Archive for year: 2017

We all know how stressful it is dealing with irate candidates, and to the best of your ability, you are the calming factor to them while they deal with the frustration of not having a job.

Sitting in an office of recruiters, I have noticed the ever emerging double edged sword when it comes to dealing with your candidates, or potential candidates politely. Sometimes they forget their manners, and the consultant becomes their new punching bag. Naturally, you as the recruiter was to be professional, and put that across to your candidates.

All you want is to place your candidate on the right path, and help them nurture their careers, so when they become unruly and create ridiculous expectations, it is a recruiters worst nightmare.

Let me break these candidates into 5 categories, and share light on how to deal with them accordingly:

1. The Ego Elitist

This type of candidate usually has ZERO work experience, and expect the perfect job to fall into their laps. With the perfect salary to go with it. The frustration starts when they keep pestering you, and fail to understand why you are taking so long to place them (because they are so perfect, right?). Even if they do possess an impressive skill set, the delusions of grandeur are even more impressive, and telling them that will backfire in the most dramatic way.

How to deal with and help them:

The easiest way to deal and help these candidates is to make them realise their own shortcomings. When these candidates are forced to think about their inadequacies, a more realistic way of thinking may set in.

 

2. The ‘whatever’ candidate

Recruitment is tiring and beneath them. Why would anyone want to have a good work ethic, surely that is for losers only? The candidates are the ones that typically cancel an interview an hour before it starts because they couldn’t be bothered.

How to deal with and help them:

Somestimes, and it is unfortunate, but you have to cut your losses. Why stake your reputation on someone who doesn’t actually want a job. Unless you are the reason they have become so unreceptive (in which case, apologies and try rekindle the relationship), these candidates will be ‘unmarketable’.

 

3. The ‘umm’ and ‘err’ candidate

These candidates never have an answer to your questions. They fumble with their words, and honestly have no idea what is going on half the time. Researching isn’t an obvious choice, and GOOGLE is a foreign entity.  Sometimes, this is because they are inexperienced. They have never been for an interview and are unsure of the work needed to progress to the second stage of interviews.

How to deal with and help them:

Job applications can be daunting and stressful, but if you think these candidates have potential, invest in them! Coach them into becoming interview machines! It never hurts to mentor, and build a strong relationship.

 

4. The ‘I need you’ needy candidate

You’ve just done their first face to face interview before sending off their documentation to the respective client, and your cellphone hasn’t stopped ringing. These are the candidates that over-think everything. From what font to type out their C.V’s in, to what colour socks they should wear to their interview.

How to deal with and help them:

They need to establish boundaries, for themselves and for you. The only way to truly help them is to keep them updated when you have information, and not respond to every single whatsapp you receive from them. Each consultant has several candidates they are looking after at any given time, so a precedent needs to be set. For fairness sake. Plus, you need to let your candidate try and figure out the answers for themselves.

 

5. The Obnoxious and Rude candidate

These candidates want a job, but heaven forbid you pair them up with the wrong industry.

‘How dare you put my CV forward for a sales position that is beneath me! They are the kings and queens of the condescending voice tone, and it’ll be hard to get them to answer their phones.

How to deal with and help them:

Do they understand the error of their ways? Are they aware of the fact that they easily offend people? Sometimes the best way to get them to understand their bad manners, is to tell them, point blank.

If they are truly keen on finding a job, and allowing yo to help them, they will change their attitude and be more amicable.

Looking for a job?

Please visit our jobseeker page, and upload your C.V  to our nationwide database! Should a potential job offer open, and you are considered, we will contact you!

Looking for staff?

Let our dedicated and hard working team of consultants find you the perfect candidate. Please visit our employer page and tell us what you are looking for!

 

 

Leadership is something that is developed over time, it’s not something you are born with.

According to Bernard Bass, there are three ways a person can become a leader:

1. Trait Theory: this is where personality traits lead people into leadership roles. There are only a few people out there who intrinsically have the traits to be a natural leader.
2. Great Event Theory: Usually occurs through an event that forces greatness and leadership from an individual. This usually happens because the event made the person realise they had qualities they didn’t even know they had.
3. Transformational Leadership Theory: This theory states that people choose to be leaders, and as a result, teach themselves leadership techniques. Thus being the most common of the three techniques.

Now that we understand how one can become a leader, what sort of qualities does a leader need to possess in order to be a great mentor?

1. Before you can mentor an individual, you need to be sure of your plan. A vision! These need to inspire people, so much so that they are ready to believe in your vision and execute your plan.
2. An effective mentor knows their strengths and weaknesses, and they also know how to maximise on all of them.
3. You need to have a cool head on your shoulders. Be calm under pressure.
4. Flexibility is a huge MUST HAVE.
5. A mentor and leader needs to know how to easily diffuse conflict.

One also needs to realise that it is very hard to mentor, without being a leader.

Want to learn more about how to become a great leader and mentor? Why not check out our blog on Be a Mentor and a Leader, or How To Be An Effective Mentor?

Looking for a job?

Please visit our jobseeker page, and upload your C.V  to our nationwide database! Should a potential job offer open, and you are considered, we will contact you!

Looking for staff?

Let our dedicated and hard working team of consultants find you the perfect candidate. Please visit our employer page and tell us what you are looking for!

 

BASIC GUIDE: LABOUR RELATIONS IN SOUTH AFRICA

In today’s world, we need to arm ourselves with as much information regarding our rights. Especially when it comes to fair and unfair labour practices., according to Labour Relations in South Africa.

Every employee/worker is entitled to fair labour practices in South Africa. Let us elaborate a bit more on fair labour practices, and the different types of unfair dismissal.

First, who does The Labour Relations Act apply to?

The Labour Relations Act applies to all employers, workers, trade unions and employers’ organisations. It does not apply to:

• National Defence Force,
• National Intelligence Agency, or
• South African Secret Service.

The Labour Relations Act (LRA), Act 66 of 1995 aims to promote economic development, social justice, labour peace and democracy in the workplace.

For a fuller understanding of The Labour Relations Act, please download it here.

DISMISSAL:

Under dismissal, every employee or worker has the right to not be unfairly dismissed.

What is the definition of DISMISSAL?:

“Dismissal” means that, or the reason for ‘Dismissal’ is –

• the employer has ended a job contract with or without notice;
• an employer did not renew a job contract as agreed, or offered to renew it on less favourable terms;
• an employer does not allow a worker to return to work after she –
  • has taken legal maternity leave;
  • has been absent up to 4 weeks before and up to 8 weeks after the birth;
• an employer, who has dismissed several workers for the same reason, re-employs only some of them;
• a worker ended a job contract with or without notice, because –
  • the employer made working circumstances unbearable; or
  • a new employer made working conditions less favourable than the old employer.

(www.labour.gov.za)

Fair Dismissal is when:

There is really only 3 grounds for fair dismissal;

1. Conduct of the employee
2. Capacity of the employee (his ability to do his job)
3. Operational requirements of your business (retrenchment)

As stated by (www.labour.gov.za), fair dismissal is also when;

• A worker has reached retirement age

If an employer wants to dismiss an employee, there are 5 vital elements to substantive fairness:

• The accused employee did commit the misconduct.
• The employee knew or should’ve known that the conduct was an infringement of your rules.
• The rule or standard was valid or reasonable.
• The rule was consistently applied.
• The misconduct was serious enough to merit the harsh penalty of dismissal.

What are some of the reasons an employer would want to dismiss an employee or worker?

• Absenteeism
• Alcohol addiction & abuse
• Breach of restraint of trade agreement
• Desertion
• Disability
• Email/Internet abuse
• Failure to observe security and safety regulations
• Gross incompetence
• Gross negligence
• Illegal striking
• Incapacity
• Insubordination
• Moonlighting
• Poor performance
• Refusal to work
• Retrenchment
• Sexual harassment
• Sleeping on duty
• Theft
• Time keeping

Unfair Dismissal is when:

• a worker intended to or did take part in or supported a strike or protest; or
• a worker refused to do the work of a striking or locked out co-worker, unless his refusal will endanger life or health; or
• a worker is forced to accept a demand; or
• a worker intended to or did take action against an employer by –
  • exercising a right; or
  • taking part in proceedings; or
• a worker is pregnant or intends to be pregnant; or
• an employer discriminated against a worker because of race, gender, sex, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, political opinion, culture, language, marital status or family responsibility; or
• an employer cannot prove –
  • a worker’s misconduct or inability; or
  • that the employer’s operational needs are valid; or
  • that the dismissal procedure was fair.

(www.labour.gov.za)

What happens after the idea of dismissal has been discussed?

There is something called ‘Pre-Dismissal Arbitration’, where, with a worker’s consent, an employer may want to seek assistance from a council, agency or Commission for Conciliation, Mediation and Arbitration also known as the CCMA, to arbitrate on a workers conduct or ability.

Only after the employer has paid the necessary fee, and the worker has given consent, will an arbitrator be appointed.

When the time for arbitration arrives, a worker may represent himself, or be represented by the following individuals:

• A co-worker
• A director or worker (if they are a juristic person)
• Any member of the workers registered trade union, or
• A lawyer that has been agreed to by both parties.

Now that we understand a bit more of the processes included before and during a dismissal, what exactly constitutes and ‘Unfair Labour Practice’?

Unfair Labour Practice:

Means any failure to act or unfair act of an employer towards a worker.

Concerning:

• Promotion/Demotion, Trial Periods, Training or Benefits.
• Suspending a worker or disciplinary action,
• Refusing to re-employ a worker, as agreed, and
• An employer makes circumstances difficult for a worker who was force to make a protected disclosure.

In the event of this happening, a worker may dispute their dismissal.

Disputes:

What is the procedure when it comes to ‘disputes’?

When unfairly dismissed, a worker may refer disputes for conciliation in writing to:

• a statutory or bargaining council; or
• the CCMA.

Referrals must be made within –

• 30 days of a dismissal date or an employer’s decision to dismiss;
• 90 days of the date of an unfair labour act; or
• 90 days of the date when a worker became aware of an unfair act.

Please note: A dispute may be referred to after the above periods if the worker can show good cause.

The employer must receive a copy of the referral.

What happens in an ‘unresolved dispute’?:

This is what needs to happen if a dispute remains unresolved: –

• a council or the CCMA must arbitrate it, if a worker requests it, if –
  • a worker alleges that the dispute is about his conduct or capacity;
  • the worker alleges that his employer made working conditions intolerable or less favourable after a transfer;
  • the worker does not know why he was dismissed;
  • the dispute is about an unfair labour practice;
• a worker may refer a dispute to the Labour Court, if they say the reason is –
  • automatically unfair;
  • based on operational needs;
  • they refused to join a trade union;
  • the worker was refused trade union membership;
  • the worker was expelled from a trade union.

A council or the CCMA must arbitrate immediately if –

• the dismissal is linked to a worker’s probation; or
• any other dispute where no-one objects to it being settled in terms of this subsection.

For more information on the CCMA, please visit www.ccma.org.za

 

Thank you for reading!

 

 

Measured Ability SA

 

WHAT CAREER PATH SHOULD I CHOOSE?

 

The step-by-step guide

 

When you start thinking about your future and choosing your career path, your heartbeat may increase and your brow may sweat, but never fear; the complete guide is here!

No need for settling, no need for dreading work; here are some of the best ways to make sure you choose your career wisely.

 

 1.

 What are you passionate about? Explore those fields.

What are some of your hobbies?

What do you like doing?

Once you have a better idea of that, start exploring the different job opportunities within the parameters of what you like, or possibly what you are good at.

You don’t have to only explore your likes, or interests, but understanding this provides you with a good starting point. Also, don’t compare yourself to others, choose a path that YOU would enjoy and perform the best in.

No matter if you are analytical, practical, creative or technical, you may even be a socialite; there will definitely be a range of career paths that will suit you.

 

2.

Now that you have jotted down your skills – Use them.

By now you should have written down your skills, qualifications, like, dislikes and experience. With this information you can further refine your potential role research, and have them actually play to your strength.

Bare in mind, no matter how well you excel within different skills, hard work will always pay off and there is always more to learn, but those skills you possess will make it easier to find an achievable job prospect.

This also means that your strengths will be recognised and used to their maximum potential. You don’t want to be stuck in a career that doesn’t use the skills you have developed.

 

3.

 You may not enter the perfect job straight away, but you can always plan it out.

Once you have made your decision, think about the steps you may have to take to work your way into your dream position in the career path of your choice. If you are a people’s person, and have great sales and customer service skills, your chances of becoming the Sales Director is greater, especially if you are willing to start from the bottom and learn all the tricks of the trade.

Also ask yourself: is what I’m study going to bring me closer to my dream? Is the experience I’m gaining beneficial? If not, consider changing your game plan.

Remember, if you feel stagnated in your current job, there are courses you can take, volunteering groups and further educational training. These steps also help you better understand your value, and it makes you more employable.

Also, remember that a field of work is far more than a single job. Fields are broad; try looking for 5 jobs within that field

 

4.

Experience is key.

So, the well-known double edged sword of, how do I gain experience, if I need experience beforehand?

People seem to forget about work experience and internship opportunities, and this is a good place to start. Within these, you will be able to use the skills you have in a practical fashion, in a work environment. You will also gain more skills while doing so. If you work hard, it may turn into a permanent position and you may leverage key connections within the industry. Networking is very important.

Learn as much as you can about the qualifications needed to enter this field.

Even if the position doesn’t work out, you have still learnt something, and knowledge is invaluable. You’ll also have a better idea of what you truly want to do.

Here is a list of current internships in SA.

 

5.

 Always research what the career actually entails.

Remember, nothing is what it seems, until you’ve dug a little deeper.

Speak to people in the industry, try and get an idea of what their day to day tasks are, and what sort of lifestyle they lead.

Lifestyle is extremely important. A high status roll like a doctor or a lawyer may seem great, but they aren’t for everyone.

Dedication is key to any career, so make sure you can commit to your chosen career path.

 

6.

Expectations, don’t make them too high.

Be realistic when setting goals and looking for your future career path. As much as we all want to follow our childhood dreams, if they aren’t attainable, your career may not go anywhere.

Go into every career with an open mind. Expectations can trump the reality of the job and you may not enjoy it as much as you thought because you set them too high.

For example: You may not like your job at first, but by keeping an open mind, it may turn into the best career decision you could ever make.

You also don’t want your CV to put forward the notion that you are a ‘serial job happier’.

Keep this in mind: Leaving a job after 6 months because you have realised that career choice is wrong for you is acceptable. Leaving after a day is not.

 

Let’s have some fun:

https://www.buzzfeed.com/ashleyperez/what-career-should-you-have?utm_term=.xmglXxYZb#.ik31DrQ4W

We hope that this read has helped you move along to your dream career. For more information on how to write a CV, how recruitment agencies work and more visit https://measuredability.staged.net.za/blog/