviour or mood that can signal larger issues – and identify high-risk employees who may need more intervention.

Remember that it's also easy to slip into 'tactical' mode in daily check-ins, focusing on tasks only. While this might work face-to-face, it can further isolate and demotivate employees who are struggling with remote work.

Foster connection by creating a space at the start and end of every check-in where people can share how they are feeling today and what they're doing to look after themselves.

Don't expect a detailed answer – some employees may prefer to rate how they're feeling out of 10. The important thing is to create the space and set boundaries so that the check-in remains positive. If you do pick up negative responses, cycle back to the affected employee after the meeting to discuss how they're feeling and offer additional help, if needed.

4. Be Human:

The truth is that, even if we're superstars, we're feeling stretched and stressed right now.

These are unusual times, over which we have little control and, in the case of Lockdown, are actively being controlled.

Now, more than ever, leaders need to be available and need to be human.

Focus on how you communicate with your team. Be transparent and share as much information – particularly around company and job stability – as you can.

Encourage them to take breaks and observe weekends. Set up events to help them blow off steam – like exercise challenges, virtual Friday drinks or games evenings.

Either make your calendar transparent or set up times for 'drop ins' (the new 'open door') when you're online and available to chat, outside of set meeting times.

Understand their personal circumstances and give leeway, where needed.

5. Communicate:

Communicate, communicate and then, communicate some more.

In an ongoing crisis, clear communication is more important (and more difficult) than in times of calm. As leaders, our communication needs to address the core questions of what, how and why. If we don't get this right, we end up confusing people even more. So much communication addresses 'what' needs to happen and even 'how' it needs to do so. But, too often, 'why' isn't effectively communicated. This is a problem because 'why' gives the audience a deeper understanding and allows them to align with the 'how' and 'what. In times of crisis, our teams need insight into our thinking and wisdom.

We're living in uncharted territory at the moment and are all suffering the consequences, to varying degrees, of this pandemic and its resulting economic fallout.

But, as neuroscientist and author Abhijt Naskar say: 'The world is going through a period of crisis, but whether we look at it as a crisis or as an opportunity to reshape our thinking depends on us.'

Business Results Group - https://www.brg.co.za/

Making Mistakes – How Important is Psychological Safety?

Mon, 27 Aug 2018 07:40:00 GMT

As employees and members of society, we sometimes remain silent when we know that we should speak up.

We see a project, process, or person veering towards disaster and know that we should intervene, share our ideas, or contribute in some way – yet we stay silent.

Perhaps this is because we fear the consequences or repercussions that might follow if we do speak.

Perhaps we are concerned that our ideas won’t be taken seriously, without criticism. That speaking up – and getting it wrong – might be held against us.

Perhaps we know that if we speak up, we’ll be forced to become involved in finding a solution, so staying silent seems to be the path of least resistance.

Whatever the reason, silence often occurs (particularly in the workplace) when speaking up is most necessary.

Research shows that we hold back on contributing when it does not feel safe to do so.

When we feel that the benefits of silence outweigh the benefits of speaking up – or, as Harvard Professor Amy Edmondson believes when we don’t feel ‘psychologically safe’.

Edmondson defines psychological safety as the ‘belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes’.

We feel psychologically safe when our team or environment supports risk-taking and is a place where we can show ourselves without fear of negative consequences for our self-image, status, or career. More simply, where we feel comfortable being – and expressing – ourselves.

Building psychological safety in your team or environment has many benefits.

Feeling safe means that we’re more likely to take risks that lead to market breakthroughs, innovate, implement diverse ideas and drive performance. We’re also more likely to be creative.

If we’re encouraged to express ourselves without fear of failure or retribution, we’re more likely to have a shared purpose and identity and remain open to learning.

All of this may lead to higher levels of engagement and longer tenure.

As leaders, how can we build psychological safety in our teams?

Edmondson says that it’s as simple as focusing on 3 key areas…

Framework correctly.

Be clear that you don’t have all of the answers and will need help from the team to solve problems or get work completed along the way.

Set work up as a learning – and not an execution – a problem so that the team is clear that there are areas of uncertainty that require input from everyone.

Or, as Edmondson says, we need everyone’s head in the game.

Acknowledge your own fallibility.

We all make mistakes. As leaders, acknowledging our mistakes creates a climate of openness, where mistakes are allowed. Encourage the team to speak up by saying straightforward things like ‘I may miss something and need your input’.

Model curiosity.

Questions encourage a learning mindset – and make speaking up necessary.

As leaders, we need to ask questions – and listen to the answers.

Other ways to build psychological safety include:

Always speak human to human.

Sometimes, we lose sight of the fact that we’re all human – with universal needs like respect, competence, status and autonomy. A simple way to get this right – and to encourage communication – is to remember that we’re all ‘Just Like Me’ – people with beliefs, hopes, anxieties and vulnerabilities ‘just like me’.

Create team rules.

And confront unreasonable behavior early.

Be accessible.

Autonomy is important - but your team still needs to know that you’re always available to answer questions, provide guidance and help – no matter how trivial. Be the safety net – if they need one.

Finally, model accountability.

Excellence isn’t achieved purely through psychological safety.

Psychological safety is about letting up on the brakes. Without accountability – or your foot on the gas – everyone is in a comfort zone, where no-one excels.

As leaders, we need to have – and expect – accountability for excellence to blossom.

Focus on creating an environment where your people feel safe making mistakes – and are accountable – and I’ll show you an environment where excellence is possible.

‘Mistakes are the pathway to great ideas and innovation. Mistakes are the stepping stones to moving outside the comfort zone to the growing zone where new discoveries are made and great lessons are learned.’

Seven Swords of Rpo by Gm of the Working Earth

Mon, 30 Oct 2017 07:26:00 GMT

Anything that is not core to the organization's function is likely to be accomplished at less than optimum efficiency. While large conglomerates may justify in-house recruitment operations, the rest of the organizations may realize better efficiencies with an externally managed process. Placing recruitment in the hands of specialists will help an organization benefit from technology-enabled processes that will increase the quality of the outcome. The RPO model provides a comprehensive, integrated approach to the conception and implementation of effective recruitment processes. This is done in a streamlined, consistent manner.

What is RPO?

RPO is a process whereby an organization chooses to outsource part or all of its recruitment needs.

Seven Swords of RPO

The Unsung Heroes Behind Every Successful Business

Thu, 27 Jul 2017 07:12:00 GMT

From the earlier days of pouring coffee, answering the phone, and sending faxes, the typical carbon copy secretarial role has been replaced by the role of an executive assistant which has now become pivotal to the success of any great leader…

What is an executive assistant?

An executive assistant not only plays the role of a confidant, problem solver, sounding board, detective, and diplomatic person but they are also someone who will tell you the truth when everyone else is running for cover. They are your "eyes and ears" within the organization and they constantly gather intelligence for you.

With today's face-paced environment, and high demands placed on businesses, an Executive cannot always make it on their own and that is not an insult, it's reality. The bigger the goals Executives have, the more assistance they require in accomplishing them. Executive Assistants provide the foundation needed to realize these goals.

An assistant is your own devoted, private resource who is there to make you more efficient, more effective, more productive and to bring balance to your life. They act as your business partner, managing all the day-to-day affairs of your office and in return allowing you to focus on the essential business of growing the company and making it more profitable. They are there to provide direct support to you. They are facilitators, ensuring the smooth flow of information to you and from you, preventing bottlenecks, and keeping anything that will not enhance your productivity away from you.

Some companies think that it will be best for executives not to have assistants so that they can cut costs but with everything mentioned above, will you be able to concentrate on your sole purpose, which is growing the company and making it more profitable, while you need to run around and manage day-to-day affairs of your office? A simple answer is no.

"Coming Together is a beginning; keeping together is progress; working together is success" Henry Ford

X-raying the reason for leaving your job

Thu, 13 Jul 2017 07:02:00 GMT

With many years of recruitment experience under my belt, I am often concerned with what prospective candidates put on their CVs as their "reasons for leaving" their current job. If you are on the market, be cautious of what you are listing as your "reason for you leaving" your current position; will a future employer interpret it the way that you want it to be understood?

With this in mind, I dusted off the old X-ray machine, and decided to put my thoughts to paper and help you as a candidate to prepare and ensure that your reasons for leaving are well thought through and will be received well by a hiring manager…

Time to re-evaluate what was your real reason for leaving your last position? Have you been upfront and totally honest when discussing your reason for leaving, with your recruitment agent or hiring manager? Your reasons for leaving need to be specific, honest, and valid. There has to be a trust relationship or they will X-ray you even further.

RPO : The Talent ammunition you need

Thu, 01 Jun 2017 12:20:00 GMT

The war for talent rages on…

The battle cry sounded long ago, have you entered the battle with a strategy or are you on the battlefield unarmed?

In the midst of chaos, Recruitment Process Outsourcing (RPO) has proven to deliver control. The news is out- RPO may be the ammunition you require!

Do you find yourself struggling to hire quality talent at the pace that your business requires? Do you lack the resources and expertise needed to achieve talent acquisition excellence to position talent as a strategic advantage in your organisation?

The RPO model provides you with a comprehensive, integrated approach to conception and implementation of effective recruitment processes. This is done in a streamlined, consistent manner.

What is RPO?

RPO is a process whereby an organisation chooses to outsource part or all of its recruitment needs.

Seven swords of RPO
1. Quality of hires ensured

RPO providers are specialist recruiters and therefore invest heavily in their recruitment staff, recruiter training and technique and recruitment technology and tools, as this is their core business. Whereas a corporate recruiter may have budget limitations. These recruiters focus on only one thing: recruitment. Whereas corporate recruiters are often responsible for other aspects of HR. RPO recruiters have gained deep industry knowledge as well as extensive experience. For these reasons, the hire is guaranteed to be top quality.

2. Cost Reduction

RPO providers can scale up and scale down their recruitment activity to match the fluctuating hiring needs of the client, therefore, the organisation does not have to hire more permanent staff, and costs change from fixed to variable with this recruiter on demand model. In business, to use the old adage, time is money. Every day that a position remains unfilled costs a company. Better quality means better retention and opportunity costs reduced. Filling vacancies fast is better for productivity and reduces the number of HR resources spent on sourcing candidates. RPO providers are ultimately measured on time to hire, the cost of hire and quality of hire. there is also no need for the client to incur additional costs such as advertising, job boards, etc when partnering with an RPO provider as the provider assumes complete responsibility. As Brian Tracey mentioned “Hiring the wrong person is the most costly mistake you can make”, RPO assists you in avoiding this.

3. Scalable Model

As companies experience peaks and troughs to staffing, an RPO model is regulated to flex accordingly. If a company is expanding or opening a new department it will need more staff, while if it is downsizing or it has to implement a hiring freeze, it will not. RPO providers have structures in place to adapt to any situation. They can scale their recruitment team up and down as needed. At the end of the day, the client pays for what they get; successfully filled vacancies, nothing more, nothing less. RPO providers are flexible and can accommodate every situation.

4. Reduced Time to Hire

Internal RPO resource models scale to overcome the challenge of tight time to hire deadlines. Most RPO providers will have established a time to hire models. Considering their expertise in this field, time to hire is reduced significantly.

5. Talent Pooling

The RPO provider will present the client with the best people for the job. All strong candidates are pooled and actively engaged with, creating a community for future hiring. Through means such as candidate mapping, social media and other brand outreach programs RPO proactively creates a talent database of both passive and active candidates, that cannot be built via traditional recruitment methodology. In addition, RPO incorporates value-added initiatives such as employer branding to ensure candidate- culture fit. Effectively the RPO model improves hiring manager satisfaction and improves staff retention. An ancillary benefit of RPO Is that it assists in delivering diverse candidates.

6. End to end recruitment process

RPO providers may re-engineer a company’s entire recruiting process so that it is consistent across all departments within the organisation. This makes it easier for management to follow progress and understand how the procedure is developing at any given time. By adopting a holistic approach from design to implementation, the RPO model centralises recruitment processes and ensures consistency by standardising best practices, managing compliance issues, and minimising risk, by getting involved in the entire recruitment cycle from staff planning to onboarding to candidate support.

7. Analytics and Reporting

RPO providers track and trace every stage of the recruitment process allowing for real-time reporting and detailed insights for prompt decision making. This also makes it a lot easier for future audits of recruitment activity. RPO providers are entirely accountable for filling positions whereas contingency searches are not guaranteed. and they undertake to deliver more value at optimal cost and management is provided with hiring metrics including candidate satisfaction, cost efficiencies and talent pipeline. RPO firms are experts on labour laws and standards. Detailed records are kept, mapping every stage of the recruitment process. They are guaranteed to implement fully compliant, auditable processes and methods.

Let us assist you to prepare for battle by taking care of your talent needs whilst you take care of your business needs. Choose RPO as your strategic and competitive talent advantage.

As Jim Collins said, "A company should limit its growth based on its ability to attract enough of the right people." Let us help you grow your business…

Wendy Kirstan

Talent Acquisition manager advises young graduates on how to be successful in the workplace

Thu, 08 Dec 2016 12:23:00 GMT

So, you've just signed your job offer for as a January 2017 graduate – Congratulations! But, what do you do now? What can you expect? How do you prepare?

These questions can all be very overwhelming, many of which are addressed in this article to prepare you for the ensuing challenges and expectations that you will face as you enter the corporate world.

1. Time management

As you leave your care-free student days behind and start your first job you need to take responsibility for how you manage your time. Arriving on time is essential in a corporate environment. Consider the advice below:

2. The Corporate world

Adjusting to a corporate culture is most likely the biggest challenge that you may encounter when entering the workplace for the first time. This is quite life changing as you realise that you have commitments to honour and that you will be held accountable for your actions. The reality is that you have to start at the bottom, prove yourself, and focus on learning as much as you can. There are a number of factors to think about in this regard:

3. Understanding your earnings

It is imperative for graduates to understand their payslip. Some of the important terms you will need to understand are:

It is important to understand what you are earning in real terms so that you are assured of being remunerated at the right level and so that you can budget accordingly – the worker is worth his wage! Request a breakdown of a payslip from the company before you start and find out if there are any benefits or deductions that kick in later, for example after six months from start date, you should request a breakdown of a payslip for that period as well.

4. Conditions of employment

Make sure that you pay attention to the following:

5. How to budget

It will be difficult to manage your finances responsibly if you don't have a budget. Use the salary breakdown and nett earnings as mentioned earlier to draw up a budget. Make sure to deduct essential living expenses first, and to set money aside for unforeseen circumstances. You may find it useful to set short and long term goals to achieve your financial goals.

Always remember that "The price of success is hard work, dedication to the job at hand, and the determination that whether we win or lose, we have applied the best of ourselves to the task at hand" Vince Lombardi

In conclusion, your first few months as a working professional will be a huge learning curve and could leave you feeling overwhelmed. Pause, take a deep breath, and focus on what you want to achieve in your career. You can do it!

Talent Acquisition manager advises young graduates on how to be successful in the workplace

Thu, 08 Dec 2016 09:49:00 GMT

So, you've just signed your job offer as a January 2017 graduate – Congratulations! But, what do you do now? What can you expect? How do you prepare?

1. Time management

2. The Corporate world

Adjusting to corporate culture is most likely the biggest challenge that you may encounter when entering the workplace for the first time. This is quite life-changing as you realize that you have commitments to honour and that you will be held accountable for your actions. The reality is that you have to start at the bottom, prove yourself, and focus on learning as much as you can. There are a number of factors to think about in this regard:

3. Understanding your earnings

It is imperative for graduates to understand their payslips. Some of the important terms you will need to understand are:

It is important to understand what you are earning in real terms so that you are assured of being remunerated at the right level and so that you can budget accordingly – the worker is worth his wage! Request a breakdown of a payslip from the company before you start and find out if there are any benefits or deductions that kick in later, for example after six months from the start date, you should request a breakdown of a payslip for that period as well.

4. Conditions of employment

Make sure that you pay attention to the following:

5. How to budget

It will be difficult to manage your finances responsibly if you don't have a budget. Use the salary breakdown and net earnings as mentioned earlier to draw up a budget. Make sure to deduct essential living expenses first, and to set money aside for unforeseen circumstances. You may find it useful to set short and long term goals to achieve your financial goals.

In conclusion, your first few months as a working professional will be a huge learning curve and could leave you feeling overwhelmed. Pause, take a deep breath and focus on what you want to achieve in your career. You can do it!

Are you on the right career path?

Tue, 06 Dec 2016 12:29:00 GMT

Figuring out what you want to do with your life can be quite stressful. Schools and the education system assist us in finding our passion and interests. From as early as grade 9 we are given career guidance, this helps us learn more about what you want to become in the next 5 to 10 years.

Many millennials seek fulfilment from their careers and also finding work that is purposeful. You wouldn't want to spend 8 hours of your time working and not get any results or have no impact in your company. With all of that said, how are you supposed to know if you are on the right path if what you want is always a few steps ahead of you? Here are 7 ways to know if you're on the right career path for you.

1. You have blocked the noise

You have eliminated all the external noise in your life that prevent you from prospering. You don't live according to what society expects and what people think does not affect you. Most importantly, you are connected to your desires and you take time to plan your next move.

2. You are doing what excites you the most

Mondays are not a drag for you, you actually wake up in the morning with a lot of energy to tackle your work. You get to a point where you don't count the hours at work because you are doing what you love doing. A quote attributed to Confucius says "Choose a job you love, and you will never have to work a day in your life."

3. You are a master at what you do

You do your work effortlessly which is inspired by the talent and abilities you were born with. Your work is better than anyone you know. You are playing your own game with no stress or pressure.

4. You don't settle for mediocrity

All your time is invested in one project that you are good at and not on side projects that can cause a disruption in your career growth. This means you are focused and have direction in your career.

5. You don't work for schedule, it works for you

Companies these days accommodate employees and how they want to work so your schedule is centred around the time your creativity is most active. If getting your work done at 5am helps you be more productive then you're doing it right.

6. Everything in your life is 'working'

Your thoughts, opportunities, resources, money and time are synchronised which creates balance in your life. You no longer have limiting beliefs that hold you back on living a good life.

7. You are committed to service

You care more about the impact of your work. You fully support businesses that are centred around a collective rather than one person. You are constantly checking trends to create new ways of solving problems.

Not following a career path that's right for you? Get in touch with us!

Are you a Smart Recruiter? | The Working Earth

Tue, 06 Dec 2016 09:46:00 GMT

Many millennials seek fulfilment from their careers and also find work that is purposeful. You wouldn't want to spend 8 hours of your time working and not get any results or have no impact on your company. With all of that said, how are you supposed to know if you are on the right path if what you want is always a few steps ahead of you? Here are 7 ways to know if you're on the right career path for yourself.

1. You have blocked the noise

2. You are doing what excites you the most

3. You are a master at what you do

You do your work effortlessly which is inspired by the talent and abilities you were born with. Your work is better than anyone you know. You are playing your own game with no stress or pressure.

4. You don't settle for mediocrity

All your time is invested in one project that you are good at and not on side projects that can cause a disruption in your career growth. This means you are focused and have direction in your career.

5. You don't work for schedule, it works for you

Companies these days accommodate employees and how they want to work so your schedule is centred around the time your creativity is most active. If getting your work done at 5 am helps you be more productive then you're doing it right.

6. Everything in your life is 'working'

Your thoughts, opportunities, resources, money and time are synchronised which creates balance in your life. You no longer have limiting beliefs that hold you back on living a good life.

7. You are committed to service

Not following a career path that's right for you? Visit JonTI to view and apply for jobs or click here to visit our website.

Tips on how to cope with a bad manager

Thu, 01 Dec 2016 12:36:00 GMT

Legends say: "Do what you love and love what you do" but this is not always possible. You may love your day job but have a manager or boss that you don't get along with. This impacts your day job as things can get difficult. A bad manager really impacts your mood. Motivation disappears, you feel as if you are not valued and uninspired.

Employees always expect their managers to be fantastic, someone who helps them out, makes them feel valued, and motivates them each and every day. However, this is not an ideal world. Managers can be micro-managers, have anger issues or are not competent enough to be a manager or head of department. Some managers even go to the extent of using their employees as instruments for their own success.

The reality of this is that even though your manager demotivates you, you still have to get your work done and make the best of the situation as you spend most of your time at the office. Today we have put together a list of tips to help you identify the type of manager you have and how to deal with them.

The buddy

This is a type of manager that is always too friendly but not in a fun, happy-go-lucky way. They constantly invite you to dinner parties or to hang out after hours. A type of manager that divides the team according to their own favourites and this causes a lot of tension and frustration among the team.

Tips to neutralise the Buddy

Step one is to set firm boundaries. Do not be intimidated by the position they hold. The boundaries that you set will allow you to take control of the situation and you can remain friendly and polite during the work day and not be afraid to say no to hang out after hours. If your manager is persistent, it is best to distance yourself from all the invites and behaviours you deem inappropriate. This will help you maintain a healthy work relationship and you will still be able to succeed.

The Micromanager

This type of manager is every employee's worst nightmare. This manager is constantly watching you and checks up on your times or ask for updates and progress on your work every 5 minutes. It's the type of manager that will say you can improve, then will sit and watch your every move like a hawk. A micromanager pays a lot of attention to small details and you begin to feel frustrated and demotivated because of the constant hovering and nagging.

Tips to neutralise the Micromanager

Prove to your micromanager that you are flexible, competent and disciplined by constantly communicating with them. Working with micromanagers is always tricky as they will never stop searching for something to over analyse and micro manage. To overcome this, you can try asking more questions about the project on hand, check in more frequently and never allow your managers' obsession to create feelings of inadequacy as this will only lead to stress. Always remember that your work is done to the best of your ability and your report is still accurate, whether it includes a staple or not.

The incompetent

This is the type of manager that has no skills, experience or knowledge to be in the position. It is most likely that this manager was hired or promoted hastily and holds a position that they are not capable, experienced or qualified to have. You have to report to them and so do other people who have probably been in the company longer than they have or people who have more experience and qualifications, which this manager lacks. Dealing with this manager could be much trickier than the others explained above as this is the type of manager that will pull the higher rank card irrespective of whether you have much more knowledge and qualifications.

Tips to neutralise this situation

Having this type of manager and boss becomes really frustrating for employees as they always take credit for the work of the team and no recognition is given to the team or the individual employee. It is sometimes best to swallow your pride especially if you are more experienced and qualified and share your knowledge.

Always remember that you are unique and good at what you do. Do not let your bad manager or work situation get you down and make your work life miserable. It is best to just take it with a pinch of salt and always look at the positive in everything. So whether it is just a simple comma missing or if you have been told that you are not good enough, no matter how bad your boss' behaviour, don't allow it to affect your work. Remember, you want to stay on good terms with other leaders in the company (and keep your job!).

Looking for a new job? Visit our website, to search and apply for jobs.

Some of the highest paying jobs in South Africa

Tue, 12 Jul 2016 12:03:00 GMT

Everyone wants to have an occupation doing what they love, a job they have a passion for and an occupation they would never get bored of. I mean, if you think about it, we do spend a huge portion of our lives at work. However, for most South Africans the other important factor is how much will their "perfect" job pay? Here is a list of some of the highest paying jobs in South Africa. While some of you may think that it's not within your reach, the truth is that you will be surprised!

Highest paying jobs in South Africa

Software Engineer

We all love using a laptop or computer, more often than we actually use a pen and page or read a newspaper. A software engineer makes this possible for us. They are the geeks behind a computer instructing it to perform its functions as a user commands. This is all done with specialised coding and programming. Now for the shocking part, an average software engineer in South Africa earns approximately R295 992 per year, but this increases rapidly depending on the experience and skills you attain.

Airplane Pilot

Who hasn't thought of being an airplane pilot when they were younger? Well, those that did make it into this very difficult industry will be flying really high. To become an airplane pilot for a very big airline, requires a lot of flying hours. This may seem time consuming and expensive but the heights for your career is worth it. The salary of this career varies according to the airline however, an average airplane pilot can earn about R372 001 per year but you can expect to earn a lot more if you are qualified and experienced. Find airport jobs to suit your needs today.

Accountant / Auditor

One of the highest paying jobs in South Africa is an Accountant or Auditor. Yes, that's right, the people that prepare and examine the financial records of a business and ensuring the balance sheets and financial statements are all in order have made the list! An average accountant / auditor totals up a salary of about R476 000 per annum. But this amount is dependent on experience, qualification and skill. Looking for accountant jobs? Visit The Working Earth to look for vacancies.

Doctor / Medical Specialist

Off course they are on the list! The salary range for doctors and medical specialists varies greatly based on the field you wish to pursue. There are a lot of different branches and fields in the medical industry and they tend to earn according to the specific medical field, skills and experience. An average general practitioner earns about R476 000 per annum, but as explained above this amount increases as you specialise.

Air Traffic Controllers

Who would have thought the person controlling routes of airplanes gets paid more than the person controlling the actual airplane? Air traffic controllers are responsible for keeping the air ways safe. This occupation requires a lot of concentration as air traffic controllers have to reroute aircrafts to avoid crashes. This is a very stressful job as they are responsible if anything goes wrong. Due to the amount of risk involved in their work environment they earn about R583 450 per year.

IT Managers

The technology era arrived and is here to stay. Pretty much every human being is affected by technology and the rapid changes of technology. Due to this, there is a higher demand for IT professionals and managers. A beginner IT professional that is in possession of a Bachelors or Masters Degree can expect to earn approximately R587 230 per year.

Lawyers

Every company and individual has to go through a legal case at least once in their lifetime. Companies are faced with legalities more often and this brings about the need for legal understanding and advice. It is due to this that lawyers are always in demand. Qualified lawyers in South Africa can expect to earn a starting salary between R643 440 and R655 000 per annum.

Here you have it. Some of the highest paying jobs in South Africa. Are you looking for one of the highest paying jobs in South Africa? Browse The Working Earth and Jonti for your dream job.

Failure- only a stepping stone to success

Fri, 24 Jun 2016 12:00:00 GMT

"I have not failed; I have just found ten thousand ways that don't work" Thomas Edison. So, the cycle of success begins…

Derek and Thomas are both in the sales industry. Derek shoots the lights out month after month- reeling in the commission, but Thomas just gets by, some months making targets, other times not. Who's the winner in this story? They both are! They both try, they both never give up because as Winston Churchill once said "success is not final, failure is not fatal, it is the courage to continue that counts."

Most of the geniuses in the world failed in their first attempt to achieve a goal. In fact, history most fondly remembers those who had to overcome challenges and obstacles before achieving their successes. Henry Ford's first 5 businesses failed before he opened the popular Ford motors, Walt Disney was fired and the editor said he lacked imagination just before he found his recipe for success, Einstein could not speak until he was four and could not read until he was seven but he went on to win the Nobel prize.

Don't let failure get you down, use it as a stepping stone to success, here's how:-

Fear prevents us from achieving the desired objective because we do not want to take risks. We allow our minds to be filled with a lot of 'what ifs'.

Always remember that "failures, repeated failures, are finger posts on the road to achievement. One fails forward toward success." - C. S. Lewis. Don't allow one fail to keep you from succeeding, press on and use it as a stepping stone to your greatest achievement. Push those boundaries until you exceed your targets.

The Working Earth offers consulting services which include testing and training programs to help you overcome your failures and assist you with achieving your goals in your business.

By Evelyn Motswiri, Helpdesk Supervisor – The Working Earth.

Don’t just sell your product, sell your story

Tue, 14 Jun 2016 11:55:00 GMT

We can all relate to storytelling back in our childhood, when part of the daily routine was to fill our tummies and ask our parents to tell us a story. Stories have a way of getting us to sit back and listen attentively and relate to what others have to share. In business, when we engage with our customers, we usually try to convey what we are selling with the features and benefits of our product, tied in with our confidence and belief in the product we are promoting. However strong and effective storytelling can set us up for successful selling.

Using this skill to help you sell, brings in an emotional and psychological element, in that, while you captivate their attention with your story you are also able to get potential customers to buy into your product. Here's how:

Speak to both fact and logic –entice with emotion

Often we come across customers asking "why should I buy from you?", "what makes your product different?", in this instance, there are facts that we can mention, for example, "We are the number one selling e-recruitment brand in South Africa", or "our quality and competitive pricing sets us apart". These facts are great when we want to imprint the benefits of our products in our customer's mind. But, if we want to inspire our customers to act quickly, we can bring in an element of storytelling, where we share previous scenarios when decision makers didn't act quickly enough to try and entice the customer.

When we tell a story they come from a sacred place which is unique to each of us, this comes across to the customer so they can relate to you, your story and why they should buy from you.

Why tell a story?

They are personal

The customer is the main character in this story. So your story should be personal in the sense that they can relate to it. Your company then, is the supporting character which offers the tools to solve the problem.

They can increase revenue

Organisations are based on numbers, and data dumps and spreadsheets can sometimes overwhelm customers. When storytelling becomes part of your presentation to customers it puts the customer at ease and brings in a human element which helps to drive the bottom line.

Brand awareness by word of mouth

People never forget how you made them feel, especially customers that are happy with the solutions you've offered and the stories you've told. These customers and decision makers, will inevitably go on to tell their colleagues, friends and other decision makers, and so this word of mouth creates awareness for your brand.

You can be authentic

Even though storytelling can be a cost effective means for advertising amongst your customers, it does require some skill and craft. This is an opportunity for you to unite ideas and emotions which creates a one on one relationship basis with your customer. By understanding how your customers feel, you will be able to bring about an authentic view of your product content.

Have a look at the stories our clients have to tell about us!

Contact the The Working Earth for information on how we can help your e-recruitment and talent needs.

Article by Waseemah Patel, E-recruitment Sales Consultant

Software Development as a career path

Thu, 09 Jun 2016 11:48:00 GMT

"First, solve the problem. Then, write the code." - John Johnson

Are you interested in a career in software development but not sure what it's all about? If your answer is 'Yes' then you probably have many questions about what a career in software development involves.

To help us answer questions about how to become a software developer and what it takes to succeed in this career we had a sit-down with our Software Developer, Shahzaad Ismail and asked him a range of questions about a day in his job and career. Here's what we found out.

Tell us about a day in your work life?

The first thing I do when I get to work in is set my goals for the day then I prioritise the tasks I have ahead. Sometimes there might be urgent work that needs to be done for clients which at times needs attention. When it comes to software development always expect the unexpected.

What qualification and/or experience does one need to become a Software Developer?

In terms of qualifications, you need a Computer Science related degree or diploma. This type of qualification is essential for grasping critical concepts in software development. Tertiary qualifications are important because they enable you to learn the various types of development techniques and languages which one can specialise in. In terms of experience, you need to have some programming experience from the word go.

How did your career start?

My career started with a few small contract projects which allowed me to gain some essential experience in my field. This helped me build up my skillset in order to apply for a junior IT developer position at a company.

What character traits does one needs to be a successful Software Developer?

You need to motivated, proactive and be able to cope with change. Also, software development requires one to work in a team so you need to be a team player.

What are the main challenges and opportunities in Software Development?

One of the major challenges faced by a Software Developer is the business environment because it is forever changing. This means that you need to be learning all the time.

Software development has many opportunities. It is never too late to learn, there are courses that can be done both online and offline. Also, the possibility of working remotely has enabled software developers to do work without physically being in an office.

What do you like most about your job?

My job allows me to Interact with different people and learn new technologies. Those two elements keep my job and career enjoyable and exciting.

What do you dislike about your job?

Overall I really enjoy what I do.

However, sometimes I am required to manage expectations and do some damage control which can turn out to be a difficult situation.

What matters the most between qualification and experience in Software Development?

I would have to say experience counts the most because it proves that you are capable of doing the work required. Meanwhile, qualifications are there to prove that you are able to do the work.

What value does your work add?

The ability to provide solutions to businesses and help businesses make decisions with data provided from software based solutions.

What would be your advice to anyone who would like to become a Software Developer?

If you are in high school make sure you have mathematics as a subject and consider taking Information Technology as a subject. This will prepare you for a tertiary qualification.

Tutorials on the internet will assist you in getting the basics and this will enable you to learn quicker and get some practical experience.

For over a decade, The Working Earth has built relationships with many of South Africa's leading employers, giving our team access to top job opportunities.

Sharing is caring. If you found this article helpful and know of someone who would benefit from reading it, please share the article. Keep an eye on our blog, Facebook, LinkedIn, Twitter and Google Plus for more updates about the Career Profiles 2016.

How to get your CV recognised

Tue, 07 Jun 2016 11:27:00 GMT

You find it an enigma…you're the perfect match, you've applied for several vacancies, but you haven't heard back from a single recruiter? Why? Look to your CV- you may not be selling yourself well enough!

Your CV is part of your personal brand! Your CV Is your very own marketing document and is often the first point of contact with a potential employer.

This crucial document showcases to potential employers which of your skills and experience you can offer their organisation. You need to make sure that you include the right information to make the right impression. Helen Keller said, "I cannot do everything, but I can do something. I must not fail to do the something that I can do." - The something that you can do is get your CV up to standard!

Ensure that you have the following checked on your CV in order that it may be recognised by a recruiter amongst a pile of CV's'-

Lastly, ensure that your CV is spell checked, formatted and proofread.

The Working Earth specialists will guide through your job hunting experience. For more information, contact us on 011 475 9668 or visit our site on www.theworkingearth.com to view our vacancies.

Article by Ivona Lewis, Recruitment Consultant.

Is your attitude deterring your success?

Tue, 31 May 2016 11:23:00 GMT

Two men look out of their prison bars, one man sees the mud and gets depressed whilst the other sees beautiful stars that warms his heart- attitude matters!

Have you ever woken up in the morning wondering what your day would be like? Have you ever woken up and actually told yourself today is 'going to be a good day!', 'it's going to be a productive day!' - It all starts with the moment you open your eyes, it begins with your first thought of the day.

A good attitude in a work place and in general in life is important to your success, what you give out is what you get in return. If you don't have the right attitude, you will feel that your job is more complicated, tedious or harder to execute, and everyday life challenges are more difficult to handle. With the right positive attitude you begin to love what you do and what you love drives your accomplishments and ultimately your success. Zig Ziglar said; "you cannot tailor make the situations in life but you can tailor make the attitude to fit those situations"

They say the mind is a powerful tool, the more you complain about your surroundings the more you become unhappy. Attitude is a master key to success, the better your attitude to a problem the faster you are able to come up with a solution. Positive thinking motivates not only yourself but the people within your space; positivity is known to defeat all negative odds against you.

Here are 8 few tips on how to improve your attitude:-

Remember these wise words: - Nothing can stop the man with the right mental attitude from achieving his goal; nothing on earth can help the man with the wrong mental attitude. Thomas Jefferson.

The Working Earth has specialist recruitment staff that focus on both clients and candidates and will help you come off stronger than your competition. For more information contact us on 011 475 9668.

By Cleonia Rigney, Administrator, The Working Earth

The importance of computer and cyber security

Tue, 24 May 2016 11:18:00 GMT

We live in world that is immersed in technology. Over the past decade more and more of our interactions have become driven by technology.

The need to have access to information on the go has become part of everyone’s daily lives. With the current situation it has become apparent that with the need to have access to information be it financial, research or for leisure purposes, at some point certain information about you as an individual is being transmitted.

The internet has become a vital tool for everyone and with this access to information and the ability to do transactions of a financial nature or send personal information to another party, security has become a major concern.

Here are some security guidelines to help prevent one from falling prey to cyber-crime:

Latest web browser:
The web browser is a tool used to access pages on the World Wide Web it is a means of access, which can pose a risk if the latest update software is not installed. Developers are constantly securing and improving the efficiency of the browsers. Some browsers have built in virus scanners so it would be to the user’s advantage to update their browser to the latest version.

Updates and patches on Operating Systems:

Operating systems enable a user to perform their tasks on a computer. Over time exploits are developed to compromise the security of the system. Software developers release updates and patches to close off the security risks. It is highly recommended to update your software as soon as possible.

Anti-Virus Software and Firewall

Anti-Virus software is a given standard, not having an anti-virus software would just expose a user to viruses and malware. The anti-virus software runs on your computer in the background, monitoring activity and has the ability to detect virus like activity.

Many Anti-Virus software vendors have “free home/personal use” editions which users can download to enjoy basic virus protection.

The purpose of a firewall is to prevent unauthorised access to certain areas of a computer. It has the ability to block out attempts to access and will be able to notify the computer owner about the attempted security breach. Only authorised users/owners are allowed access.
Many operating systems come with a standard built in firewall which is sufficient for daily use. It is highly recommended that the firewall is switched on at all times.

In conclusion, always be mindful of downloading and installing software from the internet from sources or websites that you don’t really know. These are sometimes used as agents to conduct a cyber-attack.

Jonti is an e-recruitment platform which offers an end-to-end Application Tracking System (ATS). The system is hosted in one of South Africa’s state of the art datacentres which has firewalls and encryption to prevent unauthorised access.

Jonti works with the latest browsers and is platform independent. For more information about our service offerings or to request a demo kindly visit www.theworkingearth.com .

Article by Shahzaad Ismail, Technical Teamleader.

The Recruitment Dilemma

Tue, 17 May 2016 10:39:00 GMT

You are the talent lead at your company and you've decided to manage the recruitment function on your own.

What with the advances in technology, social media and professional networks surely finding the right candidates should be like shooting fish in a barrel? Right?

Well… Maybe not!

Managing the recruitment function on your own could have its pitfalls… it is like project managing your own construction project.

You may end up saving on the overall budget but consider the opportunity costs that is:

Consider the following challenges when deciding to manage your own recruitment function:

Resource Overload :

Social Networks :

Agencies :

Advertising

Internal Databases :

Job Boards :

In this tough economic environment it is understandable that you might want to personally manage the recruitment function. As you can observe from the above there are a multitude of factors that you have to consider when proceeding down the "DIY" route. As an often used adage goes "what you gain on the straights you lose on the bends"… Sometimes it might be prudent to partner with a professionals like The Working Earth who will guide you through the bumps in the recruitment road.

Start your journey to hassle free recruitment by giving us a call on 011 475 9668 or fill in our contact form and we will get back to you as soon as possible.

Article by Suraj Maharaj, Managing Director

Struggling at job interviews? | The Working Earth

Tue, 10 May 2016 10:36:00 GMT

Here are 5 interview tips to help you improve your performance and make the interview process less daunting.

1. Acknowledge your attendance to the sender with an e-mail or phone call.

2. Prepare for the interview: Preparing for a job interview is essential to making a good impression.

3. Arrive on time for the interview - plan your schedule so that you arrive 10 to 15 minutes early.

4. During the interview:

5. Thank interviewer(s) in person or by e-mail

Article by Ivona Lewis, Researcher

Using Social Media to Promote Your Employer Brand

Tue, 03 May 2016 10:34:00 GMT

Let's talk social media statistics, out of a total population of 7.395 billion people worldwide – there are 3.419 billion internet users, 2.307 billion active social media users, 3.790 billion unique mobile users and 1.968 billion active mobile social users [We Are Social, 2016].

It's clear to see from the figures above that social media has a massive audience. As a result of this, it has become an important tool for attracting top candidates and creating brand awareness.

Jay Leno, American Comedian and TV Host, once said the following joke:

"Facebook has revealed their estimated net worth at $96 billion. That's almost as much money as businesses lose every year from their employees wasting time looking at Facebook."

While businesses may be losing money, they are also making money off of the very same thing they are losing it on. If the audience you want to reach is on social media, isn't it then, pertinent that your brand is there too?

While you might understand the merits of social media for business, you might not necessarily know how to take full advantage of said merits.

Let's take a look at some easy steps to help your brand positively increase its presence on social media:

Firstly, here are some of the ways social media can help your brand:

Recruiting new talent
Creating brand awareness
Generating new sales leads
Promoting services and/or products
Informing clients/candidates of company news

Now let's go through the five easy steps to corporate social media superstardom:

Create digital campaigns and job posts
Create templates for job posts and themes for campaigns. Keep branding professional and consistent. Adhere to good design practice by incorporating your company's colours, fonts and logo; don't let bad design make your brand look unprofessional. Think strategically about what you want to post and the audience you want to reach. How will your content be received?

Assign a budget

Free these sites may be, but to fully capitalise on their value, you need to spend money. As the old saying by Plautus goes, "you must spend money to make money". Designate a budget for boosting priority posts to maximise impact. Spend money, if you can, on professionally designed and marketable content.
Use the multichannel approach
Ensure that you are visible on multiple channels. What a user misses on one newsfeed, they might pick up on another. Compliment your job posts by advertising in print media and on your company website for even greater exposure.

Attract quality by posting quality

Make sure your company is as attractive as the candidates you wish to engage. Post content that is sharable and that will be of value to your target audience. Remember to account for both your clients' and candidates' interests.

Find prospective employees via direct searches

Most social media platforms allow you to search directly, which will help you to actively find potential clients and candidates. This also serves as a way to find out a little more about users in order to make informed decisions about the way you approach them or even to help screen them adequately. Use this!

I hope that these points will act as a starting point for your social media management strategy. To find out more about how The Working Earth can help you strategically improve on your digital campaigns contact us on 011 475 9668 or email us at info@theworkingearth.com .

Author: Leanne Khan, Graphic Designer

What Does Good Customer Service Mean to You?

Mon, 25 Apr 2016 10:23:00 GMT

"A customer is the most important visitor on our premises. He is not dependent on us. We are dependent on him. He is not an interruption on our work. He is the purpose of it. He is not an outsider on our business. He is part of it. We are not doing him a favour by serving him. He is doing us a favour by giving us an opportunity to do so." - Mahatma Gandhi

It is fairly simple for companies to come up with a superior product offering or process solutions, which can be easily imitated or bought by competitors at any time. However, what really makes a difference and affects the bottom line is the human capital - people buy from people.

With South Africa's current service delivery crisis and being labelled as "the protest capital of the world - " it is frightening to think just how much customer service and relationship building impact on the overall reputation and bottom line of organisations. Everybody, in the company is responsible for customer service.

Below are 10 customer service questions that you need to ask yourself. Reflect on the answers to these questions and evaluate the level of customer service you are receiving from your current suppliers:

The Working Earth is an accredited and award winning advertising agency with wide variety of satisfied clients in various industries. We are a customer-focused and we work with you to quickly attract skilled, quality candidates to your organisation.

One of our key objectives is client satisfaction - we support our clients every step of the way. With regards to our JONTI e-recruitment tool; we have a dedicated call centre to attend to client and candidate queries. JONTI trainers train and assist clients with the JONTI tool and our client relations officers are always available to attend to all of your needs. Our advertising and response management clients are always impressed by the quick turnaround times and the after sales service provided.

Not getting after sales support? Visit our website now on www.theworkingearth.com or call us on 011475 9668.

Author:Tarryn Nel, Client Relationship and Training Officer (The Working Earth)

Employer Branding Tools

Mon, 04 Apr 2016 08:20:00 GMT

With the war for talent being as competitive as it is, it has never been more important for companies to stand out. Company branding is becoming increasingly more crucial as a tool for attracting quality candidates. As an employer, the more recognisable your brand is, the more likely it is to attract the talent you not only need, but want. The good news is that there are various employer branding tools that can help enhance your brand's exposure while simultaneously sourcing quality hires. In this article we will look at the 3 major employer branding tools in detail:

Social Media

Every month there are more than 1,5 billion users on Facebook, 320 million on Twitter and 400 million on Instagram. There is no doubt that social media has a massive audience reach, so it's not surprising that recruiters have been quick to jump on the recruiting trend of 'social hiring'.

This recruiting strategy capitalises on social media's influence by utilising it as a marketing platform for recruiting potential new hires.

However, many employers often forget that the recruitment process is a two way street. On the other hand, companies like Google and Facebook are evangelising their companies as great places to work, they have successfully promoted their brands while changing the face of the modern workplace. Candidates have become pickier about where they work opting for companies that promote themselves as progressive and modern. Millennials in particular value corporate culture more than previous generations and they just happen to be the users constantly connected to social media which in turn is a powerful megaphone to advertise your company culture and core values.

Social media is also a great way to target passive candidates through paid advertising coupled with creative considered advertising campaigns. As an accredited advertising agency The Working Earth offers innovative and deviceful social hiring campaigns targeted at both passive and active candidates. These campaigns help build your brand within the social space and help drive traffic to your company website which further enhances your brand exposure.

Online Professional Networks and Job Portals

With over 400 million members worldwide , LinkedIn is by far the largest professional social network. It is the go-to site for professionals around the world and has some of the world's most famous business leaders and entrepreneurs as LinkedIn Influencers. It's not uncommon to come across articles from the likes of Richard Branson , Guy Kawasaki and LinkedIn's very own CEO, Jeff Weiner . Their valued expertise and pearls of wisdom, imparted through articles give weight to the network and encourage user interaction thereby adding value to a user's experience on LinkedIn. This is a great medium for talent branding as companies can engage their audiences through articles, posts and their company page all on LinkedIn. This aids in establishing companies and brand advocates as thought leaders, creating call to actions towards their brands and creating a buzz around their company.

Leading job portals allow employers to divert candidates to their websites to give them the vital information they need when applying for a job. Employers can piggyback off of the reputation of these portals to attract diverse talent pools while raising their own brand awareness.

South African employers can choose from LinkedIn as well as a myriad of job portals in which to post their vacancies. The trick is choosing the best portal for the position you are advertising. This can be a daunting task for a company which is looking for quality candidates, especially when hiring for specialised or niche positions. Using a professional agency that knows the ins and outs of the online recruiting landscape and processes and has the ability to strategise and recommend sites according to the needs of employers will reduce cost to hire and time to place. Through years of experience and valuable industry knowledge, The Working Earth is able to give you the best advice on where and how to advertise, maximising your brand awareness and attracting the right candidates for the job.

Company Website

According to LinkedIn's Global recruiting report 2016 , company websites are at the top as the most effective branding tool. All roads lead to your company's website as it should work in conjunction with social media, professional networks and job portal sites to direct candidates to where your company has the most publicity. Here your brand gets to show off the best of what it has to offer candidates.

At The Working Earth we have developed an e-recruitment system called Jonti and it seamlessly integrates with your website. Used as your career page, candidates are able to easily apply for jobs after gathering the information needed before applying.

Think of your search for the right candidate as a quest to finding the right life partner. As much as you need to find the perfect fit, you also need to be the perfect fit for your prospective 'happily after'. In order to do that, you need to appear attractive and dependable to win their talent. Employer branding expertly captivates your interest and keeps their eyes and hearts fixed on your brand.

For more information on employer branding and how we can help you engage quality candidates for your positions, contact The Working Earth on 011 475 9668 or request a product demo or pricing on admin(at)theworkingearth.com .

Author: Leanne Khan, Graphic Designer (The Working Earth)

Hiring for Emotional Intelligence [Infographic]

Tue, 22 Mar 2016 08:17:00 GMT

"There is no separation of mind and emotions; emotions, thinking, and learning are all linked." - Eric Jensen

Contrary to popular belief that intelligence quotient (IQ) is the main source of predicting success, emotional intelligence or emotional quotient (EQ) is fast becoming a differentiator in a very high IQ talent pool.

The concept of EQ was coldly received when first introduced to the masses, the thought of assessing ones success via an intangible means and not solely on an IQ test was unheard of. However, today, the demarcation between EQ and IQ has become quite relevant in the workplace. EQ is the ability to effectively understand, manage and express one's feelings and engage with others.

There are essentially five components that make up EQ:

Social skills: ability to quickly build rapport with people
Empathy: understanding and relating to the emotions of others
Self-awareness: the ability to understand ones moods and emotions and how they will impact others
Self-regulation: someone who thinks before they act and are responsive more than reactive
Motivation: a strong drive to achieve

In order to create a workplace where staff motivate one another, adapt well to change, manage their own emotions, overcome obstacles and aspire to reaching collective goals, hiring managers need to move away from hiring solely on pedigree and start hiring for good EQ too. Behavioural event interviewing is a good way to interview and assess EQ skills. This interview technique informs the manager of how candidates would cope with challenging situations and indicates how emotionally self-aware the candidate is.

Here are a few ways to spot good EQ in candidates:

Candidates with high EQ are aware that they need to be open and adaptable to change in order to be successful in this era. They need to embrace new concepts and transformation.
When personal strengths and weaknesses have already been established and acknowledged by the individual and they know how to lean on their strengths and work on their weaknesses, then they will have a good EQ.
Those with high EQ don't hold grudges as they have become aware that this sometimes sends their bodies into fight or flight mode. Letting go of that baggage improves productivity.
They have the ability to bounce back from adversity. Like Michael Jordan said "I've missed 9000 shots in my career. I've lost almost 300 games. 26 times, I've been trusted to take the game winning shot and missed. I've failed over and over again in my life. And that is why I succeed." This is the attitude of someone who has faced adversity but has risen above and therefore displays a high level of EQ.
They are self-confident and are therefore not easily offended and not overly sensitive. Candidates with good EQ are receptive to constructive criticism and use this to grow themselves
They are socially aware and understand people and their reactions and how to manage these. Over a period of time these individuals become a good judge of character.
These individuals understand their own emotions and because they can accurately identify them they are able to mask these emotions.
Those that get over it and get on with it usually have a high EQ. They don't carry with them their mistakes from their past. As Zig Ziglar said "One cannot climb the ladder of success dressed in the costume of failure."
Good self-control is a good indicator of high EQ. Being analytical and not impulsive displays good EQ and being composed rather than frazzled. A Japanese proverb says that "he who smiles rather than rages is always the stronger"

Unlike IQ which does not change significantly throughout one's lifetime, EQ can evolve and be developed if there is a desire within the individual to grow and learn. A large number of careers are derailed due to a low level of EQ, therefore hiring for EQ ensures that you have the correct people on your team.

Author: Wendy Kirstan, General Manager (The Working Earth)

Employee Retention Strategies: How to Keep Your Best Hires

Mon, 14 Mar 2016 07:59:00 GMT

The need for retention strategies

Employee retention is a vital business survival tool. Employee retention does not only impact talent and experience but also has an adverse effect on the business' bottom line. According to experts the cost of replacing one employee amounts to 1.5 times that employee's annual salary . The market remains an employee's market and top talent will move on to employers who better satisfy their needs.

Factors to consider when setting retention strategies for your company

Retention strategies need to be designed on factors that affect whether or not employees stay or exit. Exit interviews are arguably fallible but more reliance may be placed on opinion surveys to identify areas of dissatisfaction.

An understanding of how different generations or age groups influence the overall work force is necessary. Generally employees younger than 30 years old are focusing on career growth and development, the age group between 30 – 50 focuses on work life balance and the age group older than 50 seeks a sense of security. Company A comprises mostly 20-30 year age group which therefore implies that career growth is mandatory to retain them. The infographic below summaries the factors to consider when setting retention strategies for your company.

Other reasons that may affect retention:

The image portrayed by the company
Learning and growth opportunities
Performance recognition and rewards
Recruitment, selection and deployment
Leadership

Basis of retention strategies

It is often the attractiveness of the market that determines whether employees leave a company, but the company should also base their strategies on the competitiveness of the market. Retention strategies should be based on the reasons for the high staff turnover and the results of the "satisfaction" or "reasons for leaving" survey.

Consider the following when setting retention strategies at your company:

When selecting and promoting employees, ensure that they have the necessary capabilities to match the demands of the job at hand. Poor and hasty selection and promotion decisions can contribute to turnover. Not every performing consultant will be a good manager - they each require a different set of skills and personality.
By giving new employees the correct training and support when they join the organisation, this may reduce loss of new staff also known as the "induction crisis". A favourable view of the organisation in the minds of the new employee needs to be established so that they are more likely to stay. Effective feedback should be obtained from the employee in a short period of time to establish whether there are any issues.
Uncompetitive, inequitable and unfair pay systems need to be dealt with - but there is an extent to which candidates can be swayed by monetary gain.
Jobs need to be designed in such a way that they maximise skill variety, autonomy, significance. Learning and growth needs to be built into the job design. Certain roles can also be customised to meet the individual's particular needs.
Social ties within the company should be encouraged at all times. Although it may seem that loyalty to companies may be diminishing, loyalty to colleagues are not.
Put measures and policies in place to improve work life balance by recognising the need of employees outside of the work environment.
Train and educate managers and team leaders so that they realise that they can make a positive contribution to improving retention by the ways in which they lead and manage their teams
Ensure that there are policies and measures in place to protect those employees who are being harassed by or mistreated by superiors.

It is apparent how critical the need for retention strategies are to every company. Look out for my next blog on employer retention tools and how to create retention strategies for your company…

The Working Earth Pty Ltd is a Level 1, AAA+ Empowerdex BBBEE rated recruitment solution provider, offering innovative, tailor-made recruitment solutions as an alternative to traditional recruitment. Contact us to find out how we can help you and your organisation, call us today on 011 475 9668.

Author: Wendy Kirstan, General Manager (The Working Earth)

Print Media and its place in the Advertising World

Mon, 22 Feb 2016 07:54:00 GMT

While many businesses have completely migrated their advertising efforts to the web due to its cost effectiveness, exposure potential and convenience, print advertising still maintains its stance as a powerful and necessary component of a print ad campaign.

Here's why!

After all is said and done print and digital advertising both have a big role to place in advertising. The Working Earth offers a wide range of digital and print advertising solutions so contact us to achieve exceptional results through innovation.

Author: Laural Pandeka, Sales Consultant (The Working Earth)

Are you a Smart Recruiter?

Mon, 08 Feb 2016 07:46:00 GMT

Change! - The dreaded word! We are creatures of habit, often lulled and comforted with the known and the routine. How often have we heard "if it's not broke, don't fix it" or "let sleeping dogs lie". What would our world be like if we didn't have change agents like Leonardo Da Vinci, Alexander Bell, the Wright Brothers, Thomas Edison, Henry Ford and more recently Bill Gates, Steve Jobs and Alon Musk?

In order to be relevant in life we have to evolve with our changing environment or as George Bernard Shaw put it "Progress is impossible without change, and those who cannot change their minds cannot change anything".

Why am I rambling on about change, relevance and evolution and how does it apply to you being a smart recruiter? Whilst traditionalist recruitment has its place, it can be time consuming, expensive and manpower intensive. As the volume for skilled and rare talent increases and the hiring budget is put under constant pressure, recruiters are hard pressed to discover more efficient and cost effective ways of finding talent. Recruiters need to look to more efficient, cost saving talent attraction initiatives.

With advances in social media, digital advertising and the advent of recruitment technology platforms, it has become easier for businesses to take control of their own recruitment. Leaders should consider incorporating E-Recruitment into the overall recruitment strategy of the organisation ensuring that the following elements are met:

If you have incorporated E-recruitment into your talent strategy, congratulations you are well on your way to winning the war for talent. If your talent strategy does not include E-Recruitment or is missing elements described above, then contact us at The Working Earth and we will help you wage the war for talent.

"When you're finished changing, you're finished." Ben Franklin

Request a free product demo or enquire about our pricing today and our team will contact you as soon as possible. Alternatively, you can give us a call or email us on +27 11 475 9668 or admin@theworkingearth.com

Author: Suraj Maharaj, Managing Director (The Working Earth)

Technology – An Enabler to finding Talent

Mon, 18 Jan 2016 07:34:00 GMT

The talent landscape has changed, not just from a skills shortage perspective but from a technological one as well. Gone are the days when resumes were faxed or emailed to agencies or prospective employers and an agonising wait ensued whilst these bodies waded through stacks of paper to find ideal talent.

Too often and due to outmoded recruitment methodologies, applicants seldom received feedback from agencies or prospective employers. This lack of feedback to job hopefuls usually damages the reputation of these brands. Technology has enabled applicants and employers to take personal control of finding jobs/talent by choosing more efficient ways to access the job market.

Job seekers are connecting directly with prospective employers and vice versa. A recent LinkedIn survey revealed that there has been a growth of 90% in the last four years where candidates find jobs from their mobile devices and a growth of 75% over the same period where candidates find and apply for jobs from their mobile devices. Another interesting trend is that over the last year social networks like LinkedIn and Twitter have overtaken job portals as the main source of finding quality candidates. Websites play a vital role in attracting talent as well, in fact they are placed as the third most important source of attracting candidates after social networks and job portals.

Databases and job portals are flooded with active candidates i.e. candidates who are openly seeking opportunities. Prospective employers often recruit from this pool of candidates. Interestingly there is potentially a "whopping 79% of potential candidates who are not actively engaged in the job hunt". These candidates are referred to as passive candidates. According to Jobvite at least 61% of those passive candidates are open to, even hopeful for, a change of employer. "Ignoring those passive candidates doesn't just diminish your talent pool, it also rules out higher calibre hires". According to research by LinkedIn, although more difficult to recruit, "passive candidates often make for better quality employees". A great way of attracting these passive candidates is by driving brand advertising via social networks, websites and applicable advertising mediums.

Understanding how technology affects the talent landscape and what trends drive talent attraction is great, but that still leaves prospective employers and potential job seekers with the dilemma of connecting all the dots.

The Working Earth is a technology enabled, alternative recruitment provider. We deliver efficient and cost effective e-recruitment solutions that automate s and digitise s the entire recruitment landscape - from attraction of talent to appointment. For more information about our recruitment solutions, contact us on 011 475 9668, or request a demo, pricing or email us on admin@theworkingearth.com

Author: Suraj Maharaj, Managing Director (The Working Earth)