Contract

5 top tips for finding the right outsourcing agency

Whether you are looking to solve staffing issues or payroll maintenance, develop a new and more effective business strategy, or just becoming become more efficient all-around – the truth is there is a lot to take care of, and this is where finding the right outsourcing agency comes in.

But truth be told, you will only find out how good they are after you have used them. So, what do you need to know when choosing the best outsourcing agency to partner with you?

1. Money talks, business walks

When you talk in pure business terms, an outsourcing solution needs to improve your business’s bottom line through reduced operational costs. If you don’t see this happening anytime soon, the chances are that you’ll end up spending more than you end up saving.

You don’t need to be an expert analyst to figure out where you’re heading. All you’ve got to see is whether outsourcing will help you reduce a significant amount of your monthly costs in hiring employees and equipment. At the same time, you will also need to balance the quality and quantity of the services provided by the outsourcing agency.

For instance, if you contemplate outsourcing your payroll, you need to calculate if carrying out this function internally takes up more resources and costs than outsourcing it. If the money makes sense, you are heading in the right direction.

READ MORE: Recruitment Agencies Cape Town

2. Is the price right?

We already discussed how cost-cutting by hiring talent in a low-price tag is one of the most common reasons companies outsource. You’ll get several agencies offering their resources at a competitive price.

However, instead of going for the cheapest outsourcing solution, do a little bit of shopping around. Compare and find out what are you going to get from other agencies as well.

For instance, some outsourcing agencies will also offer customer support at no extra charge, which is a great deal. Remember, however, that although the price is an essential factor, it should not be the ONLY factor that helps you zero in on a decision.

3. Are they on time?

Timeliness in outsourcing is as vital as the costs. The last thing you want is bottlenecks, as this can lead to missed deadlines, and but the money you intended to save could go out the window.

Just to save yourself the headache, make sure you brief your selected outsourcing agency as well as you can, and then there is no way it can backfire on you or be used as an excuse for poor work. You want your money to work for you, so you need to brief well and handle queries upfront.

Going back and forth with your outsourced service provider is a sure way to waste valuable time and dampen your overall productivity. The goal is to gain the most out of your partnership by reducing the time spent on the outsourced tasks and not the other way around.

4. Do your research

Before you sign on the dotted line, make a point of conducting in-depth research on your choice of outsourcing agencies. In today’s digital age, having an informative website that describes key offerings in detail is essential for any outsourcing agency. It is one of the easiest ways to contact them directly, and if they don’t have a website, this may be a signal to find another company.

Do some digging and find more information about the outsourcing agency, the infrastructure, safety practices and the team that works there. Find a reference who has worked with the agency before and ask how their experience was. These practices will help you assess the service providers’ reliability and ensure that you choose the right outsourcing agency for the job.

5. Put a face to a name

You can’t just have blind faith in the outsourcing agency for hire, even if you’re saving significantly by hiring them. Find out all that you can, including the team members who’ll be working on the projects and who’ll lead that team.

Contact the prospected agencies directly to learn more about the people behind the solution. Setting up a meeting with their HR or sales representative is a crucial step to take once you have narrowed down your list of outsourcing agencies.

If you can, visit one of their branches to do some in-field research. You can learn a lot from how their staff treats you as a random walk-in prospect, compared to how they treat you over the phone or in a video call.

Set a high standard

Lastly, if you find that the company has inadequate quality control measures or does not have any backup plan for missed deadlines, it is better not to hire them at all. If they fail to present promptly and consistently in to your initial meetings or fail to meet the earliest deadlines of the project, it is better to cut your losses sooner than later down the line.

The most effective way to solve your human resource problems is with the right multi-service human solutions group. MASA is a leading national and international employment and staffing agency that is here to support, empower and drive your business forward.

Visit our website today for a comprehensive idea of what we do, and contact us to take the next step towards your ideal outsourcing solution.

onboarding process steps and tips

Onboarding During a Pandemic Era: How to Effectively Integrate New Staff

The COVID-19 pandemic has led to a great deal of uncertainty for hiring companies and job seekers alike. There are many unknowns about the future of staffing, onboarding processes, and maintaining healthy company culture during this time.

Despite these challenges, two things remain certain – hiring must continue, and successfully onboarding new employees have never been more crucial. 

Since remote work has become the “new normal”  for many industries, companies rely heavily on technology to manage teams and maintain productivity. Those that cannot afford to operate remotely are continuously disrupted by the lockdown and quarantine measures, including companies that use hybrid strategies of both remote and on-site work. 

It is as vital as ever to ensure that new employees are integrated seamlessly into their positions so they can hit the ground running. Employers are responsible for providing proper onboarding to their new hires and facilitating smooth integration into their culture. 

Forward-thinking organisations have worked hard to navigate the pandemic by transforming working processes, but how many have upgraded their onboarding strategies too?

When critical processes like onboarding and training fall to the wayside, new employees are more likely to be unprepared for their roles. They may struggle to fit in with the company culture or work effectively in their team.

Traditionally, onboarding is a hands-on process that takes place on-site or in an office-type environment. Whether it’s meeting all their new colleagues in a board meeting, going for a team lunch, or participating in a workshop – new employees can benefit significantly from an organic, in-person onboarding experience.

An effective onboarding process can reduce the time and resources put into training a new hire and ultimately help them thrive early in their role. Setting up an employee’s workstation, training them on your core systems, and regularly checking up on them during their first few days are decisive steps of the onboarding process that are difficult to replace through technology.

For example, introducing a new employee to their team during a Zoom call may do the job, but this may not have the same effect as a warm handshake or an office meeting. Human beings are highly social creatures that rely on real-time interactions and social cues to develop healthy relationships.

Successful organisations build strong teams based on trust, rapport, and clear communication. Without these ingredients, your team is bound to struggle or even fall apart during today’s tough challenges.

Tips for upgrading your onboarding process

 

When onboarding new staff in a pandemic era, your process must account for the lack of real-time interaction or increased disruptions that are often out of your control. You can’t always predict when the next lockdown will happen or when a team member will call in sick, but you can onboard your employees well by preparing them for such situations.

The goal is to center your onboarding strategy around the most effective methods for integrating new staff into the company. This strategy includes setting up various interactive, engaging, and high-impact experiences for your new employee, geared towards full integration and immersion in the organisation.

 

Companies using a fully remote work strategy or hybrid strategy (i.e. remote and on-site) can focus on technology-based onboarding initiatives, such as:

  • Initiating both one-on-one and group introductions with the team to create an excellent first impression
  • Providing virtual real estate tours of the office or even the surrounding area if the new hire has relocated for the job
  • Setting up all of the relevant account details, logins, and software of the new employee beforehand or on their first day
  • Ensuring that new employees are fully equipped with working devices that meet company requirements and data, headphones, etc.
  • Sharing updated training materials and valuable documents like company portfolio’s, health & safety manuals, rulebooks, and strategy documents
  • Creating digital onboarding tools that empower employees across all levels to learn about new hires’ backgrounds & skill sets without having to reach out for help every time (e.g. employee profiles)
  • Planning and executing daily progress meetings where you check in with new employees and openly discuss tasks and roles with the team 
  • Asking the team, specifically new employees, to track their tasks and document daily working processes. Use this information to improve workflows and productivity.
  • Initiating strategic meetings with new employees to brainstorm new ideas for the company. Doing this will give them a sense of initiative and ownership – two massive components of success for remote teams.
  • Ask new employees to write out their short, medium, and long-term goals and vision for working with the company, which should be checked on and updated regularly over time.

 

Ultimately, onboarding a new employee should be an ongoing process, not just a checklist of activities and tasks that only take place during the first day or week.

To help ensure smooth onboarding processes, you need to get your onboarding strategy in line with how remote teams operate so nobody is left out or overwhelmed by time zones, multiple locations, and lack of face-to-face interaction.

Onboarding is an ongoing process that should evolve with your company over time while constantly reflecting the culture you want to shape within it. We are all navigating the same challenges together, so don’t be afraid to experiment, try new things, and have fun with the process.

As Gary Vaynerchuk says, “if you’re onboarding right, people will feel like they joined a family”. These words may be more important than ever before in this era of remote work and less in-person interaction.

If you require professional assistance with hiring, onboarding, and training new employees, make sure to contact us so you can leverage the top staffing employment and labour outsourcing services in SA. 

MASA is a leading national and international employment/staffing agency capable of effectively managing the key elements of your employment/staffing needs ready to facilitate seamless hiring and onboarding of new employees in your company.

top hiring mistakes companies make and how to avoid them

Top Hiring Mistakes Companies Make & How to Avoid Them

With the competitiveness of today’s job market, finding the right employees for the job is a complex process that is sometimes overlooked. Many companies have made a habit of hiring the wrong candidates for their positions, leading to high staff turnover rates and poor performance. 

A recruiter’s main goal is to help companies avoid these hiring mistakes by providing the strategy and experience required to achieve success in the hiring process.

This blog post outlines the top mistakes businesses make when hiring new employees and how recruiters can help improve the hiring process.

Not asking the right questions

This one may seem quite obvious, but one misunderstood question can throw off an entire interview, even with a qualified candidate. Complex questions don’t always produce the answers needed to evaluate a candidate’s knowledge or experience. 

Also, hiring managers may sometimes ask questions that simply do not make sense, either because of a language barrier or because the question falls outside the context of the position at hand. 

Outsourcing agencies are skilled at researching job roles and coming up with the most relevant questions to test and evaluate candidates before and during the interview process. 

They know when to ask open-ended questions that allow for a candidate to fully express themselves and showcase their personality (e.g. Can you tell me more about yourself? ), versus when to ask closed-end questions that elicit a specific response (e.g. What is the standard procedure for handling Error 404 support requests?). 

Not communicating requirements effectively

Hiring managers often miscommunicate or fail to specify the main skills and experience they want in their new hire. Recruiters are able to understand the unique requirements of hiring managers and develop accurate job postings for each position. 

A good job post will filter candidates from the onset and attract the most relevant responses from qualified applicants. Asking well-researched screening questions for a position can increase the quality of each applicant by filtering out candidates that may not be a good fit for the role. 

For example, an unqualified candidate is more likely to apply to a broadly described position over one with clear requirements and emphasis on must-have skills for the job. It is the ability to nail these small but important details that make recruitment services a valuable investment for your hiring needs.

Poor screening process 

Screening candidates is a crucial part of the hiring process that hiring companies may not always get right. Recruiters are skilled at taking candidates through a rigorous, holistic screening process, focusing on key factors, such as:

  • Must-have skills and qualifications for the position 
  • Good-to-have or desired qualifications
  • Knowledge of the company and industry
  • Company culture and personality fit

On average, conversion rates for the average hiring process are around 12% (application to interview), 17% (interview to offer), and 89% (offer to acceptance and placement). This means that most applicants will be filtered through based on their CV’s, leaving only the highest quality candidates for interviews, and ideally, ending with the best candidate for the position. 

Recruiting is about more than just finding someone for an open position; it’s also about making sure that the company connects with an individual who brings value to the business, sticks around for a while and does their job well. 

On another level, job postings handled by an outsourcing agency can help companies find top candidates who might not have applied for the job. Depending on the position, there can be a significant amount of competition between hiring companies to fill roles that are in high demand. Experienced recruiters know how to position a company in the right place, at the right time, with messaging that speaks to the needs and expectations of highly sought out talent. 

Not being transparent enough about pay 

Attracting top talent is one thing, but successfully negotiating and hiring them is another. One mistake that businesses make is not being transparent on what is often the biggest deal-breaker: how much they are willing to pay the candidate. 

Traditionally, negotiating salary is left for the final stage of the hiring process once a candidate has already accepted the offer. However, top candidates usually have multiple offers to consider, and may catch hiring managers off-guard with higher salary expectations. Negotiating with top talent, and any candidate for that matter, is a necessary part of the hiring process. A recruiter can help smooth things out by conducting research into the relevant position and making hiring managers aware of the standard pay. 

Recruiters can also share the salary expectations of the candidate to the hiring manager, and vice versa, and help negotiate a mutually beneficial agreement that everyone will be happy with. Being transparent with pay can increase acquisition rates in situations where the estimated salary range is higher than normal in that particular industry, making it a more desirable position.

Ultimately, companies need to be careful when hiring new employees because they are committing valuable time and resources for each potential acquisition. Recruiters have an edge in the recruiting process by providing insight into what qualities that businesses should look for in their potential hires, as well as help them find those candidates through recruitment strategies that work. Gaining the right outsourcing solutions is crucial to many businesses because it opens access to more qualified employees who might not otherwise apply for jobs with them. 

Recruitment efforts often pay off if they’re done correctly and carefully, but can be unsuccessful if companies make the common hiring mistakes that are listed in this blog post. If you have any questions about the topics covered in this article or would like further assistance with hiring your ideal employee, contact us here for the best staff outsourcing services.
TikTok's New Video Resumes and the Future of Virtual Recruiting

TikTok’s New Video Resumes and the Future of Virtual Recruiting

Virtual recruiting is an innovative way of finding and hiring candidates remotely, usually without meeting them face to face. Video resumes are an integral part of virtual recruiting strategies that seek to evaluate the personality and in-person skills of a candidate.

For example, a customer-facing job in the retail space can bring more value to its virtual recruiting by requesting a short 1-minute video of the candidate introducing themselves. 

Monster’s State of the Recruiter survey found that over 80% of recruiting professionals would support the use of more video, and that the youngest job seekers fully expect and look forward to seeing video used in their job search and hiring process. 

Video resumes are not a new phenomenon in modern day recruitment, but social media giant, TikTok, has the perfect opportunity to popularise this medium and take virtual recruiting to the next level with their upcoming video resumes feature. 

Reaching a younger generation

It’s no secret that TikTok appeals to the younger, Gen Z generation, where about 50% of their global user base is under 34, with 41% between the ages of 16-24. The platforms’ transition from entertainment to professional signifies the rise in demand for fresh talent in today’s job market, and the evolution of social media’s role in recruitment. 

Launching this video resume feature will offer a particularly unique opportunity for younger and less experienced candidates who might otherwise go unnoticed by recruiters, to fully showcase themselves and stand out beyond their CV.  Virtual recruiting has always been about being able to reach the best talent from a global pool, but this will allow recruiters to more easily identify potential candidates who might not have applied if they had to rely on their CV alone.

TikTok’s transition from entertainment to professional will be made easier by their younger audience’s enthusiasm for video compared with the older generations. We live in a time where video communication like Skype and Zoom are the norm, yet most people in the older generations still prefer face-to-face over virtual interactions. Gen Z candidates on the other hand grew up in a digital era. As a result, they are generally more comfortable with virtual communication and sending video resumes, especially if it is through one of their most popular social media platforms.

Enhancing culture and personality evaluation 

Video resumes are not only a unique opportunity for younger and less experienced candidates to showcase their abilities but also a way for recruitment agencies to assess culture fit and personality from an in-person perspective without having met the candidate yet. 

With creative talent being in high demand, creative companies will be able to improve their culture fit assessments through a feature like TikTok’s video resumes. The platform is known for giving creative people a platform to express themselves through a vast library of effects and user-driven algorithms that reward the most creative content. 

Another in-demand field that could benefit from video resumes is the rapidly growing tech space, where a large percentage of jobs are remote and filled through virtual recruiting strategies.

Online customer support and customer service jobs can also benefit greatly from this virtual recruiting feature, which will allow companies to ask simple but powerful questions like:

  • What are your motivating beliefs and values?
  • What is your ideal workplace environment? 
  • Why do you want to work for our company?
  • Tell us about a time when you felt a good cultural fit in your workplace? 

Assessing cultural fit is not about trying to hire candidates that all think and act the same way. Instead, it’s about digging deeper into the personality of each applicant to see what makes them unique and how they will be able to adopt and enrich the existing culture. Video resumes are by far a more organic way of assessing someone’s personality than writing in a CV. 

Virtual recruiting has come a long way with video resumes being just one of many innovative ways that change how we think about hiring. Virtual recruiting has always been about being able to reach the best talent from a global pool, but this will allow outsourcing agencies to more easily identify potential candidates who might not have applied if they had to rely on their CV alone. 

Video resumes from TikTok will surely have a positive impact on future generations of recruitment, and it will be interesting to see how the feature will impact the future of Virtual Recruiting.
recruitment agency myths debunked

Demystifying Recruitment Agencies: What Every Company Should Know

Recruitment agencies are not a new concept. They have been around for many years and have helped businesses of all sizes find the qualified candidates to fill their open positions. However, some negative misconceptions about recruitment agencies have developed over time, which is unfortunate because they can discourage employers from utilizing this valuable resource. 

Many people assume that all recruitment agencies are out to take advantage of their clients or sell them on a service they don’t need. The reality is that most recruitment agencies are ethically sound and have a vested interest in both the candidate’s success and the company’s.

Recruitment agencies provide employers with qualified candidates who meet their specific needs, saving time on employer outreach efforts. They also take care of all administrative tasks, such as screening resumes to free up the employer’s time.

 

This article aims to dispel common myths and misconceptions about recruitment agencies and help you hire the best staffing solution for your company. This is what every company should know about outsourcing.

 

“We can get the same applicants by ourselves.”

There are numerous misconceptions about recruitment agencies, but this is a common one that can be cleared up quickly by simply hiring a top agency.  

Many companies think they can find the same calibre of talent on their own, but it would be wiser to hire a recruitment agency. They have access to many professionals who may not know about your company and could be great for filling open positions that you need to fill to grow. 

Not only are most agencies looking out for both employers and employees, but they are likely to return a higher quality of applicants. They are not out to get you or sell on a service that you don’t need, and in fact, they will have your best interests at heart with their expertise in recruitment services.

“Recruitment agencies cost too much money.”

One of the most common misconceptions is how much it costs for an employer to work with a recruitment agency instead of other recruiting firms. The cost depends on the type and scale of services, but most agencies charge a monthly/weekly fee determined by what you’re looking for, or they may calculate a fee based on the yearly salary of the employee.

In comparison, other recruitment firms charge a fee based on the number of hours they work, which can be very costly. 

At first glance, it may seem like working with an agency is more expensive than using another firm for your recruiting needs. Still, in reality, you will save money by not having to pay someone hour after hour when all you need is for them to find the perfect candidate based on your needs.

“We don’t need an agency because we only have one position open.”

This is one of the most common myths, and it’s not true. Regardless of how many positions you need to be filled, it would make sense for every business to use a recruitment agency.  

This is because recruitment agencies are experts in finding the perfect person for your company. They have a wide range of experience and qualifications, so they know what to look for when sourcing candidates that will be ideal for you.

An agency can help you through the process and land your company with qualified professionals without wasting any of your valuable time.

“Recruitment agencies don’t have enough experience in our industry.”

Another misconception is that recruitment agencies are not experienced or knowledgeable enough to recruit the most qualified candidates in industries like healthcare, manufacturing, IT, or engineering.

This is not true because recruitment agencies work with a wide array of industries, and they have the expertise to find talent in any field that you may need them for, whether it’s a permanent hire or a temporary employee.

They have connections with professionals in every industry, and they will do more than find you the perfect talent for your company. They can help train them on what it takes to work at a certain position or how an organization operates so that their candidate has all the skills necessary to fulfil your company’s needs.

“Recruitment agencies don’t listen to our needs.”

There are many myths about recruitment agencies, and one of the most common is that they don’t really listen to what employers want.

There’s a misconception that this may be true because agencies have access to many different types of professionals in all industries. Still, when you work with an agency like Greys, for example, they will take the time to understand your company before presenting you with any potential candidates.

Once you have a conversation and brainstorming sessions to explain your needs, they will be able to find the perfect candidate that will perfectly fit into your company’s culture, and meets your companies’ needs.

“An agency is just going to hire their old connections.”

There are some negative misconceptions about recruitment agencies because of this one myth: hiring people already in the agency’s network instead of someone new and qualified.

There is some truth to this myth, but most agencies will only hire people they know for a job opening with their company or another affiliate. They want to provide you with candidates from day one rather than finding them later on down the line.

However, most recruitment agencies would rather hire someone who is qualified in their field and “close” to your company because it will be a better fit.

“Recruitment agencies are just looking to make a profit.”

This is one of the most common myths because people think that recruitment agencies will do whatever it takes, including hiring unqualified candidates and taking advantage of your needs.

The truth is that there are many different types of professionals from all around the world in every industry working for recruitment agencies.

These professionals are hired because they have experience, knowledge, and qualifications, making them the perfect candidate for any role you need to be filled with your company.

Recruitment is complicated, but in a good way.

Based on all the common misconceptions of recruitment agencies that we have discussed, it’s clear that the entire concept of outsourcing your hiring process is more nuanced than what most people understand.

If you have never worked with an established recruitment agency with a proven track record under their belt, it might be easy to overlook the complexity of a successful recruitment effort done by the professionals. It takes time, patience, planning and strategy to execute an effective recruitment process.

When you find the right agency for your needs, they will be able to handle all aspects of recruitment, including finding new talent with qualified skill sets that align perfectly with what is needed in your company and handling any contracts or agreements between employers and employees.

Ready to take on a recruitment agency?

Greys Recruitment takes care of all your white-collar recruitment needs, so you don’t have to worry about it. At the same time, MASA is the temporary and permanent employment specialist here to handle your labour outsourcing and workforce solution.

Contact us to learn more about recruitment outsourcing and to find the best outsourcing solution for your company.

Greys Recruitment Top Jobs – June 2021 Part 2

With more than 40 years in the industry Greys Recruitment stands tall as Africa’s foremost recruitment partner for both clients and candidates alike.

 

for hire sign

Photo by Clem Onojeghuo on Unsplash

 

Week-on-week and month-on-month we successfully match employees and employers, resulting in thousands of happy placements both locally and internationally.

Whether you’re looking for employees of the highest calibre or to find the job of your dreams; the experts at Greys Recruitment are perfectly equipped to assist you.

Our Top Jobs of the Week listed below need to be filled and our consultants are waiting to hear from you!

 

Legal Secretary, Dictaphone Typing, Secretarial, Conveyancing

Johannesburg

Find out more here: https://bit.ly/3xVOkCE

 

Branch Manager, Automobile Wholesale

Durban

Find out more here: https://bit.ly/3gXWwg6

 

Expat Finance Manager, Clearing and Forwarding

Mozambique

Find out more here: https://bit.ly/3qDKdZO

 

Distribution Centre Systems Engineer, Supply Chain

Cape Town

Find out more here: https://bit.ly/3gXVUXZ

 

Outbound Manager, Supply Chain

Johannesburg

Find out more here: https://bit.ly/3w0MCyJ

 

Safari Travel Consultant (German Speaking) –

Remote South Africa

Find out more here: https://bit.ly/3A4NKo8

 

Business Analyst

Pietermaritzburg

Find out more here: https://bit.ly/3dnivLd

 

Jobbing Consultant (Sales)

Durban

Find out more here: https://bit.ly/3hgwDqK

 

Please see our jobs page for the latest roles from our offices in Johannesburg, Cape Town, Port Elizabeth and Durban.
Follow us on LinkedIn and Facebook for career updates and a weekly breakdown of our latest roles.

 

Greys Recruitment Top Jobs – June 2021

Top Jobs at Greys Recruitment this Week!

 

 

With more than 40 years in the industry, Greys Recruitment stands tall as Africa’s foremost recruitment partner for both clients and candidates alike.

Week-on-week and month-on-month we successfully match employees and employers, resulting in thousands of happy placements both locally and internationally.

Whether you’re looking for employees of the highest caliber or to find the job of your dreams; the experts at Greys Recruitment are perfectly equipped to assist you.

Our Top Jobs of the Week listed below need to be filled and our consultants are waiting to hear from you!

 

Sales & Marketing Manager
FMCG Industry
Durban
Find out more here: https://bit.ly/3guV0kp

 

Area Manager
FMCG Industry
Durban
Find out more here: https://bit.ly/2TYrLyJ

 

Finance Manager
Shipping & Logistics Industry
Mozambique
Find out more here: https://bit.ly/3whuMs5

 

Junior Conveyancer
Legal Industry
Johannesburg
Find out more here: https://bit.ly/3zdBVLO

 

Chief Financial Officer
Accelerate Funding Industry
Johannesburg
Find out more here: https://bit.ly/34XWj5N

 

Advertising Quality Control Specialist
Media Industry
Johannesburg
Find out more here: https://bit.ly/34YLi4h

 

Executive Operations Manager
Plastic Manufacturing Industry
Johannesburg
Find out more here: https://bit.ly/3pzdFQc

 

Office / Admin Manager
Executive Recruitment Industry
Cape Town
Find out more here: https://bit.ly/3v52tf7

 

IT Project Manager
Industrial Services Industry
Africa & South America
Find out more here: https://bit.ly/3wV24gu

 

Tender & Bid Specialist
Legal Industry
Pretoria
Find out more here: https://bit.ly/3vI8jEl

 

Please see our jobs page for the latest roles from our offices in Johannesburg, Cape Town, Port Elizabeth and Durban.
Follow us on LinkedIn and Facebook for career updates and a weekly breakdown of our latest roles.

Greys Recruitment are Hiring! Offshore Oil & Gas Vacancies

Greys Recruitment are Hiring! Offshore Oil & Gas Vacancies

OFFSHORE ANGOLA – OIL & GAS VACANCIES NEED TO BE FILLED NOW!

Our expert consultants are always on the hunt for market-leading professionals to place both nationally and internationally, we’re excited to announce a variety of new vacancies to be filled within the African Oil & Gas Industry.

 

If you’re a professional with Oil & Gas experience we may be looking for you, don’t miss out on what could potentially be your next dream job.

 

Details are as follows:

 

PLC Specialist

Apply Here

 

Requirements:

Engineer (A-levels + 5 years’ study) or Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

At least 3 years as a control system specialist in the petrochemical industry.

Knowledge of the principles related to the process and equipment of oil and gas treatment installations. Specific professional knowledge: CMMS: SAP/R3, all types of PLC.

Ability to work in a large multinational team.

Ability to work independently while maintaining good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

Working language: English.

 

Mechanical / Electrical Instrument HVAC Foreman

Apply Here

 

Requirements:

Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

3 to 5 years experience in the maintenance field on oil and gas production installations.

Basic knowledge of the process of oil and gas treatment, installations and a thorough knowledge of the equipment used in oil and gas treatment installations.

SAP/R3 experience and know-how.

Ability to lead and motivate multi-national teams.

Ability to maintain good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

Working language: English.

 

Offshore Coordinator

Apply Here

 

Requirements:

Chartered Engineer ( A-level + 5 Years’ Study ) or Higher National Diploma or Certificate ( HND/HND: A- levels + 3 years’ Study) or BTS / DUT or equivalent.

5 to 10 years experience in the maintenance field on oil and gas production installations.

Basic knowledge of the process of oil and gas treatment, installations and a thorough knowledge of the equipment used in oil and gas treatment installations.

Fully conversant with SAP/R3.

Ability to advise and motivate multi-national teams.

Computer literacy.

Ability to work offshore under the climatic conditions of the site.

Experience in CMMS.

Working language: English (spoken/read/written), Portuguese is an advantage.

 

Mechanical / Electrical Instrument Supervisor

Apply Here

 

Requirements:

Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

5 to 10 years experience in the maintenance field on oil and gas production installations.

Basic knowledge of the process of oil and gas treatment, installations and a thorough knowledge of the equipment used in oil and gas treatment installations..

Specific professional knowledge: SAP/R3 experience and know-how.

Ability to lead and motivate multinational teams.

Ability to maintain good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

Proven ability as a leader of small teams.

Perfectly competent and independent with common sense and organisational ability.

Working language: English.

 

Contractor Site Representative

Apply Here

 

Requirements:

Chartered Engineer (A-levels + 5 years’ study) or Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

10 years of experience in the field of maintenance on oil and gas production installations.

Knowledge of the principles related to the process and equipment of oil and gas treatment installations

SAP/R3 experience and know-how.

Ability to direct/lead large multinational teams.

Ability to work in a service relationship.

Ability to work independently while maintaining good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

Willingness to attend the training is named ‘’Major Crisis Management’’ (code 4859).

A proven sense of responsibility and a talent for management.

A rigorous and methodical approach to operations.

Common sense and the ability to anticipate and analyse.

Natural, flexible authority is essential.

Working language: English.

 

PLC/ICSS Supervisor

Apply Here

 

Requirements:

Chartered Engineer (A-levels + 5 years’ study) or Higher National Diploma or Certificate (HND/HNC (A-levels + 3 years’ study) or BTS/DUT or equivalent.

5 years experience in the field of control systems and at least 3 years as a control system specialist in the petrochemical industry.

Knowledge of the principles related to the process and equipment of oil and gas treatment installations.

Specific professional knowledge: CMMS: SAP/R3 / Foxboro DCS maintenance / Triconex and Yokogawa control systems.

Ability to work in a large multinational team.

Ability to work independently while maintaining good relations with colleagues and others.

Physical ability to work on offshore installations in the climatic conditions of the site.

A proven sense of responsibility and a talent for management.

A rigorous and methodical approach to operations.

Common sense and be able to anticipate and analyse.

Natural, flexible authority is essential.

Working language: English.

 

Please see our jobs page for the latest roles from our offices in Johannesburg, Cape Town, Port Elizabeth and Durban.
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