Communicate Blog

Generations and the pay gap in the workplace

Sandra Olivier - Friday, June 24, 2016

business womanRecent studies have shown that the pay gap between genders is smallest in the Gen-Y population. However, the gap still widens for Gen Y (as it does for all other generations) as responsibility level increases. Women are well-represented at junior levels, but not so much at middle, senior and executive levels with very little representation at management or board level. The South African gender pay gap is estimated, on average, to be between 15% to 17%. What this really means is that if you are a South African woman you will need to work at least two more months than a man to earn the same salary per year. The good news is that as the workforce matures, the subsequent generations will experience less and less of a discrepancy. Each year is a step closer to this thinking.  

But for those of you who don’t want to—or can’t—wait around until 2050 to see equal pay, here are four strategies to at least get you closer to even with your male counterparts.

Set the Tone in Initial Negotiations
That first salary negotiation with any employer is critical. It’s harder to get a bigger raise later, so that first negotiation can be make or break for the duration of your employment at the company. Failing to negotiate your salary from the start is not only an initial mistake; it is one that will continue to follow you and will be compounded over the years, disadvantaging you throughout the remainder of your career.

Smart Negotiations is Key
The smart first step for women is to reframe the conversation from a battle to a problem-solving collaboration, which opens a lot more options. You need to prepare for this conversation in advance and know how much more you want and why.  More importantly you need to know what you are worth, how to persuade your employers by also showing how it will benefit them.

Raise your expectations
Women are not as good negotiating for themselves as men are, mostly because of different expectations. Are you aspiring high enough? Raise your own price and you're guaranteed to achieve a better result. A higher salary goal communicates confidence, and confidence inspires confidence and with it higher salaries. Assume that your salary is negotiable, and that you don’t have to accept the first offer you receive. The first step toward successfully negotiating is making the decision to negotiate in the first place.

Don’t be complacent, check your pay status regularly
In business, and in life, things change. Always ensure that you are aware of your current market value and if you discover that your current salary doesn’t match then ask for a raise. Don’t just assume your employer will offer it to you. If you are not getting what you’re worth, you need to speak up. The more data you have to support your request the better. Instead of just assuming you will be taken care of, make sure to take care of it yourself.

Ultimately, if you are looking to negotiate your salary and do the work you also need to be willing to do the work. So, whether you’re negotiating salary with your current company or for a new opportunity, consider the steps above to negotiate the salary you deserve.

Need help in showcasing your worth to your next potential employer? Communicate Personnel is a specialized recruitment agency that can assist you with your job search. Our consultants will help you achieve your career goals and manage the entire recruitment process, from interview to offer stage. We Connect Great People with Great Careers. Visit our vacancies pages and apply today. 

 Apply Here

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Managing Different Generations in the Workplace

Sandra Olivier - Wednesday, June 15, 2016

generations in the workplace There are many factors currently influencing the workplace but there is no arguing that it is an ever-changing environment. Today, many people are living much longer, which means you have employees in the work place that often times stay on after traditional retirement age of 65. The way organizations function and interact are changing fast and this is mostly attributed to a younger generation that is joining the workforce with different values and opinions. At this point in time, there are four generations that are active in our workforce, and there's little doubt that having that wide an age range in any organization is bound to come with challenges.

Baby Boomers, Gen X, Millennials and Centennials: they all seem to want something different. Boomers are very loyal employees, they love the social interaction at work, will work long hours and are willing to invest time in working their way up the corporate hierarchy. Gen Xers think that boomers are crazy to work so hard, and are so much more sceptical about life in general. They are committed to do a good job, but find it important to go home at night and have a life. Millennials — are extremely impatient; if they're not happy, they won't work through it: they just leave. Centennials is a new breed of young worker that distinctly values independence and individuality. How are you supposed to pull all these people into a team and get them to work well together? Here are some tips:

Mentoring & Learning:
Learning and development matters to everyone, regardless of age or life stage. Overall the older generation tend to still prefer the more traditional forms of training, either from a handbook or presentation. The younger generations are much more comfortable with technology in their everyday life and therefore attracted to learning environments that utilizes interactive technology.

Each generation have a different strength, experience and knowledge they can offer. It’s important to encourage each generation to mentor the other. Inclusion helps to use those differences as leverage to maximize results. In addition, most employees’ value being included versus excluded. Inclusion equals teamwork. Teamwork leads to achieving results faster.

The differences in work life balance
Generations have a different perspective on what constitutes work life balance. Many baby boomers consider traditional company hours for purely business activities and find it unprofessional to take time off for handling personal business during this time. As a result, this generation don’t value things like flexi-time and alternative schedules very highly. In fact they are of the opinion the more time spent in the office the more successful you will be in climbing the corporate ladder.

On the other hand both Gen X and Gen Y yearn for better work-life balance to attend to family or pursue own interest. Generation Y relate to balance in terms of not necessarily working less but rather working differently, more flexibly. Millennials want to be able to work hard and have a life at the same time. Flexibility really is a foundational item for them, not just a 'nice to have’.

As managers it’s important to understand the difference in perspective in order to provide the right motivation for each generation if you want to retain your talent.

For Baby Boomers it’s important to feel in control, they want effective feedback as this helps them feel more in control in terms of what they work on and how they work on it.  They also desire public recognition for a job well done, and like to receive it from management or even peers.

Gen-Xers are motivated more by how their actions contribute to the organization’s success. For them it’s important that feedback should include how their individual progress impacts the company and its achievements.

More than any other generation, millennials crave positive reinforcement and seek to validate their value to an organization. To address these needs, provide daily acknowledgement of their contributions or redirect them immediately if they need to do something different.

Each generation brings to the office unique strengths, knowledge and even challenges, such as a preferred communication style, desired benefits or how they like to be motivated and managed. These differences can be an asset if managed correctly, but they also can lead to misunderstanding, conflict and miscommunication. Understanding the differences will go a long way in ensuring your multi-generational teams are working together productively and effectively.

Communicate Personnel is a specialized recruitment agency with years of experience in the Finance, IT, Engineering and Supply Chain/Freight industries. We can assist with the sourcing, assessing, screening, and matching of candidate to ensure you find the right fit for your company the first time. Contact us today.  


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Challenges Different Generations of Job Seekers Face

Sandra Olivier - Friday, June 10, 2016

ipadThere are currently more and more Millennials entering the workforce and Baby Boomers are preparing for retirement, which leads to some definite generational gaps developing at work. Whether it’s younger people managing older employers or vice versa, there is a huge number of challenges arising because of the differences in age.

While generational diversity in the workforce promotes a broader range of talent, the awareness and impact of these different role players are key to understand in your job search.

One such area is during the job search and interview process. The challenges in terms of generational gaps are plentiful so what do you need to know?

Baby Boomers
If you’re a job-seeker of the baby-boom generation, you may be feeling a little overwhelmed by the way things have changed in the job market. Job boards and networking are now seen as vital ways in which to start your job search.  There are many misconceptions around older workers but the reality is that as baby boomers you are flexible when it comes to chances in the workplace, goal-oriented and more devoted and engaged than your younger counterparts.

When you interview for a new position, you have the opportunity to convince those in charge of hiring that you’re just as passionate, energetic, adaptable and technologically savvy as those half your age. It’s important to show how you are open to new ideas and how you’ve been proactive in learning about new technologies or systems in your field.

Use your age and knowledge gained to your advantage by making sure you convey the impression that you’re mature and experienced but also an enthusiastic individual who’s eager for new challenges.

Don’t emphasize numbers of years of experience, but rather, hindsight, learning from mistakes, self-awareness, and the value you can add as a result of your rich background.

Gen X
The Generation X-ers were born between 1965 and 1980, caught between parents who are aging and children they are raising, many from this generation are trying to balance family priorities and work responsibilities. You’re in your 30s and 40s, in the middle of your lives, your careers, and have a lot of responsibility. You’re caught in between two huge groups of people who are, in their own ways, competing with you head on head.  Boomers to the left of you, Millennials to the right — and you with all the frustrations that come with being part of a smaller generational cohort.

If you are part of this generation you are known for being self-reliant and entrepreneurial, traits that show potential employers that you are ready to tackle any project and don’t need a lot of hand-holding. Your priorities for job search may be different than other generations as you need your career to fit into your life especially with the multitude of responsibilities you have at this stage of your life.

If a boomer is interviewing you, be sensitive to the fact that they might have different views around benefits like flexitime and working remotely and therefore avoid leading with this type of questions.

On the other hand if a millennial is interviewing you talk more about your enthusiasm and interest for growth within the company as they tend to be more involved.

Tech-savvy to the hilt, inspired and informed by global trends, thought leaders, and online influencers, and mostly raised by the baby boomer generation that empowered itself during economically successful times, millennials seem to have it all. Unfortunately, what they also have is a bad reputation – one that warns of being indulged, entitled, and lazy.

First and foremost it’s important to be mindful that different generations exist especially during your job search. It’s your job to adapt to the communication styles of the people you are trying to convince to hire you. You may find that some interviewers have negative stereotypes about your generation. Make sure you do your research before going to an interview and review and prepare some of the tricky interview questions that will be asked.

The chances are very good that you will be interviewed by someone in an older generation so it’s important to highlight the positive attributes of your generation, like that you are highly motivated and intensely focused. Many hiring managers also perceive Millennials as tech fluent, flexible and excellent team players which are all sought after skills. Use that to your advantage.

It doesn’t matter which generation you represent, we understand that job search is not always easy. Whether you are a candidate urgently looking for a new job or somebody looking to form a long-term career building partnership, talk to us. We have a team of dedicated consultants specialising in the Finance,  IT, Engineering, Supply Chain and Freight industries. They can connect you with Top Employers in South Africa while assisting you to map both long and short term career objectives and advise you on what steps to take to reach your ultimate career goal.  Communicate Personnel connects Great People with Great Careers. Apply today.


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Different Generations working Together

Sandra Olivier - Friday, June 03, 2016

ipad In the past the work environment use to be a lot less intricate as it mainly consisted of the old-timers and the know-it-all, young hotshots. Today, the workplace mix is a lot more complicated. For the first time in history, there are four generations working side by side: the Baby Boomers (born 1946-1964), Generation X (born 1965-1976), Generation Y (1977-1995), and the Centennials (born after 1996).

At work, generational differences can affect everything, including recruiting, building teams, dealing with change, motivating, managing, and maintaining and increasing productivity. Millennials and Gen X represents talent, while Baby Boomers represent skill. A younger group brings fresh ideas, but the older colleagues have the expertise to bring those ideas to execution. The benefits of a multi-generational workplace can only be realized when each generation realises and starts to appreciate what the others bring to the table.

When you have to work with colleagues from different generations there can be challenges as different age groups have different ways of doing things. Here are some tips to help you work alongside people from all ages.

Communication style
Typically the older generations prefer talking face-to-face or on the phone, and the younger generations are much more use to text-based messages like email and instant message. When you have to work with somebody from a different generation understand their preference. You are more likely to get cooperation when you use a communication method that they prefer and feel comfortable with.

Cultural expectations
We all see the world through our own generational filter.  The experiences of our youth shape our points of view.
Research has shown that Baby Boomers values personal growth and team involvement. They are labelled as the “me generation”, privileged to be able to focus on themselves. Boomers identify with accomplishments and with achievements that were obtained at work, and personal gratification. They are ambitious, highly-educated, and multi-taskers with a willingness to work long hours. This generation grew up in organizations with large corporate hierarchies, rather than flat management structures and teamwork-based job roles.

On the other hand Generation X has learned to be sceptical of just about everything. So when you have to work alongside this generation be straightforward with them – don’t try to sugar-coat anything. Do not expect them to “give their life to the job” and refrain from giving them too much extended hands-on supervision.

Finally the millennial employee is interested in feedback on their performance. More than any other generation these individuals like to understand if they are doing their job well and will work much better alongside you if they are being coached rather than managed.  

The key to teamwork with colleagues from different age groups is to always try and find the commonality. If too much emphasis is placed on differences, there is a risk of not bridging the generational gap due to a lack of leveraging commonalities that bring employees together.

All generation feel that trust is important and that it must be earned. People need to show that they know what they are talking about (credibility), do what they say they will do (reliability), and keep the other person’s interests at heart (sincerity).

Employees from all three generations desire many of the same things in the workplace, including respect, flexibility, fairness, and the opportunity to do interesting and rewarding work.

Recognising and understanding generational differences can help everyone learn to work together more effectively and transform your workplace from a generation war zone to a productive team.

Communicate Personnel is a specialist recruitment agency, with the very best recruiters. We have placed thousands of top candidates over the last five years at some of the most sought after employers in the country. Communicate Personnel connects Great People with Great Careers. If you are looking for Finance jobs,  IT jobs, Engineering jobs, or Supply Chain and Freight jobs, view our vacancies and apply today.


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Superpower skills every employee needs to succeed

Sandra Olivier - Friday, May 27, 2016

supermanSuperpowers and a secret lairs full of gadgets may be beyond reach, but there is much to learn from our superhero friends when it comes to our career and the workplace. Every kid wants to grow up to be a superhero. It’s the ultimate dream. Being able to fly, have super vision, conjure fire, fight the bad guys, and save the world would be the absolute coolest job in the world. Although you may not have these exact superpowers, there are a number of ways you can draw upon these heroes for guidance when it comes to your career.

Every superhero needs a team
No (super)man is alone in their battle to face the evil forces. Batman has Alfred, Spider-Man has Aunt May and Flash has Dr. Caitlin Snow and Cisco Ramon. Every workplace hero needs a support team, whether that's a mentor, manager or a colleague to help you brain storm ideas.

It’s important to be flexible and understand the strengths and weaknesses of each team member in order to deliver on your objectives. One of the benefits of strong teamwork in the workplace is that team leaders and members become adept at dividing up tasks so they are done by the most qualified people.

Staying Calm
You might not be faced with monsters, metahumans, aliens or evil men wanting to destroy mankind, your planet or your city but the reality is that today's business world is a place of constant pressure and complexity. To be successful and take the next step in your career, we can't ignore or run away from stress. We need to learn how to thrive within it and the better you are at handling the fire, the easier time you'll have moving up on the career ladder.

Research have shown that people who welcome the challenge of a crisis and rather see it as an exciting challenge, perform far better than those who try to force themselves to be calm. Staying composed, focused, and effective under pressure are all about your mentality. People who successfully manage crises are able to channel their emotions into producing the productive behaviour that they want.

Everyone should be a good negotiator. Truth be told, Batman and Superman could do with some training in negotiation skills as they always end up in some epic battle or dual with an arch enemy.  

Being able to negotiate effectively helps you reach agreements, achieve objectives, get along better with people, and ultimately be more productive and successful on the job. People often think negotiation is just about a method of getting their way. But it's much more than that. It's really all about how we get along with other people. By focusing on the needs of the other side, each party can get more of what they want and there is simply a bigger potential pie for everybody.

Ethics & Wisdom
Spiderman is one of those superheroes who tends to go against villains who are, in their own ways, more powerful than he is. But he does so anyway, because it doesn't matter that he's likely to lose; what matters is that people need saving, and he is the one called to save them. Recognizing the responsibilities power brings is one step in being a superhero; but the responsibilities required by our powers have more to do with our use of those powers.

These days the news reports of corruption and misplaced work ethics have become common. It started with the 2008 financial crisis and recession that has since tested people's faith in business leaders. Recently revelations around the Panama Papers highlights this once again.

Good ethics make good business sense. Every company stands to profit from a reputation for acting with honesty and integrity. The same can be said for your career. Having a reputation for excellence and being thought of as someone who exhibits professionalism under any circumstances can open doors for you either in the workplace or in your personal ambition.

If you need assistance in understanding and identifying the superpowers you have to help you succeed in your career. We can assist. Communicate Personnel is a candidate-focused recruitment agency: our primary intention is to create a lifelong connection with our great candidates.

Whether you are a candidate urgently looking for a new job or somebody looking to form a long-term career building partnership, contact us. Communicate Personnel can connect you with Top Employers while assisting you to map both long and short term career objectives and advise you on what steps to take to reach your ultimate career goal.  

 Apply Here

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Building Your Team: Fantastic Four

Mallisa Watson - Friday, May 20, 2016

hand Diversity plays a vital part in the corporate world. Organizations that don’t embrace a diversity of employees, experiences, values, and capabilities will be unable to generate a variety of ideas, options, and experiments. One team in the Marvel Universe that has a diversity of personalities and at the same time works together to accomplish the team’s goals, is the Fantastic Four.

With the Invisible Woman’s vision, The Human Torch’s artistic innovation, Mr. Fantastic’s realistic approach and The Thing keeping the team together, this four really shows us that different personalities can bring different ways of finding solutions.

The best teams are the ones that actually consist of a variety of personalities. However, one of the most challenging tasks for a manager is overseeing a diverse team in the workplace, and finding ways for them to be as productive and efficient as possible.

Getting the most out of your team is a matter of finding out the motivations of different team members and balancing one personality against another. That means finding ways to manage innovation and realistic organizational tendencies and getting them to share ideas efficiently. Different personalities can be challenging, we offer some insight on how to effectively manage each one.

Invisible Woman - Visionary
Visionaries are able to predict trends and spot future problems. There is always someone in the team who has big visions, which can sometimes be a bit unrealistic. But every manager needs a visionary in their team because they see the bigger picture, they don’t let setbacks demotivate them from achieving their goals and they have the courage to take risks.

Managing this personality
As a manager, you need to encourage this person to use more detail when explaining their ideas to co-workers. If you want results from this employee, make sure you are as strong and confident as they are. Whenever possible, assign individual projects whenever you can rather than a group one. Also, visionaries articulate where a group is going, but not how it will get there so as a manager you need to guide the process on how they are going to execute the project.

The Human Torch - Innovative
Always looking for the next challenge! This persona is goal-oriented, with lots of ambition. They are full of high energy and need variety, or else they will get bored with everyday tasks.

Managing this personality
Because challenges are what drives them, always have a project for this person to start with instead of waiting on them to finish a current project. Managing this individual will possibly take up more time compared to the other team members, so make sure you have a list of projects to keep this personality busy.

Mr. Fantastic - Realist
This is an introvert who prefers working alone. They are very analytical and logical, detail-oriented, and before handing in a task, they can go through it multiple times.

Managing this personality
If you have someone like this in your team, you can hand them mainly difficult tasks to solve and they’ll have no problem simply sitting down and figuring things out. However it is important to give them enough time to do so.

The Thing - Team player
Every team have their mascot, the nice guy and possibly the most sincere person ever. When the team is on a bumpy road, the team player is there to keep everything smooth. He ensures that everybody gets along, and tries to avoid office politics.

Managing this personality
This person works very well with a team, but works even better with a group who wants to get the job done. They can be a little impatient but this only fuels their ability to get things done and requires often oversight from management.

If you think about it, the Fantastic Four are just like any team, they are individuals with their own set of challenges and fantastic abilities that must learn to work together to achieve a common goal.

Finding the right person to complete your fantastic team can be tricky. Firstly scanning through all the CV’s to find the fit can be time consuming, wondering if the person you chose is the right fit, can be stressful and finally hiring that person can make you wonder whether this was the right decision.

With over 35 years’ experience in the recruitment industry, we can take away all the stress and time wasted trying to find your next employee. Get in touch with us now to discuss all your recruitment needs.

Or if you happen to be in the market for a new job opportunity, visit our vacancies pages and apply now.


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The Mission: Unleash Your Career Superpowers

Mallisa Watson - Friday, May 06, 2016

bodybuilder red In recent years, Superheroes has made a huge comeback at the box-office. Spiderman crawling from wall to wall, Superman flying in circles, Mr Fantastic stretching his body in all the ways possible and Invisible Woman playing tricks on all of us. In this busy world, we can all do with an escape.

Who doesn’t have those days when you are sitting at your desk daydreaming of flying out the window to dodge your workload?

Good news is though that you do not have to wait to have superpowers just like the renowned superheroes in comics or movies. In you is a superpower waiting to be unleashed. The same strategies and character traits that are essential to fighting villains are equally useful when it comes to climbing the corporate ladder.

So in order for you to stay relevant in the twenty first century career marketplace, you need to be equipped to meet full-on challenges, opportunities, trials and tribulations.

Vision for your career
Cylops of X-Men is one of the characters with the strongest, clearest vision of what he wants to achieve.  One thing we can take away from this hero is that throughout his adventures even though he faced challenges, he managed to reach his destiny. When it comes to your career, this skill is exactly what you need. Your vision is a clear picture of what you aspire to and what inspires you to get where you want to be in your professional and sometimes in your personal life. Before you can take action to work towards achieving your career goals, a clear vision is needed. The first step you need to take to reach your career goal is to start with a plan on what you want and putting a time-frame on it.

It is critically important to continuously develop your professional career to remain in demand in the market place. This should form part of your career vision.

Team up with a reputable recruitment agency
Once you have your career vision drafted, it’s time to find someone who can help you define your objectives and map your career. A recruiter with experience in the desired field can be a valuable asset in your job search. At Communicate Personnel, our consultants are industry experts that understands precisely what a hiring manager is looking for. Our primary intention is to create a lifelong connection with our candidates. We will consult with you and provide advice on what steps need to be taken to achieve your career vision and help you get your ultimate job.

Responsibility in your career
Spiderman in his first taste of power carelessly ignores the chance to stop a thief and his indifference catches up with him when the same criminal later robs and kills his Uncle Ben. Peter Parker understands in that moment that “with great power comes great responsibility”. You must take responsibility for your own career path, whether with your current employer or through a number of other employers. Here are some activities that can help with that:

Network with the right people
Networking with the relevant people in your industry can provide you with a better understanding of various opportunities as well as information about numerous companies that you may not find by surfing the internet. Online sites like LinkedIn is very popular. To start interacting with new people, join the many groups that are available on the site, particularly those that are in your industry or related to your career goals.

Find a mentor
The right mentor can take your career to new heights, whether you’re new to the working world or already well-established in your industry. They can help shape your professional skills, teach you the ins and outs of the corporate environment, help you navigate corporate politics and introduce you to the right people and resources to advance your career.

Go on a training course
Companies always prefer an employee who is well qualified and possesses the necessary skills for the job at hand. But with the job market evolving on a daily basis, you need to always keep your skills updated. Apart from being a specialist in your industry, there are a number of short courses you can take to make you stand out from the rest of your co-workers.

After all as the Dark Knight said, 'A hero can be anyone' and companies wants a hardworking, energetic, responsible, organized, knowledgeable person on their team. So if you really feel like you are capable of doing great things in your career, we can assist you.

We have vacancies in the Finance, IT, EngineeringFreight and Supply Chain industries.


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Team Motivation: How to energize your team

Sandra Olivier - Tuesday, April 26, 2016

people in office team Teams are the way that most companies get important work done. When you combine the energy, knowledge, and skills of a motivated group of people, then you and your team can accomplish anything you set your minds to. Keeping your team motivated can be a challenge but its key as engagement is linked to your company’s profitability, customer satisfaction, and employee retention.

When you make it easy for a person to learn, to succeed and to grow a little bit every day on the job, you never have to worry about motivation.

So what really motivates?
It’s an old age question and many managers have struggled with getting this right. It varies from individual to individual and that’s where the problems lies. However there are a few things that is a common trend:

  • Some companies get this so wrong, but money is never a motivator.
    However, lack of money is a demotivator.
  • People are motivated by applying their abilities to the fullest.
    Under-utilization is a demotivator.
  • Most are motivated by work that creates tangible results, especially if those results are born out of innovation, a new approach or a great idea.
  • Being engaged in decision making, especially around the choices of how to do work, is a great motivator.
    Being told how to do it, which is far too common, will at best lead to mere compliance.
  • Too much stress is unhealthy and can lead to un-productivity.
    Too little stress leads to idleness, procrastination and the sense of entitlement.

Tips to help you motivate your team:

Understanding the big picture
Many managers and team leaders have a good idea of what the overall target goals might be for the business, but often do not share those with the entire team. Everyone needs to get where they fit in. It is important to show each team member how they fit within the organizational structure and why their task is important for the big picture. This will help team members feel valued and take responsibility in their job.

Work environment
Team members often spent more time at work than at home. Workspaces should be designed so that each worker can do their job optimally and add the most value to their employer’s bottom line. Research showed that environment is more important to employees than money. This is a great chance for you to create extra motivation for your staff by making the work environment a beautiful place to work, rest and have fun at the same time. Honest design, spaces that reflect employees’ needs and concerns is something that employees notice, interpret and value.

Encourage personal growth
Successful leaders encourage personal growth and mentor their team. Provide reasonable objectives to shoot for, both as individuals and as a team, but make everyone stretch a little to reach them. Talented people generally want to advance in an organization and therefore want to improve their skills and broaden their knowledge. When growth opportunities are abundant and organizational doors open, employees worked with considerably more vigour.

Currently critical skills are in demand and companies are finding it harder and harder to replace top talent. Creating a team environment and motivating your employees to ensure they feel valued and deliver their best is key in today’s competitive market.

Staff retention and the war on talent is real. If you need to replace members of your team or add new skills to help your organization grow, we can assist. Communicate Personnel represent an impressive database of skilled candidates that have been built over the last 35 years of being in the business of specialist recruitment.
Contact us today. 

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Salary Talk During the Job Interview

Mallisa Watson - Friday, April 22, 2016

interview.png Money, money, money. We are all familiar with the saying that money makes the world go round and in a perfect world we’d all be working at jobs we love and make piles of money.

But in reality, when we go through the interview process we have to negotiate our salary. While a number of blogs have been written about how to dress for success and discussing your strengths and weaknesses, we tend to forget that one crucial question that will definitely pop up during the interview. “What is your salary expectation?

This is one of the top five questions that many job seekers dread and there is a possibility that you might find yourself in the same boat. But what is so terrifying about this question? Often people are uncomfortable talking about their salary, because somehow you have to “justify” what you are worth.

Here are some tips for the salary discussion before going into the interview.

Conduct salary research
Knowing how much others in your profession are being paid is very important. You have to enter into salary negotiations well prepared, by knowing what you are worth. Also, if you are going to ask for a higher salary, you need to be able to back it up by highlighting why you have unique skills that are worth the extra money.

Before you go to the job interview, spend enough time doing research to find out average salaries and salary ranges for similar jobs in your area, industry and geography. There are a number of salary surveys that can assist you in this process. If you are working with a specialist recruiter, like Communicate Personnel they will be able to consult with you, give you industry insights and what you can expect regarding salaries.

Practice, practise, practice!
When it comes to negotiating, one of the many things that creates anxiety and prevents you from negotiating in the first place is not knowing how the conversation is going to unfold. There are many different directions in which a negotiation can go. Ask a close friend or family member to help you prepare, take a moment to think about these various directions, and develop responses to each potential scenario.
You will go into the interview feeling confident.

Aim for high
The first step to becoming an excellent negotiator is deciding to negotiate in the first place. When you take the steps to negotiate in a way that makes you confident and the others around you comfortable, you increase your chances of success. However, always keep in mind that what you’re asking for is justified.

Don’t settle for “good enough”. The higher your goals are, the better the outcome. Ask for more and you’ll get more. It’s that simple. But always make sure you are realistic in your expectation by doing your research upfront.

Don't be intimidated
Last but not least, be confident. Every employer should expect a salary negotiation with every new hire. Don't feel as if negotiating will start you off on the wrong foot. Not advocating on your behalf may even be perceived as a weakness and this is not the impression you want to give the person interviewing you.

If your current job is not giving you enough room to grow or you are not being paid what you’re worth, maybe a new job is just what you need.

Communicate Personnel is a specialist recruitment agency with extraordinary consultants who will consult with you. They will give you industry insights, tell you what companies look for when recruiting and what you can expect regarding salaries.

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Difficult interview questions: Where do you see yourself in five years?

Sandra Olivier - Friday, April 15, 2016

question markStepping out in the job market is not easy, leaving the comfort of a secure position to take on new challenges can be daunting. However, if you want to grow in your career this is often the only way. For many job seekers the thought of having someone grill you face-to-face with questions and being under pressure to think on your feet in the interview process can be quite overwhelming.

The best way to prepare yourself for the interview is to anticipate what may be coming and practice for it in advance. One of the most common questions that candidates struggle with is ‘where do you see yourself in five years’.

We provided some insights to give you a new perspective on how to answer this when you are being stared down by the hiring manager in that crucial career changing interview.   

Understand why interviewers ask this question
The interviewer wants to understand more about your goals specifically for your career and how this position would fit into your future plan. They care about your career goals because they want to hire someone who is motivated, proactive, and likely to stick around and work hard if hired.

Your interviewer does not want to invest time and effort in someone who is already planning to leave for something better as soon as it comes along. They are looking for those who have a clear mind-set about what they wish to accomplish and most importantly those with a career plan.

Avoid giving a non-answer
Now is not the time to provide evasive or fluffy answer. Hiring managers can see right through those and will reject your candidacy on the spot. They do not want you to lie, manipulate or give an off-the-wall answer. They are just looking for an honest answer that will show that you have put some thought into your future.

Talk in terms of accomplishments and responsibilities
The best way to phrase an answer for this question is to focus on your professional development. Many people make the mistake of talking about money or rewards. It’s best to speak in terms of skills you'd like to acquire or ones you'd like to be using. You also have to address the issue around how you plan to contribute to, and grow with, the organization over the next few years. After all the interviewer want to know that it will be beneficial for the company to take you on in the long run.

Focused mostly on the value you can bring to the company
At first glance this question might seem about you and what your plans are for the future. Which is true but the bottom line is that companies are making a huge investment by hiring a new employee. They are often spending a lot of money in hiring and training a new employee. So, hiring managers want to know if you are worth the investment. They want to know that you are willing to stick around the company and grow professionally and solve their problems. This is your opportunity to sell the interview on your commitment to the career path and the position.

Each person being hired brings something unique to the business and it’s important to seek out those with the best qualities. The interview process are the most important platform for hiring managers to decide if you would be the right fit. Don’t shy away from difficult questions like these, ensure you prepare well and questions like this will provide you a vital opportunity to show interviewers why you would be the best candidate to hire.  

Whether you are a candidate urgently looking for a new job or somebody looking to form a long-term career building partnership, talk to us. We have a team of dedicated consultants specialising in the Finance, IT, Engineering, Freight and Supply Chain industries. They can connect you with Top Employers in South Africa while assisting you to map both long and short term career objectives and advise you on what steps to take to reach your ultimate career goal. Apply today.

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