IN THE BLOGLIGHT


 

Managing Your Talent In The Workplace

Mallisa Watson - Friday, July 03, 2015

startupBusinesses know that they must have the best talent in order to succeed in this competitive and increasingly complex global economy. Along with the understanding of the need to hire, develop, and retain talented people, organizations are aware that they must manage talent as a critical resource to achieve the best possible results. Recruiting and keeping the right employees, matters.

Hiring the best talent
Talent is an increasingly scarce resource, so it must be managed effectively. To avoid losing your top talent, you must know what you’re looking for.
Here are a few guidelines:

Competent and Capable: This is still the first two factors to consider. Does the potential employee have the necessary skills, experiences and education to successfully complete the tasks you need performed? Will this person complete not only the easy tasks but will he or she also find ways to deliver on the functions that require more effort and creativity? Being capable means the employee has potential for growth and the ability and willingness to take on more job responsibility.

Skills and Ambitious: Skills is not the only thing, but it’s a strong foundation for success.  While there are many variables you can be flexible on when hiring, the right skills is a must or you’re going to be spending an abundance of time proofing work, micromanaging and dealing with heightened stress levels. Employees can only help your company if they want to help themselves have a better career.  Ambition is what makes a company innovative, it’s what brings out creative ideas and what generates openness amongst employees.

Developing your employees
Training, mentoring and coaching are things every employee values within their company. Developing your staff is a good long-term investment for your company and for them personally. Taking an honest interest in someone builds loyalty.  Loyal employees are more engaged.Engaged employees are more productive.

Development doesn’t have to involve money. It’s mostly a matter of good managers taking the time to sit down face to face with their employees and finding ways to understand them. You just need to know their skills, talent, experience and tap into it.

Retaining your talent
For businesses to thrive in today’s economy, finding and retaining the best employees is important. It isn’t the technology or the product that makes a company great, it’s the people.

Hiring the right people in your company is by itself challenging, but the process doesn’t end once you’ve appointed someone. It is extremely critical to train and engage these employees so that you can help them attain peak performance.

Apart from this, you also need to have a strategy in place to retain your talent.

Having a good compensation and benefits package is vital. The compensation need not be just along monetary terms. You can explore to customize the package based on the needs of the individual as well.

Two ways leaders ensure that they retain their best talent:
Train your managers: It is a well-known fact that people often leave their managers and not necessarily their organizations. Add to it, your managers define and maintain the culture of your organization and so it makes a lot of sense to train your managers well.

Give employees opportunities: Your best employees are those individuals you want to retain, seek frequent ways to learn and grow in their careers, knowledge and skills.

Without the opportunity to get involved in more projects and participate in team work, employees feel they will stagnate. A career-oriented valued employee must experience growth opportunities within your organization.

Take a look at your business. Are you doing your best to retain your top talent?

We understand that attracting talented people, engaging them, inspiring high performance, rewarding and retaining them can be time consuming and challenging, but it doesn’t have to be.

We are a specialist recruitment agency, with the very best recruiters and we want to help you. We specialise in the sourcing of top candidates in the Finance, IT, Engineering and Supply Chain/Freight industries, both for permanent and contracting placements throughout South Africa, and the African continent. Contact us today!

Or if you happen to be in the market for new  Finance, IT, Engineering, Supply Chain or Freight jobs, visit our vacancy page and apply now.

  apply here

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Cape Town a construction hub

Sandra Olivier - Tuesday, June 30, 2015

cape townInvestments in infrastructure and public spaces – by both the public and private sector - have managed to put Cape Town on the map for more than just it’s beautiful scenery. It’s clear that Cape Town is determined to become even more of a world class destination over the next couple of years with some major construction projects aimed at growing the economy.

We examine a couple of projects currently in the pipeline:

Century City Conference Centre and Hotel
Construction of the new Century City Conference Centre and Hotel is set to be completed in October this year and officially open it’s door next year February. The new centre, with its capacity for 1 900 guests across 20 venues, forms part of Century City’s R1bn mixed-use Century City Urban Square development. Century City is the third-largest commercial precinct in Cape Town, and its conferencing facilities will augment the expansion of the CTICC.

The centre will have flexible configurations to cater for different events, and will provide efficient fibre optic and wireless connectivity.

The building has been designed to be energy-efficient in line with the new four-star, mixed-use Green Building Council of South Africa rating.

This includes attention to the air quality and indoor pollutants, thermal comfort, access to daylight and natural lighting, and sound levels. Pedestrian access is paramount and the centre has been designed to create a seamless interface between the buildings and the public square.

Radisson Red Hotel at V&A Waterfront
The Radisson Red in the Silo District is on track to welcome its first guests towards the end of 2016. This hotel will be the first new build since the One & Only in 2009. The Radisson Red will be tech and design savvy, relevant and pragmatic, and focus on creating an experience that is truly guest-centric. The hotel’s offerings will include flexible, functional guest rooms, paperless check-in, and 24/7 deli and bar, and will total 235 rooms.

The new Radisson Red hotel will focus on their offering to millennial travellers, offering mid-range to luxury suites. Radisson's new upscale lifestyle select brand will provide guests with convenient features and services. These will include flexible and functional hotel rooms as well as paperless check in. One aspect of Radisson Red which is both well-designed and very useful is the Red app.  This is a concierge app which guests may use to check in, check out, pay their bar tab, order their room service, and to receive information about the hotel’s amenities. The hotel will also have free Wi-Fi and the fantastic ability to view movies on room walls.

Portside building
Standing a proud 139m tall, the building came with a hefty R1.6bn price tag. The new Portside development is the culmination of decades of planning. The site was acquired by Old Mutual investment Group in two transactions nearly 20 years apart. The Brian Porter property in Bree Street was originally bought on a sale and leaseback basis in the mid-1980s, and the rest of the block was bought from the City of Cape Town in 2007. However, with 52,000m² office space, spread over 32 floors, 1,200m²  retail and banking space and 1,382 parking spaces. It is a wonderful building, with bicycle lockers and shower facilities for bicycle commuters. The parking area has special parking for hybrid vehicles complete with battery chargers. The building is the only high rise building in South Africa to be 5 Star Green Star rated.

Despite all the challenges, it’s clear that there is still huge opportunity in the construction sector in South Africa. If you are working on helping to build Cape Town and require the right Engineering staff, we can assist. Communicate Personnel represents a range of experienced, skilful engineers in the various fields such as civil, electrical, structural, mechanical and electronic. Contact us today and we will connect you. 

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How millennials should approach job interviews

Sandra Olivier - Friday, June 26, 2015

dress for success suitThe millennium generation – or collectively, millennials – is a generation of (now) young adults that are redefining social, political and economic consciousness. It’s a generation of confident individuals who are tolerant of others, yet are also seen as self-centred and entitled. The characteristics of millennials are very different to the former generation, which are now made up of millennials’ managers and bosses, so does this mean that one generation needs to adapt to another?

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 spoilt, entitled, and lazy.

So how would you as a millennial ace your job interview? Carefully follow this advice:

1. Present yourself well
Dress to impress. Even if the company at which you’re interviewing seems fairly casual and laid back – sporting jeans and All Stars – you’re not hired yet, so don’t dress like them. It’s not just about what you wear, but how you carry yourself in your business smarts, your demeanour and body language, and general confidence. Appearing over-confident can also ruin your presentation, so be humble and respectful to whomever you speak to before, during, and after your interview.

2. Show your enthusiasm for the position
While you shouldn’t beg for the job or say flippant things like, “So, when do I start?” you do need to show your enthusiasm for the position you’re interviewing for. How? Before your interview, do as much research as possible about the interviewing company: when was it founded? Who is the current CEO? How many employees work there? What awards has the company won? What is their CSI policy? What are their values and do your own values align with them? If the interviewer asks a question like: “Why do you want to work here?”, you can demonstrate your enthusiasm for the job by explaining in the company’s terms what makes you a good fit for them and vice versa.

3. Interview the interviewer
When the interviewer asks, “Is there anything you’d like to ask me?” you will certainly stand out from the rest of the interviewing candidates by asking insightful questions. Millennials have the bad reputation of being narcissistic, so ask questions like:

  • What are the company’s major pain points? (If you can respond to the interviewer’s answer by explaining how your skills and experience can help to solve these pain points, you are very likely going to get the job)
  • What is your policy regarding diversity?
  • How much are employees involved in your CSI initiatives?
  • What is your policy on flexible working hours and why? (This question shouldn’t come from the point of view of “Will you let me work from 10 until 4?”, but rather, what managers’ attitudes are towards employees’ ability to work independently. Explain this if you have to.)

If you have other questions that are important to you, how you will build your relationship with your potential employer, and your role in the company’s “bigger picture”, ask them.

4. Don’t focus on non-core issues
By all means, ask the questions that are important for your career development and the learning opportunities you’ll be exposed to on the job. But don’t appear to only be concerned about how much will be paid into your bank account at month end, the company’s policy on performance bonuses, and how much leave you’ll be entitled to. These questions can be addressed and discussed outside of the interview room (i.e.: when the job contract has been delivered to you and you are sussing out the terms), or only if the interviewer brings them up.

Demonstrate your ability to rise above the negative stereotype of the entitled millennial, your willingness to work hard and contribute as much as you can, and your passion for what you do, and you will put yourself streets ahead of the competition.

Looking for a new job?  Communicate Personnel can assist, we are 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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Advantages of Insourcing vs Outsourcing

Mallisa Watson - Tuesday, June 23, 2015

Software Development DiagramWhen it comes to software development most organizations find themselves in need of custom applications tailored to their business processes. Typically two approaches are considered to solve this problem – build the custom application in-house (insource) or outsource it. Dedicated in-house developers may be able to develop the project with their years of experience in the field. There may however, be cases where an in-house developer may lack in certain skills that are needed to complete the project in which case outsourcing is the best alternative option.

Before deciding whether insourcing or outsourcing is the best option for your project, it is important to first outline your business goals. A poorly defined objective may result in neither insourcing nor outsourcing being beneficial.

Outsourcing: Contracting an internal business task to a third party organization.

Insourcing: Using internal business resources/employees in order to fulfil a certain business function.

You need to identify and understand the gap between your current capabilities and what you will need, to get it right and understand whether you've got the ability to close that gap in a reasonable period of time.

Advantages of insourcing

Employees understand the company needs
Your employees already understand your business and how it works. This can work to your benefit if you choose an insourcing solution. You'll protect jobs and boost employment if you hire new workers to add to your skills base. Insourcing seems to be more dominant with companies that hire services from an external organization for IT infrastructure in order to cut costs and decrease their tax liability. Insourcing has distinct advantages over outsourcing. While it is more expensive, it allows an organization to have better control. Projects can be done under the direct supervision of the management and board of directors without having to deal with the second layer of management or a third party organization.

Long-term investment
If the development project is run in-house, it could come with a hefty price tag. However, if you provide your employees with the needed training, guess what? You will make a long-term investment in them. Having your employees up to date with what’s happening in their specific industry will also benefit your company in the long run. So in other words, you will end up saving money and won't need to constantly outsource to specialists, you’ll have them right in your organization.

Advantages of outsourcing

Self-managed team
Outsourcing allows management to hand-over the details to a specialized company. Removing the details, allows management to focus on the larger issues within the organization. Typically, the specialized company that handles the outsourced IT work boasts technological capabilities superior to the organization. Organizations view outsourcing as a cost-effective means to expand into other countries and new markets. The outsourcing partner has a dedicated team of software developers well versed in the latest technology and tools to help solve your business need. They simplify the development process, right from the selection of software suitable to your needs till its actual deployment. Through outsourcing, you get the most suitable software and the latest technology for your business without shifting your focus from your core business operations.

Cost savings
Outsourcing gives you access to specialized skill sets of resources and processes that insourcing simply cannot match, not without significant costs. Outsourcing software development also proves to be a cost efficient solution, as you will not be investing in hiring new staff to meet your new business requirements.

Both insourcing and outsourcing have their distinct advantages when it comes to how an organization should approach development. Outsourcing is the cheaper option, and allows an organization to devote more resources to less number of projects. Insourcing allows for tighter control over and often higher customer satisfaction. Both insourcing and outsourcing is directly tied to business goals and should be unique to each company, meaning there is no one size fits all approach to determining what sourcing model will work best for your company. Insourcing might work for some tasks and outsourcing for others.

Finding the right individual to add to your company can be time consuming, but it doesn’t have to be. We at Communicate Personnel have specialized IT recruitment consultants who can help you with your permanent and contracting staff requirements.   

If you require staff across all levels of the IT industry get in touch with us today!

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Credit: FreeDigitalPhotos.net by Stuart Miles

BEE offers both challenges and opportunities

Sandra Olivier - Friday, June 19, 2015

skyscraperBlack Economic Empowerment (BEE) was first implemented in South Africa in 2003 as a socio-economic process meant to transform the economy to more accurately represent the country’s demographics. As with many policies although essential, it had some flaws. Therefore, after much consultation amended Broad-Based Black Economic Empowerment (B-BBEE) codes, come into effect on the 1ste May 2015.

The aim of B-BBEE is to ensure that more black South Africans have access to employment, skills development, business ownership and management, socio-economic development and preferential procurement. It provides access to jobs and work opportunities that previously disadvantaged individuals would not have had before 1994. However, the negative side effect of these policies’ implementation is that adequately skilled and experienced non-BEE candidates have found it more challenging to find work opportunities.

The reality of BEE and entrepreneurship
The implementation of BEE was intended to encourage entrepreneurship amongst skilled and passionate black entrepreneurs, who would then be given economic opportunities to grow businesses that would create jobs, provide skills development opportunities, and empower other black employees and entrepreneurs. In the face of this idealistic intention, the reality of BEE has emerged somewhat differently.

Businesses wanting to capitalise on making the most of their BEE Scorecards have hired BEE employees into strategic positions, which – while transformative – is allowing the objective of the BEE initiative to fall far short of reaching the majority of the previously disadvantaged community. It is benefiting educated and already advantaged BEE candidates, while forcing non-BEE candidates out of high level and government jobs, as well as minimising opportunities in SME environments.

In trying to address these ills, the department of trade and industry has hiked up requirements for large companies wishing to gain B-BBEE recognition while providing the announced relaxation for smaller companies.

Contracting and solopreneurship
On the upside, candidates who have been negatively impacted by BEE implementation are in a great position to offer their skills, experience, and innovative new ideas to businesses by contracting to them. While it may seem risky to “go it alone”, contractors and ‘solopreneurs’ can become the captains of their own destiny, positioning themselves as skilled professionals offering niche solutions to business problems.

The decision to own their calling as a contractor is further supported by the fact that recruitment agencies do offer contracting placements, and are best positioned to match up specialised contractors with businesses that have a short-term need for these skilled professionals. Not only do these businesses understand that it’s far more economical to hire a contractor on a short-term basis than to recruit a full-time employee, but recruitment agencies that know the various industries and their business requirements can offer companies the ideal candidates to provide short-term solutions. Candidates on agency books can be placed repeatedly, giving contractors a varied work experience as they learn new systems and network with business owners and managers in a wide range of industries, gaining valuable experience as they progress.

So, while BEE regulations may have it’s problems, to adequately qualified and experienced job candidates, the silver lining is that fruitful opportunities abound for those who are willing to embrace them and determine their own career without being held back by legislation.

Communicate Personnel is a recruitment agency with specialist consultants that will assist you in finding a 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 as your next permanent or contracting job opportunity awaits you.

 

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Previous posts

  1. Managing Your Talent In The Workplace Mallisa Watson 03-Jul-2015
  2. Cape Town a construction hub Sandra Olivier 30-Jun-2015
  3. How millennials should approach job interviews Sandra Olivier 26-Jun-2015
  4. Advantages of Insourcing vs Outsourcing Mallisa Watson 23-Jun-2015
  5. BEE offers both challenges and opportunities Sandra Olivier 19-Jun-2015
  6. 2015 ITWeb/CareerWeb Salary Survey Results Sandra Olivier 18-Jun-2015
  7. How To Dress Up Your CV For Success Mallisa Watson 12-Jun-2015
  8. Recruitment as a Career Mallisa Watson 09-Jun-2015
  9. What does dress for success mean in a new Millennium? Sandra Olivier 05-Jun-2015
  10. How To Brand Yourself As A Financial Analyst Mallisa Watson 02-Jun-2015
  11. How to get back into the South African workforce Sandra Olivier 29-May-2015
  12. Connecting Africa’s Largest Inland Port Mallisa Watson 26-May-2015
  13. Soft Skills: The Key to Landing your next job Sandra Olivier 22-May-2015
  14. Mall of Africa: South Africa’s largest single-phase shopping mall development Sandra Olivier 20-May-2015
  15. How recruitment agencies service the contracting industry Sandra Olivier 15-May-2015
  16. Skills Developers Should Invest In Mallisa Watson 12-May-2015
  17. Mistakes Your Are Probably Making On LinkedIn Mallisa Watson 08-May-2015
  18. Changes to Audit Standards, improving shareholders confidence Sandra Olivier 29-Apr-2015
  19. What To Look For In Your Next Hire Mallisa Watson 24-Apr-2015
  20. Saldanha port expansion into oil and gas on the cards Sandra Olivier 21-Apr-2015
  21. How to bounce back from retrenchment Sandra Olivier 17-Apr-2015
  22. Salaries, do you really understand what you earn? Sandra Olivier 14-Apr-2015
  23. The Work Balancing Act: How to get it right? Sandra Olivier 10-Apr-2015
  24. Things You Should Never Do At A Job Interview Mallisa Watson 07-Apr-2015
  25. Can You Develop and Strengthen Your Emotional Intelligence? Mallisa Watson 02-Apr-2015
  26. Where Are The South African Water Engineers? Mallisa Watson 31-Mar-2015
  27. Do you have these personalities in your office? Sandra Olivier 27-Mar-2015
  28. Where have all the Developers gone? Sandra Olivier 24-Mar-2015
  29. Does age matter? The benefits and challenges of seasoned employees vs millennials Sandra Olivier 20-Mar-2015
  30. Chartered Accountancy A Changing Profession Mallisa Watson 17-Mar-2015