IN THE BLOGLIGHT


 

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: FreeDigitalPhotos.net by Mister GC

Steps For Successful Supply Chain Collaboration

Mallisa Watson - Tuesday, March 03, 2015

Collaborate On Blackboard Means Business Teamwork Dovetail Technical Director Reggie Pillay, recently stressed in an article in Engineering News that to reap the benefits of true supply-chain collaboration, the involvement of software suppliers, product owners, the logistics companies and end customers are needed. Supply chain collaboration is a hot topic today and no wonder companies that collaborate effectively across the supply chain have enjoyed dramatic reductions in records and costs, together with improvements in speed, service levels, and customer satisfaction.

Today, successful companies rely on the skills of supply chain professionals to keep their goods and services flowing to the marketplace quickly, efficiently, and as cost-effective as possible. 

To ensure success for your supply chain, we have found a few essential steps that can make the difference between a productive collaboration and a frustrating one.

Select partners based on ability, tactical goals, value potential and consistency
Choosing to go with the biggest potential partner might not always be the best one. Many companies aim to collaborate with their largest suppliers or customers because they assume that the greatest value is to be found there. In many cases, however, this turns out not to be true. Collaboration may be of more interest to a smaller partner, which might invest more time and effort in the program than a very large one that is already dealing with a list of similar enterprises.

A better tactic is one that assesses current customers or suppliers across three basic dimensions.

1. First, is there enough potential value in collaborating with this partner to value the effort? In cooperation, partners in a potential collaboration need to be sure that it will deliver ample return to substantiate the upfront investment.

2. Second, do both partners have common strategic interests to support the collaboration? A trader that has recorded growth in a particular region or sector will have more to gain from collaborating with a manufacturer that has a strong offering in the same area.

3. Third, does the partner have the right infrastructure and procedures in place to provide a foundation for the collaboration? Collaborating to improve forecasting and demand planning is likely to be unsatisfying if one partner's existing planning processes, systems, or performance are inadequate.

Sustainability is another key indicator. You'll want to sign up with partners who have been in business a long time and have done so without changing businesses every few years. A company that has long-tenured senior executives is another good sign, and a solid reputation with other customers is a promising indicator that a company is stable.

When companies take a long-term perspective, their collaborative efforts can become a virtuous circle: a greater understanding of each other's capabilities, knowledge, and costs will often reveal new potential sources of value, while the experience of working closely together means that later initiatives will take less time and be easier to execute than early ones.

Collaborate in areas where there are mutual interests
Some collaborations assure equal benefits for both parties. If, for example, a manufacturer and a trader collaborate to improve the product, both could expect to benefit from the resulting increase in sales. In other cases, however, the collaboration might create as much value overall but the benefit could fall more to one partner than to the other.

Rather than shying away from unbalanced collaborations, smart companies can make them work by agreeing on more developed benefit-sharing models. These can come in the form of discounts or price increases to more fairly share increased margins or cost reductions, or they can involve compensation in other parts of the relationship. For example, when one trader collaborated with a manufacturer on a co-branded product, the manufacturer agreed to engage the upfront product-development costs in return for an expanded share of the trader’s product offerings across a wider set of categories.

Benefit sharing can also help to overcome differences in strategic priorities.

Potential collaborators should also be sure they have the right supporting infrastructure in place in advance of any collaborative effort. Does management have the commitment to the collaboration process and are they ready to offer support over the long term? Are in-house information technology (IT) systems strong enough to help real-time data sharing if required?

If you are looking to find new employees to grow your company, partner with Communicate Personnel to find you the ideal fit!

We are a supply chain and freight recruitment company with consultants that specialise in Sales, Road Freight, Courier, Warehousing, Logistics, Production and more. Contact us today for your staff requirements.  

Or if you happen to be in the market for a new job opportunity, we’d love to help. Visit our vacancy page and apply directly online.

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Credit: FreeDigitalPhotos.net by Stuart Miles

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: FreeDigitalPhotos.net by Signpost

Construction On The New York Of Africa Has Finally Begun

Mallisa Watson - Tuesday, February 24, 2015

Business Man And Real Estate In HandThe 10 to 15 year development project in Modderfontein Gauteng has finally begun. Early last year, founder Zikhang Dai, unveiled  plans to develop the 1,600 hectares of land dubbed Zendai Modderfontein,  into a financial hub, with as many as 35 000 houses, an educational centre, a hospital and medical centre, and a sport stadium, among others.

Construction is reported to have already begun on roads and 300 housing units in the area.

"The project will be market driven, with a focus on green design and localisation, depending on what our clients or developers want, the sky is the limit.  Twenty years ago, nobody would have imagined that Sandton would look like it does today with its multiple skyscrapers," he said.

The upside of the project

A boost for the economy and employment opportunities
Zendai Development SA notes, once completed, the planned development is projected to boost employment in the Ekurhuleni metro, generating up to 200 000 white and blue-collar jobs. According to an economic assessment, prepared by the Bureau for Economic Research(BER) in March last year, they said that there may be significant economy-wide benefits stemming from the Modderfontein development.

The BER valuation, based on the 15-year development period and data supplied by the developers indicates a yearly contribution to the economy of R13.5 billion and the creation of more than 21 000 jobs annually.

This sounds almost too good to be true for all the unemployed citizens of South Africa but I wouldn’t get to excited yet. We have heard many times before about plans for development and how this will boost local economy and create jobs but this is a long-term project and many people are still sceptical. Chinese companies have however been building roads and infrastructure across sub-Saharan Africa for years. The project will be among the largest real estate deals by a Chinese firm in South Africa.

Anthony Diepenbroek, CEO of Zendai Development SA, the local arm of Hong Kong-based Shanghai Zendai Investments stated that the project will see some of the biggest construction activity since the country hosted the soccer World Cup in 2010. The model is skewed towards partnerships with local developers and the on-selling of parcels of land to independent developers. This project is expected to create significant downstream opportunities for even students in artisans’ institutes in the district.

Over the next three years, chairman and founder of Shanghai Zendai, Dai Zhikang says an envisaged  low cost housing development will support the commercial node in Modderfontein. The development will target and improve the lives of the black middle class and people in Alexandra township who live closer to the development by becoming part of the growth.

Also in the pipeline are five to six schools in the area; the focus on basic education is in a bid to address South Africa’s education facilities shortage.

As the roll-out of infrastructure continues, a university is on the property developer’s radar which will be called the University of Africa.

Technology
Smart cities are becoming a popular model for development around the world. Some of the biggest and most talked about technologies today are based on the premise of expanding networks and improving the ways that we use personal devices. Due to the major changes in the way we live, all over the world public officials are putting new technologies into place to make cities efficient, productive and safer. A great example of a smart city is Nagahama City, Japan. They wanted to reduce ICT costs and simplify network operation and management. As part of an upgrade they planned to converge their information and digital telephony systems onto a single network.

Zendai Modderfontein is also being built with technology in mind, PCCW Global the Hong Kong-based operating division of telecom company, HKT is set to provide technology and telecommunications services for this project.

The group will provide Zendai with a wide range of services including systems development and solutions integration, application development and management, telecommunications and information technology services, cloud computing services and e-commerce solutions. All of these services will be part of the planning upfront and support the movement towards high tech lifestyles.

Collaboration
The Modderfontein site is located between the central business district of Sandton and OR Tambo International Airport. It is on the Gautrain route, and the development will also include the completion of the Modderfontein station. The Gauteng Provincial Government says the new city will benefit Johannesburg's residents and  there is a possibility for collaboration with local contractors.

The downside of the project

No local labour benefits
Chinese companies based in South Africa have come under fire for bringing in foreign nationals to complete contracts, instead of transferring skills to local workers. Talks that the skills for the construction of the project would be resourced mostly from China is concerning. This means that the local labour workforce would not benefit from this project.

However, the Provincial Govern has assured the local community that they will ensure the developers seek to attract and grow the right combination of skills to support the project. Zendai Development will be looking at hiring both locally as well as globally to build a talent pipeline.

Are you looking for the big break in your Engineering career? Communicate Personnel is a specialist Engineering recruitment company that can help you find your next job opportunity. We have a variety of Engineering vacancies including positions in Civil, Structural, Mechanical and Electrical Engineering. Visit our website and apply today!  

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Credit: FreeDigitalPhotos.net by khunaspix

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: FreeDigitalPhotos.net by Mister GC

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Previous posts

  1. Expect the unexpected: Counter offers Sandra Olivier 2 hours 59 mins ago
  2. Steps For Successful Supply Chain Collaboration Mallisa Watson 03-Mar-2015
  3. Benefits South African companies offer and what to look for while job hunting Sandra Olivier 27-Feb-2015
  4. Construction On The New York Of Africa Has Finally Begun Mallisa Watson 24-Feb-2015
  5. Challenges executives face while job hunting Sandra Olivier 20-Feb-2015
  6. Millennials: Reshaping The Workplace Mallisa Watson 17-Feb-2015
  7. How To Successfully Navigate Those Tricky Interview Questions Sandra Olivier 13-Feb-2015
  8. IT trends: Move over BYOD here comes CYOD Sandra Olivier 10-Feb-2015
  9. How To Keep Your Valued Employees Mallisa Watson 06-Feb-2015
  10. Importance of the World Economic Forum for South Africa Sandra Olivier 03-Feb-2015
  11. How to quit your job without burning bridges Sandra Olivier 30-Jan-2015
  12. Does South Africa have a plan for electricity? Mallisa Watson 27-Jan-2015
  13. How to ace your job interview and get what you want Sandra Olivier 23-Jan-2015
  14. The Career Advice you Probably Didn’t Get Sandra Olivier 20-Jan-2015
  15. Are you a job hopper? Find out how this can help or hurt your career Sandra Olivier 16-Jan-2015
  16. Joining A New Team? Mallisa Watson 13-Jan-2015
  17. How your social media activity is hurting your personal brand – and what to do about it Sandra Olivier 09-Jan-2015
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  23. Listen, Learn…Then Lead Mallisa Watson 03-Dec-2014
  24. Can’t Afford To Quit? Mallisa Watson 01-Dec-2014
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