Communicate Blog

Do you have these personalities in your office?

Sandra Olivier - Friday, March 27, 2015

meerkat The diversity of people in every office environment brings with it some rather unique challenges. The ability to work together in a cohesive team and to get along well enough to ensure the success of projects and tasks is the objective of every team and department in the company – however, this doesn’t always go smoothly because, let’s face it, our personalities clash, our cultures and sensibilities may vary, and we treat our own and each other’s personal space rather differently.

We take a humorous look at some of the more familiar office personalities – can you identify these animals in your office? And which one are YOU?!

The Hadeda
The loud plaintive noises that emanate from the mouth of this prominent creature ensure that you know they’re nearing the office cubicles. You’d better make sure you haven’t left the microwave dirty, or that you haven’t illegally occupied the boardroom without consulting the relevant timetable. The hadeda will certainly call you on your tendency to break the rules… or they’ll leave passive-aggressive notes at every site of these terrible offences.

The Hyena
This laugh-a-minute animal may be the life of the party who brings a barrel full of innuendos and funny stories into the lunch area, but they’re also the chatterbox who keeps you unnecessarily occupied with their inanity while you’re fretting over whether or not you’ll make your deadlines. The hyena skits from desk to desk… leaving you to wonder what they actually do when it comes to work.

The Big Dog
The big dog has one helluva bark and they love to use it. They have excellent delegation skills and when they assign you a task or project, you know that you’ve been entrusted with something important and that they simply don’t have the time to do it themselves. Or do they? Sometimes the big dog barks and barks and doesn’t do much else… and you wonder why he has such an impeccable time management record.

The Octopus
This creature seems to have their tentacles in every project, is always genuinely busy with something, never needs sleep, and is usually the first to arrive and the last to leave the office. Their large head is just full of brains, and just when you thought their capacity was full, they’ll offer to pick up that last bit of work that no one else has time for. The octopus also gets forced to take leave, even when they don’t want to, but they never turn their "Out of Office" notifications on… because workaholics don’t know when to stop.

The Meerkat
Your conversation or problem may be none of their business, but as soon as you mention whatever combination of keywords that gets the meerkat’s head to pop up and face in your direction, they’ll involve themselves in your stuff. Whether you mention an accounting problem, your partner’s annoying habits, or your opinion on a certain court case of national newsworthiness, the meerkat will take notice, immediately stop what they’re doing, and come over to offer their two cents. If you ever find yourself in need of unwanted advice, this is something the meerkat also provides.

The Peacock
Try as you might to avoid looking at the office peacock, you just can’t help it. Whether it’s their overtly noticeable make-up, hair that is too perfect, or their feature-defining outfits, they dress, groom, and primp just to be seen. They may never advertise the fact that they’re living out of a tiny one-bedroom cardboard box to be able to afford their posh clothes, shoes, hair products, and brand name fragrances, but that doesn’t matter when you’re graced with the aesthetic perfection that is the peacock. Their work areas are neat and well organised too, and how can anyone’s handwriting still be that legible in this day and age? You feel an irrefutable desire to improve your appearance (and neaten up your own work space) when you’re in the peacock’s presence.

If you recognise any of these animals, why not share them with your co-workers and see who gets the hint!

If you are currently a job seeker and need some assistance in job hunting we can help. Communicate Personnel is a recruitment agency with specialist consultants that will assist you in finding an exciting new job, whether it’s Finance jobs, IT jobs, Engineering jobs, Freight jobs or Supply Chain jobs. Check out our vacancy page and apply now.


Does age matter? The benefits and challenges of seasoned employees vs millennials

Sandra Olivier - Friday, March 20, 2015

arrows choice shows options alternatives Recently there’s been a lot of focus on the courage and audacity of the millennial workforce, so it’s time to shift the spotlight onto the generation of employees that has carried the flag for loyalty and long careers, for climbing the ranks slowly or immersing themselves thoroughly in a stable career. If you have real concerns about valuable knowledge and experience leaving your business when your older employees leave or retire, or if you are unsure of the repercussions of hiring seasoned candidates, then here are some things for you to consider:

The value that older employees bring to the table
While members of the millennial generation (born in the early 1980s or sooner) are perceived to be highly adaptable, skilled at multi-tasking, and exponentially more tech-savvy than older generations, it’s older employees who can offer a completely different set of expertise in the work place.

These soft skills include: dedication to their jobs, a respect for punctuality, polished communication skills, the ability to be accountable, pride in their work, and attention to detail that is being side-lined in favour of more modern skills for the survival mode that many companies find themselves in today.

The appeal of a switched-on youngster
Millennials are lauded for their ability to surf the seas of rapid change, to take big risks on new ideas because of the potential for even bigger rewards. They have a ‘here-and-now’ attitude and a capacity for quickly learning to work with new technology and the novel ways in which it is applied. The younger generation has a hunger for knowledge, which keeps them continuously asking “WHY?” – and many other new skills that are required for the rapid-fire environment of today’s employed environment.

The stability of the seasoned employee
This doesn’t mean that older employees have no place in the modern work environment – quite the opposite. When you’re considering hiring a seasoned candidate (age 45 to 50), the qualities they bring into your workspace will provide a strong foundation for the seemingly ungrounded millennial workforce that is characterised by short-term stays at different companies. Seasoned employees make for great mentors who can entrench strong values of honesty, accountability, organisation, self-confidence, maturity, and commitment to the job – into a workforce that is so focused on “making it” while they’re still young.

The older workforce may be stereotyped as being stubborn in their ways, difficult to train, and troublesome to manage (since they’re used to being more independent and not micro-managed), these stereotypes are far from the norm. And when these traits are inverted into positives – settled and secure, fiercely independent, and acquiring skills through experience and adaptation – you may recognise that these are the skills that may potentially be lacking in a workforce made up of hyper-vigilant and sharply competitive youngsters.

The myth of in-adaptability
Very often, the old vs. young argument is “decided” by the perception that millennials are highly adaptable, while the baby boomers are stuck in their ways. However, consider the fact that seasoned employees – who tend to stay in fewer jobs for longer – are subjected to more complex changes over the longer term and weather the storms of change, compared to millennials whose careers are characterised by shorts stints in highly varied environments.

Create the necessary balance
The reality is that you should consider creating a balance of younger and older employees with a strong aptitude for learning from each other as both generations offers important benefits to your company. If you prefer to hire older employees for their traditional qualities, you may lose the advantage of younger employees who hold innovation and risk highly. If you favour younger employees for their high-energy work ethics and their overtime capacity, you run the risk of a very unstable workforce that could disband at the slightest hint of conflict.

As Baby Boomers begin to retire more rapidly how are your company looking to manage the skills gap and transition of responsibility that needs to be taken on by the younger generation?

If you are struggling to find the answers on how you will recruit the right people to your organization and manage the generation gap in your workforce, then we can help you. Communicate Personnel is a well-known, reputable specialist recruitment company with over 30 years’ experience in the employment market.

Or if you are in the market looking for Finance, IT, Engineering, Freight or Supply Chain jobs. Check out our vacancy page and apply now! 


Fast Track Your Job Search

Mallisa Watson - Friday, March 13, 2015

Businesswoman With Speedy Typing The job market is more competitive than ever, great career opportunities are hard to find and even harder to land. Employers are looking for talented people with the skills and smarts to succeed and they are being more selective than ever. Working with a recruiter is one way to increase your chance of finding a great job. While working with a recruiter clearly offers a number of advantages, it requires some work and patience on the part of the job seeker. Understanding how to navigate the do's and don'ts of working with recruiters can help you get the most out of your recruiter relationship, and ultimately lead to the best outcome; a great job and improved career opportunities!

It is important for you to ensure you have partnered up with the right recruiter. Often times, it’s best to select a recruiter that specializes in your industry because they will have a better understanding of the trends in that specific market. Make sure you have some questions written down to help you evaluate if this is the partnership for you.

Here are some suggestions.
• How long have you been in the recruitment industry? This will give you an idea of the knowledge and work experience of the recruiter.
• Now that you know a little more about me, is there a specific job you have in mind for me?
• What kinds of hiring trends are you currently seeing in my field?
• Do you help candidates prepare for interviews?
• After today, when can I expect to hear from you again?
• On average, how quickly do the candidates you work with find a new position?
• How long have you worked with some of your client companies?

Be clear
Your recruiter is meeting with you to clearly understand and define your goals and aspirations in order to;

a) Help source your next opportunity, and

b) Provide you with advice, recommendations and referrals that will assist you in your search.

It is imperative that you provide your recruiter with genuine information about what you do and don't want and openly discuss your motivations and career history.

Know your experience
Keep in mind that the recruiter is meeting with you to get to know and understand what makes you unique in terms of your skills and experience. Before you go into the meeting, glance through your resume. Think about some of the most important projects you have worked on in your previous job(s), what you liked and didn’t like about each job or task. Remember to acknowledge some of the biggest challenges you’ve faced and how you overcame them in each role.

One of the best ways to make your recruiter’s job easier is to evaluate the impact you had in previous roles. Recruiters want to hear about what you’ve done and how you did it, but understanding the big picture and the impact of your work is also vital. It’s important for your recruiter to know this information to help them sell you at a potential new employer.

The right connections
Because recruiters work closely and on a daily basis with hiring companies, you stand a better chance at being chosen out of the many candidates who applied for the position.  In presenting your CV to the employer, the recruiter has unique insights into the company and is able to presents your skills and strengths better. 

If you work with a specialized recruiter, they will know dozens (hopefully hundreds) of hiring managers who work within your field.  If you don’t get the first position you are interviewed for, your recruiter will likely have a few more in mind or know of several more that will open up in the future. Recruiters sometimes gets exclusive vacancies, they get job specs from these hiring companies even before the job gets advertised. So you will have a head start.

Additional insights into the company
Because the recruiter is familiar with the hiring company, they will be able to tell if you will fit into the company's culture, work well with the employer and be able to cope in their kind of work environment. They can give you valuable information regarding the interviews process, the type of interview style and some questions they might ask you. This will help you walk into the interview with confidence and well prepared on what to expect.

We spend half of our waking hours at our work place, so make sure you select your next job carefully. Partnering up with the right recruiter will give you an advantage, save you time and help connect you with the right potential employers in your industry.

Communicate Personnel is a recruitment agency with consultants specialising in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs and Supply Chain jobs. Check out our vacancy page and apply now! 


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Credit: by adamr

Expect the unexpected: Counter offers

Sandra Olivier - Friday, March 06, 2015

arrows choice shows options alternativesFor weeks you’ve been battling with the decision. You’ve considered all the angles, how it will impact your family, your travel time and your career in the long run. Finally, you’ve made a decision. It feels like a weight has been lifted off your shoulders. You get up the nerve to walk into your boss’s office and resign. You are ready to move on to a job with more pay and growth prospects. Relief and excitement sets in.

Then, just when you least expect it your boss calls you back in and makes what appears to be an attractive counter offer. Confusion hits you once again, you are stuck in an uncomfortable position. The offer on the table is now more than what the new company is offering you. Should you stay or should you go?

Counter offers to employees who get job offers are becoming more common. The main reason for making a counter offer is to hold onto employees with hard-to-find skills, although for many companies it’s also about retaining long-term employees who have knowledge of the company.

The decision to accept a counter offer may be as simple as understanding its pros and cons.

So why would it be a good idea to accept a counter offer?

If your biggest consideration for searching for a new job is based on the need for a higher salary, then accepting a counter offer might be a good idea for you. If you are happy at your current company and feel challenged in your job, staying in a comfortable environment that you are familiar with at a more competitive salary is the answer for you. After all, it’s been said that changing jobs are one of the highest stressors in a person’s life.

Counter-offers can provide an opportunity for employees to voice issues about their jobs. However, many would argue that you shouldn’t have to threaten to resign for your employers to acknowledge your problems. That being said, the truth is that many employers might not be aware of your concerns and once they realise they might lose you, they are willing to accommodate your request in order to retain you.

Why do so many people recommend against accepting a counter offer?

Trust: One of the biggest concerns for many is the break in the trust relationship between you and your employer. If you were planning to resign to only accept a counter offer it will cast some doubt over your loyalty to the company. Employers will always remember your attempt to resign in the future and you will now be labelled ‘un-officially’ a risk especially when it comes to promotions.  

Time:  The unfortunate truth is that many companies might just be playing for time when the make a counter offer. If you accept the offer, it gives them the time to start looking for a replacement and to make the necessary contingency plans to ensure when you do resign it has minimum impact on them. Recruiters will tell you that 70 to 80 percent of people who accepted a counter offer either leaves or are let go within a year.

No Change: This is the key consideration and most important to consider with a counter offer. What are the exact reasons you decided to leave in the first place? You are frustrated in your job, don’t get along with your manager, don’t get to work on bigger projects? If you decide to stay, will any of these problems disappear? Unless you’re able to negotiate a new assignment or some changes to your current job, you will still have to deal with the same negatives.

Burning bridges:  Declining an offer could damage your professional reputation. The new company went through the interview process and invested considerable time to get you on board, only to be rejected at the end. They will now have to go through the whole process again, putting you in their bad books for future opportunities.

Whatever you decide to do, accept a counter offer or stand firm and move to a new opportunity be respectful and tactful in how you deal with both your current manager and the one who is offering you a job.

Communicate Personnel is a specialized recruitment agency that can assist you with your job search. We have Finance jobs in accounting, auditing, taxation, and corporate finance jobs. A variety of IT jobs ranging from developers to architects, consultants in CRM and ERP, through to project managers, systems engineers and BI or BA. Engineering jobs in industries like civil, structural, mechanical, electrical, electronic, production and trade. Supply Chain jobs as well as Freight jobs in procurement, production, logistics, freight as well as warehousing and distribution. Check out our vacancy page and apply now.


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Credit: by Mister GC

Benefits South African companies offer and what to look for while job hunting

Sandra Olivier - Friday, February 27, 2015

life balanceThere used to be a great stigma attached to the serial jobseeker, the job-hopper in search of the perfect position, who flitted from one job to the next in fewer than 12 to 18 months – leaving a string of confounded employers in their wake. If this sounds like you, rest assured, you’re not alone… and you’re probably a millennial (born between 1980 and 1995). But if you want to settle down into a job and turn it into a meaningful career, perhaps it’s time to proactively seek out that employer who knows how to tame you and other millennials into staying in one place for longer than a year.

Here are some sure-fire ways to identify a great match when it comes to finding a company to work for – the benefits on offer to keep you committed to your employer while meaningfully using your time to grow.

1. Flexi Time
Flexible working hours are the Holy Grail for employees working in South Africa’s larger cities. Instead of spending two to three hours in traffic every day, flexi time gives you the choice of more traffic-friendly working hours, or the choice to work from home for a day or two each week. Flexi time still represents treacherous waters for many managers who feel like they need to see their team members in order to trust that they’re being productive. However, if you find a company willing to offer you flexible hours, it’s definitely one to consider because it also shows that they’re more likely to be flexible in other areas – such as encouraging team members to provide creative solutions to company problems, and being open to strategic input from all levels.

2. Work/Life Balance
Argh – such a cliché, but a true one at that. A company that states outright that you “might be expected to work after hours, unpaid” doesn’t understand the meaning of work/life balance, and you should probably give it a wide berth if you value time outside of the office. There’s nothing wrong with a company that expects you to work hard and put in long hours, as long as those extra demands are countered with free healthy breakfasts in their well-stocked kitchen, all access to an onsite gym, and/or complimentary dinner when you do have to work late. A quarterly bonus won’t hurt, but sometimes a monetary reward is not enough of an indication to show that your employer understands – now – that you’re sacrificing family/social time for your job. An employer who insists that you leave at 17h00 and “carry on tomorrow”, or that you get free lunch for a week because you have to eat it at your desk while you work, is a rare find and not to be taken for granted.

3. Social purpose and making meaning
Baby Boomers and Generation X employees prioritised financial stability and long-term assurance over realising their dreams and experiencing and expressing purpose through their work or job. You – as a millennial – may feel frustrated with the day-to-day, work-eat-sleep routine of your job, and crave more meaning from the work you are doing. A company that is passionately involved in Corporate Social Responsibility initiatives, growing their community, and working towards a higher purpose without it directly improving their bottom line may be something that you’re interested in. Giving back to society for the sake of feel-good (and not simply as a PR stunt) is very attractive in a company, so while you’re job hunting, that’s an important criterion to add to your “benefits” list.

4. Mentoring and coaching
A company that provides in-house mentoring, coaching, and training is special indeed. It shows that they value innovation, sharing, and skills transfer – it shows that they’re willing to invest a lot in their employees, that you’ll be valued when you work there. A company that encourages the seniors to mentor and coach the juniors is likely to also be an inclusive company – one characterised by its willingness to be transparent. Transparency means that, as a junior, you’ll be privy to information about expenditure and revenue… and your role in influencing it. Inclusion is important and points back to the idea that your company values you.

As a millennial, you probably value teamwork and a constant feedback loop that encourages you to take on more responsibility and consistently improve on the quality of your work. When you attend job interviews, be sure to ask the interviewers questions that will reveal whether the company is millennial-friendly, and whether it’s worth it to take the job.

If you are currently a job seeker and need some assistance in job hunting we can help.  Communicate Personnel is a recruitment agency with specialist consultants that will assist you in finding an exciting new job, whether it’s jobs in the Finance, ITEngineering, Freight, or Supply Chain industries. Check out our vacancy page and apply now.


Credit: by Signpost

Challenges executives face while job hunting

Sandra Olivier - Friday, February 20, 2015

career job indicates world wide web and employement While new entrants to the job market face the threat of obscurity amongst thousands of their peers all applying for the limited number of available positions, there is a different variety of challenges that executive level job hunters may experience. Higher up, the number of jobs-to-applicants ratio is even tighter, and when a senior executive has been employed for a long period of time, the stakes are much higher when they find themselves in the job market once again.

Here are just some of the challenges that executives may experience while job hunting:

The discomfort of being unemployed
Rising up the ranks to a senior position takes years of commitment and dedication, and often comes with having to sacrifice valuable family or social time. When a senior executive is let go – due to company restructuring, the end of a contract, or for political reasons – they may find the sudden change of scenery quite uncomfortable. It’s important that they do not allow this discomfort to affect their self-confidence or sense of purpose, but to rather see it as the opportunity to find a new course of action.

The out-of-date CV
It takes many years to nurture a career that peaks in the CEO’s corner office. The approach to compiling a CV or resume may have changed significantly for CEOs who find themselves available to fill a new vacancy, so they will either have to completely redo their CV or find a unique way to put themselves back out there and promote their value to new employers.

The nuances of the executive job market
Senior level positions aren’t advertised in the same way that junior positions are, and the recruitment process for seniors and executives is substantially more time-consuming and expensive than for juniors or even management positions. Very often, executive positions are offered to internal staff as promotions; or external candidates are very specifically head-hunted based on their explicit suitability for the company’s strategic direction. It’s very difficult for an outsider – or someone not on the HR department’s or decision makers’ radar – to apply for, motivate, and fill a company vacancy at executive level.

The decision to not be too selective
The number of unemployed executives far outweighs the number of available vacancies, and because the application and recruitment process can take up to 12 months (or more), executives may have to decide whether to take the first thing that comes along or to stoically  wait for the perfect position. This will remain a very personal choice for each executive in this position, and will also hinge on the number of opportunities and interviews they’ve encountered. Executives would do well to be reasonable about their prospects, especially if they want to retain their executive lifestyle.

The importance of authentic networking
Executives who have strategically grown their professional networks throughout their career lifespan (and not only when they’ve learned they will be losing their jobs) may have an easier time finding employment than those who have simply clicked “Connect” on each vaguely important person on LinkedIn.

Those who have offered a helping hand, referenced important job candidates for industry partners (who have subsequently benefited from hiring that candidate), opened their own networks to newcomers and to those with significant business influence, may find themselves on the receiving end of the repayment of those dues, and very quickly re-employed. Even if the executive’s carefully honed network does not immediately provide an opportunity, the people in it will be primed to share the news that the executive is available (and highly qualified and capable) with their own networks.

The practical and emotional consequences of losing a job at the executive level should be approached logically and realistically. Executives may gather comfort from their business connections and networks, or they can approach a specialised executive recruitment agency to help them get placed once more. The key is for these executives to stay busy (to consult independently or even to volunteer) while they work at finding employment again.

If you are currently a job seeker and need some assistance in job hunting we can help.  Communicate Personnel is a recruitment agency with specialist consultants that will assist you in finding an exciting new job, whether it’s  Finance jobs, IT jobs, Engineering jobs, Freight jobs or Supply Chain jobs. Check out our vacancy page and apply now.


Credit: by Mister GC

How To Successfully Navigate Those Tricky Interview Questions

Sandra Olivier - Friday, February 13, 2015

sack of question markt The shortage of skills has forced many hiring managers to adopt a more in-depth hiring process to ensure that they find the right candidates. In the past many managers treated the interview process as just another ‘to-do’ item on their checklist. If you look around today you will notice that this has changed and the most successful companies have a very strong emphasis on the hiring process.

The success of a business is in the hands of the employees. They take hundreds, if not thousands, of individual actions on the company’s behalf every day. It is understandable then, that one of the most important tasks of any leader is to ensure that the hiring process is in itself highly effective.

The feedback from job seekers in the past year is that they were often faced with much harder interview questions than they expected. Preparation is key. As a job seeker, you need to know that the bar is set high especially at executive level and if you want to succeed in any interview, you need to be able to provide good answers to some of these tricky interview questions.

How long will it take you to add real value to our company?
It’s important to be realistic in the answer to this question. Remember to not make promises you can’t keep in the interview especially not knowing the full situation with a specific job. (It might have been vacant for a couple of months, with work piling up.) It’s best to admit that there will be a learning curve to get up to speed in the new position. List your main skills and how these will be directly applicable if you get the job. Ensure you can back your claims with achievements from your previous jobs, preferably examples with measurable results.

What is your vision for your career in the next five years?
Predicting the future is impossible, but communicating a vision for your career is essential. Interviewers are asking this question, as they want to know that you're not just applying for jobs randomly and taking whatever you can get. It’s important to do your research in terms of the company and the career path they could possible offer you including the position above the one you are applying for. The response you want to give is that you are ambitious and would like to move up in the company and not just take the next job offer that comes along.

Why should we hire you for this job, what sets you apart from the other applicants?
This is your chance to wow them with your highlight reel. Your answer should summarize the top three or four best reasons to hire you. Tell them which of your abilities and experiences will enhance the company and how having you on board would benefit everyone at the workplace. Explain the context, and give concrete examples or details to support the qualities you claim to have. Most important, understand the top requirements of the job and articulate how you would be the best candidate.

What was the most difficult part of your past jobs?
Your answer will not only reveals you are not afraid to admit when you are faced with a challenge, but also says a lot about your ability to handle stressful or difficult situations. This is your opportunity to turn a negative into a positive, because the ability to acknowledge a mistake is often seen as a sign of maturity and leadership.

What are you most proud of in your career?
Many candidates are caught off guard with this question as often times they haven’t spent any time thinking about it. The worst think you can do is say you don’t know or hesitate in answering this. You need to consider your answer carefully as the accomplishments you’re most proud of will tell your interviewer about what’s important to you and therefore what kind of environment you will thrive in.  It should be a tangible event that you can pinpoint and measure, it’s no good giving a vague response. Be sure to think about this one ahead of the interview to be prepared with a confidant answer.

If you are currently a job seeker and need some assistance in job hunting we can help.  Communicate Personnel is a recruitment agency with specialist consultants that will assist you in finding an exciting new job, whether it’s  Finance jobs, IT jobs, Engineering jobs, Freight jobs or Supply Chain jobs. Check out our vacancy page and apply now.


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Credit: by Mister GC

How to quit your job without burning bridges

Sandra Olivier - Friday, January 30, 2015

Rope bridgeIt happens to the best of us, a job loses its sparkle, you no longer feel challenged enough, you lost out on a promotion and there won’t be another one available for at least another year, you’re having trouble with your manager, your teammates are creating a nasty vibe… Whatever the reason, if you feel it’s time to resign, then resign.

But don’t burn your bridges.

We know – sometimes you might feel so frustrated that you wish you could march into your boss’s office, throw a stack of papers in the air and yell, “I quit!” But keep your temper in check because resigning from your job can be the perfect opportunity to show what you’re made of and strengthen your industry reputation. Here’s what you should know about quitting tactfully:

1. Plan your exit
In the same way that you worked hard to impress your boss during the interview that got you the job offer, it’s important to create a great impression when you’re ready to leave. Know that this is exactly what you want and be graceful about your resignation. Don’t act like a prisoner who’s about to get out on parole. Take note of the following points…

2. Make sure your boss is the first to know
The minute you decide to quit and whisper it to your colleague in the lunch queue, that gossip is going to spread like wildfire. Your boss may be one of the last people to find out, but when this happens, it will be a clear sign of disrespect and/or that you have something to hide. Do the right thing and tell them first. This is a small gesture, but it will go a long way to maintain their respect for you.

3. Communicate your resignation tactfully
Draft a resignation letter that is neat and to the point, letting your boss know that you are resigning and why (again, be very diplomatic and take responsibility for your decision), and when your final day of work will be. Make sure you understand your employment conditions – whether you need to provide a calendar month, two weeks, four weeks, or whether your company will allow you to leave immediately. Factor this into the information you provide in your resignation letter. Hand this letter to your boss directly, but personally state your desire to resign. Again, this sign of respect goes a lot further than slipping the letter onto their desk and simply walking away.

4. Be diplomatic when telling your boss why you’re leaving
Whether you just can’t stand your colleagues anymore or you disagree with your boss’s management style, you don’t like the volume of after-hours work, or you feel your salary is too low, don’t make your decision to leave, the company’s fault. Explain to your boss that you feel you’re more suited to a different environment, you’d like more of a challenge (be very careful with this one), or you’d like to pursue a different line of work. However, don’t lie about your reasons. People in the industry are closely connected to one another and they will talk – just make sure that when they talk about you, it’s for the right reasons.

5. Don’t leave in chaos
There will always be a strategic time to leave your job… and that’s not in the middle of a critical project in which you play a major role. Even if it’s the last thing you do for the company, ensure that you make for a smooth transition between your presence and your absence. If there’s someone to fill your position when you leave, offer to train them up during your notice period.

If you’ve resigned recently, tell us about how you did it and how your boss reacted.

If you are thinking it's time to find a new job, Communicate Personnel can assist with your search. Browse through our available vacancies, which include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs and Freight jobs  and apply today.


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Credit: by Exsodus

How to ace your job interview and get what you want

Sandra Olivier - Friday, January 23, 2015
Job Application Form

It’s difficult enough for recruiters and hiring managers to notice your CV out of the thousands of CVs they receive, so getting the interview is a big win! This doesn’t mean you’re home free – it’s essential that you prepare properly for the interview and 1) give the interviewers what they want, AND 2) get what you want out of the interview.

These tips will help you to establish a good impression with your interview and ensure that the interview is a win-win for both of you.

1. Make a great first impression
We’ve all heard it before but the first three seconds after you met someone knew is the most important. When you first meet your interviewer, before you have uttered a word you would have made a first impression with how you’re dressed, your facial expression, and your overall demeanour. Dressing appropriately for an interview supports your image as a person who takes the interview process seriously and understands the nature of the industry in which you are trying to become employed.

2. Arrive prepared
Too many job candidates think that interviews are all about the company grilling them to see if they’re the right person for the job. However, a job interview is an opportunity to establish whether you’re right for each other. Do your research – visit the company’s website, look up the CEO, Managing Director, or General Manager on LinkedIn and social media to get an idea of their vision for the company, any awards they may have received, and what the media is saying about them. If your interviewer happens to ask the question, “What makes you the right person for the job?” – instead of answering with a point-by-point account of how your skills match up with the job spec, you can confidently talk about how the company’s philosophy is in line with your own goals, and then get down to how you’ll achieve the daily specifics.

It’s insulting to the company if you haven’t bothered to take the time to look them up and learn more about why the company was established and what they’ve achieved.

3. Be honest and straightforward
While you may be nervous about answering the interview questions with what the interviewer wants to hear, remember that if you got the job, you’ll need to follow through with your performance when you arrive for work – from Day 1. That means: no nonsense. Don’t bloat your career experience with white lies or adopt a “fake it till you make it” attitude. Interviewers are savvy about candidates telling lies or being too enthusiastic about their previous work experience and when they catch on to any BS, they will catch you out.

Don’t brag about your past achievements, but rather show how your problem-solving skills, specific expertise, or the right opportunity presented to you, helped you to meet your previous employer’s requirements. This shows that you’re aware of your position within a team – that it’s not just about you and your amazingness.

4. Let the interviewer know that you want the job
Sure, you’ve rocked up for the interview. You look your best. You know about the company. You’re answering your interview questions with ease. It should be a given that you want the job, right? Wrong. While you shouldn’t break down and resort to begging for the job, one crucial step that many interviewees miss is to overtly inform the interviewer that they are genuinely interested in the job.

How do you do this? Towards the end of the interview, you’ll be able to tell whether the process has gone well and if it has, this is the perfect time to add the cherry on the cake: “Based on what I’ve learned about your company and the requirements of this vacancy, I know I’d be a great fit because it really aligns with who I am and what I want to do. Your company seems like a great place to work because of X, Y, Z and I can certainly contribute to what you do.”

5. Above all else, practise.
Look in the mirror or take a video of yourself as you answer typical interview questions. This will help to build your confidence a bit and eliminate some of those nerves.

Looking for a new job?  Communicate Personnel is a recruitment agency with consultants specialising in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs and Supply Chain jobs. Check out our vacancy page and apply now!


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The Career Advice you Probably Didn’t Get

Sandra Olivier - Tuesday, January 20, 2015

Leader standing with his members You’re doing everything right at work, taking all the right advice, putting in the hours, delivering the results but you’re just not moving up. Why?

According to Susan Colantuono CEO of Leading Women, leadership can be defined as individuals that are able to use the greatness in themselves to achieve and sustain extraordinary outcomes by engaging the greatness in others. Many individuals struggle to advance their careers from middle management to executive level, because they don’t understand their role and how to move the organization forward.

Susan offers insightful advice on this topic and explains how in her opinion the door opener for career advancement is your skills in business, strategic and financial acumen and all the other conventional career advice is just the differentiating factors.

This TED video is well worth watching and offers some great takeaways for us all as we think about where we are on our career path.

Do you need assistance to help your career advance to executive level? Communicate Personnel is a recruitment agency with consultants specialising in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs and Supply Chain jobs. Check out our vacancy page and apply now!

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Credit: by Master isolated images