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Finance skills employers are struggling to hire - and why the gap is widening

Wed, 08 Apr 2026 12:56:17 GMT

Hiring in finance isn’t slowing down in South Africa. If anything, demand is holding steady. What’s changed is what employers are actually hiring for - and why so many of those roles are proving difficult to fill.

That distinction matters, because while the finance function hasn’t shrunk, it has changed shape. And the skills required to succeed in it have shifted faster than most hiring strategies have kept up with.

Globally, this isn’t a new conversation. Reports like Deloitte’s Finance Trends 2026 point to a clear direction of travel: finance teams are expanding beyond reporting and compliance into scenario planning, predictive modelling, and AI-supported decision-making. The modern finance function sits closer to strategy than ever before. And increasingly, that means operating at the intersection of accounting and data science.

In theory, this is an evolution. In practice, it’s creating a hiring bottleneck.

Finance is now competing with IT (and often losing)

Even when the right candidates do exist, finance teams aren’t the only ones trying to hire them.

There’s a growing overla p between finance and technology roles, particularly at the mid-level where analytical capability becomes critical. Salary data makes this overlap hard to ignore.

According to Pnet’s 2026 Job Market Trends Report , financial analysts in South Africa are earning between R41,667 and R50,000 per month. That puts them directly alongside data scientists, who fall within a similar range of R36,667 to R50,000. Business intelligence analysts sit slightly lower, between R30,000 and R38,958, but still firmly within the same band.

On paper, that suggests a level playing field, but in reality, it rarely is.

Technology roles often come with clearer exposure to advanced tools, more defined technical career paths, and, in some cases, access to higher-paying specialisations like data engineering, DevOps, or cybersecurity. For candidates deciding where to apply their analytical skills, those factors carry weight.

Finance roles, by comparison, don’t always position themselves as “technical” in the same way, even when the work increasingly is. That perception gap can be enough to tip the scales.

What it comes down to

The challenge facing finance employers is more than just a shortage of talent. It’s a shift in what “finance talent” looks like. The function has expanded. The expectations have evolved. And the skill sets required now sit across disciplines that haven’t traditionally overlapped.

Until hiring strategies, training pathways, and role design catch up with that reality, the gap will persist.

For organisations that get it right, there’s an opportunity not just to fill roles, but to build finance teams that are better equipped for the kind of uncertainty and complexity the next few years are likely to bring.

At Communicate Recruitment, we’re seeing this shift play out every day and helping businesses adapt their approach to find the talent that fits where finance is going, not where it’s been.

From Flexible to Formal: Resetting Expectations in a Hybrid Work World

Tue, 31 Mar 2026 06:46:02 GMT

Yep, this is your sign to change your expectations about landing a remote role.

For a while, hybrid work in South Africa ran on a kind of unspoken understanding. Teams made it work as they went, office days were loosely agreed, and flexibility was often shaped by individual managers rather than formal policy. It worked, but only up to a point.

Now, that phase is giving way to something more defined. Hybrid work is still very much in place, but it’s becoming more structured, with organisations setting clearer expectations around when employees need to be in the office. Recent Remchannel-linked reporting shows just how quickly this shift is happening. In 2023, around 40.7% of organisations prescribed specific in-office days. By 2025, 67.4% required at least three days in the office, and 41.3% had increased their minimum in-office requirements.

That shift brings a new balancing act. Employers want consistency and a reliable way to manage performance across teams, while employees are looking for clarity and fairness. Without that clarity, even flexible arrangements can start to feel uneven.

Why the reset is happening

As hybrid work has matured, some of its early advantages have become harder to maintain without structure. Managing teams across different schedules can slow down collaboration and make it more difficult to keep everyone aligned. What worked as a short-term solution starts to feel less sustainable over time.

At the same time, employees are paying closer attention to how these policies are applied. If expectations differ across teams without a clear reason, it can quickly lead to frustration. Clearer guidelines aren’t there to remove flexibility; they’re about making it more consistent.

Treat hybrid like a system, not a perk

The organisations handling this transition well are treating hybrid work as a defined way of operating. That starts with setting expectations early, so teams know how to plan their time.

In practice, this often means introducing “anchor days” - set days in the office focused on collaboration, with more flexibility around the rest of the week. It also means being clear about why office time matters. When people understand that those in-person days are meant for problem-solving or team connection, the requirement feels more purposeful.

The day-to-day details matter just as much. Simple guidelines around meetings and communication can prevent confusion, especially when teams are split between locations. Setting expectations around response times, for example, helps maintain momentum without creating pressure to always be online.

Performance is where many hybrid models succeed or struggle. Moving towards output-based measures, with clear deliverables and timelines, creates a more balanced system. It gives employees flexibility while ensuring accountability.

What it comes down to

Hybrid work is no longer an experiment. The focus now is on making it work in a way that is both consistent and sustainable.

When expectations are clearly defined, the tension between flexibility and structure starts to ease. Teams know where they stand, managers have a framework to work within, and the conversation shifts towards what is being delivered.

At Communicate Recruitment, we’re seeing more businesses refine their hybrid models in this way, creating environments that feel clearer, fairer, and easier to navigate for everyone involved.

Tech Recruitment in South Africa: 2025 Looked Back. 2026 Is Loading…

Fri, 23 Jan 2026 13:41:47 GMT

If 2025 had a soundtrack, it would be a comeback anthem.

From our front-row seat in South Africa’s tech recruitment scene, we watched the tech sector shake off the dust, stretch its legs, and sprint back into relevance. Innovation picked up speed, global demand reconnected with local talent, and hiring cautiously but confidently returned to the boardroom agenda.

Now it’s 2026. And this year is less about recovery and more about momentum.

The question has shifted from “Are we hiring?” to “Are we hiring smart?”

Cybersecurity is also stepping up its game. AI-driven, pre-emptive defence is becoming standard, especially in high-risk sectors like energy and telecoms. Add augmented analytics, cloud 3.0 architectures, and stronger data governance into the mix, and it’s clear that digital trust is no longer optional.

Lets plan your ideal team

On the local front, ethical AI, sustainable tech, and regional growth through the African Continental Free Trade Area are opening doors. Expect job creation to surge in agribusiness, fintech, and creative services. Remote work is settling into a new normal too. Still desirable, still competitive, but no longer guaranteed.

And yes, AI is transforming recruitment itself. Autonomous agents are streamlining workflows and speeding up processes, but human oversight remains critical. Bias, judgment, and cultural fit still need real people at the helm.

With youth unemployment still a challenge, we’ll also see more specialised entry-level programmes using AI to prepare talent for a very different job market than the one we grew up with.

Why Companies Partner with Communicate Recruitment

At Communicate Recruitment, we’ve been navigating change for over three decades. As a specialist division within the Resourcing arm of the JSE-listed ADvTECH Group, one of South Africa’s leading education, training, and placement organisations, adaptability is part of our DNA .

We don’t just recruit. We partner.

From sourcing scarce tech talent to managing assessments, onboarding, and integration, we handle the full hiring lifecycle so our clients don’t have to juggle complexity. Our strength lies in deep IT recruitment expertise, robust and compliant processes, and extensive networks across South Africa and beyond.

Whether you’re scaling fast in an AI-driven environment, strengthening your cybersecurity posture, or building future-ready cloud teams, we simplify the process so you can stay focused on growth and innovation.

The 3 Digital Jobs Everyone will be fighting for in 2026

Wed, 05 Nov 2025 14:17:59 GMT

The digital job market is shifting fast so we listed the three roles that will define 2026 and the skills employers can’t afford to overlook.

If 2020 was about adaptation, 2026 will be about acceleration . The demand for specialised digital professionals is climbing, and according to Pnet’s August 2025 report , Design/Media/Arts vacancies are up 44% year-on-year, with Marketing up 18%. The message is clear: the digital talent race is back on.

At Communicate Recruitment, we’ve been watching this shift closely and speaking to hiring managers, digital leads, and creative specialists who are already feeling the pressure to find (and keep) the right people. Below are three roles we expect to define the year ahead, and what both employers and professionals should be thinking about now.

1. The AI-driven performance marketer

2. The Data-Backed Creative

Think creative meets growth hacker. These are the storytellers who build, test, and tweak, often before you’ve had your first coffee. They design with data, write with intent, and measure everything.

Why it matters: Brands are tired of guesswork. They want creative decisions backed by insight , not just instinct.

Shortage alert: Most creatives still shy away from analytics, creating a gap for those who can merge art with evidence. Demand in this space is rising sharply, reflected in the spike in Design/Media/Arts vacancies.

Salary trends: Mid-level data-savvy creatives are earning senior-level pay - results are starting to outweigh portfolios.

Retention insight: Show them their impact. When they can see the numbers behind their creativity, they stay motivated. Hide it, and they’ll find a brand that gets it.

3. The digital experience designer (CX + UX hybrid)

Looking ahead

For businesses, the message is simple: start building your digital pipelines now. Pnet’s monthly data shows demand clustering around these key roles, and those who wait will find themselves competing for scarce talent later in 2026.

For digital professionals, now is the time to upskill. Stay curious. Experiment with AI tools, analytics dashboards, and emerging CX trends. The market is changing fast, and those who learn faster will stay ahead.

Let’s talk about your next move.

At Communicate Recruitment, we help digital professionals and businesses find the right fit - not just for the next project, but for long-term success.

Hire for IT capabilities, not tech checklists: How to move from buzzword job specs to capability-based hiring that actually ships value

Thu, 30 Oct 2025 14:13:28 GMT

It's time to flip your specs from tools to capabilities

If you’ve ever written a job spec that reads like a shopping list - ten frameworks, five tools, three clouds - you’re not alone. It’s been the default for years. But there’s a problem with this approach: laundry lists are exclusionary, outdated the minute they’re posted, and they don’t predict whether a hire will actually improve delivery speed, reliability, or security.

What does actually deliver results? Capabilities.

Think of a capability as a repeatable, observable ability to deliver an outcome in context. For example, “design and operate a secure CI/CD pipeline” is a capability. “Three years’ experience in Jenkins” is a buzzword. One tells you what tool someone used. The other tells you what they can do.

And in 2025, if you want to build IT teams that deliver value instead of just ticking boxes, it’s time to flip your specs from tools to capabilities.

What to hire for: the capability set

Pick four to six core capabilities tied to the outcomes your business needs over the next 12 months. That’s the signal top talent is looking for.

Cloud and platform reliability remains a cornerstone.

You need people who can design resilient services, manage infrastructure as code, build CI/CD pipelines, implement observability, and keep a grip on cost control.

Secure delivery is no longer optional.

From threat modelling to secrets management and dependency hygiene, companies need engineers who can bake security into every stage of the SDLC. Just as important is enabling data and AI responsibly. That means data modelling with SQL, building pipelines with tools like dbt, and supporting visualisation in Power BI or Tableau, all while keeping an eye on how AI is applied in practice.

Product delivery capabilities separate strong hires from average ones.

Developers who can slice work into smaller increments, use trunk-based development, apply thoughtful testing strategies, and measure value will bring compounding returns. Finally, don’t underestimate collaboration and decision making. The ability to align stakeholders, write clear design notes, learn from incidents, and explain trade-offs in plain English often matters more than another framework on a CV.

Why settle for buzzwords when you can have the building blocks of faster, safer, more valuable delivery?

Let’s compare these two job specs.

With Buzzwords:

5+ years Kubernetes,
Terraform,
Istio,
Helm,
Jenkins,
Prometheus,
ELK,
AWS,
Azure,
GCP.
Must know Go, Rust, Python, Bash. Nice to have: Kafka, ArgoCD.

Capability-Based:

Role purpose: Increase deployment frequency while keeping change failure rate <10% and MTTR <1 hour.

Core capabilities (must-have):

Design and operate CI/CD pipelines with automated tests and rollbacks
Build and review IaC; prevent drift; manage secrets safely
Implement service health (SLIs/SLOs) and on-call runbooks
Communicate trade-offs (cost, reliability, security) in writing

Evidence we’ll look for: a small work sample, a design note, and a past incident you helped prevent or recover from.

See the difference? The second spec tells candidates what success looks like for this business. The first just tells them what tools to name-drop.
Once you’ve rewritten the spec, make sure your process actually measures the right things.

When it comes to requesting the work sample from the candidate, keep it short, respectful, and relevant - no 12-hour take-home projects, please. One to two hours really is plenty.

Here's a work sample example you can reference from:

Containerise a tiny service,
Add tests,
Create a CI workflow that runs tests and builds an image,
Define IaC to deploy it,
Write a one-page runbook.

Structured interview prompts:

“Walk me through a change you shipped that improved a metric (lead time, MTTR, cost). How did you measure the impact?”
“Show me how you keep dependencies and secrets secure in your pipeline.”
“An outage occurs during a release. What signals do you check first, and how do you decide to roll back?”
“How do you decide when to pay technical debt vs ship?”

Red flags tend to show up in subtle ways. Candidates who talk about “building dashboards” but can’t link them to a KPI change, or who submit a sample with no version control or tests, usually don’t have the delivery discipline you need. Another warning flag is when someone over-indexes on tools instead of outcomes - it’s a sign they’re chasing buzzwords, not solving problems.

Partnering with recruiters and staffing firms

If you work with recruiters, don’t just send them a long JD. Equip them.

Give them:

A one-page capability brief (role purpose, 4–6 core capabilities, evidence to show)
The scorecard so every CV and interview is rated consistently
Two clear use-cases the hire will own in their first 90 days (stabilise CI/CD for service X; cut infra cost per user by 10%)
A process SLA: response times, interview stages (max 2 + work sample), and decision owners

Blended resourcing strategies without chaos

Permanent hires bring the platform continuity, domain knowledge, and security stewardshi p that keep systems stable. Contractors, meanwhile, are a great option for well-scoped spikes like migrations, hardening, or performance tuning. The key is to run one toolchain and one process for both groups - that’s how you protect your standards without creating chaos.

Onboarding that halves time-to-impact

A good hires are also made in the first 90 days. Below is a clear plan that halves time-to-impact and shows new hires how they’ll contribute from the start.

Remember, thoughtful onboarding is how you get someone delivering value fast without burning them out in the process.

KPIs - Measure what matters

Finally, prove your hires are working by tracking flow, reliability, and cost metrics — and tying them back to money.

Deployment frequency ↑
Lead time for change ↓
Change failure rate ↓
MTTR ↓
Cost-to-serve / cloud waste ↓
Security posture (vulnerability age, secrets exposure) ↑

Report them monthly in plain English: what changed, why, and the next experiment. That’s the story leadership wants to hear.

Closing thought

Buzzwords don’t ship value - capabilities do. If you define outcomes, hire for capabilities, and measure the right metrics, you’ll build an IT team that’s faster, safer, and easier to scale.

And if you’d like, we can help turn this into a one-page hiring kit: a capability brief template, a scorecard, a work sample brief, and a 30/60/90 plan you can hand straight to your recruiters.

Interested?

Connect with us today.

The Engineering Skills your Electrical, Mechanical, HVAC and Refrigeration, and Building Services Team Need to Stay Competitive in 2026 - A Guide

Thu, 30 Oct 2025 09:23:28 GMT

Emerging capabilities and hiring priorities for South African engineering leaders.

As 2026 approaches, engineering teams are entering a new era of technical depth and digital fluency. Across every discipline - from electrical to
HVAC - projects are becoming smarter, more interconnected, and more sustainability-driven.
For engineering leaders, the challenge is no longer simply finding qualified professionals. It’s building teams with the right mix of emerging skills that will keep projects efficient, compliant, and future-ready.

At Communicate Recruitment, we work with engineering firms and project owners navigating these shifts daily. Here’s what we’re seeing as the most in-demand skills for 2026 and how hiring managers can integrate them into their workforce planning.

2026 Key Skills for Mechanical and Industrial Engineering

Why it matters:
Mechanical teams that combine digital tools with traditional rigour can shorten development cycles, improve precision, and reduce downtime. The payoff isn’t just speed - it’s resilience against disruption.

2026 Key Skills for Electrical Engineering

Why it matters:
As grids decentralise and electrification accelerates, electrical engineers must master both traditional systems and digital oversight. Those who can balance hardware expertise with data fluency will be in highest demand.

2026 Key Skills for HVAC, Refrigeration and Building Services

Why it matters:
Buildings are evolving into living systems. Teams that combine HVAC expertise with data-driven control can deliver healthier, more energy-efficient environments - a growing differentiator in both commercial and residential markets.

Let’s plan your 2026 team

How engineering leaders can use this insight

1. Refine job descriptions and interview filters that identify candidates who don’t just know the technology but can apply it too.

Include at least one emerging skill in each technical role. For example:
“Proficiency in PEA simulations” for mechanical engineers.

During interviews, focus on real-world application:
"What new tool or process did you adopt recently, and what impact did it have?”

2. Invest in continuous upskilling

Upskilling should be treated as a strategic investment, not a side project. Training budgets should intentionally target the skills shaping tomorrow’s engineering landscape: AR and VR maintenance simulations, microgrid and smart grid design, or digital twin and additive construction modelling.

Partnering with universities, technical institutes, and accredited online platforms offering micro-credentials in these fields gives teams structured pathways to gain recognised expertise. Beyond formal courses, encourage a culture of applied learning. Engineers should be able to demonstrate how new methods have improved efficiency, compliance, or project outcomes. Integrating learning goals into performance reviews ensures that professional growth remains measurable, relevant, and directly tied to business results.

3. Build a strategic skill matrix

Before new skills can be developed, leaders need a clear view of where their teams stand today. A strategic skill matrix helps you map your workforce’s current capabilities against the emerging skills your business will need. Assess each team member’s proficiency across key technologies, from PEA simulations to IoT integration, using simple levels such as No Exposure, Working Knowledge, or Proficient.

Once the data is in hand, gaps become visible. You might find, for example, that your mechanical team excels in CAD design but lacks expertise in robotics integration, or that your civil engineers are strong in sustainability but not yet versed in digital twin modelling. Use these insights to prioritise hiring and development where they’ll have the greatest commercial impact, whether that’s reducing downtime, improving compliance, or shortening project cycles. When your skill-building efforts are linked directly to business outcomes, training moves from being a cost centre to a driver of competitive advantage.

4. Foster a culture of innovation and cross-learning

Even the most advanced tools are only as effective as the culture that surrounds them. To future-proof your engineering teams, innovation must become an everyday behaviour, not a special initiative. Encourage curiosity by allowing engineers to explore technologies outside their immediate disciplines. An electrical engineer learning about refrigerant efficiency or an HVAC specialist gaining exposure to data analytics can spark valuable cross-pollination of ideas.

Recognition also matters. Celebrate individuals and teams who successfully introduce new technologies or workflows that improve performance, such as implementing AR-assisted maintenance or IoT-driven energy monitoring. When innovation is rewarded, adoption accelerates. Over time, this cross-disciplinary learning builds agility into the organisation’s DNA, ensuring that teams are not only technically strong but also adaptable, collaborative, and ready to lead through change.

The Bottom Line for 2026

Engineering competitiveness in 2026 won’t come from working harder - it will come from working smarter. The teams that thrive will be those who combine technical depth with digital agility, sustainability insight, and a mindset of continuous learning.

At Communicate Recruitment, we help engineering leaders secure the talent their projects demand: professionals with the technical depth and future-ready skills to deliver work that’s safer, smarter, and more commercially sound.

If you’re planning your 2026 workforce strategy or need to fill high-impact roles, let’s talk.

Together, we’ll build the teams that define the next chapter of engineering excellence.

References

[1] Case Western Reserve University – Online Engineering (n.d.) Emerging trends in mechanical engineering. Available at: https://online-engineering.case.edu/blog/emerging-trends-in-mechanical-engineering
[2] Vista Projects (n.d.) Mechanical engineering job market trends 2025. Available at: https://www.vistaprojects.com/mechanical-engineering-job-market-trends
[3] Ghobrial, M., Seitier, P., Lagarrigue, P., Galaup, M. and Gilles, P. (2025) Effectiveness of machining equipment user guides: A comparative study of augmented reality and traditional media. arXiv:2503.15506. Available at: https://arxiv.org/abs/2503.15506
[4] CGC University (n.d.) Mechanical engineering: future trends & predictions. Available at: https://www.cgcuniversity.in/blog/future-of-mechanical-engineering-trends-and-predictions

[5] Bright Path Associates (n.d.) Navigating mechanical engineering industry trends in 2025. Available at: https://brightpathassociates.com/navigating-mechanical-engineering-industry-trends-in-2025
[6] JTech Institute (2025) Top 5 skills for HVAC technicians in 2025. Available at: https://www.jtech.org/top-5-skills-for-hvac-technicians-in-2025
[7] CSG Talent (2025) HVAC/R recruitment trends 2025: sustainability, smart technology, and workforce challenges. Available at: https://www.csgtalent.com/insights/blog/hvac-r-recruitment-trends-2025--sustainability--smart-technology--and-workforce-challenges

What developers are really looking for today - and how smart employers are responding

Tue, 05 Aug 2025 09:18:11 GMT

Understanding what top developers want in 2025!

Choosing a new role isn’t just about salary or tech stacks for developers anymore. These days, it’s about where they feel seen, supported, and set up to thrive. And in a market where demand still outweighs supply, the best developers are being intentional about where they invest their time, energy, and careers.

At Communicate Recruitment, we spend every day in conversation with developers, from bootcamp grads ready to prove themselves, to seasoned software engineers looking for more meaning in their next role. And what we’re hearing from them is clear: they’re not just choosing a job, they’re choosing a space to belong.

If you're hiring in 2025, here’s what you need to know about where developers are drawing the line and how forward-thinking teams are stepping up.

What developers value most

1. Flexibility is about trust, not just location

We often hear this: “I don’t mind being in-office — I just don’t want to be micromanaged.” Developers want the freedom to manage their day, not because they’re disengaged, but because they care about doing their best work in the way that works best for them.

Hybrid or remote isn’t the benefit - autonomy is. Trust is the real value signal.

What helps build trust:

Remote-first processes, not just permission to work from home
Clear deliverables, rather than set-in-stone hours
Honest conversations about expectations and accountability

If flexibility is in your job spec, make sure it’s backed by the way your team actually works.

2. Meaningful, modern work

Developers are naturally curious. They want to keep growing their skills, and that means working with current, relevant tools, not patching legacy systems with duct tape and hope. When we speak to candidates, the tech stack is one of the first things they ask about.

But it's not just about flashy tools; it’s about solving real problems with the right resources.

What they’re looking for:

A transparent tech roadmap and space to influence it
Opportunities to improve systems, not just maintain them
Regular investment in keeping your infrastructure modern

If you’re not there yet, that’s okay - but be honest about your roadmap. Developers respect transparency more than perfection.

3. Career growth that’s structured and supported

Many developers tell us the same thing: “I’m not afraid of hard work; I just want to know where it leads.” They want to feel like their effort adds up to something, that there’s a clear path forward and someone who cares enough to guide them.

A structured growth plan signals that you’re not just hiring a role, you’re investing in a person.

What makes a difference:

Documented career progression (not just a once-a-year chat)
Weekly or monthly check-ins with meaningful feedback
Learning budgets with time set aside to use them

Your strongest candidates are already thinking about what their second and third year at your company could look like. Help them picture it.

4. A genuine approach to work-life balance

The developers we speak to aren’t avoiding hard work - they’re avoiding burnout. The pandemic years rewired what people are willing to tolerate. Today, developers are paying attention to how companies support work-life balance in practice, not just in principle.

Signals of a healthier environment:

Realistic delivery expectations and predictable sprints
Paid leave that’s encouraged (not quietly frowned upon)
Support for mental health that goes beyond an EAP pamphlet

It’s about building a culture that’s sustainable. Developers who feel safe and supported stay longer, perform better, and contribute more meaningfully.

Perks that actually matter

Not every perk lands. Developers are mostly past the era of beanbags and beer taps. What they care about are the tools and benefits that make their work more effective, their learning more accessible, and their life more secure.

Here’s what we’re seeing move the needle:

Shared success

Equity or profit-sharing tells developers: you belong here. Especially among senior candidates, there’s growing appetite for models where they can grow with the business and benefit when it wins. Just be clear and upfront - remember, vague promises turn people away.

2. Continuous learning

A generous course stipend is great, but what developers really appreciate is permission to use it. Time during work hours to attend events or upskill is often the deciding factor between your offer and someone else’s.

3. Great tools, by default

You don’t need to gold-plate it. But a proper laptop, high-res monitor, and seamless remote workflow go a long way. The best developers want to work smart, not troubleshoot their own setup.

4. Culture of openness

Developers want to know what’s really going on. They want to work in teams where feedback flows both ways, leadership is visible, and diversity isn’t just a statement on the careers page.

The bottom line

Too often, we see companies fall into the trap of recruiting to fill roles instead of building relationships. But developers - especially top talent - are looking for something more human.

They want to align with your vision. To trust your leadership. To grow in step with the business. The employers who are winning the talent race in 2025 aren’t offering the biggest salaries. They’re offering real connection, shared purpose, and a long-term view.

Need help finding the right developers?

At Communicate, we don’t just place talent. We take the time to understand people; their goals, their stories, and what really drives them. Because recruitment isn’t about ticking boxes - it’s about helping humans find the right fit and helping teams build trust that lasts.

If you're ready to rethink how you’re hiring (and who you're attracting) we’re here to help.

Let’s talk about what makes your company worth choosing, and make sure the right developers see it.

Look before you leap.

Tue, 04 Jun 2024 08:38:02 GMT

What lies beneath the perfect job offer

They promise the world: the sunny corner office, artisan teas, sexy salary, and unbeatable commission structure. But once the honeymoon phase (probation period) ends, they may start to be unclear on the details.

It’s easy to get swept up in job offer excitement. However, as tempting as the opportunity may seem, it’s wise to take a step back and do your homework, to save yourself from potential misery down the line. Here’s how…

Behind the curtain

If company culture smelled either of fresh coffee or week-old leftovers, we’d all have our dream jobs. But it doesn’t, which means you have to put your stalking skills to use before accepting a too-good-to-be-true offer.

In fact, companies with bad reputations often know they have a shoddy employee experience, so they offer, promise, and show more…until they have you.

You’re worth more than that. Identify the red flags before you commit. Look out for toxic competitiveness, micro-management, or a lack of respect for work-life balance. But how do you notice these things without psychic intuition?

First, high turnover rates and employee burnout can hint that something’s not quite right. So, pay attention to the company’s reputation and warning signs during the interview. If something feels off, trust your instincts. You might also consider:

1. Website vs reality

Company platforms often showcase companies in the best possible light. Dig deeper and explore online forums and review sites to get a more accurate picture.

2. Info from past insiders

Glassdoor has a treasure trove of insider scoops. Read people’s honest opinions about their experiences in terms of culture, leadership, and work environment.

3. The “interrogation”

Job interviews aren’t only for employers. Take them as an opportunity to assess a company through thoughtful questions about their values and culture.

4. Ask the right questions

Find out how the company’s values translate into daily practices. For example, ask about a time when an employee demonstrated one of the company’s core values and the outcome of that situation.

5. Read between the lines

Pay attention to how interviewers respond to your questions about their culture. Do they seem genuine and transparent, or rehearsed? If you know your worth, they likely do, too. Watch out for manipulation tactics and subject changes.

6. Dig a little deeper

Ask follow-up questions to understand the organisation’s “vibe”. It’s better to ask tough questions now than regret your decision later.

7. LinkedIn is your friend

Reach out to current and former employees for a first-hand account of the company culture. But remember to be polite, professional, and specific about your intentions. Tell them you want to learn more about the company and ask for honest feedback.

8. Their values vs your principles

Reflect on whether their principles align with yours. Consider what matters most to you and whether or not they meet those criteria.

9. Opportunity vs “the right fit”

Every job opportunity is important, especially in today’s economy. But you need not get stuck in a “loveless marriage”. You must feel comfortable and supported by colleagues and leaders to get the satisfaction you want and need.

10. Recognise deal-breakers

Deal-breakers don’t just happen in relationships. If anything about the interview, organisation, or culture doesn’t sit right with you, don’t ignore it for the sake of perks. Most importantly, don’t settle for fear of wasting anyone’s time. This is your career. Don’t accept Jelly Tots when you’re worth a Toblerone.

Contact Communicate Recruitment for more or apply for your (real, live) dream job.

Local gems to global gamechangers

Fri, 05 Apr 2024 10:56:23 GMT

How SA talent is cashing in on the international job market

Very few countries can match South Africa’s talent, diversity and innovation, so it’s no wonder international companies are hogging our top performers.

Yes, you read that right. We’re taking remote roles from international companies and declining local offers left and right. But…what’s in it for us?

Let’s talk about money

South African professionals have long been recognised for their expertise, adaptability and work ethic. But, until recently, we faced limitations due to geographical constraints.

However, times have changed. International companies want top talent without the hefty price tag and have set their sights on our local jewels.

And, because the cost of living in South Africa is significantly lower than in Western countries, we’re relishing better pay and exposure to global projects – from home.

Beyond the pocket

Considering South Africa’s current economic situation, a wallet boost on its own is convincing enough. But that’s not all there is to it.

Working for an international company can also offer:

· More flexibility and freedom: While your boss sleeps until 9am, you can work from anywhere and manage your time, schedule and lifestyle.

· More L&D opportunities: Many global companies are serious about investing in growth: offering training, mentoring, coaching and feedback.

· More impact and satisfaction: You get to work on projects with global impact and significance – possibly even solving social, environmental, or economic problems.

Why South African talent?

Whether we like it or not, COVID-19 was the biggest global catalyst for remote work acceleration. Suddenly office spaces were as redundant as gluten and companies realised that their talent could thrive regardless of location.

Most importantly, however, the talent got used to the arrangement.

Armed with strong technical skills, excellent English proficiency, and an almost-unheard-of work ethic, we’re in high demand. And here’s why:

· Mad skills: We offer a unique blend of technical prowess and adaptability. Our ability to seamlessly collaborate across time zones and developed/developing world norms makes us invaluable assets to international teams.

· We don’t need much sleep: SA’s time zone difference to Europe, Australia, and the United States doesn’t seem to bother us. Wake up at 5am for a meeting? No problem. Attend a webinar at 9pm? See you there. We’re agile, flexible, and willing.

· It’s remote: International companies don’t have to spend money on emigration sponsorships or deal with office politics. As long as we have a stable internet connection, we can be onboarded and ready to go.

· Tech-savvy: Although we’re not as infrastructurally advanced as first-world countries when it comes to tech, we do have a solid tech ecosystem - from software development to data analytics.

· Cultural intelligence: Growing up in a diverse society has enabled many of us to navigate cultural, societal, racial and linguistic differences, even across borders.

A broader future awaits

It’s no secret that more and more South African superstars are taking full advantage of international opportunities. And why not? We can contribute to world-spanning projects, shape industries, and leave our mark.

Want to know more about the international job market? Contact Communicate Recruitment for more info.

Developer versus desks

Fri, 05 Apr 2024 10:50:01 GMT

Why developers are calling the shots on remote work (and why companies should listen)

Ah, the flexibility, autonomy, and productivity of remote work. What was once a perk is now a developer’s dream come true. No distractions. No one asking where to find Word or if you can remember their email password. Just pure, isolated bliss.

Unfortunately, though, many employers aren’t feeling blissful about this change. No cough or sneeze is holding them back, and they want their employees back where they belong: at the office – if not full-time, then at least a couple of days a week.

But is this practical for those in IT?

Many IT professionals don’t think so. In fact, there’s been a silent cold war brewing; one that could have dire consequences for both sides.

Staying on the remote boat

According to an Owl Labs & Global Workplace Analytics survey , 62% of employees feel more productive when working remotely, and 52% would trade a slight reduction in pay for this option.

For developers, the stats are even more pronounced.

Why? Because when developers work remotely, they say that they can:

· Work on projects matching their skills, interests, and goals, regardless of location or time zone

· Avoid the stress and hassle of commuting along with their equipment or buying their own equipment to use at home

· Create a comfortable and personalised work environment; in other words, they only have to see people when they want to

· Better balance their work and personal lives, especially if they have family responsibilities

· Spend time on IT tasks rather than on questions, meetings or co-workers

Why the rush to return?

While many employers embrace remote or hybrid environments, others cling to the cubicles. This is because they believe remote work can lead to:

· Loss of control and visibility over their employees’ work processes and outcomes

· Difficulty in maintaining communication, collaboration, and cohesion among teams and departments

· Challenges when it comes to establishing a sense of belonging, engagement, and loyalty

· Risks specific to security, quality, and reputational standards

· Problems in attracting, retaining, and developing talent in a competitive, dynamic market

Between an office and a far place

This tiff isn’t just about convenience.

The IT industry faces both a severe talent shortage and a high demand for innovation. According to Korn Ferry’s estimation , there will be a global deficit of 85.2 million tech workers by 2030, which could result in an $8.5 trillion annual revenue loss.

On one hand, developers are more selective and demanding in their job searches. They want employers to respect their autonomy, value their contribution, and offer flexibility and support.

On the other hand, employers find it harder and more expensive to attract and keep developers. It’s a shrinking talent pool, requiring changes in recruitment strategies and practices.

And let’s not forget the competition. For example, if a highly skilled candidate wants a remote position at a local company, and they refuse, the candidate can find a remote position with an international company – and will gladly accept the competitive salary that comes with it.

What would a mediator say?

The cold war isn’t sustainable for either party. It’s a lose-lose situation that affects productivity, turnover, quality, and innovation, all of which are critical to the industry. So how do we satisfy two stubborn forces?

1. Address the elephant

Developers and employers must stop the silent treatment and start a conversation. Express needs, expectations, and concerns, and listen to the other party’s argument. And remember to avoid making assumptions and generalisations.

2. Compromise

Consider arrangements that work for both sides. This may be a hybrid work model, or something more specific. Set clear and realistic goals, expectations, and boundaries, and measure performance based on results.

3. Be supportive

Invest in the necessary tech, tools, and infrastructure to facilitate communication, collaboration, and security. This may include training and feedback to help the developer and employer adapt to the new arrangement and overcome challenges.

4. Monitor and adjust

Data doesn’t lie. Review performance, culture, and professional development outcomes, and address shortcomings. Celebrate wins.

Feeling the pressure? Contact Communicate Recruitment for more.

A bumpy ride for SA's finance sector

Fri, 05 Apr 2024 10:46:54 GMT

How this segment of the workplace is navigating HR change

The first rollercoaster was invented in the 1700s. And, as tech and design advancements improved, the rollercoaster became a massive hit in the 1900s – and beyond. But not everyone is a fan of rollercoasters, especially:

· Those who are afraid of heights,

· Those who need an even bigger thrill, and

· Those who currently work in finance.

Right now, SA’s finance sector is closing its eyes, holding on for dear life, and keeping the paper bag close until the ride is over. Let’s find out why.

Why the fluctuation?

The COVID-19 pandemic caused a global economic downturn – disrupting financial services operations beyond recognition. Businesses have become more cautious and risk-averse, while remote working, cyberattacks, and fraud continue to be thorns in many sides.

But that’s not all.

Digital transformation has accelerated, with more customers and businesses opting for online and mobile banking, payment, and lending services. As a result, there’s a shift in the skills and roles needed in the sector and there’s competition between tech and the ability to find, recruit and retain the right tech-savvy talent.

That’s right: the rollercoaster is even rockier when it comes to people.

For one thing, consider “brain drain”. Many highly skilled workers leave SA for better-paid jobs and overseas opportunities and many businesses, especially those in finance, face a bottleneck due to the critical skills shortage in these sectors.

For another, beware of changing expectations. There’s an increasing need for personalised, convenient, and transparent financial services, pressuring finance professionals to meet needs and wants that weren’t top of mind five years ago.

Horses for courses

It seems, however, that not all rides are created equal. Some companies find themselves on the Tower of Terror, while others are chilling on the Lazy River.

According to CHRO South Africa , a 2022 CareerJunction Employment Insight report revealed that the banking, accounting, and financial management sub-sectors have experienced the biggest decrease in recruitment activity.

For example, Standard Bank announced in 2019 that it would close 91 branches and cut 1200 jobs as part of its digital transformation strategy. This decision was met with backlash from customers, unions, and regulators, who criticised the bank for being insensitive to the social and economic impact.

On the other hand, insurance, investment, and auditing sub-sectors have accelerated employment, fuelled by customers and businesses looking for better protection, security, and diversification in their financial portfolios.

For example, Sanlam reported a 13% increase in new business volumes in 2023, attributing its success to a diversified product offering, strong presence in emerging markets, and focus on innovation and customer-centricity.

These contrasts prove that distinct sub-sectors of the finance industry not only have different resilience and adaptability levels, but also face different opportunities.

Hope remains.

Despite the uncertainties in many areas, there are definitely signs of improvement when it comes to the future of finance recruitment in South Africa.

The sector demonstrates its growing ability to cope with change and disruption, while innovating through products, processes, and people. It’s also working hard to do its part when it comes to L&D and attracting and retaining talent.

Another beacon is the sector’s exploration of new sources and channels for attracting and recruiting qualified and diverse candidates. And, thanks to DE&I, hiring practices are yielding a more attractive work environment.

So, while the finance industry as a whole is prone to rollercoaster rides, its various sub-sectors appear to be both highly adaptable and strongly committed to talent. This commitment, along with a focus on making the proverbial rides safer and more diverse, positions the industry for a future that, while not without its challenges, is likely to have riders with more smiles and fewer bilious complexions.

Contact Communicate Recruitment to discuss HR in the finance sector or to apply to upgrade your role.

Beeps to bots

Fri, 08 Mar 2024 09:04:46 GMT

Six workplace trends to consider for 2024

Imagine you’re back in 1984. (If you weren’t working or alive yet, imagine anyway.) The concept of working from anywhere, anytime, with anyone, using any device meant you were either a carrier pigeon or in a grunge band. The only intelligent machines were box PCs and CD players (links provided for millennials and Gen Zs).

Things like AI, skills on-demand, and DE&I didn’t exist. Even Dolly Parton worked from 9 to 5.

But this is 2024. Seamless experiences are commonplace, and while intelligent machines continue evolving, the focus on human well-being is more significant than ever before.

Here are the six trends transforming work as we know it:

1. AI and automation

According to a World Economic Forum report, 85 million jobs may be displaced by machines by 2025, while 97 million new roles may emerge to cater to the dynamic between humans and machines.

In finance, for example, AI and automation can help accountants to take a more advisory role. AI frees a lot of time for IT professionals to help with urgent hardware or software issues, instead of carrying out routine admin tasks. And engineers can work with technology to innovate new structural solutions.

From product and service innovation, through process and operational efficiency, to customer and stakeholder engagement, the possibilities are endless…

2. The “new age”

Gen Z and millennials will dominate the global workforce by 2025.

These generations have distinct characteristics and expectations that set them apart from their predecessors. They want meaningful work that aligns with their personal and social values, and crave autonomy, flexibility, and creativity.

One specific attribute differentiates them from other generations: they’re digital natives. Using tech, social media, and online platforms is ingrained in their being.

The point? Gen Z and millennials can learn a thing or two from the rest, who are more experienced and more knowledgeable, but the rest can learn from them, too.

3. Diversity, equity and inclusion

DE&I will continue evolving as long as there are positive and productive results, especially in the context of globalisation and social movements.

So far, we’ve seen improved innovation, creativity and problem-solving, increased customer satisfaction, reduced turnover, the list goes on – all thanks to embracing and leveraging our differences.

But how can DE&I evolve more than it already has? By talking about it.

Although companies worldwide have implemented policies and procedures claiming DE&I adherence, addressing bias, promoting a sense of belonging, and promoting equity are becoming more critical. It’s a seeing-is-believing situation.

4. Well-being and mental health

Worldly stressors aren’t lessening; they’re increasing. Wars, cyber threats, innovation, work models, and other changes take hold of our nerves, directly and indirectly impacting how we cope and perform daily.

Resources, policies, and programmes are great ways to promote physical, emotional, and psychological wellness. How can you help? By providing health and wellness benefits, implementing flexible work policies, and creating a culture of care, compassion, and empathy.

5. Learning and development

L&D isn’t a nice-to-have. A LinkedIn report states that 94% of employees would stay at a company longer if it invested in their learning and development.

Relevant, accessible, and actionable learning opportunities and tools are essential for employees to develop their professional prowess. For example, machine learning can help finance professionals develop new or improved products or services, and accessing machine learning requires training.

Whenever innovation sticks out its head, learning and development must follow to ensure that humans advance alongside technology.

6. Employee experience

Employee experience is the sum of all the interactions and perceptions employees have with their employer, from when they apply for a job until they leave a job. It’s the critical driver of workplace culture, influencing employee satisfaction, engagement, and performance.

How can you improve the employee experience?

• Getting expert help with data, analytics, and design thinking

• Working on seamless and integrated systems, processes, and policies

• Supporting a unique and personalised workplace experience

Ready for the 2024 workplace? Contact Communicate Recruitment for more information.

Resenteeism vs quiet quitting

Fri, 08 Mar 2024 08:46:04 GMT

How to address and tackle employee disengagement before it's too late

Employee disengagement is a problem that can affect any business, regardless of size, industry or area. Not only are disengaged employees less productive, but they’re also more likely to leave, spread negativity or harm the company’s reputation.

A recent Gallup survey revealed that only 32% of workers are actively engaged in their work. But how can you tell if your employees are engaged or not? And what can you do to prevent or address disengagement? Because, you can’t read minds, and “hawk-eyeing” (closely examining them) will only worsen the situation.

Why not just leave it? Well, resenteeism and quiet quitting are too hot to handle.

“Resenteeism”? What’s that?

Many of us know what it’s like to keep a job just to pay the bills. We’ve all done it, mostly for short periods of time or until we found our feet. But “resenteeism” is when you’re fundamentally unhappy and resentful and have no problem expressing it.

As an employer, you don’t never your employees to stay just for the salary. You want them to be passionate about the company, their colleagues and managers, and, most importantly, your products and services.

Resentful employee behaviour includes:

• Negative attitudes and complaints

• Procrastination and poor performance

• Withdrawal from team activities and collaboration

• Resistance to change or feedback

• Sabotage or conflict with co-workers or managers

The good news? There are ways to prevent resenteeism. The bad news? Quiet quitting is harder to spot.

When silence isn’t golden

Quiet quitting is a lot like mentally and emotionally detaching from your partner before breaking up, in that the employee has mentally checked out of their work and the company, and is doing the bare minimum required to keep their job.

They’ve lost their sense of purpose and have no intention of exiting Solitaire, never mind replying to emails. Some quiet quitters may have no plans to actually leave. They’re just demotivated and ‘more comfortable’ staying.

This is difficult to detect because quiet quitters don’t want to draw attention. Unlike resentees, quiet quitters demonstrate more subtle behaviours like:

• Turning down new projects, opportunities, or responsibilities

• Only taking on easy or routine tasks

• Claiming to be too busy or unavailable to help others

• Working slower, taking longer breaks, or leaving early

• Disengaging from social or professional interactions

How to tell the difference

Although resenteeism and quiet quitting are both forms of employee disengagement, they manifest differently and vary in outcome. Resenteeism is more visible, vocal, emotional, reactive, and disruptive, while quiet quitting is hidden and silent.

Additionally, resenteeism is more likely to affect the team and culture, while quiet quitting affects the individual and their performance.

Work your way back

These behaviours are often indications of internal issues, of which job insecurity, toxic workplace culture, economic and social challenges, and work-life imbalance are just some of the causes. So how do you address them?

As hard as the world’s authors, speakers, professors, and HR buffs try, there is no single guidebook that describes the “perfect” workplace or employer. Mind you, there’s no guidebook on how to be the “perfect” employee, either.

All you can do is look at what you’re already doing, get feedback, and fill in the gaps.

In the meantime, here’s a checklist:

• Recognise and reward contributions and achievements.

• Try to align employees’ work with the business’s vision, mission, and values, and show them, repeatedly, how they make a difference.

• Assign challenging and meaningful work, and encourage your people to learn new skills and take on new responsibilities.

• Give them greater autonomy and flexibility in how, when, and where they work, and involve them in decision-making and problem-solving.

• Communicate frequently and transparently.

• Ask for feedback and suggestions, and really listen to the answers.

• Support work-life integration and well-being, with real resources and benefits.

Got disengaged employees? Contact Communicate Recruitment for some good advice.

Should you say no to a counter offer

Thu, 08 Feb 2024 07:01:59 GMT

There are plenty of reasons for and against counteroffer but the reality is, only you will decide what's best for you.

It seems like a perfect scenario. You feel you are not paid enough and you decide to look for a job that will pay you enough. You go on a sacred job search and you get a good offer. Now you tell your boss that you are resigning and instead of him saying good luck on your journey, he gives you a counteroffer. What do you do, take the offer or leave?

Let's delve into this

Something made you consider leaving your job in the first place. It could be a lack of growth, company culture, or money. But your company made you an offer to stay - does it mean they have suddenly realized your value? Maybe! But what you probably do not know is; most counter offers are about the benefit of the company and not you.

The nitty-gritty:

People who take counter-offers always leave

Statistics show most people who accept counteroffers eventually leave the company after 6 to 12 months. One example is that of a Junior Developer that received three different offers from three different companies only to accept a counteroffer from his existing company. They gave him a hefty increase, paid for his studies, and allowed him to work from home. He was happy to stay there but he still left after 6 months to pursue other offers. This is because a salary increase never solves the underlying problems that had you wanting to leave in the first place.

Counteroffers to benefit the company and not you

Many companies use counter offers as a retention tool, for example, a candidate accepted a counteroffer - his salary is increased and he gets regular bonuses but they are retention bonuses. Each time one is paid out, he has to stay with the company for a certain number of months.

Understand the value of new opportunities

From an advancement point of view, you may be better off taking a new role than the counteroffer as it might give you the progression you are looking for. Changing jobs might be stressful but it is sometimes necessary in order for you to grow. You will miss a great opportunity, that your current employer was unable to offer you. That is not to say that the grass is always greener on the other side but you would not be looking over the wall if you were 100% happy in the first place.

There are plenty of arguments for and against accepting a counteroffer but the reality is only you will be able to decide what is the right thing to do for your career. It is very important that you consider both sides of the argument and consider what will best suit you to achieve your long-term career goals.

Communicate Recruitment Connects Great People with great careers in the IT, Finance, Engineering, and Freight industries throughout South Africa. If you need assistance in finding your next job opportunity, connect with us today.

Beyond the words in the offer letter

Tue, 23 Jan 2024 08:00:26 GMT

How to elevate your employer brand and attract top talent using language

The job market is changing rapidly because of economic, tech, and environmental shifts. This brings both challenges and opportunities to find, choose, and retain top talent. But, amid all the change, there's a key element: how to word a job offer letter.

Why language matters at all

The job market is tight. Many people are desperate to find work, even if it means earning below their skill levels or pursuing a different career path. With that said, however, candidates have become more sensitive to tone, style, first impressions and red flags that may speak to a negative company culture.

According to various sources:

· 82% of candidates consider employer brand and reputation before applying for a job ( Zippia) ;

· 49% have declined a job offer because of a poor experience with a potential employer during the hiring process ( CareerPlug ); and

· 55% say they have abandoned applications after reading negative reviews online ( Apollo Technical) .

More than offering a job

When presenting an offer in writing, you’re establishing first contact and trying to win over a candidate you feel is worthy of joining the team.

Language, word choices, phrasing and tone are everything at this stage, because they introduce the individual to where they'll spend most of their time.

Here’s a set of examples:

Alice is a software engineer who applied for mid-level positions at two companies with similar salary packages and career development opportunities. After two successful interviews with each potential employer, she gets feedback:

· Company 1

Subject: You did it. You got the job.

Hey Alice

Apart from impressing us with your skills, experience, and qualifications, your bubbly and determined character would be the perfect fit for our team members (who are so excited to meet you).

I’d like to offer you the following package:

· R350 000 a year with annual performance-based raises and bonuses

· A hybrid working arrangement

· Contributions to fuel, medical aid, and pension

· Access to paid skills development, mental health support, and networking events

· A home-office budget for the essentials

· No probation period, but quarterly performance assessments in the first year

Feel free to drop me an email if you have any questions and let’s set up a meeting to discuss the contract.

I believe you have a lot to offer and would like to match our expectations with yours. Please let me know whether and when you can start.

Warm regards, etc.

· Company 2

Subject: RE: Mid-level software engineer position

Dear Applicant

We are pleased to inform you that you met the minimum requirements for the role and would like to offer you the position at our company.

Here’s what we offer mid-level software engineers:

· R170 000 to R350 000 a year, based on skill level and experience

· Hybrid working arrangement, with 3 compulsory days at the office

· Medical aid and pension

· Possible skills development opportunities depending on performance

· Weekly staff meetings

· No probation period, but frequent performance meetings to confirm fit

Please note: Our company has had high application volumes. If we haven’t received communication from you by 7 December, we will assume that our offer was unsuccessful.

Why would Alice prefer the first company?

Because they provided clear information about the job, compensation, and benefits, and didn’t exaggerate or misrepresent any aspect of the offer. And although they applied the same criteria and standards to all candidates, they commended Alice for her character instead of making her feel like “just another candidate”.

The language was not overly formal, but the details were professionally presented. The hiring manager showcased the company’s culture as friendly, warm, and empathetic through personable, human communication.

On the other hand, the second company delivered a dry and generic email. The information was vague, the language formal, and there was no indication that they chose her based on anything other than meeting the minimum requirements.

The overall message gave the impression that they’re doing Alice a favour by offering her the job, instead of proposing a mutually beneficial partnership.

Contact Communicate Recruitment for our genuine expertise in job offer letters.

ADvTECH Group CEO Roy Douglas Retires

Mon, 04 Dec 2023 15:25:06 GMT

ADvTECH announces the retirement of CEO Roy Douglas and the appointment of Geoff Whyte as successor

The ADvTECH Group today announced the retirement of CEO Roy Douglas at the end of February 2024. Douglas will remain with the group for a suitable period after he steps off the Board to ensure a seamless handover.

ADvTECH Board chairman Chris Boulle said: “Roy has successfully led the group in its expansion strategy during his tenure, resulting in ADvTECH becoming the leading private education and recruitment group across the continent. He has refocused the educational division brand portfolios into well-positioned brands with distinct value offerings. This, together with a focus on effectiveness and efficiencies, resulted in a solid competitive advantage, and an agile and adaptive business model.”

“Also noteworthy, is his leadership through a pandemic by remaining responsive to a dynamic environment, where more than 70 000 students were seamlessly transitioned to an online environment. He leaves ADvTECH in a strong position to continue its growth trajectory. The Board wishes to thank Roy for his invaluable contribution during his tenure as CEO of the ADvTECH group and wishes him well in his retirement.”

The Board is excited to announce the appointment of Geoff Whyte as Group CEO and Executive Director with effect from 1 March 2024.

Whyte holds a Master’s degree in economics from the University of Aberdeen, Scotland, and has more than 30 years’ experience across various industries. He is a commercially focused business leader with executive experience in global organisations including Unilever, PepsiCo, Cadbury-Schweppes, SAB-Miller and Nando’s.

Whyte has a record of success in a wide variety of geographies including South Africa, the UK, the USA, Holland, the rest of Africa, the Middle-East and sub-continental India. He is also an active member of the South African business community and was a founding participant in the CEO Initiative set up by Pravin Gordhan to avert a national credit rating downgrade.

Commenting on the appointment, ADvTECH Chairman Chris Boulle said: “We are confident that Geoff’s track record and experience will enable him to build on the group’s successes.”

Roy Douglas said: “Ultimately, it is people who are at the heart of what we do and it is people who have made ADvTECH so successful. I am proud of what we have achieved and am confident that I leave ADvTECH in safe hands.”

Accepting the appointment, Whyte said: “I am grateful for the opportunity and the faith the Board has placed in me. I look forward to continuing to build and grow this exceptional business, to ensure ongoing value creation, and the development of quality education in South Africa and the rest of Africa.”

Beyond the buzzwords

Wed, 11 Oct 2023 13:09:21 GMT

Employee wellness is about more than where their desk is

What comes to mind when you think of the words “employee wellness”? Is it that they’re allowed to work remotely once or twice a week? Or that they may take more than one coffee break if they work from the office?

There is no right or wrong answer, only the notion that employee wellness is not as straightforward as ‘perks that other companies don’t offer’.

Instead, wellness is influenced by many internal and external factors in the organisation and by each individual’s needs, preferences, and expectations.

One of the most debated and controversial issues in employee wellness is the work-from-home policy. Some organisations allow or encourage employees to work remotely, while others prefer – or require – them to work on-site.

Sure, both have advantages and disadvantages, but that’s not really the point.

State your case

Whether you’re a human resources professional, business owner or manager, you can’t determine the wellness of your employees based on where they’re allowed to work. In fact, some sources suggest that remote work can increase the risk of micro-management, primarily if managers aren’t used to leading remote teams or lack trust and communication with their employees.

Take this scenario:

Although Brian can work from home on Tuesdays and Wednesdays, he still experiences exclusion and micro-management via Microsoft Teams. The only difference is that he isn’t in the same vicinity as his colleagues on two days of the week.

Here’s another:

Esihle is a single mother of two. She can work from home, which should give her more time to balance her life. But her manager, who has two grown children, can’t understand why it takes Esihle an hour and a half to fetch the children from school and settle them at home. And because her work schedule is so full, she has to work late most nights anyway.

The point is, that you can’t focus solely on work-from-home policies as a measure of employee wellness. Instead, consider a broader range of aspects.

What’s the solution?

Never assume that you’ve achieved employee wellness without first asking your people what they want and need.

Perhaps Brian’s manager should re-think their management style and give Brian a shot at the decision-making table during meetings. Esihle’s boss can be more empathetic about her situation and find a way to work around her duties as a parent – seeing as the selling point for remote work is work-life balance.

Listen to your employees’ feedback and opinions on what makes them happy and healthy at work (regardless of where their desk is). Involve them in the design and implementation of employee wellness initiatives and programmes. Monitor and evaluate the outcomes based on their wellbeing, not just their performance.

Remember, people can perform brilliantly and still be unwell.

Intangible factors of employee wellness

1. Trust and respect

Are employees treated like adults? Do they feel valued and appreciated for their contributions and achievements? They must trust their managers and colleagues to support and respect them as professionals and human beings.

2. Diversity and inclusion

Do they feel that they belong and are accepted – even celebrated – for their identity, when it comes to race, gender, age, religion, sexual orientation, disability, and so on? Ensure they have equal opportunities and access to resources and benefits.

3. Work-life balance

Employees need enough time and energy to devote to their work and personal lives. Don’t pressure them into sacrificing their health or happiness for the sake of the organisation. Allow them to feel in control of their workflow and schedule.

4. Leadership quality

Don’t fall into the micro-management trap. Guide and inspire people to have clear goals and expectations. And remember to give regular feedback and recognition so they feel they have a say in the decisions affecting them at work.

5. Culture flexibility

Is the work culture adaptable and responsive to changes? Encourage employees to learn new skills, try new ideas, and take calculated risks without fear of failure. They need to feel that they’re a part of the team working toward a shared vision.

6. Rewards and recognition

Compensate employees fairly and adequately. Give them opportunities to advance their career and increase their income while rewarding their performance, not their politics or popularity.

7. Learning and development

Offer employees access to resources and support to enhance their skills and knowledge. Allow them to feel challenged and stimulated by their work so they can apply their creativity and innovation to solve problems or improve processes.

Not just a fad

Employee wellness is a critical and strategic component of HR management. To put it plainly, it can make or break business success. So, don’t take it lightly or for granted; make it a priority that requires attention and improvement.

Contact Communicate Recruitment for advice on hiring talent (or apply for your next role).

Company perks: What really matters?

mbaloyi@networkrecruitment.co.za (Mary Baloyi) — Fri, 06 Oct 2023 07:46:50 GMT

Improve the employee experience by offering appropriate “extras”

Company perks are the added benefits you offer your employees beyond their salary. This can include free snacks, good coffee, gym memberships, and flexible work arrangements, or mental health support and Friday-braai-days.

But why do companies offer perks and which ones really make a difference? Let’s dive a little deeper into your perk strategy and how employees feel about this.

Why offer perks in the first place?

Apart from attracting and retaining talent, perks enhance employee well-being and productivity. They may contribute to physical, mental, social, and financial health, positively impacting performance, engagement, and satisfaction.

In other words, to reduce stress, absenteeism, and burnout, many companies try to give employees things they don’t want to miss out on.

Perks are also great for creating a distinctive identity and reputation, both internally and externally. They can reflect on your company’s values and vision and communicates what you care about, boosting morale, teamwork, and collaboration.

But not all perks are created equal…

Which perks really matter to people?

In a Communicate Recruitment LinkedIn poll , we asked our audience to choose one of three company perks.

Of 1612 votes:

· 59% chose international opportunities

· 29% chose unlimited skills development

· 12% chose additional leave days

General factors influencing how employees perceive and value perks include:

· Relevance and usefulness: Address your employees’ specific challenges or goals, such as saving money, improving health, or balancing work and life.

· Flexibility and choice: Allow them to customise their experience and select options that suit them, rather than having a one-size-fits-all approach.

· Accessibility and availability: Perks must be easy to access and use without too many restrictions, limitations or admin hoops.

What do the current trends tell us?

There have been mammoth changes to the ways in which people work and live – and, understandably, to how companies decide on and offer perks.

This is what companies are doing in South Africa and globally right now:

· Remote working solutions: Companies are offering perks that support the remote work experience, such as Wi-Fi allowances, home office equipment budgets, online collaboration tools, and virtual social events.

· Financial wellness programmes: The best way to guide employees through financial uncertainty is to help them manage their money better through education, budgeting tools, debt counselling, and emergency funds.

· Mental health support: Counselling, online therapy platforms, meditation apps, and wellness workshops can help employees struggling with stress, anxiety, depression, or isolation.

· Personal well-being options: Some companies help employees to achieve their wellness goals with gym memberships, healthy food delivery, massage vouchers, hobby classes, and regular team-building events.

When should employees get perks?

Good question, because you can’t spend thousands on spa retreats every month. Here’s the thing: You don’t have to. You might offer perks for working from the office, such as free coffee and snacks, but also consider situations like performance-based rewards (bonuses, incentives, commission), lifestyle (travel vouchers, gym memberships, entertainment), and social impact (donations to charities, volunteering, environmental initiatives).

Measure your perk effectiveness

Everyone’s different. For example, a gym membership may be a great initiative for some, but busy parents don’t have the time or babysitting money to exercise after work. It all depends on personal preferences, needs, and circumstances.

How can you find out each employee's needs - and find a perk to match?

· Survey your employees to gather feedback on their satisfaction, engagement, motivation, and preferences for company perks. This helps you understand how they perceive and value their benefits and identify any gaps.

· Track key performance indicators (KPIs) to measure the impact of company perks on various aspects of the business, such as productivity, quality, innovation, customer satisfaction, turnover, and retention. This way, you can quantify return on investment (ROI) and determine which perks are most effective and aligned with your strategic goals.

· Benchmark against competitors to compare the types and levels of company perks others offer in the same industry. It’ll also give you an indication of your competitive advantage, attractiveness as an employer, and any best practices you can adopt or adapt.

Company perks aren’t just nice-to-haves anymore; they’re critical components of a rewarding employee experience. Giving your people a little extra makes them more motivated and gives you a competitive edge in attracting and retaining talent.

PS: Giving employees a public holiday off or allowing them to eat lunch at their desks doesn’t count. Perks are selfless acts that show appreciation and support.

Contact Communicate Recruitment for advice about hiring (or to apply for your next job).

AdvTech Resourcing CFO Zubair Samrod unpacks the role of the CFO in a company’s turnaround.

mbaloyi@networkrecruitment.co.za (Mary Baloyi) — Fri, 27 Jan 2023 14:28:21 GMT

Talking with CFO, Zubair Samrod speaks about the CFO turn-around toolkit

When you think of the term “Chief Financial Officer (CFO)”, an Excel spreadsheet and calculator are likely the first elements that come to mind.

Indeed, a CFO is responsible for interpreting the numbers – but there’s more to it than crunching numbers and consolidating figures.

CFOs must understand the industry, people, trends, and forecasts before making sense of the numbers, especially in the context of a turn-around.

But what exactly is a turn-around? And where does the CFO fit in?

Re-structuring how we face challenges
Turn-around is the objective when an organisation, in an unfavourable financial position, enters financial recovery. For example, the Covid-19 pandemic presented challenges that leaders hadn’t previously been exposed to or, initially felt equipped to handle, causing financial distress.

This black swan event made many of us realise that you can study a method for years, but when the mandate changes, you have to mitigate risks that were never previously relevant, to support the success of the turn-around strategy.

Reasons for a turn-around include:

A shift in market demand
New competitors
Economic shifts
Unsuccessful commercial decisions
Ineffective management

This process involves revisiting the company’s strategies, margins, target market and cost bases to reverse the damage.

It takes a village to achieve a turn-around
A turn-around typically has many moving parts and is a collaboration between CFO and senior management. It is essential for that senior management to play as large a role as the CFOby tracking and understanding the numbers at an operational level.

But what happens when there’s a gap between the CFO and senior management?

1. Conflicting views

There must be holistic buy-in for a turn-around to work. The process gets complicated when a strategy makes commercial sense to the CFO, but the team sees it differently. Pushback can cause conflict, which negatively impact the outcome.

2. Directional discord

There’s no point in a turn-around process when synergies are absent, and people head in different directions. The key to implementing change is to move as a collective, communicate effectively, and make data-driven decisions.

3. Contextual difficulties

Situations don’t always allow for radical structural changes at a specific time, which is why timing, staging, and testing are critical for any successful turn-around.

4. Communication barriers

CFOs may struggle to communicate in layman’s terms, while senior managers may struggle with financial terms. This is why both CFOs and senior managers must try to ‘speak both’ to ensure that all parties are on the same page.

The CFO turn-around toolkit
There’s no one-size-fits-all approach to a turn-around, and CFOs and senior managers must work together to remove the noise and re-unite the company. In the interim, there are a few skills that underpin a CFO’s success in a turn-around.

1. Tap into your experience

If you’re a CFO, chances are you have a solid background in Finance. So, leverage off that experience and industry knowledge to develop the right strategies for the business. Once your team recognises your confidence and credibility, they’re more likely to consider your approaches.

2. Be flexible in your thinking

Now is not the time to stay in your comfort zone. After all, comfort zones place companies in tricky situations in the first place. While driving down costs and increasing margins are important, you must also focus on getting the business into the right position for the next 3-5 years, which may require short-term sacrifices.

3. Unite all the solid thinkers

Call on those who form part of the solution to help you in the turn-around process. This includes the CEO and senior managers who have the authority to make decisions, guide employees, and cut ties with unnecessary resources that compromise profits. When interacting with senior teams, it’s also important to balance the harsh realities with a solution focused approached.

4. Think on your feet

Merely having data isn’t sufficient. A turn-around also requires research and analysis to make data-driven decisions while responding to new challenges.

5. Numbers and people

Numbers only have meaning because of people so, if the company is sliding, look behind the numbers to identify areas with potential, stay positive and don’t automatically default to the R-word (retrenchment).

As a finance professional there are multiple opportunities to make an impact and, once you have implemented a successful turn-around strategy, you will experience unparalleled personal and professional satisfaction.

Understanding motivation

Fri, 20 May 2022 14:16:01 GMT

According to studies motivation comes from a vision, goal setting and celebrating success. Motivation takes place when your dopamine spikes because you anticipate something important is about to happen, and motivation as we all know it, is a key part of success. However, the truth is, it's not easy! Being and staying motivated takes a lot of work. The problem is; many people think that they can passively consume motivational videos or read inspirational books to be motivated. That is not how motivation works. Motivation works with active inspiration , meaning it will come after starting a new behavior, not before. This is because motivation is often the result of actions and not the cause of them. Here is what we know about motivation.

Understanding procrastination
Find that one intrinsic reward in what you are doing and enjoy it. Often times we see work as drudgery that is ripe for procrastination. Psychologist Neil Fiore, says procrastination comes not from the nature of the work but from our relationship with it.

At work
it's important to know that the work of top creatives isn't dependent on motivation or inspiration, but rather it follows a consistent pattern and routine. In other words, if you are serious about getting something done then you need to stop waiting for motivation and inspiration to strike and simply set a schedule for doing work on a consistent basis. H abits and schedules are important because they free our minds to advance to interesting fields of action.

Employers
Employers must actively recruit job seekers who always escalate their goals through built-in motivation. The key to a successful team is to seek individuals who not only engage and embrace career challenges but who enjoy the journey along the way. When you hire the right people, the right work is done in the right way. Employees who are motivated by the fear of losing their job will have less energy and drive to complete their daily tasks.

Here is something interesting
A study has proven that paying an employee too much can have adverse effects on their work performance - higher financial rewards may in fact lead to lower performance. So motivating your employees with more money may not always work. Low compensation on the other hand can create vengeful employees. So, what you want to do as an employer is show your employees that you value them by giving them autonomy in a project, giving them a great environment to work in, and making them understand that their contribution is valuable to the bigger picture.

Motivation like many things has to come from within. External factors rarely have much to do with it and the truth is; there is no real secret to staying motivated other than understanding yourself, what you do and why you are doing it. If that is not enough motivation to get you going, you can be part of the millions of people that turn to the 'self-help' section in the bookstore.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. Our aim is to partner with you and introduce you to great careers and exceptional candidates. We can help you source innately motivated employees in the fields of Engineering, Finance, IT, Supply Chain, and Freight. Connect with us today.

Valuing your employees and why it matters

Wed, 23 Mar 2022 10:37:00 GMT

Imagine a work environment where what you do is not appreciated, your skills go unnoticed and you could be replaced in a blink of an eye. Would you work there? Or would you go somewhere else where your hard work is appreciated? In today’s work environment, the notion of “just be grateful you have a job” is a fast ticket to low performance and high turnover. The 21st-century employee wants more than benefits and higher salaries!

Zachary Watson, CEO at HoneyCo said: ‘If you're looking to keep an employee by giving them a raise, it's already too late.’ So what do employers do to make sure workers feel appreciated and valued other than the cliché monetary incentive? There are a few creative ways to consider to ensure job satisfaction and productivity. Here are some tips on how to make your employees feel appreciated.

Recognize them as Individuals

No matter how you look at it, it's individuals who make up a team. Managers should be able to recognize an individual within a team. Not all team members deserve a pat on the back for a project that has been pulled off successfully. Thank everyone, yes! But single out an employee within a group who went the extra mile. Do this with everyone, reward them as a group for good work, but remember, they are individuals first and ought to be appreciated for their input. Do this with care as you don’t want other team members to feel ostracized.

Help them grow

According to a survey by Glassdoor and Harris Interactive, more applicants—52%—wanted to hear about growth opportunities when interviewing for a job than about any other perk. When you help your employees grow, you empower them. A lot can be done to encourage growth in a dedicated employee, for example, you can: help them build networks, assign mentors or create a development plan aimed at creating goals that are aligned with your employee's skills and strengths.

Positive work environment

Studies show that employees are 38% more likely to perform above average when they are highly engaged. To get the most out of your employees, you have to create a positive work environment for the entire team. This encourages teamwork and communication which in turn, increases engagement while buffering stress and other negative issues. So basically happy employee equals a happy work environment!

It takes two to tango

As much as it’s the employer’s responsibility to ensure that their employees are engaged and enjoy their work daily, it’s also the responsibility of the employee to want to be engaged. ‘’There has to be a deep-seated desire in your heart and mind to participate, to be involved, and to make a difference. If the desire isn’t there, no person or book can plant it within you.” –Tim Clark.

Good employees are the lifeblood of a great company. They understand their value and input in line with the greater picture of the organization. Corporations whose employees are engaged perform better than companies whose employees are not by over 200%. Investing in your employee's well-being is crucial to continue to be competitive in this challenging business environment.

Understanding Communicate Recruitment IT

Mon, 21 Jun 2021 13:06:40 GMT

UNDERSTANDING COMMUNICATE RECRUITMENT IT

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience.

Our IT niche specifically focuses on placing and connecting clients and candidates from:

Software Development – Developers, Testers and
DevOps Engineers
Data – Business Intelligence (BI), Data Scientists, ETL Developers, DBA’s
Analysis – Data, Business or Systems Analysts
Design – UI/UX, Web Designers, Graphic Designers
Digital – Digital Marketing Managers, SEO Specialists, Technical Writers
Infrastructure – Networking, IT support, Cybersecurity

Communicate IT Recruitment

Should you cash out your lucrative pension fund?

Wed, 04 Mar 2020 13:03:17 GMT

Yesssss! We've just told you the great news that you have just landed yourself a brand new job at the company of your dreams with a higher paying salary. We send you the letter of employment and you frantically sign your life away.

1 month comes and goes at your new desk and the previous company sends you your provident fund statement with that lucrative total balance asking you if you would like to cash out the funds or would you would prefer to transfer the funds to the new employer's provident fund scheme. You're dead broke, SAA and Eskom are broke and so is the South African Government as per Tito Mboweni's state of the national budget speech. No, don't even think about lending money from your Mother-in-law. We've just hit a recession as a country according to Stats SA, due to our poor economic growth that contracted by 1.4% in the fourth quarter of 2019. The coronavirus outbreak around the world has also seen the JSE all-share index bleed 11% in a week – the fourth-biggest weekly loss since 1978.

In a nutshell, the South African economy is tough and you're up to your eyeballs with debt you've accumulated over the years from that credit card or school fees, bond repayments, and that holiday you took to Europe that cost you an arm and a leg due to the strength of the Euro. What do you do in relation to your Provident Fund?

Reasons NOT to touch your Provident Fund after changing jobs:

The reality is, every time you cash out your provident fund you are actually stealing from the older person you will become one day.

The tax deductions that you incur for withdrawals are rather high. The first R25 000 is tax-free, anything after that, you're up against the taxman. For amounts between R25 001 – R660 000 you're going to pay +18% tax. From R660 001 – R990 000 you will pay +27% tax and for withdrawals of more than R990 000, you will be paying +36% tax.

If you touch your provident fund, you will be losing out on the power of compound interest which takes years to benefit from.

After the age of 35, you might not have enough time to recover from more withdrawals as you will be retiring between ages 60 – 65. This might hamper your earning potential after retirement.

You might fall into the temptation of unnecessary expenditure. Be it spending money on unplanned holidays, buying unnecessary gadgets, or sheer wasteful expenditure.

Reason to consider cashing out your Retirement Fund:

In our ailing economy, retrenchments are a sad reality. If you find yourself in this precarious position, your provident fund can come in very handy until you find your next job.

Paying off your house or car might also be a good idea to cash out your provident fund as it brings down your overall interest and gives you a financial breather. School fees are debatable…we'll leave that hot potato for another day.

If you get fired…look you don't have many options mate but to access your provident to navigate those financially treacherous seas that might drown you.

If you're unsure about your decision go ahead and speak to your financial advisor.

For your next Great position for an even better provident fund, register your CV on www.communicate.co.za . or call us right now for positions in Engineering, Finance, IT, Freight, and Contracting.

Are you falling out of love with your job?

Fri, 07 Feb 2020 12:58:52 GMT

The romance between you and your job may not last forever. Initially, you have a passion for what you do, how you do it, and the team around you.

Over time, you may begin to feel that passion fade away. How can you pick up that you are falling out of love with your job? What are the signs? How can you prevent it? –

Or should you even try to prevent it?

Most of us work a normal 40 hour week and if you're unhappy in your job it may end up affecting your output, your attitude towards your co-workers, and your mental and physical health.

Here are signs that you may be falling out of love with your job or career:

The job you initially felt enthusiastic about now just seems draining and chore-like.
Your engagement levels have dropped to an all-time low and it feels like you're running on autopilot.
You're not interested in socializing with colleagues and don't feel like being a team player anymore.
You constantly feel bored and that you're going nowhere slowly (and that's not alright).
Your levels of stress, anxiety, and health have started deteriorating.

If you can check one or more of the boxes then you may need to see what to do or how you can fix it (if you should).

1. Recognise what's making you unhappy.

If you used to wake up feeling eager to go to work and when you're at work you felt motivated to excel, and now you feel the complete opposite – you may know what is causing it. Perhaps you're not getting on with a co-worker, or you've been overloaded with responsibilities.

It's always easier to first try pinpoint WHAT is causing you to be unhappy before jumping the gun and going on LinkedIn to find a new job.

2. Attempt to actively change what's affecting you.

If you have identified what is causing your lack of enthusiasm for your work, it may be easy to rectify. Perhaps you need to stop hanging out with certain people at the office.

This could mean that you should stop allowing your thoughts to be negative by the opinions of others – especially those that are prone to complaining.

You may also want to take a step back from office politics.

If you have already identified it will be advisable to try to fix it instead of brushing it under the rug. A list of pros and cons may do the trick.

3. Chat to a superior (manager, team leader, etc.)

Speaking to your manager or team leader may come across as a daunting task. If you feel undervalued or underpaid, you may just need someone higher up to confirm that you're doing a great job. However, before you just jump into the conversation, make sure you're prepared.

Have a list of your accomplishments since you've started in the company to support your stance. You may be the one at fault so be prepared to take some constructive or destructive criticism.

4. Take a break.

Ask yourself when last you took a break that wasn't a public holiday or weekend. You may be on the verge of burnout which may cause great harm to your mental and physical health.

When you book that weekend away or mid-week break, turn your out-of-office on and avoid checking emails and social media channels.

You need to unwind completely.

5. Accept that it may be time to move on.

This will never be easy. Sometimes moving on may be out of your control. If you find yourself in a start-up or small business that offers no career growth prospects,

you're well within your rights to move to a company where you can grow. Age may also play a factor – if you're in your early twenties and crave growth, you may need to move to upskill yourself. Some companies promote upskilling and that may drive you to change.

Remember, if you feel that you're stuck where you're at with no signs of it getting better, it's OK to move. Your employer should understand.

Your mental and physical health, as well as your future, are of paramount importance – so don't just accept where you're at is where you'll stay for life.

If you feel that you've fallen out of love with your current job or career, visit www.communicate.co.za today and apply for a Great Job today! We have over 35 years of experience in placing Great Candidates at Great Companies.

How do you make sure your CV stands out?

Wed, 22 Jan 2020 12:55:42 GMT

We all know that when we send out our CV that we will more than likely be up against a few other candidates with similar skills. So now, how can you ensure that your CV is the one that turns heads and gets the right people talking? How do you make sure that you get that interview?

At Communicate Recruitment, we receive hundreds of applications per day between our various niches of specialization. Our consultants know exactly what to look for and what comes across as mere "fluff". The crux of it is – keep the good, scrap the bad. How do you know the difference?

There are a few key factors to consider that has little to do with the content itself:

Length of your CV and cover letter
Layout
Typography
Iconography (if you use icons)
Readability

Once you have the above sorted out, now you need to make sure the content of your CV is on point. If you are opting for a more creative CV, make sure that you don't come across as trying too hard that you miss the main goal – highlighting your skills and experience. Content-related points to consider include:

Jargon – Use the correct jargon for the role you're applying for.
Employment history – Company name, date range (month & year), and a brief description. When you are referring to your current job, use the present tense; when referring to previous jobs, use the past tense.
Contact & personal information – name, surname, residential, email, contact number, ID.
Education – High school, university studies, online courses, and certifications.
Skills – list your skills and the level at which you're skilled at that.
Achievements – if you have achieved a feat in your current or previous company, mention it. An example could be how you saved the firm money by doing something different. This goes a long way to prove your value.
Photo – If you opt for a photo on your CV, ensure it is a clear and professional headshot. Black and white/sepia are preferred.

Once you've ensured that your CV has the right content and layout, there's one last box to tick – check, check and check again. The last thing you need when applying for a new job is for your prospective employer to pick up typos or flaws in your CV that could hamper your chances of getting the interview. If need be ask a friend or family member to review it.

If you're in the market for a position in Finance, IT, Engineering, Freight, Contracting, or Supply Chain, feel free to download our CV checklist below or register a profile on www.communicate.co.za

Resume Checklist.pdf

Communicate Recruitment now offers IT Contracting Solutions

Wed, 15 Jan 2020 12:52:22 GMT

In 2020, we've extended our service offering to include Contracting with our focus being providing high-end IT Talent Acquisition Resourcing Solutions and IT Managed Services Solutions. We specialize in attracting and providing the following type of skills: Programme/ Project Management, Business Analysis, Data Analysis/Engineers, BI/Software Developers.

Connect with us to manage the HR processes and functions relieving pressure on your HR Department. We understand and function within our client's HR and Labour Law guidelines and parameters.

Consulting and Independent Contracting

We provide high-end sourcing solutions and services making use of cutting-edge technology enabling us to connect with all levels of skilled professionals within 48 hours. Communicate Recruitment has a strong, credible, and established network with sophisticated processes in place to achieve success. We engage a vast array of industries across the spectrum to ensure we are always connecting with the best talent available. Our flexible staffing solutions and skillsets can be contracted on a Time and Material basis or provided as a Managed Service.

We are proud members of APSO with over 3 decades of specialized recruitment expertise.

Connect with us now on 021 418 1750 or contact us at contracting@communicate.co.za

Advantages to starting a new job or hiring at the end of the year.

Wed, 06 Nov 2019 12:45:52 GMT

We're all looking forward to the end of the year but some are contemplating changing jobs during November or December. There are also hiring managers wondering if it is a good idea to hire now. We hope to assist you in this decision with a few pros to help prompt you to make the move now, rather than later.

If you're a candidate looking for a new opportunity, now is probably the best time to move.

It's tactically better to change jobs during this period
You can get your training/admin out the way during this downtime period
Your office is generally quieter so you get the chance to learn new systems, the way things are done, and the new company culture
You aren't competing with other candidates (or as many candidates as you would be in January/February)
Traffic is a breeze and dress code is generally casual and as is the office environment

Hiring now also has its benefits

You get your training or induction out the way early
Your new starts get used to the environment now so come January, they are able to hit the ground running
You get candidates which take their career seriously and are immediately available
You don't have to wait until January / February to finish off the hiring process
Recruitment budget – you have a hiring budget that you haven't used yet. You may not have the budget when you need it to come the New Year. Get your team ready while you still can.

Whether you're looking to hire Great Candidates or looking for Great job opportunities, Connect with us so that we can help you hire Great Candidates or find Great jobs.

Visit www.communicate.co.za

What do these questions from Recruiters actually mean?

Thu, 17 Oct 2019 12:39:33 GMT

What do these questions from Recruiters actually mean?

Tell us about yourself?

This is usually one of the first questions in an interview used to break the ice after the firm handshake has long loosened at reception. Refrain from telling us about your cheating spouse or how your dog ate your cat. It's an opportunity to tell us about your schooling achievements, your personality traits, interests, and work history.

What are your reasons for wanting to leave?

Be honest from the get-go about your reasons for wanting to leave. Refrain from throwing your current company under the bus as this might seem like you don't take responsibility for whatever has gone wrong in your current position. We get it, we've been doing this for 38 years, just because you and your boss have a bad relationship doesn't mean we won't put you forward to meet the client. We are keen to hear the story behind the relationship breakdown with your current boss as that might guide us to see if you would work well with your upcoming boss. If you decide to lie to us, we'll put on our detective caps and get to the bottom of the matter, we have our ways which we will not divulge at this juncture. Let us know even if you are getting retrenched, gone are the days when retrenched candidates were perceived to be the less desirable candidates compared to employed candidates. In this tough economy, most companies retrench people on the bases of last in first out bases.

What's your notice period?

We ask this question to manage the expectation for our clients. However, if you are in an interview with a client and this question is brought to the fore it's usually a good indicator that they are interested in hiring you. If a recruiter asks you this question please don't think you've got the job… it's due diligence from our side.

We are putting you ahead as the only candidate

I hate to burst your bubble but no you're not the only candidate that we've put through. In most instances, recruiters say this as a confidence booster. Another common statement from Recruiters is "we've put through a couple of CV's but they loved your CV". Again this is another confidence booster for our candidates, it's actually not a great idea to put forward 1 CV because ultimately we want you to be confident and not arrogant at the interview with our client.

Tell us about your strengths and your weaknesses?

Everyone has weaknesses and that's totally acceptable unless you were born in Krypton. Not having weaknesses is rather worrisome. Communicate them to us and the client. Go ahead and be smart about them, euphemize them and turn them into positives. So for instance, if you say you can't work with other people, highlight the fact that you're independent when tacking on tasks. Please don't lie to us though, usually, most candidates will undergo psychometric tests and these reliable tests prove the type of person you are pertaining to your weaknesses.

What's your desired salary?

It's unreasonable to say that we must look at securing you double what you're currently earning. Stick to a realistic package increase and don't harp on about the money. 7% – 10% increase is a good salary increase on average. Again don't Photoshop your payslip with inflated numbers. Tell us about your real current salary is. Stick to telling us that you're interested in the potential company and how you can add value by joining their team. Don't be greedy, at a lower salary bracket, you could get away with an above-average salary increase but on a higher salary bracket, the taxman has a vested interest in your hard-earned income which makes it next to impossible to ask for those sharp salary increases. Remember we want what's best for you too which means we'll advise on the bases of market value. We'll educate you as to what the market is willing to pay for your skillset. Be that as it may, sharp salary increases do exist even in this market but do know that it's a black swan.

Where else have you sent your CV?

Well when we ask you this question we'd like to see who else are we in competition with for your golden signature, how far are you down the line with other job interviews as well so that if our client likes your CV, we can ensure that you are available for their position. If you are looking to make a career change in Engineering, Finance, IT, Freight and Contracting, please register and send us your CV on www.communicate.co.za

Women worth emulating

Wed, 28 Aug 2019 12:36:01 GMT

Wikihow has a 14-step guide on how to be a successful woman; this should make it easy for 3.8 billion women in the world to be successful right? Not quite! Success is complex and sometimes inherently easy.

For centuries, women were not allowed to work but today, every second post on LinkedIn is of women being applauded for being CEO, CFO, COO, and similar. So what has changed? Or what is it that women are exuding now that the workforce finds attractive? Let's delve into this.

In an interview with Tim Modise (South African journalist), Vusi Thembekwayo (venture capitalist and global business speaker) said that black South Africans are not previously disadvantaged – but that they are disadvantaged because those systems still exist. The same can be said about women. Systems such as patriarchy, gender pay gap, unconscious biases, and caring responsibilities are still in place, making it harder for them to advance in the workplace.

Be that as it may. There is a breed of women who are defying these systems. Women like Shirley Machaba, Gail Kelly, Priscillah Mabelane, Maria Ramos, and Phuthi Mahanyele. Not only are they exceptional leaders but they are setting standards and inspiring generations. This is what they all have in common if you want to follow in their footsteps:

They are not afraid to take risks
As Sheryl Sandberg would say; affecting change in your career and beyond requires the ability to stop playing it safe every once in a while. Successful women don't make reckless decisions, but they do know how to take a calculated risk.
They have a worldview
Open-mindedness is the single most important characteristic we have as human beings and most women in this league have that. An open mind comes with a worldview. To have a worldview - you must read, travel, engage with people in different cultures from around the world.
They take responsibility
As the old saying goes: the captain goes down with the ship. Taking responsibility is the highest mark of great leaders and these women epitomize that. If you want to emulate them you have to cultivate a mindset that is not afraid of taking responsibility.
They endorse education
There is no question that education plays a pivotal role in the success of most women in the corporate world. You could be learning online, from a mentor, or taking practical classes bottom line - Are you have to stay learning and improving on your education.

There are many other traits that they endorse and embody. Follow them on their social media platforms and read their biographies to get more insights into being a powerhouse of a woman!

We are a Recruitment Company with over 3 decades of experience that is 17% Black women-owned. Visit our website to learn more about us.

Healthy living - the new luxury trend you should adopt!

Tue, 20 Aug 2019 12:27:53 GMT

Read time - 02:59

I am a budding Yogini and Pilate Master. Well, not quiet. That's a statement I read somewhere on Instagram. Anyhow. I do practice yoga and pilates for health and leisure purposes at least 3 to 4 times a week. Some days I am at the garden doing headstands and some days I am at the gym doing wall squats. And nope, I do not post these on my Instagram account of 850 followers. I do these because they are congruent with my blueprint of healthy living.

Healthy living means different things to different people.
It takes into account more than just diet and exercise. Depending on where you are in the world it also takes into account your socio-economic status, cultural and philosophical beliefs as well as your mental health.

Let's delve into what it all entails. We'll start with the body.

Great philosophers and great businessmen have, throughout history reiterate the importance of having a healthy body. ''What good is all the riches of the world if you do not have a great body to enjoy them in? Self-preservation is the love they'd say.''
This is because a healthy body sets the standard of day-to-day well-being and determines how well you'll age.

According to research, having a great body also means having the right weight. You can check this against your BMI . A fit and healthy body enable you to be fully functional and perform at your peak. But this won't come into play without good nutrition.

In South Africa, the minimum wage is R3 500 per month and the cost of a nutritious basket of food for a household of four is R3 123 ergo maintaining a daily intake of 2000 calories per day as recommended for an adult will be difficult. But assuming you live above the poverty line and can afford to eat healthily like my boss - who snacks on Woolworth's almonds nuts which cost around R175 per 500g then you are fine.

Nutrition plays a pivotal part in our overall well-being. It is not about strict limitations on certain foods or staying unrealistically thin and depriving yourself of the foods you love. It's about vitality - having more energy and boosting your mood.

The Harvard School of Public Health published 'The Healthy Eating Plate.'
It offers more specific and accurate recommendations for following a healthy diet. You can use it as a start.

Healthy living is holistic and cannot be achieved without the right mental state. Having a fit body and eating nutritious foods is just one part of it. In fact, you can have a great body, pay for premium gym memberships, drink smoothies all morning and still lead a dreary life. Why? Because your mind is not in the right state and that is where mental health comes in.

According to new studies of positive psychology – having a positive attitude can boost your energy, increase your life span and help you become better during hardships. All this starts with the small talk within and only you can fine-tune it.

You can gauge if you have a healthy mental state if the following reverberates with you: you have self-confidence and esteem, a sense of meaning and purpose in your activities and relationships, a sense of contentment and zest for life.
Strong mental health is not the absence of problems but rather of having and exuding more positive characteristics.

The reason I do yoga and pilates is that it's holistic. I can switch between meditation and core, between speaking great things into the ethos and toning my abs.
Someone once said human beings are genetically wired to seek love, this being a 'god' or a super being of some sort that is above us as 'humans' either through religion, spirituality, or whatever fancy term relevant to your generation and culture. This part of your life needs to be nursed as it plays a great role in your overall healthy living journey.

As mentioned before, healthy living encompasses more than Kauai smoothies and cutting off carbohydrates. It's more than having a Nike app on your Apple watch and being rewarded by Vitality or Multiply for walking 10k steps a day. It's holistic. It takes your work environment and home settings into account. It takes your dreams into account, your mental state, finances, and spirituality. Best of all, it requires maintenance and hard work. It's not for the faint-hearted, so go ahead and prioritize it!

It’s up to us as South Africans

Tue, 18 Jun 2019 12:22:16 GMT

Read time - 02:00
Finally, it's youth month again! The spotlight falls onto our Youth and how far we've come as a country from a political perspective. However, it feels like over the years the loud voice of our Youth is softening largely due to the muted growth of our economy over the past 10(9) years which has a direct correlation with the high rate of unemployment in our country.

There's a myriad of challenges that face our youth squarely in their wallets. Over the December period, I went home to spend a few days with my family and childhood friends and boy unemployment left me disheartened. For the first time in my life, all of the unemployment stats that live in the corridors of my app and the Stats SA website pages were a reality as most of the men and women I hadn't seen from home were unemployed. Monday in the township generated the same amount of foot traffic as Sunday, which was highly unusual. Now that I was confronted by that rhetoric it makes sense that there is a frustrated amount of young people who endure the same challenge across our country.

In my opinion, the road to reducing unemployment includes the critical role small businesses have to play in our economy. The even taller hurdle is for us as the Youth to believe in ourselves and actually start businesses up. We have to be patient with the process of building a business because it is a long-term solution for a long-term problem and not for the short-term gain. No Chief, I'm not referring to tenders here. President Cyril Ramaphosa also spoke of other young people who became innovative and were now successful entrepreneurs at his 25 Years of Democracy Celebration Rally where he encouraged youth to create employment for themselves.

A lot of our youth seem not to be aware of the myriad of state funding bodies in the market that offer financial impetus to small businesses. SEFA (Small Enterprise Finance Agency), National Youth Development Agency, and the Industrial Development Corporation are some of the notable players. Some of these funds are loans that have a low-interest rate and some are grants. With funding, it's important to read the Tc's and C's because they indeed do apply.

As South Africans, we lack the depth of understating how imperative our role in supporting small businesses is. This has a knock-on effect on our economy. I sometimes take a long look at my personal income statement and get ashamed of where my hard-earned capital flows outwardly too. My begrudged 72 months car payments end up Ingolstadt, Germany then my house payments end up in easterly China. My cell phone bill after the Vodafone acquisition now lands up in the UK and my handset and ITunes costs are contributing to the growth of the American economy. My gym bill ends up in Sir Richard Branson's already loaded pockets. The narrative here is that most of the hard-earned Rands I made from a South African company end up outside our borders and not creating employment and wealth in our stagnant economy. With every purchase we make, let's repeatedly look at supporting small South African companies.

As citizens of South Africa, we need to take the collective responsibility to solve the challenges that are facing us. Yes, I know that investors are also critical to the economical typography of our country but we also have to help ourselves here before it's too late.

Top 5 benefits of using chatbots for your business

Tue, 07 May 2019 12:18:56 GMT

Read time - 01:25
Globally, over 23 billion text messages are sent daily. WhatsApp alone handles just about 30 million messages daily. This can only mean one thing: consumers are used to instant communication in their private lives, and they expect the same when they communicate with companies, hence chatbots.

Anyone who knows how to use Facebook Messenger or WhatsApp can interact with a well-built chatbot without having to learn anything new.

There are two types of chatbots:

1. Command based chatbot

Command-based chatbots rely on a databank of replies and heuristics. The bots reply by selecting an answer that matches the context of a query. They use template search or dynamic search for understanding and answering questions. The answer to the above-raised question depends on the business you are in and how your company is driven by innovation and technology.

2. AI-based chatbots

AI-based or Machine Learning Chatbots can answer ambiguous questions. Meaning, you do not have to be specific when asking questions to these chatbots. The chatbots create replies from scratch using natural language processing.

It's important to know what your business needs are and which bot will serve its needs better. Some companies apply the 80/20 rule. They leave the bot to answer 80% of the frequently asked questions and 20% of the complex questions are left for humans to answers. The onus is always on the business to decide what will work best.

Here are the top 5 benefits of using chatbots for your business:

Chatbots are always available, they are never rude, tired, or irritated – they are pleasant 24/7/365
They are cheap to develop - in comparison to application development.
Audience who uses messenger Apps are willing to talk to a Chatbot
Language is the most natural interface humans understand and that is the interface that bots use
Chatbots are ideally placed to help streamline engagement between consumers and brands with the purpose of improving customer service.

If you're looking for Great Candidates, let's chat about our tailor-made recruitment solutions. Contact us today to find out how we can help up find the right candidates for your business.

Globally, over 23 billion text messages are sent daily. WhatsApp alone handles just about 30 million messages daily. This can only mean one thing: consumers are used to instant communication in their private lives, and they expect the same when they communicate with companies, hence chatbots.

Anyone who knows how to use Facebook Messenger or WhatsApp can interact with a well-built chatbot without having to learn anything new.

There are two types of chatbots:

1. Command based chatbot

2. AI-based chatbots

Here are the top 5 benefits of using chatbots for your business:

Chatbots are always available, they are never rude, tired, or irritated – they are pleasant 24/7/365
They are cheap to develop - in comparison to application development.
Audience who uses messenger Apps are willing to talk to a Chatbot
Language is the most natural interface humans understand and that is the interface that bots use
Chatbots are ideally placed to help streamline engagement between consumers and brands with the purpose of improving customer service.

If you're looking for Great Candidates, let's chat about our tailor-made recruitment solutions. Contact us today to find out how we can help up find the right candidates for your business.

The Do’s and Don’ts of an interview with Recruiters

Wed, 24 Apr 2019 12:14:50 GMT

Read time - 02:36

If you live in South Africa, you should probably know that being invited for a job interview is almost a privilege. Unfortunately, some candidates do not see it that way and have a knack for blowing their own interview opportunities. We have all heard cringe-worthy stories about candidates sleeping during interviews or not even showing up at all.

As a company, we help our candidates to avoid these interview mistakes. We've spoken to some of our top consultants and they shared some of their candidate experience in an interview and how you can avoid them.

1. Do not show up drunk.

This may sound cliché but it seems some candidates do not get the message and actually show up drunk in an interview or reeking of alcohol. No recruiter will want to sell you to a client in this state and will deem you a waste of time and resources as you are bringing them and their brand into disrepute.

2. Not knowing your CV or lying about the contents in it.

This is always a bad idea. Interviewers always expect you to know your CV chronology by heart. When a company discovers that you are lying, you will be disqualified and future opportunities may be denied. CV fraud is high and you do not want to come across as a CV fraudster. At the end of the day, it is your CV, it comprises of your life and work experiences there is no reason as to why you should not know it by heart.

At Communicate, we conduct thorough interviews, screenings, reference checks, verifying skills and experience. We are contracted to MIE, a background-screening agency to verify qualifications, criminal, credit, fraud, and ID records. So if you are laying – it is likely we will know, and what are the chances we will call you for future opportunities?

3. Not being prepared for the interview.

Almost all our consultants stressed this point. Come prepared! You are being sold to a client, look the part! Look like you want the job!

4. Using an agency to get a counteroffer.

If a recruiter discovers that you are using them just to get an offer at your current company, they might not represent you as you are wasting their time and resourcing. Recruiters are less likely to represent people who job-hop and are prone to making counteroffers. Recruitment agencies are not there to help you get counteroffers from your employer. During an interview, do not come across as someone who is likely to take one.

5. Arrogance.

There is nothing wrong with having a higher sense of self and the same can be said about confidence. The problem comes when it borders into arrogance which infuriates the interviewer. No matter how educated or senior you are, you still have to respect your interviewer. They are your potential gateway to landing the next job.

6. Language barriers.

In South Africa like in most countries, English is an official language and medium of instruction. When invited for an interview unless otherwise stated, you are expected to be articulate and or fluent in English. So brush up on your English and industry jargon before going in an interview. How else will an interviewer sell you to a client if they do not understand the language you speak?

This may read like another one of those tired articles giving advice to candidates about what not to do during an interview but we would not stress the message enough if candidates actually understood the importance of brushing up on the language.

We have over 3 decades of experience in Connecting Great People with Great companies. Part of our process is to prepare our candidates before sending them out for interviews with our clients. Visit our website to find out how we can help you.

Forbes list - African billionaires 2019

Tue, 02 Apr 2019 10:54:21 GMT

Read time - 02:11

Here is it again, the famous list from Forbes, showcasing Africa's billionaires in 2019. You are probably not on the list, but here is some inspiration.

Every year, Forbes tracks the wealth of African billionaires who reside in Africa or have their primary business in Africa. They calculate their net worth using assets, paper stock, and currency exchanges among other aspects. Of the 20 selected this year, five of them were from South Africa and only two are female: Isabel dos Santos, daughter of Angola's former president, Jose Eduardo dos Santos and Folorunsho Alakija of Nigeria.

In a per country ranking, Egypt and South Africa were tied with five billionaires each, followed by Nigeria with four and Morocco with two. For the eighth year in a row, Aliko Dangote of Nigeria is Africa's richest person. The second richest person is Mike Adenuga, also of Nigeria worth $9.2 billion. Number three is diamond heir Nicky Oppenheimer of South Africa, his grandfather founded diamond mining firm DeBeers, which he ran and then sold to mining giant Anglo American for $5.1 billion cash in 2012.

Three South Africans who fell off the list last year, are Stephen Saad, founder of generics drug firm Aspen Pharmacare; Desmond Sacco, chairman of iron ore mining company Assore Group; and Chris Wiese, founder of retailer Pepkor and former chairman of the now embattled furniture retailer, Steinhoff International.

Overall, the number of African billionaires has shrunk to 20, down from 23 a year ago.

The Richest Africans as of February 2019 are:
Aliko Dangote
Mike Adenuga
Nicky Oppenheimer
Nassef Sawiris
Johann Rupert
Issad Rebrab
Naguib Sawiris
Patrice Motsepe
Isabel dos Santos
Mohamed Mansour
Strive Masiyiwa
Koos Bekker
Aziz Akhannouch
Mohammed Dewji
Othman Benjelloun
Abdulsamad Rabiu
Yasseen Mansour
Youssef Mansour
Folorunsho Alakija
Michiel Le Roux

The five South African billionaires are:

1. Nicky Oppenheimer
Age: 73
Net worth: R102 billion
Source of wealth: Sold his family's 40% stake in De Beers, the world's biggest diamond producer to mining company Anglo American in 2012 for $5.2 billion

2. Johann Rupert
Age: 68
Net worth: R74.2 billion
Source of wealth: Rupert controls the world's largest luxury watchmaker, Cie. Financiere Richemont, through a family trust.

3. Patrice Motsepe
Age: 57
Net worth: R35 billion
Source of wealth: Mining business and his investment portfolio: He's the founder and chairman of African Rainbow Minerals and became a billionaire in 2008

4. Koos Bekker
Age: 66
Net worth: R33.6 billion
Source of wealth: Bekker is revered for transforming South African newspaper publisher Naspers into an e-commerce investor & cable TV powerhouse .

5. Michiel le Roux
Age: 69
Net worth: R15.4 billion
Source of wealth: Completing our list of SA billionaires on the Top 20 Richest Africans list is Le Roux. He founded Capitec Bank in 2001 and owns about an 11% stake.

While we cannot help you get on the Forbes list of billionaires in Africa, we can certainly give you the edge by helping you with your next career opportunity. Visit our website to find out how you can earn a better salary.

The cost of owning a drone in South Africa

Wed, 20 Mar 2019 10:51:03 GMT

Read time - 02:33

The drone industry has been gaining traction both locally and abroad over the last couple of years. With vloggers, media agencies and photographers using these nifty devices to take their passion to new heights, the public is, also beginning to hop on the band waggon.

But, how much does it cost to own and operate a drone in South Africa? There are a few key points to consider when discussing this:

Type of drone
Usage
Area
Licensing
Laws

In many instances, you can get a decent drone for a few hundred Rand, if you're a hobbyist. However, with the likes of DJI, Parrot, GoPro these can go into the thousands. It ultimately depends on what you'll be using the drone for.

You can purchase drones for personal, professional, and enterprise use. If you're looking for a semi-decent drone to use in your personal capacity and don't intend on making money from your images/video, you can pick up a DJI Spark for around R6 495.00 (Drone only). The DJI Mavic range is where you start seeing value in drone photography and videography. With the recent release of the Mavic 2 Pro, the features just get better. The Mavic 2 Pro starts at around R29 500.00 for the basic drone only (no-fly more pack included). Your professional and enterprise drones can go for anything between R48 000.00 and R150 000.00 each.

You are able to purchase accessories and add-ons for your DJI drones at an extra cost. They also make "fly more" kits available which include extra batteries, a case, extra propellers, and other nifty items.

There are cheaper options for those just wanting to have some fun at home – national retailers like The Gadget Shop and Dion Wired, along with online stores like Takealot sell affordable alternatives. For those that want to mess around, you can fetch a drone for as little as R499.00.

Licensing

If you'd like to operate your drone commercially (make money from selling your images and video) you would need to obtain an RPL (Remote Pilot License) from an accredited school. Your RPL is comprised of a theory section and a practical.

The components covered in the theory include air law, flight planning and navigation, meteorology, human factors, the principle of flight, technical aspects, and other related items. Along with the theory module, students will also need to complete restricted radio license training and an English proficiency course. After your theory (which is between 5 and 7 days) you would then move on to your practice. This is done with a licensed instructor to test your practical know-how and see if you're equipped to man a drone.

Various RPL schools charge different rates for their courses but you can expect to pay anything between R20 000.00 and R50 000.00 for your license.

Legalities

The South African Civil Aviation Authority outlines the uses, dos, and don'ts when it comes to RPA's (Remotely Piloted Aircraft) in South Africa. They define RPA's as "unmanned aircraft operated from a remote pilot station excluding toy and model aircraft". They also state "acceptable" uses of RPA's in personal and non-personal cases.

The law tries to protect both sides of the fence here – the operators and the general public. The CAA outlines that potential threats could include, but are not limited to:

Collision with aircraft
Injury to bystanders
Damage to property
Legal liabilities for breaking laws

There is a range of laws that should be adhered to when operating a drone, which you can read more about here.

Connect with us and take your career to new heights. We are a specialist recruitment company with over 30 years of experience and can help you source top candidates in, IT, Finance, Freight, and Engineering. Contact us today.

A smarter way to banking is here

Wed, 27 Feb 2019 10:48:29 GMT

Read time - 02:39

It all started with the prolific use of smartphones, built upon by the increasing customers' need for speed and convenience. It then spiralled into peer-to-peer banking and to some extent, eliminated the need for cash - epitomising a truly modern way of banking. Experts say, however, that we are surprisingly not yet in the 'digital era of banking.'

They reckon what we see today is not necessarily digital banking but simply digitized banking: 'old financial products being adapted to the digital era and distributed via smartphones and the internet. Nevertheless, the same cannot be said about the likes of Discovery Bank which describes itself as the 'world's first behavioural bank', a fully digital bank that anyone with a smartphone can join and Tyme Bank - which deems itself as SA's first digital-only bank. These digital-only banks are definitely disrupting the banking industry.

Here are some trends shaping the banking industry as we know it:

Vertical cards
Bankcards were designed in landscape because of the way old machine cards work, but we don't use ATM machines anymore or at least most of us and banks realised this hence the vertical card. Take for example how you hand over your card to a cashier, tap it to make Contactless payments or dip it into a point-of-sales machine you are likely holding the card vertically, right?

The same can be said about how we put our cards in our wallets and cell phone cardholders. Vertical cards are a growing trend among card issuers worldwide, who believe that the vertical orientation fits better with how we handle our cards these days.

You choose how you pay
Tech companies are now making it easier for their customers to make payments. Take Apple, for example, they have made making a payment on Apple Pay as easy as sending a message. The same can be said about Samsung Pay, Google Pay, PayPal, Microsoft pay, WeChat pay et al.

Companies like Amazon, Uber and Starbucks are already starting to focus on prepaid accounts that internalise payments by offering incentives to use their property app. So, will tech companies compete with banks in future? Probably. It's only a matter of time until they eliminate your bank altogether and give you a full-on service.

Personalisation
Imagine your bank letting you know if you are paying slightly more for utilities than your neighbour or if your rent repayments are seriously burdening you financially. Thanks to AI, this is possible. Banks will offer truer financial advice that you do not find irritating.
They will offer improved offer targeting which will lead to increased loyalty, improved profitability and increased engagement from customers. Moreover, as a customer, you will enjoy a better banking experience that saves you time and money.

Biometrics technology
Biometrics are methods of recognizing customers through their biological features like fingerprint, iris and voice recognition. It goes as far as finger vein patterns and heartbeat rate. At the moment, the fingerprint is reigning supreme, followed by facial recognition - thanks to our devices.

Locally, FNB introduced an ATM that uses biometrics as a means of authentication. The TouchPoint on the ATM validates your identity by scanning your fingerprint, which is then verified with the Department of Home Affairs. Customers can also open new accounts using selfies - through biometric facial verification.

Most of us are frightened and feel like this technology is infringing on our privacy, but what's more secure between your password and finger vein pattern? Are fraudsters likely to forge your signature or heartbeat rate?

According to research, biometric authentications are more secure than traditional methods of authentication and will gain more traction in future.

As technological advancements continue to rise in the digital banking world, so does the need for qualified staff to manage it all. We are a specialist recruitment company with over 30 years of experience and can help you source top candidates in, IT, Finance, Freight and Engineering. Contact us today.

The big question: are cover letters still relevant?

Wed, 20 Feb 2019 10:45:31 GMT

Read time - 01:31

The recruitment industry continues to evolve as any other industry should. Technology is playing a big role in how things are done; new ways of doing things emerge causing old ones to be redundant, like writing a cover letter when applying for a job.

When it comes to writing a cover letter, there is two school of thought to it:

If well written, it serves as a powerful tool to help you secure the 'job.' It gives you a chance to sell yourself to an employer in a narrative format and explain why you are the perfect candidate. In a nutshell, a strong cover letter can tip the scale in your favor when applying for a job.

2. If poorly written, a cover letter makes you come across as a weak candidate and can harm your chances of landing the job. No letter is worse than a poorly written one.

But is it still relevant?
Look at it this way: companies can now get a lot of information about you before you even set foot in the interview room. You leave digital breadcrumbs everywhere and they can use them for or against you. So with or without the cover letter, the employer will know more about you. What's important to note is that they care more about your qualifications and experience than the 300-word document accompanying your resume.

What's actually happening then?
In the digital era, your professional profile extends to your social media profiles, online portfolio et al. More and more candidates are making use of unconventional ways of standing out and unfortunately, a cover letter is not one of them. For example, some candidates would solve a problem a company is facing and approached them with a solution.

The rule of thumb is: don't always rely on your resume, the job market is competitive, and with South Africa's unemployment rate sitting at 27.1% you may want to be more creative than writing a one-page cover letter to help you stand out in the concrete jungle.

We are a recruitment company with over 30 years of experience. Contact us ; we just might be able to connect you with your next career opportunity, sans the cover letter.

The culprit in the workplace – depression!

Thu, 24 Jan 2019 10:43:14 GMT

Read time - 02:03
According to the South African Depression and anxiety group , depression is a 'whole-body' illness, involving your body, moods, and thoughts. It affects the way you eat, sleep and feel about yourself. All age groups and all racial, ethnic, and socioeconomic groups can experience depression. People living with depression are often blamed and ostracised due to the disease being poorly understood. But during the last few decades, scientific research has expanded our understanding and firmly established that 'mental illnesses like depression are biologically brain-based diseases and can be treated like any other disease.

Intellectual functionality
Depression is a biologically brain-based disease and will impair your cognitive functioning if not treated.

So are you stressed or do you have depression?
The answer lies in the severity and the duration of your symptoms. If you have been sad for over 2 weeks, you are likely depressed. Stress should last a couple of days and you should be able to bounce back. With depression, however, you cannot make decisions, you struggle with problem-solving, trouble sleeping, forgetfulness accompanied by feelings of worthlessness and hopelessness that last for months and sometimes years. Depressed people cannot respond to positive events in their lives. They are stuck in a loop of negativity and sometimes they feel suicide is the only way out.

Could your workplace be the reason you are depressed?
The answer is no! You cannot get depression simply from ''work.'' Unless there is something deeper going on there and work serves as a trigger. According to science: a person's life experience, genetic inheritance, age, sex, brain chemistry imbalance et al, all play a significant role in the development of depression.

However, if you feel that your work is contributing to you being depressed, try to address it with your line manager, and if work isn't the primary reason you are depressed then try to identify what else in your life could be contributing to your feeling depressed.

Assuming you are depressed

To your co-workers:

You will come across as someone who is indifferent, indecisive and unsure of their abilities, lacking confidence and generally lacking the motivation to carry out day-to-day tasks or taking longer than usual to complete simple tasks.

To your employer:

You may come across as a risk to the company. If you are lucky, your employer may offer support, which has yielded better results in terms of employee satisfaction and retention.

Truth is, depression, left untreated, may have a significant impact on your work performance and further contributes to presenteeism (at work but not engaged) and absenteeism . Like most health conditions, early detection and effective treatment diminish the severity and impact of the condition. Taking time off to get medical help is crucial to the healing process.

If you are feeling stressed at work and think that a new job opportunity is what you need, we can help you with your next career move. However, if you think your depression is in its severe stages and needs professional help, please contact the South African Depression And Anxiety Group .

The Right To Disconnect

Fri, 02 Nov 2018 10:40:33 GMT

Read time - 02:31

Before we delve into the nitty-gritty of the topic: 'the right to disconnect let's first explain where the concept stems from.
We live in a super-connected world with many employees now getting work emails sent to their smartphones. You know the drill, WhatsApp messages from workgroup chats, and checking emails before you even step out of bed. Imagine you just got home from work, barely had time to sit down, your phone vibrates and it's an email from your boss marked 'urgent' - you just got back from work!

This hyper-connectedness is causing employees to have anxiety because of the need to always respond, coupled with the expectation of receiving these messages. This then led to a culture of burned-out employees with blurred lines between work-life balance which further led to a proposed bill: ' The Right to Disconnect . '

What this 'right' means
It means we need to disconnect from our electronic gadgets and or instant messaging platforms, especially if the connection is work-related - after office hours. Countries like the US want to propose this bill in order to protect employees from over-engaging unless otherwise stated in their contracts by employers that it is a prerequisite.
But is this bill realistic for a globalized workforce in modern society? Let's delve into this.

Rest periods
As we all know employees are entitled to rest periods and bosses cannot force them to answer WhatsApp workgroup messages outside of their working hours. Jon Brodsky manager for finance site Finder.com thinks that restricting the hours that employers can contact their employees does not take into account global growth, remote opportunities, and seamless communication between employers and employees. This then begs the question, when do employees switch off from work?

Well, it depends on your industry and type of work.
The modern workplace no longer implies your presence at the office. The modern workplace allows you to send a quick voice note or text to employees at any time of the day regardless of schedule. So should we still have bills that allow us to disconnect after work hours?

Maybe not, but it is illegal for a boss to demand around-the-clock attention from employees. Except of course if they bought you the cell phone and are paying for the data and it was stated in your contract. Then though shall not disconnect!

WhatsApp as an official tool of communication
WhatsApp, Facebook Messenger, and other instant messaging platforms are now more popular than email in the workplace according to research.
We have all seen or heard of someone who got in trouble at work because of these platforms.

At FNB a good 4 employees were fired for what they communicate on WhatsApp be it 'private conversation.' I personally know a friend who ended up in HR because of what she posted on her WhatsApp stories and someone who got a warning for not replying on the group chat. Companies take these platforms very seriously!

In India, an IT worker got fired for leaving a WhatsApp Group chat. The manager demanded everyone use WhatsApp as an official tool of contact rather than calling and emailing. So if WhatsApp is part of your company's communication policy then you cannot make a personal decision to refrain from the platform.

However, if your company does not have a policy in place regarding communication on instant messaging platforms, then the best solution is to have honest conversations about expectations regarding this as they are not official tools of communication.

Share with us, what are your thoughts on instant messaging platforms as tools of communication in the workplace?

We are a Recruitment Company with over 3 decades of experience. Visit our website to find out how we can help you take your career to the next level.

Top technology trends for 2019

Tue, 30 Oct 2018 10:38:12 GMT

Read time - 02:23

A technology trend is one with substantial disruptive potential and on the verge of breaking out as an emerging state into wider impact and use. With that said, here are some technology trends we think will dominate in 2019.

Blockchain
We have all heard about blockchain and the truth is, it is too complicated for laypeople to understand and use right now. Blockchain is a peer-to-peer network of interconnected computers for storing data or information which can't be modified or stolen by anyone. The South African Reserve Bank , Vodacom, and MTN are among companies that are testing blockchain technology in South Africa. Naomi Snyman, Blockchain Lead at Standard Bank said that if we think about how the internet started; we did not understand why we needed it or how it even works but it has completely revolutionized our lives, the same goes for Blockchain technology. Blockchain is expected to boom in 2019.

AI
Yes, AI. AI will be a trend for the next few years until it becomes mainstream. By next year, at least 40% of businesses will use it for automation. This will also cause ''autonomous things'' to proliferate. Autonomous things exist across five types: robotics, vehicles, drones, appliances, and agents. All these uses AI to perform tasks traditionally done by humans.

5G or fifth-generation mobile
5G is finally here and is expected to bring speeds between 5Gbps to 8Gbps and up to 20Gbps– compared to 4G LTE, which has a maximum throughput of 1Gbps. According to Business Insider South Africa , these kinds of speeds are expected to dramatically change what is possible to do over a cellular connection. The first rollout of a 5G network in the US is expected to start in 2019. South Africa can expect it in 2020. 5G boasts faster data transfer speeds and lower latency than 4G, along with support for more devices and improved reliability.

Industrial Internet of Things (IIoT)
The application of the Internet of Things (IoT) to the manufacturing industry is called IIoT. IIoT is considered to be one of the primary trends affecting industrial businesses today. Businesses that have embraced IIoT have seen significant improvements to safety, efficiency, and profitability. This trend is expected to grow as more businesses adopt it.

Forbe s analytics reckon another trend is the "platform-itization" of emerging technologies, i.e blockchain as a service, VR as a service, augmented as a service, AR as a service, IOT as a service, and AI as a service you get the gist.

As a business, evaluating the latest technology trends will help you identify opportunities your organization can exploit to create a competitive advantage. There are plenty of other trends that are not on this list that you can leverage.

We are a Recruitment Company with over 3 decades of experience. Candidates look to us for reliable career advice and clients partner with us to connect them with exceptional candidates. Visit our website to learn more about us.

The difference between outsourcing & insourcing

Fri, 28 Sep 2018 10:33:10 GMT

When it comes to choosing between outsourcing and insourcing, several companies cannot decide what is best for them. If you are also not sure, what is best for your business then this article is for you.

When it comes to outsourcing and insourcing, there are four major factors to consider:

Cost
A significant difference between outsourcing and insourcing is the cost to the company. Insourcing is generally more expensive to a company because new work processes must be developed to start the new division of the company. Outsourcing uses an outside company that already has a workflow developed and employees familiar with the process.
Expertise
Flexibility and
Business needs

The pros and cons

Insourcing
It is the practice of bringing in specialists to fill in temporary positions or simply training in-house personnel to perform tasks that could have been outsourced. Insourcing seems to be more prevalent with project-oriented companies that hire contractors /temps to provide a service.

The hire is made through an external organization to cut costs and decrease the tax burden. Insourcing can also mean an organization building a new business center or facility which would specialize in a particular service or product.
Companies who insource can enjoy:

Total control of delivery and resources on-site
SLA and outcome-based agreements
Cost saving and tax reduction
Change management made easier through skills transfer

Outsourcing
Outsourcing allows a business to focus on its core competencies while offloading its non-core functions to outsourcing providers in low-cost markets. You hire an outside service provider, consultant, freelancer service, or an agency to manage that portion of your business.

It was once considered a luxury only larger companies could afford. Today, companies of all sizes use outsourcing to let go of managing non-core functions while saving a lot of money in the process. Companies who outsource have:
No control over delivery and resources
No control over project milestone
Additional cost for training
Guaranteed work continuation and no time down
No ownership of Intellectual Property

How Communicate Recruitment can help you:
We can consult from the needs analysis stage through a project-based outcome approach, Communicate has subject matter experts on hand waiting to help you in your ICT transformation journey. We save you money and provide a dedicated team that gives you total control over service delivery. Click here to learn more.

Vumile Msweli, the phenomenal Women in Business

Wed, 08 Aug 2018 10:24:11 GMT

Read time - 03:59

Vumile, like many other young women, was insecure and anxious about delving into business. Fast forward into the future she is now a career coach, emerging property mogul, and influencer. We had a chat with her to find out what some of her successful habits are and what she thinks about the work-life balance conundrum women battle with on a daily. This is what she had to say:

Tell us about your early days as a young woman in business. What was it like, and how is it different now that you are older?
Starting out in my career I, like many young people was insecure and anxious about delving into business. I was not clear about where I wanted to go, now as an adult and have been in business for a few years I have greater clarity about my goals.

My desire is no longer just financial accumulation but making an impact in Africa as a whole. This is the reason why I am in the career coaching space and helping both graduates and executives navigate from the unknown to achieving their goals at an accelerated pace. I want to leave a legacy that makes life easier for my continent for me having existed. I guess it is the natural ascension in Maslow's hierarchy.

In your interview with Iman Rappetti, you mentioned that you bought your first property while you were 22 years old. Most 22-year-olds would opt for a car or something similar. Why property?
Growing up in a family where income-generating assets were often encouraged to be acquired it came naturally for me to sacrifice the luxurious German cars in the short term in order to acquire an appreciating asset. I guess it also helps that I love property, so playing in that space gave me great joy.

Iceland has now made it illegal to pay men more than women in the workplace. Looking at South Africa now, how long do you think it will take us to have such laws implemented?
Ice-land has continued to be a forerunner in the women's empowerment movement. I believe South Africa has gotten it right in the policy and legislative space of women's empowerment. This has not seemed to translate into the realms of corporate; civil and government. I am optimistically cautious that this will change but to speculate as to the exact date and if it will ever happen is difficult, but I remain hopeful that the day is coming soon for us here in South Africa.

Women like Arianna Huffington and Oprah Winfrey say 'work-life balance is an illusion. What is your take on it? Is it an illusion or something we should strive for especially as women who juggle a full-time job and a household?
I believe the work-life balance myth is a fallacy that has held us in bondage to an unattainable ideal. It leaves many women guilt-ridden with not getting the balance right. I am an advocate for work-life integration because there are different priorities at any given time and your focus and energy must shift accordingly. Also performing at a constant stress-inducing pace isn't sustainable. But by integrating work and life the stress dissipates and allows for flexibility in approach and in achieving a healthier lifestyle.

What advice do you have for young South African women about succeeding in the corporate world?
It would be to design a career they love. It would be to purposefully identify what skills they want to learn, what exposure they would like to gain, what kind of boss they would like to work for, and where they want to see their career going. After identifying these, it is critical to then find a mentor who is experienced in the realm of corporate, a coach who is an expert in career advancement, and a sponsor who can advocate for your growth in your organization. This trio will help you achieve your corporate career goals.

Harvard University has a Positive Psychology class – the university's most popular class. You took a Happiness class as well. Do you think we have placed disproportionate value on attaining success and material over our own happiness and wellbeing?

I think we are constantly in pursuit of happiness and wellbeing, our gravest error is to believe that material gain and financial success equates to the happiness we seek. This is not always the case. Happiness and joy are internal work and not always reflected in how our external circumstances look.

What are some of the successful habits you have adopted over time and apply every day?
I think for me vision boarding has been critical in aiding achieving goals I have set for myself. I look at my vision board every day and it gives me a great sense of focus as to what I have to do that day to achieve my life's vision. I am a big believer in centering yourself, so I spend my morning having my quiet time, setting my intention for the day, and praying.

Vumile Msweli completed her matric at St. Mary's DSG with an A Average.
She holds a BCom Accounting Sciences from the University of Pretoria and a BCom: Financial Planning Honours from the University of Johannesburg. She has completed various postgraduate executive courses from GIBBS, New York University as well as Harvard and holds a Master's in Business Administration (MBA) from the University of London, currently doing her Doctorate in Applied Leadership and Coaching at Switzerland University for Graduate Studies in Management.

Click here to learn more about her:

LinkedIn: https://www.linkedin.com/in/vumile-msweli-10746733/
Instagram: https://www.instagram.com/vumimsweli/
Twitter: https://twitter.com/vumilemsweli?lang=en

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. Visit our website to learn more about us and how we can connect you to your next career move.

Data Driven Recruitment

Tue, 31 Jul 2018 10:15:01 GMT

Read time - 01:55

The recruitment process is a data mine and when mined correctly it reveals information on whether or not a candidate will be a high performer the employee is looking for. Data-driven recruitment comprises technologies and techniques used to analyze talent and identify candidates with the best skills. It eliminates a lot of uncertainties within the recruiting process and saves recruiters from making decisions based only on a 'great resume.' Benefits of data-driven recruiting include, but are not limited to:

Narrowing down candidates to only those who fit a company's profile.
Gives competitive advantage with insight into competitive information, such as salary and benefits.
insights into what motivates and engages staff.
Fills positions quickly.
Reduces turnover.
Increase diversity with technology that supports impartial hiring.
Increases employee retention.

Here is why companies should incorporate it in their recruiting strategy

Eliminates gut-feeling decisions
As human beings when making decisions, prejudice, gut-feeling unconscious bias and our frame of reference tend to influence our decisions. Data-driven recruiting eliminates all of this and encourages more accurate hiring decisions.

Improves candidate experience
Analytics brings the factors that impact candidate experience to the forefront enabling recruiters to tell what is increasing or decreasing the chances of a candidate withdrawing from his or her application and creating strategies to decrease the odds of losing strong candidates.

It decreases the time it takes to hire
Hiring takes time and time as a recruiter, you want to map out your entire recruitment process and find out how long it takes to hire a person in a certain field and how long each step of the process takes. Once you have all that information you now have to look at improving the speed of hiring. The use of analytics enables you to know with confidence how long it is likely to take to hire for a certain role, including time in each stage of the hiring process.

This data-driven approach can also reveal the bottlenecks slowing down the hiring process and inform you of how to fix them.
Wouldn't it be great to provide more accurate hiring time estimates to stakeholders?

Any organization that is not using data in its recruiting process is omitting it at its own peril. Hiring is costly and time-consuming so it is essential to make the process as quick, accurate, and effective as possible. Using data and analytics to drive hiring processes may be in its early stages but it is expected to sign in the years to come. It is important to note, however, that harnessing this data is one thing and interpreting is another.

Communicate Recruitment is a specialist recruitment company with over 3 decades. We build intelligence from our database and spend time developing our networks so that we can deliver the best candidates the market has to offer. Visit our website to register your vacancies with us

Engineering trends shaping the world

Fri, 13 Jul 2018 10:09:29 GMT

Read time - 01:49

Engineering is evolving. Trends such as advanced robotics, additive manufacturing (3D printing) Industrial IoT, quantum computing, and Big Bata are currently shaping its evolution.

Here are the top 3 interesting trends we've observed which will continue to shape the engineering industry:

Additive manufacturing
Additive manufacturing (AM) is not a new technology trend, it's currently in the limelight for its limitless use. The implementation of AM technologies is growing rapidly and becoming more important as the world changes. Industries that have adopted its use are most notably in aerospace, defense, medical, and the automotive sector.

Some of the largest manufacturers in the world are investing heavily in this technology, which is leading to growth in demand for engineers and technologists who can develop new applications and integrate them with technologies in production environments.

Sustainability
Our understanding of the environment and the negative impact of industrial activity raises concerns on how the industry should be designed and built, hence industrial sustainability. Industrial sustainability involves energy and resource conservation, emissions control, renewable energy systems, and waste reduction.

All this requires engineering work to be performed by electrical engineers, environmental engineers, energy engineers et al. In fact it is estimated that the demand for environmental engineers is going to grow by 9% by 2021, and for environmental engineering technicians by 8%. Sustainability engineering work will continue to expand as it promotes savings in shipping and transportation costs, among other efficiencies.

Industrial Internet of Things (IIoT)

The Industrial Internet of Things (IIoT) brings together advanced machinery, analytics, and people in the workplace. Airbus, a European aircraft manufacturer, integrates IIoT into its products. For example, a worker on the factory floor can use a tablet or smart glasses to assess a task and then send that information to a robotic tool that completes it. For engineers, this technology is changing the future trajectory of their careers as it is reliant on software and machine learning processes that enable efficient communications between the individual and devices.

The increasing use of this technology in any workplace will mean that the skills necessary to implement and maintain it will also evolve thus the work of engineers will change due to the rise of these technologies. Engineers with more knowledge in these areas will be important and in demand. Current engineers must prepare to transition into future roles so when those opportunities arise, the transition is smooth.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We connect great people in the Engineering, Finance, IT, Freight, and Contracting industries throughout Africa and South Africa on a permanent or part-time basis. Visit our website to find out how we can connect you to your next career opportunity.

Why introverts make a great hire

Fri, 06 Jul 2018 10:01:50 GMT

Read time - 02:23
Interviews are an integral part of the hiring process. However, the skills required to excel in an interview are not necessarily required to excel in a job. When hiring, recruiters and hiring managers usually have an ideal candidate in mind, and in most cases, that candidate embodies traits of an extrovert; social, friendly, and outspoken. There is nothing wrong with this approach (depending on the role) but by default, this excludes the introverted employee who is usually reserved and quiet. There is more to introverts than what meets the eye.

Before we share the reasons why introverts make a great hire, we will share tips on how to make provision for them in the hiring process.

Cater for them
Every company has a handful of introverts and it's in the best interest of the company to play to the strength of those introverts. For example, asking introverts impromptu questions during an interview process may not bring out the best in them but an extrovert who is notorious for thinking on their feet may excel on those questions. The onus is then on you as the recruiter to cater to the introvert.

Introduce alternatives like asking them to write, assessing them on how well they can put together a meeting under pressure, or do research and present their findings. This will work in your favor, as you will be able to see past a great interviewee and a great candidate suitable for the job. Bare in mind that an introverted employee does not have worse people skills than an extroverted one, and they can still be team players.

They make great employees and leaders
Of course depending on the industry and job. But research has proven that in fact, introverts make great leaders, they are focused, patient, and have an open mind. Warren Buffett, Steve Wozniak, Bill Gates, Albert Einstein, Steven Spielberg, and Sir Isaac Newton to name a few are all introverts. Introverts are persistent, diligent, and focused on work.

As an employer , find a way to incorporate them into your team. The very qualities that make them difficult to recruit are some of the same attributes that make them valuable, so create a work environment that welcomes employees of all walks of life.

Now, onto the crux of our topic.

What makes them great hires?

Introverts tend to sit quietly at meetings, considering different points of view before forming their own opinions. When they finally do comment, they often add meaningful comments and balanced perspectives.
Introverts like to prepare for meetings and presentations, rather than "winging it.''
They tend to be reserved and exude a calm and steady presence. The ability to stay calm and measured in stressful circumstances is a great advantage.
They have a greater ability to listen to others and they are more inclined to nurture, coach and develop the people that work for them.
They are not easily distracted and can thrive without supervision.
They are not motivated by traditional rewards and contrary to popular belief, they make great rapport.
Introverts possess keen contemplative and analytical qualities that make them, valuable team members

Employers tend to emphasize outspokenness and engaged interpersonal dynamics because extroversion is the norm in the workplace and culture but this way of sourcing talent to join your team can ostracise great talent that does not fall within those boxes.

We are a specialist recruitment company with over 3 decades of experience. We can help you source top talent, from passive to introvert. Visit our website to register your vacancy with us.

10 habits mentally strong people do

Fri, 29 Jun 2018 09:53:45 GMT

Read time - 02:25
Most people know and understand that they have to exercise in order to be physically strong but what are they doing in order to be mentally strong?
Mental strength - as Wikipedia explains, it's a measure of an individual's resilience and confidence that may predict success in sport, education, and the workplace. Mental strength consists of thoughts, emotions, and behavior. Becoming mentally strong involves regulating your very thoughts, managing your emotions, and behaving productively. Mental strength is a choice and a discipline, not an innate quality bestowed upon the few.

If you are unsure of your mental strength, here are 10 traits of people who are mentally strong you can benchmark yourself against.

1. They are responsible for how their life unfolds
Mentally strong people believe their happiness and success is a by-product of their own thinking, beliefs, attitudes, character, and behavior.

2. They modify their unhealthy beliefs
Mentally strong people refuse to allow self-limiting beliefs to restrict their potential. They understand their minds can be their best asset or their worst enemy.

3. They are emotionally intelligent
Decades of research now point to EQ being the critical factor that sets star performers apart from the rest of the pack. Cambridge Dictionary defines EQ as the ability to understand the way people feel, react and to use this skill to make good judgments in order to avoid or solve problems. EQ, unlike your IQ, which is fixed, is a flexible skill that you can improve with understanding and effort. EQ is the cornerstone of a mentally strong person.

4. They practice realistic optimism
Being a realistic optimist means that you are aware of challenges and understand that action needs to be taken in order to solve those challenges and you accept the situations that cannot be changed. Mentally strong people do not take pessimistic predictions laying down nor are they overconfident, they are realistic optimists.

5. They know who they are
Knowing who you are in the greatest wisdom a human being can possess. Mentally strong people are at peace with who they are. They are aware of their limitations and strengths. They know their goals, what they love, their morals, needs, standards, and what they will not tolerate.

6. They stay true to their values
Mentally strong people keep their priorities in line with their beliefs. They're courageous enough to live according to their values, even when it's not the popular choice.

7. They take care of their body
A healthy mind requires a healthy body. Mentally strong people understand that and strive to maintain a balanced lifestyle. They want to grow stronger and be the best version of their selves both mentally and physically.

8. They set healthy boundaries
Boundaries are all about honing in on your feelings and honoring them. Mentally strong people understand this and thus create healthy emotional and physical boundaries – which gives them room to grow.

9. They retain their personal power
Mentally strong people do not give negative people power over them. They refuse to blame anyone for holding them back or dragging them down.

10. They practice gratitude
Counting their blessings instead of their burdens helps mentally strong people keep life in perspective.

Becoming mentally strong is a practice and there is no one right formula for it. It takes time, patience, and willingness. Your mind is your greatest asset so take time to develop it.

Communicate Recruitment Connects Great People with Great Careers in Engineering, Finance, IT, Freight, and Contracting throughout South Africa. Visit our website to find out how we can assist you in finding your next job opportunity.

Unconventional career advice

Fri, 15 Jun 2018 09:44:21 GMT

Read time - 02:05

Let's be honest, there's no shortage of career advice or advice about anything on the internet. You might even argue that you are awfully bombarded and you need a break from taking advice on the internet. But you're reading this so maybe this article will help. Have you ever looked back in your life and thought to yourself: why did I waste so much time worrying? Did I make the wrong career move? Why is my career not peeking? Why did I push myself? Well, maybe it's because you were young and did not know any better or no one ever really told you. So here's advice that will make you feel better about your life and career choices as a young person.

You are not your job!
There is no arguing that we have placed great emphasis on defining ourselves through our work. This is known as ' work-role-centrality' meaning your job is central to who you are. But truth is, you are more than your job, and defining yourself with your role overlooks many parts of your identity. This is not to say your job is not important – it is. That's why you've worked so hard to get it and are working even harder to keep it but in the words of Chuck Palahniuk: 'you are not your job, you are not how much money you have in the bank, you are not the car you drive, you are not the contents of your wallet.' Realize you are more!

There is no right time. Just do it!
There is never going to be a right time or right moment to speak, share an idea, or take a chance on something. If you feel strongly about it gather your courage and just do it. This may sound easier said than done but take a chance on life. Be daring! Say yes to that promotion, only the hiring manager can say no.

Ask stupid questions
It is often said that we must not take life too seriously, well, the same can be said about our careers. Do not take it too seriously. Understand that the growth of your career will not be linear, so do not be afraid to ask even the silliest of questions. Seek knowledge, be inquisitive. You will thank yourself once you have that gratifying answer!

Know when it is not for you and that's okay too.
While you work your way up in your career do not be afraid to do different things. This will allow you to find out what you like and do not like. As you switch jobs and tasks in-between you may discover that maybe you don't like numbers as much as you thought and prefer helping people or being in the field instead of the office for 8 hours. This discovery will help shape your career into something more meaningful to you and your overall life.

Communicate Recruitment is a specialist recruitment company with a nationwide footprint. Visit our website today to learn how we can help you advance your career.

7 interesting benefits of hiring young people

Fri, 08 Jun 2018 09:41:47 GMT

Read time - 02:01
As an employer, when you are deciding to recruit, it is important to consider the role and what it requires. For example, does it require extensive work experience or plain old good attitude and transferable skills to build on? This question becomes important if you are intending to hire young people who, in most cases do not have a wealth of experience to offer. There is, however, more to young people than lack of experience and loyalty to the employer.

Young people have the power to change the workplace with their innovative ideas and buoyant energy as compared to older people. In fact, having a mix of these two may be a great balance instead of leaning towards one end over the other.

Here are reasons to help you consider hiring young people if you were ever in doubt about hiring them.

Blank slates
Young people are blank slates. They do not have habits from previous workplaces that are hard to break, giving you an opportunity as an employer to mold them into your ideal employees in a way that meets your business needs.

Insatiable desire to learn
Young employees have a learning mindset. They are used to learning and will continue learning. You want an employee who is always learning and growing in your business.

Cost-effective
Hiring young employees might be less expensive than hiring older and more experienced employees. That is because less experience usually equals a lower starting salary.

They are super educated
Most young people (millennials) are educated. They have at least one degree. In fact, they may be the most educated generation to date. Wouldn't it be great to have a team of educated people in your business?

They are expressive
Younger people are not afraid to speak, this aspect of their personality can be useful in creative roles as they are better able to articulate their ideas with others in opinion-based discussions. As an employer, you can tap into this to generate new ideas for your business.

They value feedback
As human beings, we constantly need to be validated. This is especially true for younger people. This can be great in the workplace as they are likely to listen, take constructive criticism well, and use it to better themselves.

They are tech-savvy
This generation has always been eager to adopt the newest gadget and technologies and the importance of having tech-savvy employees in this century cannot be stressed enough. Your company could benefit greatly from employees who have a natural aptitude for technology.

The benefits are endless but come with their fair share of disadvantages. At the end of the day, it will depend on the role you are recruiting for and what attributes it requires in order to be best executed.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We can match the right candidate to any vacancy in your business in Engineering, Finance, IT, Freight, and Contracting. Click here to learn more.

So you just graduated, how much are you expecting to earn?

Fri, 01 Jun 2018 09:39:24 GMT

Read time - 02:28

Getting a degree in South Africa is hard but earning a living is even harder. The reality is, you can have a degree and still end up unemployed or worse severely underpaid. But what are the causes that lead graduates to be underpaid after securing their hard-earned degrees?

Let's find out:

It could be your tertiary institution of choice

Yep, it's true! Not all tertiary institutions are created equal and your potential employer may judge you on that. Students from different institutions get different starting salaries. MyBroadband did qualifications and salary survey and which revealed that graduates from the University of the Witwatersrand earn the highest average starting salaries, followed by graduates from the University of Cape Town, Rhodes University, and the University of Pretoria.
So maybe your tertiary institution of choice is to blame?

Well, not everyone thinks so, including MD of Communicate Recruitment, Werner Saayman . He reckons this is not all accurate – although it is true, some universities do have a good reputation for degrees in certain faculties, for example, UKZN for Accountants, Tuks for Doctors et al. He has personally never paid a premium for a graduate based on their university of study.

Here's an average of what graduates get paid depending on the tertiary institution they went to

It could be your qualification
Data from Analytics, a data and earnings consultancy firm, shows that Engineering and Information Technology graduates can expect higher salaries than those from other fields. For example, the average starting salary for a person with an Engineering or IT degree is R19,180 and a meagre R6,612 for Humanities graduates.

But not everyone who has an Engineering degree will get this much. Remember David Lekomanyane who graduated with a Bachelor of Technology degree in Mining Engineering at the University of Johannesburg in 2015, earning R2,000 because he did not have experience? It's a catch-22 faced for many graduates.

Here's an average of what graduates are paid depending on their qualification:

Expectations problems
There is an incompatibility between qualifications and labour market skills required. (MacGregor, 2007) argues that there could be a problem regarding the expectations of companies and what graduates bring to the table and we all know that a company will not pay you any more than what they think you are worth.

However, our MD - Werner Saayman thinks that the challenge for most graduates is in applying the knowledge gained in tertiary at the workplace. A white paper from the University of North-West confirms this. It reckons most graduates are not prepared for the workplace regardless of having a tertiary qualification.

What you should do
A young South African who gets and keeps their first job for 12 months or more, has an 85% chance of being employed for the rest of their lives, this is according to the Development Bank of South Africa. So stick with that internship programme until the end and give it your best shot.

You need not change your career just because others seem to be making more money than you are. The last thing you want is to waste 30 years in a career that you have no interest in just to earn a high salary that will eventually overprice you out of the market in relation to your peers.

Communicate Recruitment Connects Great People with Great Careers in Engineering, Finance, IT, Freight and Contracting throughout South Africa. Visit our website to find out how we can assist you in finding your next job opportunity.

How to conquer your fear of changing jobs

Fri, 25 May 2018 09:36:28 GMT

Read time - 02:37
Meet John!

John is a Financial Manager. He has been working at his current company for 10 years. He feels undervalued, stagnant and wants to change jobs. John, like most people, is scared his skills might be a little rusty so he is torn between staying at his current company and being courageous enough to take a new job.

Changing jobs is scary. When you change your job, you are also changing your identity, your income, and livelihood. You are changing a core element of your life, so to some degree; it is acceptable to be a little rattled and uncertain about the decision.

If you are caught between a rock and a hard place like John, then this article is for you. Here is why you are scared of changing jobs and how you can overcome your fear.

Fear of the unknown
You might not call it fear but it is fear that is standing in your way of moving from your current job and starting over in a new company. This fear is coupled with your fear of NOT making a move, the fear of spending your life in a job you do not like, and knowing that you are there because you are too afraid to change it will cripple you. But fear is not all bad. In its most basic form, it exists to protect your most prized possession: your livelihood. So how do you overcome it?

Use your intuition
'Intuition is the journey from A to Z without stopping at any other letter along the way. It is knowing without knowing why.'' Intuition is always learning, and though it may occasionally send a signal that turns out to be less than urgent, everything it communicates is meaningful to you. Use your intuition to help you make a decision and do not override it with logic.

Generate good alternatives
South Africa's unemployment rate is sitting at 26.7% and making a conscious decision to resign from a stable job in a tough economy can be difficult, especially if there are no guarantees that your decision will lead to a 'better outcome.' In an effort to prove your decision, lay all your alternatives on the table. Explore the outcomes of resigning and thoroughly explore your decision to stay. Go with your most confident option, if you have the luxury of choice.

Think about the monetary value
Changing jobs a lot can raise eyebrows but staying in one place for a long is a recipe for a minute income! Job hopping has proven to boost salaries. Nomura , a financial services group confirms that switching jobs can give you a bigger pay bump than staying with your current employer and waiting for an annual increase. In fact, it has been proven that people who change jobs every 3 to 5 years earn more than those who seldom do. So think about more money and all the great things you will do with it.

Get help from outside
If you are still undecided, get external help. Sometimes, making a decision as complex as this can be overwhelming, and getting someone to help you think can be eye-opening. Engage your friends and family in order to improve the quality of your decision. If that is not enough then work with a reputable recruitment company like Communicate Recruitment.

Recruitment companies are committed to making sure that candidates like John achieve their career goals and will help them throughout the process, for free. In all our branches, we have specialist consultants that will help you think about your overall career path and how to get there. The final decision will always rest with you. Ask yourself what takes precedence – the thought of being unhappy at your current job or the thought of a job unknown.

Visit our website to learn how we can help you in your next career move.

What makes Communicate Recruitment different

Fri, 18 May 2018 09:34:19 GMT

Read time - 01:39
Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We connect great people in IT, Finance, Engineering, Freight, and Contracting throughout Africa and South Africa on a permanent or part-time basis.

At Communicate, we believe recruitment is both an art and science. For us, the art of recruitment is a way of connecting and engaging with skilled talent that allows us to intuitively and knowledgeably understand the next best step in an individual's career.

The science of recruitment enables these connections through our investment in technology. We build intelligence from our database and spend time developing our networks so that we can deliver the best candidates the market has to offer.

Here are five reasons why we are a great recruitment company:

Specialists
When we say that we are 'specialist' recruiters, it goes way beyond words. For us, specialization means that we have a wealth of knowledge about the niche industries we recruit for. We understand salary structures according to skill levels and career pathing in each specialist niche.

We have real connections, established networks, and valuable expertise.

Source top talent
As a candidate-centric agency, it is our strategy to pro-actively attract top candidates onto our database. This focus on always connecting with the best candidates in our specialist markets ensures we are able to serve both you and the candidate's career journey; this is because we understand the power of real, meaningful relationships and the importance of growing a strong network built on a solid reputation.

Great Connections
Often the best candidates are not actively looking in the market but rather open to the right career opportunity. Our consultants engage with talent and keep connected over long periods of time advising on career growth strategies. Our Recruitment team goes way beyond just filling the client's brief, we partner with our clients to grow their business and make lifelong connections.

Retention
Each client has a dedicated Recruitment Team who assesses and understands your business needs. Whether you are a start-up, a growing enterprise, or an established blue chip company: we will match the right candidate to the right opportunity. We are cognizant of the importance of retaining good talent; therefore, once a candidate accepts an offer, we will stay connected throughout the onboarding process and support retention.

If you need assistance in sourcing top talent in IT, Finance, Engineering, Freight, and Contracting, visit our website and contact us today.

How to register your CV on our website

Mon, 14 May 2018 08:55:30 GMT

Read time - 01:20
As a specialist recruitment company, our primary goal is to introduce you
to great career opportunities, but this will not happen if your CV is not
registered with us.
Uploading your CV on our website is an important part of the application process.
When your CV is uploaded on our website, our highly qualified consultants can make
use of your qualifications and experience to find you a job that matches your
skills, maximizing your chances of new job opportunities.

Here are 5 easy steps on how to register your CV on our website:

STEP 1. GO TO HTTPS://WWW.COMMUNICATE.CO.ZA/

STEP 2. GO TO REGISTER YOUR CV

STEP 3. ENTER YOUR EMAIL ADDRESS AND A NEW PASSWORD
THEN CLICK REGISTER

STEP 4. BUILD YOUR PROFILE
It is important to provide as accurate and up to date information as possible.
Populate all your details here about your current job, how much you earn and highest qualification.

STEP 5. UPLOAD YOUR CV AND CLICK ON THE SUBMIT BUTTON

Congratulations, you have successfully registered your CV on our website.
After step 5 you will get an email confirmation of your registration on our website prompting
you to reset your password. This will allow you to log in; in the future should you want to edit your details.

How to reset your forgotten password?
Go to our website: www.communicate.co.za
Click on register your CV and click on forgot password.
Enter your email address and click on the request password change button.
You will then get an email with instructions to change your password.

Is there a limit to the size of your CV?
Yes. Your file should not exceed more than 2MB

Which file types do we accept?
Doc, Docx, and PDF

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience.
We connect great people in IT, Finance, Engineering, Freight, and Contracting
throughout Africa and South Africa on a permanent or part-time basis.

How to keep high energy levels at work

Fri, 04 May 2018 08:51:27 GMT

Read time - 02:13
Most companies expect their employees to be productive at work and maintain high energy levels throughout the day. But this is not always practical as we are prone to fatigue, stress, and boredom in the workplace. How can this be curbed and energy increased without you taking time away from work?

Here are 4 things you should practice in order to feel revitalized at work.

Deal with burnout proactively
Chasing deadlines, solving problems, or being stuck in a loop can lead to burnout. But as an individual, it is best to always have a plan of action on how you can proactively deal with burnouts when they occur, as they are inventible. For example, taking regular breaks in the office. Research suggests that taking 15 minutes breaks for every 90 minutes re-energizes your productivity levels. So take regular breaks even if they are not 15 minutes long.

Understand your chronotype
Your chronotype or your body's biological clock is the way in which your circadian rhythm is set to manage energy levels throughout the day – it is your body's natural timeline for various activities you do on a daily basis like eating and sleeping. By understanding your body's chronotype, you can work in harmony with it in order to get the most out of your day. For example, figuring out if you are a morning person or night owl can make a difference in how you live each day.

Eat for energy
Digestion is one of the major drains on your energy supplies, so Harvard Medical School reckons you should eat for energy. This is because your body needs fuel (food) to function, and without it, your energy can slope down. You don't have to change your diet altogether as you may already be eating some of these foods like fresh fruits and nuts but what you have to do now is eat them at the right amount and right time. For example, quit having heavy dinner, what are you going to do with all those calories in your sleep?

Be happy
Research shows that happiness has a direct link to a rich source of energy that no amount of exercise or healthy eating can match. So make sure that you really are happy at work, happy with your colleagues, at home, or in other spaces where you consciously spend time in or risk using unnecessary energy that could be used to your overall satisfaction and career growth in trying to solve those problems that caused you to be unhappy.

Exercise
Contrary to what you might believe about exercise – it does not make you feel tired. In fact, it gives you more energy. In a study published by the Journal of Psychotherapy and Psychosomatics , researchers found that inactive people who complained of fatigue could increase their energy by 20%, by simply participating in the low-intensity exercise. The study further found that; when people walked more steps, they ended the day with more energy than on days when they walked less.

So include exercise in your daily or weekly routine. You do not necessarily have to go to the gym, your house, regular walks and generally keeping active will make a difference.

We are a specialist Recruitment Company with over 3 decades of experience. Visit our website to find out how we can Connect you to Great Careers.

Communicate Recruitment is changing lives

Thu, 03 May 2018 08:47:41 GMT

Read time - 01:25
South African children face many socio-economic challenges, which hinder them from receiving a quality education. In terms of section 29 of the South African constitution, everyone has the right to basic education, including adult basic education. However, our lack of access to quality communities and ill-equipped public libraries causes this right to be somewhat a luxury to some people, like Tumelo Tshuma who hails from Orange Farm in Soweto.
Tumelo, who is currently studying IT at Wilber Force Community College in Evaton is in arrears worth R3000 for the year 2017 and R5600 for the current year. Coming from a destitute community and family, he lives with his grandmother and 12 of his other family members in a four-bedroom RDP house.

Impoverish South Africans like Tumelo may never be motivated enough to realize the importance of a sustainable future through education. And that's why one of our former recruitment consultants Candice Dennison saw it fit to help Tumelo.

Communicate Recruitment and Candice embarked on a journey to getting Tumelo textbooks, a laptop, and financial aid to help him have enough resources to complete his challenging IT course.

Vodacom, private individuals like Stefan Van Schoor donated textbooks and Bharat Chennupati donated a laptop.

As a specialist recruitment company in IT, we would also like to see Tumelo complete his IT Diploma and help him with a start in getting his career in IT on track. But this will not happen if he does not have enough resources to get him through his course. We are inviting you to pay it forward for him, just like Candice did.

We have all had that one individual or company who went the extra mile to lend a helping hand in our career; it could have been a mentor, boss, teacher, or colleague. Be that lending hand to Tumelo Tshuma and helping him realize his dream of completing his course by contributing towards his tuition fees, donating more books, clothes, or any other useful resources you may deem worthy to make his journey smoother. Contact us at care@communicate.co.za to make arrangements for any donations.

How technology is disrupting the world of Chartered Accountants

Thu, 26 Apr 2018 08:37:57 GMT

Read time - 01:49
Founder of the World Economic Forum , Klaus Schwab, said that we are entering a Fourth Industrial Revolution characterized by new technologies that will fundamentally change the way in which we live, work and relate to one another. Mandi Olivier, senior executive for professional development at the South African Institute of Chartered Accountants (SAICA) said that we are experiencing a period of radical change when asked about the Fourth Industrial Revolution; Wikipedia says that this revolution is marked by emerging technological breakthroughs in a number of fields, and the accounting profession is one of them.

According to studies accounting is in danger because of automation and technology. The ability to adapt to this rapid change will arguably be one of the most important attributes that CAs will need, this is because many of the functions currently performed by CAs will soon be performed by sophisticated technology, ultimately changing the skills that will be needed to perform this work in the future.

For example, mundane work like data entry tasks, repetitive bookkeeping, memorizing accounting standards and being able to record journal entries for transactions will be automated, leaving accounting professionals to focus on more strategic roles, like process improvement, cost control, and capital optimization.

Accounting has to evolve
The University of Pretoria is conducting research that is extending a challenge to other universities on changing the current CA(SA) curriculum. SAICA has also launched a research project titled CA2025 in order to look at the Chartered Accountant of the Future and identify the skills needed.

The big question: will accountants lose their jobs?
No. The media may be painting a picture of doom where all jobs in future will be automated and done by robots but that is not always the case, like with accounting. Accountants will not lose their jobs due to technology but rather technology will change how accounting is done in the future. Some skills currently in use will be redundant and new skills will have to be adopted.

ACCA (Association of Chartered Certified Accountants) says that it has been warning accountants about the need to adapt as 'crunching the numbers and counting the beans' will no longer cut it. Accounting will evolve and professionals will have to learn new skills in order to keep up with a new generation of CA(SA)s that will meet business needs in a disruptive era.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We have a solid network of contacts in the Finance industry and can match the right candidate to any vacancy in your business. Visit our website to learn more about us and how you can register your vacancies with us.

How the Internet of Things (IoT) will transform warehouse management

Fri, 20 Apr 2018 08:34:13 GMT

Read time - 02:25
Warehousing is very simple. All you have to do is receive and identify the stock, count it accurately, store it and remember where it is, picks the right amount, and deliver it to the right place. But with today's consumers, who expect immediate gratification when shopping, this can complicate the process as they want to click and receive orders in a few days and sometimes in a few hours.

This is becoming a problem as the traditional supply chain is not designed to handle this; high volumes, and small consumer orders for immediate delivery. That is where IoT in warehousing comes in, to offer better solutions to warehouse management.

IoT in warehousing will increase the speed of processing goods, reduce the use of manual labor, identify potential risks, provide real-time traceability and enable notifications when deliveries will be late due to bad weather or human error.

It will revolutionize the traditional warehouse as we know it. Imagine a warehouse that can detect unauthorized personnel and initiates a lockdown or a warehouse that changes its temperature to accommodate temperature-sensitive goods? That is where IoT will take warehousing in the future.

Retailers
A research and markets report predicts that the value of global IoT in the warehouse management market is anticipated to reach $19.06 billion by 2025 and 70% of retailers worldwide said they are willing and ready to adopt this technology to enhance their warehouse management, 65% plan to invest in automation technologies for inventory management and planogram compliance by 2021.

How IoT will revolutionize warehousing
Let's make use of the classic example of a company called Lids. They sell fashionable athletic headwear. In the old days, order takers - known as pickers - would get a list of items and walk around the warehouse, looking for the right ones and loading them up in a tote. Lids started using an Internet of Everything (IoE)- based robotic system.

Now a list of items is automatically sent to cart-like robots, which retrieve the products, place them in bins, and deliver them to a worker. The worker then loads the material onto a truck in the correct order.

Sensors detect everything from a robot's location to whether pallets are en route to the shipping dock and then wirelessly transmit that information to a remote monitoring team. This system will also track and know everything that is moving in the warehouse.

The effects on developing countries
The application and adoption of this technology pose no risk in a developed country but the same cannot be said when it comes to developing countries like South Africa. The discussion around IoT in warehousing will be different. Factors like the exchange rate, looming junk status and declining commodity prices will come to play. The discussion will be geared towards its effects on jobs as opposed to the opportunities it brings.

CEO of DHL South Africa (Supply Chain), Paul Stone thinks the adoption and application of this technology should be welcomed in South Africa or the country will not be able to compete in a global community. He reckons IoT in warehousing will bring efficiency and flexibility, employees will do less hard labor and work in safer spaces whilst companies are reaching new frontiers in production.

It will be interesting to see how the adoption of this technology unfolds in third-world countries, as low-skilled workers will be at high risk of losing their jobs.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience in IT, Engineering, Finance, and Freight. Get in touch with us to find out how we can source top skilled Freight candidates for your business.

Explaining career gaps in your CV

Fri, 13 Apr 2018 08:28:38 GMT

Read time - 01:53
A career gap is a period of time when you are not working or not working on anything that you want to include in your CV. Career gaps are common. One of our Senior Recruitment Consultant in Finance reckons people take time away from their careers for various reasons, it could be because they have decided to focus on their full-time studies such as finally completing their MBA or going back into practice to complete their articles to become a CA(SA) or similar later in their life. Some take career gaps in order to spend more time at home with their children or they leave their full-time job in order to go travel she concluded.

There is nothing wrong with this; except when you do decide to go back to resume your career, you have to explain to the potential employer why you took time off. This is because some employers frown upon career gaps. Every company treats gaps in your CV differently, so it is important that you explain to them the reasons you took it. Here are tips to help you explain career gaps in your CV.

Write a skill-based CV
Career coach, Eileen Dooley says: 'you cannot hide career gaps, so rather compile your CV in a way that does not draw attention to them.' For example, you can compile a skill-based CV by making sure it is centered around your skills as opposed to your employment history.

Make use of a cover letter
Hiring managers have many applications to go through and cannot waste time trying to piece together your work history. You owe it to them to document it clearly and concisely. The cover letter in this case can serve as the perfect platform to explain gaps in your CV. You need not delve into personal details but explaining in general as to why you were out of the workforce and why you are re-entering will suffice.

Be honest
It is considered unethical to lie about your reasons for taking time off from your career. Your potential employer does not know the gap is legitimate unless you tell them so explain your reasons clearly and confidently . If you show signs of uncertainty in your explanation, the interviewer and company in question may feel uncertain about you too.

Employers are aware that not everyone is fortunate enough to have a CV where everything falls into place sequentially. The onus is on you to convince them that your skills are relevant and that you are a worthy candidate.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We Connect great people in IT, Finance, Engineering, Freight, and Contracting. Visit our website to learn more about us and how we can help you take your career to the next level.

Visumés

Fri, 06 Apr 2018 08:25:04 GMT

Read time: 01:24
The growth of online video, coupled with the growth of digital cameras and video technology has led to a new emerging trend of video résumés or visumés as some would say. This trend has not yet been fully explored by candidates but it sure is a great alternative. We have compiled a list of great video résumés we think you should copy if you want to steer away from the conventional CV, but before we do that, here is what you need to know about visumés.

It has to be perfect
A video CV has to look great or it will make you look incompetent and highly unprofessional. If you are camera shy then forego the idea of a video CV, as your personality and demeanor will be visible. A good background, sound, and camera quality cannot be stressed.

It will depend on the role you are applying for
Having a video CV will depend on the sector you are in, the role you are applying for, and your personality as an individual, so if you are an accountant it might not be ideal as video CVs tend to be more appropriate when applying for a creative role but if you have something outstanding to offer and you can communicate it on film then go for it.

Visual discrimination
Video CV gives your potential employer the opportunity to see your social class, ethnicity, weight, and age all before they can meet you and if they do not like what they see, they can reject you before even meeting you causing you to be prone to visual discrimination.

Why do employers like it
It's almost like a first interview, employers can use it as a measure of preselection, besides, it's a great way to stand out from the conventional CV.
Shooting a video CV takes time so the assumption is that only the most ambitious candidates will actually go through with it, so by virtue of going that extra mile you just might score a point.

Here are 3 great video resumes we think you should copy:

The future of Virtual Reality, AI and AR in recruitment

Thu, 29 Mar 2018 08:18:56 GMT

Read time: 01:55
Businesses have to make critical decisions about adopting technology that involves identifying the right tools they can use in their recruiting processes. Virtual reality (VR), artificial intelligence (AI) and augmented reality (AR) are some of those technologies, that could be adopted to enhance the hiring process.

For example, VR could be used in the early stages of recruiting by simulating interviews and giving candidates an idea of what the company looks like. AI could be used to reduce unconscious bias when screening resumes, and with the number of candidates who have smartphones, AR can be used to create an engaging experience throughout the hiring process for candidates.

But is this possible? Can HR and recruiting companies adopt these technologies and incorporate them into their hiring strategies or does this sound far-fetched? Maybe not – here is how:

Virtual Reality
VR can give HR the ability to replace the standard "how do you react to a difficult situation?" question with "I'm going to put you in a difficult situation to see how you react to it." Jaguar Land Rover can serve as an example here. They tried this by putting candidates in a virtual garage full of iconic vehicles that applicants could use to explore the ins and out of electric cars.

Then, candidates moved on to a demanding code-breaking game that tested their engineering and software skills. The candidates who did well were fast-tracked through the application process.

Augmented Reality
With 72% of candidates using their mobile devices during their job search, it should be a no-brainer that AR will benefit recruiters. AR is the integration of a company's environment with digital information. Here is how it would work: imagine a candidate being able to point their phone right at your building or office and be offered an array of information about your company, from job postings, employee testimonials, and overall brand messages like why you are the best company to work for.

Artificial Intelligence
HR and talent acquisition practitioners will hear a lot about artificial intelligence, machine learning, and bots. AI , in this case, can take over the feedback process. We all know how difficult it can be for recruiters to give feedback to candidates timeously. AI can take over this process effortlessly, keeping candidates informed throughout the hiring process.

It can also be used to reduce bias when screening hundreds of resumes that humans cannot. The software in use can learn the qualifications of a job and then identify candidates who fit the criteria. All this technology is in its infancy in HR and recruitment but it will be interesting to see how it develops and transforms the recruitment industry.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We can match the right candidate to any vacancy in your business in the Engineering, Finance, IT, and Freight industries. Click here to learn more.

Why you should care about career adaptability

Fri, 23 Mar 2018 08:14:51 GMT

Read time: 01:53
If a business decides to change its core function and transition into something else, where would that leave you as an employee? Will you be able to transition as well or would you have to find another job?

If you say: I will be able to transition seamlessly into a new role – then you are career adaptable. If you say no, I will have to change jobs and continue doing what I was doing in a different company - then you are by default not career adaptable.

Let us break it down:

Career adaptability refers to a person's willingness and ability to adapt to changing work environments. Career adaptability can be learned and practiced. It is not specific to age, culture or demographic. To become career adaptable , you need to be prepared to engage in an ongoing process of self-reflection; development of skills, and understanding needed to cope with change.

The true value of it
Career adaptability comes with you being vested in the outcome of your career as a whole. For example, you should be more concerned about what you want to achieve in life as opposed to just getting a promotion in your current post. Think about this: can you picture your future without your job title being tied to it?

What is required from you?
Career adaptability requires a number of skills and personality traits that you can grow over time. One study has even written The 4 c's of career adaptability you can adopt which are:

Concern - you have to be concerned about your future and realize that it is important.
Control - understand that you are responsible for developing your career. Take ownership and control of your personal career.
Curiosity - display a sense of curiosity by exploring different career scenarios.
Confidence - be confident and strong enough to pursue your aspirations.

You need to embody all these elements and more in order to be able to adapt. You will further need to build a strong network, be a forward thinker, and continuously learn new skills.

Why you should care about it
The job market is unpredictable therefore being flexible on your career path can lead to higher job satisfaction. Your ability to be open to new possibilities outside of your current field or scope of work will lead you to great heights.

Career adaptability is not only about skills, qualifications, or experience but about being willing and capable of foreseeing how to approach new opportunities with optimism and confidence. The key is to focus on the life you want to build and not on any particular job title.

Communicate Recruitment is a specialist recruitment company with over 30 years of experience. Visit our website to find out how we can help you with your next career move.

Gauteng, Durban or Western Cape? Where is the best place to work?

Fri, 16 Mar 2018 07:59:17 GMT

Read time: 01:04

According to The South African Institute of Race Relations (IRR), the three biggest provincial economies – Gauteng,
KwaZulu-Natal and the Western Cape provinces account for 55.2% of South Africa's population but contribute 64.1%
to South Africa's gross domestic product (GDP).

Career Junction did a salary review for South Africa (2017) listing the salary ranges for 10 sectors across the country. They provided details of the regional differences in pay for the three major areas namely; Gauteng, Durban, and the Western Cape.

The following graphs show different salaries across each category for Gauteng, the Western Cape, and KwaZulu-Natal.

In the ICT sector, both Gauteng and Western Cape came head to head,
this is the only sector where the Western Cape pays above the national average.
KwaZulu-Natal lacks behind.

KwaZulu-Natal may have come in below average in most sectors but the same
cannot be said about engineering and architecture. Engineers and Architects in
Gauteng and KwaZulu-Natal can expect salaries above the national average.

Salary increases on jobs offered in Finance range from a 0.3% increase for those looking at management accounting positions, to a massive 79% increase in office management positions. Gauteng seems like the best province to work for if you are in Finance followed by KwaZulu-Natal.

KwaZulu-Natal came below average in this sector as it does in most sectors in South Africa

The data shows that people living in Gauteng have the potential of earning more than those living in the Western Cape and KwaZulu-Natal. It is important to note that even though the salaries may be a little higher in Gauteng, the quality of life is considered higher in Western Cape.

Capetonians have an abundance of nature, wine farms, and beaches to boast about, the same can be said about KwaZulu-Natal. It has been reported to have the best quality of life even though it pays the lowest salaries. Durban has for a third consecutive year been ranked the South African city with the highest quality of life, in the international Mercer's 19th Quality of Living survey. The same sentiment however cannot be shared about Gauteng. Nevertheless, Gauteng tops numerous sectors in terms of best pay.

Click here to read more about the salary survey from Career Junction.

Communicate Recruitment is a specialist recruitment company with over 30 years of experience in Finance, Engineering, IT, and Freight industries throughout South Africa. Connect with us today to find your next job opportunity.

How to free yourself from negative thoughts

Fri, 02 Mar 2018 07:53:08 GMT

Read time - 01:46
The workplace as we all know has its fair share of employee negativity. This is because most people are operating under the notion that their thoughts are true. This is okay, but the problem comes when the thoughts are negative. It is estimated that we have 50 000 to 80 000
thoughts per day. Depending on how you look at it, that is 50 000 - 80 000 opportunities to think positively about yourself or to doubt
yourself. You choose!

Here is what you need to know about freeing yourself from negative thoughts at the workplace.

Do away with 'what if' scenarios
Sometimes we cannot do away with all the 'what if' scenarios so the best practice is to change all those 'what if scenarios' into positive ones, for example instead of thinking 'what if I am late? Ask, 'how about I wake up early? 'What if I do not get that promotion? Say 'I want a promotion, how can I prepare for it'? By asking positive questions, you can train your brain to do so as well.

Do not linger on the thoughts
Negative thoughts must be fleeting. They should not affect your emotional and psychological life. They should not stay more than they need to in your mind. For example, if you find yourself saying, 'this won't work', stop and let the idea pass. Tell yourself that if it is a bad idea , it will still be a bad idea even after you have explored it more thoroughly.

Negative thoughts are not all bad
According to research, predicting obstacles is an important part of getting things done. Negative thoughts can help you predict obstacles as they encourage critical thinking that heightens your problem-solving abilities. This can help you achieve improved results.

Truth is, when it comes to curbing negative thoughts, the trick is not to be positive all the time but rather to bear in mind that being positive does not mean you are supposed to agree with everything everyone else says, e.g. saying 'no' needn't translate to negativity, you can still disagree with an idea without being negative.

You will enjoy your mind if you can reconfigure your relationship with your thoughts , and remember you may not be able to control what thoughts pop up, but you can control how you respond to them.

If you are feeling overwhelmed in your current career and are in need of something new and positive, we can help you. We connect Great People to Great Careers. Visit our website to learn more about the Great Career opportunities we have.

Four reasons to love your job

Thu, 15 Feb 2018 07:46:03 GMT

Read time - 01:59
We all deserve to enjoy what we do for a living, even if it is not our dream job. If you enjoy what you do - you will find it easier to make business connections and widen your network. The truth is: we owe it to our customers, suppliers, partners, family, and most importantly, ourselves to enjoy what we do for a living, simply because we already spend most of our time at work.

If you say well; it is not my dream job and I feel a little indifferent about it, then this article is for you. Here are four reasons that will help you appreciate your job even more.

The South African economy
The unemployment rate in South Africa is high. Inflation is high. Economic growth is slow, the list is endless, so the last thing you want to be is unemployed. Can you imagine how difficult it would be to fulfill some of your basic needs without a steady income?

Look at it this way; the income that your job gives you enables you to provide for your family and plan for other things. That is reason enough to appreciate your job and find joy in your day.

Happiness
When you are not happy at work, your 'unhappiness' will affect other areas of your life. This is because you cannot compartmentalize unhappiness (unhappy at work – happy at home.) Your negativity will affect all areas of your life. Research suggests that you do not have to love your job immediately to find happiness and fulfillment in it; therefore, it might take time.

Do away with expectations
Just because it is not your dream job does not mean it is not worth appreciating it. You do not have to be doing your 'life's purpose' to be doing meaningful work. The notion of 'follow your dreams, find your passion and do what you love will, unfortunately, not apply to all of us. Relax from these expectations and focus on mastering and finding joy in your current job.

Make it work for you
Every job offers a reward of some sort. It could be emotional or monetary. Sometimes the benefits are in the lessons you learn. The validation from your boss, personal growth, or that you are a favorite in the office thanks to your great personality.

There are tons of benefits that people overlook in their jobs simply because they have high expectations and are only interested in the monetary aspect of it. Take a step back and try looking at your job a little differently – it might turn out to be great.

Communicate Recruitment is a specialist recruitment company with many years experience. What really sets us apart, however, is our ability to balance career moves with perfect timing. We find great opportunities and connect them with exceptional people – at the exact right point in a career. Visit our website today to learn how we can help you advance your career.

Recruiting top talent on a tight budget

Fri, 09 Feb 2018 07:42:26 GMT

Read - 02:03
High-quality recruitment requires a good budget and dedicated personnel. But you do not have a big recruiting team nor a 'big-budget and you don't want to compromise on the quality of talent you want to attract? How do you go about achieving such?

Here are 5 tips for recruiting top talent on a tight budget.

Target university students
Target universities using workshops and job shadowing. This will not only improve your business profile but you will also have an opportunity to identify talent and keep track of them. When the time is right, you can reach out and give them an offer.

Sell your company
Many candidates are willing to compromise a good salary if they find a well-rounded and balanced working environment. We live in an era where employees' value 'work-life balance. If you cannot impress them with a good salary why not with a flexible schedule or small things like free lunch on a Friday or that your team has access to the latest technology and finest gadgets? Find out what it is that your current employees love most about their work environment and then sell it.

Referrals
Referrals are the number one source of candidates and the most inexpensive recruitment avenue for small businesses. Use employee referrals. Your employees are your advocates and should be able to recommend people who are suited for the job.

Industry events
Your future employees are attending industry events , meet them where they're going, and use networking as a recruiting strategy.

Boomerangs
Boomerangs are employees that leave an organization without burning bridges and then return with more experience but the benefit of already understanding the business. You can target boomerang employees during your search. They bring with them a record of accomplishment, familiarity with company culture and processes, and a reminder to other employees thinking about leaving that it's not always better on the other side. Your task is to assure them that they are welcome in an event they want to return. You can even call every now and then to remind them.

Recruiting agency
Consider using a recruitment agency as they are sure to have more resources than you. Often the best candidates are not actively in the market but rather open to the right career opportunity. A specialized recruitment agency like Communicate Recruitment will give you access to these candidates. Recruitment agencies conduct thorough references, verifying skills and experience.

This combined with our consultants' understanding of and personal accountability to your business, results in a pre-screened, recommended selection of suitable candidates for business vacancies. Things like initial interviews, salary negotiations, screenings, and general admin duties will be taken care of. A recruitment agency will want to make sure that the person they recruit for the position is not only ideal but also a cultural fit. Therefore, you are in a better position to bring in the best candidate without doing all the hard work.

Need help bringing top talent into your team? We can help. Register your vacancies with us. Click here now.

Top future Engineering skills to watch out for

Fri, 02 Feb 2018 07:02:25 GMT

Read Time: 2:08
In the last 10 years, various Engineering skills have been identified as some of the top 10 scarce skills in the country. The National Scarce Skills list has indicated that at least 13 engineering-related skills are sought after in the job market and this industry offers some of the highest employment potentials in South Africa. This includes the more familiar skills like Civil Engineering, Mechanical Engineering, and Electrical Engineering but more recently, there are also a few new skills slowly starting to emerge as the industry evolves and technology becomes vital. We look at some new skills to watch out for in the future.

UAV Engineering
Drones or rather UAVs (unmanned aerial vehicles) are everywhere. High priced and low, they are the decade's new toy. If you have one, you make sure to show it off. If you don't, you really want one. Global companies are also exploring possibilities in UAV technology, from the expected tech brands like Amazon to surprising corporations like Mcdonald's. Already many construction engineering projects are incorporating UAVs because of their ingenuity, practicality, and affordability. Once their versatility shows on the business's bottom line, UAVs will be active throughout the industry. Many companies are just starting to integrate this kind of technology but the demand is sure to increase in the future and Drone Engineers could open up a new career path for many.

Structural Engineering for the future
Architecture is a constantly evolving profession, and with it, city planners and structural engineers have to keep up. Today's engineers have their work cut out for them with recent pushes for urban sustainability and modern aesthetics. Construction more and more will be making use of advanced materials. Carbon Fibre, Graphene, High Strength compacting concretes, intelligent cladding which can alter opacity to changes in sunlight, increase or decrease heat absorption from surfaces, will be the norm. It's a sector that's on the brink of massive development, and the job itself is set to evolve into something that encompasses so much more than the traditional concepts of structural design.

Sensor Programmer and system integrator
As more products get equipped with sensors, they become part of the significantly growing Internet of Things. Enabling all Internet-connected sensors to talk to each other is turning into an even bigger problem. With technology, your wearable fitness device can monitor your exercise and your fridge can order eggs when you're running low. The real problem occurs when your fitness device tells your refrigerator you worked out much more today and it doubles your order of protein drinks. That might not be a typical example, but the demand for engineers who can program and integrate sensors is on the rise.

The reality is that in this rapidly evolving, technologically-driven job market engineering is thriving and job opportunities for the right candidates are ample.

This is good news if you are one of the few qualified and experienced in the Engineering industry, not so much if you are looking for Engineering skills in your business. Either way, if you are a candidate or a client as a specialist engineering recruitment agency, we can assist. Our specialist engineering recruitment team has access to highly skilled engineering candidates and engineering jobs in civil, structural, mechanical, electrical, electronic, engineering sales, production, and trade fields. Get connected with us today.

The Big Four vs investment banks, where do you want to work?

Fri, 26 Jan 2018 07:00:07 GMT

Probably one of the most difficult decisions facing graduates in the financial field is usually if they should work for one of the big four companies or start a career at an investment bank. We look at the differences and challenges to help you decide where you would like to work.

The Big 4: Deloitte , PwC , EY , and KMPG are the largest professional service networks in the world, offering audit, assurance services, taxation, management consulting, advisory, actuarial, corporate finance, and legal services. They handle the vast majority of audits for public companies as well as many private companies.

The beauty about the Big Four lies in the abundance of opportunities they offer plus they have better exit opportunities too. Here is a closer look at these companies in terms of what they do, career opportunities, and work-life balance.

Investment banks

Investment banking is considered one of the premier fields in the financial industry, so working at one is also a great career opportunity for those wanting to excel in investment banking. It is believed that landing a job in an investment bank is 'relatively' more difficult than starting a career at a big four firm. In investment banking, individuals can work as accountants, advisors, account managers, analysts, and treasurers to mention a few.

Regardless of which Big Four you choose to work for, you will be required to go to wherever the client is and this can involve a grueling travel schedule. To thrive, you will not only need to adjust to this but combine it with a competitive drive to move up the ladder.

The same can be said about investment banks. The hours can be very long and the culture very competitive. If a work-life balance is what you desire, working for an investment bank may not be ideal. But if you have always been passionate about finance and it's nitty gratis then you will definitely be rewarded in your career.

If you are looking for a new job in finance or changing careers in the finance industry, visit our website to learn more about how our specialized finance recruitment consultants can help you. With a rock-solid knowledge of the Finance landscape, we understand the pressing deadlines that come with being a financial or accounting professional. Our consultants can help you identify the right move at the right time and make it happen.

Sources:
Why I should work for big Four or an Investment Bank
Perks at work
Experienced Hires
Why you will love and hate life at PWC, Deloitte, EY, and KPMG

Creative ways of recruiting talent

Fri, 19 Jan 2018 06:54:36 GMT

Read time: 00:02:13

Standard methods of recruiting are just that, standard. But these 'standard' methods of recruiting don't always get the most out of the candidate hence some employers are now integrating new methods of finding talent like gamification and searching in unusual places, basically embracing the creative recruiting process.

If you are planning to hire a new employee and are certain a traditional method of recruiting will not work, here are some of the things you can do to help identify the exact candidate to bring on board.

Create candidate personas
Develop candidate personas. Candidate personas are fictional, generalized characters that encompass the various needs, goals, and observed behavior patterns of your ideal candidate. You do this first before you start developing the job description.

Developing candidate personas will allow you to identify core candidate segments, understand their goals, and tailor content for them. When developing these, ideally, you will combine the qualities of a real candidate and those of an ideal one. This approach will help you attract and engage with the individuals you want to hire.

Get more intel
You need to gain deep insights into your potential candidates and try to uncover who they are beyond their qualifications and clean social media profiles. Simply, because some of the information will not be available if you follow the traditional route of recruiting.

In an attempt to get more 'insight' from their candidates Heineken , the famous drinks company created a set of scenarios that prospective employees did not expect during an interview. In the first scenario, the interviewer pretended to have a heart attack. In the second scenario, there was a fake fire drill and once they got outside there was someone stuck on the roof and the staff members had to catch him. They observed each candidate - how they reacted to each situation, their engagement, and so forth. One candidate wanted to know how much the salary was while the interviewer was having a 'heart attack.'

Not every company can carry out such unorthodox methods in their hiring process, but unlikely approaches help to get to know the candidates a little more.

Have a strong vetting process
Once you have identified the ideal candidate, take these last steps to ensure that they have everything they mentioned in their resume. You can do this via the vetting process, it will ensure that the candidate is a solid match for the job. The vetting process verifies a candidate's qualifications and confirms that they possess the personality, skills, and character to do the job well. Processes such as these will give you more confidence about who you decide to offer the job to.

These days, employers are always looking to find ways of discovering the real person behind the 'well prepared' answers in an interview. Adding an employee to the payroll isn't cheap, no matter how you look at it. There is a multitude of both direct and indirect costs that quickly add up. It's, therefore, more important than ever to ensure you hire the right candidates. If you need assistance with your hiring, we can help.

Updating your CV? Read this first!

Fri, 12 Jan 2018 06:48:25 GMT

Read time: 00:02:58

Alec Brownstein bought Google ads against names of directors at his dream ad agencies. The PPC campaign had a message: "Hey, David Droga, Googling yourself is a lot of fun. Hiring me is fun, too." with a link to his website to let the creative directors contact him. This ingenious tactic landed him many interviews and a successful placement at one of his targeted companies.

Truth is, people have to start viewing their CVs as marketing tools to landing their dreams jobs and should treat them as such. A compelling CV should stand out from hundreds of job applicants applying for the same job ergo everything on there has to be tightly edited. There should be no room for inconsistencies and recounts of your life history, in fact, you only have so much room on your CV and need to make sure you use that space wisely.

Here is your guide to editing your current CV the right way:

Look back

Start by looking back at how your job or responsibilities have changed over the years, this includes those all-important but easy to overlook skills like a new language you might have learned or new responsibilities that have been recently assigned to you. Analyze all of these things and highlight them in your current CV.

Make the top count
The top one-third of your resume is what a recruiter or hiring manager scans to determine if they will read the rest. Make yours an attention grabber.

Pay attention to the format
Design matters, depending on the industry you are in. What you want is a balanced and clear look with just enough flair to stand out. For example, a PDF file extension ensures that recruiters can open it on any device and it will also maintain the formatting, so you can be sure that employers are seeing your CV as you intended.

If designing an intricate CV using software like Adobe Photoshop and the likes is not your forte a simple step, such as adding hyperlinks that direct a prospective employer to any work you have done will make it easier for them to get to know you better or alternately use free templates.

Do your research first, have a look at CV templates suitable for your industry and profession then adopt one that is more 'you'. It could be that people in your industry have placed preference on video CVs over a snazzy template.

Get rid of the old stuff
Be ruthless in cutting down unnecessary details on your CV. In all honesty, it should be no more than 2 pages. When you add new information to your CV, something old must go. The older the job and the less relevant it is to your target position, regardless of the length of time you were in the post, the more likely it is you should cut it from your CV. Be selective in the information you retain, sometimes a job and organization title, with dates is enough.

Think digital
We're living in a digital age, and so your CV should show that you are fairly tech-savvy. These days, chances are slim that you will be sending your resume via post as most people advertise jobs online and job seekers usually email their CVs in. Think of the different ways employers can consume your information online and work within those lines.

Customize your CV to reflect relevant skills
One of the trickiest aspects of writing a resume is highlighting your skills. The goal is to match your skills together in a way that shows you can do the job. Look at the job description thoroughly; it will serve as a guide. Bear in mind that some roles put a heavier emphasis on certain skills than others. It is important to customize your CV to reflect the skills that are key to the job you are applying for.

Your resume is not just a representation of your past details but a promotional document . It should tell your potential employer about your career details, achievements, experience, relevant skills, and highlight whilst explaining how you are qualified for the job. Contact us today to find out how we can help you position yourself better. Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We connect great people in the IT, Finance, Engineering, Supply Chain, and Freight industries throughout Africa and South Africa on a permanent or part-time basis.

Smart ways to spend your bonus

Fri, 01 Dec 2017 06:40:04 GMT

It is that time of the year again when many households in South Africa will experience a financial boost with either a bonus or a little extra added to their salary. But given our current economic conditions more than ever before, you have to think carefully about how you spend this additional money.

The problem is: employees who get a 13th cheque or annual bonus often pay for living costs such as their children's school fees, or expenses that they couldn't afford earlier, as their monthly income was just not enough to meet their needs. Other people might be lucky enough to use it for their holiday, or treat themselves with the purchase of something special.

We agree that it is sensible to use your 'bonus' as a buffer to ease your financial stress. However, we also think there are savvy ways to spend it. Here are five of them.

Retirement annuities
A retirement annuity (RA) aims to grow your pre-retirement investment so you have a pool of savings available when you retire. If you have an existing RA, your annual bonus would be a welcome lump sum boost to your retirement savings. If you are not already saving for retirement, this could be the perfect opportunity to start.

Annual costs
With inflation and the cost of living rapidly increasing, you could use your bonus to settle costs so that don't form part of your monthly budget. For example, your insurer is likely to offer you a discount if you choose to pay your premiums as an annual amount rather than a monthly debit order. Or you could set aside part of your bonus for your car's annual service and maintenance costs.

Emergency fund
If you don't have an emergency fund, now is a good time to start one using part of your bonus. Ideally, according to financial experts, you should have the equivalent of three to six months of your net salary in your emergency savings fund. If your bonus is not sufficient to cover this amount, use this as a good opportunity to start an emergency fund.

This is basically a savings fund that you use to pay for emergencies – for example, the excess payment due on your insurance policy when you make a claim. The ideal is for you to save or invest your entire bonus, but that is not realistic for many consumers. South Africa's savings rate remains low, which means most people rely on credit to pay for emergency expenses. You don't want to be that person!

Reduce the capital portion of your home loan
If you pay R10 000 off an R1 million home loan this December, you will cut a whole six months off your 20-year repayment period and, at the current home loan interest rate of 9.25 percent, save more than R52 000 worth of interest. Reducing your loan also helps create a 'cushion' against interest rate increases, and gives you room to maneuver if you need to borrow against your home in the future.

There are several great things you can do with a bonus that will help you feel wealthier all year round, and the most important of these is to reduce your debt, especially any debt that carries a high-interest rate. You will thank yourself later. Happy Holidays!

Preparing Your Business for the New Year

Wed, 22 Nov 2017 06:37:17 GMT

A new year signifies new opportunities and challenges in your business and being prepared is key for success. Depending on the industry your business operates in, now is the perfect time to identify ways to make the business better, more profitable, and more rewarding. This includes housekeeping tasks like updating technology, evaluating staffing needs you might require in the new year, re-evaluating your pricing models, and looking at online security.

In an effort to help you get started, we have compiled a list of eight things we think you should do during this 'downtime' that will help you prepare your business for the coming year.

1) Review your year
Look at your numbers: revenue, profit margins, and other KPIs. What works and what does not, and why. A record of your history is the best way to prepare for the future.

2) Review your goals
Nearly all successful managers use SMART (Specific, Measurable, Attainable, Relevant, and Time-Based) goals to achieve their goals. So ask yourself, what do you want your team to achieve next year vs the previous years and the years to come?

3) Look at trends
We have an entire trend called Share Economy . Companies like Uber , A irbnb, and Lynda emerged as the new giants of the business. This trend is only going to grow in the coming years. As a business ask yourself, what can you learn from this phenomenon? How can you position your business to take advantage of such trends or follow in their footsteps?

4) Brainstorm ideas that will boost business
As a business, you should always be striving for bigger and better things. This means coming up with initiatives that are going to increase your business's revenue. Regardless of the industry, you are in, you can always come up with ideas that will help you stand out from competitors, and improve the overall quality of your operations.

5) Update your website
On average, a business should change its look and feel every three years . Have a look at your company's website and see if you can roll out crucial updates while most of your customers are still in holiday mode.

6) Assess social media profiles
Google displays social media stuff in search results, so go to every site where you have a presence and make sure your bio accurately reflects what you do and your experience in the industry.

7) Review Policies
Reviewing current strategies is important to counteract hiccups. Take the feedback that you received from your staff and clients and implement it in your policies. This will ensure repeat business all year round.

8) Thank your employees
At the end of a year, take the time to thank your employees for their dedication, while motivating them for the new year. Having committed employees is an important facet of the business, and without them, it will be difficult to succeed.

We are a specialist recruitment company with a national footprint in South Africa. We have a solid network of contacts in the Engineering, Finance, IT, Supply Chain, and Freight industries and can match the right candidate to any vacancy in your business. If you have a vacancy that you would like to talk to us directly about click here .

5 Important Ways to Prepare for the New Year

Fri, 17 Nov 2017 06:32:47 GMT

2018 is fast approaching and most of us are ready to bid farewell to 2017. In a perfect world, you are reflecting on your slip-ups, triumphs, and reviewing your goals. However, for most of us, we are just trying to finish all the work piled on our desks before the holidays. In an effort to help you get started with your new years’ goals, we have compiled a list of things we think will help you kick-start your new year goal setting. Here are 5 of them:

Planning
Most people disregard this step, and it is just as crucial. You do not want to get stuck in preparation mode while you should be working on your goals. When the year starts, you want to start your goals too, not plan for them. Gather information, scribble a backup plan and ensure that you have a good support system in place. You will be better equipped to handle challenges that may come your way.

Go ahead and do it
If you valued ‘it’ enough to write ‘it’ down, surely it is worth executing as well. Some people excel at planning and fail miserably at executing. Do not be one of those. Commit to doing something that you have planned – see it through no matter how mammoth it may be. You have the luxury of doing it – so go ahead and do it.

Write a not-to-do-list
So every now and then, you have to decide what you are not going to do. Like wasting time on Facebook, watching too much TV, or eating unhealthy. In short, write down everything you deem counter-productive and not aligned with your goals. Put that in your not-to-do list.

Review your expenses
The start of a new year is a great time to sit down and have a good look at your financial habits. Are you overspending on things you barely need? Are you under-saving? Are you on the same page with your long-term plan? Are your investments meeting your needs? Do you need to adjust your spending or look for new ways to increase your income? Be honest with yourself, as this aspect of your life will affect most of your planning and goals for the new year.

Work on your positive energy
You need to be positive and sometimes, overly! Think about this year, those sluggish days, and the amount of time you wasted. Do not let that roll into the new year. Make it a habit to keep a positive mind state, as this will influence your decision-making capabilities and productivity when it comes to achieving your goals. Good positive energy increases your attention and focus. And that is the kind of energy you need in order to work on your resolutions.

We are a r ecruitment company that specializes in IT, Finance, Engineering, Supply Chain and Freight. If you want our skilled consultants to help you with setting your goals relative to your career for the new year, click here to visit our website.

5 Factors to consider before changing jobs

Fri, 10 Nov 2017 06:26:45 GMT

Job searching can be stressful, but a well-prepared job seeker is likely to find the process a lot easier to deal with. If you are thinking about changing jobs, here is what you need to think about first that could make your job search process smoother.

1. Think about why you want to leave
Think about your reasons for changing jobs carefully. Scrutinize them. Why do you want to leave? How is this move going to benefit you and your career in the future? Is it related to your skills not being fully utilized or unruly colleagues? Are they worth you leaving your job? Is it money perhaps? Asking these questions will clarify your intentions of job searching. Maybe you do not need to job search but start your small consultancy firm or you just need to be moved to a different office.

2. Assess yourself
Once you have decided that you want a 'new job', the next logical step is to assess yourself. Do you know who you are? Do you understand what you like, what you can and cannot do? Your personality, strengths, and plain interests? Assessing yourself will help you determine your value.

3. Value
Knowing what value you are to your current employer and of what value you will be to your next employer can be a game-changer. Your current employer might have you focused on one task and not be using all your skills. Think long and hard about the value you will be bringing to your next employer and the value you currently hold that you might not be actively using.

4. Where are you going to job search?
Once you have decided that you are a worthy employee and you deserve better. Decide then, as to where you are going to search for this 'job.' Are you going to use your network, a recruitment company, job boards, or social media? You might want to subscribe to job alerts in your industry while you're at it.

5. Do not give them a reason to doubt you
Once you have decided on your platform. Clean up your profile. It's a given that your potential employer will be interested in more than what is just stated on your resume. They will google you and view your social media profiles, are they in good standing? Keep your profiles and resumes that are searchable by employers clean and professional.

Do not make it hard for employers to find what they are looking for. Only include information that is relevant to the job you are applying for, take things like the format into consideration and make sure you highlight the value you can add. And when you are finally ready to job search, be sure to visit our website first.

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4 things you should do before setting your goals

Fri, 03 Nov 2017 06:21:28 GMT

Goal setting is not as simple as deciding on what you would like to accomplish and working towards it. There is a lot to take into consideration before setting goals that most people take for granted, and that can be the difference between achieving your goals and labeling yourself as a failure. We live in a society that is obsessed with goal setting. Motivational speakers, self-help gurus, and our bosses to mention a few always say: 'if you want to accomplish something set a goal and you will achieve it.'

But what happens if your goals are too specific or too broad and require excessive financial and emotional support than you can't give, or better yet what if that goal is outside of your capabilities and core competencies? You will fail, that is inevitable. Nevertheless, you can avoid all of this by asking yourself truthful and simple questions before entrenching your 'goals' in your brain.
Start here:

Is this goal mine?
Not that of your family, friends, or even your boss, but yours. When you set a goal that is purely yours; you will, by default practice what experts call the 'endowment effect' which happens when people take ownership of things and it becomes 'theirs' therefore integrating it (the goal) into their sense of identity. Your goal = your sense of identity.

Are you going to enjoy it?
It will be extremely futile to create a goal around something you do not enjoy. Your thoughts and your mental approach to your goals are what determine whether you reach your goal or not. So give yourself some time to think; maybe you do not need to 'set a goal' but hire someone to do it for you. I mean, how else are you going to achieve a goal you did not enjoy the setting, where are you going to get the enthusiasm?

Are you realistic?
It is easy to allow goals to outsize our capabilities. It is important to learn to distinguish between potentially feasible and impossible self-change goals to avoid overconfidence and false hopes leading to eventual failure and distress. Studies reckon when we first set our goals we are super optimistic and filled with hope and fail to identify 'possible blockers.' Do not be myopic when setting goals. Do not limit yourself either. Just be realistic, assess yourself first. Is this something you can do?

Do you have a tracking system?
Developing a clear and definite plan to achieve your goal is crucial but so is a definite tracking system! Your plan should include solutions and methods for assisting in maintaining your focus. Think of what you can incorporate into your plan to assist you in sustaining your momentum. How else will you know if you are close to attaining your goal or far off?

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. Visit our website to learn more about us and how we can help you take your career to the next level.

Do not overlook references in your CV

Fri, 27 Oct 2017 06:12:19 GMT

A Curriculum Vitae (CV) is a short description of where you have worked, where you went to school, your skills and qualifications. It gives an employer a sense of what you can do and what experience you have. Most employers decide who to interview based on the CVs they receive. In South Africa , there is hefty competition for jobs and it is unfortunately common for applicants to deceive potential employers to improve their chances of getting a job. So, employers have to be savvy in their screening methods. A reference on a candidates' CV is one of those methods. Here is what you need to know about the importance of references on your resume.

What the law says
When it comes to reference checking, employers and agencies are advised to obtain written permission before taking a reference from your current or previous employer. Employers would be well advised to verify, before accepting a curriculum vitae, that the consultant has permission from the applicant, to release their confidential information to the client.

What does this mean?
Employers may refuse to give reference checks, provided they comply with Section 42 of the Basic Conditions of Employment A ct refused. This requires that employers issue a certificate of service, stating the name of the employer and employee, position held, dates of employment, and salary earned, upon the termination of the contract. Should your previous employer refuse to give a reference he cannot be held legally responsible for you not getting a job - because he to give a reference. The law does not regard it the duty of the previous employers to protect your interests.

What if a reference is bad?
The referee (person giving reference) can give a negative comment about you. It must, however, be true and relative to job performance in the position, you are being considered for. Many people believe that your boss cannot give you a bad reference, which is not entirely true. References have to be accurate and truthful. Say, for example, you were disciplined at your last job for misconduct, they could mention it on your reference as long as it was properly investigated at the time and it is not misleading. They are not doing anything wrong by giving you a truthful although bad reference.

Select the right people
It is important that you select the right people as references and that you speak with them in advance before using them as references. The people you list should be able to attest to your performance and your responsibilities, so keep your references as current as possible. Also, bear in mind that with social media taking a larger role in the background-checking process, hiring managers and recruiters can and will peak in your profile and that of your reference to see if they are reputable.

References are as important as any other part of your resume
When you are job searching you spend a good amount of time working on your CV, writing a good cover letter, but do you spend as much time on your reference as well? The reality is, your employer will request your reference at some point as it is the only real means they have of verifying the skills and experience you presented in your CV and interview.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We connect great people in the IT, Finance, Engineering, Supply Chain, and Freight industries throughout Africa and South Africa on a permanent or part-time basis. Contact us and find out how we can help you position and package yourself better for your next career opportunities.

Are South African's ready for autonomous cars?

Fri, 13 Oct 2017 14:10:32 GMT

Self-driving and electric vehicles are slowly becoming a reality with the automotive industry developing practical ways for them to be part of our daily lives. According to Deloitte's automotive study, 47% of South African consumers desire limited self-driving cars (vehicle takes over all driving functions under certain traffic and environmental conditions) while 39% are interested in fully self-driving vehicles (vehicle takes over all driving functions for an entire trip).

In South Africa, autonomous cars may be a little far-fetched due to the limitations of our infrastructure. We are behind Europe and the USA in terms of digital technology and its cohesion with society. If we were going to adopt this trend, many things would have to change. The transport legislation for one may have to be reviewed. Insurance policies, ethics, and the age limit to getting a license. In fact, most traditional factors would have to be reviewed, as a human will not be driving or making a decision during possible impact.

So, self-drive or autonomous?
Automotive entrepreneur Elon Musk believes the act of driving may soon be outlawed. South Africa, like most third-world countries, will have to play catch up to this booming trend. Let us look at how this will affect the Supply Chain industry:

DHL published a report 'Self-Driving Vehicles in Logistics' they reckon improved safety will be one of the major benefits. Drivers cause 90% of road traffic accidents and driverless car advocates use these vehicles statistics to argue that autonomous systems make better and faster decisions than humans.

According to the report, the core areas that self-driving technology will impact in Logistics are:

Warehousing Operations, through technologies like autonomous loading, auto pallet movers, and assisted order picking.
Line Haul Transportation, through technologies like assisted highway trucking, and convoys with one live driver in a truck in front with oversight over a convoy of autonomous vehicles behind it.
Last-mile Delivery, which the report calls both "the least predictable part of the entire journey" and 'the most visionary application of self-driving vehicles in logistics.'

There is a strong case for suggesting that the logistics industry will adopt self-driving vehicles much faster than most other industries as the need for transport and delivery of goods is not going to change. But will transport companies risk sending precious cargo off without some kind of human supervision? Maybe a truck driver's job will shift from actual driving to 'goods supervision'.

So what is best, minimal work for the driver or no driver at all? It is safe to say driverless cars pose both a threat and opportunity for this industry. Millions of rands are at risk for automakers, suppliers, dealers, insurers, parking companies, and many other car-related enterprises should the technology be adopted. It will be interesting to see how this unfolds!

An industry that's constantly reinventing itself needs the support of innovative recruiters who are up to the minute on the latest trends and challenges. Communicate Recruitment is a specialist recruitment agency in the Supply Chain and Freight industries. Visit our website to learn more about us and how we can tailor recruitment solutions for your company.

Why now is the best time to job search

Fri, 06 Oct 2017 14:07:24 GMT

People often assume that January is the best time to start your job search. It's the start of a new year, a new beginning, new goals, a new job. The truth is, the odds of being hired in January are impeded by the fact that many people are job searching around this time. Finding a new job is a very popular goal at the start of the year and this lowers your chances of standing out. Career experts say that there is no wrong or right time to job search but job seekers should always be seeking! We say forget about waiting. Seize the moment and close the deal on your next career opportunity now. Here's why:

Hiring managers may be more pressured to find candidates
Most hiring managers have to hire before January or risk losing allocated funds for new employees. Some want to get recruits in before the holiday season mindset kicks in and planning for the new year and staffing needs are already in place in the last couple of months of the year. Ultimately hiring managers understand that it's vital to secure the best talent in the market before the year ends.

Less competition
More and more people are starting to take a break from job searching, which increases your chances of standing out as there is less competition for open positions. This means a bit more time will be spent looking over your resume, longer interview, and a more responsive hiring process altogether due to the drop-off in the number of job seekers and mindset of hiring managers. January in turn starts slow for most people. Companies have plenty of time and resources to choose the right candidate. Finalizing the interviews and signing the contract may take a lot longer during these months.

It is a great time to be settled
Starting a new job before the end of the year will give you enough time to settle in at a new company. There will be lots of festive cheers and social occasions happening and your integration into the company will be much quicker. The other benefit is that more often than not people will have more time to allocate to training so when January comes you will be fully prepared, which means less stress for you.

Budget
It's easy to assume that most companies slow down from October to December as projects wrap up and planning starts for the new year. For companies on a calendar year financial schedule, new budgets start in January, which can mean funding for new positions so they already start looking at the end of the year. Companies often want to make hiring decisions before the holidays and the year-end lull.

Research suggests that some of the best months to job search are September and October. Acquaint yourself with peak hiring seasons and always be in contact with your recruiter to ensure you are in touch with current jobs on offer.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We connect great people in the IT, Finance, Engineering, Supply Chain, and Freight industries throughout Africa and South Africa on a permanent or part-time basis. Don't wait for the new year, start your job search with us today.

The future of recruitment

Fri, 29 Sep 2017 14:04:54 GMT

We are living in a world dominated by speed and efficiency, the job market is no different it is changing faster than we may realize. Job seekers no longer have to wait for local newspapers to publish the latest job opportunities, they can easily go to their favorite company’s website and click on the careers’ page to view the latest jobs, or visit an array of job boards and apply for any position they wish, globally, from the comfort of their own home!

This should tell you that the world of recruitment is embracing digital, pushing to the side traditional resumes and in-person interviews. With platforms like LinkedIn gaining traction, the future of recruitment is limitless. We look at some recruitment trends that are likely to be the norm shortly.

Recruitment and Big Data
It is no secret that data has exploded in recent years, hence the ‘Big Data Era’. As companies and individuals interact more, endless data is being generated. In the future, if not already practiced by some, hiring companies will use social data to identify people who are more likely to be open to new opportunities. They will make use of people’s online public footprint to help predict when they might be ready to leave an employer and seek a new job. This information will allow recruiters to have better visibility into job seekers, how they work and what they are passionate about. This will allow recruiters to spend less time on finding suitable candidates and more time on selling the company and the role. The importance of networking and building relationships becomes even more important than ever before.

Recruitment and Automation
Technology, data, algorithms, and analytics is what recruiters will look into first when they want a new hire as recruiting begins to shift toward a more data-driven model. Today recruiters are bringing in more candidates that are also more qualified and building connections faster than ever before. Technology is crucial in the hiring process, especially with the number of applicants for a single position, which makes the manual review and ranking of candidates' resumes nearly impossible.

However, the biggest shift is in the social platforms. We use these every day and this has changed the way we communicate on a basic human level. Just a few years ago, looking for jobs meant a lot of in-person networking or emails from faceless recruiters. Today it often feels just like two people having a conversation and technology plays an integral role in making that happen.

You will build your position
These days; people are all about specialization and focusing on specific industries, driven by their ‘specific’ interest. This will result in candidates building relationships with companies and people within those companies first, rather than applying for a position on a job board. A post will then be tailored to the specifics of the company and the candidate based on the candidate's interests and skills, as well as where the company is headed.

Recruitment and Mobile
Deloitt eand conducted a survey of nearly 53,000 people worldwide and 43% of them conceded to checking their phones within five minutes of waking up, 35% checked their phones five minutes before going to bed. As a recruiter, HR professional, or talent acquisition manager, you should embrace mobile to source, contact, and hire the right candidates. Mobile traffic is growing at an exponential rate and every company should have a mobile strategy for recruiting new talent.

The best recruitment companies will use technology that helps bring up the right candidate at a fraction of the time but hiring professionals are crucial to the process. Yes, their roles will no longer be as traditional as technology will help with the administrative and quantitative parts of sourcing and recruiting but the strategic thinking around talent will forever remain in the domain of human hands.

Communicate Recruitment is a specialist recruitment company that is at the forefront of technology when it comes to its recruiting methodologies. Our success as a leading specialist recruitment company rests in our ability to skillfully combine both the art and the science of recruitment. We believe there is an art to recruitment, a way of connecting and engaging with skilled talent that allows us to intuitively and knowledgeably understand the next best step in an individual’s career journey, partnering with them to achieve their career objectives.

5 unprofessional habits standing in the way of your career growth

Fri, 22 Sep 2017 14:01:42 GMT

As a career-minded person striving for success in a professional world, it helps to remember that whatever habits you adopt or do not affects the success of your career directly. Some of those habits, the bad ones greatly hinder your career growth and you might not even be aware of them. Bear in mind that in the workplace, you are perceive d as either competent or knowledgeable or the complete inverse! This influences the opportunities afforded to you and how much your employer values you. Here are five unprofessional habits you should discard right away if you want your career to succeed.

Dressing for a demotion
Dress for the job you want - not the job you have- they say! Dressing sloppily will never be 'acceptable' and is a guaranteed way to put off those around you. As a professional, pay attention to wardrobe fundamentals like fit, cleanliness, and the season. Yes, some work environments are more relaxed than others are but it's no excuse to show up to work in sweatpants and flip-flops.

Complacency
You have theé job! Your finances are in order, and you can just go about living life never having to learn anything new. All you have to do is just perform well in your current job. This is what we call complacency. Feeling somewhat satisfied and think that there is nothing more to learn out there. This is not necessarily a bad thing, however, when you no longer want to 'improve' yourself and feel as though you have made it, you get too comfortable in your career and forget that whatever you are doing can always be improved and expanded on. This hinders your growth and can be holding you back in your career.

Attitude
Your outlook on life will reflect in your career, and that will be determined by your attitude towards life. Do not think you can be a pessimist in every aspect of your life but your career and hope to thrive still. Attitude plays an important role in all aspects of life, having the right attitude has a profound influence on how successful your professional life turns out. Most people's careers are hindered by their attitudes and they are not even aware of it.

Playing victim
The victim role is by far the most deadly to success, playing the victim will not help you progress nor advance in your career! People who like playing victim always believe that their boss cost them a raise or a colleague sabotaged them. They do not take responsibility for their actions and believe that they are always at a disadvantage because of other people's machinations or lack of consideration. They hold onto grudges just in case anyone ever tries to hold them accountable for something. This type of thinking will not aid in your career growth if growth is what you want.

Failure
'Failure is information - we label it a failure, but it is more like, this didn't work, and I'm a problem solver, so I'll try something else.' Most people fear failure, they do not even try because of the chance of not succeeding and that is why they never see their dreams come true. The truth is, failure is a precious gift, it is an inevitable step on your way to success, a step you need to take more than once if you want to advance in your career endeavors. Always remember that failure is followed by lessons and experience, and it makes you stronger. If you want to succeed in your career, you need not be afraid of failure and taking risks.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We offer tailor-made recruitment solutions to clients and help candidates shape careers. Visit our website to learn more about us.

The changing role of CFO’s in the digital age

Sun, 17 Sep 2017 13:40:50 GMT

In the past, finance was solely regarded as an accounting function and a CFO was a mere financial custodian. The world is changing at a rapid rate and the CFO's role is no exception. In the digital age, an organization's success depends on how well its leaders understand and respond to the impact of digital technology. Deloitte defines this transition to digital as the next generation finance ecosystem that utilizes disruptive technology, innovation, data and people to elevate and differentiate the capabilities of the finance function. This means that CFOs can now be instrumental in transitioning their companies to digitally-enabled businesses since their role will be expanding from just reporting and budgeting into a broader strategic role.

This strategic role will require them to start leveraging profit pools that are right for disruption, they will be expected to have a clear view of how the technological landscape is evolving, and how digital spending can drive value creation. PwC reckons boards, and business teams are now looking at finance departments to help them navigate through a digital age and if finance cannot provide the necessary insights, it risks being side-lined. They will lose influence to departments like Marketing and IT.

Here is what the digital CFO has to acquaint themselves with to keep abreast with dynamic trends in the industry.

Utilize IoT-enabled processes
I can grow revenue, cut costs, and save time – and Finance may have a special interest in driving the organization strategy around IoT. For example, the CFO of a healthcare organization should particularly be interested in the patient monitoring of IoT-enabled devices (e.g., wearable monitors).

Digital labour
KPMG jots digital labour as one of the things the digital CFO should leapfrog into. They reckon robotic process automation (RPA), machine learning and cognitive technology holds the promise of transforming business services and creating a new category of digital labour. A digital CFO should be able to maximize these opportunities, which will ultimately aid in achieving unparalleled gains in efficiency and cost-effectiveness in the company.

Use new metrics
Business models are now very different from 10 years ago, terms like experience, stickiness, and behaviour are now as crucial as traditional metrics like profit and loss. Intangible assets such as brands, customer relationships, intellectual property and human capital have become significant value drivers in the business. Leading Finance executives suggest the need to identify new KPIs to accommodate the intangibles, as traditional Finance metrics are not always able to measure these.

Based on the industry you are in, as a CFO in the digital age, you must devise new metrics that will drive the financials of the company; you must understand and manage big data as part of business operations as you will be expected to be a connector between the data scientist and business. Data will determine the future.

We are a specialist recruitment company with over 3 decades of experience in Finance. Visit our website to learn more about how we can partner with you and introduce you to Great Career opportunities in the Finance industry.

Benefits of being a mentor

Fri, 15 Sep 2017 13:53:04 GMT

If you had an opportunity to be a mentor and you shunned it because you thought; what's in it in for me? Well, we would say a lot! We agree that the role of a mentor is to encourage the personal and professional development of a mentee through sharing knowledge, expertise, and experience. But we also think it is more, it is about the mentor and mentee offering reciprocal benefits in developing each other's profession. It is about exchanging culture and enhancing soft and hard skills. It is about giving back to the industry you are mentoring in and seeing things differently and opening up to learning all over again.

If you get an opportunity to be a mentor, don't go into it blindly, there's more to it than what social convention puts it out to be; 'the mentee benefiting', with that being said, here are 3 reasons you should be a mentor and how you can benefit greatly from it.

Learn new things
''When you teach something to another person, you discover all of the details that you do not completely understand yourself.'' This one is a given, learning new things will be inevitable. Say for example you are a Baby Boomer and you are mentoring a Millennial employee, the Millennial might be more technology and social media savvy than you and teach you a thing or two about using technology effectively.

Develop your leadership skills
When you mentor someone, you learn things that make you a better manager and leader. You learn things that improve your judgment. If for example, you are mentoring someone within your company - you will get new insight into how other parts of the business work, and what people in those teams care about. All this will help your ability to motivate, inspire, and encourage others, which will, in turn, help you become a better manager and team member. This will further assist in paving the way to a management position or when applying for a raise.

Gain personal satisfaction
Mentors derive pleasure from passing on information, skills, and are exhilarated by the enthusiasm their protégés show. Knowing that you have played a substantial role in someone's personal development, seeing them grow and succeed can be very gratifying.

Mentoring can be beneficial at any stage in one's career from personal satisfaction, being recognized in your organization, having a renewed sense of purpose, and improved job satisfaction. So go ahead and make a difference in someone's life while you improve yours. You need not be in a managerial or leadership role. It is about what you understand and how well you can transfer it to the next person in the most sensible way.

If you need some career mentoring and advice on what the next opportunity might be for you, talk to us! Communicate Recruitment is a recruitment company with over 3 decades of experience in the Finance, Engineering, IT, Supply Chain, and Freight industries. Connect with us to learn how we can help shape your career. Click here now!

Technical skills every developer should master

Fri, 08 Sep 2017 13:48:10 GMT

As a software developer, technical skills are sought after and are a vital selling point on your resume. But as we all know, technology is changing at a rapid rate, and keeping up with changes can sometimes be unrealistic. It's wise not to get caught up in fleeting technology trends but focus on core career skills that employers are likely to demand. Here are 3 technical skills we think you should master as a software developer.

Writing quality code
Learning programming is fun and easy, but writing a good program can be daunting. Developers need to learn how to properly structure code . Structuring code is critical because other people get to work with your code too, your colleagues, managers, and the customers. As a developer, you should get in the habit of learning how to write good and clean code from the get-go.

Testing code
Writing code and throwing it to a tester to find bugs and fix them is standard, quality is important. But as a developer, you should know a thing or two about testing. You should be able to test your code before you hand it over to someone else. Always bear in mind that the goal of testing software is not to find bugs or to make software better but rather to eliminate problems that could greatly impact customers using it. Acquaint yourself with basic concepts like a lightbox, black box, and automation testing so that you understand how defects are filed in that process.

Business skills
Any skilled software developer can develop software applications, but a great software developer is the one who apart from mastering the skills also understands the business significance of the software application. This is because technology-based processes are the primary drivers of income in many companies. Developers need to make those connections to inform their work - keeping in mind the requirements of the client, the business, being in touch with customer needs, and how customers ultimately use the systems.

As a developer learning is part of the game, trends change and new technology develops every day. It is important to be able to keep up and master at the same time.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We connect people with great job opportunities in IT on a permanent or part-time basis. Visit our website to find out how we can connect you.

3 reasons why you should learn how to code

Fri, 25 Aug 2017 13:32:15 GMT

Learning how to code is something most millennials swear by! You are not a millennial and are wondering if this is something you should learn? Or you might feel that your line of work does not require you to 'code' so you'll pass. Before I explain why you should learn how to code, let me tell you this: Code is a language spoken by billions of people every day and you should be able to understand it even if you are not a programmer.

Coding underpins everything done on computers, smartphones, and cars to mention a few. The digital era we live in makes it pivotal to understand the basics of programming irrespective of which industry you are in. Not convinced? Here is why you need to learn the basics of code even though you are not a programmer.

It will improve your logical thinking
Learning how to code is one of the smartest moves you can make in this modern world. You will get to understand how computers work and you will be better at problem-solving. Your approach towards a project will change and how you view computers among other things will change. This is because coding is technical and requires you to think. Look at it this way: To communicate with the computer, your thoughts have to be logical and this way of thinking will sharpen your reasoning.

Coding is for every industry
No industry is immune to technology and its advancements, whether you are in agriculture, engineering, finance, or medicine. However, remember you are not learning code to transform your industry or entire office but just enough to simplify your life so you understand what's going on around you and can communicate as well as keep abreast with global trends. Statistics show that 90% of jobs in the future will require code knowledge so you are better off knowing than refusing to learn. Take HTML language , for example, it is the fundamental technology behind everything you see in a web browser. How many times a day do you visit a search engine? Do you understand the commands you are giving the search engine and how to accurately find the information you require?

Software is automating the world
Look around you. Apps now manage nearly every aspect of our lives, personally and professionally. The famous software engineer - Marc Andreessen said: 'software is eating the world.' Now, automation is going to eat the world. This is because businesses are increasingly doing their work online. The demand for custom software has never been higher and the notion that traditional IT departments will be able to keep pace is laughable.

In this context, learning how to code does not restrict you to a career in technology but rather a way of enhancing your current career, skills, or interests you already have. This is important because thousands of companies across industries are relying on technology to power their business operations and you do not want this wave to pass you by. In the famous words of Steve Jobs: 'everybody in this country should learn to program a computer because it teaches you how to think.' Now go ahead and acquaint yourself with the basics of coding. You will thank yourself later!

Communicate Recruitment is a specialist recruitment company with a nationwide footprint. Visit our website to learn more about us and how we can connect you to great careers in the Engineering, Finance, IT, Freight, and Supply Chain industries.

South African women taking Engineering careers by storm

Fri, 18 Aug 2017 13:29:12 GMT

Nearly every element of our modern lives is a result of work done by an engineer . Engineering, as we all know it, is a male-dominated field. Most STEM fields are male-dominated. In 2016 women made up only 23% of STEM talent globally. According to the Engineering Council of South Afric a , only 11% of the total number of engineers registered with them are female and only 4% are professional engineers.

The stats might not be as colorful, but the few women in the industry are making a difference and paving the way for future inspiring female engineers. In Woman's month, we look at some phenomenal women in the Engineering industry.

Nonkuleleko Nyembezi-Heita
Pietermaritzburg-born Nonkuleleko holds a BSc Honours degree in electrical engineering from the University of Manchester Institute of Science & Technology and a Master's degree in the same discipline. She led the South African arm of the global steel company based in Luxembourg, the largest producer of steel on the continent with a production capacity of R7.8 million tons annually. In 2012 Nonkuleleko was listed 97th in Forbes list of The World's 100 Most Powerful Women.

She reckons South Africa needs more engineers, and with studies suggesting that by 2020 most jobs will require STEM education, those passionate in the field that have a flair for maths and science should be encouraged to enter the field.

Hema Vallabh
Hema holds an MSc Degree in Chemical Engineering and practices as a Process Engineer. She is a chemical engineer by profession and a change-maker by passion! Her determination to reduce the severe shortage of female engineers in South Africa has earned her a spot in the Mail & Guardian's 2011 list of 200 top young South Africans . She was also awarded South Africa's Most Influential Women in Engineering branded "Change-Maker" by the Oprah Magazine.

She is the co-founder of WomEng , an international NPO developing the next generation of female engineering leaders. WomEng presents an invaluable platform for the advocacy, advancement, and education of women entering the engineering industry. She now heads The Passionate Professional and has become a mentorship specialist.

Prianka Padayachee
As a little girl, Prianka spent her days breaking computers and TVs so she can put them together again. Her dad taught her how to change a car's oil and tires. She loved geography and decided to study geology. Anglo awarded her a bursary and she moved into engineering. She now holds a BSc in Mining Engineering from Wits. She was the first woman to chair the Wits Mining School Council.

She was the first female president of the Students Mining Engineering Society at Wits and was chosen to be the main liaison between the school and the then minister of mineral resources, Susan Shabangu. She has since gone on to further her qualifications in explosives engineering and currently heads up the drill and blast section at Anglo American Coal (South Africa's Zibulo Colliery) Her ultimate goal is to become CEO of Anglo American.

Women like, Prianka Padayachee, Hema Vallabh and Nonkuleleko Nyembezi-Heita are proof that women are capable of doing and being whatever they desire to be. The world would progress much faster if we had more confident and smart women like them in every industry. Nevertheless, for young women wanting to opt for STEM careers, the path has been paved and the possibilities are limitless.

If you are a professional female or male engineer looking for a new career opportunity, we can help you. Our specialist engineering recruitment team has access to highly skilled engineering candidates and engineering jobs in civil, structural, mechanical, electrical, electronic, en

4 reasons why women are great leaders

Fri, 11 Aug 2017 13:20:03 GMT

Gender should not be a factor in whether or not a person can be a great leader. A person's leadership abilities should depend on their strengths and personality traits. However, the truth is, men and women are different; they do not always have the same leadership qualities and are not always fit for the same positions. Research shows that there are not many women in leadership positions, both in business and politics but the ones that are there, are indeed great. Here are the reasons women make great leaders.

They have their ego in check
Ego affirms a leader's ability to take charge and we all know that ego tends to get in the way of good decision-making. According to studies, women exhibit ego differently and are good at decision-making with their ego held 'in-check.' This is a key advantage in working with the board of directors, partners, and customers. A great example of a female leader with their ego in check is non-other than the honorable Thuli Madonsela. Her character and poise say it all. Her soft approach, fairness, and compassion stem from a leader who is not egotistic. Keeping your ego in check is an exercise in humility .

Nurturing
Women are naturally nurturing and excel at exhibiting 'nurturing competencies' like; relationship building, developing, inspiring, motivating, and collaborating with others. Take Basetsana Khumalo for example, a beauty queen who is now an astute businesswoman. She has mentored and inspired many and continues to do so! This is an important trait in leadership because nurturing is a fundamental behavior in driving success. Stereotype female leaders, however, would have us believe those excel at "nurturing" competencies better than men do, which is not always true.

Higher emotional intelligence
This is something that has gained momentum as an essential leadership trait. To create a great working environment and bring the best out of your employees as a leader, it is critical to demonstrate emotional intelligence. Research shows that women tend to be better at emotional empathy than men are, this kind of empathy fosters relationships.

When your emotional intelligence is high, you can sense how others are feeling and react appropriately. Our first female governor of the Reserve Bank, Gill Marcus has shown qualities of a leader with a high EQ. As governor, it is important to be authentic, communicate well, be a good listener and be able to think about your reactions. She was nothing short of that. This is critical to a great working environment and helps bring the best out of your employees.

They value work-life balance
It is easier to approach a woman leader with a personal request or a sensitive question than it is with a man. This is because women value work that compliments their lives. They value finding a job that enables them to have a work-life balance because the responsibilities of leading a business on top of the responsibilities in your personal life can easily wear you down. Women in leadership roles are seen to be more aware of the particular pitfalls that can challenge female workers who are also parents, but know that all employees need to maintain a healthy balance between work and life, regardless of their gender.

If you are looking for a top female candidate in the fields of Engineering, Finance, IT, Supply Chain, and Freight we can help you. We can match your vacant job post with a Great Candidate. Visit our website now and register your jobs with us.

Reasons behind gender pay gaps and how to curb it

Fri, 04 Aug 2017 13:17:13 GMT

In South Africa , women are still paid less than men. The gender pay gap is estimated on average to be between 15% to 17%. This implies that a South African woman would need to work two months more than a man to earn the equivalent salary that he would earn in a year. Several reasons in the workplace, including the nature of the role, discrimination and a divided labour market fuel gender pay gaps. Here is what you need to know about gender pay gaps in the workplace.

The Gender Pay Gap is not the same as Equal Pay
The equal and gender gap deals with the disparity of pay women receive in the workplace. This is easily confused but does not mean the same thing. The pay gap refers to a man and a woman who are doing the same role and receive different pay. Equal Pay is when men and women are paid the same for doing the same work. Equal pay is a legal requirement.

In South Africa, it is prohibited to pay men and women differently for doing the same job. South African law clearly states that there must be equal pay for equal work. The Employment Equity Amendment Act (No. 47 of 2013), which came into effect in 2014, introduced the concept of "equal work for equal pay". This amendment now allows females to demand the same payment as males who perform similar work.

Household responsibilities
Even in today's society, the truth of the matter is that women continue to play a greater role in caring for children , cooking, cleaning and taking care of elderly relatives as compared to men. This is because society prescribes and entrenches gender roles that denote them as 'caregivers'. When women take up these roles, to some degree, it limits their choices on the kind of work and leisure they can take.

Look at it this way: every minute a woman spends undertaking these 'responsibilities' could be spent on market-related activities that are vested in her education and skills, something her male counterpart enjoys without the burden of these tasks. Coming back from your day job to doing unpaid domestic work in the household is exhausting and reduces the amount of time that could be spent on professionally recognized work.

A divided labour market
The women's labour force participation has risen from under 20% to over 60% , however, men continue to make up the majority of senior roles in the workplace. This is because generally women are concentrated in employment sectors that offer narrower scope for financial rewards, like being a flight attendant, working in food and customer service. These low pay - low skilled jobs affect the labour market segregation.

One could go on forever outlining the causes of gender pay gaps in our society. However, the real question is; what do you do as a woman to save yourself from being underpaid based on gender?

Learn how to negotiate for your salary
Studies show that women do not perform as well as men in negotiations; women tend to avoid negotiating and accept the first offer presented by a 'prospective employer.' Linda Babcock – a researcher reckons one bad negotiation can accumulate into a lifetime of disadvantage. Read more about salary negotiations here.

Pay gap tax
We have to remember that the gender pay gap is built on structural inequality and telling women to learn how to negotiate is simply not 'enough'. Some theorists have suggested the introduction of a ' pay gap tax' for corporates. Pay gap tax would be a way of rectifying the imbalance in the company and industry in question – serving as a tool to reduce the gap.

Pay transparency
Talking about how much you earn amongst our colleagues and people in your industry is something you should be open to. It helps to know what people in your role are earning. You can visit online salary surveys sites to compare your salary to that of the overall market. Sites like Career24, Payscale.com can help.

We are a specialist recruitment company with over 3 decades of experience in the fields of IT, Finance, Engineering, Supply Chain and Freight. When it comes to finding new career opportunities for you and salary negotiations, our consultants are the experts. Visit our website to view all our latest vacancies and apply today.

Three successful habits you should adopt

Fri, 28 Jul 2017 13:12:47 GMT

According to research, it takes anything from 18 to 254 days for people to form a new habit, it could be anything from reading, exercising, practicing appreciation, or even waking up early. Highly successful people like Warren Buffett have habits that they follow religiously. These habits allow them to live out behaviors that breed success; you can also adopt and practice them if you want to be successful. Here are 3 that will go a long way.

Never try. Always do.
Gurus of all kinds spout the mantra, 'you either do or do not. There is no try.' This is because there is a world of difference between trying and doing. Research shows that there is a subconscious fear people have about succeeding so it feels safe to use words such as "try" instead of stronger affirmative words like "I will". When you say that you are "doing" something, it sets you up to succeed right away so it is important to know what you can and cannot do instead of saying ' I will t ry. You will thank yourself dearly once you can differentiate these two.

They have good relations
Different people use different metrics to measure success. For some, success is monetary and to some, it is that and more. Truly successful people value relationships; Oprah Winfrey attributes a large part of her success to her ability to connect with others. This is because you cannot build a business by yourself. Good relationships are critical to success and one must put the effort into maintaining them. Find a way to connect with the people you meet, some opportunities are hidden behind relationship walls.

They reward themselves
Get in the habit of rewarding yourself; it may be as simple as a hobby that indulges you , a philanthropic contribution, or a spontaneous getaway. Rewarding yourself helps you re-charge and re-focus. It helps you reinforce your behavior along the way in achieving your goal. It helps you pause, reflect, and take time to enjoy what you have achieved and diminishes burnout. Besides, it's good to enjoy the fruits of your labor right?

It takes discipline and hard work to develop good habits to live by and highly successful people have mastered this notion, you can too. Find out what habits you would like to adopt and live by that will aid in your success.

We are a specialist recruitment company that has been successful for 3 decades in the fields of IT, Finance, Engineering, Supply Chain and Freight. Visit our website today to see what Great Career opportunities we have available and apply online.

Interview mistakes to avoid

Fri, 21 Jul 2017 13:06:02 GMT

You have updated your CV, submitted your applications and you have landed the interview. One-step closer to getting the job, well do! Now preparation starts for the things you ought to do like; researching the company and practicing answers to possible questions, but what about the things you should not do. The drawbacks that might be standing between you and your next job?

It is like this: even if you have a great resume and you prepare a dynamite cover letter, you probably will not get the job if you fail in your job interview. Some managers might give you the 'benefit of the doubt' if you have impeccable qualifications but some will not. The interview is a critical part of the hiring process and the recruiter or hiring manager must feel that you are indeed an ideal candidate for the job before they can proceed to the 'next step' with you.

Here are things to avoid during the interview process.

Decorum
Unless you are applying for a highly specialized job with rare skills, then there is likely to be a hundred others applying for the same job as you are with the same qualification as yours. So what will make you stand out? Your decorum.

"Oh my Gosh, like thank you guys so much for meeting me! I can't even tell you how, like, excited I am to be here!" The way you speak during an interview forms part of that very crucial first impression and can make or break your chances. Coming across as authentic, professional, and 'well presented' can help you set yourself apart.

Avoid words such as mate, bro, and bae during an interview process, this includes slang and cursing. Remember that you only have one chance to make a good impression and you don't want to leave the interviewer conflicted about you.

Dominance
There is a thin line between confidence and domineering. You want to shy away from the latter. If you say 'but I have a strong personality and I tend to be domineering', well then this is a drawback that might be standing between you and your next job and you must 'work' on it. The easiest way to do it is to make sure that you are not leading the conversation - the whole time. Resist the urge and follow the interviewer's lead.

Coming across as too domineering may cause the interviewer to worry about how you will interact with other employees.

Apologetic
We all know that one individual who apologizes for everything. Even when there is no need. Can you imagine how you would come across to an interviewer if you apologized for everything? Not only would you come across as needy but also the interviewer might think you are unsure of your capabilities . Do not apologize for a 'lack of experience', not having a car, or not being able to answer a question right away. Avoid sob stories while you are at it, they make a weak first impression.

During an interview, you want to speak the same language as the interviewer and understand each other amicably. You are likely to be speaking to this person for the first time so you do not want to send the wrong non-verbal cues. Being called for an interview is a big deal and you want to show the interviewer that you are indeed the right candidate. If you are not interested in them, they will certainly not demonstrate an interest in you either.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. Our candidates look to us for reliable career advice, assistance, and guidance through the interview and hiring process. Visit our website and apply today.

Top tips to create an outstanding CV in a technology driven world

Fri, 14 Jul 2017 13:02:40 GMT

Writing a CV to get you a job is not the same in 2013 as it was in 2003. Never mind getting your CV read for 20 seconds by an actual person. As technology is consistently improving and how people work changes, this also changes how you should present your CV when job searching. Writing an outstanding CV in today's digital age can be tricky.

Here are some things to keep in mind:

Keep it digital
Traditional resumes were designed to be readable, easy to fax or copy but employers no longer have a pile of resumes sitting on their desks waiting to be read. Every single day, more and more of the world is online, and as that trend continues the internet is becoming our first choice of where to go to find things, including searching for people to fill the position that just opened up at a company.

If you want to make sure that companies and recruiters can find you quickly and easily, you must create a digital resume for yourself and have an updated LinkedIn profile.

Showcase your personality
I doubt a black and white 12-point font CV can help you express your skills and personality accurately. There is only so much you can include that will keep the recruiter interested. The digital CV, on the other hand, lets you show off more than just your skills, work history, and references. It gives the employer a more interactive experience of your actual life.

They can see the kind of personality you radiate and immediately note if you are a culture fit et al. You can add links to your work portfolio, your social media profiles, blog sites, and this will enable you to present a more complete picture of the kind of person you are and the experience you have gained.

Keywords
Using the right keywords that match the job requirements is key to being noticed when job searching. This is because, before it can get to a human, your application has to go through an applicant tracking system. This ATS will be scanning through your CV looking for certain 'keywords'. Typically, the better your resume matches the job description requirements and keywords, the higher you'll rank in the ATS.

Online resume builders
Not everyone will feel the need to have a website, online portfolio of their work, or professional social media sites, especially if they are not early adopters and are in a remote industry. The solution for you is to use an online resume builder. Sites like My Perfect Resume are perfect examples of online resume builders you can visit. They are easy to use and are simpler than creating a resume by hand you can even download the CV and save it as a PDF file.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We can assist you with your job search. We have great career opportunities for great candidates. Click here to learn more.

Why it is important to develop the skills in your team

Fri, 07 Jul 2017 12:58:50 GMT

The world is changing quickly and businesses need to keep their employees' skills up-to-date to be competitive. Employees need to grow as one cannot apply the same skills and techniques they have had when hired. Technology becomes obsolete and companies have to keep up with dynamic industry trends. All this cannot be achieved without a skillful crop of employees.

Here are some of the benefits tied to developing your staff.

Boost company reputation
Let's be honest. Who does not want to work for a company that is well known for developing and taking care of its staff? No one. So having a strong and successful employee development strategy helps you attract better candidates as this gives the business a good image. Being a "great place to work" is a big deal and it's the best way to demonstrate to your workforce that you value them enough to invest in them.

You can model your ideal employee
It's like this; if you want the best employees in the market, you have to create them. (This is of course except for specialized skills that a top recruiter can help you source.) In this case - you can choose what new skills your staff should gain based on your company's needs and drive them towards that. It might take a bit of time away from their job – at that moment, but once it is over, the return will be worth it. The employees will now be able to perform better in their role, have a better understanding of it, and be more confident.

Keep up with industry trends
Industr ies are constantly changing so it is important to develop to avoid being left behind. But business developing alone is not enough, their staff must also develop – their knowledge must be up-to-date. Studies show that employees who are competent and on top of changing industry trends help a company hold a position as a leader and be a strong competitor in the industry.

Training must be continuous
The development of your staff should not be a once-off thing. It must be ongoing. As much as a business should never stand still nor should the development of its staff - who are a key asset in driving the business forward. Therefore, whether you choose to hire already skilled employees or opt to develop your own one thing is certain, only you as a company can benefit from a high-performing employee who has a sound understanding of their job and delivers impeccably. Regular staff training is essential in helping ongoing skills development.

If you are looking for a reliable recruiter to help you find great talent, you can partner with us . We have over 3 decades of experience and have offices throughout the country. Visit our website to register your jobs with us.

Why you should revise your career plan

Fri, 30 Jun 2017 12:54:22 GMT

The days of advancing in your career relying on being religiously promoted from your current post to another based on age and longevity are dead and gone! The success and growth of your career have to be planned thoroughly, it will not happen by accident. You will have to work hard, have talent, do a lot of learning, employ careful management and nope, it won't be easy!

If you want to grow in your current career or generally feel stagnant in your current role here are a few things you should take into consideration.

Revisit your plan
Deciding to pursue a career path is full of challenges and potential for failure. If you see that your career is not taking shape and you have done your bests to resurrect it, don't continue to pursue it hopelessly. Revise or change it altogether. You might find out that your skills are outdated or you purely need new ones or better yet, your industry is dying so it is time to diversify.

Take the revision as an opportunity to learn, improve, and make better choices. The last thing you want is an unfulfilled career. Also bear in mind that this review is not final, you will still have to review it to see if you are on track or if you have to make adjustments so it's an ongoing process that will help curb your career downfall.

Understand your personal qualities
It's important to believe in yourself, your skills, your ability to succeed, and know that it's never too late to steer your career in the right direction. One way of doing this is by assessing your personal qualities.

Understanding what you can and cannot do. Match your skills to your interest and abilities. Based on where you are steering your career; find out what new attributes you will need to acquire to thrive. You are never too old to learn!

Tough love
As an adult, your life can be stressful and the thought of a career change can be daunting, but it is a decision that has to be made and you can only do it if you are true to yourself. One way of doing this is by asking yourself the following questions.

What areas of yourself will you need to develop?
Is there a course you need to do?
What actions do you need to take to realize your career goals?
Are there contacts you can make or relationships you can develop, that might help you?

After this, you should have a clearer understanding of which direction you want to take; grow in your current role, or steer your career in a completely different direction. Whatever you decide the end goal of your career will guide you.

If you are intending on changing careers or growing in your current role. We can help you. We have over 500 positions you can choose from. Contact us today to find out more about these career opportunities.

Is automation a threat to your job?

Fri, 23 Jun 2017 12:51:59 GMT

New technologies are emerging and showing up in our everyday lives at a rapid rate. Many of us recognize robotic automation as an inevitably disruptive force. Robots haven has been used in the workplace for many years and the reality is their skills are expanding, they are more productive, faster, and often better performing than their human counterparts. According to a recent study, as many as 47% of all jobs in the workplace are at risk of "computerization."

Research suggests information-intensive tasks will be automated swiftly but this does not mean if you are a doctor, lawyer, architect, reporter, or even a programmer you are safe. So what can you do to prepare for a future where you have to compete against self-driving vehicles, semi-autonomous robots, intelligent algorithms, and predictive analytic tools? Here are some skills that will help you in your future career.

Computational Thinking
Computational thinking is the thought process involved in formulating a problem and expressing its solutions in a way that a computer-human or machine can effectively carry out. It refers to the ability to translate vast amounts of data into abstract concepts and understand data-based reasoning, problem-solving, analyzing the validity of solutions, and spotting patterns in data.

All these skills are essential to the workplace and can be applied to pretty much any sector. What this means is; as an individual or employee you should be able to render solutions that can be carried out by both humans and machines. Thinking in this fashion will keep your job secure.

Digital Literacy
Digital literacy is the ability to use digital technology to locate, review, utilize and create new information. Digital literacy = digital tool knowledge + critical thinking + social engagement. Becoming literate in how the technical world works are equivalent to reading, writing, and math .

Remember there was a time when job candidates were encouraged to list "proficient in Microsoft Word" on their resume. Now that kind of skills are considered 'standard.' So one must be and remain tech-savvy, from white-collar to blue-collar employees. Being knowledgeable in this regard will enhance, enrich and augment your life in line with new technologies being rolled out in your workplace in the future.

Collaborate with the machine
If humans are to compete with machines in any meaningful way, they will have to become part of machines themselves. In this way, humans are not in competition with machines, but working in conjunction with them. What this means is; we are not in a race against machines . If we race against them, we lose. We must 'work with them instead of being scared of 'them'.

Look at it this way; machines will do jobs we never imagined even needed to be done and they will help us discover new jobs for ourselves. See it as them helping us!

In the future, you'll be paid based on how well you work with robots so you should understand how they function and think. Worrying about them taking your job is unnecessary, your worry must be invested in learning new skills and in keeping abreast with these changes so you are not eliminated. They'll always be tasks that robots cannot complete and only humans can and vice versa.

Connect with us and let us help you develop your career that will safeguard your future. We are a specialist recruitment compan y with over 3 decades of experience, specializing in IT, Finance, Engineering, Supply Chain and Freight industries.

Technology, the heartbeat of any business

Thu, 15 Jun 2017 12:48:05 GMT

Technology can simplify, automate and speed up many of the tasks companies do every day. By correctly implementing technology, it will enable your business to be more efficient and productive.

Here is why companies should leverage innovation to grow their business.

Reach capacity
For a business to survive, it must grow and acquire new opportunities. The Internet allows a business to virtually travel into new markets without the cost of an executive jet or the risks of creating a factory abroad. Entrepreneur.com reckons how we experience things online and on our phones matters more than we think when it comes to scaling a company.

Find ways to make use of the internet in a way that can upscale your company other than having a 'brand presence online.' There are many innovative products and technology out there that can assist the growth plans in any organization.

Cloud Technology
Cloud technology as you would know, is not a new phenomenon but if your company has not taken full advantage of it, maybe it's time it did. Cloud is the single most influential technological advancement over the past few years.

Here are benefits tied to using cloud computing:

It's cost-efficient. Moving to the cloud will save you money, not just for your cloud security needs, but for many other types of data center workloads.
It reduces your carbon footprint. Hosting in a data center rather than onsite allows you to take advantage of the latest energy-efficient technology.
It's reliable. With a managed service platform, cloud computing is much more reliable and consistent than in-house IT infrastructure.

Cloud is much more than just a tool to store files and enjoy other technology-related benefits. It changes how companies work, granting them more freedom, but always keeping control over all their resources.

Monitoring productivity
Online business productivity software solutions enable managers to easily track progress during every phase of goal completion. One such software is Basecamp, it's ideal for a full range of web-based project management tools if you manage multiple clients and projects at a time, and if you need multiple people within your organization to access projects and to-do lists.

Here are some advantages of using this in your business:

Track Projects. Keep track of the progress of projects with project management software. The software will let you know what's been completed, as well as by whom, and what still needs to be done.
Efficient team collaboration. A collaborative project management tool connects your team to their work and colleagues. Teams can quickly build a culture of collaboration by sharing sites and document management.
No hardware, no installation. Cloud-based tools do not require hardware; or any installation.

Mobility
The advances in technology and specifically the internet and computers means that employees no longer have physical restrictions but can work from anywhere at any time. While there are certainly challenges associated with embracing mobility, companies continue to invest in it because of the benefits to the overall business including improved ROI, increased workforce efficiency and productivity, and the ability to capitalize on opportunities and bring new revenue streams online more quickly.

No matter the size of your business, technology has both tangible and intangible benefits that will help you make money and produce the results your customers demand. Technological infrastructure affects the culture, efficiency, and relationships of a business. With your people working at their highest capabilities and your business aligned from top-to-bottom, you will be creating a workforce that is engaged, productive, and loyal.

With the shift in the importance of technology in any business, you require tech-savvy employees that understand and are up to date with the latest trends. That is where we come in. Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. We specialize in the fields of IT, Finance, Engineering, Supply Chain, and Freight. Visit our website to find out how you can partner with us to connect with exceptional candidates.

Understanding inter-generational colleagues

Fri, 09 Jun 2017 12:45:22 GMT

With recent breakthroughs in medical technology, people are living longer and choosing to remain in the workforce for longer. It comes as no surprise that several distinct generations are mingling more now than ever before, and communication between these groups is increasingly important and challenging. A higher rank in the workplace is no longer synonymous with age and each generation exudes different characteristics unique to them.

Here are things you need to know to better understand and manage inter-generational gaps in your workplace.

Different values
Younger younger generations do not share a majority of personal values that the older generations hold on to. The younger generation's values tend to be less conservative than the older generations. Baby boomers value equal rights, involvement, and personal gratification while GenX values balance, diversity, and a global mindset. Millennials are geared towards achievement, fun sociability, and self-confidence. All these values are important and unique to each generation.

Forms of communication
Whether it is within the workforce or with friends and relatives, methods of communication between generations vary extensively. This is because each generation is wired differently. Understanding the differences can offer insights into working better in cross-generational teams. Baby boomers prefer face-to-face communication while Generation X is generally comfortable with web-based communication such as conference calls. Millennials grew up around the technology and social media movement, therefore this type of web-based communication is weighed as equally respectable and as 'their thing'.

Don't blame differences on age
Differences in the workplace are inevitable and blaming it on age won't bar them from coming or make them disappear. People tend to use age as an excuse and hope it'll get them off the hook. According to a study , people who work alongside colleagues of different ages are happier than those who work just with their peer group. This is because of reciprocal socialization and learning. Younger people enjoy the wisdom and expertise that come with old people and the older generation appreciates the energy and vibrancy of young people.

A multigenerational workforce demands a shift in the way we interact and relate to each other, but it won't always be in the ways that we expect it to be. To effectively work well together, everybody from Generation Z to experienced Baby Boomers will have to understand each other's values and different approaches and viewpoints.

Communicate Recruitment is a specialist recruitment company with over 3 decades of experience. Whether you are a Baby Boomer or Millennial, we connect great people in the IT, Finance, Engineering, Supply Chain, and Freight industries. Connect with us and we'll introduce you to great careers and exceptional candidates.

Tips to managing different generations at work

Fri, 02 Jun 2017 12:28:22 GMT

Today's managers are dealing with different generations under one roof and ought to be meticulous about the style of leadership they employ. They must understand that each of these generations grew up experiencing significantly different things and respond to different methods and approaches in the workplace.

If you're a manager and want to know more about managing different generations at work, here are a few pointers.

Understand the different generations that are in your company
Generational differences can affect everything, including recruiting, building teams, dealing with change, motivating, managing, and increasing productivity. Failure to have a thorough understanding of them can lead to poor morale among other things. The different generations that might exist in your company will consist of Baby Boomers - who are extremely job-focused, Gen Xers who are described as adaptable and resourceful, Millennials who value work-life balance and flexibility even more than Gen X and Generation Z . Gen Z is part of a generation that is global, social, visual and technological.

All these groups might not necessarily be under your management but what's important is to understand the ones that are, how they function, what they prefer, and value.

Consider their needs
Once you understand the different generations you have to manage, consider their individual needs. They all have different career goals and strengths. According to Businessinsider.co mand Boomer's delight at the thought of being put in charge of a project; Gen-Xers will appreciate the autonomy to complete a task their way, a Millennial will enjoy sharing ideas with a creative team as much as a Gen Z will.

Your goal is to make sure that they understand the importance of each group and their collective responsibility towards the organization's overall goals.

Management style
Don't blanket approach your management style with each generation. Baby boomers are perceived to be more "reserved," while Gen Y and Z tend to favor more "collaborative" and "in-person" means of interacting. This is consistent with other studies showing that Millennials, overall, relate far better to a coaching style of management than to a more traditional top-down authoritative approach.

Your goal is to tailor your management style to each generations' personality, skills and needs and understand that each generation has a preferred style of learning.

Truth is, we are now facing a workplace where in theory , many employers could have employees ranging from 18 to 70 in the workplace. This can have huge implications in terms of managing the needs and expectations of these generations. What's important is for managers to know that a healthy organization comprises of different people, from different generations.

What's more important is that they employ strong communication techniques as each generation dissects information differently. The last thing you want is for generational discrepancies to stand in the way of everyday business.

Communicate Recruitment is a recruitment agency with offices throughout South Africa and a longstanding network of clients and candidates. We can help you connect with great candidates that are the right match for your company culture. Visit our website and register your jobs with us.

Why your company should use a recruitment agency

Fri, 26 May 2017 12:25:03 GMT

Hiring a new employee is a time-consuming but very significant process. When you have a vacant position in your busy company, the task of finding a new employee may be challenging considering the amount of time and resources that have to be dedicated to this process. If you feel that your company must focus on its core competencies and cannot afford to lose time spend on finding the right candidate then the services of a recruitment agency are just what you need.

Here is what you need to know when bringing a recruitment agency on board to help with your hiring process.

They'll save you time
It is said that in business, time is money and recruiters will save you time. This is because the hiring process is and can be time-consuming. Imagine if you had to post a job opening and you had hundreds of CVs flocking in, half won't be qualified nor 'right' for the job. Then it's the interview process, final selection, and backgrounds checks which all offer their challenges. It's a lot. A recruitment agency can handle all of this for you in half the time because that is what they do.

Repeat business
If you spend time building the right relationship with a recruitment agency to help them understand your company culture and the values and attributes you are looking for in future employees, it will help your hiring process in the long term. A good recruitment agency can be used repeatedly for available positions. It means that when new positions become available, the agency will have the details they need and can find the perfect candidate as soon as possible.

Industry-specific
It depends on the talent you need to hire, but more often than not it's better to work with recruiters that specialize in a specific industry . The most important thing about industry-specific recruiters is their in-depth wealth and knowledge, from staying up to date with trends, knowing key industry players, and having strong ties to top skilled candidates in the industry.

With an industry-specific recruiter, you are assured that they will be able to find you the right candidate in a niche that they specialize in especially if you are filling a senior position.

Cost-effective
Giving a recruitment agency the task of finding you great candidates is good business sense. Costs associated with bad hires can be eliminated if not significantly reduced. Recruitment agencies study the unique values and cultural norms that make your company a successful one and will relieve your organization from the need to keep up to date with changing HR practices in recruitment. This means that you can then utilize your time on your core business needs.

The best part is that; it is their job. It's what they do. Finding great talent and placing it.

Exclusivity
It's not unusual for hiring managers to believe that working with four or more recruitment agencies is an advantage and can even give you a competitive edge when it comes to sourcing a shining new addition. However, this is a general misconception as in many cases it will bring you more candidates but not necessarily better quality candidates. In the current economic conditions with a shortage of talent, you need a specialist recruitment agency that excels in connecting with top candidates, active and passive, and have an established database of experienced candidates. To improve your hiring practices what you need is to develop a partnership with a single recruitment agency that at the end of the day can become an extension of your company. They will know exactly what type of candidates you need to improve your business in the future.

If you are looking for a specialist recruitment agency, which is connected to the top talent with a national footprint in South Africa to help you find the right skills in the fields of Finance, IT, Engineering, Supply Chain, and Freight? Then contact Communicate Recruitment with your hiring needs. Visit our website today and find out how we can help you find a great candidate.

4 things you need to know about recruitment agencies

Fri, 19 May 2017 12:22:36 GMT

Job searching can be intimidating and deciding if you want to involve a recruiter can be a daunting decision, especially if you do not have a sound understanding of how they operate. Here is what you need to know about recruitment agencies if you are considering using one in your next job search.

Specialize vs general
Like all industries that deliver a service to people, you need to do your homework before selecting a recruitment agency to assist you with your job search. It's important that the consultants you work with are highly skilled and experienced to match you to a specific position, according to the employers' expectations and corporate culture fit. Recruitment agencies can be either specialists or generalists in the market.

Specialist agencies like Communicate Recruitment focus on specific sectors, which means that we will have more knowledge of your industry, the salaries on offer, and connections with various hiring managers as we work solely in these niches.

Generalists on the other hand cover jobs in many different industries and usually have a large pool of candidates to draw from. However, they often don't have a specialized job or more senior positions that require a specific skill.

Recruitment agencies do not charge a thing
South Afr ica is grappling recruitment agency is grappling with a massive employment deficit and jobs are hard to find, scammers know this very well and take advantage of it by asking you to pay a certain fee in exchange for a 'job' that might not even exist. As a candidate, it's important to know that will not charge you anything when you decide to work with them. Their fees are paid by the company that hires you when they have placed you, meaning they get paid when they get you a job. All you have to do is be a great candidate!

Focused interviews
There is nothing more tedious than going to an interview and realizing that you do not even qualify for the job, luckily when you work with recruiters you will get interviews that are closely aligned to your skills. A good recruitment agency works closely with its candidates, spending a lot of time understanding your skills, qualifications, and accomplishments and what is important to you in your career.

Exclusivity
Recruitment agencies are more than platforms that let you register your CV. They'll help you every step of the way. More often than not, it's however not a good idea to enlist the help of too many agencies. At Communicate Recruitment, our most successful relationships are with those candidates who work with us exclusively. Why do we say this?

We want you to have control of where your CV is going and whom you are being introduced to. You can't keep track if you are letting too many recruiters introduce you to the market. We are all about professionalism, and not having control over your job applications, and the companies your CV is being sent to look bad for you as a candidate.

Ultimately, the choice is yours if you choose to work with recruiters or not. We hope you decide to work with us.

If you are looking for a recruitment agency that specializes in Engineering, Finance, IT, Supply Chain, or Freight, then we are looking for you too. Our consultants are ready to help take your career to the next level! Visit our website and apply today.

Hiring top talent in IT

Fri, 12 May 2017 12:17:45 GMT

A scarce skill is a qualification or job in which there are too few people qualified in it, in South Africa, IT is one of them. According to one of our specialist IT recruitment consultants, development skills such as C#, PHP, Java, and Front End (JavaScript) are scarce and currently in high demand. With such a war on IT talent, how can local employers secure scarce development skills?

Show them which problems they are going to solve
In a recent whitepaper, '15 ways to Attract and Repel Top Tech Talent' experts said 'the best technologists do not define themselves by programming languages instead as phenomenal problem solvers, who use the right tools for the job. Beyond their titles, these developers love solving complex problems, being part of the solution and bigger picture in an organization.'

Use this as a standpoint and show them which new problems they are going to solve - that may not be in their current scope of work. Coupled with your company's core differentiators, it might be incentives, a great environment, or growth opportunities. Remember that they have nothing to lose if they decide not to join your company, they are highly skilled and in demand. Therefore, your strategy to bring them on board has to be solid and your offer undeniably great.

Focus on soft skills
In the event you do not find your candidate with the exact requirements, shift your focus to soft skills as hard skills can be taught. Look for someone who can do the job with a bit of training and practice. You want people with soft skills that have a good idea of what they are capable of and how that fits into an organization and how it should be communicated with other colleagues.

IT people without soft skills can alienate their colleagues. Teamtreehouse.com reckons that some 'tech geniuses' do not understand that the rest of 'us' have limitations. Therefore, you want soft skills such as; good communication and patience, someone who can break down complicated powerful technology to the rest of the team and not want to work in isolation because they are great.

Include 'techies' in the hiring process
Making a hiring decision is one of the most important decisions a hiring manager gets to make, 'it's the closest they get to controlling the company's destiny.' On the other hand, the consequences of a bad hire can haunt the company for years even after the person in question has left the organization. Therefore, the importance of making the right hiring decision cannot be underestimated.

Find one or two people who are technology savvy in your company and ask them to be part of the hiring process. From writing the job description through to the final interviews and selection. This person must understand your company's technological needs and how they are going to evolve.

Top-skilled candidates are the lifeblood of an organization and you want to make sure that when the opportunity to seize them arises you grab them with both hands. They are an investment, especially if they have a rare combination of skills.

Communicate Recruitment's tech-savvy IT recruitment division knows this ever-changing landscape inside out and we are known to perfectly pair candidate and technology. If you are looking for a great candidate in IT, we can help. Register your vacancies with us or visit our website to learn more.

3 ways to increase your chances of getting a job

Fri, 05 May 2017 12:15:22 GMT

As a candidate, you naturally want to increase your chances of being placed. There are a couple of additional ways you can reach and impress your potential employer. We have compiled a list of 3 things that will help you be outstanding and secure a job.

Built a strong online presence
Employers are always seeking more information about potential candidates online and on social media platforms. You need to foster a strong online presence, and by doing this you're letting potential employers know that you are serious about your career, you're also proving that there's more to you than what's stated on your resume.

In essence, building a strong online presence will help set you apart from competing applicants. Consider having a LinkedIn page, Facebook page, blog, or website and position yourself as a thought leader. These platforms always rank first and will make you more visible when potential employers are searching for you online.

You can choose whichever platform to focus on to help build your brand depending on your industry. Research shows that 94% of recruiters use, or plan to use social media for recruiting so it's important to be active on these platforms. These days your digital presence might be more important than your traditional CV.

Being a little unconventional
Your CV is a marketing document. It is the primary tool that you use to sell yourself to secure an interview, but what happens when you do not have it and you have to sell yourself to secure an interview? You develop your self-promotional skills, the 'elevator pitch' kind of way. This is very important when you are job searching as it will come in handy when you are networking with peers and colleagues at work events or when you bump into a potential hiring manager.

So prepare for these opportunities by researching as well as practicing your speech for the people you will encounter to enable easier conversations. Remember that your goal is to show off what makes you the number one applicant and you don't have much time, so keep it precise and to the point. You can even add a call to action by giving them your business card at the end of your pitch.

Work with recruiters
Recruiters have access to jobs and connections that you might not and by working with them you increase your chances of being placed. Many companies use recruitment agencies to add quality employees to their business, making working with a recruitment agency a great way to get noticed by a potential employer. Specialist recruiters are experts in specific industries and because of their close relationship with employers in that market, they know about job opportunities before they're even out on the open market.

An estimated 70% of jobs are not advertised. So how would you tap into jobs that are never advertised? Recruiters! It is to your benefit to engage with a specialist recruitment agency that works solely with your chosen industry.

Research shows there are more people than jobs in most industries, so you must always be a step ahead if you want to be outstanding.

If you are looking for a job, we can help you. We have a solid network of contacts and over 3 decades of experience in the fields of Engineering, Finance, IT, Supply Chain, and Freight. Connect with us today!

How to use corporate culture to hire the right talent

Wed, 26 Apr 2017 12:11:31 GMT

Every organization has a culture. This culture refers to the values and attitudes of employees in that very organization. According to research, potential employees forecast their happiness based on a company's culture - on how happy they'll be if they join the organization. Here is how to attract employees using corporate culture.

Outline your company culture
This is the most important step when you want to attract the right employees, sharing your company culture in detail. Saying your company has a great culture will not suffice. Clearly state either during an interview or on the job description what environment potential employees can expect in your organization. Your company's distinct culture can give you a competitive advantage and help you distinguish yourself from the competition.

Hire right, from the onset
As part of your talent acquisition strategy, look for candidates that reflect values that resonate with your company culture and values from the onset. According to Monster.com the main relationships between culture and recruiting are associated with employee attraction, selection, and retention. So, your strategy should be geared to attracting those individuals, this will go a long way in terms of the overall happiness of the employee as they feel in sync with the values of the company they work for. When values don't align, it will reflect on the employee's performance resulting in poor morale.

Reputation
An organization's reputation and culture are one of its biggest assets. Studies show that companies with great corporate culture have a positive reputation among workers and the general public. People are generally likely to want to work with companies that are associated with good values, working conditions, and growth. So use your company's reputation in attracting talented and skilled workers.

Retention
A strong company culture attracts better talent and, more importantly, retains that talent! When people feel like they belong to an organization, they're more likely to stick around for the long term. That means lower turnover and fewer new hires to deal with. A healthy corporate culture can help a company retain valuable employees and reduce human resources costs.

The reality is that culture is a business issue that has a significant impact on a venture's ability to generate a return on investment and should be prioritized and measured just like other business objectives such as financial growth. Culture drives or impedes the success of an organization. There is no single best culture , however, some cultures are more effective than others are and you want your organization to be synonymous with a great culture.

Are you hiring and looking for employees that are aligned with your company culture and values? We can help you, we are known to bring opportunity and talent together in a unique, intelligent way. We call this Connecting Great People.

Communicate Recruitment is a specialized recruitment agency sourcing top candidates in the fields of Finance, IT, Engineering, Supply Chain, and Freight. Register your vacancies with us!

How to be more efficient at work

Fri, 21 Apr 2017 12:09:13 GMT

Most people consider themselves to be effective at work. The question then is; is there room to be even more effective than you already are? Let’s say you have always been good with time management, do you put as much ‘time’ into learning new skills and keeping up with industry trends? Or your effectiveness is fixated on getting work religiously done since the day you were hired? Let’s hope not. Here are some tricks to invest in so you can be more effective at work.

Develop a system
It’s easy to let unnecessary things get in the way of work but having a set system in place forces you to focus. This helps with eliminating distractions, procrastinating, and wasting time unnecessarily. This is nothing routine can’t curb, like; assigning 15 minutes to read the news while you drink your coffee every day, once you are done you move on to the next activity with ease.

Focus on performance
‘A boss writes an employee's evaluation and recommends a pay increase for effective performance, but he doesn't give a raise for weak performance.’ Perform! It doesn’t help to be punctual every day but deliver half-baked work. Excel, go the extra mile, and ask; what else can I do? Learn new skills. Read more articles about improving performance in your line of work and industry. They’ll come in handy.

Use technology
In a world full of tools to make life easier; ask yourself are there repeat tasks that you can automate with technology? It could be in your communication area, storage, customer service, or as simple as managing your diary and doing something at a fraction of the time. Find out if you have to subscribe to certain software that could make your life easier and more efficient at work.

Track where you waste time.
Not knowing where you spend most of your time is dangerous. You have to know how your time is split and how many minutes you allocate and where, including breaks, checking emails, and meetings. Narrow your goals down to a few achievable things that can be easily broken down into steps, steps you’ll be able to adhere to without feeling out of place. I’m pretty sure there’s an app out there that can help you do this!

Overall, it’s important to note that being effective doesn’t have to be fixated at the office, it can start at home and flow back into the office. Sometimes it might mean organizing your personal life so you can free up your mind for office work. So, do a little introspection and decide which habits you have to adapt to be more effective at work and which ones you have to discard. If you want to be more efficient at work, we can help you. Visit our website to learn more.

Communicate Recruitment is a specialist recruitment agency. We specialize in the sourcing of top candidates in Finance, IT, Engineering, and Supply Chain/Freight. Register or apply on our website today!

How to prove to your boss that you are a leader

Thu, 13 Apr 2017 10:50:55 GMT

We associate leadership with a specific role or job title but true leadership is the ability to influence people to achieve better results for an organization or group of people at any level. This is because we all can look and act like a leader, even if you are not in a leadership role, you could be a leader for all you know. But how do you demonstrate that to your boss?

Here are some guidelines to help you demonstrate your leadership traits to your boss and move up the ladder quickly.

Deliver superior performance
Being able to deliver is a mark of reliability. No matter what you promise to deliver, deliver more so that managers know they can count on you. This makes you a strong candidate for leadership in the future as managers know that you are reliable and you deliver to the core. Make it your trait. 'The employees who stand out as leaders are willing to do more than they are asked.'

Help others
Be resourceful. Help co-workers coming to you for help, it could be that they have figured out that you excel at something, or they were sent to you as a knowledgeable resource . Take up the task and help them! All this will not be in vain, you will develop a good reputation among your colleagues. You might even be assigned bigger and better responsibilities as you would have proven you can do more than you are capable of by helping others.

Take initiative
Don't sit in the corner and wait to be told what to do. Take initiative and do what others are not doing. It could be as simple as volunteering to be a leader of a project, it doesn't have to be mammoth it can be a month-long project. Organizations are increasingly valuing innovation at work as they want employees who can think on their feet and take action without waiting for someone to tell them what to do.

Networking
Even though you are trying to exude leadership traits in your company so your manager can keep you in the forefront for a possible promotion, don't stop there. Opportunities are hidden everywhere and you should be able to seize them. So network outside your company and even outside your industry. This will expand your possibilities for something greater elsewhere.

It's not always as easy and glamorous as it seems to be when you are a leader or in a management role you might find out that you don't like this leadership thing once you are on the inside. But it's never foolish to prepare for a transition that could take your career to great heights. What's important is making certain it is what you want and you understand the responsibility that comes with it. So go ahead and put that extra work in, let your leadership traits shine through at work.

If you are looking for a leadership role in your career, we can help you! Communicate Recruitment is a specialized recruitment agency with a footprint all over South Africa. We specialize in Finance, Engineering, Supply Chain, and Freight jobs. Register or apply on our website today!

Why you should work in a team

Fri, 07 Apr 2017 10:46:18 GMT

Teams are created to carry out tasks more effectively than an individual can in the workplace. But not everyone enjoys working in teams, most people shy away from it while others completely avoid it or purely prefer working alone. Be that as it may, it's important to note that there are several benefits to working in a team for both you and the organization you work for. Here are reasons why you should work in teams.

Shared responsibility
A team that ensures that the workload is shared equally across its members is perhaps the best example of teamwork being put to use. The benefits of sharing responsibility outweigh those of keeping it all to yourself. When a team works well together as a unit, they can accomplish more than an individual member can.

Conflict resolution skills
It's almost impossible to work in a team and not engage in some sort of conflict, it's inevitable. Research shows that staff trained in dispute resolution techniques and good communication skills are less likely to enter into conflicts. Part of good business management involves effective conflict resolution, so you are better off learning how to manage conflict now than later on in your career, a skill you can keep and use universally.

Boost morale in the workplace
There are challenges each day in any workplace. Support and a sense of belonging can curb all that. When team members work well together, members tend to feel more comfortable in offering suggestions and feel proud of their contributions. In essence, a strong team can act as a great support mechanism for staff members working coherently in a team. More reason to go to work, right?

Looks good on your resume
Teamwork is one of the fundamental skills employers always look for. Have you ever applied for a job where "teamwork" was not mentioned in the job description? This is because knowing how to work coherently with a team is essential in thriving in the workplace. In essence, your ability to work cooperatively with others is the most important skill you can develop if you want to achieve your full potential in your career.

Everyone benefits
Teamwork allows employees to take greater responsibility for decision-making and also allows them to control more of the work process. This can lead to improved morale as employees gain more authority and ownership over the projects they are working on. And for the employer, this can mean lower turnover so it's not just a management fad, it's a thing to be acquainted with.

Not everyone likes working in teams, but the benefits outweigh those of working alone. If you are looking for your next career opportunity, you can team up with us. Visit our website to learn more.

Communicate Recruitment is a specialized recruitment agency with over 3 decades of experience in the fields of Finance, IT, Engineering, Supply Chain, and Freight. We believe in Connecting Great People with Great Careers!

Tips to hiring quality staff

Tue, 28 Mar 2017 10:42:37 GMT

The success of most organisation depends on the quality of their employees, making hiring a critical part of the business. Bringing new talent on board can be a complex and time-consuming process. Bringing a wrong candidate, on the other hand, can cost the company immensely. So the process has to be done right from the word go!

Here are key things you should look at when hiring. Remember every individual brings something unique to the business and it's important to seek out those with the best qualities.

Hire for the future
You don't want to hire someone who does not have potential as a long-term employee. The workforce is constantly changing so employers must forecast! Hiring someone whose skills won't evolve might not be a wise decision. The person you are hiring must have diverse skills. You want someone flexible enough to adapt to changes in the work environment since right now change is the only constant in most organizational systems.

Look for level-headed employees
Hiring the right person starts with having a reliable individual doing the hiring and who is well informed of the needs of the business. In your process, look for individuals who act both thoughtfully and with grace when a solution is needed. They should be able to keep a cool head when a situation arises and stay on task without the need for micro-management.

Honesty
We are not immune from making mistakes. So be sure to look for someone who is not shy to say: 'I have erred; I will rectify it ASAP.' Those are the people you want to work with. Entrepreneur.com thinks that you should not dilute yourself into thinking that having a great training program means you can train people to have these characteristics. It has to be embedded in them. Go as far as asking the candidate to describe failures they have encountered and have them share with you what they learned from them.

Use different methodologies
Don't evaluate candidates merely based on their resume because a resume can contain lies. Use different methods to evaluate the learning and analytical skills of your candidates. It's also a good idea to involve other people in the evaluation process as two heads are better than one. Like Steve Jobs said: 'You need to have a collaborative hiring process.'

Getting the right people on board saves you thousands, and your business will run smoothly and efficiently - Brian Tracy . There's a world of difference between a worker who's correctly matched to their job and their organization and one who is not. You'll want to find someone who is the right fit.

Communicate Recruitment represents a pool of skilled candidates in the fields of Finance, IT, Engineering, Supply Chain, and Freight. Contact us today and find out how we can help you find the right fit.

Why you should job search even when you love your job

Mon, 27 Feb 2017 10:40:45 GMT

So you love your job, you’re happy! The pay is good and your co-workers are lovely. Leaving your current job and looking for a new one is most probably not in your foreseeable future. But maybe it should be. The only way to truly grow your career now is to think about where you want to be going in the future. Here are reasons why you should job search even when you love your job.

It helps you prepare

Loving your job is all good, feeling appreciated and valued is even better. But your profession is ever-evolving and it’s important to know where your industry is headed or you risk being left behind. The skills you had when you were hired might not be as impact 5 years from now and continuously searching for jobs online can give you an idea of what’s expected of you in the industry and what new skills you might have to learn. For example, you might have to learn how to use certain software that will help you function better at work.

Backup plan

Anything can happen so it’s best to keep your options open. If you’ve been low-key searching for a job you can easily go back to a list of searches when your company hits a ruff spot or your lovely workplace deteriorate into drudgery. Moreover, when you are employed there is less pressure on you when you job hunt. You still have your current job that you love and it gives you the luxury of choosing to apply solely to jobs that you want and allows you to negotiate benefits.

Keep the search discreet

Continue to love your current job, excel in it, and keep the search for a new job to yourself. Don’t lose focus on your current job just because you are suddenly job hunting. Don’t post on social media either. You may not have your boss or other seniors online but that doesn't mean they aren't viewing your profile. It’s best not to post anything that indicates you are looking for a job, on the other hand, you might want to keep your LinkedIn profile up to date. Recruiters are always looking for new talent online and it can just be the opportunity you are looking for.

Truth is, there’s nothing wrong with job searching while you are still employed and it does not mean you love your job less either. You just have to be strategic about it. What’s important is preparing yourself for the next move and knowing what other professionals in your field are getting up to and what your future employer will expect of you. If you do want to start looking at possible new opportunities, we can help. Communicate Recruitment connects Great People with great job opportunities. We can help you plan your career journey that will ensure you realize your ambitions. Contact us today.

How to improve your relationship with your boss

Fri, 10 Feb 2017 10:32:47 GMT

Relationships are an important part of our lives. They require nurturing and now and then needs a new spark. Professional relationships are no different, especially with your boss. They take time to develop and can go amiss if not nurtured properly. This may affect your productivity at work if not your entire career.
In this month that’s all about the love, we focus on positive workplace relationships and offer a few guidelines to help soften your relationship with your boss if it’s between a rock and hard place!

Find a way to connect on a human level
Get to know them! Talk to them regularly and find out what their interests are. This is key to building a strong relationship as it is critical for your success. Bear in mind that like everyone else, they too have bad days - it could be family related or financial. Use that as an opportunity to get closer, ask about the weekend or how the kids are doing without getting too comfortable. This will give you insight into what kind of individual your boss is and enhance relations between the two of you.

Make their goals your priority
After all, this is a professional relationship! And your goal as an employee is to make your boss’ life easier. Find out what’s on their schedule and ask how can you lighten the load. Understand their overall objectives and align them with yours this ensures that your performance counts towards the success of the overall organization.
Bear in mind that making their goals your priority does not mean sucking up or being false. Keep it as simple as finding out what they are working on and being of assistance.

Understanding their communication style
Different people prefer different mediums of communication. Respect your boss’ preference. If he or she is an email person, adapt to that. If they prefer telephone calls and face-to-face meetings adjust accordingly. Take note if they are over elaborative or seldom get into detail. This includes their management style as well. Observe if they are authoritative, democratic, or affiliative. This will help with your behavior and knowing how to respond appropriately.

To help make it easier you can compile a list of what impresses your boss and what ticks them off, again this will help with how you should behave. For example, if your boss appreciates you handing an assignment in on time, they probably appreciate everything else being done on time.

Exceed expectations
It’s a good feeling when you can answer your boss’s questions on the spot, without shuffling through piles of paper or telling them that you’ll have to get back to them. But if you want to exceed expectations, pre-empt the question. Anticipate what they want you to stay on top of, and send them regular updates. By adopting a few simple habits you can show your boss that you are a consistent and dependable member of the team, and who doesn’t want someone like that by their side if the going gets tough?

It’s a two-way street and everyone has something to offer. The healthier the relationship the better satisfaction you will both get from work. Wherever you are on the corporate ladder, your boss is as important as you and it’s to your advantage to get along with them and vice versa.

Guide to successful onboarding

Fri, 03 Feb 2017 10:30:27 GMT

So, you accepted the offer and you got the job. Now the company has to get things off on the right foot by giving you a structured onboarding process.
A report compiled by SHRM stated that employees who go through a structured onboarding process are 69% more likely to stay with the company for at least three years, in addition to other benefits.

Every new employee has to be boarded properly, be it an employee who is being promoted to a management position or a newly appointed candidate from outside the company. Most companies tend to neglect the former and it’s just as important.
Here’s what to do on the first few days of bringing in a new employee.

Assign a peer
Select someone from the company who will share information as basic as where the kitchen is, how to access the phone line, printing machine, lunchroom, restrooms, employee mailboxes, and even get them lunch. Alternatively, you can assign a mentor who will assist in building confidence, improving retention, encouraging learning, and providing career development.

Arrange a staff meeting
Introduce the new hire to the rest of the team. The IT department, HR, finance, and other departments they will deal with on a day-to-day basis. Social media can be incorporated; it will help develop professional relationships with new colleagues. Private one-on-one meetings with the individuals they will work with daily will also be helpful.

Get them up to speed with existing team dynamics
The biggest challenge for a new employee in any company is understanding the various dynamics of how people work together. Therefore, the new employee will need to have a full understanding of the individuals they’ll be working with or managing. Always remember that open communication is central to good team dynamics and it’s important to share the ‘nuts and bolts of the jobs of everyone who will be reporting to the manager.

Management handbook
Send it over on the first day! And anything else that the new employee might need to get an idea of ‘what things are like.’ This could include:
• History of the company
• Organization chart
• Culture—how people work and relate to each other
• Important policies and how they support the company culture

Meeting with your manager
The employee must meet with their supervisor early on the first day. This could be through Skype or other effective mediums. During the meeting, discuss day-to-day requirements and the job description.
it’s also important to discuss goals and share tasks for the week and what the next 30 to 90 days in this position will be like. This will make it clear to the employee what is expected of them, what they need to achieve, and within what time frame.

The worst thing that can happen is to hire someone and not give them the ‘tools to be successful.’ Studies show that successful companies recognize the importance of onboarding and deem it worthy as it can keep staff engaged and improve long-term retention rates. Apply these guidelines and see if they can help.

Road map to hiring Millennials

Fri, 27 Jan 2017 10:27:17 GMT

By 2020, millennials across the world will make up 75% of the workforce so companies need to position themselves in a way that this generation approves of. In a survey, PwC found that 52% of millennials are willing to choose a position with a company that offers opportunities for growth, and contrary to popular belief this generation values ethics, work-life balance, profitability, diversity, and reputation as did their predecessors. So notions like: ‘voluntary turnover is higher among millennials’ are quickly falling away.
If you are hiring millennials there are several key issues you need to be cognizance of, like:

Having an online presence
Technology is one of the biggest things that have influenced millennials' behavior. This generation is online-centric and your company must position itself in a way that will appeal to them. From interactive websites to active social network pages and even having dedicated platforms for recruiting or engaging with them in topics of their interest.

Offering job flexibility
Studies show that 88 percent of millennials consider their work-life balance when choosing a job. They want to integrate their personal and professional work life. They are seeking an overall life balance therefore companies will have to provide more flexibility in their work life. The good news is, this may lead to higher productivity as people tend to be happier if they choose the hours they are comfortable with.

Hiring leaders and not managers
Goodbye micromanagement! According to research done by Deloitte, it is said that millennials are looking for leaders who place the most emphasis on employees' well-being, growth, and development, instead of controlling the work experience of each employee. A manager who focuses on control, delegation, and profits is no longer needed but a leader who focuses on vision, engagement, big ideas, empowerment, innovation, and transformation is much needed.

Instant feedback
Millennials are used to feedback and lots of it. Because they are digital natives and have grown up with computers and the internet they are accustomed to instant feedback, so instructing them on what to do is not enough. They want to know why you want them to do it and how it serves the bigger picture.

This being the start of a new year, most companies will be bringing in new talent in the first quarter, graduates being on the list. The workplace must be compatible with the needs of these modern technology-driven individuals to do a better job of retaining them.

Recognizing what motivates them, what doesn’t, and the subtle balance between the two will go a long way for organizations in keeping millennials from frequently searching for the next job

The importance of setting Career Goals

Fri, 20 Jan 2017 10:24:49 GMT

People tend to shrug their shoulders when you tell them about setting career goals but little do they know that setting these goals, be it long term or short term, professional or personal can give one the necessary motivation to achieve this goal. Psychologists and neurologists say that our brains treat failure to achieve our goals the same way it treats the loss of a valued possession, up until that goal is archived. So setting up your goal will drive you to work towards accomplishing it.

A Harvard Business study discovered noteworthy statistics relating to goal setting and success. It indicated that:

• 83% of the population does not have goals
• 14% have a plan in mind but are unwritten goals
• 3% have goals written down

The study found that the 14% who have goals are 10 times more successful than those without goals. The 3% with written goals are 3 times more successful than the 14% with unwritten goals.

Ten years later, they interviewed the members of the class once again.
• The 14% of the class who had goals were earning, on average, twice as much as the 83% who had no goals at all
• More shocking, the 3% with clear, written goals were making ten times as much as the other 97% put together!

Assuming that we all set goals here are the key to setting clear achievable career goals.

Write it down
Writing a goal down forces you to be clear and specific about what you want. A study found that you are 42% more likely to achieve your goals just by writing them down. Written goals are easy to measure and push you to openly define what your goals are, they become concrete and real. With the busy lives, we lead it can be difficult to remember everything so writing it down will come in handy.

Plan of action
Turning a theoretical goal into reality requires an action plan. An action plan allows you to break each goal down into sub-goals which you can then put into a timeframe. The timeframe then allows you to measure your progress to the bone this will also help you define the resources, time, and money you'll need to invest to achieve your goal. So break down your plan into steps and attach a realistic deadline to each step.

Measuring progress
Setting goals enables you to measure their progress, and to determine the level of success. The idea that you know you are making good progress will give you the drive needed to see the goal through. Being able to measure progress encourages you to stick with your goal. And if you are making good progress, your confidence is bound to grow along with your motivation.

Research has proven that 50% of people who write down their goals are more likely to achieve them than those who don't and further states that goals 'held' in the mind are more likely to be mixed up with the other 1500 thoughts per minute that the average human being experiences, making writing goals even more vital!
Without goals, you subject yourself to the default set of actions that keep you feeling safe and comfortable every day but this default stands in the way of your growth goal setting is critical. So go ahead, set your career goals now! Take some time out and see how meaningful they can be.

If your career goal for this year is to look for other job opportunities, we can assist. Contact Communicate Recruitment today!

How a mentor can fast track your career

Fri, 13 Jan 2017 10:21:39 GMT

Throughout your career, you will meet plenty of people you would like to turn to for advice and that's a natural progression of growth. Athletes, for example, have coaches that guide them every step of the way and by being strategic in developing your career you can identify a good coach or mentor who can help you nurture your career path.

Great mentors or career coaches if you like, can provide intangible resources that mentees do not have due to their lack of experience. They also challenge you to think in a way you never imagined before. Studies have shown that most successful people have had a mentor and are more likely to succeed. Mark Zuckerberg had Steve Jobs as his mentor, and Oprah Winfrey had Maya Angelo. If you allow mentors to strengthen their experience with yours, you'll be able to operate more astutely than you would on your own.
Here are reasons why you should get a mentor:

Influencers
Mentors can be an important foundation of your career. A great coach will assist you with your success, aligned with your best interest, and focused on helping you be the best you can be. As a mentee you need to cultivate a good relationship between you and your mentor, let the relationship grow organically. Share your goals and major careers decisions with your coach.

Wealth of knowledge
Tapping into a mentor's wealth of knowledge can speed up your growth process and broaden your spectrum. Assuming you'll choose someone who has been in the industry munch longer than you have and of course more affluent than you. You can avoid pitfalls and solve problems in a sophisticated manner. Draw from their knowledge and use it to your benefit, after all that's the purpose of having a mentor.

Constructive criticism
Take it like a champion. Remember the benefits of getting feedback. Allow them to be honest with you as this is the only way to grow. Express appreciation even if you don't agree with your coach. Rather ask questions to deconstruct the feedback but always remember that mentors have been there, right where you are and have made numerous mistakes that they can now use as a basis for helping you to skip the devastating effects of not knowing.

Stimulate growth
The primary goal of having a mentor is to grow in a sense that you wouldn't on your own. According to a recent survey , 88% of business owners with a mentor say that having one is invaluable. Confirming the importance of a mentor. This can have a positive impact on your career as you will not only grow faster but will also be interested in learning new skills that can lend you a promotion or help you land a new client.

The beauty about having someone as a guide or coach for your career is that most of them are driven by the satisfaction of helping others (you) and expect no monetary rewards from the engagement. Forging a relationship of this magnitude is sole to the benefit of your growth and career development.

A mentor will give you personalized advice which is much better than general career advice you can get on the internet. Consider getting one and observe how they can impact your career in 2017.

Why effective workplace communication is crucial

Mon, 05 Dec 2016 12:38:10 GMT

Workplace communication is one of the very first skills you’ll need to master in any new job. How you communicate with your teammates, your manager, your boss, and even the person at the front desk can have a huge impact on your team coherence, work performance, job satisfaction, and the longevity of your career. Let’s look at what constitutes workplace communication and why it’s so important to communicate effectively.

Communication in the workplace

Whether it’s direct communication in an email, instant messaging on the company intranet, talking to your colleagues around the lunch table, or how you communicate non-verbally with your manager – communication is defined as any method of transferring a message or information from one person (sender) to another (receiver). Effective communication happens when the receiver receives and understands the message exactly as the sender intended it. This requires a clear method of sending a message – be it concise writing skills for email, clear enunciation for face-to-face communication, and an understanding of how body language and facial expression help to convey your message. Effective communication also requires good listening skills, which means the receiver is 100% focused on the sender’s message (not being distracted by their thoughts or other background noise) and is also able to receive non-verbal cues.

But why is effective communication so crucial in the workplace?

1. Effective communication improves productivity

If you are required to complete a project with the rest of your team, your manager should provide you with a clear and well-explained brief that details all the specifications of the project: who is required to produce what, by when, and according to which guidelines? If the brief is communicated thoroughly and leaves no questions unanswered in terms of what’s required to complete the project on time and on budget, the project should run smoothly with everyone delivering their outputs in time. The team works well together because you all understand your role and what’s required.

If anyone on the team is sick or they’re not working as fast as the rest of the team, they should be able to communicate openly with their teammates and manager; to ask for help or for further guidelines so that the team isn’t adversely affected. Without effective and open communication, team productivity and morale will be on the line.

2. Effective communication bridges the diversity gap

South African work environments are highly diverse. Teams can be made up of people who speak different languages, come from different cultural backgrounds, practice different religions, have different sexual orientations, and cross-generational lines. All of these factors will have an influence on the work environment and how teammates perceive each other. Effective communication serves the purpose of conveying messages with respect, integrity, and purpose. If diversity is what sets people’s individuality apart from each other, then the agreement on how we communicate is what bridges that divide: speaking and writing clearly and formally in English, for instance, is the common ground that will help the company to reach its common goal irrespective of the workforce’s diversity.

3. Effective communication boosts job satisfaction

A large part of job satisfaction is feeling challenged and improving your skills with each new project you work on. As an employee, you should not only be able to communicate effectively and build trust with your teammates, as well as communicate upwards with your manager, but you should also be able to receive downward communication from your superiors – in the form of feedback. Being able to accept constructive criticism and to improve your skills and work quality can lead to a highly rewarding career with lucrative future prospects. If you are sensitive to feedback or take it personally when your manager or peers critique your work, you will quickly find that your job becomes difficult or stale.

4. Effective communication aids problem solving

The point of effective communication is to minimize- over time over time the number of misunderstandings and problems in a team and in the company. That’s not to say that if we all communicate via email in perfect written English that there will be no problems. When problems do arise – a client is unhappy, a project is running over time, someone gets injured on the job, etc. – your level of accountability or your ability to mitigate the problem is only half of the solution; the other half is how these factors are communicated. If you’ve messed up and you immediately own up to it as well as provide a solution to your bungle, you will earn people’s respect for being honest and for wanting to fix your errors, without blaming others.

Now that you are aware of the importance of effective communication in the workplace, consider how your own workplace communication – whether you’re in a finance job, an IT job, or engineering job, – impacts your team, your job satisfaction, and the level of trust you earn amongst your teammates and with your manager. Are you communicating effectively?

Are you in the market for a new job? Communicate Recruitment is a recruitment specialist with vacancies in the Finance, IT, Engineering, Supply Chaina, and Freight industries. Visit our website and apply, our consultants are waiting to help you.

Maximizing your LinkedIn profile

Fri, 25 Nov 2016 10:17:14 GMT

The rise of social media has made it easy for individuals to connect with professionals around the globe. LinkedIn is no exception. They have 450 million users around the world and 100 million of those access the site every month monthly basis . If you want to maximize your presence on this platform here are 4 guidelines:

Make your profile count
It’s the first thing people look at when they visit your profile therefore it’s important to have a well-written and compelling LinkedIn summary coupled with a good profile photo. The easier your profile reads and highlights your accomplishments the better it reflects on you and your capabilities.

You can also export your profile to Word or PDF to use for your career marketing activities. Best of all, you can create your website from your LinkedIn account. Platforms like branded . It allows you to import and customize your profile to boost your digital visibility.

Custom URL
LinkedIn is not only an excellent way of being found, it is also an excellent way for recruiters or people you may have met before to look you up. LinkedIn has a good ranking on Google so customize your URL. Share it on your email signature, business card, and website. Use it as an opportunity to advertise your skills and professional self.

Active profile
Keep an active profile, this will help you create a brand presence and present yourself as an expert and thought leader in your field of interest. Let every post be a reminder that you are keeping abreast of industry news. You can include your awards, presentations, and projects that you are currently working on - not to mention photos, videos, links, and shared content.

Call to Action
People need to know the next steps in connecting with you, and your LinkedIn profile should offer at least one such next step. Make it simple. Make it impossible to miss. Make it easy to take. Spell out to your network or visitors what you’re looking to accomplish, and what you’d like for them to do next. If you don’t give people a clear call to action, they won’t know what to do with the information, insights, or intelligence you have provided or hinted at.

LinkedIn is the ultimate personal branding tool, if used well it can serve more than just as a social networking site, it can boost your career. So go ahead and improve on your profile, position yourself as an expert and enjoy the opportunities this platform brings.

Ready to take your career to the next level? Then look no further! Communicate Personnel is a specialist recruitment agency and we would love to be part of your career development. We have Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Follow this direct link to our vacancy page and apply now!

18 November 2016

How to make the most of your money this holiday season

Fri, 25 Nov 2016 10:13:33 GMT

Dire economic times require sustainable budget plans and with South Africa’s slow economic growth , rising debt, and high-interest rates there’s no better time to tighten your monetary belt than now. Finance Minister - Pravin Gordan said: ‘We cannot spend money we do not have and we cannot borrow beyond our ability to repay.’ With the festive season approaching everyone will want to spend a little extra but before you do, here are a few pointers you need to keep in mind:

Decide upfront how much you have to spend
Once you have decided how much you have to spend, stick to it. Take miscellaneous costs into account. There are different ways to draw up a budget, you can decide on a general spending limit or allocate a specific amount to each product or service. Just remember to keep it within the set budget and never to deviate.

Beware of sales
Be a responsible consumer, always compare prices before you purchase during a sale. You can use apps like PriceCheck to see which store offers the best deal, some may be genuinely discounted but most of them may have hidden costs. Stay away from the ‘buy now and pay later deals’ as not all deals are created to save you money. If you can pay for it in cash, pay for it. Avoid high interests that come with monthly installments.

Sentimental gifts
Always remember to spend wisely and that there’s a new year ahead, and to some degree, it’s the thought that counts. Not only is this economical but it carries a lot of value. You don’t always have to go to the shops and buy something pricey as a gift, people appreciate you offering your time. Some good ideas include baking cookies, helping a friend who’s got a lot on their plate, cooking for the entire family, or even offering to take your friend's kids on a play date.

Pay off debt
You can use part of your bonus to pay for annual expenses like school fees, this will help reduce expenses in the new year and free up some much-needed cash. Think of the year ahead and how you want to spend your hard-earned bonus. Bear in mind that there are 12 long months ahead and you have the opportunity to use money wisely.

The South African Savings Institute (SASI) has 7 Tips to survive the festive season

1. Resist SALE, think SAVE! Clearly distinguish between needs and wants.

2. Make your own Christmas gifts and only take holidays you can afford.

3. Have a clear budget for your requirements in the New Year.

4. Use free online tools to track your spending and debt and know where every cent of your income goes.

5. Pay cash for all purposes and don’t be trapped by easy credit cut up those store credit cards!

6. Visualise what you want to save for and start saving more. Save your bonus and make it multiply.

7. Service your debt and stick to the payment terms. If you cannot service your monthly debts discuss your situation with your credit providers before it is too late.

You don’t want to start the year on a financial deficit keep an open mind and not an open wallet. Be cautious and enjoy the holiday season!

Should You Be Job Hopping or Not?

Fri, 18 Nov 2016 10:11:49 GMT

It’s safe to say that most millennials are job hoppers, but what does that mean? It means younger workers are likely to change jobs every few years rather than stay in one company for longer periods.

Job hopping can enhance your career if done right, according to CareerBuilder it depends on the industry you are in - some industries have a higher ‘’frequency of job-hopping than others’’ For example:

•Information Technology – 42% were likely to leave within 1 to 2 years.
•Manufacturing – 32% were likely to leave within 1 to 2 years.
•Transportation – 37% were likely to leave within 1 to 2 years.
People hop for different reasons; it could be because of a desire for a career change or simply because there are better opportunities elsewhere.

How Job Hopping Translates in The Eyes of an Employer
According to research, results show that most companies are still skeptical about hiring job hoppers, they fear that they might not get the return on investment in hiring you simply because they value longevity. The longer you stay at your current job the more loyalty you are deemed to be showing to the company.

On the other hand, (some) employers and recruiters appreciate the wide range of skills and experience that the job hopper is exposed to. ‘You might have the right mix of skills’

What You Need to Know About Job Hopping:
Advantages:
•Pay rise
Job hopping might be the quickest way to increase your earnings. You might find a job that offers a better salary or more interesting benefits than your current position. According to Payscale , an average increase one can get is up to 3% per year whereas alternating between jobs can get you 10% – 20% per year.

•Skills Development
Learning new skills in a new role can broaden your knowledge and expertise which will, in turn, make you more employable in the future. Your skills will be accentuated as you will be exposed to new challenges, different companies/industries, and dealing with different clients. This can give you a professional advantage.

•Powerful Network
It can be tricky to grow your network when you work with the same people year after year. The more companies you work in, the larger your network of professionals will become. Networks are important in today’s competitive industry. They can yield better career opportunities.

Disadvantages:
• You may seem unreliable
It may suggest that you are not good at your job or are a quitter? Hiring companies could assume that you get bored easily. If the employer is looking for a loyal employee, they may think twice before offering you a job if you’ve job hopped quite a lot.

•First in the cutoff line
Job security is an important factor to take into consideration, especially in today’s economy. Based on your job record, when a company has to lay off employees you may be the first to get retrenched. Employees who have been serving the company for many years may have an advantage over you.

•Longevity
Employees are important in any running business therefore companies can be reluctant in hiring someone who has a pattern of changing jobs frequently. Employee turnover is generally expensive and companies would like to keep it as low as possible. It makes sense to invest money and training in someone who will stay rather than someone who will leave after a few months or years.

‘Choose a job you love, and you will never have to work a day in your life.’ Confucius

So, To Hop or Not?
Always remember your career goals if you are considering another job and ask yourself, what long-term impact this will have on your career.

If you need some advice, Communicate Personnel is a specialist recruitment agency with the very best recruiters. Our committed consultants dedicate hours of work to each candidate to understand your value, strengths, and skills. We would love to work with you, apply now!

Social Media: Be aware employers are watching

Fri, 11 Nov 2016 10:08:26 GMT

These days, recruiters view potential candidates’ social media and online profiles before inviting them for an interview. They want to see if their online presence is credible and resonates with that of a professional in that field.

According to the 2014 Social Media Recruiting Survey on Jobvite.com, 93% of employers will check your social media presence before making a hiring decision. As many as 73% of employers admitted that they have hired people that they found because of social media.

This is important because it has a direct impact on your career. On the other hand, if you are not active or do not have a social media profile at all, it sends a red flag to recruiters that you might not be as digitally savvy as expected from an average professional. They must be able to Google and find you on at least one or two profiles.

Here are three things to steer away from when you post:

Badmouthing your current or previous employer.
What you say online does not necessarily stay online, for example: if you are having a conversation on WhatsApp with your friend, and you say something inappropriate about your boss, your friend then decides to screenshot the conversation and share it online, you will face repercussions irrespective of the conversation being ‘private’.

The trick is to keep your outburst about your boss or company to yourself! If it’s not worth being put on a billboard on a highway, then don’t post it on social media. Find other means of escalating your queries with your boss other than ranting online.

Don't announce everything on social media
People post about, almost everything! But certain things should be kept off your social profiles like interviews, raises, and new jobs. Recruiters may see this as a red flag and it may imply that you are unprofessional. Only share those plans with people you completely trust.

Always keep in mind how you want to be viewed when publishing online and how it will reflect on your overall image. Position yourself as a knowledgeable person in your field or field of interest. Balance your posts and keep the ratio to 50/50 between professional and personal posts.

Delete old posts
Make it a habit to regularly review your content. This will enable you to get rid of any information that you feel could reflect negatively on you. Change your privacy settings to share content for a particular audience such as family and friends only.

Always remember that potential employer's Google candidates and if they find tasteless content about you, you may not get the job or that deserving promotion.

Rule of thumb
Assume that everything you post might be seen by potential employers. You need not completely stay offline but like any other tool, social media has to be used cautiously.

Need help in showcasing your worth to your next potential employer? Our consultants will help you achieve your career goals and manage the entire recruitment process, from interview to offer stage. Connect with us today for top talent and great careers.

The challenges of job hunting while you're employed

Fri, 28 Oct 2016 10:01:54 GMT

Let’s face it, most of us will be job hunting while we are currently still working. Looking for a job requires a lot of time and effort on your part and it isn't something you should enter into lightly. When you consider that no job is fwhileorever while you’re still working, and the fact that the average employee will have between 10 and 15 jobs in a career, it's wise to take action to positively influence your chances to land a new job, even if you don't think you need one right now. That said, job hunting can present its own set of prickly problems.

So what do you do when you've decided it's time to move on? Most of us have been there at some point in our careers. Do you tell your boss or not? How do you handle interviews and references? We offer some advice:

Need to Know Basis
If you don’t want your boss to know that you’re looking for a new job , don’t talk about it to anyone in the office. Talk about it to your spouse, your best friend, or your dog. Don’t talk about it to the receptionist or anybody at work.

Don’t Use Company Resources or Time
Conducting your job search on company hours is never a good idea. When you are at your current job, it should be your primary focus. Underperforming is surely something that will tip off your boss that something is going on with you. It's unethical and not likely something that will get you a great recommendation from your present boss when the time comes.

Schedule Interviews Strategically
Be honest with potential employers about the need for an interview before or after regular business hours. They’ll appreciate the integrity you show by continuing to take your present employment seriously. If they must interview you mid-day, suggest your lunch hour. If that will not work, take a personal or vacation day.

If Time is Limited, Get Help
Because you have a job, your time is limited, so you must be organized and focused. By contacting recruiters who specialize in your field, you can save time and increase contacts. Working with a specialist recruitment agency will provide you with the added benefit that you will have consultants assist with your career search that understands your industry, the unique trends, and have experience and a relationship with potential employers.

Job searching while employed full-time can be tough. But it’s not all bad. It offers you the opportunity to negotiate salary and time to consider all options without being tempted to take the first offer that comes along just to make the mortgage payment. Job search ethically and you’ll even be able to turn your current manager into a positive future reference.

Looking for success in your career? We can help you untangle the steps to your next job opportunity. Communicate Recruitment has several exciting new career opportunities which include Finance jobs, IT jobs, Engineering jobs, Supply Chain Jobs, and Freight jobs. Visit our website and apply today!

Personal Branding, how important is that for your career?

Fri, 21 Oct 2016 09:58:42 GMT

In the past few years, personal branding has become more and more important. The difference between today and ten years ago, is the rise of social technologies, the instant access to the internet, and the blurring of boundaries between work and personal lives. Personal branding has stepped up to be a key consideration within your career and it is essential to invest time and effort in how you choose to present yourself. It could make the difference between you being very successful or not.

You might not think that you have a personal brand but everyone has one. It’s just that most people don’t know what their brand is saying about them, and few invest any time in building it, enhancing it, or leveraging it to support their careers.

How do I identify my brand?
There are several steps you can take to identify your brand. It all starts with self-assessment, what do you want your reputation to be? It’s about bringing together who you are, what you do, and how you do it. It’s about making your mark by being yourself —your best self. Think of your brand as your unique promise of value. It's what you're known for and how people experience you.

I am not a celebrity, why do I need a brand?
Many people think that personal branding is just for celebrities such as Paris Hilton or Taylor Swift, yet every one of us is a brand. Social media tools have leveled the playing ground and have enabled us to reach incredible heights, at the cost of our time. Employers will Google you before they even invite you to an interview and the reality is your current employer is probably keeping an eye on what you’re doing, too. When you interact with people, both online and offline, they’ll build up an image of who you are over time. You want to be in control of all of those impressions.

What Makes You Unique, Makes You Successful
Personal Branding is about identifying and then communicating what makes you unique and relevant for your employers so that you can reach your career goals. If you understand your strengths, skills, passions, and values, you can use this information to separate yourself from your competitors and stand out.

Regardless of age, regardless of position, regardless of the business we happen to be in, all of us need to understand the importance of branding.

In the next post, I will discuss tips on how to discover and identify your b rand too. Start thinking differently about yourself. You are not defined by your job title or confined for that matter by your job description. If you want to reach the career goals you need to start thinking about your brand, the Me.Inc brand.

If you need assistance in getting your brand out there to secure your next career opportunity we can assist. Communicate Recruitment is a recruitment agency with consultants specializing in finding individuals Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

Image Credit: FreeDigitalPhotos.net by KROMKRATHOG

Safeguard Your Career

Fri, 14 Oct 2016 09:53:24 GMT

Not too long ago, climbing the corporate ladder assured management professionals of a bigger office, a couple of extra zeroes to their paycheque, and a more secure future. However today, executives are being told not to get too comfortable in that corner office– because your job is just as at risk as everyone else’s. The higher up the ladder you go, the more unstable your position may become.

The world of business is reshuffling itself. Today most senior workers grow disengaged when companies don’t operate like they did 10 years ago.

The ultimate goal of change management is to engage employees and encourage their adoption of a new way of doing their jobs. Whether it is a process, system, job role, or organizational structure change a project is only successful if individual employees adapt to the current job market. This is the essence of change management - mobilizing the individual change necessary for an initiative to be successful and to deliver value to the organization.

Safeguard your job with these four simple strategies which may save you from your worst enemy at work, which just so happens to be you.

Visibility. Reliability. Be Valuable. Planning!

Visibility

Familiarity is your powerful collaborator in building relationships. It's always a good idea to talk to your boss periodically about your work, even if you have a formal evaluation process.

If you can't see your boss regularly due to travel or location, stay visible by phone and email. This is not the same as a meeting in person but much better than fading from memory.

You also want to be on the radar of people outside your organization. Update your profile on LinkedIn regularly. Connect with people who have the potential to hire you or recommend you to people who can hire you. Do this even when you’re not in the market for a new job opportunity.

Reliability

Being reliable is an old-school way to bulletproof yourself. Dependability in the workplace leads to consistency. As a consistent member of the workforce, you begin to build your niche as an essential element of the larger team. In short, your employer can count on your level of performance because you're reliable and they don’t have to worry about you bringing less than your best effort. People will know they can count on you and that you produce high-quality work within the required time frames.

Be Valuable

Just do what is expected from you and more! The bigger the role you play in the important stuff that’s getting done at work, the more indispensable you become to your boss. When you've seen as an expert in your organization, you'll develop a reputation as someone who others can come to for help. This can lead to interesting work projects, as well as speaking and training opportunities, all of which increase your value.

Planning

No job is permanent and everyone should expect to be in the perpetual passive job search. Being ready is the biggest favor you can do for yourself during good times or bad. Having an up-to-the-minute CV gives you confidence that you're prepared for any possibility. And that confidence makes you seem more capable, more valuable, more of a keeper when layoffs are in the air.

You should also prepare for opportunities by improving your skills, strengthening your weaknesses, and learning new things.

Are you ready to take the next step in your career?

We have Finance jobs in accounting, auditing, taxation, and corporate finance. A variety of IT jobs range from developers to architects, consultants in CRM and ERP, through to project managers, systems engineers BI, and BA. Engineering jobs in industries like civil, structural, mechanical, electrical, electronic, engineering sales, production, and trade. Supply Chain jobs as well as Freight jobs in procurement, production, logistics, freight as well as warehousing and distribution.

Visit our vacancy page and apply today!

What qualities are employers looking for?

Fri, 07 Oct 2016 09:51:24 GMT

That’s the million-dollar question! Job adverts most of the time reflect a long list of bullet points with requirements and responsibilities. Once you get to a job interview, you realize that the job advert very often does not reflect the whole picture. Employers are looking for qualities in new staff that is never really listed in the job ad. The bottom line is that today’s top employers are looking for more than the right training and education. They are seeking employees who are well-rounded, adaptable, committed, and a good fit for their organizational culture.

So what qualities are employers looking for:

Professionalism
Professional is about as basic as career advice gets. But even the most seasoned of CEOs can get tripped up by the basics. Far too many people get wrapped up with the appearance of professionalism -- a look, an image, something that is superficial. The truth is, you can put on the fanciest, most expensive suit you want but that doesn't make you a professional. What makes you a professional is a seriousness and sincerity with which you approach your job. Professionals do not cut corners. Professionals are thorough and oftentimes meticulous about their work. Professionals hold themselves to a certain set of standards they always seek to maintain.

Passion and Enthusiasm
The reality is that the pace of life and work is hectic these days. It is, therefore, no surprise that employers know that today’s employees need to have plenty of energy and enthusiasm and need to be resilient to pressures and stress.

Intellectual curiosity
Being intellectually curious is all about asking questions, not about having answers. It's about believing in the pursuit of knowledge as a value in and of itself. Whether it’s new ideas, new technologies, new methods, or new approaches, today’s top candidates need to be intellectually curious. By constantly asking 'can I be doing something more crucial to the company?', employees instantly become a much more valuable asset, be it understanding which product to prioritize in a pitch, or focusing on team projects that will help the company's overall strategy.

Complex Problem Solving
Even when it isn’t specified in the job description, many employers will look at your problem-solving skills at various stages of the application process. It means thinking out of the box, challenging the status quo, and being able to come up with innovative solutions that achieve positive results. In today’s business world this is considered a key differentiator.

Are you in the market for a new job? Communicate Recruitment is a recruitment specialist with vacancies that include Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Visit our website and apply, our consultants are waiting to help you.

4 Tips for writing a CV when job hunting in the digital age

Fri, 30 Sep 2016 09:49:38 GMT

As a job seeker, one of the most difficult things to do is grab someone’s attention and make a great first impression without ever meeting that person. The first step to job hunting is ensuring you put together an outstanding CV that tells your career story. Recruiters receive thousands of applications every day, so it’s more important than ever to ensure your CV is the needle in the haystack that gets discovered.

Here are four quick tips for updating your CV so that you can get the job you want before the end of this year.

Write your CV for busy people
It’s important to create a CV that’s current, relevant, and appealing. You need to signpost the most important aspects of your skills and experience. No one is interested in your internships or entry-level positions unless you’re still starting fresh. That is why you need to make it concise and informative so that even when it is skim-read it conveys your message. Use a clear structure, heading, and bold subtitles and remove everything irrelevant.

Think keywords
In the digital era, the reality is that most often companies use programs to assist with scanning through applications. It’s therefore important to ensure your CV includes certain keywords that will help software match your skills to a job. Choose keywords directly from the job description, especially those mentioned more than once. Your keywords should be thoughtfully woven into your overall story, ideally in several places throughout your CV.

Highlight accomplishments and achievements
The job market is competitive so the best way to sell yourself is not focusing on your duties at your current or previous jobs but rather on accomplishments and achievements. Using numbers, context, and meaningful metrics, your CV must paint a picture of you in action. How you contribute to the organization, how you show initiative in your job. Highlight what you did on the job that was different or better than anyone else holding that job.

Fill in the gaps upfront
Whether you were retrenched, you had to care for an ailing parent, chose to raise your family, or you took time off for furthering your education or simply traveling, never leave gaps in your work experience on your CV. It’s not about trying to catch you out, recruiters and employers just want a reasonable explanation for your absence from formal employment.

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 specializing 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 Recruitment Connecting Great People with Great Careers.

Job Hunting? How to get noticed by recruiters online

Fri, 23 Sep 2016 09:45:39 GMT

Whether you’re actively in the job market searching for a new career opportunity or you just want to be kept in the loop of potential new positions that fit your skill, standing out among millions of others is the key to attracting the attention of a recruiter. Most companies turn to the expertise of recruitment agencies to fill their vacancies, so it makes sense to make sure you’re as visible to us as possible.
Our consultants spent hours every day working through hundreds of CVs and online profiles, here are some tips on what we look for:

Show Tenure and Experience
Most recruiters will tell you that they will search LinkedIn when they are looking to match professionals with specific job openings. Therefore, maintain an updated and detailed profile. Make sure you include any keywords that are relevant to your field or industry. But keep in mind that without a doubt, hiring managers want to know you have the experience to do the job. This is the first thing any recruiter will search for. LinkedIn is the obvious place to share your work experience, but don’t stop there. Actual examples that showcase your awesomeness will always attract attention and show that you’re the real deal.

Show achievement over responsibilities
The online profiles that stand out are the ones that show what candidates did with the responsibilities they were given. Not just what they were responsible for, but what they achieved in context. Your online portfolio should include samples of code you’ve created, analyses and summaries of data you developed, your sales awards, projects you’ve worked on, or a list of clients you’ve served. Recruiters won't see the fruits of your hard work unless you spell it out in your profile.

Show your personality
Your LinkedIn summary is the perfect place to express yourself. Include why you’ve chosen your field and what motivates you to do your best work. With personality being more important than ever to companies, it’s key that your online profile reflects who you are and how you can make contributions to the employer right off the bat. Recruiters don’t just look for skill when matching candidates, personality is very important. We want to see that you have personality and that you can articulate that effectively online and in person.

Engage with recruiters
Whether you are in the job market or not it’s a good idea to start building up some relationships with recruiters. They can offer valuable information in terms of your industry that goes beyond the next job opportunity. They know exactly what skills are in demand, what specific technologies the market is asking for, and have a wealth of information about hiring companies and salaries.
Because most recruiters specialize in specific industries and job functions, you will likely have the most productive relationships with a specialist recruiter in your industry. Be sure to research recruiters and only engage with individuals once you’ve assessed their reputation and credibility. The right Recruiters can be strong allies in your career advancement.

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. Communicate Recruitment has a team of dedicated consultants specializing 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. Apply today.

How to get the most from your recruiter relationship during job search

Fri, 16 Sep 2016 09:32:17 GMT

Thinking of using a recruiter for your next job search? A good first step is having a clear understanding of how recruitment companies work and what you can and can’t expect. Working with recruiters isn't just about uploading a CV to a website and waiting for the phone to ring. A recruiter is a candidate's best ally, but you need to remember that the job search process is a partnership and will require efforts from all involved.

Here are some hints from recruiters themselves on how to get the most out of the relationship and make the process as effective as possible.

Benefits of working with a recruiter
Understanding the job market: As a professional, you should only want to work with industry experts who understand your profession and the sector you work in. At Communicate Recruitment we have specialist consultants in the Finance, IT, Engineering, Freight, and Supply Chain industries. These consultants have years of experience and can consult with you, giving you industry insights, telling you what companies look for when recruiting and what you can expect in terms of salaries.

We represent you: Recruiters have long-term relationships with their clients and have earned trust over time. Recruiters know what the key skills are that the hiring manager wants at a specific company. Most corporate job descriptions don’t tell you what the manager wants, so when you apply online, you aren’t necessarily attacking the right points. Recruitment consultants have the skills and experience to be able to market you above the other candidates and upon offer, negotiate the best package on your behalf.

We provide key information for interviews: Recruiters speak to numerous organizations and have real insights into their needs when they are recruiting. They have insight into what is going on inside the employers’ organization, the culture, the structures, and who the real decision-makers are. This information could be key in helping you prepare but also to ensure you ace that all-important interview.

Understand that recruiters can’t work miracles
Often time this is the key thing that job applicants don’t understand . Recruitment consultants work for the employer who pays them. They will go out of their way to help you if they can, but at the end of the day, they work for the employer and don’t control the full process.

Recruiters are not the decision-maker determining whether or not you get a job offer – Although recruiters often time have input into the decision, depending on the organization and the relationship they have, they are not the final decision maker for a job.

Recruiters also earn more money if they negotiate you a higher salary package – If you expect a recruiter to represent you it’s important to be completely transparent especially when it comes to your salary. Recruiters will always be motivated to get you a higher salary, not less. But oftentimes because they have an idea of what the hiring manager’s range is, they can help you come in at a number that works for you and the client, which in the end will maximize your chances of getting a job.

Do your homework
Recruiters are representing you and acting on your behalf; your reputation is tied directly to theirs. There are plenty of good recruiters out there, but there are some unethical ones too. Credible recruiters will be members of APSO (Federation of African Professional Staffing Organisations) and are bound by their Code of Ethics & Code of Professional Practices. Before engaging with a recruiter do your homework and find out about their credibility and reputation in the industry. It’s important to be aware all APSO member agencies are forbidden from charging any fees to job applicants. It’s therefore in your best interest to deal with agencies that are registered with this association.

Keep in Touch
Recruitment consultants represent many clients and work with a lot of highly skilled candidates. Good recruiters have sharp memories and never forget a candidate when the right opportunity comes along. That said, they don’t always have time to check in with you if there isn’t something to discuss. Follow up with your recruiter regularly and let them know how your job search is going. By staying in contact you can gain valuable insight into your performance during interviews and possibly get advice on ways to improve your interviewing skills.

Like all industries, there are unfortunately a few individuals that give the recruitment industry a bad name. Just because you have one bad experience doesn’t mean you should write off all recruiters. Do your research and reach out to recruiters, but understand what recruiters can and can't do for you.

Why use a recruitment agency for hiring?

Fri, 09 Sep 2016 09:29:35 GMT

Hiring the right employees for your company can be very time-consuming and extremely challenging with the current talent shortage in South Africa. However, to be successful and competitive in today’s business environment recruiting top employees should be a priority in every business.

There are several important benefits to companies when they partner with a reputable recruitment firm for their hiring needs:

Time
The number one commodity that you can’t buy, produces, re-create or develop. The reality is the hiring process can be very time-consuming with having to sift through hundreds of applications to try and find the best-suited candidates. Screening, interviewing and relevant reference and qualifications check all take up precious productive time from staff that needs to focus on crucial business activities. Specialist recruitment companies can help you avoid mistakes in the hiring process by providing an objective investigation of a candidate and can save you time by screening candidates against your requirements and doing the necessary qualification, credit, and work history checks.

Expertise
Specialist recruitment agencies often have a level of expertise that far exceeds some employers’ human resources departments. They not only understand the industry but also have in-depth knowledge of candidates and skills available in the market. Sometimes the best talent is not necessarily the ones on job boards looking for new positions. Identifying and approaching this hidden talent is not an easy task, but that’s what trained recruiters do every day.

Speed
Specialist recruiters work daily with top talent and develop deep networks of active and passive candidates. This allows recruiters to be able to source for the right candidates much faster and find top qualified people quicker. Recruitment agencies have many networks, each consultant can identify, source, attract and validate candidates in a fraction of the time it would take a client. Connecting you to people with a range of skills and experience much quicker than any internal team would be able to do.

Quality
Specialist recruitment agencies worth their salt are well-known in their focus areas which encourages high-caliber candidates to contact them. This ensures a continuous pool of relevant talent. A reputable recruitment agency will want to make sure that the person they recommend for the position is the best person for the job. They will therefore be meticulous in their selection process and will only choose candidates that they feel will do the job to the best of their ability. This gives employers the security that the candidate should be a good fit for the company.

Hiring a new employee is a crucially important part of business, although often very time-consuming. When you have a busy company and an open position within it, the task of finding your new employee may feel like an impossible task. Partnering with a credible specialist recruitment company offers numerous benefits and will ensure you find the right candidate much quicker.

Communicate Recruitment 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. If you are looking for an agency that can connect you with top talent in the Finance, IT, Engineering, Supply Chain, and Freight industries contact us today.

Think twice before you accept a counter offer

Fri, 02 Sep 2016 09:27:44 GMT

You wrestle with the decision. You consider the impact on your family, co-workers, and yourself. You think you’ve made a decision, then you change your mind. Finally, with the help of your recruiter, you find a new job with more pay and growth prospects and you are determined to resign.

On Friday morning, you get up the nerve. You call a meeting with your boss and give your 30-day notice. You walk out feeling relieved and the excitement of starting a new job begins to take over.

But, just when you thought you had it all figured out, your boss throws you a curveball by making what appears to be an attractive counter offer. You are confused, should you stay or should you go?

This is a common dilemma, that many individuals encounter when going through a career move. In South Africa, the skills shortage is a particular problem and no company wants to lose their skilled employees. Sure, it's an ego boost, but a backhanded one, when you think about it. If you were so valuable all along, why did you have to quit to get your employer to recognize it? However, the decision of whether to stay or go is a personal one, there are common pitfalls that you must be aware of before accepting an employer’s counteroffer.

Questionable Loyalty
The moment you resign, your loyalty to the company is immediately questioned. Employers who make counteroffers typically make them out of desperation and panic. Your manager will do what he or she can to protect the interest of the company. They realize that their financial loss will be greater than losing a productive employee and paying to find a replacement, than losing the cash associated with a counteroffer, which may get you to stay. Finally, it’s a fact that people and companies seldom change, and the reasons and circumstances that motivated you to leave the job in the first place will likely remain unchanged.

No “quick fix”
A counteroffer does not fix the reason you were looking in the first place for the majority of cases. Should it reach the point of resignation before issues are addressed and your salary is at the right level? Think about what else would change if you stayed (besides receiving more money). Review each of your reasons for wanting to switch jobs and take an honest look at your deal-breaker issues. Will they somehow magically disappear if you accepted the counteroffer? Unlikely. More often than not you will find you are unhappy again 6 months down the line but with a higher salary making it harder to move to a new job.

Reputation
By opening the door to a counteroffer, you jeopardize your relationship with your new employer. You are putting your integrity at risk and damaging your relationship with a future employer who has proven that they recognize your talent, and are willing to risk their future by investing in you. In addition, earning a promotion by resigning sends the wrong message to colleagues, and will leave unanswered questions in everyone’s mind about whether or not you truly earned it.

Statistics are not in your favor, it shows that employees who decide to accept a counteroffer end up leaving within the year. Does that mean you shouldn’t accept a counteroffer? Not necessarily. What it does mean is that you should prepare for all the possible scenarios that may arise. Whether you decide to stay or make a clean break is up to you. Just be sure that your decision is an educated one.

Communicate Recruitment‘s candidate services focus on providing accurate and impartial advice on career planning and management of your long-term career goals. We would be able to assist in providing advice on how to manage a new job offer. Check out all our vacancies which include Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Apply now!

Skills Developers Should Invest In

Fri, 26 Aug 2016 09:26:12 GMT

Every day is an opportunity for developers to update and develop their skills. During this time, you can decide to grow in your craft or choose to lag. Rather than getting comfortable with the set of skills you have, ever thought of pushing a bit forward? The IT industry is constantly changing because of advances in technology, keeping your skills sharp and up to date will ensure you work on bigger and more challenging projects and ultimately advance your career.

Below is a list of key skills you as a developer should invest in :

1. Application Development
This is one of the top skills that are in demand. Organizations are more regularly refining their digital customer experience, making the user interface and experience design crucial skills in the coming year. From internal systems to front-end apps, the software will be everywhere to improve business processes. This year, we started witnessing a huge demand for programmers to upgrade existing computer systems, or for the design and development of new applications. So, if you have strong skills in Java, hardware controllers, web and mobile applications, this is the year for you. Talent with preferred coding skills such as Java, Java EE, JavaFX, .NET, C, Objective-C, and UI/UX Design can make the best of the demand.

2. Mobile platforms
2014 was the year when the demand for smartphones and tablets reached record highs. Businesses across the world are adopting mobile application development strategies to meet their business objectives.
There are however different approaches to mobile development . Mostly there are three important focus areas; IOS, Andriod, and Windows Phones. If you focus on native app development pick one platform (android or IOS) and learn the APIs for that system. When you have come to be efficient using one platform, it is possible to broaden your knowledge into another platform.

3. Cybersecurity skills
Intel Security says a massive 82 percent of IT professionals that it surveyed are battling a shortage of workers specializing in cybersecurity. Increasing concerns and business risks associated with insecure software have brought increased attention to the need to integrate security into the development process. Some of the leading experts think that to ensure software security, developers need to build security from the code up. Security is becoming more and more important, developing skills in this area will surely benefit you in your future career.

4. Full project life cycle experience
Bird’s eye view of a project? Yes, clients want developers who see a project from an architectural point of view. Understanding how a project fits together and links into the business is a key skillset and that demand will continue. This is also true for project management. Not every developer should be a project manager, however, you need to understand the process. You need to understand how to track progress on tasks and how to work with other developers to get things done.

4. Know a server language
The reality is that JavaScript is now the preferred front-end language worldwide. If you haven't learned it yet, you should learn it now. There is no denying that since its inception in the mid-'90s, JavaScript has become one of the most popular Web development languages. Although initially developed as a browser-agnostic scripting language, in recent years, we’ve seen its continued evolution beyond the desktop to areas such as mobility and server-side web applications.

One of the big shifts that have been slowly happening is the ability to use JavaScript as a shared logic layer between native experiences. Almost every computing platform has a browser. So JavaScript programs run virtually everywhere. JavaScript’s ability to meet the demands of rapid development, while at the same time maximizing the user experience, makes it a natural fit for mobile development platforms and a crucial skill for any developer.

6. Data visualization
Data keeps multiplying, which means whatever message you hope to communicate online must find increasingly creative ways to break through the noise. That's where data visualization comes in, which involves using a visual representation of the data to discover new information and breakthroughs.

Data visualization is perhaps the most promising of formats with the rise of Big Data. Stimulating multiple areas of the brain, visual feedback is one of the best ways to understand something.

Learn to use these tools in a way that benefits you and updates your workflow. Use them on your side-projects, and use them even when you think they might be overloaded. Learn how to do things that save you time like linking and closing issues with your commit messages. In short, if you are going to use it you need to be good at it.

If you are ready for a new challenge in your career, let us help you find a new IT job!

Communicate Recruitment is a specialist IT recruitment company that can help you find your next job opportunity. We have a variety of IT vacancies ranging from Business Analysis, Software Development, IT Management, Software Engineering, Project Management, Business Intelligence, and more.

Visit our website and apply today!

Accountants: Do you have the right skills for the future?

Fri, 19 Aug 2016 09:23:49 GMT

Finance Minister Pravin Gordhan recently said that the role of accountants has become more important to general society in the current economic times. Finance is evolving from a focus on the transaction and cost efficiency areas to strategy where finance now makes a massive impact on business. If you’re looking to progress your careers in an ever-evolving industry, experts warn the focus needs to be more on a broader range of skills like emotional intelligence, technical skills and interpersonal skills, if you are serious about your future finance career.

Growing numbers of finance professionals spend the bulk of their time as internal consultants or business analysts within their companies. Management roles for accountants increasingly involves a wider and deeper knowledge of financial strategy, business partnering and having to deal with internal and external stakeholders.

Technological advances have liberated finance professionals from the mechanical aspects of business. They spend less time preparing standardized reports and more time analyzing and interpreting information. Many have moved from the isolation of accounting departments to be physically positioned in the operating departments with which they work.

The changes in the business environment and practices along with the impact of technology have resulted in a trend where finance professionals are emerging into important role players in the strategic management of businesses throughout South Africa. Working in a changing economic environment with changing legislation, while considering the client’s needs, is a constant challenge and also requires a different set of skills than 30 years ago.

Companies are in need of finance and accounting professionals that are able to look at the numbers and ask ‘why’ as opposed to simply calculating results and putting them on spreadsheets or PowerPoint presentations. The base accounting and finance technical skills are a given these days and something that hiring managers really want to ensure people have as they come into the fold. But it's people that can “step back and understand the big picture” that are important and companies are hiring them.

Some of the skills hiring manager are focusing on besides the competency areas are:

IT /System knowledge skills

Never before has it been more crucial than today, that information needs to be real time, accurate and precise. This need for real time access drives the demand for finance professionals that understands how to make use of technology effectively in order to successfully communicate complex issues that will assist management in decision-making. Technology and accounting software is important in driving the evolution of the role of accountants, who now spends far less time updating ledgers and doing manual calculations and more time identifying financial risks, optimizing tax payments and finding ways to improve profitability.

Interpersonal skills

The demands on finance professionals are different today, as they are tasked with working with a variety of managers, suppliers and clients. While technical skills are essential, it is well- developed interpersonal skills that will enhance relationships with clients and staff. The ability to work together with different role-players is key to success.

Analytical/Interpretive skills

In the fast-paced business world, finance professionals have become information providers. It’s no longer just about being a wizard at spread sheets and data manipulation but you need to be able to figure out whether the data is reasonable and realistic. You’re not predicting profit, but rather presenting information to be able to make assessments about the future.

In conclusion the latest Talent Shortage Survey for South Africa shows that accounting and finance staff are among the top 10 positions that employers in South Africa are having difficulty filling.

In light of this, it is no great surprise that as the industry changes, the way in which companies identify talent and recruit the best people, changes. To find the best talent organisations need specialized recruitment agencies that know the market, understand the skill requirements, are able to interpret the market conditions, and can identify the best possible candidates from the limited talent pool. Communicate Recruitment is a specialist Finance recruitment company and can assist with the sourcing, assessing, screening, and matching of candidate to ensure you find the right fit for your company the first time.

Need help and advice on how to take the next step in your career? Our consultants are experts in the Finance industry and will help you achieve your career goals and manage the entire recruitment process, from interview to offer stage. Connect with us today for top talent and great careers.

Apply now.

Managing Your Talent In The Workplace

Fri, 12 Aug 2016 09:20:03 GMT

Businesses know that they must have the best talent 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: These are still the first two factors to consider. Does the potential employee have the necessary skills, experiences, and education to complete the tasks you need to be 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 are 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 are 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 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 engages 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 with monetary terms. You can explore customizing 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 teamwork, 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, and retaining them can be challenging.

Communicate Recruitment is a specialist recruitment agency, with the very best recruiters and we want to help you. We specialize 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 pages and apply now.

Women to Women

Tue, 02 Aug 2016 09:18:15 GMT

In the spirit of Women’s Day this month I wanted to look specifically at some tips for women in the workplace. In many, if not most, sectors of the workforce we have accomplished women that can boast successful careers. One of the most important things I’ve learned is that the advice of others who have gone before you is priceless. Therefore, I am a firm believer in putting together your own personal board of advisers that can guide you, and help you keep direction when you face tough choices in your career.

I have to confess this is not my own brilliant idea. I first heard of this when I read Caroline Dowd-Higgins's book This is Not the Career I Ordered. But she’s a smart woman who knows what she is talking about, so allow me to share some of my thoughts on this with you:

Making the cut

The first and most important question is: how do you select the right people to be on your board? Start with people in your work circle that you admire and who will be able to provide you with valuable insight into your career and choices. It must be people that will be honest with you, and help you to think differently about situations; after all, you want to get a different perspective.

The other factor to keep in mind is that it’s important to select people that know you well, that you have easy access to, and will be willing to help and listen when the time comes. There is no use in wanting to add Richard Branson to your list as you have never even met the guy.

So what type of people do you need to include in your mix to make sure this works for you? I give you my top 3 suggestions:

Conscience

First off you need somebody who can be your conscience when your own one has gotten too bogged down with everyday stuff. It’s important to have somebody that can keep you accountable and help you to push forward to accomplish your goals. This needs to be a person that can be honest with you at all times and practice some tuff love when needed to make sure you persevere.

Networker

Having a Networker on your Boards is critically important as this individual will be somebody that knows people. So if you need a connection, want to talk to a specialist, or tap into some specific market intelligence, this individual would be able to help you connect with the right people.

Visionary

This individual can assist you with the bigger picture, help you dream a little, and assist you with identifying goals that will help you reach that next step in your career. This person will need to be objective and practical but can also be a motivator when required.

So in this month of celebrating women, start to gather your board of advisors and give your career a boost.

For more on this topic visit Caroline Dowd-Higgins's blog.

Communicate Recruitment 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. If you are looking for a new career opportunity we have a variety of Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. View our vacancies and apply today.

Soft Skills: The Key to Landing your next job

Fri, 29 Jul 2016 09:15:37 GMT

Until very recently technical ability and experience were the only things that companies looked for when hiring new people. However, research has shown the importance of soft skills on job performance and more importantly the bottom line. Contrary to popular belief, being an expert in your field does not guarantee you regular employment. Companies are now demanding more than just job expertise, which means you must also fine-tune your soft skills.

Why are soft skills important?

In any company, big or small success depends largely on the ability of staff to collaborate on projects in order to achieve the necessary milestone for reaching objectives. The reality is that as soon as people have to work together there is sure to be a difference of opinion or some form of conflict. This is not necessarily a bad thing as different ideas could help to create better solutions if these individuals have the necessary soft skills to manage this. If not, it will only result in wasted time, strained work relationships, and ultimately failure of the project.

Important soft skills to develop:

The focus has shifted for hiring managers to look for more than just competency areas as they’ve realized that culture fit is just as important as the expertise required to succeed at a job. Developing your soft skills could be the key to landing your next job opportunity.

1. Communication skills:

A topic that has been discussed many times and although this seems obvious, the ability to communicate clearly both in written and verbal form is vital for any job. You need to be able to get your message across to a variety of people and to ensure there is a clear understanding of what you require from the other person.

2. Growth mind-set

In order to excel in any career, this is an important skill to develop. It will allow you to face difficult situations and challenges as learning opportunities. It is important to continue to grow your experience and people skills as you move upwards in your career.

3. Perceptiveness:

The ability to understand the unspoken cues and underlying nuances of other people’s communication and action is a valuable skill to develop. We often focus so much on our own messages and what we want to communicate to others that we don’t watch and try and understand where other individuals are coming from. If you misinterpret others’ intentions, you can easily encounter difficulties dealing with people and not even know why.

4. Coolheadedness:

Staying calm in challenging situations especially when it comes to the conflict will serve you well in your career. It’s important to keep your emotions in check in any situation and to approach problems with an open mind.

5. Pro-active problem solving:

Any work situation requires a certain amount of problem-solving. Being proactive and offering solutions will win your favor not only with your boss but also with your colleagues.

6. Negotiation skills:

The key to good negotiations is to create a 'win-win' outcome where both sides feel they have gained something positive through the process and both sides feel their point of view has been considered. Negotiation is essential in your career but also in your daily life.

Looking for success in your career? We can help you untangle the steps to your next job opportunity. Communicate Recruitment has placed thousands of top candidates over the last three decades at some of the most sought-after employers in the country. If you are looking for a new career opportunity we have a variety of Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Browse our vacancies and apply today.

Is Java still the programming language to use?

Thu, 28 Jul 2016 09:10:22 GMT

Readability is a particularly valuable trait for a programming language, especially one used for writing new software. With complex software, programmers must be able to understand code that may have been written months, or even years earlier.

And that is exactly why Java has remained on the development workbench when many other widely used languages of the 1990s, such as Delphi or Perl, have been pushed to the side or used only for a select set of duties.

Java's success in remaining relevant in the ever-changing landscape of software development has been its relative simplicity. It is pretty easy to read Java code and figure out what it means. There aren't a lot of obscure gotchas in the language. Even Google chose to use Java as the programming language for its massively popular Android mobile operating system and it has led to a renewed interest in the language from whole new communities of software developers.

In this age of rush, there is an obvious trend to produce code that is highly productive while lessening the headache of maintenance. Java seems to deliver just that.

Java developers are in great demand

People with Java-related skills are a hot commodity in the job market. With employment, a vital concern to everyone, the abundance of Java jobs will keep the language and platform in trend.

The ITWeb Salary Survey 2015 highlighted that when it comes to those who have software development as their primary expertise, Java developers (amongst others) top the best-paid list, all averaging over R580 000 a year.

A growing community

There is a huge community to help the programmer in need in the most critical situations. Blogs, articles, code snippets, you name it. You know that help wizard that pops up in Windows, eager to provide hints and suggestions? The Java community has built many such wizards. Essentially, programmers are always looking for ideas and problems that inspire them and are eager to help, offer suggestions to one another through numerous blogs and forums.

Java is rich in Application Programming Interface (API) documentation, concept articles, tutorials, sample codes. Apart from that, there are several books available covering almost every corner of Java. Many of them are freely downloadable. Though not an ideal way of learning, I suppose if every documentation, tutorial, article is followed one does not even need a hard copy of materials to learn Java.

Write once, run anywhere

Perhaps the most exciting quality of Java is its platform independence, write once and run anywhere. The Java compiler does not create an executable file, but rather it produces a half compiled code, called bytecode. This half compiled code is given to the Java Virtual Machine (JVM) installed in a specific platform (also known as the operating system). JVM is a layer above the operating system that understands bytecode and processes that code further in order to run the application.

Portability, speed, and security

These three are the most essential pillars to support modern programming languages. Many of its predecessors failed in this aspect. For example, C++ programs are very efficient with respect to speed, and portability but doesn't have resilient security. Many of its gaps can be easily exploited and tweaked to inject insecure code. Java runs through several layers and does not have direct access to the underlying operating system. This however compromises speed but ensures reliability. So a happy balance among the three is often more desirable than one exceptional feature.

Java, while a successful platform for more than 19 years, certainly faces challenges. What follows are just a few of the development issues and what they mean for Java.

Performance

Performance is a concern of applications written in any language. Most programmers are familiar with common performance issues using a conventional language such as C# with a stand-alone or even a server application.

In addition, Java applications do struggle with problems surrounding the collaborations between modules running on different systems. Performance problems may clear themselves in unexpected ways or appear to be caused by different parts of the code other than the actual problem area. Identifying the performance holdups rapidly is a significant challenge in distributed application development.

Reliability

Enterprise Java applications, especially distributed ones, are often mission-critical in nature: all parts of the application must work perfectly at all times. Developers and development managers must be able to measure the reliability of their applications accurately. While the characteristics of the language tend to make Java applications less error-prone, there are still plenty of ways to introduce runtime errors.

Java makes it possible to write highly threaded applications that make sense in a distributed environment. But using threads means that problems with resource disagreement and deadlock are much greater.

Testing

Java applications face the same testing problems as traditional ones. They must be tested as thoroughly as possible before saving, and developers should have a good idea of the extent of the test coverage before certifying an application. Distributed software systems are written in Java, however, are extraordinarily difficult to test and debug. Because components reside on different computers and must work together perfectly for the application to work properly, all components must be tested simultaneously.

Every single developer has his or her own preferences when it comes to using a language for a particular project, which language do you as a developer prefer?

Are you looking for the next big break in your IT career? We are a specialist IT recruitment company that can help you find your next job opportunity. We have a variety of IT vacancies ranging from Java Developers, Business Analysts, SQL DBA, Business Systems Manager & more. Visit our website and apply today!

Hiring mistakes can be costly

Fri, 15 Jul 2016 09:08:05 GMT

When it comes to hiring new staff, more and more companies admit that hiring the right employees are arguably the most critical aspect of a successful business. Bad hires can be costly and on average, companies lose three times the annual salary of a new hire that doesn’t stay with the organization. Here are some tips to help you when you have to make your next hire.

Know who you're looking for
Experts say bad hires are often the result of the job description not matching the job criteria. The result: a new hire joins the organization and it quickly becomes clear that he or she does not possess the skill-set to effectively execute the job. The key is to create a job description that is laser-focused on the actual skills and competencies required for the job.

Hire the specialist, not the generalist
Conventional wisdom among hiring managers says hire the generalist who can adapt to whatever situation you have. However, the truth of the matter is that if you really look at it closely most people only really excel at one or two skills. When you are putting together a team you need to hire people that will have the specialist skill to complement the areas in which the rest of your team might be lacking. It’s no good to have a couple of people that are all generalists but no real expert to help your organization grow.

There is no such thing as the ‘perfect’ candidate
This is a mistake made often by hiring managers in that they believe that somewhere out there is a job-seeker who would be perfect for the position. The reality is unfortunately that there is no such thing. The current skills shortage in South Africa is adding to the challenges of finding skilled candidates. There is a gap in middle management with many qualified individuals choosing to work overseas. On the other hand, it does offer opportunities to focus more on hiring the right attitude as the skills can be taught.

Get in the experts
Before you get your hackles up about recruiters' fees, consider the value that the right new hire can deliver over the next 5, 10, or 20 years in your company. Niche recruiters like Communicate Recruitment know where to find top talent, can screen candidates, and can guide you through the process of interviews, salary negotiation, saving you lots of time and money.

Take time with proper on-boarding
Employee orientation and training should be a vital part of a new employee’s probation period, ensuring they understand company policies, what’s expected of them, and how they’ll be measured on their performance.

Are you looking to make a new hire, want to avoid making a hiring mistake that will cost you time and money? Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. We specialize in the sourcing of top candidates in the Finance, IT, Engineering and Supply Chain, and Freight industries, both for permanent and contracting placements throughout South Africa, and the African continent.

We also have various vacancies, which include Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs.

5 Leadership Skills to Help Advance Your Career

Fri, 08 Jul 2016 09:03:14 GMT

Business is constantly changing and professionals everywhere must be flexible and versatile when it comes to their skills and knowledge. Individuals must redefine themselves on a constant basis and always be willing to learn new things. Organizations are currently looking to hire leaders who can take collaboration to a new level in building their teams, offers innovative thinking, the ability to anticipate the future, and implement the required strategy.

Often people are not aware of the fact that there are job skills and there are career skills. Although job skills are the most important as you need to first be qualified for a specific position, hiring managers all agree that soft skills and culture fit is also key. Here are some important skills you will need to develop if you want to take on a leadership role in your career.

Social Capital

Having a strong network of business contacts can really help out your career. One where you have peers you can go to for advice and help when you need it. You've heard it before and you'll hear it again: It's not always what you know but who. Relationships mean everything professionally, and the people you’re connected to are vital to your success. The key to networking is that it is a mutually beneficial relationship between two or more people. So, give back where you can by sharing news you think your contact would be interested in. It’s never too early or too late to start building a smart career network.

Adaptability

Versatility is your ability to adapt. It’s your aptitude. People with adaptability are both flexible and versatile. This is an important skill to develop in today’s business world as change is a constant.

Each person that works in your organization or on your team is unique. It is true that people can be categorized by generation, gender, nationality, personality style, thinking style, etc. However, at the end of the day, people are still unique.

People want to be treated as if they matter and what they think is important. If you step into a manager role you will be responsible for dealing with all of these differences and this requires flexibility, adaptability, and the willingness to be innovative with your people to assist them to bring out the best in themselves.

Emotional Intelligence

Most companies nowadays consider emotional intelligence as being as important as technical ability and often base their decision on the same when hiring or promoting employees. A high level of experience in emotional intelligence will boost your interpersonal skills and reduce stress, both of which are vital for hassle-free leadership.

Strategic Thinking

Being able to better analyze and deliver data in a way that everyone can understand is key to advancing. Effective leaders are constantly asking themselves where the company is headed in the near and long term and proposing fresh approaches that will get them there. All of these abilities are critical as they tie directly into the development of business processes. People in leadership positions need to be able to clearly recognize where changes are needed that will help improve how a business functions.

Credibility

Credible leaders attract enthusiastic and committed followers, and people want to work for them. No single thing creates credibility. Rather, a combination of things must be in place for you to establish it. Credibility is something that all leaders and potential leaders must aspire to obtain. Establishing credibility as a leader isn't something that happens instantly. It's a process that involves time, effort, and patience. The sooner you start building your credibility the easier it will be once you have moved into a leadership role to have the support of your team.

Communicate Recruitment 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. If you are looking for a new career opportunity in the Finance, IT, Engineering, Supply Chain, or Freight industries, view our vacancies and apply today.

Finding the Needle in the Haystack: Your Search for Developer Skills

Tue, 05 Jul 2016 09:01:06 GMT

So hiring - and retaining - software developers today requires thinking outside of the box and re-working all your hiring strategies. It takes creativity just to find candidates, let alone hire them. And even then there's no guarantee they'll stay long.

Stack Overflow's conducted one of the most comprehensive developer surveys and recently released the results that revealed some interesting info regarding where developers work, what they build, who they are what they feel are important in their careers. This might just be the info you need to help you understand how to approach your talent search for those purple squirrels and rainbow unicorns in the development industry.

Multiple Languages

More and more developers are gravitating towards careers where they are simultaneously working on 5 to 6 programming languages or frameworks at a time. Traditionally developers like to specialize in one or two main programming languages but as technology is advancing and requiring more diverse skills developers are also investing in their knowledge and working on becoming experts in multiple programming languages.

Management Support

Developers identify this as one of the key influencers of their work environment. Unrealistic expectations and unspecific requirements are some of the most common workplace gripes. It however goes even further than that as a need for mutual respect between management and employees is seen as key. Developers want to know that if they build something cool that management can do their part in moving things forward in the right direction.

Challenging Projects and Current Technology

Most developers would tell you that they just want the opportunity to work on cutting-edge technology. By nature, good developers are always looking to improve their skills and learn new things. They want to be empowered to do so and pitch their ideas on how things can be done better. This is important from a workplace environment and will determine whether developers stay or go to your company.

Red Tape and Bureaucracy

Overall, there's a strong correlation between job satisfaction and pushing code into production. 65% of developers who never check in code are satisfied at their jobs vs. 77% satisfaction rate among developers who commit code multiple times per day. The bottom line, developers want to do what they love and that is ultimately code!

They don’t want to have to play the political game or get bogged down by months of red tape to write code and implement it. This requires management to take proactive steps in terms of processes that will make the work environment productive for your development team without adding unnecessary administrative challenges.

The industry is changing fast as technology develops at a rapid pace every single day. It is clear why competition for developers has never been higher, in part because there is increased demand from nearly every industry, not just traditional software businesses. But it also makes it a lot more difficult to recruit the right talent that is fundamental for the success of your business.

Talk about finding a needle in the haystack. Communicate Recruitment has never backed down from a challenge. We have years of experience in the IT recruitment industry and are connected to some of the top Engineers, Experts, Hackers, Ninja it doesn’t matter what they call themselves we can find them. If you need assistance with finding the right talent for your team, contact us today

Career cycles, where do you find yourself?

Fri, 01 Jul 2016 08:58:57 GMT

As with all things in life, your job goes through different cycles. During the hunt for a new job, you are normally excited about the prospects a new position can offer you. That feeling often changes when you have to face that first day on a new job, everything feels unfamiliar, and you are trying to figure out the new office landscape. Understanding where you are in your career cycle can help you to make better decisions about what your next career move should be.

Cycle 1: “Life is a dream”
Starting a new job can be hugely exciting. You meet new people, you feel valuable, and since you are the ‘new kid on the block’, everybody showers you with attention. The first test associated with entering a new work environment is getting to grips with the people who you’ll be working with from now on. You’re also going to have to learn a lot of names and faces fast. This is especially important if you are a manager, as you will need the full support of your team to get anything done.

As you start to settle in you realize that not everybody seems that happy with the company and slowly some cracks start to appear in your dream job environment but at this point, you are still living in the proverbial dream world.

Cycle 2: “Facing up to reality”
Once you have been with the company for a couple of months and start to learn the ropes and figure out the new office landscape, you also realize that there are several imperfections. You start to think that maybe your old job wasn’t so bad as you realize that although there are new systems in place here, some are just as bad and in your opinion pointless as before. You are more and more aware of the inadequacies of your new employers and lose a bit of the positive energy you had at the start.

Cycle 3: “Dissatisfaction sets in”
As time passes you become more negative, and start to feel frustrated and demotivated. It’s hard to admit but you’ve pretty much lost that loving feeling for your job. You no longer believe that you can affect the direction the company is going and are more frequently starting to look around at other positions to find out what the market is like. You deal with a high level of boredom and a very high volume of reactive work, which means you’re not learning or growing.

Cycle 4: “Action”
You’ve reached the cycle where you feel trapped in your job. There are no signs of a promotion, advancement, or anything new happening any time soon. The company culture may be to blame and the best way to avoid feeling trapped is to take some action.

You can hope that your company will change…again. Management and policies change very frequently these days. So, chances are if you can hang in there and be a little patient you’ll soon see changes that you hoped would occur.

However, you also may feel that no matter the change, your road has ended at this company and this might be a great time to pull out your resume and update your brag book.

It doesn’t matter which cycle of your career you find yourself in, 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 specializing 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. Apply today.

Generations and the pay gap in the workplace

Fri, 24 Jun 2016 08:47:00 GMT

Recent studies have shown that the pay gap between genders is the smallest in the Gen-Y population. However, the gap still widens for Gen Y (as it does for all other generations) as the responsibility level increases. Women are well-represented at junior levels, but not so much at the middle, senior and executive levels with very little representation at the 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 made 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 at 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 payment 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 Recruitment 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.

Benefits of Using A Freight Forwarder

Tue, 21 Jun 2016 08:44:57 GMT

Importing and exporting are key components for many businesses. And in South Africa, trading is our lifeline. The process, paperwork, and regulations involved in trade may seem intimidating. However, that's what a freight forwarder is there for. This professional is an asset to almost any company dealing in the transportation of goods and is especially helpful when in-house resources are not skilled in the shipping procedures.

Forwarders make a living off of excellent customer service and interpersonal skills, and the relationships formed with their global agents are often stronger than the relationships forwarders have with their co-workers. Much of this has to do with the competitiveness of the marketplace, freight forwarders around the world are highly motivated and this is so they can earn more business and they have plenty of reasons to keep their customers happy. Service, speed, and efficiency are top priorities.

Good freight forwarders can benefit your business in many ways, including managing your register better, getting you the best price on local and international shipping, and also protecting your high-value or time-sensitive shipments on their way to where they’re going.

If you need some help to streamline your supply chain throughout the world, consider capitalizing on hiring a freight forwarder.

Manageability and Planning
Managing and planning are important for every single business which requires a sense of control over their supply chain and can recover quickly in the event of a loss. If a shipment is lost it could take time and money to get the answers you need. On the other hand, freight forwarders utilize their networks to quickly trace the problem directly to its source, getting immediate solutions.

Flexibility & Effortlessness
Imagine you’re shipping goods locally and it has three international destinations to reach, however somehow one of your shipments got diverted to the wrong port due to unforeseen circumstances. This is exactly where freight forwarders come in, they have the resources to handle disastrous circumstances like redirected shipments or delays. How prepared are you to react and handle that smoothly? To a freight forwarder, situations like this are just another day at the office.

In the same breath, forwarders can offer you ease in an industry that is constantly shifting.
Rather than deal with all these shifts yourself, hiring an experienced person takes many of the administrative decisions out of your hands. You will still however have full control over your shipments, you won’t have to bother with the time-consuming task of scrutinizing carriers, comparing prices, and negotiating services. You’ll have one vendor, one point of contact, and unlimited flexibility.

Save You Money
When possible, almost every single business tries to save money. But of course, you don’t want to pay less for something that’ll end up not working in the long-term right? For example, something like storing goods at an additional warehouse may seem unreasonable if you can transport them longer distances for less money. Freight forwarders are capable to negotiate lower terms with exporters due to the high volume of containers.

South African businesses are struggling with the demand for their goods from across the oceans and rails. Because freight forwarders have a unique depth of knowledge of roads and ports, they’re able to deliver your stock seamlessly between distribution centers, and with markets turning global, there’s a competitive incentive to keep your business by saving you big bucks on your transport.

If you want to gain a competitive advantage in the marketplace, hiring the right freight forwarder can help you.

With over 35 years experience in the employment market, Communicate Recruitment can find the right fit for your company. Get in touch with us.

Managing Different Generations in the Workplace

Wed, 15 Jun 2016 08:06:45 GMT

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 workplace that often times stay on after the 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 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 Xes think that boomers are crazy to work so hard, and are so much more skeptical about life in general. They are committed to doing 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 workers that distinctly value 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 matter to everyone, regardless of age or life stage. Overall the older generation tends 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 utilize interactive technology.

Each generation has different strengths, experiences, 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 is 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 doesn’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 their own interest. Generation Y relates 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.

Feedback
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-Xes 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 acknowledgment 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 Recruitment 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 candidates to ensure you find the right fit for your company the first time. Contact us today.

Different Generations working Together

Fri, 10 Jun 2016 08:03:20 GMT

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, 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 realizes 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 of all ages.

Communication style
Typically the older generations prefer talking face-to-face or on the phone, and the younger generations are much more used to text-based messages like email and instant messages. 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 value personal growth and team involvement. They are labeled 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 skeptical 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, 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.

Commonality
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 gerationsen 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.

Recognizing 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 Recruitment 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 Recruitment 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.

Challenges Different Generations of Job Seekers Face

Fri, 10 Jun 2016 08:00:44 GMT

There 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 understanding 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 changes 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 your 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 question.

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.

Millennials
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 specializing 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 Recruitment connects Great People with Great Careers. Apply today.

The Mission: Unleash Your Career Superpowers

Fri, 03 Jun 2016 07:57:46 GMT

In recent years, Superheroes have 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?

The 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
Cyclops 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 frame 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 put time into it.

It is critically important to continuously develop your professional career to remain in demand in the marketplace. 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 Recruitment, our consultants are industry experts that understand 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 at 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 are 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 want 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, Engineering, Freight and Supply Chain industries.

How Business Analysts Benefits Your Software Implementation Projects

Tue, 31 May 2016 07:51:09 GMT

Business Analysts are expected to be great verbal and written communicators, insightful, problem solvers, thinkers, and analyzers, with the ability to engage with stakeholders to understand and respond to their needs in this rapidly changing business environment.

But why would any company need a new department, a new skill set, and a new profession to deliver value to the organization? Isn’t there financial, marketing, engineers, or IT managers around to solve the business problems?

And so management questions: "Why do we need another professional?" Isn't Business Analysis just another trend? So what exactly is a Business Analyst, and how does he or she add value to the company? Anyone who has ever worked on a complex and lengthy software development project knows that the involvement of a business analyst can mean the difference between success and failure. And that involvement starts at the very beginning of a project.

The Business Analyst’s main role
At the outset of a project, business analysts may be the only "software development staff" assigned to the project. And at this point, they work with key project stakeholders and business people to formulate and communicate the business vision for the project, map out initial requirements and the scope of the project.

They have a list of duties, but the key areas are:

Identifying and modeling process requirements
Translate the business needs to the development team
Manage and facilitate application development
And lastly, they lead the project

The Business Analyst will also act as an organizer, communicator, and problem solver in managing the solution scope. Finally, he or she will draw and analyze requirements, plan all the business analysis activities while participating in the monitoring and supervisory of the solution scope for the project.

Below are two main reasons why you need to hire a BA right away!

Connects with the technical lead
Having a skilled business analyst with technical knowledge can provide the link to the project team as you try to move from requirements and functional duties to the technical design and technical design document from which the solution is created. The knowledge the BA carries with them helps guarantee key requirements get interpreted correctly and that the right amount of time, planning, and attention is given. The project manager (PM) is busy with other tasks and the BA can assist at this point, it really helps the PM perform well in the lead role they are performing.

Helps with communication
The biggest benefit provided by a business analyst is communication. Every industry has its own way of communicating, business owners and developers speak different languages. In many cases, the developer has a natural tendency to think they know how to build a solution without the need for explanation. The business owner struggles to express needs in terms of importance and treats every idea or suggestion as equally important. The result of this is a lacking solution and could most likely lead to an unhappy user.

Having someone there to get everyone on the same page and agree is critical. The business analyst is an honest advisor for building the right solution, defining the criteria, and seeking clarification when needed. The business analyst is constantly facilitating discussion, documenting requirements, and testing and validating the solution.

When including the deliverable of providing cost benefits, a skilled Business Analyst enhances the link between the user and the IT, which can result in reduced miscommunication, therefore reducing the level of confusion. Less chaos lowers overtime, improves team productivity, and enhances the team’s chance of delivering a solution on time. Most of all, the Business Analyst will contribute to higher customer satisfaction by adding value.

Thinking of adding a few talented Business Analysts to your team?

We are a well-known, reputable specialist IT recruitment company with over 35 years' experience in the employment market. We can assist with the sourcing, assessing, screening, and matching of the candidate to ensure you find the right fit for your company the first time. Get in touch with us today.

International Cooperation on Taxpayer’s Affairs

Tue, 24 May 2016 07:46:06 GMT

The hidden wealth of some of the world’s most prominent leaders, politicians, and celebrities has been revealed by an unprecedented leak of millions of documents that show the countless ways in which the rich can exploit secretive offshore tax regimes.

Already in 2014 former president Thabo Mbeki reported that according to estimates Africa loses $50bn a year in government revenues to creative accounting, often involving tax-havens.

However, it took the now-famous “ Panama Papers ” to put the topic of tax on the global agenda. Tax authorities in countries such as Australia, New Zealand, and the UK have already said they will be looking into allegations of tax evasion and money laundering resulting from the leak of confidential data. The ripple effect of the release of the Panama Papers is likely to have a big impact on the global financial community as a whole.

The reality is that globalization has impacted the way in which we do business and dramatically increased cross-border financial activities. This places a greater emphasis on the need for increased collaboration between tax authorities to curb tax evasion and to ensure fair allocation of taxes according to jurisdictions.

Unfortunately, some of the world’s wealthiest individuals and multinational companies, able to afford ingenious lawyers and accountants, have figured out ways to avoid paying enormous amounts of taxes using tax havens .

If these individuals pay less in taxes, it has two very negative consequences. First, it leads to wealth inequality because it is so easy for them to accumulate more wealth and remain at the top of the wealth distribution. It also means that for a majority of the population it is very difficult to accumulate more wealth because the taxes that are evaded at the top have to be compensated for through higher taxes for the rest of us.

Recently the Organisation for Economic Co-operation and Development (OECD) developed a Common Reporting Standard (CRS) for the automatic exchange of information relevant to tax . Over 50 jurisdictions have agreed to comply with the CSR, including South Africa, a positive step for all on this issue.

Industry players say that over the next couple of months we will see even more initiatives to crack down on traditional tax-havens. But some of these plans could take years to implement because of the time it takes to negotiate tax treaties and amend domestic laws. One thing is for sure tax has suddenly become a hot topic and it will be interesting the developments around tax and tax havens over the next couple of months.

The tax industry and especially international tax is currently an exciting field to work in. We know it is not always easy to find the right finance candidates, especially in the area of tax. Communicate Recruitment is a specialist Finance Recruitment agency so let us do the sourcing, screening, and matching to help you to find your next employee. We spend a tremendous amount of time networking and connecting with top talent to introduce to you. As many of our candidates work with us exclusively, you get access to some of the best candidates out there. Contact us today for assistance with all your staffing needs.

Building Your Team: Fantastic Four

Fri, 20 May 2016 07:40:41 GMT

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, these four really show 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 drive 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 has its mascot, a 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 that 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 CVs 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.

Mall of Africa: South Africa’s largest single-phase shopping mall development

Fri, 20 May 2016 07:33:57 GMT

The Waterfall mixed-use precinct , situated between Johannesburg and Pretoria, is the largest urban concept development in South Africa. At the initial announcement of the project, many people were skeptical whether this project will be viable. More than five years down the line 22 property developments have been secured thus far, 11 of which are already completed, and the balance is scheduled to be completed over the next 20 months.

The Cell C head-office campus was custom-built for the cellular network operator and is the largest property investment already completed at Waterfall in December 2013. The 44,200sqm campus with a value of R770 million features offices and a distribution warehouse.

The Group 5 head-office, valued at R500 million on completion in January 2014, spans 25,500sqm and is the first building in Waterfall to receive a Green Star SA rating from the Green Building Council of SA.

Another feather in the cap is the announcement of the development of the new super-regional Mall of Africa that will be an exciting modern landmark for Johannesburg. Mall of Africa's sheer scale, distinctive design, exceptional location, and top-notch retail mix puts it at the forefront of retail developments. At 120 000 m², this is South Africa's largest single-phase shopping mall development to date. The R3.5-billion, two-level mall is set to start trading in April 2016.

To date, 50,000m³ of concrete have been cast with 7,300 tons of reinforcing. The structure is now very visible from the highway with about 1,200 construction workers and professionals on-site working hard to make the project deadlines.

Mall of Africa combines the latest international trends and environmentally sustainable materials and technologies. Its design was informed by the New Urbanism principles of w alkable north, mixed-use environments to create a truly cutting-edge shopping center. The main idea was to focus on being uniquely South Africa, which is visible in the use of wood, stone, glass, concrete, and other natural materials. The mall's center court takes inspiration from the forests of central Africa. Its other four courts reflect the four points of the compass on the African continent: the great lakes in the east, the oil and trade of the west, the sand of the North African desert, and the mineral wealth of southern Africa.

Geotechnical challenges
This project offered some interesting geotechnical challenges as the underlying geological profile of the 16,5-hectare footprint of the mall site comprises soft to very hard rock granites with intrusions of diabase in places. Residual soils have developed from the weathering of the granites and diabase bedrock with overlying transported hillwash of varying depths and an abundance of subsoil groundwater was in places.

This resulted in the upfront profiling of the granite bedrock to minimize the number of hard rock excavations. The soil conditions proved far more challenging than expected, therefore, the project doubled in size.

Despite the challenges, developers are positive that deadlines will be met and that the Mall of Africa will be ready to start trading early next year.

The success so far of this, the biggest private sector property project to date in South Africa, has clearly shown that in terms of design, size, and complexity South African Engineers are able to deliver cutting-edge, big-scale projects on time and with sustainable practices in place.

If you are in need of skilled Engineers in your company, we can assist. We represent a variety of Engineers within the different sectors, which include, civil, structural, mechanical, electrical, and electronic. Contact us today to assist you with all your staff requirements.

Improving Your Supply Chain Efficiency

Tue, 17 May 2016 07:30:32 GMT

Every single company is looking for areas where they can improve their product or services. As complex and fast-changing as the supply chain and freight industry are in South Africa, it might seem challenging to restructure your sound business model, but it’s not impossible. Many businesses understandably feel overwhelmed by such challenging market instability and are unsure of where to start in terms of boosting operational efficiency in the center of so much constant change.

Here are four steps you can take in order to encourage more flexible, effective, and profitable operations and support your supply chain.

Review and modify your process
Depending on where your business’s operational process is and what the market demands, you need to do regular thorough reviews. When reviews are diligently undertaken, areas of inefficiency or wasted time and resources quickly become obvious, allowing you to introduce adjustments and changes.

Such detailed optimization can drastically improve your customers’ lead times as well as costs associated with maintaining inventory, handling, and storage.

Forward-thinking
Having a modernized strategy is one vital tool that can allow your business to operate proactively rather than reactively and quickly adjust to any changes happening within the market. When everything goes according to your business model, for example when product deliveries are running smoothly and ahead of schedule, free time is opened up for organizations to gain a better understanding of their customers’ businesses and their individual needs. Think of supply chain streamlining as an investment not only in your product delivery capabilities but in your customer service offering as well.

Data analysis and integration
Decision-making for your supply chain strategy depends on accurate and timely data and information. Having real-time reports available at all times will provide valuable insight into your business. The software allows both users and management to be able to instantly access records, purchasing, and production data for critical decision-making purposes.

In today’s digital age, not making use of the abundant data at your disposal will be a big mistake. Integrating and analyzing data from an enormous variety of sources is now easier than ever before, thanks to dedicated and specialized software. It also helps when you want to cut out unnecessary or inefficient steps in the supply chain.

There are hundreds of off-the-shelf supply chain software packages or component modules on the market today, and most implementations end up requiring some level of customization and integration with other systems. Using platforms and software p roducts error will eliminate the human-associated with manual file uploads and batch updates, allowing information flow to become an automated and smooth process.

Involve your employees
Give employees visibility into how they impact the customer. Create a metrics program that links shop floor level metrics to customer needs and corporate objectives. When employees are involved in the decision-making, they feel valued and like a significant contributor to the team’s success. They tend to be more productive and will raise their level of effort and commitment to ensure the company’s success.

The best companies have transformed their supply chains with time, innovation, and sustained top-management attention. What are you doing to turn your supply chain into a powerful source of competitive advantage?

The supply chain and freight industry continue to play a vital role in the growth of South Africa's economy. If you are looking for skilled staff to make your company grow, we can help.

With years of experience in the Supply Chain and Freight industries, we can assist with the sourcing, evaluating, screening, and matching of candidates to ensure you find the right fit for your company. Contact us today.

Influence and Lead Like a Superhero in your Career

Fri, 13 May 2016 07:27:07 GMT

Superheroes have always captured our imagination with their exciting stories of power intrigue, and justice. There is much to learn from just watching superheroes, especially when we focus on their psychological attributes. These icons of greatness can mentor our thoughts and actions in the workspace and make us true leaders.

Captain America – Inspire and motivate others
Why did the Avengers follow Captain America? Because he is the ultimate team player and knows very well that a leader is only as strong as his team. This is the reason why he does not just push himself to be better, but also tries to inspire others around him to become better.

Just like Captain America leaders today, have to win people’s cooperation. If you want to be a good leader you need to create positive one-on-one relationships along with team relationships by being a great listener and connecting emotionally with people. Successful leaders encourage and inspire people to perform at their best. They are often effective not because of the title or position of power they have but because of the quality of the people they have become, because of their characters and their personalities.

Hawkman – problem-solving with a different perspective
With wings that attached to his back, Hawkman could fly above the city streets and get a birds-eye view of what was going on below.

Like Hawkman what makes leaders most effective is the ability to see and understand the big picture. The most common characteristic of leadership, throughout the years, is that leaders have a vision . As a leader, it’s important to clearly communicate that to employees so they understand what needs to be done to succeed and it's much easier for them to contribute.

Wonder Woman - example of real commitment
When it comes to the trait of being hardworking Wonder Woman tops the chart. She was blessed by the Greek Gods to become as beautiful as Aphrodite, wise as Athena, as strong as Hercules, and as swift as Hermes. However, she chose to surrender her powers to stay on earth and save mankind. As Diana Prince, she worked hard to master the martial arts and the use of her many weapons.

Most teams respect leaders that lead by example when it comes to working hard. If you expect your team to work hard and produce quality content, you’re going to have to show them how it’s done. The most successful teams will tell you that there is no greater motivation than seeing the boss down in the trenches working alongside everyone else to ensure a deadline is being met. By proving your commitment to the brand and your role, you will not only earn the respect of your team but will also instill that same hardworking energy among your staff. As a leader, it’s important to show your commitment not only to the work at hand but also to your promises.

Iron Man - Superheroes help people (succeed)
Tony Stark, aka Iron Man, grew from insensitive playboy millionaire to superhero who eliminated vicious criminals and aliens to protect people. This Superhero demonstrates that real leaders understand their role in helping others be more successful.

As a leader, it’s important for you to continuously develop and build your own technical and professional expertise, however, it’s even more important that you set aside time and budget to develop your employees. In order to manage the constantly changing business environment, you need to regularly take stock of the skills you have in your team and identify the most promising employees. These employees need to be trained and developed as they will become their company's next generation of great leaders.

In short, organizations are looking for superhero leaders that can create a sense of community within the workplace which will increase employee retention figures but also improve overall results. Leadership is a valuable skill, especially in the current economic climate.

If you have some superhero leadership skills that you feel are not being recognized at your current employer, we can assist. We have a team of dedicated consultants specializing 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. We would love to work with you. Apply now!

Future of Engineering in South Africa: Sustainability

Tue, 10 May 2016 07:20:04 GMT

Our modern life is rooted in the way we have designed our buildings, cities, and the infrastructure around us. Drastic climate change, air pollution, increasing competitiveness, and connectivity, this has forced us to look at innovative solutions that benefit both humans and the planet. These days, sustainable development is at the forefront of all industries and is necessary to ensure our future survival.

Green construction has grown more every day because it is more than just an environmental movement. Many companies prefer green buildings for financial reasons such as lower operating costs and lowered energy savings.

With its ninth year running, the Green Building Convention finally decided to come to Johannesburg, and what better place to have it than the hub of green developments, the Sandton Convention Centre. This event will take place from 26-29 July 2016.

The purpose of this convention is said to not only bring together industry leaders for a meet and eat kind of event, but aim is to stimulate awareness, ambition, and action to design, build and operate better buildings.

Where is South Africa with green buildings?
Sandton is home to possibly the largest collection of green-rated buildings of any CBD in Africa, with more than 20 certified projects by the GBCSA . Apart from Sandton, across South Africa, green buildings are being constructed in Port Elizabeth, Cape Town, Durban, Franschhoek, and the Karoo to name a few.

The construction industry has changed considerably over the last couple of years with more and more focus on green buildings. This is evident as we currently have 62 certified green buildings complete and operating and an additional 150 buildings in the pipeline. Creating these buildings requires skilled workers such as architects, construction managers, and civil engineers who have knowledge of sustainable practices and green construction techniques.

What is next on South Africa’s radar when it comes to green building?
Green building has dramatically changed our workplaces, but the potential for growth is so much more. How we live and get to work can also change for the good. The possibilities for South Africa as a country and a nation are unimaginable. Some of the trends to look out for in the future include:

Technology and construction unite
With the technology used to connect and enhance many of our basic services like water, electricity, road works, billing services, to name a few. Building owners and companies will start managing larger buildings remotely, using software platforms that provide performance monitoring, data analytics, visualization, all using the cloud.

Alternative energy for transportation
It seems clear that it is necessary to develop alternative energy sources for transportation to replace fossil fuels since transportation accounts for 25% of all energy consumption worldwide. In the last decade of the 20th century, some car manufacturers developed hybrid vehicles and Toyota has successfully accomplished this.

Two promising technologies are electric vehicles (EVs) and fuel cell vehicles (FCVs). Developing these two key technologies in the next five years will have a decisive impact on our future and will help lower carbon dioxide and alleviate climate change, achieving sustainability for our planet.

Developing alternative energy for transportation, in sum, will stimulate competition among fuels, keep fossil fuel prices at reasonable levels, and slow climate change. Therefore, the technologies making this possible must be further developed.

Looking at the bigger picture, engineers of the future will need to come up with innovative ideas that limit the environmental impact by conserving as much energy and water as possible.

The demand for engineering skills changes as the industry focuses more on sustainability. With these developments taking place, finding the right talent can become even more challenging.

Communicate Recruitment is able to supply suitable engineers in various specialist technical fields, where skills are vital while presenting great opportunities on offer in the market to our candidates.

Building a BI Strategy

Tue, 03 May 2016 07:17:37 GMT

When it comes to business intelligence, companies face a range of challenges depending on where they are in their BI journey. These include the cost, time, and skilled professionals needed to implement BI tools. As a business intelligence professional, your objective is to help the organization achieve its strategic, tactical, and operational goals.

Before embarking on a BI journey, you need to understand the importance of having one and assure that the strategy aligns with the business goals. BI can have a direct positive impact on business performance and dramatically improve the ability to accomplish the mission by making smarter decisions at every level of the business from corporate strategy to operational processes. To help you put a strategy together, below are a few guidelines you can follow to assist you.

Have a framework
Having a structure will provide you with a broad overview of how different components of your BI strategy fit together to assist the entire BI vision. It brings the three top forces together that drive business operations which are: people, processes, and technology in a collaborative environment.

Your BI framework should begin by setting the business’s overall objective and what is intended to be achieved. You should understand that a smart BI framework involves connecting together BI, business processes, and collaborative applications. Having a framework will also improve the integration with business planning systems, supports business processes, performance management technologies, and users.

Best practice and tools selection
Although industry product reviews can be a good source of research, particularly if you aren't familiar with the overall market, these reviews are often focused on selecting the product with the most features. Your organization should instead select the best practice BI analytics tool that's the best fit for your company's needs, meets its budget, and can be implemented given its resources and skills.

Considering the importance of BI advantages , managers are spending larger portions of IT budgets on BI. This is because the demand required to deliver consistent, accurate, and trusted information to management and to meet the business goals is growing.

Following are just three of many best practices for BI platforms and tools selection:

Outline and classify business, functional, and technical requirements
Categorize requirements as necessary, important, and desired
Evaluate the functionality, features, and the fit

Collaboration and integration
Collaboration is nothing new, but for many companies, the collaborative BI journey is just beginning. With the rise of cloud computing and big data, they need to speed up the process because it is becoming increasingly important in the modern world, as we become more connected around the globe. You need to plan and adapt as BI constantly evolves and reinvents itself according to changing business needs. Consider the current BI trends and also the coming wave of forward-looking approaches for building a successful BI strategy. If implemented properly, the end result will significantly benefit an organization’s decision-making abilities.

The talent pool for individuals needed to analyze information continues to grow at a rapid rate and if you are a business intelligence professional, then you are on hiring managers' most wanted list.

With over 35 years of recruitment experience, we have built lifelong connections with a number of prominent South African IT companies and placed skilled candidates in their businesses.
If you want us to help find you a new business intelligence job opportunity, head over to our website and contact us or apply directly on our vacancy page.

Team Motivation: How to energize your team

Tue, 26 Apr 2016 07:15:42 GMT

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 it's 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 problem lies. However, there are a few things that are common trends:

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 a 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 for 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 the 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 teams. 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 vigor.

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 are real. If you need to replace members of your team or add new skills to help your organization grow, we can assist. Communicate Recruitment represents an impressive database of skilled candidates that have been built over the last 35 years of being in the business of specialist recruitment.

Salary Talk During the Job Interview

Fri, 22 Apr 2016 07:12:51 GMT

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 Recruitment they will be able to consult with you, give you industry insights, and what you can expect regarding salaries.

Practice, practice, practice!

When it comes to negotiating, one of the many things that create anxiety and prevent you from negotiating in the first place is not knowing how the conversation is going to unfold. There are many different directions in which 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 are 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.

We have career opportunities that include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our website and apply now!

Accountants and Ethics in the Workplace

Tue, 19 Apr 2016 07:10:45 GMT

Irrespective of where you work and who you are, ethical practices are important in every single workplace. However, the spotlight seems to shine more on the finance and accounting industry. Although one could argue that ethics are more important in public companies because they affect shareholders, and even a broader area of the market due to participation in stock exchanges, unethical accounting practices in private companies still do harm to business.
Ethical accounting is related to several forms of public good, including preventing illegal activities such as money laundering and tax evasion.

In South Africa, some people in the corporate industry and in government has found themselves caught in the money-laundering web and this news took the media by storm. Up to date, these professionals has been facing increased pressure from regulators and the public in the wake of scandals over the last few years.

It is extremely important for accounting professionals to be ethical in their practices due to the very nature of their profession. The nature of accountants’ work puts them in a special position of trust in relation to their clients, employers and general public, who rely on their professional judgment and guidance in making decisions. As an accountant, you wouldn’t want the trust relationship to be jeopardised in any way.

Your Personal Reputation
Getting hired depends on more than skills. How you present your image and experience is what they call in the finance industry, your personal brand.
This may seem less applicable for finance and accounting jobs than careers in acting or politics, but personal branding can be valuable in any line of work. After all, standing out from the crowd is what personal branding is all about, and that’s a plus in any industry. Personal branding has stepped up to be a key consideration within your career and it is essential to invest time and effort in how you choose to present yourself. It could make the difference between you being very successful in your career or not.

Maintaining Confidentiality
Accountants are given a large amount of trust with personal information. It is imperative that an accountant be able to keep this information confidential. If a supplier’s personal information gets out, it could lead to theft of assets and a possibility of a lawsuit. In order to avoid this type of situation, which would at the least ruin the professional reputation and the also get the business name dragged through the mud, accountants must take steps to protect information, including bank account numbers and tax files to name a few. Examples of these steps include limiting file access, coding computers and servers and avoid discussing information with co-workers or friends.

Conflict of Interest
A professional accountant who is in practice may be confronted with a of conflict of interest when he or she carries out a professional service. Examples of situations in which conflicts of interest may arise includes:

If one of the managers in one of your departments at work asks you to ‘cook the books’ because an audit is soon to be done in the company and they somehow messed up, this is always a difficult dilemma to face.
Fraud tendering seems to be the cherry on the cake. For example, if there is a tender contract out and you give the job to someone because he or she is a friend or family, this is definitely seen as conflict of interest.

Financial Reporting
This is perhaps the most common area in which ethics in accounting come into play. How you record information can echo throughout your firm and beyond. It can mean the difference between one department showing a profit, another showing a loss. It can even impact stock prices. Sure, legal laws are a good guide, but many laws have gaps. Is it ethical to take advantage of them, say, by moving around numbers to meet certain revenue criteria? After all, you wouldn’t be breaking any rules, but what about the essence of the rules?

In the end, only you can figure out the best road to take, but to help steer you, consider consulting the ethical codes developed by professional organizations. You don’t have to be a member to benefit from the advice.

No matter what industry or business, you need to take full responsibility to uphold the highest standards of ethics and professionalism.

If you’re looking to get hired as an accounting professional, we can assist. With years of specializing in the finance industry, we understand the market and know what is required from South Africa’s top companies. Visit our website and apply now.

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

Fri, 15 Apr 2016 07:07:41 GMT

Stepping 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 mindset 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 answers. 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 to 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 wants 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. This 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 on 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 is the most important platform for hiring managers to decide if they 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 specializing 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.

The Future of Warehousing in South Africa

Tue, 12 Apr 2016 07:02:05 GMT

The increase of online shopping and demand for services such as 'click – and – collect', results in the need for retailers and another warehousing to adapt as the landscape shifts. More than ever, warehousing facilities play a vital role in the overall supply chain process.

Worldwide discussions centre on automation, greater variety, better systems, more integration, more efficiency and greater flexibility in the industry. When companies such as Amazon and Alphabet Inc.’s Google X unit talk about drone delivery as the next iteration of consumer retail technology, it might seem like an unattainable dream for the future but in reality, this is already happening.

However, in South Africa, we are faced with challenges vastly different from the rest of the world.

It’s not news to anyone the declining Rand as we approach R20 to the US dollar, coupled to declining commodity prices, labour instability, looming junk status and some concerning government decisions, local discussions are likely to focus more on survival.

New thinking will have to be applied to navigate the conversation around capital expenditure in the next five years. And for many, it is going to be a case of trying to ‘do more with less. To maximise warehouse and distribution centres' productivity, operations and IT leaders must be on the same page in terms of technology systems and business processes. Although partial alignment usually exists between IT and operations today, in many instances, there is still a basic technology divide. It starts with differences in the overall assessment of current capabilities and risk perspectives for the future.

As with all challenges, there is always an upside in the form of opportunities. Many companies on the exporting side who manufacture industrial and consumer goods are suddenly able to capitalize on the huge growth potential offered by that steep Rand/Dollar exchange rate. In addition, companies will get better value for money locally, which means investment in new infrastructures in South Africa.

What steps should an organisation be considering in response to the major changes that will impact warehousing operations today and in the next five years? The time to start is now, and the best way to begin is by carefully analysing the issues and evaluating the steps to be taken to help warehouses increase productivity while decreasing costs.

Are you looking for skilled staff to join your team? Communicate Recruitment is a specialized recruitment agency with years of experience in the Supply Chain and Freight industries. We can assist with the sourcing, assessing, screening, and matching of candidates to ensure you find the right fit for your company the first time. Contact us today.

The Interview: What is your Weakness?

Fri, 08 Apr 2016 06:59:22 GMT

So you just walked into your interview. You are dressed in your best professional attire. Your handshake was firm, you’ve nailed every interview question and you’re feeling good, very good. The process is about to wrap up soon. But then, the hiring manager drops the bomb on you!

So tell me, what is your greatest weakness?

You start seeing the job opportunity slipping through your fingers, you shuffle through everything in your brain, trying to figure out how to answer this question. Where do you start? Can you even answer this question? You think to yourself, “Why do they even ask this question in the first place?” First, they want to know that you aren’t conceited and are aware that we all make mistakes. Confidence is great, but there’s a fine line between confidence and being over-confident.

Secondly, they want to get past the big smile you’ve been wearing throughout the whole interview to get a sense of who you really are. The way you respond to an uncomfortable question can say a lot about your personality and communication skills.

You need to keep in mind that as a candidate, you don’t want to give them any reason not to hire you. That’s why the weakness question is so challenging and important. You need to find a balance, show that you are honest and genuine without saying something that will put your interviewer off and ruin your chances. Here are some tips on how to answer this challenging question.

Know your weakness
We are only human, we are not perfect. We all have our flaws. Everyone has specific strengths and everyone has specific weaknesses. It's pretty certain that if you are not clear on your weaknesses then you are not clear on your strengths, and your value at the office will be questionable. Take an online personality type quiz or sit down with a group of your close previous work colleagues and blatantly ask them what they think your weaknesses are. Sometimes, we don’t see what it is that we do wrong but people from the outside can see things clearer. You might get a few negative answers but at the end of the day, this will help you in the long run.

Describe your weakness
Don’t feel like you have to go into great detail. Be short and, most importantly, avoid sounding defensive. Pick a weakness that is acceptable for the job at hand. Be aware of the job requirements and don’t refer to a weakness related to any of the required skills or desired qualities. If you’re an accountant, don’t talk about how unorganized you are or your lack of attention to detail. This might just raise a red flag.

Give an example
Hiring managers who ask about weaknesses during interviews are looking for examples of how a person faced obstacles and overcome them in the past.

Don't just say that you struggle to meet deadlines, also provide ways in which you have worked on this. It's important to highlight that now when you work on a project, you don't just meet deadlines, rather you prefer to complete the project well ahead of schedule. Being aware of your weaknesses is a good sign, it shows that you know where your boundaries are.

Practice, practice, practice! The more you drill into your head the response you want to give, the more comfortable you will feel when you hear those dreaded words in an interview.

If you are looking to move on to a new job adventure, get in touch with us now! Communicate Recruitment is a specialist recruitment agency with remarkable consultants who will match your skills with the relevant job and advice and consult with you throughout the job search process. We have career opportunities that include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, Freight jobs. Visit our website and apply now!

South African Engineering Skills Are Top Notch

Tue, 05 Apr 2016 06:57:22 GMT

The shortage of engineering skills in South Africa is not news to anybody in the industry. In the past, South Africa had a reputation for delivering high-quality Engineering candidates that are sought after in the world. Many ask if this is still the case.

The South African Forum of Civil Engineering Contractors hosts an annual awards event showcasing the most outstanding engineering projects in the country. You only have to look at the list of projects delivered and the challenges faced and overcome in the last year with varying levels of complexity to realize that South African engineering skills are still top-notch.

Old Mutual Basement
The basement for the new Old Mutual building on the corner of West and Rivonia streets in Sandton turned out to be an extremely challenging project for the engineers. The three main challenges were the extensive diabase dyke on the southwest side of the site, the presence of the Gautrain tunnel, which runs directly under the site, and the integration of the adjoining Sandown Mews development.

All three challenges were successfully overcome and the handover of the site has been completed to ensure that the rest of the construction can continue.

Kirstenbosch Centenary Tree Canopy Walkway
Inspired by a snake skeleton, the walkway is a curved steel and timber bridge that winds and dips its way through and over the trees. It takes the visitor on an awe-inspiring journey through nature, rising up from the forest floor into and through the trees and bursting out above the canopy, giving spectacular panoramic vistas of the surrounding mountain

The project is completely unique . Nothing like this has ever been done before. About 20 tons of steel and five-and-a-half kilometers of steel bar had been used to make the R5 million walkway. One of the biggest challenges had been working around all the trees and shrubs in the area.

The careful application of civil engineering methods in materials consideration and composite design resulted in a good end product that blended with the natural environment.

Acid Mine Drainage Witwatersrand Central Basin
Acid mine drainage (AMD) in the Witwatersrand basin is the result of a legacy of environmental mismanagement of water resources by mines and lax enforcement of regulations by the government.

The reality of the negative effects of AMD decanting in the Witwatersrand Central basin is that it will run off into the water system and directly affect and pollute groundwater, fields, and rivers.

The Trans Caledon Tunnel Authority implemented a short-term emergency project to elevate the problem. They constructed an abstraction pump station at a shaft in Germiston to convey the acid mine drainage from deep in the mine void to the surface where it will be treated and made safe for the environment.

Aspects of the technology used on the project involved tried-and-tested systems, but were innovative due to the size of the project. Making this use of the technologies and systems in the project some of the largest examples in the world.

The South African engineering industry has scarce resources in a rapidly developing economy where engineering skills are vital, experiencing a shortage of talented engineering candidates but an increasing number of engineering projects.

Communicate Recruitment is a specialist engineering recruitment agency which can assist you in finding suitable engineers in various technical fields. If you are a company recruiting top talent or an engineering professional wanting career growth, we can put you in touch with the right people in the industry.

We focus on civil, structural, mechanical, electrical, electronic, engineering sales, production, and trade. Contact us today.

How to answer that “what are your key strengths” question

Fri, 01 Apr 2016 14:09:27 GMT

Knowing your strengths and weaknesses is something that is crucial in your career. Each of us has particular strengths: talents in thinking, habitual ways we approach problems that give us the energy to solve them. These skills are what make you unique and will ultimately benefit your career. But for many being asked the questions “What are your key strengths?” “What skills can you bring to our business?” in an interview gets treated with rehearsed answers of what you think a potential employee might want to hear.

However, if you answer this question well, it’s one of the best ways you can show off your skills and show that you stand out among other candidates. This is not the time to be humble. While you do not want to exaggerate your strengths, you should be comfortable articulating what makes you an ideal candidate.

Here are a few strategies to approach this question during the interview process:

Assessing your strengths
This is an exercise worth doing before any interview. The easiest way to determine these are to break it down into the following three categories :

Experience — Experience with certain software or type of task, expertise in a particular industry, a track record of working with similar products or clients, etc.
Talents — Abilities such as programming in a desired language, writing proposals, selling widgets, litigating cases, organizing events, etc.
Soft skills — Personal attributes that enable you to interact effectively and harmoniously with other people, for example; influencing, team building, negotiation, managing up, problem-solving etc.

Once you have a clear understanding of your strengths you should also look for examples of how your strength is evident in your past work performance.

Choosing the right strengths
Before going to an interview look at the job requirements to guide you in what strengths you should select. Choose one to three attributes you want to mention and stop there. You’ll want to think strategically about what skills will position you as qualified for the specific job you are interviewing for and position yourself as a good fit for the company.

Steer away from general statements
This is one of the biggest mistakes candidates make when trying to answer this question. Don’t answer this question in any generic way. If your strength is something 90% of your peers claim as strength, then pick another one. Avoid all the overused clichés and meaningless phrases such as team player, hard-working, patient, positive, reliable, good timekeeper unless you can quantify your answer with tangible results or scenarios.

Good Examples
Still not sure where to start in answering this question? Here are some good examples:

Being motivated
“One of my strengths is that I am motivated to achieve and exceed set targets. In my last role, I achieved all my sales targets and increased these by 5% on the previous year.”

Management
“One of my strengths is my strong relationship with my team . For instance, due to my constant ‘informal get-togethers’ with the team members, I was able to realize their work pressure and thus, modify the deadline of a project. As a result of this, the team worked enthusiastically and we excelled in overall expectations of the client.”

Flexible/Adaptable
“I’m an adaptable person. I work for three different managers, they have very different management styles and expectations of me. I am able to adjust my approach to meet each of their needs”

If you are in the market for a new job, we can assist. Communicate Recruitment 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, talk to us. We have a team of dedicated consultants specializing 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.

Mobile Development Trends

Tue, 29 Mar 2016 14:05:15 GMT

The mobile app development industry is booming and continuing to evolve year after year. Technology in the mobile space is growing at the speed of light and apps have become an integral part of the digital ecosystem. For mobile developers, it has become imperative to keep up with changing development trends as old development methods will not address the needs of the modern business.

What are some of the most important trends to look out for?

App Security
Over the last two years, we’ve heard about numerous incidents in terms of hacking and information leaks. Cyber-attacks are increasing and attacks are more sophisticated than ever. Security still remains a big challenge in mobile applications as a recent report found that 86 percent of web applications tested had serious issues with authentication, access control, and confidentiality. Developers that make an effort to close these security gaps and provide a reliable and secure experience for users will reap the rewards in 2016.

Progressive web
The debate around web vs. native app has been going on for some time, however, new developments in 2015 saw cutting-edge technology and techniques being used that might tilt developer mindshare away from the strictly native approach. The benefits for users would be that they don't have to install the app on their device. It takes up less space than a native/hybrid implementation and it also greatly simplifies installing an app. For developers, the greatest benefit is that you don’t have to wait to get your app published and can deploy releases and bug fixes instantly. Although progressive web apps are still in their infancy stages this is definitely a trend to watch.

The influence of cloud
Cloud technology played a major role in mobile app development throughout 2015 and this is likely to continue in the coming years as well. With the upsurge in the usage of multiple mobile devices and wearable tech , app developers will have to focus on the ability to integrate and sync their apps on multiple devices. The cloud approach will enable developers to ensure applications work seamlessly regardless of the mobile operating system the end-user has on their phone as a cloud application goes through the same browser.

Faster development time
Consumer demands are putting pressure on companies to deliver apps much quicker to the market. With these progressive demands, businesses are competing to launch their products and services faster than anyone else. The main objective for mobile app developers would be to reduce the duration of the development lifecycles and cut down the time gap that lies between ideas and launches.

2016 is bursting at the seams with mobile potential, and that’s not even counting things like wearable technology and mobile automation systems. It will be interesting to say at the end of the year these trends played out. Did they catch on or vanish? Did something new and unexpected take hold of our collective attention? What do you think will be the next big thing?

If you are an experienced mobile developer looking to take your career to the next level? Then look no further! Communicate Recruitment is a specialist IT recruitment agency and has placed hundreds of professionals at top employers across the country. Follow this direct link to our vacancy page and apply now!

If you are an employer in need of some trailblazing mobile developer skills to help you grow your team, we can assist. Communicate Recruitment is connected with a pool of talented individuals and can arrange an interview for you today. Contact us now.

Superpower skills every employee needs to succeed

Sun, 27 Mar 2016 07:48:28 GMT

Superpowers and secret lairs full of gadgets may be beyond reach, but there is much to learn from our superhero friends when it comes to our careers and the workplace. Every kid wants to grow up to be a superhero. It’s the ultimate dream. Being able to fly, have supervision, 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 colleague to help you brainstorm 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 moved up on the career ladder.

Research has 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 behavior that they want.

Negotiations
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 tend 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 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 highlight 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 Recruitment 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.

Silence! Non-verbal Communication in the Workplace

Tue, 22 Mar 2016 14:03:00 GMT

We all use two languages to convey a message. The language we speak in and body language. The silent language that we tend to forget about most of the time. Body language impacts how others perceive you and how you present yourself. Social psychologist, Amy Cuddy said in a TED Talks video that body language impacts how others perceive us and how we present ourselves.

Not everything we say at work is important, but the non-verbal signals you send communicate a great deal to your boss and colleagues. While your verbal and written communication abilities are clearly important, your non-verbal communication in the workplace can impact your career prospects. So how can you improve your non-verbal behavior in the workplace?

Eye contact
Making eye contact with the person you are engaging with shows that you are present and interested in what they have to say. Which will make them feel that what they are saying is important and it is also considered the ultimate form of respect.

Body posture
While eye contact is the most critical non-verbal cue, body posture speaks just as many volumes too. Sitting up straight and lifting a chin demonstrates confidence, while slouchy shoulders and a faced-down head suggest you are unsure about yourself and your abilities.

Remember to always be mindful of your gestures during meetings, especially if you are feeling bored, irritated, or anxious.

Reading body language
Being able to read body language you will need to have the ability to listen with your eyes and ears and pay attention to people's posture, hand movements, and eye contact. To interpret gestures, facial expressions and posture allow a sneak peek into a person’s true emotional status. Such insight can give you a definite advantage on the job. Review the basics of body language then observe the emotional signals that others give off long before any words are spoken. With practice, you can become a proficient reader.

Mastering the ability to read other people’s body language will also give you more confidence and skill in handling social and business interactions.

Watch yourself
In addition to your eye contact and body posture, how you present yourself also plays a big part in your non-verbal communication in the workplace. Always make sure your attire is clean and neat. Don’t forget that a smile brings together any outfit.

Your body language can have an important impact on the success of your career. Take note of your and others' body language and positioning for the next 5 days. Build up an awareness of your own behavior as it will help you to better identify and read someone else whilst ensuring you reflect the correct image.

Job hunting? Your non-verbal language is crucial when interviewing too and you might feel a little bit nervous. For more insights on preparing yourself for an interview, check out this post on: Nervous about your job interview?

Let us connect you with some of the top employers in South Africa. Contact us now!

Teamwork: Keeping the Momentum Going in the Workplace

Fri, 18 Mar 2016 13:47:06 GMT

The workplace is where most of us spend many hours of our lives, so getting along and working productively with your colleagues is very important. That is why teamwork matters.

But what is teamwork? One of the most used words in the workplace, but what does it really mean? Well, perhaps the best way to define it is when a group of people work together with the same common goal in mind, creating a positive working environment and supporting each other resulting in improved performance.

Leaders who are not afraid to make the tough call and establish standards of performance that should constantly be met, are what we call effective leaders. You must constantly foster commitment from each team member to embrace a mindset where each of your employees must learn to apply the differences that exist in one another for their own success and that of the company. To manage people, organizations require effective managers. Highly skilled and trained managers can make or possibly break your business.

T- for together
An effective leader recognizes the importance of embracing differences in people and knows how to bring the team together and connect the dots amongst those differences to get the best outcomes from the team. This is what cultivates a workplace environment of continuous improvements, innovation, and initiative.

Well-functioning teams are essential to running a well-functioning business. If there is no co-operation, employees do not work together effectively. Leaders can facilitate collaboration by highlighting the impact of individual productivity and clarifying team members; values.

E-for engagement
Work teams need people who have strong technical and interpersonal skills and are willing to learn. Also, having self-leaders who take responsibility for getting things done is important. But if a few team members carry most of the burdens, the team runs the risk of burnout.

To develop consistent engagement on a team, leaders should consider three factors that affect the level of individual contribution:

*Presence
*Confidence
*Empowerment

The more individuals feel like part of a team, the more they contribute and the more members contribute, the more they feel like part of the team. When workers are involved in the decision-making process, they feel enabled and invest more of themselves in the company.

A-for accountability
When you’re part of a team, each member affects your productivity and schedule. When you rely on co-workers to review a document before proceeding, a month can go by before you have everyone’s input. As the leader of the pack, it’s in your best interest to push your team to get things done more efficiently, so you can produce better results in less time with less frustration.

One way to increase everyone’s response time is to arrange a meeting with your team at the beginning of each project, so you can plan it through to the end. Set out goals, discuss each member’s responsibilities, and set firm deadlines. Highlight what is expected from each person and when, also have them do the same for you.

M-for motivation
Employee motivation is important because, in today's competitive economy, it's more important than ever to have a motivated workforce. That's because a motivated employee is a productive employee. And a productive employee is a more profitable employee.

At the end of the day, employees are people too. Each one of us has needs that are fundamental motivators that go beyond simply getting paid to do a job. Motivating by money only works if you have an unlimited budget. Instead, find out what they need by looking into employee personalities. Their behavior will show you enough about their personality to determine what it means they need.

Being a leader is not an overnight thing. Your role should not be to settle problems or constantly monitor your team, it should be to create a team culture where people address concerns immediately, directly, and respectfully with each other. Yes, this will take time but the return on investment happens fast as you regain lost time and see problems solved both better and faster.

Thinking of adding a few talented professionals to your team?
We are a well-known, reputable specialist recruitment company with over 35 years' experience in the employment market. Get in touch with us. If you happen to be in the market for a new Finance, IT, Engineering, Freight, years' or Supply Chain job, visit our website and apply today!

Corporate governance just as vital to SMMEs

Tue, 15 Mar 2016 13:35:43 GMT

Governance isn’t simply for giant, multi-million dollar companies. It is a key component of any business – be it a business with one employee or a company of a reasonable size. Implementation of cost-effective and simple processes will establish structure, improve operations, contribute to business growth and ensure effective compliance with the law.

The problem is that small, medium, and micro-enterprise (SMME) business owners see corporate governance, as a concept that applies to just that – corporates.

Unfortunately, the increased levels of corruption and a general decline in business confidence are taking their toll on the South African economy. This has resulted in the Institute of Directors in Southern Africa releasing a guide for Governance in SMMEs which simplifies the King III principles so that these can be easily understood, modified, and implemented by any business irrespective of its nature, size, or level of maturity.

SMMEs are encouraged in this guide to embed the fundamental corporate governance principles and practices into their businesses from the beginning in order to set the ethical foundation from the ground up. The best way to achieve good governance is to make it part of the culture and values of the organization.

The reality is that the survival and growth of SMME businesses are dependent on good leadership and corporate governance. It allows companies improved access to finance ensuring sustainability and support for better performance.

Basic ways to implement corporate governance

Create simple internal policies such as procedures around skill and responsibilities
Demonstrate effective leadership characterized by ethical values of responsibility, accountability, fairness, and transparency.
Separate roles and responsibilities of the shareholder, director, and manager to limit liability and ensure effective division of labor and function.
Do your bit for your local environment and community - nature, society, and business are interconnected.

Corporate governance is a natural progression and while the full structure may not be suited to all businesses, a certain degree of the structure needs to be implemented in order to ensure business growth.

In today’s business and legislative environment, the impact of decisions and actions on stakeholders and employees is increasingly considered to be the responsibility of directors and managers. As an SMME owner, you need all the support that you can get to ensure the effective operation and growth of your enterprise.

As your business grows you will need the right financial staff to help you ensure sustainability. Connect with Communicate Recruitment as we can assist. We boast experienced recruitment consultants that specialize in the Finance industry that can help you find the perfect employee for your team. Contact us today.

Tips to Hiring Right, the First Time

Fri, 11 Mar 2016 13:30:06 GMT

Interviewing and hiring is never simple. Lack of time and attention to the hiring process is the root cause of poor hiring decisions and employees who wash out early on. Building a great team is essential to having a great business.
There are many costs associated with turnover, including the time and energy it takes to hire, possible reputation damage if an employee deals with customers, and the burden of having to repeat the process. You want to get it right the first time.

We’ve got some experience in screening candidates and matching them to your company to fit with the culture and strengthen your teams. Here are some tips to help you with hiring new staff:

Anticipating Changes
One of the key things that need to happen on a regular basis is trying to identify any members of your team who might be at risk of leaving for any reason. This helps you identify early on the possible skills and gaps you might experience in your team and you can pro-actively plan for those changes and potential hires that will need to take place.

Verify results
Don't assume that a candidate will replicate the results they had at another company with you. During the interview process it’s essential that you probe into the reasons for their success: the number of branches covered, referrals received, inherited clients, market conditions, sales support, the technology platform, marketing programs and other variables that may not be as prevalent at your institution. This part of the screening process is key to establishing if candidates are the correct fit for your team.

Consider personality vs job function
Personality traits are difficult to demonstrate on a CV, so it's important to really explore this during the interview process. You want to hire only candidates whose beliefs and behavior systems appear congruent with your organizational culture . The candidate must exhibit both the necessary qualifications to perform the job and the essential fit needed to work effectively within the existing organization. However, there is a difference between working effectively within your organization and an individual with the same thinking. At the end of the day, you want to hire employees that will bring freshness and diversity to the conversation and the thinking while still being able to connect with the core values of the organization.

Get team input
The more people on the team who buy into the selection of a particular candidate, the better chance that the staff will have a vested interest in helping the new person be successful. Individuals with intimate knowledge of the job are often better equipped to evaluate how candidates will actually fare in the position. Having more people involved in the interview process gives you a broader perspective and more insight into the candidate. Inevitably some of your team members might see things in people you don’t, and likewise, many times they confirm the positive/negative qualities you’ve observed.

Are you looking for skilled staff to join your team? Communicate Recruitment 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 the candidate to ensure you find the right fit for your company the first time. Contact us today.

On the other hand, if you are a candidate urgently looking for a new job or somebody looking to form a long-term career-building partnership, we can also assist you. We boast experienced recruitment consultants that can connect you with Top Employers while advising you on what steps to take to reach your ultimate career goal.

Shaping the Future Supply Chains

Tue, 08 Mar 2016 13:26:14 GMT

While supply chains of the 21st century are more dynamic than ever before, meeting the constant demand and expectations of the consumer remains the number one challenge. If companies want to drive real business value and result in today’s globally competitive economy, they will need to better manage multiple aspects of their business such as costs and assets, processes shifts set are, and distribution.

With 2016 already moving so quickly, a number of fundamental shifts are set up, already starting to shape the future of supply chains: from delivering upon customer/client demand, building sustainable global collaborations, managing risks, and trying to keep up with digital consumers.

1. Predicting and delivering upon consumer needs
Up until now, supply chains have been having to service “demand” while trying to keep the logistics costs down. However, the focus will start shifting from the projected product consumption to predicting customer needs by engaging customers through processes unique paths to purchase.
To stay competitive, businesses need to now implement a supply chain network in the cloud that tracks inventory and demand changes and allows your company to respond to the latest demand signals from their consumers in near-real-time.

2. Global networking and collaboration
Supply chains are being reshaped by the internet and the new efficiency of e-business. The movement of goods and services from manufacturer to supplier through distribution channels into the marketplace and eventually delivered to the customer is being transformed by information technology at a rapid pace. The key trend that will enable the future of supply chains is electronic collaboration.

A new breed of cloud-based business networks is emerging to connect companies with a vast pool of potential suppliers, ultimately replacing catalogs, phone calls, emails, and sales meetings. Those platforms help companies evaluate potential partners and meet specific needs whether to boost diversity or local-country sourcing or to meet corporate social responsibility goals more effectively.

3. Keeping up with the digital consumers
In this day and age, every single consumer carries digital devices. Millions of these shoppers now insist on interacting with brands digitally, using their computers, tablets, and phones before they decide what to buy, where to buy it, or how much they’re willing to pay.

With the dawn of online shopping, businesses need to find ways to keep consumers satisfied at all times. This is a shift in thinking, designing, and implementing supply chain resources not shaped just by cost or efficiency but by speed, smart software , and system optimization.

Regardless of which trend will affect your company the most, it will be critical to leverage technology at all levels of the supply chain to remain competitive in e-commerce over the next several years.

4. Reduce risk and manage crises more effectively
How we cope with risk and uncertainty is changing from a rigid “best plan” driven mindset. Companies will have to move to a much more dynamic, resilient, and adaptable approach.
Rather than striving for the best plan upfront solution, we are moving to a mindset of planning scenarios and possibilities and then letting the plan take shape as uncertainties unfold. These uncertainty estimates will look at not only things like recent sales patterns, on-hand, and planned receipts but also evolving indicators such as consumer sentiment, weather, recent delivery performance by suppliers, and projections of delays or risk along supply lanes.

The era of the supply chain that reacts to customer needs alone is over. With these new trends, companies will need to adapt in order to stay competitive in the industry.
Do you see these trends as well? What other important trends are you seeing from your vantage point? We would love to hear what you think.

Considering the shifts taking place in the supply chain industry, a number of opportunities are available. If you are looking for a change in your career, we can assist. Supply Chain and Freight are just two areas of our expertise.

Do you have a contingency plan for middle management?

Fri, 04 Mar 2016 13:17:51 GMT

Middle management consists of those senior employees responsible for implementing the company’s business strategy, overseeing and improving the work productivity of employees, making the work environment as efficient and effective as possible, setting budgets and administrating projects and work processes, and ensuring that the production environment is compliant with company requirements.

Middle managers are the production leaders and the people who report to senior management and executive levels – they are the ones that oil the cogs in the machine and keep them running.

So what happens when middle management is impacted by natural, technological, or organizational risk or disaster?

What is a contingency plan?
The success of a business is not only about sales and profits, business growth and development, but also about effective planning for the worst. Contingency planning – or “Plan B” – means preparing an organization for a significant event where key players in the business’s success are impacted, and ensuring that the organization can respond accordingly and continue doing business as soon as possible. If a natural disaster like a fire, hurricane, earthquake, etc. destroys the organization’s commercial building, or a technological attack means that the company servers are wiped clean of all their data, how will the business recover? If the airplane that your middle management team is traveling in incurs a fatal crash, what then? A contingency plan covers the “what ifs” of risk management, disaster recovery, and subsequently, business continuity.

Implementing a contingency plan starts with a risk assessment
An organization will not only be affected by major natural disasters or terrorist and hacking attacks. There are also more localized risks such as data losses, employee turnover, client departures, and supplier losses. By doing a risk assessment, organizations will have the information to prepare and implement a contingency plan to ensure that business operations aren’t affected so badly that the company will lose business, cut employees, or shut down altogether.

A risk assessment involves assessing all areas in the business that are critical to operations and identifying how these can become risk areas – how could these areas possibly threaten the company’s operations? Prioritize these risks from high to low, then identify how to address and mitigate them before they materialize.

Developing a contingency plan
Once the risks have been identified and prioritized, a plan needs to be put in place to ensure these risks are minimized and can be managed should they come to pass. Middle management’s main priority is to keep business operations going, so it’s important to identify the solution to keeping the minimum level of operations going. For instance: if your commercial building is made non-viable by a weather event or a fire, your employees should be provided with internet capabilities in order to work remotely: a 3G dongle, home internet connection, and a mobile device like a laptop or tablet.

As part of the contingency plan, the trigger events for each risk should be identified: what would make the risks materialize? And if they do, what needs to happen in the time periods following these events – an hour, six hours, a day, etc. after the event – to ensure that business remains operational? Also, identify what constitutes the success of the contingency plan: should the business be running at 100% profitability, or only maintaining the most basic of client SLAs?

The contingency plan should not only focus on what to do should the risks materialize, but should also have a good risk management plan in place to minimize the risk events taking place. If a big organizational risk is employee turnover (and the departure of knowledge and skill), then effective risk management would involve ensuring employee job satisfaction and maximum retention. To avoid the disaster of losing large teams to travel risks, ensure that team members travel separately and don’t engage in dangerous activities together.

Communicating the contingency plan
It’s important that everyone in the organization is aware of a contingency plan for operational success. Led by middle management, the contingency plan should be compiled in a document in the form of a company contingency policy, which needs to be written plainly and clearly in a way that all levels of employees and executives can understand, and made available to everyone who will be impacted by the identified risks. Where possible, a contingency meeting or workshop should be held annually where risks are identified and evaluated by employees at all levels, and contingencies put in place to help mitigate any threats to the organization. Make sure employees are aware of their roles and responsibilities in light of the identified risks, and ensure they are on board to implement “Plan B” should it ever be necessary.

Are you looking for skilled staff to fill a leadership position in your company? Communicate Recruitment 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 candidates to ensure you find the right fit for your company the first time. Contact us today.

Leap Forward In Your Career

Fri, 26 Feb 2016 13:13:25 GMT

February 29 is a date that usually occurs every four years, and is called leap day. According to an old Irish legend, or possibly history, St Brigid struck a deal with St Patrick to allow women every four years to propose to men and not just the other way around. It's not just about love, however, in a bigger sense leap year is also about taking chances. Maybe it's the perfect time to start thinking of making a job change.

You got rewarded with an extra 24 hours equaling to 24 opportunities to make this happen. We at Communicate Recruitment suggest these steps:

Research
Look for a job that requires your experience. Visit local recruitment agencies' websites to get an idea of what others are doing and what jobs are out there now. One important tip is that you need to make sure your skills are still relevant to what is required in the job you want to apply for.

Draw a career map
Setting goals is easy, but working towards them is difficult. Advancing in your career can seem overwhelming. Once you have some pictures of where you want to go, get things moving by taking small steps towards that vision.
In order to pave the way for the future, your first and primary objective is to clearly understand where you are today and what you currently have at your disposal to help you take the next step in your career. To begin with, you must accurately assess the progress you have made over the years. Ask yourself:

How did I get to this point in my career?
Are there things I would like to change?

Connecting: Tailor your LinkedIn profile to your goals
Networking is important for all job seekers, but for people looking at changing their jobs, it's even more crucial . You must connect with people who can introduce you to decision-makers. When you meet new contacts, make sure they understand why you're a good fit for the type of job you want. When you target your network, you will find people willing to support you.

LinkedIn is the new CV, while it doesn't necessarily replace the paper version, it's the first place most people are going to look at when you apply for a new job, and the place where recruiters and head-hunters are most likely to come across your profile. It's important to do whatever you can to ensure you're found, maybe highlight the big accomplishments in your career? Get recommendations? And always present yourself in a professional way with your profile picture.

Be prepared for delays
Nothing will ever run smoothly, sometimes it can take up to two weeks before you get a response on the application you've sent in and chances are that it might also take a while before you go for your interview. This process can be a little bit frustrating, however having patience and family and friends as your support system, will help greatly. They don't have to be in possession of your dream but be supportive.

Taking a leap in your career isn't always easy but remember, whatever motivation you need to get started, is the most important part of reaching your goal. Make no mistake, there will be delays and that's why you'll have your friends and family at large watching you while you work towards your goals.

Are you planning on looking for a new job anytime soon? Have you started with your search already? If not, start now and visit Communicate Recruitment. Our specialized recruitment company has dedicated consultants who focus on finding you a job that is equivalent to your skills. We have vacancies in IT, Finance, Engineering, Freight and Supply Chain.

So whether you are an Accountant, Civil Engineer, Java Developer, Project Manager or Supply Chain Manager, rest assured we can help you. Contact us now!

Promising outlook for IT in 2016

Tue, 23 Feb 2016 13:09:16 GMT

Many will admit that 2015 was a pretty tough year for business. However recent data released by Gartner forecast that in the IT industry 2016 is looking promising.

According to this report Information and Communications Technology (ICT) spending in South Africa will grow by 2,6% year-on-year to R26,6bn in 2016.

Some of the IT trends to look out for in the year to come includes:

Device Mesh
The number of devices that included technology is growing. Mobile devices, wearable, consumer and home electronic devices, automotive devices, and ‘Internet of Things’ sensors will all grow in importance to consumers. However more significantly they are likely to start talking to each other and working in unison instead of functioning in isolation.

Security
Security in the tech space is changing all the time, but it looks set to become even more adaptive. A majority of CIOs list security as their top priority, especially with an increased number of companies that have experienced breaches. Historical norms have been to play defense, but Gartner predicts that more tools will be available to go on the offensive, leveraging predictive modeling, for example, allowing apps to protect themselves. Gartner emphasizes that companies must build security into all business processes, end-to-end. Having it as an afterthought is equivalent to inviting issues.

Big Date
This little buzzword just won’t go away. Everything surrounding us is producing, using, and communicating with virtually unmeasurable amounts of information. This just keeps on growing. The challenge however for organizations is to identify what information provides strategic value, how to access data from different sources, and how this can be used effectively to fuel new business designs.

Mobile
Last year saw the emergence of forces promising a definite transformation of the mobile app development industry in 2016. One of the big conversation points in the mobile space focused on the problem that apps are fast and mobile websites are slow. This led to the emergence of progressive web apps. Progressive Web Apps are experiences that combine the best of the web and the best of apps. The short explanation: a web application that has a responsive layout, works offline, and can be installed on the home screen of a device. Is this a turning point for mobile? Time will tell.

Skills Gap
As the industry and consumers evolve social, mobile, analytics and cloud, generates a wide skills gap versus traditional IT skills. On the one hand, organizations are facing competitive pressure to modernize their operational systems. These systems need to be run more economically, and they need to be more agile. On the other hand, today’s connected consumers are demanding innovative front-office applications that are both cloud-based and mobile. It’s a challenge for an organization to keep up and ahead of the competition and attracting the right skills to your organization becomes more and more important.

In addition, this demand for the transformation of systems brings with it a substantial reskilling across all IT skills, development, operations, and procurement. Gone are the days when it was enough for IT staff to just run and maintain highly stable systems. In today’s consumer-driven business environment, apps are updated frequently and are contextual, not static. That, in turn, requires IT staff to develop new skills, new levels of agility, and new mindsets.

Do you require skilled IT staff to help your company grow? Communicate Recruitment represents a range of exclusive, tech-savvy candidates in the IT industry. Contact us today for all your staffing needs.

Challenges executives face while job hunting

Sat, 20 Feb 2016 13:05:14 GMT

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 ratios 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 the 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 specialized 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 Recruitment 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.

Image Credit: FreeDigitalPhotos.net by Mister GC

Social Media how much impact does it have on your job search?

Fri, 19 Feb 2016 13:03:00 GMT

Recently the media has been filled with incidents where politicians and public figures got removed from positions due to remarks or comments on social media. It sparked a debate in relation to what is considered freedom of speech and if it’s legal to use social media as part of the screening process during the hiring process.

Social media has added a new dimension to the recruitment mix. In South Africa, there are no laws prohibiting the use of public information like the information posted on public social media forums for background checks .

LinkedIn is one such platform that enables recruiters to find out if a candidate has lied on their application about qualifications, experience, or any other information. On the other hand, social media platforms are not always used just to try to catch people out but can also assist recruiters to determine if the candidate will be a good fit for a company’s culture and to see if the candidate is well-rounded, which are often things you can’t conclude off a paper CV.

For hiring managers the risks of recruiting the wrong person are plenty, ranging from poor job and/or team fit resulting in low productivity; to financial loss through having to recruit again within a short time; through to financial and reputational risk to the organization through economic crime.

On the other hand, platforms such as Twitter and Facebook are now mainstream communications tools in a variety of sectors, and someone who has demonstrated that they can build and manage a professional web identity has a very marketable skill.

So how do you go about cleaning up your social media profile if you are thinking of job hunting?

1) It’s permanent remember that
By now you should all know that what you put online is permanent. So here is a tip for the future, no matter if you are job searching or not consider carefully what you post online about yourself. It is true that your online presence is just a snapshot of who you are. But to a recruiter, your social media profile is like the cover of your book: It should give a little insight into your personality but not raise any red flags.

2) Privacy settings
Once again this tip is just plain good old online security whether you are in the job market or not. You don't have to share everything with everyone, most social media platforms have some form of privacy settings. Use it and be selective of who you connect with.

3) Restrict Tagging
When it comes to unflattering photos then Facebook is probably the biggest culprit. You might have spent some time cleaning up your albums and adjusting your privacy settings but you never know when a friend is going to tag you in a comment or photo that casts you in a questionable light.

4) To speak or not to speak
So does that mean you are not allowed to take part on Twitter or voice your opinion? No, you don't have to shy away from these conversations or hide what you believe in. But be wary of how you engage in them. Too many F-bombs, or even one instance of offensive name-calling, can ruin your online reputation and make you appear to be a risk to employers.

Social networks offer a great new platform to engage with peers, network with people across the world but also rub shoulders with potential employers, opening up a whole new world of career opportunities. Managing it in a responsible way will go a long way in building your own online identity.

If you are in the market for a new job, we can assist. Communicate Recruitment is a recruitment agency with specialist consultants that will assist you in finding an exciting new job, whether it’s jobs in the Finance, IT, Engineering, Freight, or Supply Chain industry. Check out our vacancy page and apply now!

Trends: Finance Sector Forecast for 2016

Tue, 16 Feb 2016 13:00:20 GMT

2015 was the year of the consumer. Connecting with your customer and personal engagement has become one of the biggest competitive advantages for companies. The financial service industry has embraced social media to connect more effectively with their customers and build their reputations.

However, just a few short years ago, banks, credit card companies, and investment firms were nervous about walking into the unpredictable real-time communication with their customers. From collaboration with financial-tech start-ups to more personalized client services, digital technology dominates trends in the finance sector this year.

There has been a lot of talks around the destructive innovations that led to the 2008 financial crisis but as we look towards the future for the financial industry, what are some of the biggest trends to watch out for in 2016?

Banking to the unbanked
Financial companies, mobile providers, and banks are always looking for ways to get into the 'cash conversion' space. In other words, they're trying to find the most useful ways to provide cash transaction solutions to the unbanked.

Evidence of this growing trend in sub-Saharan Africa is everywhere. First National Bank's mobile money solution, e-Wallet, topped the R1-billion a month mark for the first time in July 2015. Other South African banks will have to step up their game, as a number of graduates are joining the workforce and will want to open bank accounts.

Moving to the cloud
It seems these days every business wants to move to the cloud, and with good reason. It is an important development in the history of computing. Cloud allows companies to adopt a quick-to-market approach to launching new products and services and business innovations.

And with digital being everywhere, companies need to constantly re-invent their business strategies to meet the demand for innovation and growth, which is why more and more businesses are moving to the cloud.
Cloud supports business speed in emerging markets and provides a platform for improved productivity and improved insights fueled by analytical and social tools. There is no doubt that this trend will soar this year.

Big data
2015 was a ground-breaking year for the financial sector, as they continue to learn how big data can help transform their processes and organizations. Now, with an eye towards what lies ahead for 2016, we see that financial services organizations are still at various stages of their activity with big data in terms of how they’re changing their environments to leverage the benefits it can offer.

As financial data becomes even more valuable, it’s going to get even harder to build new sustainable financial services businesses. Financial services companies that depend on their own data resources will be at an advantage here because historical financial data is so valuable (your credit history for example).

Security
While the convenience of banking apps can't be denied, mobile technology has the potential to be a huge security risk in 2016, according to a report by McAfee Labs.
The importance of security best practices demands the need for constant innovation to stay a step ahead of cyber-crime. To survive, companies will have to become agile, particularly in the digital space.

Talent focus
Employers are looking for more than technical skill, they want candidates who can help make business decisions. A recent report found that business analysts are among the most in-demand positions in the market. The report added that in-demand candidates possess business acumen, analytical skills, and are comfortable working with various technologies.

Competition will become fierce as the talent pool decreases but demand increases.

What financial services trends do you think will impact your business in 2016?

In today's world, your biggest competitors are the ones you compete with for talent, so make sure you are able to recruit the best. Get in touch with Communicate Recruitment for all your staffing needs.

Congratulations New Manager! But Please Avoid These Mistakes

Fri, 12 Feb 2016 12:58:36 GMT

You’ve just been promoted and you are keen on jumping into your new role as a manager. But have you thought this through?
Managing is not a walk in the park, it's more like a marathon. Every now and then, companies promote an individual to a management position but they fail to give that person sufficient training.

Luckily, you are not the first person to be first at managing. There are quite a number of people who’s been in your shoes. They’ve been there, done that, and got a t-shirt. And luckily for you, they’ve shared common mistakes you should avoid as a new manager.

Struggling to make the switch
Take pride in your new role. When you become a manager, everything changes. All of a sudden, you become responsible for the results your team delivers. Your new role will expect you to develop new skills, mainly- people skills. It doesn’t matter how smart or skilled you are, but not having soft skills can set you up for failure. You must know how to make the change from employee to manager.

Failing to communicate and delegate
Discuss upfront with your team what will be the best way to communicate. With the generation gap in the workplace, it is important to establish a communication platform that everybody is comfortable with. Make sure everybody agrees on the best way to ensure good communication within the team When you delegate work to employees, you multiply the amount of work that you can do. A project that seems overwhelming on the surface is suddenly quite manageable when you divide it up among different employees. If you tap into their strengths, this can result in quality end results. Also, when you delegate work to employees, you also create opportunities to develop their work and leadership skills.

Not getting to know the team
As you grow through your career, it is the quality of your working relationships that has a greater impact on your success. Take the time to get to know your new team so you can understand how you can guarantee their success and they yours.

Micro-managing
The most common one! It’s understandable that you want to state your new authority and let everyone know that you’re the boss. You also tend to take it upon yourself to make yourself responsible for other people’s performance, so now you think that by micro-managing , you are in control.

But no one enjoys being micro-managed, and this is a fast way to turn new employees against you. Delegate and create expectations, discuss with your team how they will meet those deadlines. Let them share their strategy with you so you can then give your input instead of the other way around.
A new management job can be stressful for a while but when the steep learning curve is over, you are likely to really enjoy your management role.

If you feel that your current company isn’t giving you room to grow, we can assist. With over 35 years of experience in the recruitment industry, we can confidently say that our specialist consultants deliver results.
With a record of placing top experts at some of South Africa’s biggest companies, we can find you the ideal job that matches with your skills and will give you room to grow.

So whether it’s jobs in Finance, IT, Engineering, Freight or Supply Chain you’re looking for, get in touch with us today!

The Future of Freight

Tue, 09 Feb 2016 12:42:38 GMT

The International Transport Forum Outlook 2015 estimates that trade between African countries will increase by 715 percent between now and 2050. International freight transport volumes are also expected to grow by 200 percent over the same period. This is not altogether surprising as volumes of trade through port terminals have to grow to sustain economic growth, jobs, and food security across Africa.

As customers enter new markets, especially in emerging economies, they are demanding much more than traditional transportation and warehousing services from their freight forwarding and contract logistics providers.

The ability to offer new, value-added services such as warranty processing, returns management and light manufacturing is now a differentiator, as is providing services such as customs and insurance brokerage, and trade and transportation management.

Challenges
Customer Needs: Another key to growth and profitability will be the ability to analyze customers’ needs and then respond quickly with advanced logistics solutions. That will require better IT tools to improve internal process efficiency and to generate analyses that result in a deeper understanding of customers’ industries and business processes.

Data: A supply chain can generate huge amounts of data as orders and shipments pass along it. At each stage, data is entered, validated, and often combined or merged with similar elements, resulting in very large data sets. The challenge is to understand the implications of the data as this will enable Freight Forwarders to improve their forecasts and consequently their negotiating position with carriers.

Technology requirements : The importance of technology to freight forwarders cannot be overstated.
Technology solutions will need to be quick and easy to implement, providing much higher levels of end-to-end visibility that will allow companies to compete effectively against others. Freight Forwarders who resist new technology adoption and continue to work with legacy systems may fall behind the competition.

The future of the traditional freight forwarding model is indeed at risk thanks to changing demand and enhanced technology. To survive, forwarders will need to plan, adapt and evolve or become obsolete. However, this does not mean there isn’t ample opportunity for companies willing to adapt and evolve.

If you are in need of skilled Freight Forwarding staff to assist your company to grow in this volatile market, we can assist. Communicate Recruitment is a specialist Freight recruitment agency with experienced consultants that understand the industry and are able to find you the right fit for your company. Contact us today for all your Freight staffing needs.

Operation: Build Smart

Tue, 02 Feb 2016 12:34:41 GMT

When we hear the word ‘green building’, Sandton’s skyline comes to mind. Green building is on the rise in South Africa and more business is starting to follow the trend of going green.

The pressure to manage costs, risks, and the energy consumption is pushing commercial building owners and investors to explore how smart building technologies can help a company’s triple bottom line — people, planet, and profits.

“Smart buildings” or green building , which is the term most of us are familiar with, is defined as the effective integration of physical, digital, and human systems in the built environment to deliver a sustainable, thriving, and inclusive future for its people.

Smart buildings improve the use of technology in the design and operation of infrastructure in a way that meets the current and future needs of their citizens. Truly smart buildings should be about more than just connecting technology, they require consideration of control and growth, urban development and infrastructure, the environment and natural resources, society, and their community.

Why should more countries shift to smart buildings?

Climate change
With climate change threatening many cities through rising sea levels, increasingly unstable weather patterns, and diminishing resources, the governments of both developed and developing countries are forced to ensure new constructions requirements are more green face.
This means we need to use natural resources wisely, minimize waste and pollution, lessen and adapt to climate change including moving to a low carbon economy.

Creating successful cities that begin to ease some of these impacts is a balance between social, environmental, and economic opportunities delivered through smart planning, design, and construction, and supported by smart technology.

How can we make the shift?

Energy efficiency
In a country that is already struggling with energy resources, energy in buildings should be a priority. Because buildings are big users of energy it is important to use methods that are more energy-efficient, better insulated, less vulnerable to air leaks through poorly sealed windows, doors, and ceilings, and therefore less reliant on electrical energy for heating and cooling.

Cool Roofs: Made of special tiles and reflective paint, cool roofs have high levels of solar reflectance and thermal emittance, which work together to absorb less heat.

This keeps the buildings beneath cooler, thereby lowering energy use and bringing comfort to occupants. On the collective level, cool roofs help reduce the heat island effect in urban areas.
Also, because of the reduced energy consumption, cool roofs decrease the amount of greenhouse gas emissions.

In South Africa, examples of green roofs include the treed roof of the parking area at Nelson Mandela Square in Sandton, the Grace Hotel in Rosebank, House Westcliff, the library of Stellenbosch University, and Forum Homini at the Cradle of Humankind.

Solar hot water heating: The new regulations stipulate that commercial buildings complying with the Green Building Council of South Africa’s green building codes must generate 50% of their hot water using renewable energy, either through solar water heating or heat pump technology.

Lighting: The use of natural daylight instead of artificial lighting is obviously the most sustainable and efficient way of saving energy. Ensure that working spaces have an acceptable level of illumination without using artificial lighting during daytime by designing windows and skylights that are positioned to make the most of the natural light without overheating.

Green buildings also incorporate energy-efficient lighting, low-energy appliances, and renewable energy technologies such as wind turbines and solar panels. Reflective and angled ceilings will also bring more light deeper into a building. Energy-efficient light bulbs can substantially reduce energy costs. Compact fluorescent light bulbs (CFLs) use less than a quarter of the energy required to power a conventional light bulb for the same amount of time, and last ten times longer.

Conclusion
The business environment is ripe for the arrival of consistent, widespread regulatory policies addressing energy efficiency. It is recognized worldwide that buildings are a massive consumer of energy, this will influence the construction sector in South Africa to also adopt more sustainable building practices. And although still in its infancy stage, a smart building is a rapidly growing field.

The opportunities in the green building industry look quite promising. If you are looking for expert engineering candidates, we can assist.

We have numerous individuals in construction engineering, civil engineering, structural engineering, mechanical engineering, electrical engineering, and more.

Data Management undergoing substantial changes

Wed, 27 Jan 2016 12:30:43 GMT

The South African legislative environment is constantly changing - often before, the business has become completely comfortable with its responsibilities under the prior legislation.

Irrespective of which industry you work in, data is your most valuable resource. It pours into organizations from every possible source, operational and transactional systems, mobile and the web.
The importance of data management has changed significantly in recent years and this is due to the advances in big data mining and the benefits it offers businesses. The landscape of data management is again undergoing changes, due to the introduction of the Protection of Personal Information (POPI) Act.

Even though the aspects of the Act that apply to companies are not yet in effect, it is recommended that companies start their journey towards compliance as early as possible.

What will the act mean for IT departments within South African businesses?
Companies that deal with personal information need to invest in the best possible security systems and processes. They need to ensure that the IT staff members they employ have the required skills sets to work with these systems. Not to mention the challenges that arise with mobile device strategies, bring your own device (BYOD), adoption of social media, and cloud-based strategies.

According to an article published on IT News Africa , they said specialist IT positions will be created in larger companies to deal specifically with POPI compliance. New titles such as privacy officers and data specialists are already coming into play.

Companies may also want to look closer to home in terms of website hosting and compliant software. South African software producers and IT practitioners know the provisions of the Act and can be better positioned to ensure compliance.

Deleting data after usage
Data security is a major issue for businesses and organizations today. Ensuring that your data is secure is becoming more important every day and vital to business operations. South Africa may be one of only 28 countries with a security policy in place ; this has not stopped hackers from cyber-attacks. Hackers have shown how creative they are when it comes to accessing personal information. When a company's database is hacked and this information is made available online, the brand image and trust of that company are easily destroyed.

Managers who will or who already is in charge of data storage need to look at the Act carefully to make sure that customary practices, some of which may have been in place for many years, do not violate the Act.

There are companies that hold onto data for years before they destroy it, however, the POPI Act instructs companies to get rid of data once it has served the purpose for which it was collected in the first place. Businesses need to ensure that they keep all the legal details of the Act in mind when dealing with data.

Have you taken measures towards data loss prevention and encryption in your business?

With over 35 years of experience within the IT industry, we know what your business needs when it comes to hiring the best fit. Contact us today to discuss and find your next IT employee.

The Bump: Before and After Maternity Leave

Fri, 22 Jan 2016 12:25:25 GMT

Work-life balance is always an issue for working mothers, but it can be almost overwhelming for new moms who find themselves juggling a career and a new baby. Fortunately, maternity leave is there to help you smoothly adjust to a new stage in your life.

In this article, we will look at things you should know before going on maternity and things every woman should know before returning from maternity leave.

Plan out how you will divide up your current responsibilities
Your work can’t be placed on hold while you’re away, so people need to do your work for
the time being. Prepare a list of your main responsibilities and allocate them to the ideal person. Think about whom in your department might fill each role, also you could consider hiring someone to cover for you if necessary.

Know how maternity leave works
Maternity leave differs from country to country and companies have different policies. So before you go on maternity leave, here are some of the laws in South Africa pertaining to women who have the dual role of mother and worker. Some of them are:

Your employer is not legally obliged to pay you during your maternity leave period unless the company’s policy, a collective agreement, or your employment contract provides for paid maternity leave.
Payments of maternity benefits are determined by the provisions of the Unemployment Insurance Act , but some companies do offer paid maternity leave to their employees. If this is the case, a worker is not able to claim UIF (unless a portion of her salary is not covered by her employer). Read more on the laws here.

Just when you start to feel confident as a parent, another major transition is starting to draw a little bit closer…your return to work. The time has come to slow down on the playdates and start scheduling meetings instead.

Do you have the right daycare?
First things first, you need to know what exactly it is that you want.

Should the daycare be closer to your workplace or rather closer to home? Get some referrals maybe from someone at your workplace or in your neighborhood where you live.

Choosing the right daycare is a serious step and shouldn’t be taken lightly. Remember that your little one will be spending most of their time with the caregiver. Make sure that the person is experienced and loves kids; the environment is warm, clean, and safe.

Meet with your boss
Schedule a quick meeting with your boss, outside the office the day before you have to go back to the office, if possible. Catching up on what's going on at work and what you need to do will cut down on pre-first-day anxiety.

Things you might want to cover:
Has anything changed while you were away? Is there a new manager, a shift in priorities for the department?

What are your top priorities when you get back? Asking this will help you focus and hit the ground running on what’s most important, instead of getting pulled down in irrelevant tasks.

Don’t be afraid to ask for help
Find out if there is a possibility that you can have a flexible working schedule. Maybe you want to work a half-day from home every week or work from home on a full-time basis and only come in once a week for meetings? The answer may be “no,” but if you don’t ask… you will have a 0% chance of hearing “yes.”

Once you start getting into the swing of things, you can take pride in being a woman who can do it all, a focused hard-working professional, and a loving engaged parent. Juggling the demands of a family and a career is tricky and requires a lot of organizing, time management, and effort but it’s possible. Managing a new baby while trying to climb the corporate ladder can be a little challenging, but it doesn’t have to be.

Because we have been in the recruitment industry for over 30 years, we understand your needs and we can find you job opportunities that will allow you to balance your personal and work life.

If you consider yourself to be a premium candidate, we want you! We have various vacancies in Finance, IT, Engineering, Freight and Supply Chain.

Integrated Reporting: Benefits and Challenges

Tue, 19 Jan 2016 12:20:21 GMT

Increasingly, businesses are expected to report not just on profit but on their impact on the wider economy, society, and the environment. Integrated Reporting was developed because of the increasing concerns that existing reporting frameworks and conventions do not enable a company to fully reflect how they create long-term value or help companies adequately connect all the value-creating activity within their organization.

The Volkswagen crisis highlights again how easily stakeholders can be misled by overly positive corporate reporting. Its latest annual report published in March 2015 projects VW as the ‘most sustainable automotive company in the world’. At the time of writing, VW’s supervisory board and the board of management maintain that they were unaware of the emissions manipulation. This incident might not lead to VW’s collapse, but the financial and reputational impacts are likely to be serious. This incident places the focus on the need for the integrated reporting framework, which is a useful tool to aid directors and investors in fully understanding and evaluating a company’s activity and performance.

Benefits of Integrated Reporting
Many organizations are finding that a fundamental change in reporting requires much more than a focus on the end report. It requires a deeper understanding of all the building blocks of the business value creation process.

Integrated Reporting can be regarded as just another reporting convention or a different way to meet growing compliance requirements. But Integrated Reporting is far more than just a reporting framework. It helps a company in more than one way:

One of the most important and most common benefits that organizations experience is a new and better understanding of how organizations create – or destroy – value.
The disclosure of key risks and opportunities as management views them enables investors to assess the short, medium, and long term impact.
Tell the Story - of how value is created more effectively, both internally and externally, in such a way that it will win the trust and secure the company’s reputation by encouraging better relationships with investors, employees, and their stakeholders.

Challenges of Integrated Reporting
One of the key practical challenges organizations continue to face is transitioning from a traditional annual report that is focused on financial metrics and related detailed disclosures to a broader report that tells the value creation story of an organization in an understandable way.

Traditionally Financial and Sustainability Reports were 1000 pages, the integrated report requires a different approach reducing the volume of information to enable better focus and understanding of the material aspects of the group’s performance, strategy, and prospects.

One of the distinguishing features of Integrated Reporting is that in contrast to compliance-based reporting, there can be no model report – every report must be built around the unique business model of the prepare. This has left many organizations unsure of how to structure integrated reports.

Outlook
The world in which companies operate is changing. Integrated Reporting is now required for listed companies in South Africa on an ‘apply or explain’ basis. Businesses are facing capital constraints from a broader range of resources than just finance. Boards are responsible for addressing these capital requirements in a sustainable manner for a company’s long-term success. Integrated Reporting can help fill this gap by providing a basis for companies to explain their value creation more effectively to the capital markets.

If you are looking for qualified finance staff to assist your business in the challenges around integrated reporting or other financial issues, we can assist. Communicate Recruitment has placed hundreds of Finance candidates over the last 35 years at top employers around the country. Contact us today for assistance.

Are You Looking For “The One”?

Wed, 13 Jan 2016 12:17:15 GMT

We understand how difficult it can be to find an ideal individual to help grow your business. As a hiring manager, you want someone who has the necessary skills to do the job, they have to fit in well with the team and be driven. Hiring costs money, so you can’t afford to make any mistakes.

It might sound impossible to measure if the person you have or want to hire is of great quality.
So how do you go about doing this?
To begin with, you have to clarify what the job expectation is, secondly what would the ideal fit be in terms of skills and personality, and lastly, what is the culture that your company is trying to create.

1. Define the job description
Decide the most important skills and qualities you need in your team. Keep in mind those factors will often change depending on how the business change and what your project needs are. Some companies create a mismatch on the job specifications, between what they want and what they say they want, this results in companies attracting the same type of employees over and over.

There are a number of companies posting “we are hiring or we are recruiting” but when the CVs start to flood in, only some of them match what is really required.

It often starts with hiring managers not being able to properly define the job, so it’s important to decide what the compulsory skills are.
You need to break the job down, by doing this, you will be able to draw together information about the duties, responsibilities, necessary skills, outcomes, and work environment of the job.

2. Define the ideal fit
We always hear employees talking about their “dream job” so is it fair for hiring managers to look for the “dream” employee? The truth is there is no such thing as the dream or perfect employee; however, you can find someone who is close to what you look for when it comes to making that new hire. Yes, having the required skills tops the list; many hiring managers will tell you that you shouldn’t just base your hire on that.

There are certain traits in finding the ideal fit. Here are just a few.

Action-orientated
Hire employees who take action and chances. Sometimes it might lead to failure, but they will eventually lead to success and create confidence while new ideas develop. Stagnant employees won’t make your company money; action-oriented employees will.

Team player
Great employees get along well with other employees; they help build a positive work environment, not only for themselves but for others around them. They constantly encourage and support others. If you can find someone who shows these traits, they might just be the one!

Great attitude
Bad attitudes bring everyone down. A great employee helps make work a positive experience for everyone else by having a good spirit at the office, being pleasant with everyone, being respectful, polite, and considerate of others’ feelings

3. Define your company's culture
Culture is an important part of attracting, hiring, and retaining top talent. Company culture has become such a huge buzzword over the last few years, and some organizations are trying to leverage that to get better, brighter talent to come work for them without understanding what it's really all about.

For many of today’s candidates looking for a meaningful career, the job description and salary are no longer enough to encourage them to apply. More candidates want to know about the everyday experience of working for the company, its unique culture, and how they align with their own expectations, values, and work preferences.

If you struggle to recruit the right people, we can help.

Communicate Recruitment has the very best recruitment consultants that are masters at sourcing the right person and matching them to your company culture. Get in contact with us today.

Throw out that old-fashioned job hunting approach

Wed, 06 Jan 2016 12:14:38 GMT

Each year, we see more and more of the reality that only existed in science fiction come to life. Our pockets are emptier, but the few items inside them can do more than ever. We now own small storage devices that can hold massive amounts of data. It’s, therefore, no surprise that in the last three years recruiting and hiring practices have also changed considerably, particularly with the growth of social media and also with the tough job market we have been experiencing.

So if it’s been more than three years since your last job search, here are some tips to help you get to grips with all the changes.

1. First things first – your CV
Writing a great CV is crucial for a successful career search. The last thing you need is to kick off your job search with a CV that reads “out of date.” Most employers expect that you can use word processing software well enough to customize your resume and cover letter specifically for them. Generic work-history resumes don't often work well today. The CV is no longer a run-down of your skills, these days you need to make sure it tells your story and ultimately sells you for that specific job.

2. Expect to be researched
The age of the internet makes it extremely easy to verify information about people. The reality is when you send a CV accept that the recruiters will do their own research on you before inviting you in for an interview.

Visibility: They are looking for "social proof" that you are who you say you are, have done what you say you have done. A lack of online visibility brands you as out-of-date.
Checking facts - does the information on the job application or CV match the information on your LinkedIn Profile?
Personality/fit -- does your personality, as demonstrated in your online visibility, seem like a good fit for their organization?

3. Interviewing
Preparation for job interviews is very important. No more breezing into an interview relying on charm and good conversation skills. The new-style interviewer expects serious candidates to demonstrate an understanding of the company's operations, it's standing in the market and its strategic and tactical problems. Also, be aware that many companies are starting to rely on video technology so it’s not a given that your interview will take place in person.

4. What to wear to an interview
Now that company dress codes range all over the map from full business attire to shorts and flip-flops, it’s a conundrum for many job seekers to know what to wear. It's all about looking at the part and projecting the right image. Every organization is different so the easiest is to ask your recruiter to provide advice on the appropriate dress code for your interview. Think about your interview attire before the big day and get everything ready. You want to feel great in your interview, and looking great is a big part of that!

If you are a candidate looking for a career move or a client looking for a specialist agency to assist with your recruitment needs in Finance, IT, Engineering, Freight, or Supply Chain please contact us. Communicate Recruitment is a specialist recruitment agency that has placed hundreds of candidates at some of the top employers in the country. Check out our vacancy page and apply now!

4 Ways to Sell Yourself to Your Next Employer

Tue, 22 Dec 2015 12:11:24 GMT

Once you’ve accumulated a year or two of professional experience, you’ll know what does and doesn’t get you out of bed in the morning to go to work. Once the bug bites and you begin exploring the possibilities of a new job (be it for a more challenging position, a higher salary, or a different work environment) it’s important that you focus on positively selling yourself to your new employer. Here are some tips that will help you to proactively move along your career path.

1. Know your product
Just as a salesperson needs to know the intricacies of their product in order to sell it successfully, so too do you need to know your strengths, weaknesses, and “USPs” – or unique selling points – to accurately and successfully sell yourself to your next employer. Maybe in your first job interviews, you may have gotten away with clichés like “hard worker”, “results-driven”, “adaptable” – but after having clocked in some valuable work experience, you should now know what kind of employee you really are and what drives you in your job. Use this new self-knowledge to give your future employer an idea of who you are and what you can do for them.

The best way to communicate what kind of employee you are is to provide examples of your claims. So, instead of claiming to be a “problem-solving creative”, rather tell your future employer the anecdote of how you applied process design to your team environment, which saved them X-number of production hours and allowed the company to increase their profit.

2. Sell yourself as a solution
Instead of approaching a potential job from the perspective of “I’m getting a new job”, rather sell yourself as the solution to a problem your potential employer is facing. In your job interview, ask your potential employer what their areas of development (or pain points, or skills shortages) are so that you can answer those shortcomings with your skillset or a creative solution.

Be sure not to come across as arrogant about it (since you will likely be up against a few candidates who are equally or better equipped than you are) but be sincere in your approach to adding value to the company rather than trying to “save” them.

3. Know your price
As a first-time employee, you wouldn’t have had much bargaining power when it came to your starting salary. However, with some job experience and the opportunity to have gauged your value in the work environment (as well as having the time to suss out your living expenses and what you, personally, need to afford your lifestyle), you should know your worth and what kind of salary or benefits you want from your next job.

Employers often see millennial jobseekers as “entitled” or having an over-inflated sense of what they deserve when it comes to remuneration, so keep this in mind when communicating your salary expectations. If you can sell your real value to your employer, or communicate your desire to grow within the company, you may very well be rewarded with the salary you know you deserve.

4. Be better than the competition
South Africa’s job market is characterized by its competitiveness as well as its bias, but it’s important for most jobseekers to know that they were awarded an employment contract on merit alone. Show your potential employer why you are more valuable than the competition – explain, preferably with case studies and past experience, how you’re going to achieve the objectives of the position, make the company (or department) more robust, and how you’re going to put your skills, training, and innovation to work both for yourself and for the company.

Selling yourself to your future employer has a lot to do with standing out from the crowd – of punting your personal brand rather than trying to fit into a box. Do an online search for “personal brand best practice” and learn about how to set yourself apart from the competition in order to get the job you want and build your career.

Communicate Recruitment want to assist you in finding a new job. So, make that move and browse through our available vacancies, which include Finance jobs, IT jobs, Engineering jobs, Supply Chain Jobs, and Freight jobs.

Career Guide: Mapping Your Future in 2016

Tue, 15 Dec 2015 12:07:44 GMT

Whether you are a recent graduate looking to make an entry into the working world in 2016, or an existing employee wondering where your career is going, there is no better time to take stock of your working life than at the start of the new year. Follow these tips and start making notes to help you map your future career for 2016 and beyond.

Visualization is key
In order to effectively map your future, it’s imperative that you learn to visualize not only where you are headed, but also how you will get there. Visualization requires a clear picture with specific details, so this will force you to really think about the practical details of your future and what you will need to implement them. To get to a point where you can visualize the specifics, consider the following:

1. What’s in it for you in the long run?
Before you take the first step in the right direction, it’s important to rather “zoom out” and sees if you can picture what your career will look like… at the end. What will you have achieved? Who will you have in your network? What impact will your work life have had on your family, your community, and perhaps even globally? Do you want to work for a modest salary and have a comfortable retirement, or do you have the potential to change the world? Are you chasing material benefits to a healthy career – i.e.: do you see yourself in a big house with a luxury car and a weekend yacht rental? – or will you work to earn a salary to support a community outreach program so that others also benefit from your industriousness? Once you know what your “bigger picture” looks like, you can start reverse-engineering the results and working backward to get to the finer details.

2. Where do you want to work?
Can you picture yourself on a steady corporate career path, making your way from post room to CEO corner office? Or are you best suited to work in a start-up environment that offers a more casual office environment? If you know which business environment you’re best suited for, you’ll immediately invest more energy in going after what you want, rather than being indecisive about what you think you might want.

3. What skills and experience will you need?
Think about who your business role model is. What does their career look like? What business experience do they have? What qualifications did they get? If you know you want to work your way up the corporate ladder in a finance job or land the perfect engineering job, you will need the relevant qualifications as well as a certain number of years to enjoy the experience. It’s never too late to extend your education or to change careers, so add these details onto your career map, based on where you see yourself in the long run.

4. What are you passionate about?
The most important underlying question to a fulfilling and satisfying career is: what are you passionate about? Not everyone will land a career as a video game tester or a professional motorbike racer, but you can find a way to pursue these dreams if it’s important enough to you. You can also approach your passions from the perspective of using your working life to afford you the means to participate in these activities. If you’re not sure what you’re passionate about, one method of finding out is by asking the following questions:

What did you really enjoy doing as a child?
What activities make time fly by for you?
What do you enjoy doing at present that you wish you could do as a job?
If money was no object, what would you rather be doing?

5. Create a vision board
It’s one thing to visualize how you want things to be, but it’s an entirely different skill to manifest these milestones and achievements into reality. By creating a vision board, you are turning your goals into concrete pictures, which will compel you to act on them. You can go so far as to assign a timeline to your milestones, especially if you are going the route of studying, doing an internship, getting a full-time job, and getting promoted until you reach your ultimate goals.

And once you know where you’re going, you can take the first step in that direction. All the best for 2016!

Is a new challenging job something that you want to pursue in 2016? Let us at Communicate Recruitment help you with your search.

We have great Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy page and apply now!

Please Repeat That?

Fri, 11 Dec 2015 12:03:45 GMT

In this day and age of constant communication, thoughtful communication tends to be left on the roadside. If you want to improve your communications skills in any way, the first and most important part is building relationships with the people in your surrounding environment.

One of the advantages that great communicators have is the opportunity to get promoted and recognized in your careers more frequently as a result of your great communication competencies. If you have your eye on that promotion, maybe it’s time you up to your communication skills.
Below are three of many practices that can help you.

1. Listen up!
Great communicators listen more than they speak. You need to understand what the other person is telling you to avoid any misunderstanding. Most of us have this habit where we try to complete other people’s sentences, but try not to.
When a colleague is speaking, don’t spend the time preparing your response in your mind. Instead, ask questions for clarification and to make certain that you thoroughly understand what the other person is communicating.

2. Effective speaking
Just like listening and writing skills, effective speaking is just as important. We all have different job titles in some way or another, it will be expected of us to speak in front of an audience or discuss assignments with our team. Our ability to speak clearly is as important as our ability to formulate our arguments concisely and clearly. Keep the following in mind before you speak;

Volume - to be heard.
Clarity - to be understood.
Variety - to add interest.

Reading the signs
Great communicators know that non-verbal communication speaks louder than verbal communication. They listen with their eyes and ears and pay attention to people's posture, hand movements, and eye contact because these also send very powerful messages.

There are two main parts of non-verbal communication that, in the workplace, can be seen as the most important.

Eye contact:
Eye contact, or lack thereof, is the first sign of whether you think that the person talking to you is worthy of your attention. By looking someone in the eyes, you are telling them that what they are saying is important and it is also considered the ultimate form of respect.

Body language:
Slouching and crossing arms are signs that you are bored, not open to what the other person has to say and you are not paying attention to what is being discussed. Your body language can have an important effect on your success in business. Be aware of your own behavior as it will help you to better identify and read someone else while ensuring you reflect the correct image.

If you work to improve your own communication by practicing these skills and taking these actions, you can become a great communicator. Becoming a great communicator will enhance your career, make your days at work rewarding and fulfilling, and reinforce positive relationships with co-workers who want to work with you.

Looking for success in your career? Do you want to reach your full potential in your field of expertise? We can help you unravel the steps to your next job opportunity. Communicate Recruitment has a number of exciting new career opportunities which include Finance jobs, IT jobs, Engineering jobs, Supply Chain Jobs, and Freight jobs. Visit our website and apply today!

Are high performers influencing your business negatively?

Tue, 08 Dec 2015 11:59:49 GMT

Are high performers actually the ones responsible for wrecking overall performance in your team? It’s a challenging notion for any business that spends big on resourcing and developing their best people. For decades, companies have tried to motivate people with money even though research has shown time and time again that money erodes social connectedness.

Business leader and former CEO of five organizations, Margaret Heffernan challenge the notion of competitiveness in the workplace. She makes the case for investing in the power of relationships and the positive impact that brings to the work culture. According to Margaret companies don’t need superstars, it needs social capital.

“…when the going gets tough, and it always will get tough if you’re doing breakthrough work that really matters, what people need is social support, and they need to know who to ask for help. Companies don’t have ideas; only people do. And what motivates people are the bonds and loyalty and trust they develop between each other. What matters is the mortar, not just the bricks.”

Take the time to watch this TED video, it will change the way you think not only about teamwork but leadership and how to really drive productivity and happiness in the workplace.

“It's only when we accept that everybody has a value that we will liberate the energy, imagination, and momentum we need to create the best beyond measure.”

Do you need some expert advice and assistance with finding the right talent for your team? Communicate Recruitment is a recruitment agency with very capable consultants that specialize in placing skilled candidates in the Finance, IT, Engineering, Supply Chain, and Freight industries with some of the top employers in the country. Contact us today.

The Pros and Cons of Job Hopping

Fri, 04 Dec 2015 11:57:48 GMT

In the modern job market, millennials are coming under fire for being consistent job hoppers – for moving from one job to the next after a relatively short period of time. Millennials are often compared to their baby boomer counterparts who are known for spending years or even their entire careers at one company and simply following the natural progression of their job. However, in March 2015, the US Bureau of Labor Statistics revealed that baby boomers were just as guilty of job-hopping early in their careers before settling down for the “long haul”.

So, if job-hopping isn’t a new phenomenon, there must be some merit to this practice of switching jobs. Let’s look at the upsides and downsides of job-hopping.

The Pros of Job Hopping
For millennials, the average time spent in a job is just two years, and employers are experiencing a rather high turnover (15 to 20%) with their younger employees. While it may take some time for employers to adjust to this ever-changing workforce, millennial job hoppers seem to have a strategy for their “come-and-go” ways.

1. Salary increases
When moving from one job to the next, employees have the benefit of increasing their salaries. The more times they move, the more quickly their pay increases (to a point – beyond which they risk pricing themselves out of the market). The short-term or narrow view of job-hopping is that there’s a money benefit, but it’s also important to look at the bigger picture of better opportunities.

2. Responsibility increases
While salary increases can occur from one job to the next, it’s important for job-hopping employees to also take the long-term view of increasing their responsibilities. Focusing on improved opportunities with each employment jump will ensure that they are making strides in their careers, gathering crucial experience as they are assigned more weight in terms of responsibilities. That’s not to say that after four years of job-hopping, juniors will become managers, but rather that job-hopping employees will still be able to build an industry reputation for getting the job done… even in the short time that they are in one position.

3. Broadening skill sets
One characteristic of successful present-day employees is the speed at which they take in and assimilate new knowledge and skills. Job hopping allows employees to experience a wide range of work environments where they not only learn the skills of the job and improve their work experience but adapt to different work environments also provides the perfect opportunity to hone their soft skills and improve their business acumen.

4. Finding the perfect job
Job hopping isn’t just the selfish pursuit of more money and better titles rather, it’s an accurate way of testing out different jobs and environments to find the perfect job for the individual. Generally, people are terrible at predicting what they will find satisfying, so the best way to find a job that they’re happy with is to experience different ones until they know what they want. Statistics show that job-hopping tapers off into career stability once employees have found a career that fulfills them and offers more security.

The Cons of Job Hopping

Job hopping has many downsides too, many of which have to do with external factors – the risks of finding job satisfaction and happiness in the workplace.

1. It doesn’t look great on a CV
While some job-hopping is to be expected from young candidates, too much nomadic behavior can put recruiters and employers off and make employee candidates look very unreliable. Employers question the level of skill and experience employees can really gain from “only” one to two years on the job before they move off again.

2. Losing face with an employer
While job-hopping candidates are encouraged to “leave on good terms”, they can’t expect employers not to feel jilted or somehow cheated for investing precious time and resources in on-the-job training and skills development, only for the now-trained-and-ready employee to take those skills elsewhere. Job hoppers are often seen as using companies as stepping stones to get where they want to be, so employees are encouraged to put in as much as they get out from their jobs.

3. Financial insecurity
While job-hopping may help to increase an employee’s salary quicker than waiting for raises or promotions in one job, the long-term financial security of a job hopper can be quite unstable. Long-term jobs with financial benefits include medical aid and pension funds. If employees continue to change jobs, they lose out on the long-term investment of these financial products, especially if they move their finances from one scheme to the next, as there are penalties for doing so.

These are financially tough times, so employees are not in the wrong for wanting to pursue not just better opportunities and a higher salary, but to also find what makes them truly happy so that they feel their time is well spent and well rewarded. This includes not just remuneration, but also altruistic rewards of contributing to a community with a purpose that makes them feel fulfilled.

If you require support and guidance in terms of your job search, let us help you. Communicate Recruitment 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, and Supply Chain jobs. If you are looking to get the right job for you out there, visit our vacancies pages and apply today!

When the going gets tough, dig deep

Tue, 01 Dec 2015 11:53:21 GMT

It’s that time of year when we know the end is in sight but it seems like we are stuck in quicksand, not moving forward at all. If you had to listen to all the negative news in the media, it feels like life is beating us up left and right. But if there is one thing as South Africans we all have in common, it’s the fact that we don’t give up. There is a saying that tough times don't last but tough people do.

If you need some tips to find your inner strength for the last stretch of this year, here are some suggestions:

Focus on what you can control
Whether you like it or not, some things are within your control, while other things are not. Learn to recognize the difference. Refuse to worry about circumstances beyond your control. Don't allow yourself to become so emotionally entangled that it paralyzes your progress. Things may not always work out perfectly, but the sooner you get over them, the quicker you move on to your next victory.

Smile the pain away
Our smiles tell our minds how to feel. When things get difficult, it’s easy to be negative. Research, however, has shown that even the most forced of smiles genuinely reduces stress and makes you happier.

Find the next step
Often times when we have a big task ahead of us it seems daunting and difficult to motivate ourselves to start. The best way to approach this is to break that difficult task into smaller more manageable tasks. It is easier to accomplish one small task and will allow you to see where the obstacles are so you can be prepared to overcome them.

Surround yourself with the right people
Nobody can function as an island. In order to pursue your goals with everything you have, it's helpful to be around other people who are working just as hard. Knowing there is someone else going through your problem helps psychologically. It is incredibly difficult to remain motivated when you keep hearing about the negatives of the workplace. It is good and bad in every office. Focus on the positive, surround yourself with like-minded people that enjoy their work and are there for a reason.

There will be many obstacles in the way of your career goals and several moments where tasks seem overwhelming and you’ll even question why you’re taking such a risk. But, if you keep things interesting, constantly making your journey fun and rewarding, you’ll persevere through anything. December is in sight, just a couple of months and it will be all worth it in the end.

If you are thinking of making a move in your career or looking for a new opportunity, Communicate Recruitment can assist. We are a specialist recruitment agency, with the very best recruiters that have placed hundreds of top-level executives at sought-after companies across the country. We specialize in the sourcing of top candidates in the Finance, IT, Engineering, and Supply Chain/Freight industries, both for permanent and contract placements. Contact us today.

The Secret to Maintaining a Work/Life Balance

Fri, 27 Nov 2015 11:50:34 GMT

At some point in your career, you may find that you're spending more daylight hours at the office and when you get home, you're still attached to work via a technological umbilical cord – checking emails and completing tasks on your laptop or smart device. In our "always-on" work culture, the occasional late night at the office or 18-hour workday can risk becoming a habit. Work might have a way of creeping into your evenings and spilling into family time over weekends. This needs to be nipped in the bud before it gets out of hand – so here are some crucial tips to help you maintain a healthy work/life balance.

1. Know your priorities
When you're young and starting out in your career, you're likely to dive head-first into your new job and give it 150% of your time, focus, and effort, because you're passionate about your work and your position in the industry and you want to get ahead. However, maintaining this momentum in later years could prove to be tricky, especially when there are other priorities in your life – be it your spouse and children, community commitments, or developing hobbies with friends. As you get older and gain more experience, your priorities will change, so it's important for you to recognize this and to manage your time to reflect on what's important in your life.

2. Communicate your priorities with your manager and/or colleagues
If it's important for you to sit down to dinner with your family at 18:00 (or collect your children from school, or attend orchestral practice, or go to soccer training), then you need to leave work at consistent times every day to meet those commitments. Don't just assume that your colleagues know why you're out the door at 17:00 sharp every day – tell them that your family time/non-work commitment is your priority at that time of day. If your manager requires you to put in some extra hours for a once-off project, negotiate to fulfill that responsibility before work instead of in the evenings.

3. Stick to your guns
Once you've put a firm line between your work time and your family time, you need to respect that boundary and commit to drawing the line when you said you would. If you have committed to leaving the office at 17:00 and your colleagues and clients can see that you're still checking emails at 17:48, how can you expect them to respect your boundaries when you don't? In the beginning, it will be difficult to switch off, especially if you love your job and enjoy the work that you do, but these habits need to be built if you want to maintain a healthy work/life balance.

4. Focus on being productive at work
On your list of tasks to do at work, everything may appear to be the top priority, so it's up to you to prioritize your tasks and then to get them done in order of most important to least important. This is a great strategy to increase your productivity. How it works is like this: once you've got the most important, most difficult tasks out of the way early in the day, doing the subsequent tasks will feel a lot easier. If, however, you do the least important tasks first and work up to the priority tasks, your day will feel as though it's getting gradually more difficult, which could lead to procrastination and a waste of time. Also make sure that the tasks and goals you're spending your time on are having a positive impact on the business – if they're not, should you really be doing them? Being productive is key during your work hours so that when you switch off from work, you really are finished for the day – there are no loose ends nagging in the back of your mind and detracting from the after-hours activities and people you should be focused on.

Every job in every industry will have high demands of the people in those positions, so it's up to you to set your own precedent early to build and maintain your work/life balance. What's your approach?

Communicate Recruitment is a recruitment agency with specialist consultants that will assist you in finding the right new job to accommodate all your responsibilities. Our consultants specialize in placing suitable candidates at top employers in the Finance, IT, Engineering and Supply Chain or Freight industries. Check out our vacancy page and apply now!

Supply Chain: Are you relevant to the current job market?

Tue, 24 Nov 2015 10:50:29 GMT

The skills needed to work in the supply chain industry keeps changing. What you learned in the classroom years ago is still relevant, but with today's challenges in the job market, you need to keep yourself up-skilled at all times.

According to the Chief Supply Chain Officer Report , 26% out of the 1 068 executive-level respondents said that finding supply chain talent is extremely challenging. And to add onto it, a study showed that by 2017, there will be approximately 360, 000 supply chain vacancies available globally.

The battle for top supply chain talent is focused on acquiring people with process expertise . To select the right people to oversee the increasingly essential supply chain responsibility, hiring managers to make sure they know the blueprint for the "ideal" supply chain candidate. Being productive and organized are two of the best characteristics to have. To help you stand out from the crowd, here are a few qualities you can develop to make you relevant in today's job market.

Integrated business planning
Being able to deal with cross-functional issues is a large part of the supply chain. This includes integrating a company's operational side with its demand-side and embracing demand and supply integration concepts, such as sales and operations planning.

As a supply chain professional, you deal with collaboration initiatives between suppliers and customers. You must master the challenge of planning the end-to-end supply chain. Having this trait is imperative.

Be tech-savvy
Supply chains are global, and they have become more integrated. Data, networks and high-powered computing are helping make supply chains more agile, streamlined, and robust.

A recent article in IT Web said that South African companies are adopting voice technology in the supply chain. Technology is helping organizations drive efficiencies and productivity across their business.

You don't have to be the next coding prodigy, but you must be able to manage technology and work closely with technology teams to understand a company's IT capabilities and identify opportunities to improve supply chain processes.

Effective communication skills
Communication is one of the most important parts of your job. As a supply chain professional, like in most professions, you will spend a sufficient amount of time communicating with employees, colleagues, managers, and clients. Hence, having good and effective communication skills is vital to your professional success.

In today's competitive job market, having these valued qualities will make you stand out from your peers. Having these important characteristics will open up new career opportunities for you.

Find your next Supply Chain or Freight position with Communicate Recruitment. We have hundreds of vacancies in Johannesburg, Durban, and Cape Town.

Visit our website for more information.

The Executives Blueprint to Career Success

Fri, 20 Nov 2015 10:46:53 GMT

Having a career plan in place will guide you when it comes to making decisions. Your career plan requires you to have a vision and mission in place. It can determine and shape your career process. Setting and having a clear understanding of what your objectives are is critical.

In most cases one must become a life-long learner, gaining knowledge and developing skills is essential to becoming a true value adder. Creating a personal growth plan and executing that plan is of utmost importance.

1. Outline and Manage Your Personal Brand
How you choose to manage your personal brand will influence your daily leadership decisions and career management plans. How others perceive you don't always match up with how you perceive yourself. And if you want to stand out in the crowd, you must take control of the branding process. Personal brand management is about making sure that your leadership talent aligns with the marketplace. If they don't go hand in hand with one another, then you have some work to do.

Some of the questions you need to ask yourself:

What makes you different?
Do you add value?
How are you reinventing yourself?
How are you improving your skills?
Are you taking any steps to position yourself as a visible brand?

2. Prioritize Relationships
Your life, career, and business are all about building relationships with others. Go out and meet people in your business circle who can show you the ropes and open doors for you. Make building a strong, diverse, and lasting network of relationships a priority in your work and personal life.

3. Update Your Skills
Mastering a new skill will make you more viable and open up diverse opportunities from different industries for you. Even if you are in a management position, the ladder of success doesn't end there.

Regardless of age, background, or gender, never pass up chances to learn and grow more as a person and as a worker; part of career planning is continuously going above and beyond acceptance of training opportunities to finding new ones that will help boost or further your career. Keep learning!

4. Ask and Share Feedback
Without feedback, we wouldn't know what our faults are. So by getting feedback, you can improve and get better. If you're not getting feedback, ask for it. If you're getting feedback, use it to change and improve for the better.

Take the time to think about what it is that you want to achieve in your career, but don't wait too long. Planning your career can be very beneficial to you, you will have a more clear vision of what it is you need to do to get you to where you want to be and it can also help you prepare for what lies ahead in your career.

Communicate Recruitment is a specialized recruitment company and we aim to help candidates find the ideal job that matches their skills.

So if you are in the job market, let us assist you. We have Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Contact us today!

Wind Energy gaining ground in sector

mbaloyi@networkrecruitment.co.za (Mary Baloyi) — Tue, 17 Nov 2015 10:43:09 GMT

The South African Wind Energy Association recently reported that currently wind energy makes up around half of all renewable energy produced in South Africa. As South Africans are getting to grips with crippling power shortages across the country, this news offers a flicker of hope for the future.

Over the past three years, the wind energy industry has made immense achievements in the country. SA has gone from having just eight wind turbines in 2012 to 294 – just three years later. Wind energy guaranteed that 117 hours of load shedding were avoided in 2014.

A new report from the European Commission has concluded that wind power is the renewable energy technology with the largest and most successful deployment over the last 20 years.

Across South Africa, five wind farms are in full production, 15 large-scale wind farms are under construction and another seven are approaching financial close. Once all of them are up and running and their proposed 700 turbines installed, they will generate 1 983 MW of power.

Benefits

Wind provides clean energy and does not produce carbon dioxide emissions
Wind farms are land-friendly and agricultural and industrial activity can continue and co-exist around them.
Wind energy is much cheaper, only one-eighth of the price of the peaking plants that Eskom currently calls upon during times when electricity supply is tight.
The renewable energy from South Africa's first wind and solar projects last year delivered R800-million more in financial benefits for the country than it cost.
8000 jobs have been created because of the REIPPP and a further 18228 people are said to be permanently employed once other projects are underway.

Challenges

Wind energy is dependent on the weather, which can be unreliable.
Environmentalists contend that wind farms kill birds, especially raptors like hawks and eagles.
Wind turbines generally produce a lot less electricity than the average fossil-fuelled power station, requiring multiple wind turbines to be built in order to make an impact.
Logistical issues in transporting wind towers and blades in the construction phase
Specialised mobile cranes are also required to install wind turbines due to the large masses and heights the turbines will reach. Only a handful of these cranes exist in South Africa but the country will require a fleet to meet the demand of the project wind industry.
Turbines may cause noise and aesthetic pollution. Although wind power plants have relatively little impact on the environment compared to other conventional power plants, there is some concern over the noise produced by the rotor blades, aesthetic (visual) impacts.

If you speak to any South African sustainable energy expert, it is guaranteed that a vast amount of them will advise that the disadvantages outweigh the advantages when it comes to utilizing wind turbines. A country that is continually struggling to keep the lights on the emergence of this energy resource might just be the answer to some of these problems.

Looking for a new Engineering job? Communicate Recruitment is an Engineering recruitment company with consultants that specialize in civil engineering, structural engineering, mechanical engineering, electrical and electronic engineering. Check out our vacancy page and apply today.

Wanted: Have You Seen This Recent Graduate?

Fri, 13 Nov 2015 10:38:37 GMT

Having communication skills, the ability to work well in teams, the capability to think on your feet and change with the business environment are core skills topping the "employers list". When it comes to making their next hire, employers want more. Businesses also want new hires to have the ability to analyze data, be critical thinkers, and know how to manage resources.

With so many graduates now on the market, employers will look for evidence of skills and work experience, which will make you stand out from the crowd. Start gathering them now or work on what you've got so you are ready to impress recruiters so they can sell you better at the employer. Here are three of many skills you can work on while you are job searching.

Analyze data
It doesn't matter if you're a Financial Analyst, IT professional, or an Engineer, data is creeping into our everyday lives, and now more than ever, employers are looking for people who can not only capture the data but be able to analyze it into a more simple to understand format. It would be best to get familiar with how to work with data and proactively acquire the skills necessary for dealing with data now rather than wait for your employer to decide that these skills are a core competency of your job.

Strategic Thinking
The ability to learn, reason, think creatively and make big decisions are essential skills for making yourself stand out from the rest of those cvs.
Critical thinkers are problem solvers; they try to find new experiences and outlooks. They expose themselves to ideas that help them carefully and analytically make the best decision possible.
Employers love problem solvers, if you have this skill you stand a better chance at potentially joining their company.

Know how to use resources
The proficiency to use resources is crucial. To allocate time, money, space and materials is very important in the modern workplace. As a recent graduate, you need to understand that your time on the job is the boss's time and all the above-mentioned resources that are available at work are valuable to the overall interests of the company and ultimately valuable to the well-being of the employees. To be able to retain a job, you need to be mindful about using the resources you will have access to.

While the knowledge and skills required will vary according to the job, it's imperative to express how you've already gained the fundamental traits that would make you a worthwhile addition to an organization. You could also think about other skill areas you're strong in. All of the skills listed here are important. The skills required by employers can differ between industries, businesses, and even individual recruiters.

Employability skills and personal values are the critical tools and traits you need to succeed in the workplace and they are all elements that you can learn, cultivate, develop, and maintain over your lifetime.

If you are a recent graduate ready to start your career journey, get in touch with us now.

With a record of placing top experts in some of South Africa's biggest companies, we can find you the ideal job that matches your skills and will give you room to grow.

Is there an App for that?

Tue, 10 Nov 2015 10:36:11 GMT

Who would have thought that 10 years ago, the mobile phone would not only be used for making and receiving calls, sending text messages, and connecting to the internet, but they are also being used to access mobile money services and much more?

With the app development economy thriving globally, Indran Naick, master inventor at IBM SA says that South African businesses are lagging behind . Although most South African companies understand the opportunities the digital environment offers them, few have really invested in the development of apps relevant to their business.

The sole purpose for any company to want to develop an app is that it could be used as a PR tool, in terms of marketing, advertising, and improving branding. It can also be used to get more customers and clients and another form of contact with your market.

As for South African businesses, they are starting to realize that the application economy will bring dramatic changes in the way they run their businesses and engage with partners and customers. However, they are not always clear on the necessary roadmaps, strategies, and technologies to help them adapt to business in this new era.

But does your business really have a reason to develop an app in the first place? Before you develop, consider what you're trying to accomplish, and develop the right tool for the job.

1. Is It Necessary For Your Business To Have An App?
Not every company (or industry) should develop an app. If you already have a user-friendly website that is fully mobile responsive, then there's no need to get an app. The main reason businesses think they should develop an app is to stay up-to-date with their competition, which is one of the reasons to get one.

The most important consideration for developing an app is that it needs to be functional and there needs to be a clear objective. If people can only get information like your contact details, pictures, blogs, and events about the company, then the app is not useful at all.

2. What Does It Cost to Develop an App?
The cost of your potential app will depend on a couple of things. To name a few:

You would look at the functionality, will it be a basic app or have layers
Who will you get to develop the app?
Which platform will you want to host it on, Web, Native, or Hybrid?

Web
This is the "mobile version" of a site that runs in a web browser. Web apps use JavaScript, CSS, HTML5, or other languages. They are sometimes designed to look and work like apps and are generally ideal when you want to make your content or functionality available on mobile. They are not expensive.

Native
A native mobile app is a smartphone application that is coded in a specific programming language, such as Objective C for iOS and Java for Android operating systems. Native apps provide the best usability, the best features, and the best overall mobile experience. However, this type of app is expensive to develop because it is tied to one type of operating system, forcing the company that creates the app to make duplicate versions that work on other platforms.

Hybrid
Hybrid apps are defined as a web apps, primarily built using HTML5 and JavaScript. It is usually quicker to develop and will cost you less, compared to native apps. Apart from it being cheaper, another advantage that hybrid apps have over native is that it's faster and easier to develop. It's also easier to maintain and you can change platforms. The app itself will not be as fast as a native app as it still depends on the browser speed.

3. Your App Checklist…
No one said developing an app would be easy so before switching the green light on towards your mobile app development, make sure you understand the process.
Even though your mobile app idea might have occurred in a matter of minutes, your application won't be developed overnight. Discuss the project scope with your developer (s) and make sure that you understand the process . Below are the areas you should consider:

Planning
Design (Wireframing & Visual design)
Programming
Functional Specification
Testing

There is no one-size-fits-all, finding the right app for your business may be challenging. Consider what your main goals are and what your audience needs. Research your options and get a great developer. Ask for recommendations.

With technology evolving at such a high speed, enterprises of all sizes, in all markets, have to embrace the application economy and place software development at the center of their business strategy.

Tap into having only the best talent in your company! Contact us today and we will make sure to find the ideal candidate for your business.

We are an IT recruitment company with consultants that specialize in working with Developers Architects, Consultants in CRM and ERP through to BI, BA and much more.

Check out our vacancy page and apply today.

How to be prepared for the new era of video interviews

Fri, 06 Nov 2015 10:33:42 GMT

Not so very long ago the only way to have a face-to-face conversation with a potential employer was to physically go to the office and speak with a hiring manager. In the last couple of years, advancements in technology and bandwidth speed are making it easy to conduct virtual job interviews. More and more employers are taking advantage of this opportunity to make the interview process not just easier but also more convenient for all parties involved.

As more employers embrace video and web-based technologies to conduct screening interviews with prospective job candidates, it becomes increasingly important for you to be prepared as you begin your job search. The more you know how to make the technology work for you, the more of an advantage you'll have. Here are some tips:

Your Skype Name
The most common platform to conduct a video interview on is Skype as many people have access to this and it's easy to download and use. It's important to consider what Skype name you have selected. Think about the impression your Skype name will create. Will you come across as professional? You may get off on the wrong foot from the outset if your Skype name is jokey or overly informal.

Minimize your hand movement
Hand gestures are great for live presentations but not so much in interviews. This is even more important when it comes to video interviews. Ensure you keep your hand movements to a minimum as not to distract the interviewer from what you are saying.

Control the background
Often the settings you choose for online video interviews are packed with distractions, and if there's something even slightly embarrassing or scandalous to find, someone will find it. While you think you're showcasing your personality, really you're introducing new distractions to the interview. The best option for a background is a clean, uncluttered, well-lit, neutral backdrop like a wall, screen, or panel of curtains.

Dress for success
Just because you are not meeting your interviewer in person doesn't mean that you can pay less attention to how you dress. The preparation in the dress department is slightly different in a video interview than in real life. Brighter colors look better on video. Avoid wearing stripes, paisley, and the like, as the detail can come across as fuzzy and distracting on video. Another color to avoid is white as it can give off a kind of glare effect.

If you need some expert advice and assistance with your job search, contact us. Communicate Recruitment is a recruitment agency with consultants specializing in placing candidates in the Finance, IT, Engineering, Supply Chain and Freight industries with some of the top employers in the country. Check out our vacancy page and apply now!

Transport infrastructure key for South Africa’s future

Tue, 03 Nov 2015 10:29:02 GMT

South Africa's transport sector is a key contributor to the country's competitiveness in global markets. The transport modes that form the infrastructure are rail, road, marine, air and pipelines. It is regarded as a crucial engine for economic growth and social development in the country.

Rail
South Africa has an extensive rail network – the 14th longest in the world – connecting with networks in the sub-Saharan region. South Africa's freight rail system however degenerated considerably after the investment was limited in the mid-80s, resulting in 30 years of underinvestment in the rail industry.

In 2013, about 734 million tons of freight was moved in South Africa, according to an Oxford Business Group (OBG) report, out of which nearly 71% was moved by road, despite the fact that railways make up 80% of Africa's infrastructure.

In March 2014, Transnet announced an R50bn contract with four manufacturers to build a 1,064-strong locomotive suite. The move marked the start of the biggest rail recapitalisation programme in the country's history.

Transforming rail infrastructure is important as it will have a direct impact on the country's key industries, in particular mining. One of the initiatives already in place is upping capacity on the country's coal transport line.

Road
The road freight sector in South Africa is a major contributor to the local economy. Road transport between cities offers greater speed and adaptability which is why it's been the chosen mode of transport, especially when transporting goods for a long time. However, the impact of heavy freight vehicles on roads is significant, and the cost of maintenance and upgrades is increasing as traffic demands grow. Having enjoyed considerable growth over the past two decades, the road freight industry is having a tough year. Operators are faced with numerous challenges which involve a constant change in the form of increased tariffs, permits and licence fees, while e-tolls are reducing profit margins.

Marine
Approximately 96% of the country's exports are conveyed by sea, and the eight commercial ports are the channels for trade between South Africa and its southern African partners. South African port efficiency has improved considerably as a result of investment in new assets such as ship to shore cranes and other supporting handling equipment. Competition is however fierce as South Africa's ports are steadily losing their reputation of being the best in Africa, with ports in East and West Africa embarking on major maritime investment programmes. Continues investment will be needed to ensure that we stay on top.

Air
Air Cargo is essential to Africa's economic growth. But the poor record of safety and security coupled with insufficient infrastructure, lack of regulation and government actions have been the main constraints to the air cargo industry in this continent. If solutions can be found for some of these challenges, the opportunities for growth of the industry are huge.

Air cargo remains a fairly small component of total freight transport in South Africa. Air cargo tonnage has grown to about 400 000 tonnes per annum, with the bulk, some 80%, being flown in the holds of scheduled passenger flights.

Pipelines
Pipeline transport is unique among modes of transport in that the pipe, which facilitates freight movement, is both the way and the vehicle, and it is permanently connected to terminals, which facilitate freight storage. This feature makes it the only mode of transport that does not require any materials or goods handling. Transnet pipelines are the custodian of the country's strategic pipeline assets and currently servicing two key industries (fuel and gas) by transporting petroleum and gas products over varying distances.

The liquid fuels network traverses the provinces of KwaZulu-Natal, Free State, Gauteng, North West and Mpumalanga. The intake stations are the two Durban refineries - the crude refinery at Coalbrook (Natref) and the Sasol 2 and Sasol 3 synfuel plants at Secunda. The gas pipeline, a converted line previously used for liquids, runs from Secunda to Durban via Empangeni.
Sound and solid transport infrastructure remain crucial to generating economic growth, alleviating poverty, reducing inequality and increasing domestic and international competitiveness but more importantly generating jobs.

Do you require qualified freight staff to help your business grow? Communicate Recruitment represents a range of exclusive, skilled candidates across all levels of the Supply Chain and Freight sectors from top managers and directors, road freight to sales executives. Contact us today for all your staffing needs.

How to build credibility in the office at your new job

Fri, 30 Oct 2015 10:27:03 GMT

You got the job! After polishing up your CV and sitting through those grueling interviews, you impressed your employer enough for them to hire you and now it's time to make good on what you said you could do. It's time to perform and get people to take you seriously. One of the most important characteristics that you'll need to establish in your new job is credibility. If you have credibility, it means that people respect your word, your skills, and expertise, and your ability to make things happen. You do what you say you're going to do and you behave in a manner that reflects well on your co-workers, your manager, and the company in general. Use these tips to build your credibility at work:

1. Dress the part
People are judged first on their physical appearance, so make sure that you follow the company's dress code to a tee and create a great first impression – every day. Dressing for the job doesn't only instill a sense of personal pride, but a well-dressed, well-groomed person is a lot easier to take seriously than someone who looks like they're actively rebelling against "the corporate uniform".

2. Never lie
You want to look good in front of your new colleagues and get your manager to give you bigger responsibilities, but making unfounded claims about former sales figures and previous achievements will only get you so far until the truth comes out. Let your actions speak for you as you build your reputation on hard work, helping others, and being the go-to person to get the job done. Respect has to be earned. One lie found out and it will be extremely hard to earn people's trust again.

3. Show integrity
When you start a new project, it should have a set of responsibilities and – most importantly – a set of deadlines. Make sure you meet all of those deadlines. This will build your integrity and trustworthiness, which are an integral part of credibility. As the person who consistently meets their deadlines and someone who takes responsibility for the tasks they're given, you'll also likely be the person who will be bumped up to larger, more complex projects where meeting deadlines and creative problem-solving are required to satisfy clients and support the company's reputation.

4. Be accountable
Everyone makes mistakes. It's how you deal with them that determines success or failure. If you've messed up, don't wait for someone to find out and then say, "Eeek! Sorry!" Rather, as soon as you're aware that you've created a bungle, let your manager – as well as your colleagues who will be affected – know. If you admit your mistake and offer an immediate solution to correct it, the mistake can be turned into an opportunity to build credibility all on its own. And, if the solution means staying after hours to fix your work, or needing to pick up a colleagues' surplus work, don't complain or be resistant about it – show that you're serious about being accountable for your actions.

5. Show enthusiasm and passion
If you applied for this job because the description met all the things that you're passionate about or what you stand for, then show that passion and enthusiasm at work. You don't need to "woo-woo" every time you get a work-related email or to skip down the corridor when you take a bathroom break, but being 100% invested in your job goes a long way to building your credibility. Be at work five minutes early, and leave when you're finished – not 17:00 on the dot. Listen to your manager's and colleagues' pain points and do whatever you can to bring solutions and create efficiencies. Make sure that the work you do contributes to the company's goals and makes everyone around you look good. Do that, and those same influencers will vouch for you when it counts – your credibility will speak for you.

Communicate Recruitment represents a range of exclusive, skilled candidates across all levels of the Finance, IT, Engineering and Supply Chain, and Freight sectors. We've placed hundreds of candidates with some of the top companies in the country. If you are looking for some assistance with your next career move contact us today. Or visit our website to view all the available vacancies and apply now.

What to Consider before Accepting a New Job

Fri, 23 Oct 2015 10:21:28 GMT

After weeks or months of searching for a job you'll love, the anxiety and hope you experienced when submitting your CV, enduring the telephonic and face-to-face interviews with your potential employer, and wondering if you're the one they've also been looking for… you've finally received the job offer! It may feel like a huge relief, but before you slash your signature on the dotted line of your new employment contract, hold up! Have you considered these final questions?

1. Do my work preferences align with the company's environment?
Each business should have a set of values and standards that form the foundation of how they operate. While some companies focus heavily on innovation and profit at all costs, others may lean towards employee wellness, a sense of excellence above all else, and an open, collaborative workspace. If you're the type of person who prefers to work on your own or you like a more formal work environment, don't sign up to work for a company that relaxes the chain of command or promotes teamwork and collaboration in a more casual office space. Trying to fit in where you're not comfortable will become immediately apparent and is not conducive to job satisfaction.

2. Do you understand the company benefits you'll receive?
If you've applied for a job that comes with perks like a pension and medical aid, do you understand how these benefits will be deducted from your package? Make sure that you understand the difference between your gross and net salary – the gross salary includes tax and deductibles, so your net salary (what ends up in your bank account) may end up being much lower than what you'd first expected. Clarify all of the financials before you accept the offer.

3. Is the salary enough?
Many young businesses and SMEs can't be as competitive as corporate companies when it comes to salaries. Often, employees will balance a lower salary with better working conditions – flexible work hours, a casual work environment, and perks like Friday afternoon drinks or exciting outings. If you're comfortable with a young, vibey work environment and a lower salary than what you may have earned in a more formal corporate job (with strict office hours and stiff company culture), just make sure that what you are taking home is enough to fund the lifestyle you want outside of working hours.

4. How far away do you live from the job?
If you were hungry enough for employment to apply at a company that is a considerable distance from where you live, you may not mind the commute in the first week or the first month of your job there. However, in the long term, driving to and from a place of employment can become tedious – it wastes time and (petrol) money. And if you end up working late on some evenings, it's not all that safe to drive at night (or your carpool plans may fall flat, leaving you in the lurch). Distance to work is a factor that warrants serious consideration for the long run.

5. Is this the job you truly want?
We all have monthly expenses that need to be paid, so being offered a job does provide support from a survival point of view. However, if you feel relieved because you'll finally earn a salary to pay for your lifestyle (never mind food and a roof over your head), but you know you'll hate waking up in the mornings to go to that job, it's time to pause and reflect on what it is that you really want to do. If you're waiting for another job offer for work that is more in line with who you are as a person, yet pays less or is further away, it's worth the consideration of which job will have greater satisfaction for you in the long run. Talk to friends and family or a recruitment consultant about your options, but don't just rush into a new job because it's a new job.

Communicate Recruitment has a number of exciting new career opportunities which include jobs in Finance, IT, Engineering, Supply Chain, or Freight. Visit our website and apply today.

Cyber Security in South Africa

Tue, 20 Oct 2015 10:19:41 GMT

South Africa has shifted from doing things traditionally to doing it the 21st century way. Companies are now doing a bigger percentage of their business online, from digital payments to saving their data on servers. This allows consumers to easily access services; however, it does come with a few hiccups.

The South African Fraud Prevention Association , highlighted that South Africans lose in excess of R1 billion annually to internet fraud and the practice of trying to trick someone into giving their secret bank information.

The 2015 Security Summit that took place in Johannesburg revealed that South Africa is one of the most attacked countries on the African continent. Even though small businesses are the biggest target, eventually this will spiral into every single company becoming a target. But what could be the reason for this? Is it the gaps found in the infrastructure? Does this vulnerability allow cybercriminals to use this weakness to their advantage?

Securing the data
The amount of work we can accomplish on a mobile device is rapidly increasing. In today's digital world, many employees expect IT to provide easy access to corporate systems and information from mobile devices.
When it comes to security, one of the biggest challenges we face is user identity verifications. There need to be better and smarter ways to authenticate users, hard and software. Fingerprint readers have been introduced in our own country. This may be one step in the direction we want to move.

When it comes to businesses, the most critical problem for them is securing the software. One way to do this may be through better programming languages that have security protection built into the ways programs are written. And technology is needed that would be able to detect unprotected features before the software is installed; rather than waiting for an attack to happen.

Every business wants to feel confident knowing they have better security for their data flowing over different routes on the internet.

Cyber Security Policy
In today's time, we as users expect and prefer services to be online. But this will have implications on us because our personal data will be at risk and there is a big chance that our information will get stolen and used for fraud. A cyber security policy needs to be in place in order for us to make use of online services without putting ourselves in jeopardy.

The National Cyber Security Policy Framework has been passed to the Cabinet three years ago and we are still waiting in anticipation. The government's State Security Agency (SSA) has promised to move with speed to finalize the national cyber security policy in the coming financial year.

State Security Minister David Mahlobo said that cyber security, an area government that has long been criticized for neglecting, was top of the priority list in this year's National Plan. While the government is busy working on this, the private sector should take it upon itself to develop its own policy to minimize vulnerabilities.

From a business point of view, companies should invest in skills development at all levels, from senior executives to IT to users to make them aware of the rapidly changing risk landscape, how to identify weaknesses and report incidents, and the personal and business implications of failing to apply good information security practices.

If you think you have what it takes to work for one of South Africa's top tech companies, we can make it happen!

We are an IT recruitment company with consultants that specialize in working with Developers, Architects, Consultants in CRM and ERP through to BI, BA, and much more.

Check out our vacancy page and apply today.

Quenching South Africa’s thirst

Sat, 17 Oct 2015 10:17:25 GMT

The thirsty future could arrive sooner than expected. The water crisis in South Africa is becoming more and more urgent and the search for continues alternative methods has come to be the country's number one priority. The country has an urgent need for highly skilled professionals in the water sector.

The battle to find experienced enginecontinuousers with the right skills and ability among municipalities in South Africa is at the heart of the poor water management and the drought is contributing 28% of the country's towns have insufficient water supply - according to the Chief Engineer in the Department of Water and Sanitation, Allestair Wensley.

KwaZulu Natal has it worse
Even though Gauteng is among the less risky areas that might be affected by the drought, the water shortage has reached crisis levels in the province of KwaZulu-Natal. Water structures have collapsed and dams have low water levels. Sugar farmers are suffering and mills are closing due to the water crisis which has led to almost 40% of the people being unemployed. And with talks of another recession hitting the country, job losses are something that we certainly cannot afford right now.

However, water limiting programs have already been put into place and consumers and municipalities are advised to take note of water allocations available and use water sparingly.

KZN's Minister Nomvula Mokonyane said they are looking at various other solutions to the shortage of water, including supplying affected communities with water tankers.

If any improvements are to be made regarding the issues of the water crisis in our country, it needs to be addressed immediately.

Finding the missing link
The need for highly skilled professionals in the water sector is not just engineers, there's an urgent demand for , among others, hydrologists, economists, mathematicians, scientists, fitters and turners, boilermakers, and plumbers.

A plan to create more skills is needed and this approach must start at an overall education level and continue to the levels of further education and training, higher education, and the workplace.

Some of the sector initiatives that started to address the skills issue included the DWA learning academy , the FET Water program, an agenda program for research education and training in the water sector in the Southern African Development Community.

With the shortage of skills in the Engineering field, we understand the importance of attracting and finding the right talent to add to your company. Communicate Recruitment is a specialist recruitment company that can you help grow your organization with nothing but the best individuals.
Get in touch with us now.

Innovative Ways to Support Working Moms

Fri, 16 Oct 2015 10:10:40 GMT

Much has been said about how the workplace has evolved over the last couple of years offering more and more benefits with employees in mind. Although at many companies great strides have been made, one area where organizations still seem to fall short is in terms of accommodating working mothers. Many working moms discovered a little too late that "family-friendly" policies at their company depend on the goodwill of individual managers — a common problem, several studies have found.

Women, much more than men, leave their current career path or stop working altogether while their children are young. This trend, observed worldwide, comes despite the fact that some organizations have increased assistance and policies for working parents. However, the sad reality is that far too many work environments do not provide enough support for working mothers and workplace moms are frequently viewed as not willing to work as hard and long as workers without children. In a country with severe skill shortages, we can't afford to lose any skilled capable employees to something that can be fixed with forward-thinking workplace initiatives.

Any workplace can make life a little easier for the moms in the company. Here are three innovative ways to offer support and flexibility to working moms.

Performance measurements
More and more companies have decided to radically change their performance appraisal process, not just for working moms but all employees. Times have changed. Don't manage and measure performance based on "who spends the most time at their desk" at work. Manage and measure performance by results. As long as employees are producing results, they should be trusted to manage their time. This will especially make a huge difference to moms.

Flexibility
The benefit of flexible work schedules is a huge plus when trying to retain skilled working mothers in your organization. For moms, it's all about having control over their own schedule or the ability to work from home. As long as employees are producing results, they should be trusted to manage their time.

Ease the child care juggles
Research by the International Labour Organisation has shown that employers consider child-care issues as causing more problems than any other family-related issue in the workplace. This resulted in increases in absenteeism and tardiness at nine out of 10 companies surveyed. In addition, 80% of the companies said that workdays were cut short because of child-care problems.

The reality is that initiatives like flexible work hours, generous family leave policies, and assistance with childcare will not just improve the overall well-being of our society and our communities but also boost a company's bottom line. Employer support can include on-site programs, support for established community programs, financial subsidies, or resource and referral services. Old Mutual's Greens'cool is an ideal example of a work-based daycare center. Parents drop off their children at the school before heading to their offices.

Helping workers raise their families instead of putting roadblocks in their way is not just the right thing to do, it's also just plain smart business.

If you are an employer of choice and looking for new talents to hire, we can assist. Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. We specialize 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.

We also have various vacancies, which include jobs in Finance, IT, Engineering, Freight and Supply Chain.

Should You Accept All LinkedIn Connection Requests?

Fri, 09 Oct 2015 10:06:54 GMT

With over 360 million professionals using the LinkedIn platform, as a job seeker, you can only imagine the number of opportunities waiting to be discovered by you. Because LinkedIn is so popular with professionals, it is important that you be active and your profile reflects who you are. This brings us to who you keep in your "circle."

As a teenage girl, my mum always used to give me a lecture on the kind of friends I keep company with and she said it will mirror what I get up to. To a certain extent, the same goes for whom you are connected to on LinkedIn. This can echo the quality of the professional network you have and you want this to reflect nothing less, than positively on you.

What you want to do on LinkedIn is build a smart network. By smart, I mean make sure the person has a professional profile picture, is credible and legitimate. This has proven to be a very good criteria for making sure your connections are high quality.

But on the other hand, if you limit who you connect with to only the people you know or who are in your industry of work, you could potentially miss out on the massive networking and business-building opportunities that LinkedIn offers. So keep in mind that every time you connect with someone new, you gain exposure to their network.

Deciding who you connect to is a personal decision, but I believe you should build a powerful network that will assist you with your career because you never know when you will need it in the future. Here are two guidelines on how and who you should connect with.

1. You don't know the requester
Meeting someone in person at a networking event and handing them your contact information is far more different than connecting with them on LinkedIn. You are entering into a mutual circle of professional trust. But, if you don't know the person who sends you a connection request and you have zero connections in common, it would probably be a good idea to just ignore their request.

Also, if you don't know the person and they send you a generic invite and not a customized request detailing the reason for wanting to connect, I would think twice.

2. The requester looks like a spammer
I am sure most of us have gotten and still do get spammed and it is one of the most annoying things ever. If you receive a connection request from someone you don't know who is advertising products or services, it might not be a person at all. It could be an automated computer program designed to send spam. Or, it can turn out to be an actual salesperson. Both are alike and deserve to be reported to LinkedIn as spam.

Again, if the person doesn't have a profile picture, don't accept that invitation. Another red flag is that the culprit might be from another country that you've never visited. No face = No connection, that simple!

How do you decide who to connect with on LinkedIn? What kind of discretion do you use when accepting invitations? Remember, if you're going to invest the time in utilizing a platform like LinkedIn, do it right! Because the more meaningful your connections, the better the chance that those people will vouch for you when you're looking to connect with potential employers in their network.

Communicate Recruitment is a specialist recruitment company with great consultants that can help you with exciting new career opportunities which include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our website and apply today!

Are You Asking the Interviewer the Right Questions?

Tue, 06 Oct 2015 09:56:44 GMT

You start to feel a little at ease as you realize your job interview is coming to an end, especially if you think you've answered the questions with self-assurance. But when the interviewer (s) asks: "Do you have any questions for us?" What goes through your head? Do you want to say NO? Think again!

Asking the right interview questions can help you get a better idea about the role and is a great way for you to show your interest in the job. After all, it is important to determine if the job is the right fit for you too.

Do you know what questions you should be asking your interviewer? Remember the questions you ask should relate to the position you are being interviewed for, think carefully about their relevance before the interview.

Branch Manager for Engineering, Sarah Kirkman , shares her expertise on what questions every candidate should be asking in an interview.

In preparing your questions for the interview, also keep the following in mind.

Ask realistic questions!
Don't make the questions too complex

Asking interview questions can be challenging and a little intimidating. However, it is very important that you do ask questions to get clarity regarding the position. Who knows, maybe it could add credibility and increase your chances of landing the job. One more thing, before walking into that interview, keep in mind that how you dress is just as important for success at any job interview.

If you are looking to move on to a new career adventure, get in touch with us now!

Communicate Recruitment is a specialist recruitment agency with remarkable consultants who will match your skills with the relevant job. We have career opportunities that include jobs in Finance, IT, Engineering, Supply Chain jobs, and Freight jobs. Visit our website and apply now!

Millennials and Baby Boomers: Building a Strong Inter-Generational Finance Team

Tue, 29 Sep 2015 09:54:15 GMT

According to a study published by Ernst & Young, management is shifting to younger generations, but where does that leave the Baby Boomers? A number of articles have been written stereotyping both the millennial and baby-boomer generations, but has anyone ever thought of bringing these two different generations together? Maybe all they need is the right work environment…

Financial professionals are the pillar of your business. In actual fact, combining the Millennial and the Baby Boomer's experience can make or break the success of your company, so it's important to have the best people in the field on your team - and know how to retain these highly skilled workers once you get them. Together, they simply need the right environment and structure to ensure the company's success.

Meeting in the middle
To bridge the gap , it is essential to establish clear communication between these dynamically different workforces. Furthermore, realizing how younger workers see their roles, the older professionals need to be there to guide and mentor the young ones, however, they need to deliver this knowledge in a way younger workers can bite, relate to, and appreciate.

In the same way, younger workers need to understand the value of the experience that Baby Boomers bring to the table. As an organization, you need to identify and teach Millennials the basics of business and industry, while enabling the younger generation to incorporate new technologies and take a calculated risk to be dynamic in a new "connected" age.

Here are two ways to structure a Boomer-Millennial team:

1. Don't categorize the team dynamic
In order for the team to achieve the project goal, Millennials and Boomers need to work together to find the best way to join hands. At times they should each be leading. None of them is the boss. Under this dynamic, they have to build trust by understanding each other's strengths and weaknesses.

2. It's a two-way street: teaching and learning from one another
Even if there seems to be some uncertainty about how the project is going, this should be the case no matter what.

The Boomer probably has previous experience, so invite them to share their thoughts on the next possible course of action. Explaining it to the Millennial with specific examples and reasons of why certain approaches are likely to work better. You should also expect them to think about the Millennial's strengths and weaknesses, and make suggestions about how they can best use their natural talents for the project.

Invite the Millennials to teach the Boomers about statistical models, cash flow management software, and web tools that they think would aid the project in a way that they understand.

With the variety of multi-generational employees in today's workplace, organizations can achieve a real strategic advantage by embracing the diversity among generations to create a flexible work environment that values all people and keeps them productive, regardless of age.

Thinking of adding a few talented finance professionals to your team? Contact Communicate Recruitment. We are a well-known, reputable specialist recruitment company with over 30 years experience in the employment market. Get in touch with us.

If you happen to be in the market for a new finance job, visit our website and apply today!

How to explain gaps in your work experience on your CV

Wed, 23 Sep 2015 09:51:52 GMT

Whether your job was made redundant, you had to care for an ailing parent, chose to raise your family, or you took time off for furthering your education or simply travelling, never lie about gaps in your work experience on your CV. If a potential employer is going to pay you for working at their company, the least you can do is be completely honest about why there are employment gaps on your CV.

Here are some of the ways to explain employment gaps while still maintaining your integrity:

1. A gap after being made redundant
Losing your job because of redundancy or because your employment was terminated may raise the eyebrows of your interviewer or prospective employer. However, this kind of employment gap needn't be a negative one. If your job was made redundant, don't sit at home and mope on the couch, but rather use your time constructively by taking an online course, upskilling for your current industry, or doing volunteer work. Give your potential employer something to focus on other than the employment gap.

If your job was terminated, don't lie about it or cover it up with a thin excuse like, "It wasn't meant to be." Rather, give your account of why you weren't a good fit for your previous employer, take responsibility for your position and explain what you've learnt from the experience. This proactive reasoning can take on a more positive light to show that you've truly grown from a potentially negative experience and allow your interviewer to focus on your mature approach rather than the apparent employment gap.

2. A gap due to travel or studying
If you started a career and subsequently learned that it really wasn't what you wanted to do, then decided to study something different or take a few months off to travel, this is perfectly acceptable. Again, don't simply waste away your time while you're not formally employed, but be proactive and do something constructive with your time. Even part-time work while studying or doing freelance work while travelling will demonstrate to your prospective employer that you're a passionate self-starter and an independent worker.

3. A gap due to caring for family
If you've taken time off from employment because you needed to care for someone in your family, this doesn't need a lengthy explanation. A simply worded sentence or two should suffice, such as: "An illness in my family required my presence at home. Since I knew I wouldn't be able to give my job the attention it deserved, I resigned, but I am ready to return to the workforce full-time."

4. A gap for raising a family
If you were a stay-at-home parent, sacrificing full-time work for raising your children, don't hide it. Also, don't embellish your role as a parent to make it sound like a corporate position, such as "Household Manager" or "Domestic CEO". This will only come across as patronizing. Explain to your potential employer that you chose to raise your family, but are ready to re-enter the workforce. Show how you've re-qualified for your position or upskilled to ensure your knowledge is on par with the industry at present, or if you've maintained a freelance career while raising your kids, mention how this has helped you to stay in touch with the working world. If the tone of the interview allows for it, you could mention how raising a family has given you expert time management, task delegation, and negotiation skills.

5. Tips:

Be prepared to explain your employment gap and practise what you're going to say. This will ensure that you don't end up stumbling over your explanation, which could make it sound like an excuse.
Be confident while explaining the gap in your CV – your prospective employer isn't trying to catch you out, they just want a reasonable explanation for your absence from formal employment.
Be honest. We're reiterating this again because the employment market is connected in so many ways. The truth will eventually come out – so it's best that you tell it first.

Looking for success in your career? We can help you untangle the steps to your next job opportunity. Communicate Recruitment has a number of exciting new career opportunities which includes Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs and Freight jobs. Visit our website and apply today!

Nervous about your job interview? Here’s some advice on how to deal with that anxiety

Fri, 18 Sep 2015 09:47:48 GMT

In an economy where it seems like there are far fewer jobs than there are candidates who want to fill them, we don't blame you for being nervous about job interviews. All too often, new candidates to the job market assume that they won't make a good impression or that the interviewers are just waiting for them to mess up, which will kill their chances of getting the job. Sound familiar? Let's have a look at the thinking behind your anxiety and how to show up at interviews feeling a little more relaxed.

1. Understand why you're nervous
You may be one of many job candidates who feel under duress to "get the job or else", so your anxiety – triggered by adrenaline and the fight or flight response – is the result of the perception that this job interview is a life or death situation. Your mind is constantly tuned into the negative response of "What if I don't get the job?" Instead, you could rather consider the fact that you got the interview in the first place: being shortlisted is a very good sign that the hiring company sees something in you that they want.

Yes, getting the job will ensure you have a stable income and you can start building your career and your professional identity. However, getting this particular job that you're interviewing for is not the be-all and end-all. If you don't get the job, it's not the worst thing that can happen to you. Instead, rather see it as building job interview experience that will go a long way to getting you the job that you're truly suited for. Putting the interview into some big-picture perspective can help to lessen your anxiety.

2. Prepare for the interview
A lot of your anxiety can be alleviated by preparing adequately for the interview. Ask your friend, roommate, or parent to role-play as the interviewer so that you get the opportunity to describe your strengths, qualifications, and experience out loud. This will give you the opportunity to adjust the way you sound or the things you'd like to say before the actual interview.

Do some research on the company that's interviewing you. Browse their website and social media pages (where relevant) to understand their culture and get a feel for their position in the market or industry. Prepare a list of questions about the company to ask the interviewer, since the job interview is a two-way opportunity: one in which they identify if you're right for them, but also to allow you to identify if they're right for you.

Prepare to arrive at your interview on time – even give yourself a 30-minute lead time so that you've got a moment to collect yourself before you enter the interview room. Time pressure is one of the worst causes of anxiety, so if you know you won't be late for your interview, this will remove a lot of your nervousness.

3. Alleviate the physical symptoms of anxiety
Anxiety manifests in a very physical way that can actually count against you in a job interview. Sweaty palms, shaky hands, flushed face, shallow breathing, and dry mouth are visible tell-tale signs that you're nervous. A sure-fire way to alleviate these physical symptoms is focused breathing. It will take less than a minute to train yourself out of those nerves by inhaling slowly to the count of three, holding your breath for three slow counts, then exhaling slowly to the count of three. Do this twice and when you experience a deep sigh, visualize the stress leaving your body.

Putting the job interview into perspective, doing enough preparation for the interview, and arriving a little ahead of time, as well as using focused breathing to relax the symptoms of anxiety can help you to deal with job interview nerves. If you take our advice, let us know if it was effective for your job interview. Good luck!

Are you battling to find your next career opportunity? Do you feel it's time to make a move from your current job? Communicate Recruitment is a recruitment agency with specialist consultants that can assist you in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

Smart ports transforming South African coastline

Tue, 15 Sep 2015 09:45:44 GMT

Ports are big business in South Africa and of national strategic importance. But they have to compete with other ports in the country, as well as those in SADC. One of the main challenges ports face is how to successfully handle growth, while at the same time retaining a competitive edge in light of high terms of trade and tightness in labor markets as well as infrastructure and regulatory constraints.

Part of the solution lies with greater planning, asset management, and investment. In light of this, it's of significant relevance that South African ports are soon to become " s mart ports" with the installation of a web-based integrated management system that will tell clients when and where their vessels have berthed.

Smart Port Logistics links up everyone involved in the port supply chain and, as a result, optimizes the entire flow of goods.

According to TNPA Chief Executive, Richard Vallihu "The Integrated Port Management System (IPMS) was benchmarked against Malaysian and Singaporean ports which were among the world's most efficient. The IPMS system will be a ground-breaking initiative in that for the first time in the world a system such as this is integrated across multiple ports on a single platform."

This state-of-the-art information technology will ensure that port information and processes are transparent and easily accessible to users throughout the South African port logistics chain .

The system went live at the Port of Durban in July and will be implemented in South Africa's seven other ports before the end of the year.

With around 90 percent of the world's merchandise and commodity trade transported by ships, ports are vital to the health and wellbeing of the global economy. The ports of South Africa play an important role in the economy of our country and those of neighboring landlocked members of the Southern African Development Community (SADC). Therefore, the continuous upgrade of infrastructure and increase of capacity of our ports is vital to helping the country achieve the targeted growth.

Does your company require the skills of experienced Freight staff? Communicate Recruitment is a Freight recruitment company with consultants that specializes in finding you the right candidates in sales, road freight, courier, warehousing, logistics, production, and more. Contact us today.

Networking Important for your Career

Fri, 11 Sep 2015 09:43:37 GMT

Networking. The word alone strikes fear in the hearts of many. Unfortunately, many job seekers are hesitant to take advantage of networking because they're afraid of being seen as pushy, irritating, or self-serving. But networking isn't about using other people or aggressively promoting yourself—it's about building relationships. The job market has changed drastically over the last couple of years and adopting a networking lifestyle will help with your career success.

For online networking to be successful, you need to adopt an attitude of connecting and helping others in good times and bad. Networking is nothing more than getting to know people. Whether you realize it or not, you're already networking every day and everywhere you go.

Here are five tips that can assist you to get the most out of your connections:

Be helpful
Find ways to help your contacts. Send news stories, articles, or blogs of relevance. Refer a colleague. Create credibility with your connections by assisting them to connect with relevant other individuals. These are easy ways to make a huge impact. By helping people in your network, they will be more open to helping you in the future. The reality is business transactions are always mutually beneficial. Be a resource and be helpful to your connections in addition to finding ways to create a dialogue with them.

Always look for connection opportunities
If you want to be successful in your career, then you need to have a great source of relevant connections in your network that you can call on when you need them. It's important to always be on the lookout for opportunities to connect with new people. Valuable connections are contacts who can provide you with direct leads, direct work, industry trends, and valuable information.

Be Visible
Possibly one of the hardest parts of efficient networking is making sure you're in front of mind when opportunities come up. If you haven't spoken or interacted with a particular contact in a while, coming out of the blue and asking for help finding a role will probably not be successful. It's important to continuously be an active participant in your network.

Listen
Listening is the most important skill you need to network effectively. Through listening, you build a bond of trust. Through listening, you gather information to see how you can help someone else and how you or your network can be helped. Listening will help you to get to learn about peoples' challenges and get to know them better, which can ultimately lead to more productive professional relationships.

No matter what industry you're in, knowing the right people can pay off.

When it's done well, networking can lead to more clients, more exposure, and more opportunities to progress up the career ladder.

If you are looking for a new job and need some help and guidance, network with our specialist recruitment consultants. Communicate Recruitment is a recruitment agency with experienced consultants that are well-connected contract with some of the top employers in the country and can assist you in finding a new job that will excite you all over again. We are recruiting for companies that have vacancies in the Finance, IT, Engineering, Freight, or Supply Chain industries for both permanent, contract positions. Check out our vacancy page and apply now!

Permanent vs Contracting employees: What is best for your business?

Fri, 04 Sep 2015 09:37:52 GMT

As a business owner, it's important that you have quality employees to help your company run successfully and grow. But finding the right employees can be challenging and more difficult than you think.

In today's working culture, employers have options. Do you want to hire someone on a full-time basis or do you prefer getting someone on contract? Whether you choose to hire a full-time employee or a contractor, remember, it all comes down to finding the right people who fit your organization.

If you have a position open in your business, what's the best way to fill it? In this article, we will look at the difference between full-time employees and contractors and the advantages for both. So, before you start looking for your next hire, we offer some considerations to help you make your final decision.

Choosing to hire contractors
Companies all around the world are looking for ways to cut costs. And getting someone in on a contract basis seems to be one of the ways. But first things first, before you start looking to hire someone, you should be clear on what services you need to be provided. Draw up a job description to help you as a reference point when you have to draft their contract. It needs to include very specific tasks, from their job assignments up to the hours they will need to work and the results you expect them to deliver.

They come with specialized skill (s)
If you're working with a range of clients, working with skilled contractors can be your secret weapon to fill specialized skills gaps. Most contractors bring specialized expertise to the job and that means that they can generally be more productive.

Cost you less
Some may argue that contractors get paid more per hour than a permanent employee, but in actual fact, you are saving money in the long term. It actually cost the employer more money to hire someone on a full-time basis. That doesn't necessarily mean that you won't spend any money on getting someone in on a contract basis, but you will spend much less on operational costs.
By using contractors, you can expand and contract your workforce as needed, without taking on unnecessary expenses.

Flexibility on projects
Contractors provide a great deal of flexibility to the organization and can be used at the convenience of the company.
Working with contractors allows employers more freedom in hiring and letting go of workers, which can be advantageous for employers with changing workloads. You can hire a contractor for a specific project and dictate their working hours, knowing that the worker will be gone when the job is finished.

Taking the permanent route
You need permanent employees to do daily operational tasks, so it is necessary having someone on staff whose only duty is to carry out those daily tasks. Full-time employees are available in the office when you need them and are often more than willing to take on multiple roles when necessary.

Commitment
Permanent staff may be better at working in a team because they know the company and other employees better. An employee is likely to feel more able to do their job effectively if they know they have a measure of job security, long-term prospects, and the opportunity to build relationships with other staff. When hiring someone on a full-time basis, you provide them with security. Most employees will stay loyal to the company because of that.

Taking on multiple roles
Permanent staff will be more invested in the company because you provide them with various opportunities which will allow them to wear multiple hats and achieve personal development goals. And because you are growing their skills, you are also growing the company.

Do your projects and tasks require someone to dedicate 40 hours per week, or can your projects be completed on a more independent basis? Determine what's best for your company to ensure you hire the right kind of talent.

Whether you require permanent or contracting staff, we can help you with the hiring process.

Communicate Recruitment offers more than just permanent placements. We can also assist you with your contracting needs.

If you require staff across all levels of the Finance, IT, Engineering Supply Chain, and Freight industries contact us today for your talent search.

We are a reputable recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

The Importance of Data Centres for Business

Tue, 01 Sep 2015 09:33:11 GMT

It doesn't matter what industry you work in, companies depend on the accurate recording, updating and tracking of their data on a minute-to-minute basis to survive in today's economy. Employees use this data to complete accounting reports, calculate sales estimates, and improve customer service. Organizations no longer struggle to gather customer and partner data, the challenge now is how to effectively store, access, and analyse that data to drive strategic business decisions.

The data centre industry continues to be affected by the exponential growth of data and the recognition that there is enormous value in that data. Market analyst firm IDC says by 2020, the data the world will create and copy annually will reach 44 zettabytes or 44 trillion gigabytes.

Key priorities to consider when choosing a data centre:

Power
The first is the availability of power . In a country that is notorious for battling to keep the power on, this has moved to the top of the priority list. The main purpose of a data centre is to provide reliable, uninterrupted data access, and the importance of power backup in a data centre cannot be underestimated.

Connectivity
Given the virtual and mobile nature of how companies do business today, data centre connectivity plays a vital role. It's how the information, applications and services hosted in the data centre are accessed, and it has a profound impact on their performance, security and reliability. All companies large and small rely on managing and distributing huge amounts of data across multiple locations.

The best way to future-proof your data centre investment is to choose a provider that offers a wide range of connectivity options and can adapt as your needs change.

Future forecasting of demand
The average life of a data centre is only about 15 – 20 years. When you think about the changes in IT in that timeframe, you can begin to see how hard it is to predict capacity requirements. How can you make effective decisions on future demands at today's speed of change? Part of the answer is having solutions that can flex with your business. Starting with the infrastructure, it's important that the data centre itself can adjust to the business requirements over time, where you can simply dial capacity up and down in line with live business requirements.

As we move to the digital economy, the data centre will become even more important as the nerve centre within the business. What and how we innovate in the data centre will mean the difference between success and failure for many businesses.

If you believe you have the right IT skills to assist businesses to face the challenges that data storage offers, we want to talk to you. Communicate Recruitment is an IT recruitment company with consultants that specialize in working with developers, architects, consultants in CRM and ERP through to BI and BA. Check out our vacancy page and apply today.

If you require skilled staff to ensure the success of your business, contact us today to assist you with all your permanent and contracting staff requirements.

Do #ilooklikeanengineer? The biggest names inspiring female engineers today

Fri, 28 Aug 2015 09:31:16 GMT

It's an exciting time for school girls to be interested in engineering careers, as there is currently a huge spotlight on this field as a career choice for women. While the career stats for women currently occupying roles in the engineering industry are very low (one in 20 – just 5.7%), this does open up huge potential for improvement, and a massive global campaign is underway to promote engineering careers as appealing to women – just Google the hashtag, "#ilooklikeanengineer".

The idea that engineering is a man's job is perpetuated by the patriarchal society we still live in today, however, with the help of organizations like WISE (promoting women in roles in science, technology, and maths) and the Fawcett Society (promoting gender equality) in the UK, the focus is slowly changing. In South Africa and Africa, organizations like Women in Engineering ( WomEng ) have helped "to develop the next generation of engineering leaders in society" by "developing strong female engineering talent pipelines".

Some of the most recognized women in the field of engineering include:

IBM's CEO and Chairwoman – Ginni Rometty
With an early career start as a systems engineer at IBM, having graduated within computer science and electrical engineering, Ginni Rometty may have a huge hand in the sales and marketing divisions of IBM, but her main focus is how technology influences life. IBM is currently involved in a massive AI program – "IBM Watson" – that Rometty says "will radically change healthcare".

AMD's CEO – Lisa Su
With a Ph.D. in electrical engineering as well as being a fellow at the Institute of Electronics and Electrical Engineers, Lisa Su has been praised for her work on semiconductor and chip making. She spent 13 years at IBM before joining AMD as Senior Vice President and General Manager in 2012. In just two years, she rose up the ranks to COO and then CEO.

VMWare Co-founder and Tech Entrepreneur – Diane Greene
With her legacy as "one of the smartest female tech founders ever", Diane Greene has many accolades to her name. Not only did she co-found VMWare and sit as its CEO, but she has also invested in, advised, and been responsible for the successes of many tech start-ups. Since 2012, Diane Greene has sat on the Google Board of Directors, and she is currently working on a stealth start-up which, appropriately, no one on the outside knows much about.

Google's VP of Engineering and Product Management – Jen Fitzpatrick
Jen Fitzpatrick recently took over the reins of Google Maps – this after having worked on a wide variety of Google's products like AdWords, News, and on a large portion of Search in the long 16 years that she has worked at the search giant.

Apple's VP of Hardware Engineering at Apple – Kate Bergeron
Not only has Kate Bergeron harnessed her skills as a mechanical engineer to work on Apple's manufacturing process, but she has moved into the design of mobile products and has also joined the prestigious Mac design team. At present, Bergeron is responsible for the building of new Apple products; but she also extends her engineering influence to include teaching at D-Lab at MIT, which involves the design of solutions to lift people out of poverty.

Microsoft's Corporate VP of Research – Jeanette Wing
Having worked at the National Science Foundation and teaching Computer Science at Carnegie Mellon University, Jeannette Wing is now responsible for running Microsoft's research laboratories, which run on an annual research and development budget of $10 billion.

NASA's8 Program Manager at the Goddard Space Flight Center – Aprille Ericsson
Engineering careers extend far beyond IT engineering, and Aprille Ericsson is a highly celebrated aerospace engineer, starting as a systems engineer at NASA in 1989. Heralded as the first African American woman to receive a Ph.D. in Engineering at the NASA Goddard Space Flight Center, Ericsson is also working hard to get business and NASA to partner in the development of new technology.

If you are looking for a new career opportunity in the engineering industry, no matter if you are male or female, we can assist. Communicate Recruitment is an Engineering recruitment company with consultants that specialize in civil engineering, structural engineering, mechanical engineering, electrical and electronic engineering. Check out our vacancy page and apply today.

Changes In The Internal Auditing Function

Tue, 25 Aug 2015 09:26:38 GMT

The role of internal auditing has evolved significantly over the last few years. Internal auditing has expanded to include services that add value not only to the internal control processes but also embrace control and risk management, in ongoing efforts to meet the needs of various stakeholders.

Despite all of the above, internal auditors in the South African public sector may be falling short, failing to fully meet the expectations of their stakeholders. This is according to a recent survey conducted by the National Treasury and other finance partners. There have been a number of changes within the public internal auditing function in the public sector, below are just two of the important areas.

Risk focus
As companies adapt to the rapid change in the global economy, the risks they face are often unknown and unfamiliar and this potential impact on the business's future is extensive. Therefore, internal audit functions need to adapt to the changing risk landscape .

Forward-thinking internal audit functions are providing input on what to consider as the business assesses a certain path, for example, entering into a new market. At other times, an internal audit identifies potential risks as the process is underway, such as cost reduction. It's therefore important that the Chief Audit Executives (CAE) are involved at the optimal time to provide advice.

Staffing
The overview of the current situation regarding internal audit staffing seems to indicate that the public sector has an insufficient number and quality of employees to empower the internal auditing function to provide the level of service expected by their stakeholders.

Research shows that this could be attributed to the fact that CAEs are not adequately qualified (academically and professionally), that too many vacancies exist, that staff turnover rates are too high, and that the level of internal audit is too low for the demands of the job.

The talent gap and lack of business expertise are increasing. There is a poor perception of internal audit's relevance and value in the public sector. As the public sector looks to the future, internal audit functions need to acquire diverse skill sets to address the most critical risks facing their industry. According to PwC's report , organizations are turning to third parties to close the talent gap.

The way forward
An organization's commitment to effective internal control should be reflected directly in the importance it attaches to its internal audit function. The internal audit charter , approved by the board or audit committee, should clearly identify the roles and responsibilities of internal audit with respect to fraud risks. This will require fraud investigation teams to obtain sufficient knowledge of fraudulent schemes, investigation techniques, and applicable laws.

It is very important that the internal audit functions are sufficiently funded, staffed, and trained, with appropriate specialized skills. This would depend on the nature, size, and complexity of the operating environment of an organization.

The success of any internal auditor lies with that person's commitment to constantly develop and improve, along with his or her deep understanding of the organization's needs and how they can be met through the internal audit function. At no time is this truer than in today's business environment.

If you consider yourself to be one of South Africa's top Internal Auditors and currently in the market for finance jobs, be sure to visit our vacancies pages to apply!

Need top calibre candidates to grow your organization? We source the very best. Contact us today.

Three of the Most Influential Women in IT

Fri, 21 Aug 2015 09:23:52 GMT

According to the advocacy organisation Women in Tech, only 23% of tech jobs in SA are held by women. Globally, women occupy 26% of computing occupations. While these statistics are poor, they shouldn't discourage young female school-goers, school-leavers and university graduates from entering the IT industry.

Three of the most popular women in IT hold top positions at three of the world's most popular technology companies: Google, Facebook and Yahoo!. We profile them here:

Marissa Mayer: President and CEO of Yahoo!
Early in her studies, Marissa Mayer had wanted to become a paediatric neurosurgeon, but she changed her major to focus on symbolic systems, which includes the study of artificial intelligence, cognitive sciences and interaction between humans and computers. She graduated with a Bachelor of Science (and later a Master of Science) in Computer Science, and in her post-graduate work, contributed heavily to the field of search. It came as no surprise that after graduating, she received 14 job offers! Mayer signed on to Google in 1999 – its 20th employee – and became Google's first female engineer, also responsible for many of the company's search offerings that have made it such a successful engine.

Marissa Mayer joined Yahoo! in July 2012 as president and CEO, and implemented changes to the company's culture programmes, personnel policy on telecommuting (for which she was heavily criticised) and also extended maternity leave and pay. In the year following Mayer's appointment, Yahoo!'s stock price doubled – this in spite of sharp criticism from outsiders of her management style. She is, however, very active in the industry and sits on various boards – both company and non-profit – and has achieved multiple awards and honours for her position and influence.

Sheryl Sandberg: COO of Facebook
Sheryl Sandberg has strived for achievement from a young age – having been top of her class in school, class president in her sophomore year, a member of the National Honour Society, and graduating summa cum laude at Harvard with a BA in Economics. In 1995, Sandberg received her MBA with the highest distinction. Following graduation, Sandberg worked at McKinsey, then served as Chief of Staff for the US Secretary of Treasury. Sheryl Sandberg moved into technology when she joined Google in 2001 as its Vice President of Global Online Sales and Operations.

In 2007, Sandberg was considering moving to The Washington Post as a senior executive but met Mark Zuckerberg at a Christmas party, and in early 2008, she was hired as Facebook's Chief Operating Officer. She adopted the task of making Facebook profitable, and through the use of discreet advertising, the company's profits suddenly started to grow by 2010. According to Forbes, "Sandberg helped the social network scale globally, go public and expand digital revenue." Sandberg is responsible for overseeing business operations relating to sales and marketing, business development, public policy, HR and communications for Facebook. She is also known for advocating for workplace equality and released her book, Lean In Women, Work and the Will to Lead in early 2013. It has since become a global success with over 1 million copies sold.

Susan Wojcicki: CEO of YouTube
Susan Wojcicki (pronounced "Vu-CHIT-ski") comes from a family of female achievers – her sister Janet holds a PhD as an anthropologist and epidemiologist. Her other sister Anne is the founder of the personal genomics and biotechnology company, 23andMe. Susan was appointed as Google's 16th employee. However, it was in her garage in Menlo Park that Google founders, Larry Page and Sergey Brin, set up their office.

Susan Wojcicki studied at Harvard, graduating with honours in history and literature. She'd planned on pursuing academics, but soon discovered the technology and received her Masters of Science in Economics (1993) and her MBA (1998). A year after Google became incorporated, Wojcicki was hired as the company's first marketing manager in 1999. Her primary focus was on viral programmes and the first Google doodles and helped develop Google Images and Google Books.

She became the Senior VP of Advertising and Commerce at Google, leading ad and analytic products (AdWords, DoubleClick and Google Analytics), and developed AdSense – Google's second-largest source of revenue. It was under Wojcicki's leadership that Google purchased YouTube ($1.65 billion), which would replace Google Video, and DoubleClick ($3.1 billion). She held the office of Senior VP of YouTube, becoming its CEO in February 2014.

In 2011, she was named "the most important person in advertising" and holds many positions on lists that praise the most popular, influential and powerful women. She values the balance between work and family life – and, with five children, is a strong advocate of paid maternity leave.

The ICT industry provides endless opportunities for South Africans to advance their careers and although it is still largely male-dominated, there are more and more women that are making great strides in changing the face of the industry.

If you are looking for new opportunities in your career, we can assist. Communicate Recruitment is an IT recruitment company with consultants that specialize in working with developers, architects, consultants in CRM and ERP through to BI and BA. Check out our vacancies pages and apply today.

Road Freight Challenges in South Africa

Tue, 18 Aug 2015 09:20:24 GMT

Freight transport is the backbone of any country's economy. In South Africa, road freight contributes 46% to the economy . It is no secret that the road freight industry is rapidly developing, in both South Africa and Africa which offers numerous opportunities.

However, there are and always will be a number of challenges this industry face. According to the 10th State of Logistics Survey for South Africa , the main areas we should focus on are our transport infrastructure, logistics cost, and the lack of a skilled workforce.

Transport infrastructure
The state of a country's transport infrastructure determines the performance and growth of its economy, as well as the social and economic opportunities available to that country's people. South Africa needs to invest in its transport infrastructure, as the overall impression is that the condition of road infrastructure in the country has been in decline for a number of years.

The government will spend R813 billion on infrastructures over the next three years. Transport and logistics account for 42% of spending on infrastructure. These investments are aimed to improve the national transport infrastructure network, improve the mobility of people and services and ease local trade.

It becomes trickier when resources are harder to find and the government is already feeling the heat financially. Private sector involvement has done a lot to balance the scales where public funding is limited.

Logistics costs
Fuel costs are by far the most significant and unstable cost driver in transport (and therefore logistics) costs. However, vehicle repair, maintenance, and tire wear also play their part in this. When road roughness increases, the fuel consumption of heavy trucks increases as well. As South Africa is dependent on road transportation, the effects of these costs on the overall economy may be cause for concern.

Lack of a skilled workforce
Another hurdle on the road within the industry is the lack of a skilled workforce. The unavailability of a skilled workforce is viewed as one of the key constraints to the growth of business operations in South Africa. This appears to be a global problem in the freight industry with 39% of businesses around the world struggling to recruit the appropriate people.

Nearly two in five businesses ( 37% ) in the BRIC (Brazil, Russia, India, and China) economies believe an inability to get the right workers will reduce growth in the years to come. It has thus become important to identify the logistics skills requirements in South Africa so that these shortages can be addressed to the benefit of the trade-in and with South Africa.

Of course, each year brings with it more challenges and more opportunities. As the road freight sector expands, it will find solutions to pave the way forward for a brighter future.

Do you consider yourself to be the very best when it comes to the Freight industry? Are you qualified in this field? We have opportunities available in Sales, Road Freight, Courier, Warehousing, Logistics, Production, and more. Check out our vacancy page and apply today.

Interview tips for Hiring Managers

Fri, 14 Aug 2015 09:14:38 GMT

When it comes to job interviews there are hundreds of blogs, articles, and forums for candidates offering advice on how to ace that very important next interview. From a hiring managers' point of view, this process is just as important to ensure that you hire the right person. This is no easy feat. Asking the right questions during the interview process can make all the difference to ensure that you will be able to make a well-informed decision about which candidate has the right skills, the right experience, and the right attitude to fit into your team will ultimately be a good hire.

To give you some ideas for the next time you're screening candidates, we've put together five interview questions you should ask to help you select employees that will be successful.

Question 1:
"Tell me about a situation in one of your previous jobs where you had to set difficult goals. What did you do to achieve these goals? Explain to me the process you followed"

This question is especially relevant if you are trying to find a candidate that is very result-oriented. It will give you insight into how they deal with difficult and challenging situations and if they are the type of candidates that will put the effort in to achieve their goals even when faced with challenges.

Question 2:
"From everything you've learned about this role, me and our company, tell me how you feel you'd be able to contribute."

This question reveals a lot about the motivation behind a candidate's application. Did they really do their research about your company and the role and consider how they match what you need, or did they just blindly apply and hope for the best.

Question 3:
"What are the first three things you would do on the job if you were hired for this position?"

You will gain insight into how well the applicant understands the requirements of the job but also what they consider important and how they approach challenges.

Question 4:
"If you could start your career over again, what would you do differently?"

Asking a candidate to explain the major decisions he has made, highlighting the positive and negative, reveals the person's ability to make calculated decisions based on past professional and personal experiences.

Question 5:
"If you could change one thing in your current position or company, what would that be?"

The question really gets to the heart of the matter as it allows you to get a glimpse at the real reason applicants are looking to make a change and what will be important to them in their next position. One of the most important things to establish with potential hires is whether they are really motivated to make a move and whether or not their expectations are realistic.

Recruiting and hiring good employees is arguably the most critical aspect of a successful business. After all, if you're not hiring the right people, to begin with, your ability to succeed in nearly everything else you do in your staffing practices will be greatly compromised.

Are you looking to make a new hire, want to avoid making a hiring mistake that will cost you time and money? Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. We specialize 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.

We also have various vacancies, which include Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs.

Women changing the status quo in leadership

Sun, 09 Aug 2015 09:11:25 GMT

"If you want something said, ask a man; if you want something done, ask a woman."
—Margaret Thatcher

Research indicates that while women make up 43.9% of the South African workforce , they constitute only 21.4% of all executive managers and only 17.1% of all directors in South Africa. Less than 10% of South African CEOs and Board Chairpersons (9.7%) are women.

This is the 21st century and most women want to have it all. Be the super mother, have a significant other, and climb the corporate ladder all at the same time. However, if we look at the stats, women leaders are still a step behind their male counterparts.

Holding a position in leadership doesn't make someone a good leader, male or female. A truly great leader understands the many different factors that come with leading others and strives to help others reach their goals. They constantly work at developing themselves and have a vision for their organization. Do women make better leaders?

Developing others
She has to fight harder against the status quo, which requires her to be more focused and determined. Not only do women know that in order for them to advance their careers, they have to learn new skills and develop themselves, but women can also tap into developing, inspiring, and motivating others, relationship building, collaboration, and teamwork.

Communication
Because women are more empathetic, they always try to build more personal and honest communication relationships with people around them. Having this interpersonal skill helps nurture a healthy and strong understanding within her team/company.

Females believe in building transformational and mutually beneficial inclusive relationships, rather than having shallow networks.

Emotional Intelligence
Emotional intelligence (EQ) means being smarter with feelings. And it will come as no surprise that women are more "tuned in" with their feelings than men are. This plays a major part and ties into the decision-making process in business, improved leadership, and effectiveness.

The bottom line is that as the value of emotional intelligence continues to be recognized, females have an important opportunity for creating added value and building workplaces where people thrive. Research shows that there is a clear link between the level of female board representation and market performance. This is most marked where women have a strong presence across all levels of leadership.

So, do women make better leaders? It's not about who's the better leader but it's about a diverse workforce working together to make the organization successful.

To all our women leaders, the world is your oyster so go out there, grab opportunities, and shine. Continue putting up a fierce battle in the boardroom!

Do you have what it takes to be a great leader ?

We are on the lookout for competitive, self-motivated branch managers, team leaders, and recruitment consultants to grow with our company.

If you feel recruitment is the right job for you, check out our website and apply today.

Or if you are in the market for Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs, then get in touch with one of our specialist recruitment consultants to get your career search off the ground.

Stressed out! Don’t be…

Fri, 07 Aug 2015 09:07:03 GMT

All of us are stressed, right? Who wouldn't be in this crazy modern world? We literally have 24 hours in a day and we try to cram everything that we can into those hours. Our family and friends are expecting our time and attention, some of us have bosses driving us mad and demanding clients. Eventually, this will all lead us to a place where we never thought we'll ever be. Stressed out!

Although people have different ideas when it comes to how they balance their work and personal life, creating some clear boundaries can reduce the potential for work-life conflict and the stress that goes with it.

Most of you will agree with us that at some point in your work life, you have felt the pressure of work-related stress. Any job can have stressful elements, even if you love what you do. In the short term, you may experience pressure to meet a deadline or to fulfill a challenging responsibility. But when work stress becomes prolonged, it can be overwhelming and harmful to both your physical and emotional health.

But although some jobs are certainly more nail-biting than others, we all deal with work-related stress on a daily basis.

So what are the common reasons for work stress?

Extreme workloads.
Few opportunities for growth or advancement.
Work that isn't challenging enough.
Not having enough control over job-related decisions.
Unrealistically high-performance expectations.

Fortunately, there are a number of strategies for confronting workplace stress. Here are some simple but effective ways to manage stress in the workplace.

1. Identify what is stressing you out
Finding the source of your stress is the first step to fighting it, but it could be easier said than done. Stressors usually fall into the following categories:

Emotional stressors. This includes your fears and anxieties; such as worries about whether you'll be fired or if you will get that new job you applied for.

Family stressors. This can be changed in your relationship with your significant other or financial problems.

Work stressors. They may include tight deadlines or having to deal with a difficult boss every single day of your working life.

2. Organize your workspace
Taking control of your schedule can prevent you from feeling overwhelmed and stressed over small tasks.

When it comes to your schedule, figure out what you can control (such as when to take your lunch break or the order in which you'll complete certain tasks) and what is fixed (the meeting with your boss, for example). This will help you manage your time more efficiently and maintain as much control as possible over your everyday routine.

3. Have a more positive outlook
This is a tough one. But adopting a more positive attitude toward stress can help you to deal with it more effectively, it could even transform your stress into something good that enhances your performance, health, and personal growth. Yes, you don't have any control over facing stressful situations but you do have control over how you think about stress and the way it will affect you.

There's no doubt that stress can be used as a force for good, however, an excessive amount of it over the long term can cause serious problems.

If you feel stressed because your current job isn't challenging enough, maybe it's time for a new one. Communicate Recruitment is a recruitment agency with consultants specializing in finding you Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy pages and apply now!

What is the Cost of a Bad Hire?

Fri, 31 Jul 2015 09:04:59 GMT

Hiring the wrong person for the vacancy you want to fill can cost your company between three and five times their salary – so say internal surveys from CareerBuilder and the Society for Human Resources Management (SHRM). Irrespective of their skill level (entry-level or executive), there is no good reason for businesses to lose money on poor-performing or ill-fitting employees. We explore what a "bad hire" is, how they impact a company's bottom line, and shed some light on the steps to take to avoid a bad hire:

What is a bad hire?
A bad hire is someone who is either the wrong culture fit for the job, team, and/or works environment they were placed in, or someone who is not delivering on their job requirements and performance expectations.

What does a bad hire cost?
Hiring the wrong person for the job has a much broader financial and cultural impact than the person's annual salary. That impact can include:

Hiring costs
The time that HR and senior managers spent on the recruitment process – screening CVs, communicating with potential candidates, performing background checks and psychometric tests, interviewing and evaluating candidates, and inducting new employees – is wasted when they amount to a bad hire.

Direct employment costs
You wouldn't pay for a bag of rotten apples – so paying the salary of a person who doesn't contribute to the company's growth is a bad investment.

Overhead costs
The employee's office space, use of resources and utilities, travel expenses, training, and HR management costs all count as company overheads.

Supervisor/Manager costs
The time that a supervisor or manager spends training, evaluating, coaching, or correcting a bad hire costs money. The senior employee's own work time is compromised, especially when the bad hire results in disruption or affects their ability to meet their own KPIs.

Team productivity and morale costs
When a bad hire is part of a team that has deliverables to complete, the rest of the team needs to compensate for the bad hire's poor performance. Not only does this affect the team's productivity, but company morale can also take a nosedive and can take a mammoth effort and considerable time to correct.

Negative impact on client relationships
A poor-performing employee will cast a bad light on the company as a whole in the eyes of the company's clients, especially if deadlines are missed or poor work is performed. The company's reputation may have taken years to build, but can be destroyed in an instant because of a bad hire – the cost of which can run into millions if lost opportunities are factored in.

Severance costs
Many bad hires will be happy to stay in their jobs and while away their time – doing the minimum to earn a salary. When this behavior and poor performance are costing your company money and lost opportunities in the long run, it may be better to legally terminate their employment. This means paying out severance benefits – however, these may be minimal compared to the long-term damage that a bad hire can do.

Take these steps to avoid a bad hire:

Have very specific candidate requirements – the job description and KPAs for that role should be up to date and used to measure suitability in the screening process.
Get input from a range of stakeholders – allow the HR manager, the job's team lead, and even a team member or two to be part of the screening process and get their input on the people being interviewed.
Evaluate candidate abilities – put shortlisted candidates through a timed skills test to evaluate their capabilities under pressure and to truly determine if they possess both the skills and attitude you require.
Conduct psychometric and/or personality testing – these tests are expensive, but worthwhile when it comes to identifying high-risk hires and reducing employee turnover.
Take time with proper onboarding – employee orientation and training should be a vital part of a new employee's probation period, ensuring they understand company policies, what's expected of them, and how they'll be measured on their performance.
Get help – recruitment specialists not only have the necessary database from which to source great candidates for your vacancies, but also perform the initial CV screening and have the requisite skills and experience to identify, attract, and screen the most appropriate candidates and reduce the likelihood of a bad hire.

Wanting to avoid the cost of a bad hire? Communicate Recruitment is a specialist recruitment agency, with the very best recruiters and we want to help you. We specialize 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.

Why Recruitment is a good career choice

Fri, 24 Jul 2015 09:02:28 GMT

Your career is one of the most important things in your life. So if you get granted the opportunity to positively impact people's lives, it can be extremely fulfilling. And that is exactly what recruitment does, it allows you to turn people's lives around, for good. The recruitment industry can be very challenging and it's not always a career that everyone will become successful in. However, if you master the art of brokering deals, then this industry is meant for you.

Have you ever considered a career in recruitment ? Maybe the below will make you
change your mind.

It's financially rewarding
Recruitment can be financially rewarding if done properly. If you follow the right methods, then you will make placements that result in good commission. Most consultants would agree that this is one of the best incentives to achieve. We are in times of economic distress, so turning to a career in recruitment may be one of the best decisions you can ever make .

You get educated in business
Over the past years, I have learned so much about different sectors, company cultures, work environments, different organizational structures, and different recruitment practices.

We go from dealing with construction one minute, a finance company the next hour, and more later in the day. What career provides you with such variety and in-depth insight into the business world? The answer is definitely recruitment.

An opportunity to meet some interesting and rare people
You will work with a number of people. And recruitment will advance your network . You will get the opportunity to meet people from different backgrounds and cultures.

Interviewing people is a real window into some amazing lives and when you hear the stories of how companies have grown and prospered and how people have carved out a career and grown you truly appreciate that nothing's impossible.

Communicative, target-driven, and competitive
Recruitment needs you to network with different people every single day. The depth of interaction has developed over the years. With social media and mobile on the rise, the depth of communication with people is almost endless. What is more, as a recruiter you are helping people to discover a brighter future and a more fulfilling occupation?

Like any sales-oriented role hitting and exceeding your targets is the key to a successful career in recruitment. You have to find ways to get there. You need to keep in mind that the process and framework should be your foundation. There is a remarkable amount of flexibility that can work to keep recruitment one of the most interesting and exciting jobs around. The beauty of recruitment is that it adapts to the times.

You develop your negotiating skills
This has to be one of the most exciting things you can learn and strengthen in recruitment. Sharpening your negotiating skills. Becoming a better negotiator as an individual is a life skill that cannot be measured. Good negotiating skills will benefit you regardless of the industry you want to go into.

There are many other industries where you can make it big but nothing beats the recruitment industry for an opportunity to fast track your career, earn what you are really worth and build up a network. Why would you make any other choice?

Recruiting is such an exhilarating and impactful job, but there are obviously also some hurdles you have to cross. The strongest drawback is that when you are not closing that deals or making that sale, you will always be under pressure. The human element can be unpredictable so even though you've worked hard to get your candidate that job offer that they wanted, they can still turn around at the last minute and decline the offer.

Recruitment has given many of our consultants a career, helping them develop new skills and an education in business. If you feel recruitment is the right job for you, check out our website today. We are always on the lookout for competitive, self-motivated team leaders and recruitment consultants to grow with our company.

If you happen to be in the market for Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs, then get in touch with one of our specialist recruitment consultants to get your career search off the ground.

Research reveals financial services require more female millennials for growth

Tue, 21 Jul 2015 08:57:33 GMT

According to a recent report by PwC female millennials are set to play an important part in the future growth of financial services globally. Female millennials are entering the workplace in larger numbers than ever before and come with their own set of expectations and ambitions for their careers. This means that employers should really take a closer look at their talent management practices, especially in terms of this generation. Females' views about diversity and inclusiveness in the workplace seem to have reached a tipping point. No longer are they seen as 'soft' tissues, but rather as crucial competitive capabilities.

There are several benefits to having women in your financial organization. Women bring a different perspective to issues and because diversity makes companies more representative of the world around them, it has profound implications for relationships with stakeholders. In addition, the research shows that there is a clear link between the level of female board representation and market performance. This is most marked where women have a strong presence across all levels of leadership.

Other key findings include:

Career development
A perceived lack of career progression is causing many women to leave their jobs in financial services or putting them off joining the sector in the first place. The report found that only 35% feel they can rise to senior levels within their current organization. In order to tap into the female talent, it is clear that financial services employers need to change tact in terms of their career development and the progression opportunities they offer in order to become an employer of choice for these skilled females.

Remuneration and flexibility is key
Women have yet to close the wage gap , even when they have similar jobs to their male counterparts. Only a handful of new jobs offer comparable pay and flexible working, despite technological advances and significant changes in how and where people work. 30% of female millennials in financial services mention flexible working arrangements as an attraction and almost all see work-life balance as important.

International exposure
As companies grow they spread across the globe, highlighting the importance of seamlessly operating across borders. Female millennials understand the importance to adapt to this trend and the study shows that more than two-thirds, (68%) would like to work outside their home country and 55% believe they need to gain international experience to further their career.

It is clear that female millennials have high expectations of their future financial services employers, they are ambitious and looking for career progression. If you want to attract this generation of skilled females to help your company grow, the need for well-thought-out talent management strategies is essential.

It doesn't matter if you are male or female, if you are looking for a new job in the finance industry we can assist. Communicate Recruitment is a specialist Finance recruitment agency with consultants that have years of experience working with some of the giants in the industry. We have a variety of jobs including positions for Financial Managers, Cost Accountants, Auditors, Management Accountants, and more. Let us introduce you to your future employer. Check out our vacancy page and apply today.

Managers: Would you let your team work from home?

Fri, 17 Jul 2015 08:53:04 GMT

In January 2014, some light was shed on the culture of flexible working hours, especially for employees based in companies in Sandton, Johannesburg. Big corporates like Discovery Health and Nedbank, as well as law firm Norton Rose Fulbright, have adopted flexible working hours – also commonly referred to as "flexitime" – for their staff for a variety of reasons. We look at flexitime and working from home and ask: would you let your team out of your sight?

Why would you introduce the option to work from home?
There are a number of reasons why businesses have implemented or are considering implementing flexitime or working from home for their employees. These include:

to reduce time spent in traffic (and thereby also relieving traffic congestion)
to promote the idea of work-life balance, to allow parents to better cater to their family life
to reduce overhead costs (such as office space, workstations, electricity, and other office resources)
to reduce staff turnover (according to a Regus report, 76% of respondents claimed that flexible working hours improved employee retention).

The upside to allowing staff to work off-site
For South African companies trying to keep their bottom lines above water, reducing costs is a key objective. While it's tough enough trying to extract more investment from clients, reducing office costs can come as a welcome relief to the balance sheet. From a business perspective, allowing your staff to work from home, even at least for some of the weeks, can significantly reduce office overhead. Not only will you require less office space (which is priced per square meter), but there will be less electricity used on extra workstations, laptop points, boiling kettles, air-conditioners, and other peripherals. That's not to say that managers will never see their team, but that they can arrange with staff to implement "hot desking" – where multiple employees use one workstation or work area at different times of the week, thereby making optimal use of fewer resources.

At Nedbank, the introduction of flexi-hours has shown an increase in staff productivity (which is closely linked to employee happiness), and Discovery Health's policy of only allowing flexible working hours for high-performing staff means that employees see this as a reward that they are prepared to work hard for. Therefore, contrary to popular assumption, flexibility means that staff are more driven to higher productivity and don't take advantage of flexi-time for their own leisure.

When it comes to staff working from home, many South African managers feel uncomfortable about not being able to keep an eye on "absent" employees. However, time-capture systems and various other digital check-in methods, as well as arrangements like weekly meetings in the office, can give managers the peace of mind that their staff members are indeed being productive. The usual adherence to KPI requirements will still apply.

Potential problems with flexitime and off-site work
There are still many environments, especially in banking, customer service, and support industries that do not lend themselves to the culture of flexitime and working from home. However, for businesses in work environments that can cater to off-site work, managers should still be cognizant of the fact that the success of allowing flexitime and working from home is still based on each individual given that privilege.

Some staff members are focused and organised enough to set daily, weekly and monthly tasks for themselves and to complete them in due time, whether they are being monitored or not. This works well in a production environment where workflow is controlled by deadlines and managed by individuals responsible enough to complete their tasks in the allotted time; and where work is distributed via a server or other virtual location. It is this kind of digital collaboration that is driving the justification for off-site productivity.

Conclusion
While working from home and flexitime cannot be applied across the board, in working environments that allow for flexible staff arrangements, it can prove to be a highly economical and successful method of work. Good employees want to work for companies that embrace technology as a means of being more efficient, and most will be more productive for the benefit of more permeable work parameters.

As a manager, will you encourage the independence and productivity of your staff? Have you tried before? What were the outcomes?

Communicate Recruitment wants to assist you in finding a company that is just as forward-thinking. So, make that move and browse through our available vacancies, which include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs.

Roadmap to success at a new job

Fri, 10 Jul 2015 08:41:12 GMT

Changing a job can be daunting, in fact, most people consider it one of the most stressful things besides relocating and divorce. Although it’s exciting to take on a new challenge and move up on the career ladder, it is during these first weeks on a new job that your boss and colleagues form the most lasting impressions about you. The following suggestions can help you make the most of this new job opportunity:

Establish yourself
The truth is as soon as you step into a new job your colleagues will pass judgment of some sort. It’s important to create a positive first impression by being friendly and warm. This immediately forges the beginning of business relationships that will become important as you settle into your role.

Don’t jump in with major changes
Often times new employees are expected to come in and make changes as well as bring new ideas to the table. Although this is true it’s important to first understand the exact challenges of the project but also listen before you jump in with any solutions. The first months at a new job is the best time to earn the needed respect and trust of other employees. So, listen, learn and ask intelligent questions.

Know the right people
In any organization, it's oftentimes the secretaries, admin, and office staff that really make things happen. It’s important to early on establish who is the real ‘go-to’ people that will help you to settle in much easier and will be able to perform miracles at the last minute when needed.

Understanding team dynamics
In any job, there will be some teamwork required and as the new guy, everybody is looking to try and decide what type of team player or manager you would be. Those first months are crucial in establishing what roles each member of your team plays. In addition, you want to access the strength and weaknesses of each person to understand how you would be able to grow and develop each one.
Earning people's trust and respect takes time and it’s important to understand that each person has their own career journey within this company that you might not be aware of. Spent time with people, ask questions and observe. The more you understand the team dynamics early on the easier it will be to get up and running.

Get on the same page as your boss
Clear communication from day one is important. Have a meeting with your boss regularly to understand what is important to him or her. It is always better to set the clear expectation so be careful to over-promise especially initially as you are still trying to understand the lay of the land. Understand upfront how involved your managers want to be but also what type of reporting they would require. Sorting out this early on will help you establish a productive relationship much quicker.

Show your value quickly
As the new guy, everyone is looking towards you for great new ideas and to solve their problems. Although you want to be cautious about jumping in too quickly and making big changes, it is also important to establish some quick wins early on to show your worth. Ask yourself: What are areas of opportunity in which you can quickly make an impact? How can you make that impact visible?
Talk with team members to identify gaps and find something that will be quick enough to execute and show immediate impact.

Starting a new job can be challenging but it also offers a host of new opportunities for your career. Starting out strong in your new job will help you to build a strong personal brand within your new company.

If you are currently on the lookout for a new position and want to take on the challenge of a new job, we can assist. Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. Browse through our available vacancies, which include Finance jobs, IT jobs, Engineering jobs, Supply Chain Jobs, and Freight jobs, and apply now.

Cape Town a construction hub

Tue, 30 Jun 2015 08:39:03 GMT

Investments 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 its 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 its 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 its 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 that is both well-designed and very useful is the Red app. This is a concierge app that guests may use to check-in, check out, pay their bar tab, order their room service, and 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 a 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 Recruitment represents a range of experienced, skilful engineers in various fields such as civil, electrical, structural, mechanical and electronic. Contact us today!

How millennials should approach job interviews

Fri, 26 Jun 2015 08:36:16 GMT

The 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-centered and entitled. The characteristics of millennials are very different from 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 demeanor 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 Recruitment can assist, we are a recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

How To Dress Up Your CV For Success

Fri, 12 Jun 2015 08:34:07 GMT

The purpose of a CV is not to get you a job, it is to get you an interview. So when writing your resume it's important to include all the right information so that the recruiter can connect the dots concisely and see that you might be a strong candidate for the job.

Your CV speaks on your behalf when you're not there physically. Make sure it conveys your personal details in a way that presents you in the best possible way. You need to "sell" your skills, abilities, qualifications, and experience to recruiters to get an interview and they will have to sell you to one of their potential clients.

Here are two tops tips on presenting your resume.

Be concise: Don't feel that you have to list every single exam you have ever taken or every activity you have ever been involved in, identify which are the most relevant and impressive. The longer your CV is, the more challenging it is for an employer to understand your achievements.

Be honest: Although a CV does allow you to overlook details that you would prefer the employer not to know about, you should never give wrong or false information. CVs are not legal documents and you can't be held liable for anything within, but if a recruiter picks up an idea of falsification you will be rejected. However, remember an application form that you have signed to confirm that the contents are true is a legal document and forms part of your contract of employment if you are recruited.

Mistakes do happen, however, try your very best to avoid making any on your CV. These are the most common once people make:

Spelling and grammatical errors.
Not double-checking and getting someone else to proofread your CV for you.

The video below will give you more detailed pointers on what to do when compiling your CV.

How to write a cover letter

Contrary to what you may have heard, the cover letter is an important part of your job application. Cover letters give you the opportunity to reiterate the ways your experience and skills qualify you for the job you are interested in. They are also a good way to address details of your CV which may look strange to an employer, such as employment gaps.

So compose your cover letters with the same care and consideration as you would put towards your CV.

Things to remember when writing your cover letter:

Make it personal. This can be a tricky one, put some emotion in it but keep it professional.
Tell them why you think you'll fit into their company. Basically, you should convince them that you're the perfect person for the job
Never let your cover letter exceed one page.

The short video below has more insight on what and what not to do when it comes to composing your cover letter.

We are a specialized recruitment company and we aim to help candidates find the ideal job that matches their skills. As part of our services, our consultants guide you on how to present your CV in the best way possible to potential clients.

So if you are in the job market, let us assist you. Communicate Recruitment is a recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

What does dress for success mean in a new Millennium?

Fri, 05 Jun 2015 08:32:08 GMT

In this day and age, you would be forgiven for thinking that the only thing you require to ace that next 'all-important interview, that will excel your career, is the right qualifications and right skills. The reality is that appearance and how you come across still plays a very important role in your ability to impress your interviewers. It might be a new era, with new technologies and an ever-changing work environment but one thing that still counts is first impressions. Psychologically our brain is wired to make certain assumptions about a person based on his or her appearance, especially in the first 30 seconds of meeting someone new. Therefore, how you dress is vital for success at any job interview.

What you need to know about 'Power dressing'
Forty years ago when the phrase was first coined, the notion referred to the use of expensive clothes with sharp, hard lines that were destined to make people look assertive and angular.

Now, years later, the concept is still very much alive even if the '80s are long gone. More than ever, we live in an era of appearances and power dressing. It's all about looking at the part and projecting the right image. Fashion comes and fashions go but knowing what to wear to an interview is still a conundrum for many job seekers.

We offer you some tips:

Solid colors projects confidence
In an interview you want people to focus on your answers and what you say, distracting flowery patterns on your shirt or odd colors might make it difficult for people to concentrate on that.

Although many people tend to lean towards black for an interview outfit as it shows authority, few realize dark blue or grey is actually a much better color. It makes you come across as calm, trustworthy, confident, and secure.

Formal vs informal
The best advice is to dress for the kind of work you do. Conservative careers normally lean more towards the conservative dress. However, many companies have a pretty relaxed dress code. It's always a good idea to dress up for a first interview, this is one situation where is far more excusable to be slightly overdressed vs too casual.

Accessories are important but less is more
Jewelry, watches, or accessories can add a little flair to your interview outfit, but don't go overboard. We all have our own fashion style but rather play it safe and try not to wear anything too distracting. Keep in mind that your accessories should complement your outfit.

Smile
Often candidates are so nervous they forget the basics of a smile. When meeting somebody for the first time be sincere, not pretentious, and avoid greetings like "Dude" and "Howzit." It is best to take the polite, conservative route.

Focus on the details
A polished and well-groomed appearance will always make an impression. Make sure your shoes are shined your clothes are free of wrinkles and your body language is open and engaging. Select a simple, neat, and modest hairstyle.

Know your audience
It would be key to try and find out beforehand who will conduct the interview and also take note of the possible generational gap that could exist. Hiring Managers are worried that Millennials lack commitment, professionalism, and reliability. Generation stereotypes are common and it's important to not reinforce this in your interview, especially in how you dress.

It doesn't matter which company you are interviewing at, the old adage still holds true - dress for the job you want, not the one you have.

If you are in the market for a new opportunity in your career, we can assist. Communicate Recruitment is a recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

How to get back into the South African workforce

Fri, 29 May 2015 08:28:52 GMT

In spite of the social and political (and ultimately economic) ills that are presently informing the undercurrent of South African media voices, many South Africans are returning home from work and studying stints abroad. If you are a returned ex-pat – whether you were away for three years or 10 – the job landscape in South Africa will have altered considerably. Before you try to dive straight into finding a job and getting back to work, consider the following steps before re-entry into the job market.

1. Fire up your business networks
Social media sites like LinkedIn will give you a window into the who's who of South African CEOs, managers, and employees in the industry you're qualified and experienced in. If you are interested in working for a particular company – whether corporate or SME – find out who their top players are and start connecting with them on LinkedIn. Ask around. Attend seminars, and make contact with the people you'd like to work with.

2. Get in touch with recruitment agencies
Reinserting yourself into the South African workforce may take a considerable amount of time and perseverance, especially for some candidates in light of the country's strictly enforced BEE and Employment Equity policies. Don't shy away from asking for help, which you can do by contacting recruitment agencies to assist you with getting back on the workhorse. They will want to see your CV, so this is the perfect opportunity for you to update it with your foreign work experience and any qualifications you may have earned overseas. Important tip: slant your CV in the direction of how you can solve problems instead of simply listing skills, experience, and accolades.

3. Investigate South Africa's skills shortages
Many South Africans are opting to leave the country in the wake of socio-economic and political upheaval. This coupled with the country's rocky education system and many learners' poor performance, means that skills shortages are increasing. As a returning ex-pat potentially possessing the right skills and qualifications, this is good news for you. There are plenty of opportunities for critical skilled professionals it's just about connecting with the right people.

4. Think about becoming an entrepreneur or contractor
If you find that you are hitting employment walls, or you've had a hankering for going the solo route - contracting or becoming an entrepreneur, this might also be the perfect time for it. South Africa's entrepreneurial activity is sitting at around 7 – 10%, which is only one-third of what it should be (according to the Allan Gray Orbis Foundation), so it's clear that South Africa needs entrepreneurs. This shortage may be attributable to entrepreneurs experiencing a tough time finding the appropriate funding, market access, and mentors. However, these issues can be mitigated by collaborating with other entrepreneurs and developing ideas that could potentially solve many of South Africa's job and development headaches.

There are many work options for returning South Africans, so do your research, discover the direction you feel passionate about pursuing, send your updated CV far and wide, and prepare yourself for job interviews. Welcome home!

If you need assistance in helping you navigate the South African job market, we can assist. Communicate Recruitment is a recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

Connecting Africa’s Largest Inland Port

Tue, 26 May 2015 08:13:12 GMT

The transport sector is a significant enabler for economic growth and social development, and in Gauteng, we must promote continued and sustained investments by the government and the private sector across the various modes of transport, namely, non-motorized transport, road, rail, and aviation. At the heart of this is the City Deep terminal, the premier container depot in South Africa. This inland port is the largest in Africa and the fifth-largest in the world.

Early this year, the Johannesburg Roads Agency announced that the City Deep Freight Hub will start a major overhaul revamp to ensure it meets up to its full potential as a commercial live-wire for Johannesburg and Gauteng. With around 70-80% of freight currently being transported via road networks, it is vital that we focus more on making sure that the infrastructure is advanced and will be able to sustain itself for the long term. The National Development Plan recognizes that South Africa's economy is a transport-intensive economy. However, its advantages in terms of natural resources are irrelevant if you consider the high transport costs and poor freight transport infrastructure. Most of the bulk freight in the country is transported on the existing national roads, and to a much lesser extent, on Transnet's rail network.

A member of the mayoral committee for transport, Christine Walters, said the Johannesburg Roads Agency, in partnership with the provincial department of roads and transport, will cooperatively invest R122-million in massive infrastructure upgrades, new developments and enhanced expansions of the roads leading to the terminal. The construction is anticipated to start later in the financial year.

The investment is over and above the R900 million that state-owned logistics and rail entity Transnet will spend over the next few years on the freight terminal. "The Transnet upgrade will result in the upgrading of the inland container terminal to handle increased volumes of operations," she said.

It is hoped that these improvements will provide the opportunity to retain and establish new light industrial development and office parks around these terminals. This will further create the opportunity for retailers to build and retain their distribution centers at the freight terminals from where final distribution will take place.

Valuable investment
The City Deep Freight Hub is a key forwarding and clearing hub of goods to the rest of Africa and is connected by major rail and road infrastructure links. However, these existing links have limited capacities. "This is an invaluable investment to ensure the largest container depot in the country runs optimally," says Walters. The road upgrades and expansions will increase the efficiency and cut the cost of containerized cargo moving in and out of the city by ensuring a better flow of freight traffic and linkages with national highways.

Connected roads infrastructure projects
Mpho Kau, the Johannesburg Roads Agency's Head for Infrastructure Development, says the roads upgrade program will include several interrelated roads infrastructure projects along links leading to the terminal. Projects that are currently in the final stage of design are the widening of Rosherville Road and the Rosherville Road Bridge, the extension of Bonsmara Road, and the development of the Cleveland Road Bridge. According to Kau investigations into the extension of Houer Street as well as the development of new links or ramps to the N17, which will ensure increased mobility to and from the terminal and freeway, are almost completed.

The projects are implemented in partnership with the South African National Roads Agency Limited.

The City Deep development is critical to achieving volume growth in the industry. The current work that is being done to improve the situation and to expand capacity cannot be done by the government alone. Businesses must also contribute by building appropriate holding facilities for their vehicles and staff. It is only through the combined efforts that we as a country can achieve optimal use of the City Deep Terminal. The private sector must also show commitment by investing and ensuring long-term sustainability in our freight infrastructure.

Looking for a new Freight job? Communicate Recruitment is a Freight recruitment company with consultants that specialize in Sales, Road Freight, Courier, Warehousing, Logistics and more.

Check out our vacancy page and apply today.

Mistakes You Are Probably Making On LinkedIn

Fri, 08 May 2015 08:10:03 GMT

As career professionals and business owners, we are quite familiar with the powerful influence LinkedIn has on our brand, as an individual, and the company as a whole. Unfortunately, users of the platform often make common mistakes that could have an impact on their career success.

So whether you are in the market for a new job or open to new prospects avoid the following.

An unprofessional photo
We are all familiar with the saying “first impressions last longer”. So make sure your photo is as professional as it can be. Please leave the cats and dogs out of this picture. You might be in the market for a new career opportunity or looking to connect with other industry professionals, make sure your picture reflects that.

Your summary is not complete
Your summary will determine if someone continues to read your profile. It gives the reader a quick overview of who you are, what you do, what you are looking for, and most importantly, what you can do for them.

The summary section is intended to be all about you. It’s where you tell your story and be yourself. Be sure to include keywords and vital information for people that are looking to network with you.

Close off with a call to action at the end of your summary that provides easy access to your contact information.

Incomplete job title and history
There is more to you than just a list of job titles. It’s important that you highlight all your accomplishments under each role in a summary statement. Focus more on the projects you worked on and the skills you developed in each role.

You don’t have credible recommendations
A lot of us think that asking for recommendations is some kind of crime. Yes, it might be difficult in the beginning but we should change our mindset. If you know that you’ve done well on a project, there’s no reason not to ask. The more you ask, the easier it will get.

It’s great to have a lot of recommendations. It’s not so great when they’re your friends and family just saying that you’re wonderful. Credible recommendations should come from your manager or clients. Ask them to speak about how you work, your attention to detail, and how they felt about the process of working with you. Their statement will carry more weight than anything you have listed in your profile.

Not using groups that are relevant to your industry
LinkedIn has become an invaluable part of your job search. Being part of relevant and active groups within your industry will help you:

Find jobs
Get advice
Demonstrate your expertise by giving advice
Grow relationships with like-minded people who have similar interests.

You’re not being an active participant on LinkedIn
LinkedIn is a useful tool for every business professional. However, if you don’t log in on a regular basis, network with connections, and take part in discussions you will not experience the full value of this platform.

Because LinkedIn is so popular with professionals, it is important that you be active and visible or you might be missing out on potential career opportunities.

If your current job is not giving you room to grow, maybe it’s time for a change!

Communicate Recruitment is a specialist recruitment agency with remarkable consultants who will match your skills with the relevant job. We have career opportunities that include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our website and apply now!

Changes to Audit Standards, improving shareholders confidence

Fri, 24 Apr 2015 08:01:47 GMT

The International Auditing and Assurance Standards Board (IAASB) has released its new and revised Auditor Reporting Standards. The new standards are the most significant changes the profession had seen in 20 years. These changes are aimed at boosting the investor and shareholders' confidence in the financial statements of a company. It took more than three years of development to put together the new requirements that are aimed at improving transparency and clarity regarding the processes and thinking involved in the audit.

Some of the new requirements include:

Auditors need to communicate in their report what they consider the key audit matters to be and what they did to address them in the audit.
Auditors need to focus more on issues of concern, including disclosure in the financial statements.
Audit opinion would be at the top of the report and no longer at the end. The name of the audit partner must be noted in the report and an expanded list of the auditor's responsibilities.

The new standards are effective for audits of the financial statements of listed entities for periods ending on or after December 15, 2016.

Auditors and companies will need to prepare ahead of implementation, as some changes will require careful navigation. The new standards will be as new to management, audit committees, and users as they are to auditors.

Whether the Auditor-General of South Africa (AGSA) or any other auditing firm performs an audit, audit readiness has its benefits. With improvements in planning, communications, and data quality, a company can reduce the headaches and often lower the costs associated with a yearly audit.

Here are some tips on making this process as smooth as possible:

Experience:
It's always a good idea to get team members with prior audit experience to help facilitate the process. Their past experience and insight into what information auditors normally request and spotting potential problems beforehand can really assist in the process.

Access to Information:
Some of the biggest challenges during an audit are data records that are inaccurate or incomplete or difficult to access. It's important for finance departments to prepare all data before the audit process to save time and prevents unnecessary time wasted.

Reviewing prior year audit reports
The starting point for any audit will be reviewing the audit report from the previous year. If the client has not addressed recommendations from the past year, the auditor will once again focus back on those issues.

Do you have experience in Auditing? Are you looking for the next big break in your Finance career? Communicate Recruitment is a specialist Finance recruitment company that can help you find your next job opportunity.

Saldanha port expansion into oil and gas on the cards

Tue, 21 Apr 2015 07:56:34 GMT

The Transnet National Ports Authority (TNPA) is planning to spend R9.7 billion to develop its oil and gas infrastructure at its port of Saldanha Bay. This project is aimed at enhancing the deep-water port's ability to service the offshore oil and gas industry.

Situated along the West Coast about 120 km (72 miles) from Cape Town, Saldanha is South Africa's deepest natural port. Its geographical proximity to a slew of new oil and gas finds on either side of the continent is seen as giving it an edge over other repair hubs in Europe, Singapore, and Dubai.

About 120 oil rigs passed SA's coastline annually. Most were unable to obtain services in Saldanha as the port was not equipped to meet the demands from the sector. These new developments will allow oil exploration firms to save millions by having their rigs repaired in South Africa, rather than towing them to Singapore, which could take up to 100 days for a rig that rents out for around $500,000 a day.

The construction of the new rig repair for berth 205 will accommodate two rigs at a time. The Mossgas Quay wall will be expanded from 38 meters to 500m with a depth of 8.5m. Both the projects will be commissioned in 2018.

An offshore supply base will also be built to serve as a one-stop-shop to supply oil rigs with their basic needs, such as food and materials, and waste collection.

The projects will create an estimated 6,300 new direct jobs and 25,200 new indirect jobs, and contribute an estimated R4.74bn to gross domestic product.

Custom Control Area
As part of this project, the Saldanha Bay Industrial Development Zone is developing this area as a Custom Control Area. This is seen by many as a key drawcard for companies to use this port. The benefits of creating this as a CCA or Freeport includes:

Companies operating within the zone will be relieved from import duties on manufacturing assets, as well as any goods for storage and raw materials used in the manufacturing process.
Investors will also be exempt from export duties on goods exported from the CCA to a foreign country and on services rendered within the IDZ.
In addition, no value-added tax will be payable on goods imported for use in the construction and maintenance of the CCA's infrastructure, on land acquired or rented in the CCA, or on the electricity and water supplied.

This project and the new developments are sure to attract companies and investors that are looking to use Saldanha Bay to position themselves for Africa's longer-term offshore growth prospects.

The development of ports and projects like these by Transnet will help to facilitate the needed growth in the Freight and Supply Chain industries. If you are a candidate looking for a new job, we can assist. Communicate Recruitment is a specialized Freight and Supply Chain recruitment agency, which can help you in finding Clearing and Forwarding Sales jobs, road freight, courier, warehousing, logistics, production jobs, and more. Check out our vacancy page and apply today.

How to bounce back from retrenchment

Fri, 17 Apr 2015 07:50:28 GMT

It was in 2009 that retrenchments in South Africa became a reality for many employees, and while our economy didn't suffer as badly from the 2008 global economic downturn, retrenchments still continue in 2015 on a smaller scale. If you've been retrenched, we've got some strategies for you to use, to help you bounce back from being retrenched.

1. Tell everyone
Telling everyone you've been retrenched sounds counter-intuitive, especially when a retrenchment can hit you right in the self-confidence. However, telling people about your retrenchment can serve two purposes: firstly, it can relieve you of a lot of the stress that comes from being retrenched; knowing that you're not alone in this experience. You may even help other "retrench-ees" to open up about their own work situations and find mutual support.

Secondly, telling people you've been retrenched is a great starting point for networking yourself and your skills. Instead of: "Oh no, poor me, I've been retrenched", the narrative can sound more like: "Now that I've been retrenched, my broad skills range and vast experience can be invested in a company with a vacancy for which I'd be perfect."

2. Review your budget and finances
It's necessary to take care of business first, so now's the chance to review your budget (which means perhaps tightening your belt a bit on the spending and ensuring your money only goes towards the bare necessities like home and car loans, retirement annuity, medical aid, and existing investments, etc.). If you've been contributing towards UIF during your employment, then you have up to six months from the date of your retrenchment to apply for UIF claims, which will certainly help to keep money worries at bay while you…

3. Make the job hunt your new full-time job
It might be tempting to fall into the trap of waking up late (because you can) and staying in your PJs all day (because you can) while you browse the internet for potential new jobs. Instead, to keep your confidence up and feel like you have a sense of purpose, treat your job hunt as you would an eight-hour workday: shower, shave, dress up, and be at your computer by 08:30 to work on finding a new job. Arrange meetings with recruiters and see them like business meetings – be punctual and professional.

Take the opportunity to really review and polish your CV, using it to communicate the job you want. That being said…

4. Reflect honestly on your career
If you're able to keep a positive mindset, you'll likely treat your redundancy as an opportunity instead of a tragedy. Be 100 % honest with yourself: was your last job the job you always wanted? Or have you secretly been wishing for a job in a different industry? What do you really want to do with your life? Redundancy is the perfect (and exciting) opportunity for change – if you're willing to see it that way.

5. Embrace the change – upskill
If you do decide to change your career, the upside to retrenchment is that you'll get a retrenchment pay-out. This doesn't mean you can avoid the realities of your life by going on a cruise in the Mediterranean or buying a new car. It means that you can afford (the money and the time) to upskill in order to make a proactive shift into your new career.

6. Get a recruitment specialist involved
No one knows the employment landscape in your industry better than a recruitment agency that specializes in it. Approach the relevant agencies and provide them with your newly polished CV as well as a well-articulated motivation letter for why you're the perfect candidate for the job you desire. Keep your interview skills fresh and talk about your accomplishments and your passion for what you do. There are companies out there that need you – involving a recruitment agency will make it easier for you and your new employer to find each other.

Need a hand in finding a new job? Communicate Recruitment is a recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

Salaries, do you really understand what you earn?

Tue, 14 Apr 2015 07:46:23 GMT

We all get very excited at the end of the month when payday is finally on the horizon. It's after all that we work for every month, that all-important paycheque. When asked how much we earn, almost all of us can tell you the amount of money that ends in our bank account, but very few of us know the difference between total Cost to Company, Gross, Basic, or a Cash package.

Many times the confusion around earnings and exactly how your salary is structured only becomes known when you start looking for a new job or are trying to negotiate your salary. As a result, many job seekers mistakenly accept a job offer before carefully considering the salary package on offer.

The reality is very few companies in South Africa structure their salary packages in the same way, so it's important to ensure you are very clear on what you are currently earning and what you would like to be earning at a new job.

Here are the key terms explained to help you out:

Basic Salary:
Your "Basic Salary" is the amount you earn before any additional benefits such as medical aid, pension, and allowances are added to your salary. Your basic salary is the section of your salary that is fixed every month and would not include any bonuses or 13th cheque.

Cost to Company:
This is a term used to calculate the total cost to the Company to employ you, in other words, all the costs associated with your employment contract. This could include company contributions to Medical, Pension/Provident, UIF, SDL, group insurance, etc.

Net Salary:
This seems to be the one that people have the least problems with, as everybody is very much aware of the money that is paid into their bank at the end of the day. Nett salary is also referred to as "take-home pay" – the amount of money that you take home every month.

PAYE:
The process of deducting or withholding tax from remuneration as it is earned by an employee is referred to as Pay-As-You-Earn . All employers are required to deduct Employees' Taxes from their salaries. The amounts deducted must be paid by the employer to SARS on a monthly basis. This is calculated by your employer using the latest tax tables. Depending on what you earn, you will pay SITE and/or PAYE tax.

U.I.F.:
It is compulsory to pay 1% of your gross earnings into the government's Unemployment Insurance Fund . Your employer also has to pay 1% of your gross earnings, making the total contribution 2% each month.

Medical Aid
Some larger companies have medical aid schemes for their staff. If you join, you qualify for the Medical Scheme Fees Tax Credit. This is a fixed monthly amount that increases according to the number of dependents and is taken off after you calculate your taxable income.

Besides your salary and leave, there are a number of other benefits that companies offer that can add real value. The Top Employer Institute's 2014 certification program recently identified the most popular benefits that are offered by some of the top employers in the country.

- Flexible working hours
- Learning and development programs
- Travel opportunities
- Day Care or Crèche facilities

When you are scouting out a potential employer, make sure it's the right fit for you. Understand your salary breakdown and know what's your worth. If you want to be happy with your job, benefits will matter as much as (if not more than) salary in the long run, so make sure you find out exactly what a new company would be able to offer you before you make a final decision.

If you need assistance in your job search, Communicate Recruitment are waiting for your call. We represent some of the top candidates out there. Contact us today to become part of this elite group. Communicate Recruitment is a recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

The Work Balancing Act: How to get it right?

Fri, 10 Apr 2015 07:42:11 GMT

If you do a search on Google for work/life balance you will find over 180 000 results. It's the most talked about, written about, blogged about the topic -in fact- Hollywood has even made some movies about it. It's an undeniable fact that when it comes to the workplace many of us are struggling to juggle the demands of work, home, and family interests.

The recent announcement by Vodafone Group about their unusual new maternity policy made headlines around the world. To the surprise of many, they will institute a new maternity policy offering at least 16 weeks of paid maternity leave to its staff across the globe, regardless of the country they work in. After new mothers return to work, they only have to work 30 hours per week for the first 6 months to get their full-time salaries.

Companies are realizing more and more that employees are the lifeblood of the organization and their health should be a priority for any business. The health and wellbeing of employees are of the utmost importance for the performance and productivity of staff and companies are using this as a competitive edge in attracting and keeping the right talent. There, however, continues to be discussions about how companies can do more for their employees, especially with the Millennium generation slowly becoming the biggest percentage of employees in the workforce.

The reality is that technology has blended everything together and where it used to be work and life it's now all mixed together. That balancing act becomes more difficult each day, trying to find just the right equilibrium in your life between work and personal, family and friends, diet and exercise, and even when job hunting. Where do you start?

Defining success
One of the biggest reasons why work-life balance is such a talked-about topic is that there is no magic process that solves the problem. The truth is that balance has a different definition for every individual depending on your reality, work responsibilities, and home life. In order to start understanding how to get that delicate balance back into our lives, it's important to define what success means to you.

Boundaries
The demands at work often push you to blur the boundaries of work and life. Before you know it you've stayed late at the office or taken work home because you just haven't managed to finish it all. If you really want to get back the balance in your life, you need to set strict boundaries. It's important to work smarter and set specific time-out in your schedule for priority tasks but also to spend with your family without any interruptions.

Being dedicated and ambitious is admirable, but allowing work to define your self-worth and identity is dangerous.

Avoid negative people
Negative people around you can just suck your energy and waste your time. They slow you down and prevent you from achieving your goals. It will serve you well to identify negative people early on in your work relationships and to avoid them whenever possible.

Meetings: The black hole of time
One of the biggest time-wasters at work is unnecessary or unproductive meetings. Before accepting an invite to a meeting, be sure to ask yourself if you really need to be there?

Meetings and collaboration are critical to most organizations, but the vast majority of meetings you attend on a regular basis are too long, unfocused, unnecessary, or otherwise wasting your time. It's important to evaluate how many of these meetings really help you to get the job done at the end of the day.

It's a juggling act, it will continue to be so, to find the right balance between work, and your personal life could mean that you need to make some changes. You might even consider a new job that will understand your family demands better. Avoid being stuck out of balance and in the same old routine, you need to decide what will work for you and then make it happen.

Communicate Recruitment is a recruitment agency with specialist consultants that will assist you in finding the right new job to accommodate all your responsibilities. We can assist you to find new Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy page and apply now!

Image Credit: FreeDigitalPhotos.net by Stuart Miles

Things You Should Never Do At A Job Interview

Tue, 07 Apr 2015 07:36:36 GMT

The landscape for job seekers today is more unpredictable than at any time in recent memory. If you want a job today, you may actually have to work for it.

With so many articles out there explaining what to do in a job interview , we decided to take the time to focus on what not to do. Whether you're new to the interview process or an industry expert, if you're searching for new opportunities, don't make these job interview mistakes.

Not doing your research
"Tell me about your company" is not a statement that should come out of your mouth at any time other than if it's during a social activity. You might have all the skills and experience to get the job done, but have you done the research of the company you interviewed for? Check out their company website and read they're ' about us' statement, it would also give you some extra pointers if you can find out and mention who their major competitors are in the market.
You need to learn what you can about the company and the person. Walking into a meeting without any knowledge will lessen your chances of getting the job.

Don't badmouth your former employers or anyone for that matter
Your last boss was horrible? Everyone in the company was awful? You hated your job and couldn't wait to leave? It's sometimes a smaller world than you think and you don't know who your interviewer might know, including that boss who was so dreadful to you... You also don't want the interviewer to think that you might speak that way about his or her company if you happen to leave their company on bad terms.

Lying on your CV
Anything written on your CV could be discussed at an interview and fabrication about your work or education could damage your reputation in the long run. There's no room for lying. Ever! This starts from the day you put together your resume to your last day on the job. If you have gaps and glitches in employment, just be prepared to talk about it and explain what you did during this time. If you don't know an answer to a question, simply state that. Don't try to make something up that will only hurt your integrity.

Stop using generalities
For example, "I am a team player" and "I'm a very hard worker." Generalities about strengths are ignored, forgotten, or sometimes never get mentioned. When interviewers assess a candidate they recall the examples and stories the candidate used to prove a point. These examples help them decide whether or not the candidate possesses the strength or attribute.

Never say you don't have any weaknesses
Everybody has weaknesses. The point of the question isn't even about weakness, it's an attempt to define your character, honesty, and self-awareness. On the exterior, saying you don't have any weaknesses implies you've stopped growing , can't learn anything new or can't be mentored. You can also try and use your weakness by describing how you've learned from it; this indicates a willingness that you want to get better.

Don't show your desperation
Yes, you want that new job because it's a good opportunity and you can be an asset to the company. Don't mention personal adversities in the middle of the interview. For instance, if the hiring manager asks you "Why do you want this job?" it may be tempting to tell him how you were laid off, and now you desperately need to put food on the table. It's actually a very persuasive story and one that should probably be shared with the people close to you. However, that party is most likely not going to be the hiring manager.

Another way to answer this question is to not focus on the negative experience. Although you can share that you were laid off, you can also share how you have grown from going through it and feel that a difficult situation such as this has left you in a great place to give even more now that you are stronger and wiser. In other words, you can use this opportunity to be even more positive and show your resilience.

If you do blow in the interview, don't take it to heart. I don't think there is anyone who hasn't made a mistake or two in an interview. If it happens, look at it like it just wasn't meant to be, learn from your mistakes and move on to the next opportunity.

Regardless of how the job market is, job searching isn't simple, and it's not always easy to stay positive and focused. When you've sent hundreds of resumes without much of a response it can be difficult to keep going. It's important though to not give up on yourself, so make use of all the job search tools available and keep a positive outlook.

Looking for success in your career? We can help you untangle the steps to your next job opportunity. Communicate Recruitment has a number of exciting new career opportunities which include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our website and apply today!

Can You Develop and Strengthen Your Emotional Intelligence?

Thu, 02 Apr 2015 07:33:59 GMT

Emotional Intelligence can be learned and strengthened, but only when you understand how it can be used to help you in the workplace. Knowing how to use your EQ to your advantage will allow you to have positive communication relationships with your colleagues. Adding emotional intelligence to your tool kit of success skills might be the most important thing you can do for your career. But the work environment is not the only place it is used. It also plays a major role in your day-to-day life.

Before you can develop your EQ, you have to first understand the different factors of emotional intelligence .

Identifying emotions:
The emotions that we perceive from people around us can carry a wide variety of meanings. If someone is expressing angry emotions, the observer must interpret the cause of their anger and what it might mean. We all must have worked with co-workers who never have anything positive to say. They can suck the energy from a brainstorming session with a few negative comments. Their bad mood frequently puts others in one, too. Their negativity can contaminate even good news.
The first step in understanding emotions is to accurately perceive them. In many cases, this might involve understanding non-verbal signals such as body language and facial expressions.

Using your emotions:
The next step involves using emotions to promote thinking and cognitive activity. This is a key competency and it helps us to connect more with people. Emotions help prioritize what we pay attention to and react to; we respond emotionally to things that garner our attention.

Managing emotions:
Dealing with emotions in the office is tricky. You don't want to be known as the person who freaks out if a project doesn't seem to be going as planned, or who uses emotions to manipulate people into doing what you want them to do for you. However, bottling your emotions can lead to job unhappiness and negatively have an impact on your work performance.
The ability to manage emotions effectively is a key part of emotional intelligence. Regulating emotions, responding appropriately, and responding to the emotions of others are all important aspects of emotional management.

Developing your EQ
Employees who are familiar with emotional intelligence , bring an extra element of understanding and relationship-building to their jobs. These are ideas about how to strengthen your emotional intelligence on a day-to-day basis.

Listening is a process and an active one. It's easy to mistake listening as a simple, passive task, but it requires more than just the ability to absorb information from someone else. When communicating with another employee, instead of rehearsing your response while the other person is speaking, focus your mind and attention on asking questions to understand what the person is saying.

Clarifying. Clarifying is a combination of asking and clearly expressing what we have heard. By asking the person who you are having a conversation with questions, they will know that you are listening to them. When someone is being vague, it is important that you clarify the circumstances. In doing this you are able to assist them to see what they can't see themselves by making a suggestion. For example: "Here's what I hear you saying. Is that right? "

Practice body language or nonverbal communication. We can communicate information in numerous ways; so make sure you keep eye contact, pay attention to your posture, body movements, and tone of voice.

All of these signals can convey important information that isn't put into words. Also, by paying closer attention to other people's unspoken behaviors, you will improve your own ability to communicate non-verbally. With practice, you will get better.

Find co-workers with whom you relate to. Although you are at work to do a job, it will be a much more pleasant experience if you enjoy the company of the people on your team or in your department. Explore whether you are receiving shared communication or just making assumptions that co-workers will feel and react in a particular way, based on your experience. Ask questions, and notice responses.

Don't forget to pay attention to your own emotions. Your emotions will drive the decisions you make today, and your success may depend upon your ability to understand and interpret them. Analyze how you respond in emotional situations. Seek feedback from employees whom you trust to objectively tell you how you react in certain situations. Seek additional feedback from a boss or mentor who can describe your demeanor on others in a meeting, for example.

You can develop your emotional intelligence, but it will take persistent focus and practice. It's however important to develop your EQ to help you with your career advancement.

Is your current job not giving you room to grow? Do you feel that it is time you broaden your horizons? Let us help! Communicate Recruitment is a specialist recruitment agency with remarkable consultants who will match your skills with the relevant job. We have career opportunities that include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our website and apply now!

Do you have these personalities in your office?

Fri, 27 Mar 2015 07:30:35 GMT

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

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

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

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

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

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

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

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

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

If you are currently a job seeker and need some assistance in job hunting, we can help. Communicate Recruitment 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.

Where have all the Developers gone?

Tue, 24 Mar 2015 07:21:18 GMT

How long did it take to hire your most recent software developer? As you sat through interviews, did you wonder where all the developers have gone? The technological advances achieved in the past few decades have brought about a revolution in the world of business, affecting nearly all aspects of working life. When you look at technology, it drives so much of what business does, from productivity to communication to improving speed to making better business decisions. With these changes in the business world, the demand for specific technical skills and highly relevant experience continues to escalate.

Currently, there seems to be a specific demand for Java, .Net, and Mobile developers. Our consultants are finding it challenging to track down available individuals with the necessary skills in these areas. There is a noticeable increase in the number of clients anxious to find the right staff to support the growing reliance on technology in business in general. However, it seems the industry is struggling with a supply and demand issue, in that the demand has outstripped the supply.

The use of business software , in any sector, has become an integral part of an organization's ability to perform tasks with a greater degree of efficiency, accuracy, and ease. Innovation and commoditization of technology and the consumerization of devices ensure that the need for skills in this area will only continue to grow.

Add to this the fact that South Africa is setting the pace for mobile development and solutions, and is very much the breeding ground of the developing world's mobile development. Africa is very software and app focussed when it comes to the tech space and because we have people that think local and understand local problems, it's no surprise that the demand for software development skills is increasing at a rapid pace.

Manager of the JCSE's Applied Research Unit, Adrian Schofield explains that the ICT sector currently grapples with a number of wide-ranging issues; from the quality of education and the employability of graduates to the investment in training and development to the job roles and retention practices of employers. All of which takes place against the background of an uncertain economic and political environment.

Education
One of the main challenges facing the Information Technology industry is education and experts warn that we should not place too much weight on Matric results as a guide to our educational status quo. The 2014 passing rate was slightly lower than the previous year, however; the real concerns are with the number of students that qualify in, what is seen as feeder subjects for careers in IT; namely Maths and Science. There are far fewer people registering and passing these subjects, which automatically means the number of students who are eligible to register for a BSc degree is drastically diminished.

Although the challenges don't stop there, you also have to look at the fact that we only have around 25 Tertiary Institutions across the country offering further education. Although many of them work hand in hand with the private industry to ensure graduates are receiving the right training and are employable at the end of their studies, there are still inconsistencies.

One example of a successful partnership is the CapaCITi education project started by the Cape IT Initiative in conjunction with UCT, CPUT and UWC which is aimed at skilling, up-skilling, and re-skilling talent to create jobs and get unemployed graduates to become active economic participants in South Africa.

Private Projects
In the last five years, we've also seen the establishment of several independent projects to try to bridge the skills gap in the future. Former FNB CEO Michael Jordaan along with tech journalist Elizabeth Gould, serial entrepreneur and engineer Dave Weber and Cara Turner, established a new training program specifically aimed at developers.
CodeX is a brand new full-time apprenticeship program that provides on-the-job training for talented young brains to help build Africa's digital future.

Another example is the Lab Southern Africa (SA) project which is a mobile solutions laboratory and startup accelerator that provides mobile developers with the support they need to develop innovative mobile applications and services.

Although these projects are a step in the right direction and more partnerships like this are needed, the reality is that for the foreseeable future the scarcity of developer skills will continue.

Talent Management strategies?
This begs the question, knowing the shortage of skills, what are you as a hiring manager going to do about filling your talent gaps? What strategies are you going to employ to ensure you are able to have a chance to find and hire the right skills?
For many developers, the criteria when looking for a new job have changed. They are starting to look much more towards company culture, the team they will work with, the side projects they will be allowed to develop rather than just salary and job description.

It's important to know that it will take time to find the developers you need, that you might have to consider hiring people when they are available and not when you need them. You will need to re-look at your talent retention strategies and what your company can offer more than just the standard.

If you are struggling to find the answers on how you will recruit the right people to your organization, then we can help you. Communicate Recruitment is an IT recruitment company with consultants that specialize in finding skilled developers, architects, consultants in CRM and ERP through to BI and BA. Contact us today.

Fast Track Your Job Search

Fri, 13 Mar 2015 07:18:17 GMT

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

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

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

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

a) Help source your next opportunity, and

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

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

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

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

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

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

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

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

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

Credit: FreeDigitalPhotos.net by adamr

Qualification Fraud: What you need to know

Tue, 10 Mar 2015 07:13:01 GMT

The hiring of new employees offers challenges to most companies. While it is important to find the right candidate with the necessary qualifications and integrity to do the job, it is not always easy for businesses to accept potential candidates at face value alone.

In South Africa, recent media reports highlighted a few high-profile cases of qualification fraud in which top executives and board members were unmasked as not having the claimed qualification.

This started a debate around hiring processes and the verification of qualifications around the country in all businesses. The South African Qualifications Ahorityut (Saqa’s) offers a verification service, which checks qualifications against the National Learners Records Database. According to Saga, school-leaving certificates are the most faked qualification at 41%, followed by degrees at 32% and diplomas at 13%.

Each industry requires its own checklist but there are a few checks that should be non-negotiable when considering any candidate for employment. Often job seekers bolster their resumes in order to seem more attractive to potential employers. However, as an employer, you want the truth in order to be aware of the capabilities and limitations of potential employees.

ID Verification
Fraudulent acts and instances of fraud are on the rise in South Africa. Now more than ever it is important that potential employers obtain ID verifications of the candidates applying for the vacancy in their business. Simple ID verification will confirm if the person is who they say they are by validating that the ID has been issued by the Department of Home Affairs and that the algorithm found in that ID number is correct.

Criminal Check
With commercial crime up by over 45% in the last nine years and human resources fraud at 42% in South Africa compared to the global average of 15%, it is important to use a reliable criminal-vetting process for recruiting and managing human resources. Although it would probably be unconstitutional to deny a person the right to employment purely on the grounds of a criminal conviction for a range of positions, certain types of criminal convictions can be specified as rendering an applicant ineligible. For example, a conviction for any theft or fraud offence can rule out a person for a job involving handling money or financial transactions.

Qualification Verification
In South Africa we have numerous businesses whose primary function is the verification and validation of educational qualifications. They make use of various tools, including the National Qualifications Register that allows them to reference any qualification against a substantial database. It’s important to verify employees credentials in order to recruit the very best of the best, with peace of mind that these employees are up to the tasks assigned to them.

Many organisations do not carry out systematic and careful screening of external candidates for vacancies. Excuses such as urgency of filling the vacancy, lack of budget and lack of management time are used. However, screening is one of the most basic risk-mitigation strategies that must be in place in any organisation.

If you need assistance in the recruitment process and the screening of your candidates, we can assist.

Communicate Recruitment is a specialised recruitment agency in the Finance, IT, Engineering, Supply Chain and Freight industries that only represent candidates that have been carefully screened to ensure we deliver the very best quality to you. Contact us today with your recruitment needs.

Credit: FreeDigitalPhotos.net by Mister GC

Millennials: Reshaping The Workplace

Tue, 17 Feb 2015 07:10:22 GMT

“Millennial” is the buzzword of the moment. But what exactly does it mean?

Basically, this generation grew up in an electronics-filled and increasingly online and socially-networked world. They are the generation that has received the most attention. As the most culturally diverse generation, millennials have a tendency to be broad-minded. Having been raised under the mantra "follow your dreams", they tend to be confident.

While largely a positive characteristic, the millennial generation’s confidence has been argued to turn into selfishness. They are often seen as slightly more optimistic about the future of their country than other generations.

At some companies, millennials already make up 60% of their workforce , and by 2025 they will become 75 % of the global workforce. It's important for employees to consider how to accommodate this generation in the workplace.

The bring-your-own-device trend ( BYOD ), for example, is at least in part a reaction to the millennials’ need for mobile devices. Workplace satisfaction matters more to millennials than financial compensation and work-life balance is often considered essential. They are less likely than previous generations to put up with an unpleasant work environment and much more likely to use social networking to broadcast their concerns. On the other hand, satisfied millennials are often employee ambassadors for the organizations they work for, providing honest, free, and convincing public relations.

Having grown up being bombarded by advertising, millennials tend to be skeptical about promotional material of any kind. Whether buying products and services or considering employment, Millennials are more likely to listen to their friends than to be affected by marketing or public relations material. This characteristic makes both conventional marketing and employee recruitment practices often ineffective for millennials.

Work/life balance remains very important
This has always been a priority for millennials and this year’s results reinforce that view, according to a survey PWC did, 95% of respondents said the work/life balance is important to them and 70% said it’s very important. For some, though, their experience of working life has not met up to their expectations. 30% of employed millennials said that the work/life balance had been better than they expected, but for 28%, the reverse was true. The expectations of new employees are set by their understandings during the recruitment processes, and by their view of the employer.

There are a lot of negative connotations around the millennial generation, which aren’t exactly true. Do you think you've got your millennial employees figured out? You may not know them as well as you think. The below video offers important insights into how this generation likes to work and what works for them.

Many companies are struggling with recruiting and retaining millennial employees. The increasing number of this generation is growing and it’s important to have a strategy in place.

Millennials are a talented and dynamic generation, and the best of them are hard to find and even more difficult to keep. The finest of them are already in high demand and employers that meet their expectations will be able to take their pick of this generation’s talent.

We understand how difficult it can be to find the ideal candidate that goes hand in hand with what you’re looking for, for your company. But we at Communicate Recruitment want to help you with your talent search. Contact us today for more information.

Or if you happen to be in the job market, we are a reputable recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

How To Successfully Navigate Those Tricky Interview Questions

Fri, 13 Feb 2015 07:07:09 GMT

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

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

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

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

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

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

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

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

If you are currently a job seeker and need some assistance in job hunting, we can help. Communicate Recruitment 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.

Image Credit: FreeDigitalPhotos.net by Mister GC

IT trends: Move over BYOD here comes CYOD

Tue, 10 Feb 2015 07:03:55 GMT

The last few years the big buzzword has been all about BYOD – or bring your own device – an IT revolution that was driven by employees wanting to use their own devices at work. Although this offered many benefits to the users that could spend more time focused on business and less time trying to figure out the technology. It also opened up an assortment of problems for IT departments regarding the issue of security. According to Osterman Research , 15% of employees believe they have “none to minimal” responsibility to protect corporate data stored on their personal devices, which raises big questions.

This resulted in business re-looking on how this policy can be adapted to suit all parties and started another option that is gaining popularity: Choose Your Own Device (CYOD)

What is Choose Your Own Device (CYOD)?

CYOD is a policy that allows users to choose from a number of approved devices. Usually, the company provides these devices and keeps them if the employee leaves or resigns.

Having a limited pool of pre-approved Operating Systems and devices can help IT departments mobilize more business processes and applications. For example, devices would be able to load up work applications based on the user's profile. It still gives employees the freedom to use a device they know and understand, but it narrows the options to a pre-approved list. Effectively it adds much-needed variety to a fleet of standard computers.

“With a comprehensive mobile protection strategy, you can have the best of both worlds,” says Fran Rosch , SVP Mobility at Symantec. “Get the benefits, prevent the risks.”

Benefits
Increase Security of Data: One of the major benefits of CYOD over BYOD is it enables enterprises to delete sensitive data and other corporate information in the device should it get lost, compromised or an employee leaves the company. By buying the devices themselves, organizations can also approve and install the correct security software.

IT Support: Windows, iOS, Blackberry RIM, Android and the growing list of other operating systems posed a challenge for organizations that adopted the BYOD policy. Supporting only a list of approved mobile devices can be much more efficient because the helpdesk staff is only asked to support known device types.

Talent Management : If you’re looking to recruit tech-savvy employees, offering an expanded list of mobile devices will also make your company appear employee-friendly, more so than a corporate-owned, single device plan.

CYOD is beginning to win out over plain BYOD, and it’s easy to see why. The surge of BYOD in recent years saved companies big money on hardware but led to both expected and unforeseen issues. After a period of acclimation for companies and employees, the fact that CYOD is growing says everything about its effective blend of the old and new ways.

Regardless of your organization is adopting a BYOD or CYOD approach, you need skilled IT staff to manage it effectively.

Communicate Recruitment is an IT recruitment company with consultants that specialize in working with developers, architects, consultants in CRM and ERP through to BI and BA. Contact us today to assist with all your talent-finding needs in 2015.

Image Credit: FreeDigitalPhotos.net by nokhoog_buchachon

How To Keep Your Valued Employees

Fri, 06 Feb 2015 07:01:57 GMT

In most companies, the management team sets the tone for how people are treated. They make sure all employees feel valued for what they do on a frequent individual basis.

In today's competitive environment it's important that managers be held responsible for building a retention culture in their teams and in their departments. A huge percentage of work-life satisfaction is determined by the relationship a worker has with their boss. Self-managed, agile organizations create work environments where people can continuously learn and make decisions.

Retaining the right people is imperative. Managers and companies need to understand what skilled people want and they should try and meet those expectations. Today’s working force are quite diverse individuals who want to control their own purpose and make significant contributions to society through their work.

A lot of research has been done which indicates time and time again that people shift their loyalties to a new employer because of mostly non-financial reasons. Good people leave their jobs for the following typical reasons:

Leaders don't show their employees how valuable they employees are
There is a shortage of resources and information regarding career development,
The company’s mission, vision, and values that don’t go hand in hand with their experience
Employees are concerned about benefit issues.

Many studies on retention agree on what influences employees to stay : meaningful, challenging work, a chance to grow and learn, a good work environment, recognition and respect.

It’s easy to blame organizational policies for the loss of talent. Although this is certainly one of the reasons. Moreover, most proven retention strategies are within the circle of influence of the manager and cost very little, if anything, in real rands. The investment is in caring and commitment.

Here are just a few of the things that are known to work:

Improve the manager and employee relationship
Colleague relations are typically the most positive of all the cultural assumptions measured.

This shows an opportunity to use the manager as a credible channel of messages to make your environment an increasingly great place to work. Mentors, trainers and other models have their value, but it is the employee’s manager who seems to have the greatest influence.

Constantly challenging your employees
It’s common for people with actual potential to suffer dissatisfaction yet stay on the job. Instead of leaving, they simply find ways to disengage and drift away from the team. Their departure is psychological rather than physical.

Evidently, disengagement can be just as costly as departure. Possible methods to overcome this challenge include joining group tasks, forming self-directed teams, rotating assignments, etc.

Hire for fit
While it’s true that many of the good people companies are losing these days are relatively the “old-timers”, it’s also true that in today’s work environments it’s quite difficult to keep the new hires.

Getting the right people in the door in the first place is obviously fundamental to increasing the odds of keeping them.

Also, how are job candidates specifically screened for a good fit with your organization’s supposed values and evolving culture? There are some simple interview techniques that can help.

Get rid of destructive people
Even if they are well paid, receive constant recognition and have opportunities to learn and develop, people will leave if they don’t like their supervisor.

What do destructive people do? They intimidate, demean, behave rudely, belittle people in front of others, give only negative feedback, refuse to take responsibility for their actions and the list goes on.

This kind of behaviour won’t get your company anywhere and it doesn’t foster respect and good performance. Unfortunately, these behaviours are not at all unusual, and sometimes they are demonstrated even by high profile managers. The key is to identify these people and get them in line. It’s a message with profoundly negative consequences.

Add fun into the workplace
Many people think that the workplace is a fun-free zone. They’re not looking for continuous laughter and water balloon fights. They’re just looking for a twist on things, a little craze. Fun boosts creativity and it certainly does not reduce productivity when everyone’s work and teamwork goals are clear.

Distinguish
One of the most discouraging things that can happen to a good employee is the realization that not all co-workers are recognized for excellent performance. Your performance review system should be comprehensive and transparent. Clearly tie work to business objectives. Be sure that high achievers get the credit they deserve.

Hopefully, you feel this article provided you with insight on how you are (or are not) keeping your valued employees.

If you need help finding staff that is the right fit for your company, we can help. Communicate Recruitment is a specialist recruitment agency, with high calibre recruiters. We specialise in the sourcing of top candidates in the Finance, IT, Engineering Supply Chain and Freight industries, both for permanent and contract placements. Contact us today for your talent search.

How to quit your job without burning bridges

Fri, 30 Jan 2015 06:57:20 GMT

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

But don’t burn your bridges.

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

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

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

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

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

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

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

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

Credit Image: FreeDigitalPhotos.net by Exsodus

How to ace your job interview and get what you want

Fri, 23 Jan 2015 06:53:37 GMT

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

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

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

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

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

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

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

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

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

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

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

Strategies to help you start the new year

Tue, 13 Jan 2015 06:48:32 GMT

Many of our offices are starting to get back to the normal routine, as vacation time is up for most of us. And most of us know that coming back to the work routine after a relaxing and enjoyable time off can seem quite overwhelming, but it doesn’t have to be. Here are some simple strategies to help you start the new year off right after changing your pace:

Make and follow a to-do list
One of the main difficulties we can all relate to after coming back from a break is remembering all your passwords to your computer and what we last worked on or what needs to be done. Instead of just getting started on the first thing that presents itself, sit down for a few minutes and make a list of what needs to be done . Having a list will help you prioritize so that you don’t end up trying to stuff too much into your first day back at your desk.

Having a plan is an essential part that will allow you to start off with success. Think about your objectives for the new year. Do not just focus on high-level aspirations, “the what”, but consider what steps you need to take in your day-to-day life to get, “the how”.

Also, a to-do list is also a good way to battle the overwhelming feeling we often get at the beginning of the year.

Touch base on communications
Time to open up your emails that have accumulated while you’ve been gone? In many cases, this has to be one of the biggest tasks one has to go through. There is, however, a way you can approach this in the right way which can save you time and hassle. Try to pin down what the most important emails are.

Reviewing your inbox from most to least recent will help you as some issues may have already resolved themselves. Just remember, other people, are often struggling through their inboxes too! You can extend each other some mutual understanding of this challenge.

Get involved in new projects
It is quite difficult for some workers to get their motivation going once they’ve gotten back to the office. It’s natural to feel a little blue after your time off has come to an end. Tackling new projects right out of the door is sometimes a good way to get quickly engaged in the workplace. However, a break from work can help us come back to the office with a fresh perspective and can benefit us when we tackle those projects.

Is there anything you want to change? How do you get back into your usual routine or even a better routine after taking a break? What tips would you add to this list? Add your comments below.

Back from a well-rested vacation? Ready to take on new career ventures with a fresh perspective? Let us help you!

Communicate Recruitment is a recruitment agency with specialist consultants that will assist you in finding an exciting new job, whether it’s Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy page and apply now!

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Joining A New Team?

Tue, 13 Jan 2015 06:40:07 GMT

They say that working with people is one of the most difficult things to do and, you know what, it´s true! We all have a certain way of seeing things. But that is the beauty of it all. Getting to know people around you, your colleagues, learning how each of them works and what their likes and dislikes are, are the first steps to a successful professional relationship .

Many new employees struggle through their first team meeting while others breeze through with confidence. The overall experience is highly dependent on the process one follows when first joining a new team .

Over the years I have had the opportunity to talk with managers, past employees and had conversations with them on how they managed to transition to a new team or department. I want to share with you some of the things you can do when joining a new team to help you have a great relationship with your colleagues and boss.

Connect with your new manager and teammates early and often

Meet with your new manager to understand what they look for in each employee and learn what actions annoy them the most.
When meeting with your new teammates learn about their role, what they are passionate about, and identify ways of how to best work together.
If possible meet with team members of the teams your group partners with on a consistent basis because in the future when things get busy or hectic they will respond to your request (people tend to respond quickly to those they already have a relationship with).

Be responsible
There are no good or bad tasks. There are just tasks you are assigned to do and tasks you are not. For you, this means you get the chance to show how good you are!

During a project, you can ask your manager for more responsibility. If they think you can handle it, you´ll get it. Basically, nobody is waiting for you to learn how to do something. You´ll have to learn on the way.

So, if you want to get noticed, you have to be smart about it. Do an excellent job , take on small tasks but with greater responsibility, help a co-worker, learn the pace and finish your tasks before anyone else. This also means you´ll have to put in more hours than anyone else. But hey, nobody said it was going to be easy!

I know you are eager to prove you are the best of the best, I know there are things you can improve in your company, but everything in this life takes time, you have to learn to be patient, you have to observe what happens around you and then show how you can contribute.

If you have found this article helpful kindly share it or if you have some additional tips you would like to share with us please do so by leaving your comments below.

Looking to join a new team? Communicate Recruitment is a recruitment agency with specialist consultants that will assist you in finding an exciting new job, whether it’s Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy page and apply now!

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Hiring for more than just skill?

Wed, 26 Nov 2014 06:26:33 GMT

As an increasing number of companies are focusing on personality traits and potential cultural fit when hiring. Focusing on finding a personality fit is beneficial to both employers and potential employees. Who are these potential hires behind all these achievements, promises, and great track records that they have on paper?

The business world is changing to flatter organizations, more team and project work, and increasingly collaborative work environments, finding people who get along with others and fit into corporate culture are essential to success.

Hiring managers are therefore starting to use personality questions more and more to go beyond the resume and find the better-fit candidates for their organization. Here are some tips on how to determine whether or not a candidate fits your culture.

Understand and know your own culture
Many factors make up the corporate culture. Some of those areas are basic as work schedules and travel demands, but perhaps more significant are the ethics and values the organization believes in, the style of everyday management, and how communication takes place.

Take the time to understand what the ingredients are of your true culture and then you will be able to assess candidates with far greater success.

Potential plays a key role
Nothing is more important in a new hire than personality . While having the right skill set may seem essential, the fact is, skills can be acquired. Personalities cannot.

These days social intelligence is key in any company, most employees will need to work with others and it’s important to select people that will be able to help the team succeed and be more productive.

Realistic job expectations
If you want to make the right decision when hiring a new employee it’s key to be upfront about not only the job description but also give them a realistic preview of how it is to work for your company.

Gaining this accurate perspective on the job's true demands provides the best chance for both sides to determine fit before a commitment is made.

Interview correctly
If you are looking to hire a job applicant who, in addition to the required job skills and qualifications, exhibits the best fit within your organization you need to also adapt your interview process to be able to assess that. The most successful hires fit both the job and your workplace culture. One way to evaluate this is to have candidates interact with not only the people they will report to, but people who will be their peers, and the people who will report to them.

Even when you feel pressure to fill the job quickly, it’s important to remember that you’re not just making a job offer for an open position. You are asking someone to join and grow with your company. Hiring for cultural fit will greatly reduce the risk of a costly bad hire and having to do the same hiring process over a few months down the road.

If you need help with this process, we can assist. Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. We specialize 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.

Credit: FreeDigitalPhotos.net by Stuart Miles

Discovering your Personal Brand

Thu, 20 Nov 2014 06:24:31 GMT

Let’s face it we might love the internet, social media, and the era of selfies or we might hate it. One thing is for sure that the world is changing and at the heart of the change is technology. You can pretend it’s not happening or you can embrace the change and use it to your advantage, especially in building the ultimate career.

In my previous post, I looked at the importance of having a personal brand for your career. Because of the internet today, you have a personal brand whether you like it or not. So what does your brand say about you ? What do you want it to say? Think about how you show up, how others perceive you, what you know, and what your online profile says about you. The most important job that you have today is to be the President of your own brand.

Here are some easy steps to help you start building your personal brand to further your career:

Find the real you
You need to develop your personal brand in light of who you actually are. Start by identifying the qualities or characteristics that make you distinctive from your peers. When you strip away the mask, who are you really, and how can you show up in a way that allows your true authentic self to show through?

Others' perception about you
Think about other people and the impressions you are making on colleagues and business associates. Take the time to speak with many different people to understand how they perceive your strengths and then use this information as you create your personal brand . This will help you to get to know yourself through the eyes of others, understand your differentiation, and discern what makes you compelling.

Be known for something
Every good brand involves the notion of expertise. Volkswagen is known as the People’s cars. Apple is the most innovative. Durban is the ‘Surf City. What do you do better than anyone else? What’s your superpower? To find out, think about what’s innate: what are you naturally good at? Find what your role is, what you do best or that no one else is doing, and find ways to be innovative in your area of expertise.

Live it
This is probably the hardest part but will pay off the most in the long term. Act in a manner that consistently and constantly promotes the brand you’ve chosen for yourself. Every time you are in a meeting, at a conference, networking reception, or another event, you should be mindful of what others are experiencing about you and what you want others to experience about you. Each of these engagements is similar to a job interview – except in these cases you are being evaluated by your peers. Those who know how to live and manage their personal brand will earn the respect and brand recognition in any situation.

Personal branding is no longer an option; it’s a powerful leadership enabler. In order to reach the success you need to know exactly what you stand for in the world, how to stand apart from others, and communicate that competitive difference with confidence and clarity.

If you are looking to move ahead in your career and need help with getting your personal brand out there to prospective new employers, we can assist. Communicate Recruitment is a recruitment agency with specialist consultants that will help you connect with new career opportunities, 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 Stuart Miles

Plan Logistics to Avoid Delivery Holdups

Wed, 19 Nov 2014 06:19:51 GMT

With the festive season upon us, businesses all around South Africa should spend more time planning their logistics strategy in good time to help them avoid getting caught in the bottleneck of last-minute deliveries . With the recent post office strike , there are added strains placed on the couriers.

This is particularly relevant given the escalating volumes of deliveries for online shopping as an increasing number of companies are selling their products online. Therefore, customer service excellence is more important than ever to maintain and businesses need to ensure deliveries arrive on time over this period.

It will become vital for every single business to optimize its logistics processes . The second a client requires a certain product from the warehouse, make sure that the right amount of stock is on hand before making plans on the delivery process. Many times delays can be avoided before the package goes out the door. Understanding some of the common reasons behind the delays can ensure that this doesn’t happen within the business.

Communication
Couriers are responsible for a lot of the important communications that make your outgoing and incoming cargo arrive on time, but that doesn’t mean you’re totally off the hook. Businesses can drop the ball with incoming cargo by failing to notify their own warehouses of their arrival.

Sometimes there seems to be a failure to communicate clearly or effectively between the buyer, who might have a certain delivery expectation, and the warehouse, who will check their availability.

For example, the business may arrange for a shipment to arrive on Monday morning but the warehouse on the other hand may not have the capability to fill the request until the next day or two later. Without a clear system in place for how to communicate this information between both parties, delays tend to occur.

There need to be options or a solution on how to close that gap.

Boosting effect
One of the biggest challenges in this globalized market is on-time delivery . The need to source and deliver products anywhere in the world is becoming the standard for businesses of all sizes. And the logistics part has become a driving force in this dynamic global trade. >

Smaller businesses are also faced with the need to improve their supply chain and logistics activities to provide the same level of service as their corporate competitors. This is not easy to achieve in a fast-changing environment driven by the shifting demand, unpredictable exchange rates, changing trade routes, and growing customer expectations of instant implementations.

Export opportunities also come with greater exposure to risk in relation to disruptive influences like changing trade routes, interruption of supply due to man-made and natural disasters, infrastructure issues, and delays with goods passing through customs.

The more responsive small businesses are and the more advanced their approach to achieving transparency throughout their supply chain, the better it will be positioned to compete in global markets. Streamlining the logistics process is fundamental to international competitiveness. A smaller company's global competitiveness may also depend on its ability to develop collaborative strategies with other supply chain entities, in some cases even with competitors.

Good relationships
Nowadays, building a good positive relationship with a logistics partner that is qualified to assist with sourcing and delivery processes, is becoming increasingly necessary for every small business.

A company should be able to view its logistics partner as an addition to its business. It is important to ensure such a partner has broad national and international reach and expertise and the physical and technological infrastructure and flexibility to support future business growth and the changing market.

Developing a good and close relationship with the right global logistics provider will also open up opportunities to be more innovative with sourcing raw materials from multiple sources anywhere in the world. The growing strain of supply chains is also driving the trend towards outsourcing all or part of the logistics task to a specialized and trusted third party. One of the drivers of complexity is the increasing demand for customized deliveries to suit specific requirements. This makes it even more vital for the logistics provider to have the supporting systems in place to provide a clear view of the movement of goods across the supply chain, online, from anywhere, or on any device.

The bottom line in all of this is that you need to understand the bigger picture of your company's current processes. Look at the critical processes and choose the best possible strategy then go out and look at the system providers and channel partners that can help you pull this all together.

If you are looking to hire the very best freight and supply chain talent to make sure your business runs smoothly and on time, make sure you get in touch with us today!

Or if you happen to be looking for a new Freight job, we can assist you! Communicate Recruitment is a Freight recruitment company with consultants that specialize in Sales, Road Freight, Courier, Warehousing, Logistics, Production, and more. Check out our vacancy page and apply today.

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Personal Branding and Leadership

Mon, 10 Nov 2014 06:17:25 GMT

In today’s blog I continue talking about how personal branding impacts your career, specifically looking at leadership. (Also read the importance of personal branding for your career and how to find your personal brand).

Having a personal brand is a leadership requirement. It enables you to be a better leader, a more authentic leader that can create a greater overall impact. Just as important as the development and management of your personal brand is for your career, the same can be said for developing your leadership brand . This is an extension of your brand but conveys your identity and distinctiveness as a leader. It communicates the value you offer. If you have the wrong leadership brand for the position you have or the position you want, then your work is not having the impact it could.

Leadership in today’s brave new workplace means different things than it ever did before. Every day, every week, and every month – you must be mindful about how your personal brand as a leader can elevate your relevancy, impact, and influence – and it’s your responsibility to define its distinction before someone else does.

Choosing a leadership brand can help give you focus. When you clearly identify what you want to be known for, it is easier to let go of the tasks and projects that do not let you deliver on that brand. Instead, you can concentrate on the activities that do.

Key considerations for creating a successful leadership brand :

Find your own definition of leadership
Leaders, who feel the need to compare themselves with others are doing themselves a disservice.
The most important thing for you as a leader is to find your own definition of leadership that is true to you, enables you to inspire those around you to perform at their very best, and delivers the results.

Consistency
As a leader, this is your biggest challenge and takes courage. Can others always depend and count on you? Are you doing relevant things again, and again, and again?

Continue to grow
Take some time to really think about what it is you want to become as a leader. Zeroing in on something you're passionate about will make it so much easier to achieve. If you’re serious about developing yourself, you need to do more than just leverage your strengths and minimize your current weaknesses. Those are just the skills you have today - if you really want to improve, you have to continually add new elements to your leadership toolkit.

It’s important to understand the critical role personal branding plays in your leadership success and eventual career success. Developing your personal and leadership brand is a much bigger responsibility; a never-ending journey that extends well beyond social media.

We represent a number of giants in the industry that are always looking for leaders to take their organizations to the next level. If you want to connect and get your personal brand out there, we can assist. Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. Contact us today.

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Cloud Solutions on Africa’s radar

Wed, 05 Nov 2014 06:15:07 GMT

It’s almost impractical these days to view any development in the IT industry outside the lens of cloud computing. Just about every facet of data technology is geared toward either getting on the cloud or enhancing the experience for those already there.

According to a study by Cisco , the global cloud computing traffic will have increased twelve-fold by 2015. As you might assume, growth is occurring in tech-savvy metropolises like Silicon Valley, New York, and London, but it’s also being driven by the developing world, which includes Africa.

ICT sector in Africa is characterized by the very rapid development of mobile networks. At the same time, however, African countries are seeking solutions whereby they can catch up on the deployment of fixed infrastructure and high-speed networks.

Against this background, African business managers find themselves under ever-mounting pressure. The increasingly intense and often unbalanced competition between African businesses and those in the so-called developed world, coupled with the effects of successive global crises, are forcing all businesses to redouble their efforts to reduce operating costs, rationalize investments, boost productivity, and foster innovation.

Cloud computing , considered by some to be the technological revolution of the twenty-first century, could go a long way towards resolving such issues, provided the corresponding technology is implemented on solid bases that inspire confidence in users both domestic and foreign.

It is, therefore, no surprise that Africa is on its way to realizing massive technology growth and increased connectivity, fueled, in part, by the adoption and application of cloud solutions.

Experts say issues like security, cost of investment, and control over data have hampered Africa’s uptake of cloud solutions up until now, but since the cloud reduces the upfront cost and operational complexities of using information technology to grow a business, this is changing rapidly.

I think South Africa has been pretty reserved when it comes to cloud,” Grant Morgan, general manager of the cloud for Dimension Data Middle East & Africa said . “I think what has been encouraging for us is that over the last six months’ adoption has really started to take off."

Companies that make use of the cloud can grow their businesses quickly and more effectively. If you are looking for IT experts to help you navigate the uncertainty in regard to cloud computing, we can assist. Communicate Recruitment is a specialist IT recruitment with dedicated consultants that can help your company find the right talent. We also have great IT jobs such as Business Analysts, Web Developers, Business Intelligence, IT Managers, SQL DBA, and more for career seekers. Contact us today.

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Boosting Gratitude at Work

Mon, 03 Nov 2014 06:12:06 GMT

We say “thank you” to acknowledge the good things we get from other people, especially when they give out of the goodness of their hearts. We say “thanks” at home, in stores, and at work. If you are a manager, how often do you thank your employees for the good work they’ve done?

But why should anyone thank you for doing your job?

Because the need for a paycheck is only one of the motivations we bring to work. We don’t just work for money. We also work for respect, for a sense of accomplishment, and for a feeling of purpose. We invest ourselves and our emotions into our jobs, and work affects our emotional state.

Gratitude is a non-financial way to support those non-financial motivations. Thank you doesn’t cost a dime, and it has measurably beneficial effects. As a manager, saying thank you to your employees could give them a strong sense of value. In every workplace and on every team, all people have the desire to feel appreciated and valued by others. Leaders of teams and team members themselves should work to foster a culture of value and appreciation.

Building a culture of gratitude at work is not easy, but it’s worth it. So here are tips for fostering gratitude on the job .

Help others develop
Employees feel valued at work when they have opportunities for growth and development. While promotion opportunities within companies may sometimes be limited, you can still invest in team members’ professional development through training, assignment to new and interesting projects, participation in tasks, and exposure to new and interesting different areas in the company. Employees frequently have skills that extend beyond the position for which the company hired them. Additionally, they typically grow their skills over time. Leveraging their extensive skill sets can lead to greater engagement and satisfaction.
Involve employees
Team members feel valued when they have an opportunity to take part in decision-making, problem-solving, and to use their skills to benefit the organization. If there is a new project in talks, maybe try and get their opinions on it, they will feel a sense of importance.
Support friendship and teamwork
Friendship in the workplace can lead to greater job satisfaction and commitment to the organization and doing a job well. Leaders should encourage teamwork to help eliminate toxic and dysfunctional team behaviors.

Taking the time and effort to create a culture that values and appreciates diversity and similarity within a team can reap great rewards in terms of performance and satisfaction of the entire team. At the end of the day, this standard is really very simple: we all want to feel valued and appreciated. So, in addition, to develop recognition for employees, use a variety of ways to build a culture of gratitude .

Do you have interesting stories of gratitude at work? Share them with us!

Looking for success in your career? We can help you unravel the steps to your next job opportunity. Communicate Recruitment has a number of exciting new career opportunities which include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our vacancy page and apply today!

Confusion over tax amendment to pension funds

Wed, 29 Oct 2014 06:09:50 GMT

South Africans, generally, do not save enough for retirement. A large proportion tends to cash in some or all of their retirement savings when changing employers. This is evident in the low savings rate of the country – as various studies estimate that less than 10% of people can retire comfortably.

To increase the level of retirement savings, Government believes tax incentives can play a valuable role and they’ve been working on policies to change the landscape and reform r etirement planning. There are a number of changes that were intended to come into effect next year and the landscape around these changes is a complex one. Increasing longevity means one’s savings need to last longer and the government’s proposals around retirement reform aimed to encourage investors to act in their own best interests.

However, the proposals caused wide-scale panic. Thousands of people, who feared being forced to forego cash payouts from provident funds when changing jobs, quit their jobs to access their money before the new laws take effect. It emerged earlier this month that Finance Minister Nhlanhla Nene agreed to a two-year delay after Cosatu successfully lobbied Treasury.

A number of service providers sadly have already spent a significant amount of time and money to be ready for the change next year, by implementing changes to their administrative systems only to hear they will now have to wait until 2017.

The delay will also mean that contributions to provident funds will not benefit from the same tax deductions enjoyed by pension fund contributions until the law takes effect. Provident fund members will not be required to convert two-thirds of their savings into retirement annuities and will still be able to cash them out as a lump sum on retirement.

Payroll departments can’t ignore these ongoing changes in the retirement industry and it’s now more than ever necessary to stay up to date with legislation to avoid what could be an administrative nightmare and unnecessary costs.

If you require finance staff that can help you manage the coming changes in your company, we can assist. Communicate Recruitment represents a range of exclusive, skilled candidates across all levels of the finance sector including senior executive financial positions. These include banking, insurance, mining, financial services, FMCG, and management. Contact us today!

Credit: FreeDigitalPhotos.net by Stuart Miles

Balancing Personal and Work Life

Mon, 27 Oct 2014 12:24:26 GMT

There is nothing more important than you. Above everything and everyone else around you, you need to make yourself a priority in your own life. Yes, your family, work colleagues, and boss rely on you emotionally, financially, and professionally and that is why it’s important that you have a balanced personal and work life .

Our bodies and mind can only handle so much work and pressure. Though you enjoy and love what you do if your work becomes your life you will eventually burn out mentally. And this can lead to you burning professional and personal bridges with the people in your circle. So if you want to prevent this from happening, we have just a few of many ways you can balance out your personal and work life so you can be more effective in both areas in the long run.

First things first
Figure out why you are procrastinating on getting your life balanced out. Once you’ve recognized the reason behind all of it is, you can start by drawing up your blueprint and see which areas need more attention in your life.

Identify the conflicting convictions
It is important that you understand there is a problem when work life and personal life are not balanced. Unless you recognize that the imbalance is a problem, it will not be possible for you to seek equal measures. These are some questions that you could ask yourself if you need a guide.

1. Do you find that you carry more and more work at home, making it a leeway of your office?

2. Can you split your job and home responsibilities?

3. Do you have any time to pursue your hobbies?

4. Is your work bringing you joy?

5. Are you having a definite career growth plan which is practical in accordance with the path you are presently walking on?

After taking this test, you will have a clear view of where you stand with your personal life. Now we will have a look at your work life and what you can do to find that balance.

Understanding your job
Develop a broad perspective. Consider growing yourself by upgrading your skill. Doing that will help you decide if you want to stay in your current field.

1. Know the goals. Knowing why something must be done can be very helpful. Having too much on your plate can be a relief if you understand the project goals. It is also easier to discuss how to balance tasks if you have the whole picture.

2. Understand expectations. Make sure you understand your job description and what management expects from you. One example of this is after-hours communications. Are employees expected to check e-mail in the evenings or on weekends? Do you have to carry a cell phone just in case they need to contact you? What are the policies covering off-hours? If you take responsibility for meeting communications expectations, you should be able to take time off without feeling guilty afterward.

Our profession is full of people who have found ways to achieve a balance that works for them, providing career satisfaction and personal fulfillment. It can be done. However, finding that balance is key!

So if you are have come to a point where you have your personal life in check but the only thing missing is the ideal job to balance out your life, we can help you with that.

Communicate Recruitment has a number of exciting new career opportunities which include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our website and apply today!

Credit: FreeDigitalPhotos.net by Stuart Miles

Africa needs to improve its aviation infrastructure

Wed, 22 Oct 2014 12:20:20 GMT

The state of commercial aviation infrastructure in Africa varies greatly from region to region and from country to country. Southern Africa is at the forefront of the other African countries when it comes to their airports, regulations, and air traffic management. There is also a good local aviation industry. North Africa is well established. East Africa is emerging strongly. The other regions (although not all the countries in them) currently lag behind. However, this doesn’t mean that there’s no room for improvement.

To have effective commercial aviation sectors, these African countries must have the proper infrastructure . Addressing these challenges could significantly unlock the industry’s potential for future growth.

This is one of the challenges facing the development of commercial aviation on the continent. “Infrastructure in commercial aviation is a three-legged stool -airlines, airports, and air traffic management - with a good regulatory system on top,” explains Boeing International VP for Africa Miguel Santos. “All need to be good in order to have a good commercial aviation environment,” he added.

Challenges to the African aviation industry
The rapid expansion in Africa’s aviation industry is hampered by a number of factors. Poor record of safety and security, investment in education, lack of adequate resources and infrastructure, distance and limited connectivity, lack of regulation, and government actions are among the main constraints the industry is facing. These constraints add to competition and high operating costs resulting from surging oil prices.

Safety and security challenges
Safety is the most pressing challenge facing the aviation industry in Africa. A few years back, the average number of air traffic accidents was nine times higher than the global average. The frequency of accidents stems largely from inconsistency in the implementation and enforcement of internationally accepted safety standards and practices. Increasing the level of safety should be a key priority for the development of the African aviation industry. The African authorities have endorsed an African Union-backed plan aimed at addressing deficiencies related to aviation safety and security and strengthening the regulatory framework. Accordingly, the International Air Transport Association jointly with the International Civil Aviation Organization and other organizations has committed to supporting the Africa Strategic Improvement Action Plan of the African Union. The plan encourages African governments to foster regulatory oversight through the adoption of globally accepted safety and security standards.

Inadequate infrastructure
The air transport industry faces various challenges including poor airport infrastructures, lack of physical and human resources, limited connectivity, and lack of transit facilities. Although substantial progress has been made during the past decade, Africa still lags behind other regions in terms of maintaining standards such as law enforcement, emergency services, and education. And physical facilities and installations are needed to operate, manage and monitor a system with the intention that the structures are permanent. For example, when power lines or communication towers are built, the goal is for them to stay in place indefinitely.

Lack of regulation and government actions
Despite the growing awareness of the role that the aviation industry could play in the development of the continent, the industry is still not the top priority of African governments. More, despite increased understanding of the African aviation industry and the growing presence of foreign companies, some African governments are still unwilling to open their skies fearing foreign competition could undercut national airlines, some of which are short of commercial viability besides being just symbols of sovereignty. These challenges require governments to enhance regulation of management, consumer protection, and safety of airlines. Lack of aviation experts and skills, high airport taxes and fees, weak connectivity, and restrictions on transit visas and facilities add to the menu of impediments affecting Africa’s aviation industry.

Opportunities for the African aviation industry
Air travel is essential to the prosperity of Africa as it opens up opportunities that did not exist before. Fostering the African aviation industry may be one of the driving forces of regional integration on the continent. Better connected African countries and regions through a viable air transport industry could be the vehicle that can boost intra-African business, trade, tourism as well as cultural exchange. Developing the aviation industry may also represent an opportunity to ease constant transport problems facing African countries.

Rwanda’s national airline, RwandAir, is expanding rapidly into Africa. “Rwanda is one of the fastest-growing economies in Africa, with double digits over the past few years. We see ourselves as a key players. We’re hoping to grow particularly through sharpening our connections between East and West Africa” said its CEO , John Mirenge.

Here back at home in South Africa, OR Tambo International Airport was named the best airport in Africa at the recent Skytrax World Airport Awards, held in Barcelona, Spain.

In general, the African commercial aviation sector needs investment in education, infrastructure development, safety and security, and regulatory frameworks. Even so, the opportunities for the sector remain considerable, with a growing market from both demographic and economic sides.

Looking for a new Freight job? Communicate Recruitment is a Freight recruitment company with consultants that specialize in Sales, Road Freight, Courier, Warehousing, Logistics, Production, and more. Check out our vacancy page and apply today.

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Mechanical Engineers in the Workplace

Wed, 15 Oct 2014 12:17:59 GMT

Regardless of the skills shortages, we are currently facing in South Africa, engineering is a booming industry in our country. Practically every company that designs and manufactures a product employs a mechanical engineer. But mechanical engineers can also be found in research labs, government, and in another line of work such as medicine, law, or teaching.

Mechanical Engineers work in many different settings, most often as a matter of choice and career planning. They differ in the type of workplace, the problems to be solved, and the work schedule. Some mechanical engineers work in design centers and headquarters facilities of high-tech companies; some prefer working in the field, and some travel overseas to serve clients and to develop new markets for products and services. There's a good chance that you won't spend all your waking hours sitting at a workstation.

Mechanical Engineers don’t really have a typical day in the workplace . The issues and challenges are numerous and evolve throughout the project. It is difficult to characterize a typical day under these circumstances. It takes more than technical knowledge to be a good mechanical engineer; you need attributes like thinking out of the box, dealing with difficult situations and the list goes on, to complement your practical ability.

Problem-solving mentality
Mechanical engineers thrive on solving difficult problems. These are not only technical problems, mechanical engineers deal with management requirements, unique customer needs, budget, and legal constraints, environmental and social issues, as well as changes in technology. It is the mechanical engineers' training in mathematics, the sciences, engineering fundamentals, and computer applications that provide them the ability to anticipate and respond to change. For the working engineer, the key is staying up to date with emerging technologies.

Most mechanical engineering jobs require design experience. When a need comes about for a new or better product, companies call upon mechanical engineers to do the job. Engineers have to push beyond the limits of their previous work knowledge and use modern technology to meet project requirements successfully.

Environmental issues
Mechanical engineers can also create the controlled indoor environment that people need in order to work in comfort. Factors such as humidity, temperature, and cleanliness of the air in the workplace are monitored, adjusted, and controlled by these engineers.

Mechanical engineers are also involved in the social responsibility of engineers and engineering organizations, which includes effective development issues such as:

water supply and sanitation,
cleaner production and recycling,
energy efficiency and conservation, renewable energy and clean coal technology,
emergencies and disaster preparedness and response including urban security,
post disaster and conflict restoration, rehabilitation and reconstruction and
engaging engineers in decision-making, policy-making, and planning.

Diversity
Engineering continues to grow in terms of the gender, ethnicity, and national origins of students and graduates entering the engineering workforce. The workplace constantly changing and one needs to have the skill to adapt to different work environments and be able to work with different people from different backgrounds, ages, and gender.

Professionalism
Professionalism is supposed to be a given attribute, but fraud and corruption are affecting the ethos of the engineering industry and ultimately our country. Being trustworthy and not taking bribes are rare skills to have nowadays. One indication of a true professional is the existence of a code of ethics and a clear sense of professional responsibility and loyalty.
For that reason the South African Institution of Mechanical Engineering exists to serve the interests and needs of its members, to advance the science and practice of mechanical engineering, and to promote high standards in the profession.

Are you currently in the mechanical engineering field and looking for engineering jobs?

Do you enjoy solving complex problems as well as spending daydreaming up solutions? Then let us help you showcase your skills and talent!

We are a specialist recruitment company in the engineering field with available job opportunities in mechanical engineering, design engineering, civil engineering, structural engineering and so much more. Visit our vacancy page and apply now!

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Cybersecurity skills in high demand

Wed, 08 Oct 2014 12:14:52 GMT

Cybersecurity is the most in-demand sector amongst information technology jobs, according to CIO magazine , and it’s not likely to change anytime soon. The demand for people with cybersecurity skills has grown 3.5 times faster than the demand for professionals in other IT-related jobs over the last couple of years.

According to the experts, it’s a situation where you need extreme analytical skills. It’s more than just writing code against a set of specifications. On the cyber side, coding is only one part of your function, you have to be very analytical and think about a person who wants to break through the system for whatever reason, malicious or other. You are working with a completely different set of rules and it’s very complex. This is one of the main reasons why you can’t just be a junior you need a high level of experience and why these skills are so in demand.

So with that said what are the most in-demand skills today and in the coming months?

Mobile Security
There’s an evolution going on in the executive suite, emerging technologies like mobile, cloud, and embedded devices are making the world more technology-driven, and at the same time, producing huge amounts of data.

In a survey conducted by Enterprise Security Group , they found that organizations’ top challenge is enforcing security policy for mobile devices. Mobile computing and communications have introduced new vulnerabilities and threats, and finding people with the know-how to address these will become increasingly important.

Application Security
This category represents one of the largest year-over-year growth increases in job postings in the USA, with a 31 percent hike since 2011. The main reason driving demand for this job category is the complexity of applications and explosive growth in the mobile device market.

Security Analyst
Organizations require information security analysts to help steer them through risk assessment, vulnerability assessment, and defense planning. This requires individuals with the skills to bridge across a variety of areas of expertise to understand what the adversary is doing inside your network. More and more, the industry is moving toward creating intelligence and “hunt” capabilities to find sophisticated adversaries within networks, pointing to significant demand for staff with the security analyst skillset.

Security Architects
Security Architect is responsible for analyzing information security systems and applications , and recommending and developing security measures to protect information against unauthorized data modification or loss.

A well-defined architecture helps dictate how the various single-function security technologies will work together -- and makes it easier to find the weak spots in enterprise defenses. As cyber-attacks grow in frequency and sophistication, many organizations find themselves falling behind in their ability to detect these attacks. Security architects are needed to develop innovative solutions to prevent hackers from stealing critical information or creating havoc on computer networks.

The importance of having the right security specialist within your team is clear. If you are looking for skilled individuals to help you against cyber-attacks or are in need of skilled staff in any other area within IT, we can assist. Communicate Recruitment is a specialist IT recruitment company that can help you find those scarce skills. Communicate Recruitment represents a range of tech-savvy, experienced candidates across all levels of the IT sector. These include business intelligence, developers, analysts, system engineers, project managers, and more. Contact us today!

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It’s Time For a Brand New You

Mon, 06 Oct 2014 12:11:23 GMT

Do you find that by the time spring comes around; you have entirely forgotten the goals you have set for yourself at the beginning of the year? If you have lost steam before you’ve made any real progress on your goals, let’s help you do something about it!

You can start by making a list. Revisit the goals you set for this year and figure out which ones mirror your greatest aspirations. Then, prioritize it and select no more than four goals from your list. If you work toward more than that, you’ll probably accomplish none.

So now with your goal(s) in mind, apply the three actions that are important to developing a brand new you.

Get rid of the clutter
Decide what you need to get rid of. What would get in the way of achieving these goals? This could include an outdated way of thinking that got you where you are today but won’t take you to the next level. Some other examples include:

Toxic people: To achieve your goals, you need the support of inspiring people who easily express gratitude and celebrate each other’s accomplishments. Your circle can’t include negative people who take advantage of your time and talent.

Avoid distractions: Just because you’re good at something doesn’t mean you enjoy doing it. If you find yourself mired in tasks that are easy but not rewarding, you’re not being efficient. In fact, those tasks are draining your energy, distracting you from the talents that energize you.

Time wasters: Are there activities in your day that consume your time without you getting much value out of it? How can you eliminate or do them differently?

Cleaning out the clutter is a hard job. It takes willingness and dedication. It requires a daily conscious effort. We spend way too much of our lives with clutter weighing us down in life and we don't even realize it. Start right now!

Forget your comfort zone, take risks!

In today’s workplace, being safe is risky. But taking risks just for the sake of being an adventurer, can lead to disaster. Taking the right risks is significant. Make a list of the fears that get in the way of your ability to succeed.

Risks and chances are just opportunities in disguise. To enhance your career and to meet your career goals, you should make sure that you show your dedication and commitment to the people who really matter.

Measure your fears against your goals. Which risks have the greatest payoff, earning you a much better chance of achieving your dream? Achieving a meaningful goal almost always requires that you embrace risk.

Time to take action
Identify which tasks go hand in hand with reaching your goals, and make those activities your priority. Too often, we have too many un-prioritized goals that it’s impossible to know if we’re spending our time wisely. Maybe you didn’t even notice that advancing your career always ends up at the bottom of your to-do list, and as a result never gets done.

Ask yourself this, what are my goals for the upcoming 1 year, 3 years, 5, 10 years?

If you take some time out to set your goals now, I can guarantee you that you will definitely experience more growth as a person and in your career. By just spending a few minutes to clear some aspirations that have been on your mind, you will experience more progress in your life a year from now than compared to if you don’t.

So make the most of this year and start attracting the right kind of career opportunities.

Wishing you a revitalizing and successful spring!

If you are looking for new Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Visit our vacancy page and apply now!

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Motivating employees

Thu, 25 Sep 2014 12:08:54 GMT

It's a tough time of year for employers who are struggling to motivate their employees. Unfortunately, motivating people is far from an exact science. There's no secret formula, no set calculation, no worksheet to fill out. In fact, motivation can be as individual as the employees who work for you.

Motivation is about moving people to act in a way that achieves a specific and immediate goal. Although each employee is different, I've done some research and have found a few useful ideas.

Processes are important
Setting clear expectations and processes to reach a specific goal is a great way to motivate employees and keep them on track. It’s important that employees understand the bigger picture and how their tasks fit into the overall results. Sometimes teams procrastinate because they don’t think it would affect others in putting off certain tasks. Little do they know that what seems irrelevant to them is actually a cornerstone for your next steps and that a project might not be able to move forward until they finish that step. You might need to explain the chain of events that are necessary to accomplish the big goals. No step is unimportant.

Give employees time to socialize
During crunch times we are often reluctant to take time out for s ocializing as we don’t want to break the team moment or think we don’t have the time to waste on this. However, oftentimes this is exactly what your employees need to get re-energized. Create mandatory social events where employees may get to know one another, especially if teamwork is vital for the business. The key is to do something fun, no matter how small, on a regular basis.

Make Employees Part Of The Solution
Employees need to be involved. Empowering employees to make decisions about their work and to solve day-to-day problems demonstrates your confidence in them and motivates them to live up to your expectations. International bestselling author Paul McGee also has some interesting ideas around the motivation of staff.

If you are in need of some assistance with your recruitment efforts, we can help. Communicate Recruitment represents a range of exclusive, skilled candidates across all levels of the Finance , IT , Engineering , and Supply Chain/Freight sectors. Contact us today.

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Management: Decision Making

Mon, 22 Sep 2014 12:04:45 GMT

Each day we are faced with situations in life that require us to make choices. Some of these choices are easy, and at times, some of them can be difficult. The ‘responsibility list’ for managers seems to get longer and more difficult, day by day.

There are some pretty understandable reasons why decision making is not always easy, management often struggles with this process and takes the most strain. They are afraid of being wrong. There are costs with being wrong like getting fired or not getting a promotion. They might put one of their employee’s jobs on the line

But decisions still need to be made. Dragging this process out will have a negative impact on your team. On top of that, the slow pace of finding the middle ground exposes us to the rapid speed of today’s business environment.

So how can you as a manager get out of the slow-paced environment in which you are now? It’s actually pretty easy.

Identify the decision and the goal
One of the most effective decision-making strategies is to keep an eye on your goal. Does this simply mean identifying the purpose of your decision by asking yourself what exactly is the problem that needs to be solved? And why does this problem need to be solved?

Figuring out what’s most important to you will help you make good decisions. When you know the reason why you have been making a particular decision; it will better serve you in staying with it, and defending it.

Calculate the risks…then take them
Every decision has risks. Unfortunately, you need to gather as much information as possible and reduce every risk that you can think of. That information-gathering takes time and effort. All too often one doesn’t calculate the cost of getting it because many times the value of it is less than the cost of obtaining it. You need to weigh the balance between risk and facts and when you have enough data to be reasonably comfortable, make the call and take the risk.

Measure and adjust
Once you’ve taken the risk and implemented your decision , your next step would be to measure and monitor the results of your choice. It’s important to know that many times you can go back and change your decision. Often that is the right choice to make but you rarely do so. Why? Because that requires you to admit that you made the wrong decision the first time around. Pride will destroy your organization. If you made a bad call but now know what the right call is, make the right call and move forward. Understand why you made the wrong decision the first time and learn from it so it doesn’t happen again. Don’t let your ego and pride lead you to follow a path you know is wrong just so you don’t have to admit you messed up.

Of course, it’s easy to see the carelessness of management at times, and no one can make the right decision all the time. But maybe it's necessary for each individual who has the “power” of making important calls for the company to approach decisions with a little more curiosity, a little more open-mindedness, and a little less certainty about the rightness of their position.

If you feel that you are the ideal manager but your current job is not allowing you to shine, maybe it’s time for a new one. Contact us and apply today.

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Trans-Kalahari Corridor offers great opportunities for Freight industry

Wed, 17 Sep 2014 12:02:58 GMT

The role of transport and logistics has become increasingly important for the governments of South Africa, Botswana, and Namibia. In working together, they aim to boost regional trade by improving the efficiency of the Trans-Kalahari Corridor network, which includes the Walvis Bay corridor in Namibia. Botswana invested more than a year ago in the construction of a Dry Port in Walvis Bay that became operational in July, unlocking potential in the global export market.

The dry port comprises an area of 36,200 square meters and is located at the south-eastern side of Namport, next to TransNamib’s locomotive maintenance depot. The dry port is the staging area of all cargo flows between Botswana’s import and export markets via Walvis Bay.

The project will increase the cargo volumes that are carried on the corridors and promote trade relations within the Southern African Development Community. It will also open new opportunities for land-locked Botswana to handle their cargo through Namport.

The operations of the port will complement the construction of the 1500 km Trans-Kalahari Railway that is in the pipeline. The proposed railway line would traverse the vast semi-arid, sandy savannah of the Kalahari desert from Botswana to Namibia, with the sole benefit of connecting Botswana to Namibia’s port of Walvis Bay, thus unlocking the value of coal mining in Botswana and power generation in the region.

There is an enormous demand for coal from Europe because of the high grade and this railway line would open up new opportunities for export to both Europe and Asia. The railway will also expand freight capacity on congested transport corridors within the Southern African Development Community (SADC) and provide greater access to global markets for other landlocked countries in the region like Malawi, Zambia, and Zimbabwe.

The development of transport infrastructures like roads, railways, and port facilities is considered crucial for further growth, especially in Southern Africa. A current project like this is important to ensure a sustainable future in the freight and shipping industries and to generate important growth in the job market.

Looking for your next career opportunity in the Freight industry? Communicate Recruitment is a Freight recruitment company with a consultant that specializes in sales, road freight, courier, warehousing, logistics, production, and more. Check out our vacancy page and apply today.

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Revamping your resume can help your career search

Mon, 15 Sep 2014 11:58:00 GMT

Spring is here at last! One gets the urge to clean out closets, wash windows and tidy up the yard. It’s also a great time to apply the same concepts to your job search, more particularly focusing on cleaning up your resume .

Your resume is the first and most important impression of who you are. Take pride in that and use it to portray why you’re the best candidate for the job. If your resume is confusing and overloaded with information, people will assume that you aren’t entirely sure what you do or what you want to do. Don’t make that mistake. Use your resume like a targeted arrow by clearly pinpointing what makes you suitable. Here are some tips :

Ensure your resume communicates your career objectives with a descriptive headline. If you’re moving from one department to another within the same industry, be sure to clearly define this.
Avoid the fancy layout, font, and other special effects. Stick to the traditional font of Times New Roman, 9 to 12-point size, and keep it black and white. You might try a different type size for your name and the companies you have worked for, perhaps your title. But try to be consistent. Go easy on using bold type, italics, and underlining.
This is also a good time to consider the usefulness of early experience. For jobseekers with 10 years or more of experience, this may mean creating an ‘early career’ section that briefly summarizes the previous experience.
If your resume is more than two pages long, tighten it up. Today’s trends in our world of Twitter and shortness state no more than two pages for even the most senior-level professional.
Start a brag file. Gather testimonials, letters of recommendations, project highlights, and so forth. Think about how they might be included in your resume.
Every employer out there values accuracy and attention to detail. So before you save your resume (or even worse, send it) check it over again. And again. Then get someone else to check it for you. Make sure that there are no spelling or grammar mistakes, it's written in a consistent tone and tense, and above all, the information is correct.

A great resume will go a long way towards getting your ideal job. A poor one is a sure way to miss out on it. There's no doubt that you will do everything possible to be the best candidate you can be. Make sure that your resume is the best it can be too.

Freshen up your image
Now might be the time to do an overhaul of your personal and professional image as well. You’ve refreshed your resume. Now, how do others see you?

Everyone has their own dress style that they are comfortable in. However, trying a new fashion item may be a new color blouse, will give you a new sense of confidence. You may also want to consider having an outfit reserved for interviews or important meetings. Keep the overall look professional.
Now that you dress the part, make sure that your personal image compliments your look. Maybe try a new hairstyle? Don’t forget to smile that’s the best image assurance you can ever have!

So, there you have it! Spring is indeed a time of renewal. Wouldn’t it feel good to know that along with your clean windows and tidied-up garage, your resume is in order and your job search can start! Good luck!

Step up and make that move in your career today! Our recruitment consultants specialize in finding you IT jobs, Finance jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our vacancy page and apply directly online or contact us and we will assist you as best as we can.

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The IT Talent Problem, more than just Technical Skills

Wed, 03 Sep 2014 11:54:48 GMT

There’s been much said about the skills shortage in the IT industry. This focuses mostly on the actual technical skills of individuals. However, there is also a gap emerging in the number of individuals that have both the necessary IT skills and are business-savvy. Information technology enrollments are at an all-time low; baby boomer workers are retiring and taking all of that legacy knowledge with them.

Those experts, who can talk technology in one meeting and can talk business in another, are rare species, yet with technology moving directly into the returns stream of your company, you need them. And your need is only going to increase.

The IT industry needs to also look at the broader requirements in the current business environment, developing ways to fix this problem and grow current employees into the leaders for tomorrow.

The first solution to the problem lies at its source:

Education
The IT field is so technically focused that graduates don't look at the bigger picture until they are in the field. Coding is vital, however, it would help if universities placed less emphasis on coding and more on problem-solving and creative aspects.

The second solution lies in the hiring process
Take into consideration the most important skills or qualities you need in your company.

Keep in mind those factors will often change depending on the current needs and the skills in the industry. Some companies create a mismatch on the job specifications, between what they want and what they say they want, this result in companies attracting the same type of employees over and over.

The third problem centers on what skills companies require when looking for new employees
Job descriptions often have a list of requirements so long most applicants pass right over them, even though they are actually competent. It’s also important for the company to see if the candidate is ideal for the job and if they will fit into the company culture.

Once you learn different languages, picking up another tech language isn't that difficult, especially if a company is helping you to learn it. But understanding those practices that really drive good solutions is very hard to find and even harder to develop in somebody. They have to do it practically.

For those employees and businesses that already have these skills or are willing to develop them, it's a great way to distinguish themselves in a growing competitive marketplace.

If you're an IT professional and you feel that you have the skills and you're passionate about what you do; you have to look at this as a gold mine. This is a great opportunity for you to start your new job search.

We have a variety of IT vacancies ranging from Business Analysts, SQL DBA, Business Systems Manager, various developer jobs, and much more. Visit our website and apply now!

Internal Audit key to Managing Risk

Wed, 27 Aug 2014 10:42:46 GMT

Originally developed as a means of assisting organizations with safeguarding corporate assets and enforcing corporate policies to preserve value, internal audit is expanding its traditional role with a new focus on value creation activities.

Accelerating change has characterized the business landscape for many years and this will continue. New competitors, technologies and financial instruments, changing cost structure and regulations, increasingly integrated global economies, and other development are creating new risks and opportunities for organizations to consider.

As these developments progress, it opens a new door on opportunities for internal audit to regain its historic authority as an independent advisor to management by supporting top management goals, monitoring key risks, and improving regulatory compliance efforts.

Internationally there has recently been a shift to focus more on supporting executive management in the effective management of key risks.

The Committee on Internal Audit Guidance for Financial Services in the United Kingdom has after a year-long consultation issued its recommendations for effective internal audit in the financial service sector. Experts have predicted that similar recommendations will be applicable to South African firms in the near future.

The guidance presents an opportunity and a welcome push for internal audit functions to proactively move onto the front foot and increase their relevance to their respective organizations and the financial services industry as a whole. In the context of a financial services sector, which globally has been subject to intense criticism over recent years this is a welcome shift for the industry.

Internal audit is therefore starting to play a critical role in helping companies successfully manage the change by providing assurances that with every new process, procedure, and initiative, any significant new risks that emerge are identified, monitored, and managed effectively. This is to ensure that the company is protected on an ongoing basis and to a level that satisfies management and the board.

The responsibilities of internal audit are expanding and, consequently, the required skill sets are changing. Internal auditors must continue to enhance their skills and educate themselves on new technologies and competencies that will be required in the months and years to come.

The success of any internal auditor lies with that person’s commitment to ongoing learning and capabilities improvement, along with his or her deep understanding of the organization’s needs and how they can be met through the internal audit function.

Internal audit is starting to reassert its involvement in a range of risks that an organization is facing today creating exciting new challenges for all in this industry. If you are looking for greater success in your career, we can help you untangle the steps to your next job opportunity. Communicate Recruitment is a specialist finance recruitment agency, with the very best finance recruiters. We have various finance jobs including accounting, auditing, taxation, and financial manager jobs. Check out the latest vacancies and apply today!

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Steering your career on the path of success

Mon, 18 Aug 2014 10:40:54 GMT

No matter what your professional goals and visions are, we are all dreaming of success and wanting more. We all aspire to climb to the top of our respective professions but from time to time, we come up against a roadblock. Your climb to the top has little to do with luck, as there are key actions and behaviors that continually pave the way for greater success and expansion.

Stay in control of your own opportunities
The job marketplace has changed dramatically in the past decade. Don’t make the mistake of placing the fate of your career in the hands of your company or boss waiting dutifully for the opportunity to grow or advance your career. You can waste years being bored and frustrated; rather create your own path. While different career strategies work for different people at different times you shouldn’t give control over to anybody hoping they will help you succeed.

Think about what you want to achieve in your professional life and work out strategies to achieve it, whether that be by yourselves, with an open-minded boss, or a career coach.

Understand how much your time is worth–and don’t give away control of it too easily
At any stage of your career you have a value, a value that is predicated on your knowledge and your experience, your skills, and your know-how. We’re in a skills economy, where what you can do for your employer is more important in many fields than what degree you have or how many years you logged in the workplace.

If your company expects you to work 12-hour days, make sure they are paying you for all 12. All work and no play can have a huge impact on your personal life and oftentimes can lead to the divorce court or hospitalization, fast! Remember – investing time in your family, relaxation, and social life is valuable too, and in the long-term, spending time with your family is worth far more than involving yourself in day-to-day detail at work.

Pay close attention to who is running the show
Great leaders will mentor you and will be a loyal source of employment long after you’ve left. People tend to make decisions on what companies to work for based on the amount of flexi-time, unlimited meals, company massages, game rooms, and team outings they will have. In the end, however, it’s more important to look at the people you are going to work for as they will play a major role in your career during your time with the company.

Also observe whether the big bosses have similar lifestyles to the one you want for yourself now–and in five or 10 years, if you stay that long.

If you want some assistance in steering your career on the path of success, we can help. Communicate Recruitment has a number of exciting new career opportunities which include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our website and apply today!

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3D Design changing Construction Industry

Wed, 13 Aug 2014 10:35:59 GMT

The conventional practice in the construction industry of designing drafts and drawings using pen and paper is now giving way to modern design software. This design software is employed in several fields not only in construction, but also in architecture, automobile, and aerospace industries and is getting increasingly sophisticated and integrated. Before ground breaks on any infrastructure or construction project, they first have to be imagined and designed. 3D design software is becoming more popular to use and has influenced the industry in many ways with the design process now quicker and more efficient.

The future of construction going forward calls for designers and engineers to simulate multiple things at the same time, do multiple analyses, whether it's cost, to carbon footprinting, to water footprinting, economic footprinting, whatever it may be.

Over the last number of years, there has been a real emphasis on Building Information Modeling , BIM. This is an integrated collaborative 3D modeling technology that allows everyone involved in the project to work from one model that they can share reliable information. It looks at a project from planning through designing through construction. It covers information like geometry, spatial relationships, light analysis, geographic information, quantities and properties of building components, project management, and post-construction facilities management.

All these various levels of information – from materials to wind forces or even water pressure in plumbing systems – help the project team understand the implications of their choices, constraints, and opportunities. An intelligent model brings greater precision to project feasibility, cost, and schedules – becoming a 4D model when factors of program and time are added in, and 5D with quantity and cost. It also helps project leaders to ensure considerable gains in the sustainability of the construction and operation are achieved.

The architecture, engineering, and construction industries are at a crossroads where more adoption of collaborative technologies such as BIM can mean more on-time completions, fewer busted budgets, and general cost certainty for a business that’s dealt with the uncertainty created by field conditions and 2D plans for generations.

These changes are opening up exciting new career opportunities for all involved in these industries. Communicate Recruitment is an Engineering recruitment company with consultants that specialize in civil engineering, structural engineering, mechanical engineering, electrical and electronic engineering. Let us assist you with your new job search today. We have a variety of Engineering jobs which include positions like Civil Engineer, Structural Engineer, Project Engineer, Civil Draughtsman and so much more. Check out our vacancy page and apply today.

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Women Taking The Lead

Wed, 06 Aug 2014 10:29:04 GMT

The empowerment of women across the world is one of the most remarkable revolutions over the decades. As women, we face unique challenges as leaders, whether we work in the corporate world or as business owners. There seems to be a large gap between female leaders who too easily sacrifice authority, and iron-fisted women who never budge once their minds are made up. Unfortunately, neither approach is effective in a long-term leadership position.

Women may face unique challenges in developing a leadership style. Some struggle with managing others while maintaining a “good girl” image. They don’t want to be ignored, but they don’t want to be seen as too pushy, either. It’s a balance to find a style that’s effective and feels like a good fit. Below are just four of the many guidelines we hope you can use to help you find your leadership style:

Be Bold
Boldness is essential for leading. To grab the attention of your bosses, you need to chew glass and confidently make your point not showing a hint of self-doubt. Have a strong and authentic personality, courage fueled by a high level of integrity, and a dose of good judgment. This should give you the confidence to stand out.

Take those challenges, dare to take risks , and don’t mind making mistakes! At the end of the day, you will learn from them and become an expert in your profession and a better you.

Know Your Strengths
Get to know your signature leadership style inside-out. Be aware of what you’re good at, and consciously play to your natural strengths as much as possible.

Ask a few of your colleagues what they consider to be the strengths of your leadership style.

Stretch Your Leadership Style
Alongside playing to your strengths, actively work to stretch into the leadership style you find more difficult.
Most successful leaders can draw on and integrate all leadership styles, dependent on the situation. One size definitely does not fit all.

Combining your team’s leadership strengths with yours will create a more productive work environment. The best leaders are not well-rounded…but the best teams are.

Identify your leadership style stretch areas, and find ways to authentically integrate them with your natural style. Review the various strengths of your team or company. Who on your team has strengths that particularly complement your own leadership style, and how could you use these better?

Be True to Yourself
If you’re not being genuine, people will see right through you. Genuine passion creates trust with the people around you and builds connections. Integrity, authenticity, and walking your talk are the foundations of building great internal and external relationships.

The most valuable thing you have to offer is yourself. Whatever your leadership style is, it is uniquely yours. Own it, have confidence in it, trust that it’s not about becoming something completely different.

“If your actions create a legacy that inspires others to dream more, learn more, do more, and become more, then, you are an excellent leader.”
- Dolly Parton

We want to take the time to acknowledge every single woman in the world. Thank you for being a motivation to the rest of us who is still trying to find our feet in the workforce, you are truly an inspiration!

Happy Women’s Day.

Credit: FreeDigitalPhotos.net by Stuart Miles

DevOps: Collaboration and Integration

Mon, 04 Aug 2014 10:24:09 GMT

DevOps has become a platform for driving business operations. The shift in business is rapidly growing and making use of applications and websites for their company to help get their product and brand out there. Principles of continuous integration and continuous build have become an integral part of modern DevOps .
If you're not currently doing these, you're behind the curve of collaborative development and likely reducing your production quality by increasing technical debt, substituting automated operations for manpower, and increasing costs unnecessarily.

The DevOps movement is built around a group of people who believe that the purpose of combining the proper technology and approach can change the world of software development and delivery. Developers, Testers, Managers, DBA’s, and the rest of the specialists in the IT industry are all on the same side. They are all trying to achieve the same thing: the delivery of great quality, reliable software that delivers business benefits to those who bought it.

It’s important to realize that merging applications and infrastructure are extremely difficult. It has however become part of how businesses bring their digital products to new customers. The difference of opinion is increasingly solved through DevOps - a role that helps to bridge the gap. However, there are other levels that must be reconciled in order for the gap to be closed for an organization to take advantage of the benefits of incorporated development and operations.

What challenges need to be reconciled?

The app server perception
Time and again, application d evelopers go above and beyond what their needs are. From a hardware point of view, questions need to be raised in relation to whether developers have really understood the application’s resource requirements, for example, what needs to be run on the actual server that’s hosting the application. Applications thrive on central processing unit (CPU) and memory resources, and this often converts to resources provisioning problems when the application is moved from testing to production.

Price and costs
The fact of the matter is that building quality software is really expensive and difficult - it's error-prone, it's risky, it's unpredictable, so it’s important to consider the infrastructure cost on which the application will be running. Rushing to buy is not a good idea. If there’s a breakdown between the dev and IT in terms of what application performance should entail, then you run the risk that extra purchases may become necessary. That cost may end up being more expensive separately than if it had been planned for at the beginning.

Communication
Sometimes the needs of the application must be repeated to infrastructure people so that it makes sense to them. Even when you think things are fine, there is a need to translate from development to operations, since all too often it’s as though the two departments are speaking different languages: IT is talking about the hardware underlying the OS , while dev is talking about the application on whatever coding platform. On the application side, while a certain platform may be in the future used to build the app, it needs to be understood whether it is the best-suited platform for the development process as it relates to a living application later.

Infrastructure thinking
The fundamental problem is that from the application side, there is not always a complete understanding of how the operating system at the infrastructure level needs to support the application, which can result in a memory leak for example, or another vulnerability that is causing a need for more resources. From the infrastructure perspective, it’s about ensuring that all details are checked and double-checked around potential drawback areas on the OS, thereby helping integration. This issue can often be overlooked as you go through different OS iterations. Certain businesses can’t patch their servers because they don’t fully understand what needs to change on their end in order for them to change anything related to the app. For example, a security patch might fix one thing but it might affect something else and degrade an app.

How do you reconcile the two competing sides?
The more you integrate dev and IT, the bigger and better results you will get. There are benefits to these different sides matching in an organization -communication plays a crucial role in this. This is as true on the application level as much as it is on the business level. Too often the business needs are not accurately communicated to either group. The business might speak to developers directly thinking that operations and dev are the same, they’re not. And it needs to be approached in the same way to better communicate exactly what is trying to be achieved. It shouldn’t be information that’s passed between the groups like a game of volleyball.

A few suggestions that can help this situation:

Think ahead: Yes, you might want to rush the project, but don’t just buy for what’s needed now. Buy with the expectation that your company/brand will grow.

Be practical from a dev perspective for creating an app: Though it might seem cool and works in your testing environment, it won’t necessarily translate correctly or impeccably in production.

Use best practices: Don’t cut corners, and make sure the app has been tested on the infrastructure. Regardless of rush from the line of business, if it’s not ready, it needs to be revisited and prepared on its own time.

There is no doubt that the IT industry is starting to make waves in South Africa and this means more job opportunities for our Developers.

If you are interested in any IT jobs, we can help! Visit our website and apply today.

What does it mean to be a Financial Analyst?

Wed, 30 Jul 2014 10:14:53 GMT

What does it mean to be a Financial Analyst?

The job title itself is actually self-explanatory. In basic terms, Financial Alystsna collects and analyzes financial information, and then makes recommendations to companies, customers, or clients based on the research they’ve done. They focus on a particular sector based on the company they work for. Some of them include; investment banks, corporates, pension funds, mutual funds, securities firms, insurance companies, and other businesses. They are also called securities analysts and investment analysts. Where analysts would research stocks, write reports and monitor financial movements to essentially determine whether or not a specific deal is realistic based on the fundamentals of the companies involved.

At the job, financial analysts would need to be constantly updated on both international-economic issues and information about particular companies’ balance-sheets . This would involve keeping up to date with financial news, along with managing statistical data. There’s also a strong focus on recommending individuals on investments and collections of investments, which are known as portfolio s , and preparing written reports.

Financial analysts can be divided into two categories :

Buy-side analysts develop investment strategies for companies that have a large number of money to invest. These companies, called institutional investors, include mutual funds, hedge funds, insurance companies, independent money managers, and nonprofit organizations with large endowments, such as some universities.

Sell-side analysts advise financial services sales agents who sell stocks, bonds, and other investments.

Financial analysts generally focus on trends affecting a specific industry, geographical region, or type of product. For example, an analyst may focus on a subject division such as the engineering industry or the foreign exchange market. They must understand how new regulations, policies, and political and economic trends may affect investments.

Investing is becoming more global, and some financial analysts specialize in a particular country or region. Companies want their financial analysts to understand the language, culture, business environment, and political conditions in the country or region that they cover.

The following are examples of the types of financial analysts :

Portfolio managers play a key role in deciding the best investment plan for an individual or company according to the income and ability to undertake risks.

Fund managers work exclusively with hedge funds or mutual funds. This extensive experience often includes activities in different aspects of fund management as a fledgling fund manager learns about accounting, balancing portfolios, responding to market shifts, and financial ethics. Both fund and portfolio managers frequently make split-second buy or sell decisions in reaction to quickly changing market conditions.

Investment analysts determine the value of the current investment, create advice reports, and research new investments.

Rating analysts analyze companies or industries and make investment recommendations based on their findings. These recommendations include buy, hold and sell recommendations on financial instruments that include equity or debt investments such as stocks or bonds.

Risk analysts evaluate the risk in investment decisions and determine how to manage changeability and limit potential losses. This job is carried out by making investment decisions such as selecting contradictory stocks or having a combination of stocks, bonds, and mutual funds in a portfolio.

Planning to become a Financial Analyst?
Financial analysts typically start by specializing in a specific investment field. As they gain experience, they can become portfolio managers, who manage a team of analysts and select the sort of investments for the company’s portfolio. They can also become fund managers, who manage large investment portfolios for individual investors. A master’s degree in finance or business administration can improve an analyst’s chances of advancing to one of these positions. Important qualities to have are; analytical skills, communication skills, computer skills, decision-making skills, detail-oriented and math skills.

To be successful, financial analysts must be motivated to seek out blurred information that may be important to the investment. Many work independently and must have self-assurance in the decisions they make.

The financial services industry is competitive and it can be tough to break into the analyst field. If you're interested in the next step in your career as a financial analyst or any other finance job, we can help you.

Visit our website to apply online or alternatively, you can contact one of our branches for more information.

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Using social media in your job hunt

Mon, 28 Jul 2014 10:10:35 GMT

Social media is a key player in the job search process today. Are you benefiting from the popular social networking tools that have become a rage? Although not everybody agrees on this, more and more employers are also using the information on social media to evaluate their potential hires. These employers are looking to see your communication skills, professionalism, how well rounded you are and many other skills and assets you may possess.

Find your brand
A professional branding is important for anyone who is job searching or building their career. It's important to create a personal brand that portrays you in a professional light and which provides employers and contacts with a strong positive impression of you as a high-caliber individual who would be an asset to their organization. Keep in mind that what you post online on Facebook, Twitter, LinkedIn, and other social media platforms is out there for the world to see.

Avoiding social networks altogether is not the answer either. The appropriate use of social networks demonstrates an understanding of how business and society interact now, which is particularly important to prove that you are not out of touch. It also offers opportunities to demonstrate knowledge, skills, and a level of "with-it-ness" necessary in business today.

Search for Information about Hiring Managers
These days almost every large employer is on Facebook, Twitter,, and LinkedIn. The internet offers you a wealth of information, use this to your advantage to research companies you would want to work for. Many companies make use of social media to announce job openings and will provide you with useful information about the employers you have targeted.

LinkedIn profile is essential
Many recruiters now use LinkedIn as their primary tool for sourcing candidates, so having a well-written and keyword-rich LinkedIn profile is essential. Make sure your profile reflects your area of expertise and accomplishments. From within LinkedIn you can also join a wide range of professional groups. Apart from linking with professionals in your own field, there are often job opportunities available through these groups, and recruiters join the groups searching for suitable candidates.

Importance of networking
You can’t expect to benefit from social media unless you start to spend time with your contacts genuinely. After all, the contacts that you have are real people. You should be ready to talk to them, discuss important topics with them, respond to their comments, etc. Only setting up social media accounts doesn’t bring the benefits you may be looking for.

Online social networking can help to position you for the next phase in your career by enhancing your personal brand and exposing you to opportunities that you might not have come across otherwise. If you do need a hand to get in contact with some of the sought-after companies in the country, we can assist. Communicate Recruitment want to assist you in finding a new job. So, make that move and browse through our available vacancies, which include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs.

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Good Work Relationships Are Key To Your Success

Fri, 25 Jul 2014 10:08:34 GMT

I’ve been in the workforce for some time now and believe me when I tell you that we all have a different way of working and it’s likely that you’ve had strained relationships with your colleagues. However this doesn’t mean that we are bad employees , it’s simply a fact that we couldn’t get along with every single person in the previous companies we use to work for. We all have to rely on each other to finish reports, close a deal, and there will certainly be cross wires and disagreements.

When arguments start, many try to disengage- to avoid the person in the office or limit contact with them. That’s all right if your colleague plays a marginal role in your daily routines at work. But if it happens to be your manager or someone in your finance department, ignoring them is a losing strategy. Check out our 4 steps to help you mend a professional relationship that’s gone off track.

Step 1
Recognize that making an effort is worthwhile
Resolving tension will actually aid your own productivity at work. A core view of efficiency is closing open loops. Eliminating unresolved matters that nag at your mind. Just as you can’t rest easy until you respond to that scheduling request, you’ll have a much harder time focusing professionally if you’re constantly in the midst of conflict with your coworkers.

Step 2
Recognize your own faults
It’s easy to diminish your coworker. But you’re almost certainly contributing to the dynamic in some way, as well. Sometimes we tend to focus so much on the negative things we start behaving in ways that could make matters worse. If you think your colleague is too quiet, you may be filling up the airtime in meetings, which encourages them to become even quieter. To get anywhere, you have to understand your role in the situation.

Step 3
Time to press the reset
If you independently decide you’re going to rescue your relationship with your colleague, you’re prone to be disappointed. It has to come from both sides. The minute they fail to respond to a positive approach or yet again demonstrate an irritating behavior, you may end up with the sense that your effort was wasted. Instead, try to make them a partner in your effort. You may want to find a “reason” for the conversation such as the start of a new project which gives you the opportunity to mention the subject.

Step 4
Finally, you need to change the dynamic
Even the best of intentions - including an agreement with your colleague to turn over a new page, can quickly fall apart if you go back to your old ways. In the outcome of a conflict, you should find a tool or method to record what you guys disagreed on, we suggest writing down the transcript. So you can begin to see patterns where you were pushing and he was pulling. Sooner or later, it’s likely that you’ll be able to grasp the big picture of how you’re communicating to each other and areas where you can try something different.

Work relationships can't move forward when they stay stuck in the past. Don't dwell on what happened before or mention the problem again when attempting to repair a professional relationship. Be patient because it takes time. Staying focused on the future and understanding the dynamics of the relationship and making changes to what’s not working. This can lead to positive results in the workplace.

If you are in the market for a new job, let us start a professional relationship today!

Aerotropolis the future for Dube TradePort?

Wed, 23 Jul 2014 10:05:55 GMT

Major airports have become key nodes in global production and enterprise systems offering speed, agility, and connectivity. The recent rapid expansion at the King Shaka International Airport and surrounding Dube TradePort has made this a natural selection for further development into South Africa’s own Aerotropolis. This area is considered to become a major trade and business hub in Sub-Saharan Africa right on the doorstep of KwaZulu-Natal’s biggest city and primary manufacturing center, Durban.

The logic behind the Aerotropolis concept is that airports offer connectivity to suppliers and customers across the globe. Many of the businesses around airports can often be more dependent on distant suppliers or customers than on those locally. The aerotropolis encompasses a range of commercial facilities supporting both aviation-linked businesses and the millions of air travelers who pass through the airport annually.

Given its unique location between two of Africa’s major seaports of – Durban and Richards Bay – its 32 000-acre ‘Greenfield’ site and the longest airport runway at sea-level in South Africa (3.7km), capable of accommodating the largest aircraft in the world, King Shaka offers the ideal site.

Durban is Africa's busiest port and the largest container facility in southern Africa, while Richard's Bay is the world's largest bulk coal terminal.

In addition, three components clearly set Aerotropolis-KZN apart, affording it a distinct competitive advantage over other South African and African destinations.

Firstly, this is a freight-orientated development with world-class cargo facilities, managed by a single handler and considered the most secure in Africa;
Secondly, it is being purpose-built, especially within a radius of 7,5km around Dube TradePort; and
Thirdly, this is one of few such developments around the world utilizing a Greenfield site, with an additional 32 000 acres, ready for carefully planned and controlled development.

Located only 30km from the Durban city center, with a complete supply chain in place and improved trade capacity, King Shaka Airport has already secured enhanced connectivity and commerce for the region. Along with high-speed optic fiber cables installed for super connectivity and highly efficient inter-modal logistics links, Dube Trade Port's Development Strategy will guide the development of the entire Airport City and create significant opportunities for all businesses.

Aerotropolis – KZN represents a unique opportunity to plan and develop an integrated, multi-modal hub from scratch, with each component designed for synergy and growth.
While the objective of the development is the facilitation of trade and economic development in the province as well as helping the airport to become the center of an economic node, it will not only focus on profit. Dube Trade Port aims to address longer-term environmental issues and ensure the sustainability and viability of all the communities and areas involved in the development.

This development in Durban is opening up new job opportunities in the freight and supply chain industries. Take advantage of this for your career and contact us today. Communicate Recruitment is a specialized recruitment company with a consultant that are expert in sales, road freight, courier, warehousing, logistics, production, supply chain, and more. Check out our vacancy page and apply today.

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Who’s Keeping Time?

Mon, 21 Jul 2014 10:03:44 GMT

What is everyone doing? This is a question you’ll ask once in a blue moon in a traditional work e nvironment. Technically, it's assumed that everyone is hard at work doing...well, something. If you show up at 8:00 and stay until 5:00 pm, you have met the expectations, or have you?

Most companies still believe the more time you spend at your desk, the more productive you will be. And this method does work for some employees. While other organizations started adapting more flexible working hours. Time management and the balance between your personal and work time could be a challenge. We provide you with some ideas to help you manage it.

Time Management
The hardest part about executing a plan is being disciplined enough that you can actually meet your goals. Every week, your plans & priorities will likely be challenged by something happening at the office.

You need to identify areas of your life where you are wasting time and try to reduce these. A good way to do this is to log everything you do for a week in detail and then examine your record to see how you use (or misuse) your time.

Develop a regular work routine. Keep your workspace tidy so that you can work efficiently - it's hard to do this if things you need to find are buried under a pile of paper! Work to schedule so that you meet deadlines in good time - don't leave everything until the last minute. If you have a difficult report to write, start by drafting out the structure first- this will break the ice.

Finding That Balance
Knowing when it is your personal and work time is important. Juggling the demands of each can be difficult. By thinking differently, you can perhaps find ways to have a better balance between work time and personal time.

As your career grows your priorities change and you need to set them according to your family status, job responsibilities living standard, and ambition. The lifestyle of a junior employee is different from a manager and therefore your planning and time management will differ.

Here's the fact of the matter: Until you own your own time and have complete control over how you spend it, goal-setting will always be an important part of showing your worth to your employer.

Our bet is that most of you have great goal-setting tools at your companies, but people aren't actually using them correctly. Goal-setting is not supposed to be just a paper exercise. If you need help in setting up goals, our article “Fresh ideas for career goals” will help you create a career vision statement that inspires and energizes you.

So, are you ready to step up the ladder of success? Well, you’ve come to the right place. We have Finance jobs in Accounting, Auditing, Taxation, and Corporate Finance jobs. A variety of IT jobs ranging from Developers to CRM and ERP Consultants, through to Project Managers, BI and BA. Engineering jobs in Civil Engineering, Structural Engineering, Mechanical Engineering, Electrical Engineering, and more. Supply Chain jobs as well as Freight jobs in Procurement, Production, Logistics, Warehousing, and Distribution just to name a few. Contact us today to apply!

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Strategies To Cut Procurement Cost

Sun, 20 Jul 2014 10:01:44 GMT

If there was a time to take another look at procurement savings as a way to reduce costs, improve margins, increase flexibility, improve quality, take less time and use fewer resources, it is now.

According to the results of a recent survey by Ernst & Young South Africa, in which 267 Chief Procurement Officers and other procurement executives took part, 65% indicated more savings as their top priority. Other areas of concern pointed out were high inflation in many emerging markets and finding new ways to contain costs.

The global economic scenario is now forcing companies to reduce costs on a sustained basis to improve bottom-line profits. Although procurement costs are sometimes considered as “fixed” and much more inflexible than salaries and bonuses to manage, they are one of the few areas in an organization that still provides ample opportunities to reduce costs and improve profits.

The key to a sustainable reduction in spending is to strike the right balance of focus between supply and demand activities in an organization. Considering the opportunity below for both demand and supply will assist organizations in identifying significant savings in a structured way.

Unused value
Interestingly, even as many businesses have been through the cycle of analyzing their spending, putting a category management structure in place, and then implementing spend management tools to control it. There are many organizations that have barely touched on indirect spending. No one can argue against a focus on direct, but with a third of all spend on average on indirect products and services, it represents a significant source of untapped value.

Procure to pay
The roadmap to technology can be a challenging one with obstacles along the way. However, there is a definite sense now that procurement technology is becoming mainstream. Customers are aware of the key attributes to look for in a solution-going beyond a shopping list of efficient requirements for data of what has actually been delivered.

Explore alternative suppliers
If you’re working with a supplier that’s considered “high priced” within its industry, consider alternative sources of the products or materials. Pay attention to the factors like ease of order placement, on-time delivery, product quality, and even the condition of the packaging when it arrives at the dock door. And if you can get the same perfect order service from the new supplier, consider making the jump.

An effective supplier management framework that fittingly lines up risk, effort, and reward is a key enabler of ongoing sustainable value creation. The framework needs to include sections i.e. strategic, operational, and tactical performance management structure and clear communication of organizational accountability and responsibility.

What are the challenges in your company and do you have the right individual to solve them? If you are looking to grow your company, we have the ideal candidates for you.

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Green Building: Changing the Way the World is Built

Tue, 15 Jul 2014 07:34:12 GMT

Activity in South Africa's green building sector has excelled in recent years as the government, businesses, and developers in the country embrace sustainable building practices. At the moment, green buildings are leading the pack of green innovation in our country with systems and corroboration in place to educate inspire and assist all those who are serious about a more sustainable future.

Green building is a process of consciously thinking about how to reduce our personal and global impact on our environment. The goals are:

• Efficient use of energy, water, and all other natural and material resources.

• Look after our personal and global health while improving human productivity.

• Reducing waste, pollution, and environmental dreadful conditions.

Many associate greens with expensive energy-saving solutions such as solar panels, sod roofs, or straw-bale homes. So is it possible to attach a financial value to the cost and benefits of green buildings? A new inclusive report recently released from the World Green Building Council (WorldGBC), highlighted a large number of undeniable benefits from green buildings received by different stakeholders throughout the life cycle of a building. “It dispels the myth that green building is more expensive, lists the benefits of green building and provides the local proof of these,” explains Green Building Council of South Africa (GBCSA) CEO, Brian Wilkinson.

Design and Construction Costs
There has been an overall shift in thinking towards the cut in design and construction costs associated with green building as building regulations around the world become stricter, supply chains for green materials and technologies mature and the industry becomes more skilled at delivering green buildings.

Asset Value
As investors become more knowledgeable about and concerned with the environmental and social impacts of the built environment, buildings with better sustainability records will have increased marketability. Additionally, there is a demonstrated link between the green characteristics of buildings and the ability of these buildings, in some markets, to more easily attract tenants and to command higher rents and sale prices.

Operating Costs
Green buildings have been shown to save money through reduced energy and water consumption and lower long-term operations and maintenance costs. The energy savings alone typically exceed any cost premiums associated with their design and construction within a reasonable payback period. The Eskom Switch and Save residential mass rloutol sees provides households with free energy-saving and load managing devices installed in their homes free of charge. Switching to gas appliances (heaters and stoves) may cost you in the short term but save you significant amounts in the long run.

Workplace Productivity and Health
There is an emerging body of evidence suggesting that the physical characteristics of buildings and indoor environments can influence an employee’s productivity, occupant health, and well-being, resulting in the end result benefits for businesses. The Allan Gray office building at Cape Town’s V&A Waterfront vision and mechanical design of the building has ensured optimal indoor environmental quality for those working inside the building to promote health and well-being . Building users have access to striking external views, ample natural daylight, and care has been taken to specify paints, wood products, and carpets that contain no harmful compounds that could possibly be inhaled by tenants.

Risk Alleviation
Sustainability risk factors can significantly affect the rental income and the future value of real estate assets, in turn affecting their return on investment. Regulatory risks have become increasingly obvious in countries and cities around the world, including mandatory disclosure, building policies, and laws banning inefficient buildings.

The industry is embracing this vast shift towards sustainable practices and it is exciting to see this unfolding right before our eyes.

The growth opportunities in the Engineering field are looking quite promising. If you are in the market for new Engineering jobs, then this is the right time to start your job search! We have great opportunities in Construction Engineering, Civil Engineering, Structural Engineering, Mechanical Engineering, Electrical Engineering, and more.

Visit our website and apply today.

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Building a dream team

Mon, 14 Jul 2014 07:31:02 GMT

The fact that employees and applicants all have individual strengths and weaknesses is no surprise to employers and hiring managers. Using these strengths and weaknesses to create an effective business and work environment , however, has historically been a goal more easily identified than attained.

We all know that building a great team isn’t going to be all plain sailing — in fact, it’s very hard work! Making sure that you get the right people for the job can be a lengthy, expensive, and sometimes painful process.

It’s not enough to hire someone with technical skills , you need to find the right combination of unique individuals that will make for a great team.

We’ve looked at some of the best teams out there and picked out some of the characteristics that can also help you build a dream team.

Big Ideas
You always need at least one person on your team that has the big ideas . These individuals are creative problem solvers who are constantly scanning their environment for information. They are artistically expressive and "think outside the box." They have the ability to connect seemingly unrelated concepts to come up with clever, revolutionary new ideas, products, and processes.

The Realist
This is the person that keeps everybody in the team grounded. When a new big idea is presented in the team, the realist will offer resistance , point out flaws, risks, and alternatives. You need at least one person who can identify weak points and that has a very strong, critical way of thinking. One of the risks of leadership is thinking too positively when you plan and set expectations, which is why having a realist in the team is vital.

Firecrackers
Every team needs a firecracker to get the team going. These high-energy individuals make things happen in the workplace. They are goals-oriented and thrive when presented with a challenge. Optimism is one of their strongest attributes. They see an opportunity with every failure and do not understand the meaning of giving up.

Organizer
A great team needs a behind-the-scenes kind of person, someone that coordinates and gets things done. They have a special skill to make problems go away before the problem even happens. They work 10 steps ahead of the designated plan and prepare for each possible outcome. The organizer is who most team members turn to in a pinch and work best assisting communication between all members of the team.

The Perfectionist
These intelligent, hardworking individuals are exceedingly talented in a single field. When free to follow their specific working routine, they can focus on projects intensely. They are good at what they do. They have the ability to pick up new skills with ease and showcase an exceedingly high level of patience. They set high standards for themselves, and refuse to settle for subpar results.

Higher productivity and efficiency are the ultimate goal for any team, mapping out your company's talent will help you see the value in your current employees and the holes in your hiring.

If you require hotshot talent to complete your dream team, we can help. We understand how difficult it can be to find ideal individuals with top skills that will grow your organization. Communicate Recruitment has the very best recruitment consultants that are masters at sourcing the right person and matching them to your company culture. Get in contact with us today.

We also specialize in finding skilled individuals in Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our vacancy page and apply today!

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Fingerprint Technology is closer than you think

Wed, 09 Jul 2014 07:22:42 GMT

The changes in technology have us astounded on a daily basis and much has been said about keeping relevant with new trends and how this changing environment is improving or cluttering our lives. A couple of years ago you would have marveled at Hollywood’s ability to come up with another futuristic movie that allowed the hero to make use of his fingerprint to do online mobile payments, purchase merchandise offline and sign in to online banking, without making use of codes or credit card details. Now, this idea is our next reality.

According to Simon Leps , CEO of Fonterra Digital Works “Biometric fingerprint authentication technology has already found its way into laptops, external hard-drives, and electronic wallets, and will be made use of in the e-commerce environment going forward as a quick means to make online purchases.”

Employees and customers expect to access online services and e-commerce sites from numerous devices. With password fatigue reaching new heights, many security professionals want stronger authentication methods that eliminate the complexities and risks associated with the integration of online credentials and identity management. Therefore, several companies have started investing in biometric fingerprint authentication.

Galaxy S5 smartphones are leading with this technology in the US allowing customers to purchase goods and services on the Internet using fingerprint authentication on all sites that accept payments via PayPal. This is possible due to the fingerprint scanner located on the phone and the biometric user authentication that accesses the corresponding mobile PayPal app.

However, from a security perspective, there are still several concerns. Experts say only if biometrics is used as an additional form of authentication and not as the sole authentication mechanism, is the technology a sound means of verification. Recently the iPhone 5S and Galaxy S5's fingerprint scanners were bypassed with "dummy fingers" which is an indication that the technology, as a standalone feature, is not yet secure enough.

In light of this, a company in Sweden has put a new twist on biometrics that lets customers at retail outlets simply swipe their hands instead of using credit cards for payments. According to them, scanning veins in the human hand could become the biometric measure of choice for authentication when we pay for things or want to unlock devices such as smartphones. Fingerprints are notoriously easy to lift from surfaces and are not as secure. One of the main benefits of vein scanning is that you don't leave behind vein prints. Most vein scanner technology coming out requires no physical contact, which means there are no residual biometric patterns that could be copied, preventing fraudulent use.

The landscape of mobile payments and payment authentication is rapidly changing as users demand easier but also more secure options. The need for technology-savvy individuals that can navigate the changes successfully and assist companies in providing for their client’s needs is now more important than ever.

Are you looking for a new challenge in the Information Technology industry? We can assist as we work side by side with some of South Africa’s most forward-thinking technology companies. Communicate Recruitment is a specialist IT recruitment company that can help you find your next job opportunity. We have a variety of IT vacancies ranging from Developers, System Engineers, ERP, and much more. Visit our website and apply today!

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Changes in education for Finance professionals

Wed, 02 Jul 2014 07:18:06 GMT

The rapid changes in technology and the business world have also compelled CIMA to launch extensive global research to change their framework to adapt and equip finance professionals with the skills to meet current and future business needs.

The research revealed the need to develop an updated 2015 syllabus incorporating a competency framework that addresses the skills and competencies employers expect from their finance team, as well as new assessment processes.

Top employers identified not only core accounting and finance skills as crucial but also business acumen, people skills, and leadership skills. These insights were instrumental in creating a syllabus that ensures that the CIMA qualification remains relevant and meets the needs of students and employers. Besides supporting better business, this also enhances the employability of CIMA members.

New topic areas relevant to accounting in business - such as managing big data, finance function transformation, and sustainability - have been included, with integrated case studies added to consolidate learning and reflect real-life work situations. It has also strengthened existing modules to increase education in areas such as cost management and risk awareness.

Another consideration in putting together the new syllabus was looking into Generation Y. This younger generation learns differently and has different expectations from the workplace than previous generations. The findings resulted in a change in the way CIMA assess the competencies , taking advantage of improvements in technology, and reflecting the changes in the workplace.

CIMA is the first global accountancy body to pioneer a combination of computerized assessments to examine the syllabus. Each subject will be assessed not only by an objective test but also by an integrated case study, which combines the knowledge and learning across the three pillars at each level of the syllabus.

It’s clear that CIMA is committed to supporting the next generation of global finance leaders. The 2015 syllabus ensures that CIMA stays relevant to employers and aligns the learning experience of candidates more to the real world of business.

Are you at a crossroads in your finance career? Communicate Recruitment has specialized recruitment consultants that can assist you. We have various finance jobs including accounting, auditing, taxation, and financial manager jobs. Check out the latest vacancies.

Software the solution for Freight Forwarders?

Wed, 25 Jun 2014 07:13:42 GMT

The percentage of commercial freight tonnage transported by road in South Africa has steadily increased over the last ten years to approximately 89% today . This statement reflects the growing need for reliable freight services in South Africa, as the population and economy of the country continue to grow.

Constant changes in the global reach and growing engagement have customers demanding higher levels of consistency and faster service from their freight and logistics companies. Freight software could be the answer.

Having software that incorporates modern technology will help you to electronically exchange information with multiple organizations and industry bodies, including customs and port authorities, airlines and shipping lines, transport providers, depots, industry facilitators, agents, and your customers and clients.

Creating your own workflow and having a system that will manage both global and internal operations faster and more accurately will ensure you maximize your productivity and help you to stay ahead of your competitors.

As a freight forwarder, you want to focus on managing freight rather than repeating routine procedures. Global forwarders require an integrated single-platform management solution to organize and coordinate every part of their shipments, imports, exports, and transshipment.

In addition, digitization and consumerism have also caused the concept of on-time delivery to take on more literal meaning and consumers can now actually track whether delivery is really on time. When ordering goods online, consumers expect an estimated time of delivery from the retailer and will hold them to it.

So what’s in our way?
As the bulk of South Africa’s goods is transported by road, many challenges make it difficult for courier and transport companies to ensure on-time deliveries. Distribution channels are faced with increasing pressure to ensure efficient supply chains. Labor challenges also create a threat to the realization of capable supply chains as strikes and demands for increased wages place more pressure on the logistics industry.

The answer?
Logistics software will forever, play a crucial role in the realization of efficient supply chains. While certain challenges, such as labor strikes and costs, will only be managed with the realization of economic growth, logistics software spurs economic growth by enabling logistics providers to manage, implement and maintain logistics infrastructure .

A controlling presence in key growth markets and the flexibility to respond swiftly and innovatively to customers’ evolving needs distinguish the high performers in freight forwarding and contract logistics. In the future, expertise in customers’ industries and in the discipline of cost control will be more critical than ever.

The freight industry continues to play a vital role in the growth of South Africa’s economy. If you have experience in this industry and is in the market for a new Freight job or Supply Chain job, we can help!

We have various vacancies listing from Courier and Sales, Procurement, Clearing and Forwarding, Road Freight, Export Controller and so much more. Visit our website and apply now!

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SKA to generate Engineering opportunities

Tue, 17 Jun 2014 07:09:30 GMT

The South African SKA site in the Karoo, between Carnarvon and Williston, is currently a hub of construction activity, and plans are on track to deliver the 64 MeerKAT antennas by the end of 2016.

The SKA project is an international effort to build the world's largest radio telescope, which is to be co-hosted by South Africa and Australia. The 64-dish MeerKAT is due to come online in 2016 as one of the most powerful telescopes in the world in its own right.

Contractors are busy on infrastructure – building roads, an all-weather landing strip, and massive sheds. These sheds are where MeerKAT’s radio telescope dishes will be constructed.

A very special bunker called the Karoo Array Processor Building is taking shape 5 meters underground. The on-site facility houses the centralized telescope equipment for the Karoo Array Telescope- (KAT-) 7 and MeerKAT. This will store all the data processing racks, power, and backup equipment for MeerKAT.

Africa's share of the iconic SKA project means that the continent is set to become a sought-after science destination. Over the next decades, many top scientists and research students will come here to do cutting-edge science. The SKA construction will boost skills development in the fields of science and technology in SA and the rest of Africa as well.

The MeerKAT project has been described as the most exciting cm-wave telescope construction project underway on the planet and will certainly attract young people to careers in science and engineering.

Carnarvon, in the Northern Cape, where the core of the SKA will be situated, is already experiencing benefits for its scholars. Two laboratories were recently opened at Carnarvon High School thanks, in part, to the SKA SA project.

The SKA SA project says it has committed to helping build up educational resources in the area, forming partnerships with the private sector to support local schools, and working closely with the Northern Cape Department of Education.

The technologies developed by the SKA will also be utilized in other sectors of the economy. Reconfigurable open architecture computing hardware (ROACH) boards and field-programmable gate arrays can be used for high-speed data processing, digital signal processing (important for the migration to digital TV), data storage, and high-performance computing.

The SKA presents huge opportunities for young men and women in Africa to be the engineers, computer scientists, and astrophysicists that will make the technology happen and produce the transformational science outcomes that will only be possible with the SKA.

Are you one of SA’s next big Engineers? Do you have the needed qualifications and soft skills to get the job done? Then apply for these amazing Engineering jobs, which include Structural Engineer, Civil Engineer, Resident Engineer, Civil Technologist, and more. Apply online now or contact one of the branches today to discuss your career opportunities.

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Technology changes influencing the workplace

Mon, 09 Jun 2014 07:06:19 GMT

Everyone knows the way we work today is vastly different from the way we worked a matter of years ago. New technologies, expectations, policies, stakeholders, and even physical work spaces all play into a new way of doing business . Employees who used to burn the midnight oil at the office now get to do so from the comforts of home, thanks to personal laptops, tablets, and smartphones.

Although, we would all agree that Technology is increasing our work/ life balance and benefiting us in terms of productivity there are also some challenges to navigate.

Changes in teamwork
Collaboration used to happen in boardrooms with whiteboards and snacks. Today, it’s on documents being edited by multiple people all over the world at the same time. It’s sharing screen data and chatting over video. This new way of , therefore, therefore collaboration, requires a shift in thinking from employees and managers. It’s a completely new way of working together that everybody has to adapt to. It’s, more important than ever to have clear communication in terms of the objective of each project in place, to ensure all team members are able to contribute.

Boundaries
The biggest problem with the work anytime, anywhere approach is that traditional office hours are slowly fading into the past. It requires transparency from team members in terms of office hours and an understanding that although you like to answer your emails at 4 am before gym not all of your colleagues share the same schedule. From a management point of view, it’s important to have boundaries in place preventing burn-out by putting some controls on carte blanche work hours, while also ensuring that productivity, and not simply lifestyle, is the focus.

The IT dilemma of multiple devices
The typical worker today often has more sophisticated technology at home than they do at their desk. With tech-savvy millennials becoming the vast majority of workers by 2020, our employees often just bring the latest apps , devices, and even datasets from home to get the job done, leading to the consumerization dilemma of the last several years. This in turn creates a multitude of security risks for IT departments. A solution to this can be to shift away from the “bring your own device” approach to something that is closer to “bring the right device.” By allowing employees to take advantage of the kinds of tools they prefer while encouraging them to use versions that meet reasonable standards for privacy and security, businesses can maximize the benefits of the work re-designed trend while minimizing the risks.

Whether we like it or not technology is becoming part of our everyday life including our workplace. Although it offers huge benefits, it’s also important to recognize that there will be challenges and that it’s important to adapt the way you work to take full advantage of this.

Are you in the market for a new job? Communicate Personnel is a recruitment specialist with vacancies which includes Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Visit our website and apply, our consultants are waiting to assist you.

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Opportunities abound in changing banking industry

Wed, 04 Jun 2014 07:01:03 GMT

The South African banking industry is dynamic and has evolved significantly, as banking chief executives have adapted their strategies in response to regulatory changes and global economic pressures. Over the past 20 years, the sector has transformed through consolidation, technology, and legislation.

In the aftermath of the 2008 global financial crisis, international standard-setting bodies announced a range of strategies to address the fundamental weaknesses revealed by the crisis. One such strategy was amendments to the Basel II regulatory framework. Basel III requires banks to hold more capital of higher quality and to have enough liquid assets to cover the outflow of funds. As a member of the G20, South Africa’s compliance was compulsory. This challenge was successfully navigated with all of South Africa’s banks completing the transition in January 2013.

It is, therefore, no surprise that despite dramatic changes over the last two decades, the country’s banking system is well developed and compares favorably with many industrialized countries as WEF Competitiveness Survey 2012/13 ranks South Africa 2nd out of 144 countries. That said, there are still challenges.

A recent survey by PWC shows that one of the top concerns facing South Africa’s banking industry is the sector’s growing dependence on technology. This is not unexpected given the rise of electronic and online banking channels coupled with banks replacing legacy systems. On the one hand, the industry is trying to use technology to become more efficient, but this has to be balanced against their concerns about fraud and the huge costs involved in fighting this crime. The benefit is that rapid technological changes are reducing transaction costs, bridging geographical strains, and inspiring investment from large financial institutions.

There are also some concerns in terms of how prepared the banking industry is to manage the new Companies Act, compliance with International Financial Reporting Standards, and the proposed Protection of Personal Information Bill.

Despite the banking sector's excellent transformational progress, roughly 19 percent of South African adults still have no formal access to financial products or services to manage their finances. This is by far the biggest challenge but also shows the growth opportunities in the industry.

There are many prospects in this evolving industry. If you are looking to make a change in your Finance career, we can assist. Communicate Personnel have various Accounting jobs, Financial Management jobs, Financial Director jobs, and more. Don’t delay start searching today!

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Keeping up with continuous career change

Mon, 19 May 2014 06:57:03 GMT

Many of us work in changing competitive environments. If we don't keep up with news and trends, we can miss key opportunities and can be caught unawares. Keeping your skills current is one of the most important ways you can do your job well and stay on top of changing demands of the workplace. It can also help you prepare for new opportunities that may arise at work and help you keep your job in a difficult economy.

The need to constantly adapt is the new reality for many workers, well beyond the information technology business. Financial Managers, engineers, doctors, even Hollywood special effects designers — virtually everyone whose job is touched by computing — are being forced to find new, more efficient ways to learn as retooling becomes increasingly important not just to change careers, but simply to stay competitive on your chosen path.

Retrofitting:
All this really means is adding new skills to an existing job. It’s hard to know what skills you need to work on and not work on unless you know what skills you have. Your first step in developing your career-related skills is to take an inventory of your current skills and identify skills you need to acquire. Learning new skills can be stimulating and motivating, and it can help keep your mind young.

Periodically check out adverts and person specifications for roles that are either similar to yours or are in line with the role you're looking for next.

Keeping up-to-date with your industry is key for building expert power . By developing additional expertise in your job and your industry, you'll earn the trust and respect of the people around you. From a leadership perspective, that is invaluable!

There are a number of great, not to mention affordable, ways for you to keep your skills and knowledge current .

Taking a course
Many colleges, learning centers, and other community groups offer low-cost courses in most fields.

Networking
Developing your network opens doors to new ideas, people, and careers. It can help you find new opportunities in the workforce, help you keep up to date with the trends, and provide you access to important industry news. And the more people in your network, the more people there are who know you, know your work ethic, and are there to recommend you for a job.

Industry news
Industry journals, magazines, and newspapers. These are published regularly and provide the latest in trends, research findings, and notable people.

Online sources
There are various blogs, forums, or groups you can join that are industry-specific. LinkedIn offers a great platform to stay up to date with what is happening in your niche. There are also online education resources you can utilize. Online classes , in particular, allow you to fit learning into your own schedule and to go at your own pace.

Finally, remember that strengthening your skills may bring benefits even if it doesn't lead to a quick raise, promotion, or Employee of the Month award. Few things are more rewarding than pursuing -- and achieving -- an important goal. Over time, the confidence you gain from keeping your skills sharp may extend into other areas and give you a new optimism not just about your work, but about your ability to meet any other challenges that life may bring.

Looking for a new challenge in your career? Communicate Recruitment is a recruitment agency with consultants specializing 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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Cape Town booming IT mecca

Wed, 14 May 2014 14:00:53 GMT

Many of us consider Cape Town as a laid-back city boasting one of the new wonders of nature, Table Mountain, and favorite tourist spot to all. Although this is true to a certain extent, this city has also become a serious player in the software and IT services sector. Since 2006 Cape Town’s software and IT services sector has been booming with more than R1.5 billion invested.

In December 2011, the City of Cape Town, as part of its broadband infrastructure project , completed an R125 million, 500km optic fiber network project, thereby increasing the City’s bandwidth by approximately 1,000 times and ensuring even further growth in this sector.

It is therefore no surprise that Cape Town gets compared to Silicon Valley. Cape Town is quite similar in culture, it’s cosmopolitan, with an offering to quirky tech intellectuals and up-and-coming wealthy entrepreneurs. The Cape architecture– combining new and old – and the coffee and wine culture is important in bringing together highly mobile, wealthy, and tech-savvy individuals.

Mark Shuttleworth is a household name in South Africa and to many abroad, he has championed innovation and made science hip again. Since his success, a number of creative software design and development companies have been founded in Cape Town.

Fundamo
Fundamo is one of South Africa’s tech success stories exiting to Visa for a whopping US$110-million in 2011. It was founded by Hannes van Rensburg in 2000 in Cape Town and launched the world’s first mobile financial service for the unbanked in developing economies in 2002. Bridging the gap between the kind of un-banked and under-banked customer the financial industry usually does not want to serve and the big banking corporations have been something a pre-and post-acquisition Fundamo has pulled off on a large scale. It provided financial services for the very poorest people in the world through their mobile phones, especially in rural areas with poor infrastructure.

Mxit
Founded in 2003 by Namibian-born software developer Herman Heunis, MXit grew from humble beginnings as a mobile phone IM client to a full-scale mobile social network with about 23-24 million users in sub-Saharan Africa. The extensive reach of the MXit service, its proven robustness, support of many different handsets (more than 3 000), and high penetration of the youth market gives it an advantage over rivals. MXit is another great example of South African success in the technology industry.

Clickatell
Founded in South Africa, the company created the first websites for business-to-consumer SMS messaging and has been cashing in on the continued growth of mobile phone users – and the increasing want for companies to use SMS to their advantage – ever since. Although Clickatell moved its headquarters to Silicon Valley in the US, its roots in South Africa mean it has recruited large enterprise clients in sub-Saharan Africa. Testament to its success is the backing it has received from venture capital firm Sequoia Capital, widely regarded as one of the best in the business and investors in companies including Apple, Google, YouTube, and Oracle.

Cape Town’s growing startup community demonstrates the breadth and depth of the talent that calls Cape Town home. With the numerous software and IT companies based around the city, it’s the perfect location to find your next career opportunity.

Communicate Recruitment has offices in Cape Town and a team of specialist recruitment consultants in the IT sector that will match your skills with the relevant job. We have career opportunities that include .Net developer jobs, Java developer jobs, Php developer jobs, IT manager jobs, DBA jobs, and much more. Visit our website and apply today.

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Emotional Intelligence in the Workplace

Mon, 12 May 2014 13:51:07 GMT

Emotional intelligence can have an impact on different aspects of your daily life, for instance, the way you behave and interact with your colleagues, customers, managers, and family. Most people argue that EQ matters more than our intellectual ability (IQ) to effectively deal with different people as it helps in building stronger relationships, achieving career goals, and gaining success at work.

Let’s say you get to the office, switch on your computer, and while you wait for it to start up, you head on to the kitchen for a cup of coffee. You bump into one of your colleagues and greet him but he looks at you and doesn’t respond. You can’t seem to understand why he’s angry at you, he might be having a very bad day or he’s just not in the mood for small talk. The ability to perceive, control and evaluate his mood is known as emotional intelligence (EQ) .

We all want to build stronger and better work relationships in the workplace right? So how can we improve our emotional intelligence? Let’s look at a few tips to help steer us in the right direction.

Self Understanding
We must learn to recognize our emotions, understand where they originate from, and split them into strengths and weaknesses. This will be the first step towards understanding our emotions and we will be able to deal with any given circumstances. Your body language, facial expressions, and other non-verbal signals give important indications to understanding emotions. Self-awareness is the foundation of emotional intelligence.

Self Management
It is important to balance your emotions. For example, if in some situations you get angry then you really need to try and make a conscious effort to control your anger. If there are situations where you need to be more assertive then push yourself to make your point. An important part of controlling your emotions is being able to recognize what triggers them, then you can think straight and make better decisions.

Social Awareness
It is about understanding the next person's emotions, thus adapting and giving a response, a positive one I might add. For example, if your manager is acting annoyed, it might be because he is dissatisfied with your work, or it could be because he had a fight with his car insurance guy. In both these cases, your response would be different. Being aware of your surroundings will allow you to provide a rational response to the situation.

Relationship Management
Effective relationship management can define your success at work. So you need to give importance to building relationships, maintaining the current ones, and managing conflict successfully. Be open to other employees’ suggestions, respect differences of opinions, accept your mistakes and show empathy to others. Efficient relationship management is the key to building strong emotional intelligence.

Most companies nowadays consider emotional intelligence as being as important as technical ability and often base their decision on the same when hiring or promoting employees. Besides that, an employee with emotional intelligence is able to communicate and relate with his coworkers more effectively. They are also able to solve problems, manage change and build trust with their employers, clients, and fellow employees.

The direction of your career is in your hands. Realize that now, at this moment you have the opportunity to take that next step in your career and apply for our latest and greatest Finance jobs, IT jobs, Engineering jobs, Supply Chain Jobs, and Freight jobs.

What are you waiting for? Make that intelligent decision and visit our website now!

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Accounting and its challenges

Mon, 05 May 2014 13:45:41 GMT

The Accounting profession has shifted progressively over the past few years as the landscape has become more challenging.

Accountants, managers and other users of accounting information cannot afford to overlook the major changes that have taken place in the business organisation, business environment and broader society.

Financial Management author Anthony G.Puxty , stresses that Accounting is not merely a collection of techniques, but that it has a significant impact on society at large. So too, society impacts on Accounting and Accountants are seen as the gatekeepers of financial markets, who are responsible for the quality and integrity of information so that

capital markets are efficient;
the cost of capital is low;
the standard of living is high;
the investment risk is low and
resources are allocated efficiently

The changing environment has confronted Accounting with a number of challenges that should be recognised, accepted and addressed promptly in order to reverse the already declining trend in its usefulness and relevance.

Challenges accounting face:
Globalisation
With globalization having an escalation of competition among businesses, to survive in this highly competitive environment, organisations are altering the way in which they conduct their business. They have to become customer oriented, lean, efficient and innovative. Globalization does not only affect an organisation and its management, but should also influence the accounting system. The latter should support the raising of capital anywhere in the world, obtaining of listings on foreign exchanges, co-ordination of world-wide operations and the assessment of multinational performances as well as the measurement of productivity, continuous innovation and responsiveness to change.

Information Technology
Technologies had, and will continue to have a profound impact on the way in which information systems gather, process and distribute information within organisations. These technologies also affect the non-information systems that support business functions, such as design, manufacturing and distribution. While accounting cannot play the primary role in initiating or implementing technological innovations and organisational change, the accounting system should provide incentives for improving manufacturing performance and measurements to evaluate progress towards this goal.

The technologies also affect the accounting information system itself. Unfortunately, new technology has been used in the latter instance simply to speed up old methods, in other words crunch predictable numbers faster. However, technology can also be used to create greater flexibility in the accounting information system, thus making it better suited to the changing demands for information.

A shift in business styles
A shift is taking place in the nature of business as the second wave, industrialization, is being replaced by the third wave, information technology. The number of commercial and manufacturing firms is declining and information and service-based firms are escalating. Knowledge has changed from being a minor to a major factor of production.

The traditional accounting model was originally developed to report on business enterprises. Later it was modified through cost accounting to accommodate manufacturing enterprises. This modification was however less than perfect and the result was that additional information was required for decision making.

The evolution of Accounting has been based on a pragmatic approach. Accountants addressed problems as they were encountered and then developed appropriate solutions.

However, accounting should become flexible and adapt to changes in its environment. “Accounting should develop from being a watchdog and scorekeeper to being a facilitator of change” ( Turney & Anderson ).

We at Communicate Recruitment specialize in finding you top of the range skilled accountants that will add value to your company. Visit our website and find our contact details for more information.

Or if you are looking for Accounting jobs or any other Finance jobs check out our vacancy page and apply online now!

Resigning: Should you stay or should you go?

Tue, 29 Apr 2014 13:38:26 GMT

Considering the state of the employment market in recent years, having to pick between two jobs is a good problem to have. But choosing to stay put or jump ship can be quite a challenge. After all, your decision will have lasting career repercussions.

If you feel that it's time for you to make a change, be it a new career path or simply a new challenge. The principle for resigning is simple enough: give notice, preferably in advance. But if you don't want to burn any bridges and create obstacles to future opportunities, you must be especially careful and considerate. Resigning is easy, but resigning in a classy manner is not.

Carefully consider the following two questions before writing that resignation letter:

1. Am I taking a good job or just running away from a bad one?

2. Which company offers more room to grow and advance?

If you are one hundred percent sure that resigning at your current job is what you want to do, this article specifically covers ways a person can make their resignation as smooth and as grudge-free as possible.

Try to leave on a high note
The majority of people hand in their resignation when they are burnt out and feel like they can’t work at their organization anymore. This burnt out feeling often inspires a lack of productivity. This is an understandable feeling; you should do all you can to do the best work you can on your last project. You may end up wanting a reference from your boss in the future or you may even work with him again. It’s best if you are remembered as being a hard worker who gave it their all for the whole period of your employment.

Think about the future
Remember, when resigning you want to maintain the good relationship you developed with the people you work with. Networking is key in any aspect of your life. Let’s face it, we all want to grow in our profession and having contacts in the working world can help us get where we want to be in our careers. Who knows, the guy you sat next to in the office could turn out to be your mentor in your new job and be part of advancing your career. Being considerate, polite, and smart about your departure will guarantee that you've given yourself the best possible shot at success in the future.

Don’t take it personally
Be aware that some bosses don't take kindly to you being "the decider." Be sure you can truthfully afford to walk away from your job when that day comes, because sometimes the supervisor takes it very personally that you are leaving. They will tell you “there's no need to give notice”, and instruct you to leave immediately. You will be the best judge of this, so do your best to evaluate if your boss is one of these people - but be aware, sometimes, you just can't predict what anyone will do. Re-read your employment contract- you must be aware of all the company's and your own termination options.

At some point, you need to stop second-guessing yourself and embrace the new opportunity. As the wise Will Rogers once said, “ You’ve got to go out on a limb sometimes because that’s where the fruit is ".

Is your current job not giving you room to grow? Do you feel that it is time you go out on a limb and pick the well-deserved fruits? Grab this opportunity and apply for any of our IT jobs, Finance jobs, Engineering jobs, Supply Chain jobs and Freight jobs today!

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Online retail fuels courier business

Tue, 22 Apr 2014 13:34:16 GMT

SA's growing appetite for buying goods over the Internet is not only boosting online retailers, but it has also become a big growth driver for courier services. A MasterCard Worldwide Online Shopping Survey showed a significant increase in online shopping among South Africans in 2013, with 58% of respondents saying they use the Internet for online shopping.

Retail markets have grown in importance to the courier industry, which was traditionally focused more on businesses than consumers. Retailers, especially online retailers, rely on courier services to get their goods to customers.

"This landscape has most certainly changed with about three e-commerce sites a week approaching the company. What is amazing about this is that these are mostly SME guys starting their own businesses,” says Diederick Stopforth, the national sales and marketing manager for SkyNet. This however is exciting especially for entrepreneurs as someone who owns an art shop in Nelspruit can now sell goods to someone staying in Cape Town. This allows retailers to grow their geographical footprint beyond just their surrounding areas.

The success of these e-commerce sites however depends heavily on logistical partners that understand the needs and demands of clients at the end of the chain. It’s not just about delivering the product but there needs to be an automated process and constant communication regarding the status of the delivery that is filtered back to the client.

As new opportunities emerge for the courier industry, there are also several challenges in making this a profitable market. The new tolling system on South Africa ’s roads and the poor state of some roads in the country, particularly roads in rural areas are ongoing obstacles. In addition, dropping off goods at someone's home address can be tricky, if a courier has to attempt delivery more than once they lose money.

That however does not mean that this is not a growing market, with huge potential going forward. With the increased availability of broadband access, more affordable data costs offered by mobile operators, and the consistent development of mobile devices, online shopping is becoming more and more popular. As the awareness grows in terms of the convenience and variety of products available at just a click of a button, retailers will need logistical partners that offer their customers reliable, efficient, value-for-money delivery options.

Looking for a new Freight job? Communicate Recruitment is a Freight recruitment company with consultants that specializes in sales, road freight, courier, warehousing, logistics, production, and more. Check out our vacancy page and apply today.

Negotiating Your Worth

Tue, 15 Apr 2014 13:32:23 GMT

Negotiating a salary increase can be a sensitive subject for many. We may want or even need more money, but I don’t know anyone who gets eager about having to ask for it. Not speaking up for yourself could cause regrets, so take that risk and ask for a raise, the worst thing that could happen is that you can get “no” as an answer.

Remember that you are negotiating a salary increase, not demanding one. So before you go in guns blazing, consider asking yourself “ what value do I add to the company ?". Some companies may feel that it's easier and cheaper to replace you than to give you a pay raise. You need to point out exactly what value you add to the organization. A good time to start the discussion with your boss would be after a period in which you have consistently delivered excellent results. Highlight any latest skills and experience to show you have grown in the role.

Use these two key points to guide you into your deal.

1. Think about future potential and not past performance
From a company’s perspective, the only reason to be paid more is that you will deliver more in the future. If you’re asking for a pay raise, don’t make it about how hard you’ve worked in the past, your personal situation (new house payment, etc.), or comparing what others are getting paid in your position. Talk instead about what you can do, and what your plans are for the future that will benefit the company.

2. Be prepared for a “no”
As long as you ask in a non-offensive manner, and at a good time, the worst you can hear is “no.” Be prepared for it, and don’t wear your heart on your sleeve. Remember that a “no” isn’t forever. Ask when would be a good time to re-examine the issue, and follow up. A “no” now can be a concrete “yes” later. And you will have laid an important foundation for future salary negations.

Mistakes to avoid when negotiating a raise

Don’t give an ultimatum
Never threaten your manager with another offer or a ‘take-it-or-leave-it’ attitude. Don’t put your boss on the defensive, put her at ease. You may want a raise, but it’s also about the contribution you make to the company. Treat the negotiation as a conversation in which you are interested in hearing about her thoughts. Understanding the company's wants and needs will give you the edge in any negotiation.

Negations take time
The most important to remember is to be patient in your negations. Discussions about a raise will not necessarily be concluded in one meeting. Be prepared that your company might not be in a position right this minute, but by starting this conversation for the negations you are ensuring your boss what your value to the company is. Who knows, you might get to run the next big project for your company.
Don’t think about, hope for, or plan on getting the raise . Focus instead on what you can control, like your behavior during the negotiation? If you are focused on getting your employer to say yes to your raise, then you are not focused on what she’s saying to you at that moment.

Being calm, staying in the moment, controlling your emotions, asking pointed questions, and listening carefully to your boss’s responses will help you stay focused on what you can control in any negotiation of your behavior and actions. The above tips will help you avoid the worst mistakes most amateur negotiators make, and you will be more likely to get the best possible deal in your next negotiation.

Is your current job not giving you room to grow? Do you feel that it is time you broaden your possibilities? Let us help! Communicate Recruitment is a specialist recruitment agency with extraordinary consultants who will match your skills with the relevant job. We have career opportunities that include Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our website and apply now!

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South African cement industry booming

Wed, 09 Apr 2014 13:28:04 GMT

While inadequate infrastructure may be the single biggest threat to Africa’s long-term growth, at the same time it also represents a significant opportunity for investors to finance physical infrastructure assets such as ports, railway lines, toll roads, power stations, hospitals, and broadband ICT.

With governments across the continent committing billions of dollars to infrastructure, Africa is at the start of a 20 to 30-year infrastructure development boom. The strategic importance of the cement sector will play a key role in these government’s infrastructure rollout plans, which are going to require a sustainable supply of cement if their ambitious targets are to be met. It is expected that these rapid infrastructure developments in Southern Africa will brighten the prospects of the cement industry in the region.

Cement production stood at 14.9 million tonnes in 2012 and is expected to reach 18.1 million tonnes in 2018 – owing to the addition of new cement manufacturing plants in South Africa, Zambia, and Zimbabwe.

Higher government spending on public infrastructure, such as the construction of new energy and power facilities, as well as the expansion of transportation infrastructure, is playing a role in the increased demand.

This rising demand for cement opened up an opportunity for a new player in the market. Nigerian-backed Sephaku Cement will be the first new entrant to the South African cement production market to open its own new plant since 1934 and will be looking to challenge big local producers PPC, AfriSam, NPC and French multinational Lafarge as the country’s infrastructure-building program starts to take off.

Sephaku Cement has recently commenced production at their newly build state-of-the-art milling plant in Delmas. Another plant Aganang is being developed in the North West Province and is expected to commence production in the second quarter of 2014. Sephaku said its plants used the latest cement-making technology. This reduced power consumption and improved general environmental control. This is the first time the Nigerian cement giant will be producing cement in the same country as its competitor in sub-Saharan Africa.

An increase in demand for cement is a good indication that the construction industry is slowly recovering with confidence at a five-year high at the end of last year. This is despite the fact that government infrastructure plans have largely stalled.

Are you looking for a new Engineering job? Communicate Recruitment is an Engineering recruitment company with consultants that specialize in finding you civil engineering jobs, structural engineering jobs, mechanical engineering jobs, electrical and electronic engineering jobs. Check out our vacancy page and apply today.

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Every developer should know …

Wed, 02 Apr 2014 13:18:25 GMT

It continues to get easier to build extravagant and more complex applications and software. People use apps that are amazingly intuitive and all of a sudden, a very high expectation is set of all technology they use. Sometimes too high. It is, therefore, no surprise that the need is increasing for developers to stay current and on top of trends.

As a developer, what topics do you believe will be critical to understanding going forward? Share with us your thoughts on this.

Mobile is taking over
A recent report out from Cisco states that before the end of this year the number of Internet-enabled smartphones and tablets in use will exceed the number of people on earth. The traditional of the computer of will still have a place but we’re increasingly fulfilling the picture Steve Jobs painted a couple of years ago. PCs, he said, are going to be more like trucks , taking on bigger computing tasks while we get more and more done on nimble car-like mobile devices. As developers, we will have to adapt.

Understand the business your customer is in
Anybody who says you just need to implement the spec and stop asking questions doesn't know what they're talking about. Putting yourself in the customer's shoes and asking what problem you're trying to solve, not just what they asked you to solve, will put you head and shoulders above your competition. Developers often blindly rely on business people, business analysts, and user experience designers to tell them what will make a great user experience. The better you know the business the higher is the probability to implement the best system.

Caching
Speed is one of the most important factors for a great user experience on the Web. Sadly, it is rare for web developers to know how to design and implement a decent caching strategy. Relying on an unnecessary number of calls to a database and/or file system is a great way to slow things down and annoy users. Most modern frameworks have built-in ways to use memory and file-system caching, so take the extra time to learn how to do this even if you are not expecting high amounts of traffic.

So what do you think? Add to our list.

Isn’t it time you start looking for a job that will test your abilities? If you answered yes, let us help you with your search. Communicate Recruitment is a specialist IT recruitment agency with outstanding consultants. We have exciting IT jobs which include positions for Java Developers, PHP Developers, .NET Developers, Front-end Developer, and much more. Contact us today.

Can Accountants Be Creative?

Wed, 26 Mar 2014 13:12:58 GMT

Is there a place for creativity in accounting or are accountants meant to be ‘by-the-book’ bean counters that popular culture makes them out to be?

The answer? Both

The words ‘creative’ and ‘accounting’ are rarely spoken together because they give the impression that uncertain accounting practices are taking place. This however is not always true.

Creative accounting can be defined in a number of ways also called aggressive accounting. Creative accounting is a process whereby accountants use their knowledge of accounting rules to control the figures reported in the accounts of a business.

First let’s discuss when an accountant should not be creative. This should go without saying, but unfortunately we have all seen situations where an accountant bends, or even breaks, the rules to achieve results. Accountants are trusted by those that rely on their information to work within an environment of legal and ethical guidelines. Accountants should always stand by these ethical guidelines . Furthermore, when it comes to the International Financial Reporting Standards, Generally Accepted Accounting Principles , and Generally Accepted Auditing Standards an accountant should never compromise.

Now let’s discuss if there is room for creativity.

Forensic Accounting
Forensic accountants are trained to look beyond the numbers and deal with the business realities of situations. Analysis, interpretation, summarization and the presentation of complex financial and business related issues are major aspects of the profession. A forensic accountant will also be familiar with legal concepts and procedures. They use their accounting skills to investigate fraud or embezzlement to analyze financial information for use in legal proceedings.

When given a problem, there are often various ways to reach the solution. For example, there are cases where you approach a problem only to find that you didn’t have access to a reliable source of data that would allow you to solve the problem. Using your creativity, you can look back at the initial problem and figure out what other routes or sources of evidence you can use to achieve the same result.

Creativity in forensic accounting can also include embracing new technology and using new or existing technology to gather, summarize, and communicate information to the client. At times there may be a huge amount of documents available during a forensic investigation. The ability to be creative in finding the specific documents useful in a particular case will help prevent getting lost in the details and save both time and money. Finally, creativity is also needed to explain the often complex work performed in a manner that can be understood by those without a background in accounting or finance.

Leadership
Accountants in leadership roles can use creativity to help their company or client in achieving specific results. This may relate to business development, investment opportunities, and other forms of business planning. Business planning, at its core, is a creative process. An accountant knows the numbers and often has the power to oversee valuable information unknown or not well understood by management. Carrying this information over in a creative and effective manner may help in achieving an organization’s objectives or avoid an organization from making a costly mistake.

Company Development
Companies can also use creativity to engage its workforce, which will help attract and retain quality employees. While many of you probably know the general, simple ways to keep employee’s positive, engaged, and productive such as flexible work schedules and casual dress days, what about getting creative and going above and beyond this?
One idea can be to include employees in creative marketing techniques such as weekly blog posts. This will provide a platform for employees to display the range and depth of experience among the firm’s staff or firm-sponsored networking opportunities. This will not only engage employees, but it could also attract new clients and help maintain relationships with existing clients.

There is room for accountants to be creative in the right setting. Obviously certain roles, organizations, and situations will allow for more creativity than others. Regardless, knowing when and how to utilize creativity will help separate you from the pack.

On the one hand, accountants must follow the rules. On the other hand, accountants should creatively think about presenting information in ways that they are most useful and clear to users. Balance is the key.

If you are looking to add creative accountants to your company, let us help!

We at Communicate Recruitment specialize in finding you top of the range skilled accountants that will add value to your company. Visit our website and find our contact details for more information.

Or if you are looking for Finance jobs check out our vacancy page and apply online now!

We are looking forward to hearing from you.

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South Africa facing Supply Chain challenges

Wed, 12 Mar 2014 13:10:33 GMT

Today’s marketplace is more competitive than ever before. Globalization, technological change, and demanding customers promise to reduce difficulties. The very nature of competition has changed. Companies no longer compete against companies, supply chains compete against other supply chains for supremacy. Organizations need their suppliers to assist in decreasing costs, improving customer service and efficiency. Also, their customers need their co-operation as suppliers to further decrease costs, since the relationship between the company, suppliers, and its customers are included in the concept of SCM .

When it comes to managing supply chains, South Africa is considered to be one of the best amongst the BRICS nations but the country is still far behind the other developed nations. South Africa’s performance is average against approximately 180 nations according to the WB and the IMF .

These organizations focus their evaluation mostly on the manufacturing and delivery aspects of the supply chain using instruments such as the international logistics competitiveness index. Last year, South Africa was ranked 24th on this index, with China as the closest BRICS nation at 30th. However, KPMG conducted a survey of BRICS nations – looking specifically at the planning, sourcing, and return aspects of supply chains, not normally measured by WB /IMF – and found that on these aspects South Africa did not perform at all well.

South Africa appears to perform well when compared with other African countries. Though, there are a number of challenges that affect our competitiveness in terms of supply chains. These include the type of transport used, some of which are very costly, and the ease of export between other countries as well as the lack of skills and inadequate use of technology. Other challenges

Road Transport
Road transport is the most used method in South Africa, there are some limitations to this form of transport. These include:

E-tolls
The cost of exporting goods is high
Rampant fuel cost

Other transport types
The rail infrastructure in some African countries is more than a century old, therefore it is not geared to support the growing economies of these nations. When compared to the other BRICS nations, South Africa uses rail the most for import and export services.

Poorly functioning ports and airports in Africa delay the growth of the economy. African ports are illustrated by old equipment, which slows down the cargo processing point. At the same time, a single day’s delay in the export supply chain negatively impacts the country’s GDP. However, the ports in South Africa proved to be ‘on their A-game’ and future growth looks well on its way.

Skills and technology
Poor skills and low technology usage are also key obstacles in achieving supply chain efficiencies. A research project conducted in 2013 to benchmark supply chain skills in South Africa against BRICS nations showed that South Africa is under-skilled. KPMG assessed skills in 27 competencies across three categories:

Foundational sills
Professional skills
Occupation-related skills

At a foundational level, the study revealed that South Africa was on par with the BRICS on only two of the 27 competencies. The biggest gap identified was in analytical skills, which are very important in optimally executing the work required in the supply chain. Such a gap in the skills set of supply chain managers creates a barrier to achieving higher maturity in the industry in South Africa.

Another equally important factor is technology. In South Africa, technology is not embraced across the board. In some facets of the supply chain, available technology is optimally used, particularly in the logistics sector (track and trace). As for whether we are using the information to optimize the supply chain behaviors, the answer is a resounding no.

South Africa must quickly determine its short- and long-term goals for the supply chain industry and put in place measures to strengthen the links in the chain where there are deficiencies – or we will lose what little share of global trade we possess.

Considering the opportunities with the changes in South Africa if you are looking for new Freight jobs or Supply Chain jobs, we can assist. Communicate Recruitment’s Supply Chain and Freight division specializes in both sales and operations in the clearing and forwarding, courier, road freight, and supply chain industries. Visit our website for the latest vacancies.

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Career Advice: Everyday leadership

Mon, 10 Mar 2014 13:06:09 GMT

Great leaders are often all around us. Very often, it is people closest to us who are doing great deeds with little means.

In the workplace leadership often gets confused with management but although they go hand in hand they are not the same thing. We can all be leaders in everyday situations and this experience can assist you in your career development. Drew Dudley gives an inspirational talk during a Ted event explaining how we've made leadership into something beyond us, about saving the world. But the seeds of greatness exist in any of us who strive to lead, even in the most modest undertakings.

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Did Drew give you some inspiration to lead your everyday life into a purpose-filled life? We all have powerful leadership abilities, it’s all about changing your perspective on leadership. The instant you realize that your simplest actions can have far-reaching effects you understand that you can influence others.

So, are you an everyday leader that is ready to take the next step up the ladder in your career? We have Finance jobs in accounting, auditing, taxation, and corporate finance jobs. A variety of IT jobs range from developers to architects, consultants in CRM and ERP, through to project managers, systems engineers BI, and BA. Engineering jobs in industries like civil, structural, mechanical, electrical, electronic, engineering sales, production, and trade. Supply Chain jobs as well as Freight jobs in procurement, production, logistics, freight as well as warehousing and distribution. Contact us today to apply!
Credit: FreeDigitalPhotos.net by Stuart Miles

Unleash your employees’ super powers

Mon, 03 Mar 2014 13:03:15 GMT

Over the years, I've had the opportunity to work under several managers and I observed the different styles of leadership each of them brought to the position. Some of them demonstrated to be textbook examples of how not to lead a team while others were just average. But nonetheless competent in the managerial role. Then there were those rare few who were helpful in teaching you how one should approach the role of leadership.

Unfortunately, a good number of leaders manage their teams by focusing on their employees' weaknesses, instead of looking more at those areas that their employees need to work on or improve, in order to better their job performance .

Employees can't shoot spider webs from their wrists or leap tall buildings in a single bound. What they do have, though, are exclusive talent and skills that can prove to be vital to your company's future growth and stability. Aren’t you a little curious as to which leadership category you fall into? Put yourself to the test!

Write a list of your eight go-getter employees. Not the superstars and not the foot-draggers, but people who come in every day, do what they are supposed to do, meet deadlines, and constantly give you great results. Now take a look at that list, and take a minute to think about each of those eight people. What percent of their potential do you think they are delivering at work? Can you imagine them taking their performance up a notch or two? What would that mean for your organization’s end results?

It would mean a lot! So why not rethink retaining your employee’s talent that shows up every day? Let us give you a hand with that!

Unleashing career potential matters
Great leaders inspire people and find ways to unleash their hidden power . And from that success, satisfaction, energy, innovation follows not forgetting profits and better workplace culture.

The key to unleashing their potential is to reach people on an emotional level. To find their passion, what they love, what excites them, what turns work into something closer to having fun.

Discover ‘employee power’
Select one of those eight employees on your list. Schedule a talk with this individual. It should be more of a casual chat than a formal thing but keep it professional of course. Find out what this person likes about their job and what they like least. Some people, for example, love social media and are able to use it as an amazing work tool. Other people consider it a task or a disruption from the work they enjoy and would prefer spending more time on.

Knotting in skills and strengths
After the meeting, if at all possible tweak the job so that the focus is firmly on what your employees love and where their passions lay. Cut out anything irrelevant. Make it clear that your employees own this new job description. This means if they fail maybe they are not truly cut out for this particular role choice. Just try it.

Surely, no job can be all exciting and fun all the time, and all employees’ even stars that walk into work with the biggest smile on their faces every day - have to spend at least some time on stuff that’s a drag or boring. We’re not going to create a perfect world of work. But we can get a whole lot closer. This is about unleashing that extra percentage that will cause employees and your company’s happiness and performance to go through the ceiling.

Seeing power takeoff
Watch what happens with that first employee. I’ll bet you anything you will see this person reach new heights of performance, and quickly also. Why? Because you have made this person a partner in their own work life. You tapped into what they like to do. And you’ve made solid changes to a job that shows your respect and commitment to your employee’s business success and career future.

One more thing is that you’ve unleashed some of your own untapped power as a leader.

We understand how difficult it can be to find ideal individuals with top skills that will grow your organization. But we are masters at sourcing that person and matching them to your company culture. Get in contact with one of our consultants for more information.

We also specialize in Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Visit our vacancy page and apply today!

The Technology Talent Battle (Part 1)

Mon, 24 Feb 2014 12:59:37 GMT

The right IT talent can be hard to find. But executives can learn from the ways in which leading Information technology organizations develop, retain, and recruit good people in their company.

A remarkable number of recruiters and executives are having a hard time finding and retaining the talent necessary not only to extract value from investments in such areas as big data and project mobility, but also to carry out everyday IT operations with the required quality, security, and efficiency. These executives are also struggling to get the most out of their existing talent. While they have staff with specific IT skills, they often lack competent individuals to solve problems that span multiple technology areas and engage business managers on topics such as technology innovation.

Interestingly enough, companies that outsource technology struggle with these talent challenges just as much as those that do not. Outsourcing changes IT talent requirements but does not reduce them.

This issue is critical for senior IT leaders. However, there are a number of ways in which you can develop, retain and recruit talent.

Developing and retaining talent
Combining new talent in a technology business or any other industry, costs money is time-consuming and risky. Screening candidates, conducting interviews, negotiating employment terms, and getting a new hire up to speed in their role can take six months or more.

As a result, it’s crucial in winning the war for IT talent to develop and retain the team you have. In addition to all the traditional people-management levers (competitive compensation, rewards for success, effective coaching) we found that leading organizations employ a range of other approaches to develop and retain technology talent.

Rotate high performers
In many IT organizations, the career path is a traditional one. A new hire starts out in a particular domain (Web development, .Net development) and advances to assume roles of greater responsibility in that domain by demonstrating a combination of technological expertise and operational or projectability. Although this path has its advantages, it also encourages relatively narrow interest and, over time, can lead to a feeling of career “past its sell-by date.” Some IT organizations are proactively rotating high performers across technology domains and into business or operational functions as well. The purpose is to prepare managers who can engage with business leaders as peers and can more readily solve versatile technology problems that cover many parts of a traditional IT organization.

Support technology passions
The best people in the technology environment have a passion for technology. They are excited by the opportunity to use innovative technologies to solve problems. With all the focus on top-down management of IT project portfolios, individual innovation and experimentation are easily discouraged or lost. Therefore, it’s important to encourage the use of innovative ways in your business.

Facilitate outside exposure
Technology is a community that extends far beyond any individual company or institution. By making time for high performers to participate in industry or functional groups (for example, standards-setting boards), leading technology shops to expand their high performers’ horizons and help them feel connected to a broader technology community.

To rotate high performers, support passionate individuals, and ensure outside exposure are just some ideas to win the technology battle.

Look out for part two where I look at how to increase talent externally and ensure you make the necessary changes to foster growth.

We understand that it can be difficult to find high-performing candidates for your business, but it doesn’t have to be!

Communicate Recruitment is a specialist recruitment company that sources nothing but the best of the best individuals for your organization. Contact us today and set up a meeting with one of our consultants.

Or if you are in the market for IT jobs, visit our website and apply directly online.
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Time to get S.M.A.R.T. in your career

Mon, 17 Feb 2014 12:56:55 GMT

Today’s workplace demands multitasking, managing an overloaded work schedule, and producing high quantity results. Somewhere along the way the goal of you having to enjoy your work environment and delivering those great results seems to be lost at sea.

As a result, you probably feel more pressure than ever before. But do not let anxiety get the best of you, we have got some tips to help regain motivation, build self-confidence and help reduce work-related stress in your career.

It’s great to set goals, but you won’t get very far in achieving them if they aren’t realistic and detailed. Thankfully, we have found a simple framework to help you to set your goals called the S.M.A.R.T. plan!

Let me break it down for you:
Specific
The more defined and specific a goal is the easier that you will have a good idea of the progress you are making.

Ask yourself the six W questions: Who, What, Where, When, Which, and Why? Instead of setting the goal of learning how to use Microsoft Excel, which is too vague, turn it into something like “I want to learn how to use formulas and pivot tables.”

Measure
There has to be a measurable element to each goal one sets so that you can track progress towards this goal. This will give you more of an idea of how much time and effort you need to put in to accomplish your goal.

Attainable
Is it safe to assume that you can actually achieve the end result you are looking for?
Sure, it’s easy to learn how to draw tables on Microsoft Excel, but it would be much less realistic to assume you’ll learn fifty other things and remember them.

Realistic
It is important to ask yourself the question of whether or not you are willing and able to achieve whatever goal you have set for yourself. Set a goal that will challenge and force you to reach and draws upon more motivational power that is easy.

Time
Give yourself a reasonable deadline to stay on track. Make sure you assign every goal a specific completion date “I want to start a new job by March.”

Setting your SMART goals
Setting goals is more than deciding what you want to do. That’s only the first step, like picking a destination on a map. To be more successful, you need to map out how you will reach your destination and figure out how long it will take you to get there. Now you have the fundamentals of successful goal setting. Keep the SMART acronym in mind to help you remember the basics. The next step is translating this process to fit your needs.

So, I’ll ask again: What do you want to get out of your career? Do you now have a better idea after using the smart method to set your goals?

Let us know what your goals are in the comment box below.

If your goal is to find a new job, we can help!

We have Finance jobs in accounting, auditing, taxation, and corporate finance jobs. A variety of IT jobs range from developers to architects, consultants in CRM and ERP, through to project managers, systems engineers BI, and BA. Engineering jobs in industries like civil, structural, mechanical, electrical, electronic, engineering sales, production, and trade. Supply Chain jobs as well as Freight jobs in procurement, production, logistics, freight as well as warehousing and distribution.

Apply directly online or contact one of our branches today!

Image Credit: FreeDigitalPhotos.net by Stuart Miles

Speed crucial in Supply Chain?

Wed, 12 Feb 2014 12:53:20 GMT

Consistency and cost efficiency is important. But speed is the new supply chain differentiator. What works today won’t necessarily work tomorrow – a simple saying that couldn’t be more apt to modern supply chains.

We live in a day and age of consumerism and g lobalization. If you deliver promptly you win the contract. Product qualities are becoming increasingly equal as information flows faster. As a result, demand cycles are increasingly unpredictable, driven less by-product advantage than by logistics advantage. Goods need to go from research and development to the shelf in record time in order for companies to compete for a portion of the fast-growing market.

To master the modern supply chain environment, we must first understand the notions of speed and agility.

Modern supply chains
At the moment, outsourcing some or the entire logistics role and then optimizing them have had a remarkable impact on the income statement and balance sheet for many companies. It has also decreased risk profiles for many distributors and marketers. A logistics partner with the expertise to re-engineer and take the supply chain off the balance sheet can significantly reduce the number of funds required to maintain operations, improve profitability, service levels, and tone down business risks for producers and marketers of products.

It has been said that 85% of potential logistics cost savings come from integrating the supply chain, but optimization also positively affects cash-to-cash cycles, customer service, loyalty, and sales. While logistics outsourcing may have had a cutback on costs as its original objective, globalization has brought time reduction and reactivity to the forefront.

Speed and flexibility
Wherever speed and flexibility are critical, you need quick information from the marketplace that’s consistent. Visibility of your product helps to identify difficulties such as availability, stock shortages, and overloaded stock. Creating integrated visibility enables supply chain managers to assess customer demand in time to satisfy it. Thus far, technology and information systems provided in conjunction with demand planning and record optimization, make it possible to drive effectiveness through agility and flexibility.

Responsiveness
Getting the right cargo to the right place at the right time can give a product a chance to compete and succeed. A good example of this is FedEx South Africa . They are known for being punctual, delivering great results, and satisfying their customers’ needs, not to mention the high profit the company is making. Being able to respond on time and efficiently to alternate demand helps to prevent lost sales and also to reduce write-offs of overloaded stock.

On the other hand, a lack of speed can lead to excess stock as trends change, or out of stock and the sure knowledge that a business never knew the potential of a product.

Being able to move goods quickly to high-demand spots and withdraw stock from low-demand areas is vital. Keeping tabs on demand patterns and the efficiency of reverse logistics systems also contribute to agility and flexibility.

For most supply chain managers, the biggest challenges remain planning and forecasting. In the perspective of a continually evolving supply chain, the inventory models and business prediction instruments still in use today are less and less likely to work accurately as demand becomes more driven by innovation and the availability of supply. But while we are becoming less and less able to expect demand, we can react to it. And those who react fastest will be able to corner markets better than their competitors.

As the market continues to change at a pace, a supple, flexible, and responsive supply chain can open the way to clear competitive benefits. If you need Supply Chain candidates to give your company these great benefits, let us help!

We have great Supply Chain jobs opportunities. Visit our vacancy page and apply now!

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Talent retention vital for company growth

Mon, 10 Feb 2014 12:28:44 GMT

It’s no big secret that on average, companies lose three times the salary of a new hire that doesn’t stay with the organization. The cost of losing an employee actually starts long before the individual leaves. It’s the cost associated with disengagement when passion and energy are no longer invested in the workplace. The bottom line is that, while economic realities do play a role, if total compensation satisfies one’s requirements, an employee is not likely to leave for this reason alone. The leader makes the difference.

You’ve probably heard it before but “people don't leave companies they leave managers." Of course, there is much truth to this - nobody wants to work for an uncaring, difficult manager. However, this is not the only reason people decide to leave companies.

Job fit:
During the hiring process, it’s important that employers should focus their efforts on acquiring candidates who are not just skilled for the position but are also a strong cultural fit for the company. Think about the difference in an employee's life, if they worked in a job that utilized their talents to the fullest capacity. If your company is able to employ workers that are interested and engaged, you are developing new talents for long-term potential. This will drive the company’s success.

Career opportunities:
In many organizations, career opportunities are driven by hierarchy. Although this is important to grow leaders for the future, it also means that an opportunity i s overlooked to tap into the hidden skills, passion, and interests of your workforce. Very few organization invests as much in their internal career management platforms and practices as it does in external recruitment.

Work Environment:
New-age corporate culture is reshaping ordinary offices and companies are forced to take a closer look at the work environment. The "non-compensation" and "non-job" factors are bigger than ever. People want to enjoy their work but also be able to balance their home life. Allowing flexible starting times, core business hours, and flexible ending times are just some ways to create a positive work environment for all.

Not all turnover is bad; new blood is healthy, and new employees can bring fresh ideas to their companies. But losing a valuable employee costs a business in time, money, and stress to other employees.

Are you looking for new talent to add to your team or need to replace a team member? We can assist. Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. We specialize 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.

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Shift in thinking regarding talent management required

Mon, 03 Feb 2014 12:23:44 GMT

Ask any hiring manager and they will all tell you the same thing. Hiring the right people for your organization is now more important than ever. The widening gap in skills has been an ongoing issue for the last several years and with concerns regarding the level of education and a drop in inefficiencies in Maths, Accounting, and Science -the competition is fiercer than ever.

Clearly, if businesses are to remain competitive, they need talented people. But they also need the right skills and there is growing evidence of a shift in talent wherein certain skills are becoming old or useless.

Bottom line is, if your organization doesn’t rethink its approach to recruiting and managing talent, it will forever lose its competitive edge in the race for growth.

According to a report by Ernst & Young , "Time and again, research has shown that organizations are not identifying or investing enough in the critical talent they need to drive their businesses forward”

Business is increasingly becoming about managing a team of champions, as opposed to the champion team.

Today’s marketplace is more and more complex and companies need to build up talent on multiple fronts. It is therefore vitally important for talent management professionals to stay on top of the trends that can affect their company’s success.

Changes in team dynamics
The traditional team dynamic of 30 years ago - which many Baby Boomers remember well- isn't the same as today. A key reason for this is because it's become increasingly uncommon for people to spend their careers at one, two, or even three organizations. The new generation of workers is more diverse, mobile, and digitally connected and is motivated by flexibility, development opportunities, and empowerment. Organizations will have to take a more individualized approach as they compete to fill the talent gap.

The shift in thinking around hiring talent
Progressive thinking companies already realize that with the rapid pace of change hiring for today’s skills means workforces could become quickly obsolete. 2014 will see a focus on not just hiring for the job at hand, but preparing for what is needed next. This will require assessing future needs and scrutinizing the company’s current talent inventory to identify ‘hidden talent’.

Company image and branding key to talent
People are using mobile devices to maximize every moment of their lives, cramming in more content and more consumption. This connectivity allows them to openly discuss products, services, and also work experiences. Talented employees are no longer restricted by traditional borders. For many, there is an opportunity to decide not just for whom to work but where to work. This places a renewed focus on branding and the importance to manage your company image in order to attract future talent.

The truth is that today’s war for talent is rapidly changing. Bigger pay packages and elite backgrounds no longer offer a clear path to success. Business leaders who implement the best talent management and recruitment process are more prepared than their competitors to compete in the global economy and capitalize quickly on new opportunities. If you require assistance in this, we can help.

Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. We specialize in the sourcing of top candidates in the Finance, IT, Engineering, Supply Chain, and Freight industries, both for permanent and contracting placements throughout South Africa, and the African continent.

Information Technology: Watch out for these trends

Wed, 29 Jan 2014 12:19:28 GMT

At the beginning of every year, industry leaders make predictions around the biggest trends and changes for the coming year. Although sometimes these predictions end up being just that, it’s always useful to keep an eye on this and consider it as you look towards your strategic planning for the year.

With the Information Technology industry and its data centers going through change at a breakneck pace, IT managers are sure to be kept on their toes. Changes are underway to the very fundamentals of how we create IT, how we leverage IT, and how we innovate in IT. Information Technology has always been about finding solutions by stretching the limits of creativity, but when so many fundamental elements shift at the same time, it becomes both exciting and challenging even for the most experienced IT professionals.

Restructuring IT’s role:
A recent article in Forbes suggested that in 2014 “IT becomes an agile service broker”. The numerous changes, specifically within the BI industry, provide opportunities for vendors to develop new products in which IT’s role will change from traditional gatekeeper to useful helper. The increased use of Mobile, Cloud, and Big Data applications requires a shift within IT to focus more on product configuration and software development than issuing reports. Information Technology will ultimately provide the means for everyday consumers to access Business Intelligence by functioning as strategists who can grant business users’ fast-paced desires instead of prolonging the process of delivering much-needed information.

A mounting skills crisis:
Although this is not new, this issue continues to be a challenge in the Information Technology industry. While organizations were quick to adopt and invest in social, mobile and cloud technologies, the unexpected rise of these technologies unleashed tremendous disruption within IT departments in all companies. The business benefit promised by these powerful assets is undeniable and therefore requires a dramatic change in the culture and skills base within IT.

Big data requires a completely different set of skills focusing on data analysis, the new mobility of employees and use of social platforms are creating a skills gap in terms of design and architecture of applications and user interfaces. Experts believe that nearly all of the 30 fastest-growing occupations in the next decade will demand workers skilled in science, technology, engineering, and math (STEM). But the supply of these highly skilled workers is not growing fast enough to meet the demand.

Developers continue to rule:
If there's one common thread through all of these predictions , it's Marc Andreessen's two-year-old declaration that software is eating the world . There simply aren’t enough skilled developers to write code for the numerous platforms. The changes within the data center with infrastructure becoming programmable are adding to the increase in demand for these skills. With insatiable demand comes high salaries and status, at least for those with the right combination of skills.

Mobile Apps and Applications:
Gartner predicts that through 2014, improved JavaScript performance will begin to push HTML5 and the browser as a mainstream application development environment. This year developers are sure to focus more on creating expanded user interface models including richer voice and video that can connect people in new and different ways. The increased use of mobile devices will require the building of application user interfaces that span a variety of devices and knowledge about assembling this into optimized content for each device.

The market for tools to create consumer and enterprise-facing apps is complex with well over 100 potential tools vendors. For the next few years no single tool will be optimal for all types of mobile applications so expect to employ several.

Time will only tell, but one thing is for sure change will be a constant in this industry and that is one prediction that is sure to come true.

Do you think these are realistic predictions for the year? Share with us your thoughts on what will shake up Information Technology in the next 12 months.

If you are in looking for a partner to help you manage your career and scope out your next job opportunity in IT, contact us. Communicate Recruitment is an IT recruitment company with consultants that specialize in working with developers, architects, consultants in CRM and ERP through to BI and BA. Check out our vacancy page and apply today.

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6 Ways to Manage Up

Mon, 27 Jan 2014 12:16:58 GMT

‘ Managing up ’ is the best approach for getting more exciting projects, more responsibility, and new opportunities. Some people think ‘managing up’ is being a people pleaser, but in fact, a lot of it is about advancing team performance.

It is about you caring for your team, the goals you want to accomplish, and improving the work environment. Here are six ways to make that happen:

Know what matters to your boss
If your manager is a numbers person then calculate all your results. Know which numbers matter most. If your manager is a ‘customer-comes-first’ kind of guy, frame all your results in terms of benefits to the customers. Make sure you understand the goals you and your team have set and matter to your boss.

Say no
Say yes to the things that matter most to your manager. Say no to everything else and your manager will appreciate that you are focused on the team’s objectives. Bear in mind that your boss doesn’t always know everything you’ve got on your plate. If you do get roped into other projects, make sure you prioritize your team's work.

Communication
Discuss upfront with your manager the best way to communicate. The generation gap in many organizations means it’s necessary to establish a communication platform that everybody is comfortable with. Manager baby boomers might prefer more face-to-face communication, while Gen -Y leans more toward digital communication. Make sure everybody agrees on the best way to ensure good communication within the team.

Highlight the team accomplishments
Each time you do something that impacts the company, let your manager know. Send a congratulation e-mail to your team and copy the management team if big projects went through. This not only draws attention to your team's success but also to your leadership skills and will reflect positively on your manager.

Look for new responsibilities
Find important gaps in your department before your manager notices them. Take responsibility for filling those cracks and your manager will appreciate not only your foresight but also your ability to do more than your job. Make sure your official job duties don’t lack while taking on more.

Be interested
Remember to make time to read and listen to the latest news in your industry. Then ask relevant questions. You will make yourself more knowledgeable to be around, and you will bring forth fresh ideas to projects. Your manager will feel like having you on the team improves everyone’s work, even his own.

If you feel like your current job isn’t allowing you to ‘manage up’ and develop your skills, let us help you climb your career ladder.

Communicate Recruitment is a recruitment agency with specialist consultants that will assist you in finding an exciting new job, whether it’s Finance jobs, IT jobs, Engineering jobs, Freight jobs or Supply Chain jobs. Check out our vacancy page and apply now!

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Technology Is Becoming The Game Changer in Recruitment

Thu, 23 Jan 2014 12:12:46 GMT

It may be an overused phrase, but there's no getting away from it. Technology has changed our lives. It has also affected the way in which we apply for jobs. Gone are the days of handwritten application forms being sent off in the post. E-mail and the internet have revolutionized the whole process .

Therefore, technology is playing a bigger and more important part in the recruitment process than many applicants will be aware of. The current nature of the job market means that recruiters are swamped with hundreds of applications for every job that is advertised, struggling through these manually can be a time-consuming process. As a result, many companies are now using CV screening software as their first line of defense.

Recruiting and retaining the right people to enable an organization to grow and gain increased success places a significant demand on any company as the time and costs associated with the process are extremely high. However, the changing role of technology and the increased use of social media can be used as a cost-effective tool to find the right talent in an extremely competitive and turbulent business environment.

Technology has already changed the recruitment landscape. But new technology is always moving forwar d majority and further change is in the pipeline. The consultants recognize that their business will quickly dry up without continued investment in new technology. So how has technology really impacted this process?

The boom in the social media space has affected many aspects of the recruitment process, recruiters no longer have to rely on the slow-paced traditional methods such as newspapers to locate and attract qualified candidates.

The principle of job hunting is unchanged although a lot more instantaneous. You have to constantly stay on top of the opportunities that social media and other technology o ffer. You need to take the time and commitment to find your ideal role. Social media is your biggest ally and often your cheapest search method and a very effective way of marketing yourself so it really does make sense to make use of it as much as you can.

The information technology revolution has allowed recruiters and agencies the opportunity to take the recruitment process to another level. Social media channels have opened the landscape for platforms such as Twitter, Facebook, and LinkedIn to work. Besides growing your audience for job postings even further, social media websites allow companies, agencies, and recruiters to;

Head hunt via the web,
Manage business networking,
Manage personal or company branding
And develop career planning.

Candidate attitudes are changing and they are being more hands-on in their employment search by creating online CVs, collecting online recommendations, and networking online to set the stage for companies and recruiters to approach them through these sites.

For job seekers, the increased use of technology is making it more difficult to try and stand out in a very crowded job market. Typical 'black and white' paper CVs are no longer good enough; candidates are increasingly faced with competition from more sophisticated approaches such as detailed designed PowerPoint CV presentations and candidates promoting themselves via video on platforms like Youtube. Candidates are competitively using digital means as a way of showing off their skills and personality to attract employers in a way that a piece of paper never could.

Recruitment professionals need to go above and beyond the services of yesteryear. Networks need to be bigger, stronger, and faster than ever before. Return on investment is vital and recruiters need to ensure they are efficient and cost-effective, at the same time as delivering a premium service. Digital isn’t going to go away, which is why it’s important for recruiters to use these tools, rather than view them as a problem.

With so many advancements, it can be challenging to stay up-to-date, so the winners will be those who can currently stay ahead of the curve while also effectively and efficiently using available technology. So whether you are an employer, a job seeker, or a specialist recruiter, social media is a tried and tested and never-likely-to-be-outdated method of building reliable professional networks that will be beneficial to you and your business. So welcome these changes with open arms!

Are you ready to take your career to the next level? Then look no further! Communicate Recruitment is a specialist recruitment agency and we would love to be part of your career development. We have Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our vacancy page and apply now!

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New Revenue Standard predicts changes in industry

Wed, 22 Jan 2014 12:09:13 GMT

International Accounting Standards Board (IASB) indicates that the way in which some companies are currently accounting for revenue in their financial statements will need to be re-examined.

The new, converged revenue recognition standard that’s in the final stages of development by the IASB is expected to lead to at least some changes in financial reporting for virtually all entities that use US GAAP or IFRS .

“Revenue is an important aspect for investors to assess how well companies are doing financially. The way that businesses account for revenue will now change,” says Saica chartered accountant Sue Ludolph .

The standard has been developed due to dissatisfaction expressed by investors over possible manipulation of figures, which resulted in investors not really knowing where they stand. Therefore, at the heart of the standard is the question: what comprises revenue?

“What investors are looking for is a better yardstick of what makes the company tick and how sustainable it truly is. They want to make decisions for the long term, in terms of what makes a company stand out as an investment opportunity. They also want more information that is comparable. In that way, they are better informed and ultimately better protected” according to David Reuben , Partner and Head of Audit at Grant Thornton.

Further, the proposed standard aims to provide a single revenue recognition model that will improve comparability over a range of industries, companies, and geographical boundaries and to simplify the preparation of financial statements by reducing the number of requirements to which prepares must refer.

The new standard will require that where more than one good or service is bundled together in a single contract, companies will be required to recognize revenue on the transfer of each distinct good or service, resulting in a smaller loss at the beginning of the contract, and a smaller margin over the remaining term of the contract. This requirement could therefore have a significant impact on current practice.

The benefit of introducing a new standard is that it will heighten levels of transparency and make revenue streams more understood.

A final standard is expected towards the middle of 2014 and would be effective for annual periods beginning on or after 15 December 2016 (FASB) or 1 January 2017 (IASB).

The coming months, and most likely years, are going to be keeping accounting and auditing professionals on their toes as they get to grips with the new standards. Whether they like it or not.

The importance of having qualified and skilled individuals in your accounting department to navigate the changes due in this industry is vitally important for any company’s growth. If you require additional staff, then we can assist. Communicate Recruitment is a specialist recruitment agency, with the very best recruiters. We specialize in the sourcing of top candidates including Financial Managers, Cost Accountants, Auditors, Management Accountants, and more. Contact us today.

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Fresh ideas for career goals

Mon, 20 Jan 2014 12:05:33 GMT

It’s a brand-new year and what I like most about the start of a new year is that you can consider it a blank page. Nothing is written on it yet and you can decide how you want to write the story, where you want the journey to lead, and how many adventures you will have along the way. Rather than making a big resolution with no concrete plan on how to make it happen, take a quick pause to consider what you want to accomplish within the next 300 or so days in your career. Here are some quick tips to help you on your way.

Keep it simple:
Instead of trying to change the world in one day and having an endless string of goals for the year. Keep it simple. Decide on one main thing you want to achieve in the next year and create a detailed picture of the result you would want to accomplish.

Stop procrastinating:
The best way to accomplish tasks is to have a change in perspective . Therefore, stop thinking tomorrow is another day and rather change your outlook to one that focuses on the fact that we only have today. Often our biggest obstacle in achieving what we set out to do is our own thinking process. So don’t wait till tomorrow, start today, start now.

Don’t be afraid to try:
Often times fear of failure is keeping us from trying new things, working in a different way, or approaching a problem with an unusual solution. It’s important to realize it’s better to have tried and failed than to have never even tried in the first place. Every failure offers an opportunity to learn something new and that failure might just help you to discover the answer to move forward.

Be adaptable:
If there is one thing, you can know for certain it’s that life is filled with uncertainty. The sooner you learn to be flexible and adaptable to situations, the easier it will be for you to stay focused on your goals. Embrace the changes and adjust your own course accordingly along the way, you never know you might just end up achieving more than you ever imagined.

Know your own strengths
Everyone has strengths and weaknesses. Take a personal inventory. If you want to recognize your strengths , you need other people to hold up a mirror. When you see your reflection through the eyes of those who know you well, you can begin to identify your unique talents. As you discover your strengths, you can structure your goals to play to those strengths.

So this new year don’t think small, shoot for the moon and you might just reach the stars.

If one of your goals this year is to get a new job or a better job then we can assist you in your journey. Communicate Recruitment is a recruitment agency with consultants specializing in finding Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

Image Credit: FreeDigitalPhotos.net by Stuart Miles

Effective job hunting tips for the new year

Mon, 20 Jan 2014 12:02:51 GMT

Job hunting can be time-consuming. Sure you’ve got all the necessary skills and have been applying for a number of months and keep getting rejected or you can’t even seem to get an interview. Let us help you!

Some of the below may seem obvious but those joint with the things you haven’t thought of could be the key difference to landing your next ideal job!

7 Checkpoints point s to effective job hunting :

1. Update your CV
Think of your CV as your own personal brand. Would any advertiser release a product without having it checked, double-checked, and triple-checked for perfection and to ensure it was a sparkling representation of who they are? Of course not! This is your chance to shine. Ensure the formatting, clarity of qualifications and relevant experience, spelling, and grammar are in check (as a very minimum).

2. Find a good recruitment partner
The right recruitment partner can make all the difference in finding your next job. Do your research; find a recruitment partner who specializes in your field of work for example Communicate Recruitment. We are well connected in your industry and will be able to go out to the market on your behalf. Contact us!

3. Listen and ask
One of the most important things in job hunting is taking all the useful feedback you can get. Listen more than you speak. Ask honest questions about your CV, role expectations, interview performance advice for next time.

4. Follow up, find out, check-in
You have been recording each role you apply for and know to who you gave a copy of your CV. Your next move is to follow up. Contact your recruiter one to two weeks after your application has been submitted to follow up on where your CV sits. Should you be unsuccessful in this role, there are bound to be others coming up.

5. Go over your career path
Sometimes, after further discussion, candidates realize that the roles they have been applying for are not actually those which will lead to job fulfillment and keep them passionate throughout their careers. Construct your ideal role based on your skills, passions, and desired career path. This exercise may change your direction altogether.

6. Network
Have a professional profile online like LinkedIn . Recruiters are using LinkedIn more and more to conduct headhunting drives and if your profile doesn’t catch the eye you could miss out big time. Also, think back to those you’ve worked with and previous managers. Now might be a good time to reconnect and see where they are working and whether they have anything which might be of interest to you.

7. Research industry trends
Often individuals fall behind with regard to industry trends , new versions of the technology, or practical experience. Keep up with these trends through following relevant blogs, social media, or speaking with others in the industry. Something which makes you particularly interesting to a future employer is your knowledge of relevant trends, or breaking edge information.

Should you wish to discuss your career opportunities, give us a call today!

Our specialist recruitment consultants will assist you in finding an exciting new job, whether it’s Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy page and apply now!

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Take a risk in your career

Mon, 13 Jan 2014 11:57:49 GMT

Looking back on your career and life to date, where do you wish you had been a little daring, trusted in yourself more or have been less doubtful in the chances you took?

Does anything come to mind? When I speak to people who have spent years in their current jobs, many tell me that if they could start their career all over again, they would have taken more risks, try new things and speak up more. In short, they wished they’d been more courageous in the risks they’d taken. Perhaps you relate.

Often we know what it is we want to do, but we still don’t do it. Why? Because we naturally risk being reluctant and afraid of putting our vulnerability on the line. The status quo , while not particularly satisfying, can seem like an easier, softer, less scary, option. We find it much easier to settle with the status quo, keep our ideas to ourselves and our heads down rather than make a change, take a chance, speak up or engage in “ courageous conversations .”

When measuring up whether to take any action that could leave us vulnerable we have an instinctive tendency to underestimate three core elements in assessing risk.

1. We over-estimate the probability of something going wrong
We tend to focus more on what might go wrong – what we might lose or sacrifice – than what might go right. The reality is that the risk of something not working out is often not near as high as we estimate and the odds of it working out well, are often far better.

2. We underestimate our ability to handle the cost of risk
This goes hand in hand with the above but is more focused on our capability overall. Too often we let our misgivings about whether we have what it takes to succeed get the better of us. The result is that we often avoid taking on new challenges and pursuing new opportunities. Because we don’t trust adequately in our ability to rise to the challenges they involve.

3. We discount or deny the cost of inaction and stick with the status quo
We tell ourselves “It’s not that bad” and mislead ourselves with the hope that our circumstances will somehow just get better over time and things will just ‘sort themselves out. We come up with excuses why the “status quo” is safe and sensible. In reality, things that aren’t working out well for us now only tend to get worse over time, not better, and issues remain unaddressed in our careers and tend to grow larger, not smaller.

These three different elements working together help to explain why so many supposedly smart people find themselves living in such a restricted circle of their potential. Feeling dissatisfied in their careers and living lives they would never have chosen, much less have aspired to.

So how do we overcome our instinct to play it safe in our career and identify which risks are worth taking? Start by asking yourself these three questions:

What would I do if I were being more courageous?
How will inaction cost me one year from now if I do nothing?
Where is my fear of failure causing me to over-estimate the size of risk, under-estimate myself, and hold me back from taking a career risk that would serve me?

Whatever answers come into your mind, take note! They are pointing you to a brighter future that you can only create when you commit to taking bolder, more decisive, and courageous actions.

“You are capable of more than you think.” Lao Tsu

How about you take a risk in your career and start your new job search today! We have great Finance jobs, IT jobs, Engineering jobs, Freight jobs and Supply Chain jobs. Contact one of our specialist consultants today to discuss your career opportunities.

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Looking back, what did you accomplish?

Mon, 06 Jan 2014 08:36:33 GMT

Before one can accept the new, you must let go of the old . In doing so, you create space in your life for growth and new adventures. An important part of preparing yourself for the new year is to:

Review the past year
Recognize the good and the bad
And to learn from it

To go where we aspire to go and be who we wish to be, we need to know where we are and who we are. A truthful self-study is always helpful to gain clarity.

At the beginning of this new year, it seems for the most part fitting to dedicate some time to reflect on the past and where we find ourselves as the year starts.

Reflect upon everything you did, how you felt about it, what you liked, what you didn’t like, and most importantly what you’ve learned. Try to look at yourself with as much objectivity as you can.

Here are some questions to get you started to mull over the past year:

What did you learn? (any particular skills, knowledge, etc.)
What did you achieve? A list of your wins and accomplishments for example being a team leader on a specific work project.
What would you have done differently? Why?
What did you complete or let go of? What still feels incomplete to you?
What were the most significant events of the year past? List the top three.
What did you do right? What do you feel mainly good about? What was your greatest role?
What were the fun things you did? What didn’t you really enjoy?
What were your biggest challenges and roadblocks?
How are you different this year from last?
What are you particularly grateful for?

One more hint: Consider making a list of the things that you want to change or let go of in your personal life, work-life or just life in general. Be grateful for what they've brought you in terms of learning and value and then let go of the past. Remember out with the old and in with the new!

Now it’s time to focus on the future and list down what you do want, what new things do you want to experience, material things, a new job, or anything for that matter.

I'm positive that reflecting on the past will give you more of an idea of where you see yourself, whether it’s in your personal life or career. Make it a great new year by ending this one well!

Do you want to get a head start by searching for a new job today? Communicate Recruitment is a recruitment agency with specialist consultants that will assist you in finding exciting opportunities, whether it’s Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy page and apply now!

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Business Intelligence taking the world by storm

Wed, 27 Nov 2013 08:20:15 GMT

Companies around the world, of all sizes, are turning to next-generation Business Intelligence (BI) tools to assist them in controlling the huge amounts of data and putting the resulting insights to use as a competitive distinction.

A number of factors are driving this increasing dramatic need for BI tools. The production of data, social media, mobility, consumerization, and the growing need for enterprise quickness are forcing rapid changes in businesses' approach to BI.

In the past, BI was employed to analyze historic patterns and data residing within the enterprise to understand operations and customer behavior. However, the pace of change has accelerated. This is all thanks to the power of universal social media networks, change now takes place in a matter of seconds. Disruptive influences distort what were once predictable patterns in a matter of days, or even minutes. Now, a business must be constantly aware of changing market forces and customer sentiments and must be able to refocus and change direction accordingly. This level of business speed can only be achieved with the right technology and the necessary BI skills.

Social Media
Social media analysis allows the enterprise to get accurate insights into customer sentiment and external market conditions as they change. To tap into the wealth of information residing within social media networks, next-generation BI technology analytics will be required. The ability to adapt in line with new trends will be the key factor to business success in the future, and enterprises are pretty much aware of the importance of this.

Big Data
The need to integrate social media data into the BI presents the big data challenge. Additionally to social media, enterprises must now have the capability to analyze competitor activities, email and other digital communications, location-based data, and more. As the capacity, variety, and speed of big data increases, advanced big data tools will become increasingly necessary to manage vast amounts of planned and unplanned data.

Mobility
Africa is a mobile continent , with individuals and enterprises improving on landline and moving directly to high-speed mobile connectivity. With this shift, enterprises need control panels that deliver "on-the-go" access to critical business and market information allowing them to make key decisions faster. High-level executives now want the ability to interrogate figures on the move, and in light of this, gain a competitive advantage.

Avoiding BI disappointments
In the past, numerous companies have had disappointments in their BI executions commonly because their strategies have been poor or because they were not asking the right questions at the outset. That is why you need to have a full-proof BI strategy by understanding how you do business and what data do you want from your systems?

In order to successfully use BI in your organization, you need to take stock of what equipment and solutions you already have in place, assessing your current infrastructure and whether it properly supports advanced BI tools . You need to understand how mature the business processes are, and whether you are capable of supporting BI. Defining the key business endpoint is a good start. By beginning with a broad understanding of where you are and where you want to grow, you will be at a point to decide what steps need to be taken to achieve the goals that you've set up.

If you want a successful business, hire a BI specialist to help you get there.

Our specialist recruitment consultants will help find you, great candidates, to add to your team. Or if you are looking for new IT jobs such as Business Intelligence, Senior Systems Analyst, BI Developers and so much more. Visit our website and apply today!

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Dealing with workplace annoyances

Mon, 25 Nov 2013 08:17:50 GMT

You spend nearly a third of your life in the office, so it stands to reason certain things are going to get on your nerves. Like, say, your co-workers. The workplace chatterbox. The lunch thief. All those pointless meetings. We've all dealt with annoying workplaces and co-workers at some point.

The reality is that it's an issue we all have to face – but thankfully, there are a few things you can do to make communicating with these types less stressful.

Be an "Active Listener"
Some people talk non-stop . It's tempting to just tune these people out, but this rarely stops them. If anything, they'll talk and argue more forcefully because they'll think nobody cares about them. The best thing to do is to use good, normal active listening techniques, as you would for anyone else. Say things like, "What I hear you say is _____. Can you give me some examples of when I've done that?" Force them to give you specifics since comments like "you always put me down" aren't helping anything.

Let the person know where you are coming from
One thing that has worked for me is to let the person know my intentions behind what I am doing. Sometimes, they are being resistant because they think you have a hidden agenda. Letting them in on the reason behind your actions and the full background of what is happening will enable them to empathize with your situation. This gets them on board much easier.

Don't make it personal.
Everyone has a story and most of the time we don't know it. Don't make the other person seem like the enemy and don't act like a victim (or equally bad, superior). Try to level the playing field by focusing on the facts.

Move to problem-solving
People who whine a lot often feel powerless and believe that the situation is hopeless. Your only chance of ending their negativity is to help them to move into a problem-solving mode. This doesn't always work, but it's the only antidote known.

No matter where you work, you will always run into some annoyances. However, don't let these get you down and spoil your day at the office, rather use them as ways to engage more with your colleagues and understand what makes your team dynamic and unique.

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E-freight initiative improves industry efficiency

Wed, 13 Nov 2013 08:15:39 GMT

Air cargo remains in a tough trading environment as load factors fall and costs, especially fuel, stay high. At a recent major air cargo industry conference airline, executives urged that the future of the industry is linked with the adoption of E-freight. The e-freight initiative, which is sponsored by the International Air Transport Association (IATA) is a program that aims to build a paperless, end-to-end transportation process for air cargo. It involves the entire air cargo supply chain.

Following a year-long development process culminating in three months of trials that involved 15 carriers and eight forwarders, the IATA/FIATA Consultative Council (IFCC) endorsed the multilateral e-AWB (electronic-Air Waybill) agreement in February.

"We see e-Freight as essential for the future competitiveness of air cargo, and the e-AWB is the cornerstone of e-Freight " Des Vertannes, IATA's global head of cargo commented.

E-freight offers the opportunity to improve shipment times by up to 24 hours and remove 7 800 tonnes of paper documents annually. There are several other benefits for the industry is moving to e-freight:

Greater accuracy: Electronic document auto-population– allowing one-time electronic data entry at the point of origin – reduces delays to shipments due to inaccurate or inconsistent data entry. Electronic documents are less likely to be misplaced, so shipments will no longer be delayed because of missing documentation.

Faster supply chain transit times: The ability to send shipment documentation before the cargo itself can reduce the industry cycle time by an average of 24 hours.

Better tracking: Data entered electronically gives organizations the opportunity to track shipments en route – allowing for real-time status updates.

Better for the environment: IATA e-freight will eliminate more than 7,800 tonnes of paper documents, the equivalent of 80 Boeing 747 freighters.

As investments and trade, mainly with emerging economies, increases, so will the need for air cargo transport. Africa will see a significant portion of the global cargo movement either originating from it or ending here. Already a considerable volume of export products from Africa is perishables that are transported by air.

The growth in this industry for South African and Africa as a whole ensures new opportunities for all in this industry. Are you part of the exciting Freight and Supply Chain industry and looking for a new Freight or Supply Chain job opportunity? We can assist you with your career development. Visit our website and apply directly online.

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Ending the year with a bang

Mon, 11 Nov 2013 08:13:30 GMT

The last quarter of the year is here and the holiday season is around the corner. Essentially the year is over, but we're really just on the final lap.

The question that is running through your mind right now is how do you mark the end of the year in such a way that it has an impact on your team?

Here are three fundamentals to a successful end-of-year:

Remembrance
This is where you recognize your employees for all their accomplishments throughout the whole 12 months. Even if you did thank them privately, thanking them with an award in public will have more meaning to them.

Giving out awards will provide you an opportunity to talk about your group and its accomplishments and to fully recognize your achievements. It will also give your team a very good feeling knowing they have really been noticed.

Inspiration
This is not the time for a presentation and review of your company strategy for the upcoming year. Nor is it a time for you as the leader to share all your ideas about how things are going to change. This is a time for personal and professional motivation , a time to make people feel good about their jobs, their business, and their future. A short speech with no PowerPoint is what you are aiming for. You can hire a professional motivational speaker if your budget allows it.

Celebrations
Now that your team took care of the serious stuff, it is time to plan an awesome party!

It is not difficult to plan a party, just make sure you have done research on what your team would prefer, enjoy and try your best to accommodate them.

There are lots of companies that don't allow this or that in the building. However, there are options, you guys can just get another venue, and for those who can have the celebration on the premises, here are a few tips to help you plan a successful party:

Decorate the office so much that it's barely recognizable.
Make sure you have enough tasty food and beverages.
Music makes the party and it gets the people together, so make sure you have a great playlist.
Do an end-of-year slide show with funny pictures of the team and work.
If you have a small team, share the party with another group.

Before we know it, we will be hitting the new year. So now is the time you start looking at your staff's needs so you can start the year off with a bang!

Communicate Recruitment is a recruitment company with specialist consultants that will assist you in finding great talent for your company, whether it's Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy page and contact us now!

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Greenroads way forward for South Africa?

Wed, 06 Nov 2013 08:11:25 GMT

Green is increasingly the new gold standard in road building, and South African roads are set to get "greener" as the value of more environmentally friendly technologies and techniques are recognized by our road builders and associated organizations.

Internationally there is a shift towards green practices including sustainable transport infrastructure. Leading industry consultants are of the opinion that there is a similar need to embrace the green road revolution in South Africa.

It has resulted in the establishment of the Green Roads Council of South Africa (GRCSA). This body is seeking to develop a system that will rate the sustainability of road design and construction in the country. Providing a means to assess the sustainability of road projects, offering recognition to those projects, which deserve it, while also spurring on contractors and clients to consider the impact, they have on the environment and surrounding communities when building a road.

But how do "green roads" differ from normal roads?
From a broader environmental perspective , it is important to try and source material and energy locally. Thus, there should be a focus on using local suppliers, as well as weighing up the pros and cons of using different materials, such as concrete versus asphalt. Construction firms and engineers should also look at how they can minimize or reuse waste and water. In addition, surrounding communities and road users should be considered.

Sustainable practices in the design and construction of roads , such as moving from hot-mix asphalt to warm-mix asphalt, or using reclaimed materials from existing pavements in rehabilitation rather than new materials, could help to minimize the environmental impact and lower the carbon footprint of projects. In South Africa, the R66,8-million M5 road rehabilitation project undertaken by the eThekwini Municipality's engineering unit in KwaZulu-Natal already demonstrated the success and benefits of using this technique.

According to Raylene Watson a sustainability expert at Royal HaskoningDHV, infrastructure developers need to look at the system from an entire lifecycle perspective. Roads need to be constructed in such a way that they consider potential future upgrades and travel patterns through the design lifecycle. "Each time we help to build a new road, we are hard-pressed to improve things. In order to attain the key maximum value for the area, the right type of road needs to be built."

The future of road building lies in the Green Roads initiative as environmental considerations are increasingly at the top of the agenda for companies and governments. Green technology like this – that delivers significant, measurable results – is the only way to go.

Are you in the exhilarating Engineering industry? Do you have the required qualifications and soft skills needed for this sector? Let us assist you with your new job search today. We have various Engineering vacancies, which include Civil Engineering jobs, Structural Engineer jobs, Mechanical Engineering jobs and so much more. Visit our website to apply now.

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Opportunity for Africa to fill Big Data skills gap

Wed, 30 Oct 2013 07:46:23 GMT

Big Data has become a big business — but the skills needed to manage, analyze and convert it into meaningful insight are in short supply. Thanks to our rising technology market and a fast-growing custom for innovation, Africa is in a unique position to establish itself as a global hub for big data and analytics. With its large and rather young population who has a thirst for knowledge and a strong base of mobile device data, Africa can become a world innovation leader in this space.

The demand for big data will create more than 4.4-million jobs globally by 2015 — only one-third of which will be filled due to the skills shortages we are currently faced with. However, we need to encourage Africa's emerging talent to pursue careers and proficiencies in big data, by offering them the necessary opportunities and convincing them of the benefits of such career paths. Partnerships between teaching institutions and technology leaders will be critical in both respects.

New courses particularly for big data must be created by our policymakers, such as scholarships and internships, to make them a viable choice for students. In the Philippines, for example, business analytics has been selected as a "priority course", with the promise of higher pay than other professions, supported by a number of full scholarships from the government. African policymakers must act now if they wish to establish their nations as a well-known source of top-ranking big data skills .

How can Africa turn Big Data into a lasting source of benefit?
By investing in big data infrastructure and high-performance computing, Africa's education and research institutions can position themselves at the front of innovation in all ways of scientific and socio-economic fields. Big data has a huge impact on research in other parts of the world; researchers are using it for everything from predicting outbreaks of transferable diseases, to better understanding what conditions create environmental disasters such as hurricanes and cyclones.

Establishing itself as a "go-to" source of big data skills and expertise is only the first step for Africa's business and technology industries. By developing creativity around the potential of big data, Africa can influence the course of technological growth on a global scale, producing results that improve their and other nations' economies and quality of life.

Developing a generation of big data professionals, with the technical skills to manage data and its analysis, is fundamental to these outcomes. Addressing it should be considered urgent.

Skill shortages are one of the many obstacles we are faced with in Africa today. But we at Communicate Recruitment have the ability to match your skills with the relevant job.

We have numerous IT jobs such as Senior Java Developers, Business Analyst, IT Managers, .Net C# Developers and so much more. So take that next step in your career and find a new job today by visiting our website and pressing the apply button!

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Auditor rotation can affect the auditing profession

Wed, 23 Oct 2013 07:43:53 GMT

Auditing has evolved from a routine checking of the books of account to a vital part of the governance process of companies. The global financial crisis, which included the collapse of Arthur Anderson more than a decade ago, as well as more recently Enron and Lehman Brothers, has raised issues of trust for the profession and called into question the relevance of audit in terms of providing an early warning system.

South Africa's external auditing standards are among the best in the world. Yet breaches of corporate governance, and fraudulent behavior, still occur occasionally. In the wake of the Enron scandal, we've seen the drastic interventions by governments, regulators, and the auditing profession itself, which have given rise to various new laws, regulations, and standards that govern financial reporting and the auditing thereof.

A heavy debate has been raging since the release of the EU Green Paper that suggested that audit firms should be rotated every few years as a way of preventing auditors from getting too familiar with their clients and making it tough to establish fraudulent relationships with individuals they should be held to account.

It's clear that the accountancy profession has been deeply affected by the financial crisis.

According to the Big Four auditing firms — PwC, Deloitte, EY, and KPMG — the notion of compulsory firm rotation will have an adverse effect in the auditing industry. They pointed out that it takes time to understand a large, complex business, and starting from scratch every few years has cost implications. A far better solution, as recently provisionally recommended by the UK authorities, would be to improve competition by putting auditing contracts out to tender every five years.

Factors such as the volume of transactions, information technology, globalization, and the constant increase in the complexity and number of laws, regulations, and standards governing entities and their auditors have all impacted drastically the evolving role of the registered auditing profession.

However, to our credit, the World Economic Forum's Global Competitiveness Index has once again ranked South Africa number one for the strength of its auditing and financial reporting standards .

If you are in the auditing field, you rank among the best in the world and we would like the assist you with the next step in your finance career. Communicate Recruitment has specialized recruitment consultants that can assist you. We have various finance jobs including accounting, auditing, taxation, and financial manager jobs. Check out the latest finance vacancies and apply today.

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Mentors can boost your career

Mon, 21 Oct 2013 07:37:32 GMT

We all have childhood heroes. I had a fascination with Super Man. The qualities I admired in him were his importance, strength, and virtue. When I look back now, although I didn't realize it then, he was my very first mentor . Most of us wanted to be like fictional superheroes.

Now, that I'm all grown up, I no longer wish to be Superman, however, I still seek the guidance of a proficient mentor. I'm sure that most of us realized that we need more formal relationships with someone to take our career to the next level. Here are things you can do to develop fruitful and long-lasting mentor relationships

1. Determine what you need
Determine what your goals are for a mentoring relationship. Decide the top three things you need to get out of the relationship for it to be worthwhile. Also, decide the type of person you'd want to work with. Is it an expert who can help with a specific problem—such as requesting a raise, enhancing your image, or how to network more effectively? Determining these things up front will help you narrow your group of potential mentors.

2. Look for potential mentors in unexpected places
Instead of just looking for mentors in your place of employment, why not first try the professional groups that you're a member of. Professional organizations are rich in individuals that are experienced, committed, and looking for ways to give back to their communities. It might be a good idea to introduce yourself to other members and find someone you can relate to and ask them if you could contact them if you had questions regarding their area of expertise.

You may also want to try LinkedIn. Using such a platform will enable you to find people from your industry or another area- of interest that you can form professional relationships with. You can tailor your search to a specific location so you can connect with someone nearby.

3. Know what to ask for
Don't overstep the boundaries with your mentor. Their job is to provide guidance while you do the actual work. They should only intercede for you in very specific and limited situations. You have to show them how they can best help you. If you have an immediate need, there is nothing wrong with making a request. It's probably safe to assume that your mentor doesn't know where to start to help you. Start engaging them by simply asking for advice on one issue.

4. Express gratitude
Mentoring is a big responsibility. It requires a commitment of significant time to be really effective. If you've done your homework – your mentor is really helping you to advance your career. Act in response to their efforts by making yourself useful to them. Are there things that you can teach them or help them with? Figure out ways to give back to them. In the end, having a mentor to help guide your career is becoming more and more important. It's a great way to grow as a professional – because you have someone who can help you develop a perspective on challenging situations in and outside the workplace.

Remember it's a two-way street!
Are you ready to take your career to the next level? Then look no further! Communicate Recruitment is a specialist recruitment agency and we would love to be part of your career development. We have Finance jobs, IT jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Visit our vacancy page and apply now!

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Professionalism in the workplace

Mon, 07 Oct 2013 07:35:16 GMT

I am sure you've heard people using the buzzword " professionalism in the workplace ". We all know from experience how to get branded as "unprofessional." For example not finishing projects on time, being unprepared when attending meetings, and even spending time gossiping at work.

If you want to get ahead, be taken seriously, and have your boss think of you as an asset to the team, doing things in a professional way is vital. These are just some factors on what being professional gets perceived as :

Skills
You're good at what you do, and you have the skills and knowledge that enable you to do your job well.

Reliability
People can depend on you to show up on time, submit your work when it's supposed to be ready, etc.

Honesty
You tell the truth and are direct about where things stand.

Integrity
You are known for your continuous principles.

Respect for others
Treating all people as if they mattered is part of your approach.

Self-improvement
Rather than letting your skills or knowledge become outdated, you seek out ways of staying up to date.

Being positive
No one likes a constant pessimist. Having an upbeat attitude and trying to be a problem-solver make a big difference.

Supporting others
You share the limelight with colleagues, take time to show others how to do things properly, and lend a helping hand where needed.

Remain work-focused
Not letting your private life unnecessarily have an impact on your job and not spending time at work attending to personal matters.

Listening carefully
People want to be heard, so give them a chance to explain their ideas properly.

The more you put into practice the points listed above, the better your chances will be to create a positive reputation for yourself. This can eventually turn into promotions, chances to work on more assignments that you enjoy, less probability of being cut back when layoffs are being considered.

In the end, you will also benefit from feeling a sense of worth and self-esteem, not forgetting that you keep yourself in the market for any future jobs. More than a good reason to be as professional as possible!

So if you currently are in the market looking for a new job, we can help! Communicate Recruitment is a recruitment specialist with vacancies which includes Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Visit our website and apply, our consultants are waiting to help you.
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Understanding the move from BI to data analytics

Wed, 02 Oct 2013 07:30:14 GMT

Corporate data management has never been more critical than it is today. The amount of data available is exploding like never before, and within that data , valuable knowledge is hiding. New insights, new ideas, explanations for long-burning questions, it's all there waiting to be discovered and there's the problem. With the volume and variety of data we have today, there is a clear shift from insight to impact and it's becoming more and more important every day.

Companies that understand the value and how to analyze all this data, to make more sound decisions, are more likely to establish themselves as leaders in their respective markets.

The most effective data-driven organizations have improved their ability to quickly mine and model all of this data to find the most meaningful patterns or combinations of data to predict the next best action or outcome.

However, it's important to clarify that Big Data is not the same thing as business intelligence. The question however for IT leaders is how the areas of data and predictive analyses differ from business intelligence?

In the past, Business Intelligence was seen as reporting on historical trends and current business performance for the sake of improving decisions. Today, people are trying to make decisions about moving the business forward, and they're being forced to do it faster. Historical reporting just doesn't cut it. They need something that's much closer to real-time.

That's where the emergence of Predictive analytics comes in, it goes beyond the traditional insights to creating business impact. This involves combing through past information to derive models and analyses that help project future outcomes. It lets you standardize and automate this process, so decisions are fact-based instead of judgment or interpretation.

A company that is data-driven sees its data as a resource and uses it to hedge out the competition.

With the importance of data-driven decisions increasingly becoming a realization for less tech-savvy branches of company teams, the need for skilled individuals in this area also grows.

A recent report released by Forrester suggests a huge career upside for IT integration, software, and data architects who are willing to learn more about business intelligence and analytics.

The changes in the IT industry could be your opportunity for a change in your career. Do you have experience in the Information Technology and Business Intelligence field? Are you looking for the next big break in your career? Communicate Recruitment is a specialist IT recruitment company that can help you find your next IT job opportunity. We have a variety of IT vacancies ranging from Business Analysts, BI Developers, BI Analyst & more. Visit our website and apply today.

How to successfully manage change in the workplace

Mon, 30 Sep 2013 07:27:30 GMT

Change is stressful for many employers and their employees. It tends to show up in the form of disconnection, arguments, and low productivity . To alleviate this, it's important to support your team through change. Team building during or after a change helps minimize conflict and increase resilience. How you support your team can make or break your company's success, here are important tips to support your team during the changing process.

Communication
Have regular talks with your staff about their concerns after the change is announced and implemented. For example, have a weekly morning hook-up routine by checking in with them about what is happening around the change and how they are coping with it.

Solution focus
Have a solution-focused attitude that motivates people to remain positive in the midst of change. You and your team will be able to handle any obstacles that come your way.

Respect
Treat people the way you want to be treated, with fairness and respect. Show this by talking openly with them and not showing special treatment to anyone. If you show them their opinion counts, they will know just how important they are to the company.

Training
Identify skill gaps such as time management, task management, or making clear agreements. Support your team with sufficient training for any required skill changes.

Ask for their help
Ask your team and peers to share in the decision-making process for your change plan. Set up a brainstorming session to figure out how to work together to successfully steer the change.

Delegation
Delegate work to involve staff, be careful not to micromanage them. Look for opportunities to engage them in implementing and evaluating future changes.

Safety
Observe what helps your team feel safe around change and adopt those safety measures into your change plan. Remember your team will only have your back once they know you have theirs.

Supporting your team through change must be a priority. It will help them endure the change successfully and develop into a high-performing resilient group. Stand your ground as a manager and have full confidence in yourself.

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New set of regulations for South Africa’s Accountants?

Wed, 25 Sep 2013 07:25:26 GMT

Constricted arrangements of regulations for South African accountants seem to be in talks. Following reports of a meeting between the Independent Regulatory Body for Auditors (Irba) and the UK's Financial Reporting Council (FRC) at the beginning of last month.

The discussions stirred up a report on the performance of standards and codes to be published by the World Bank , which recommends the regulation of South African accountants. This would be similar to the auditing profession that has been regulated under the Auditing Profession Act since 2006.

Nicolaas van Wyk, CEO, of the Southern African Institute for Business Accountants (Saiba) said in a statement that "this was a significant and extremely important development for everyone performing the work of an accountant". Saiba, initially established in 1987 as the Southern African Institute for Management Accountants, represents accountants and finance professionals, and its members are allowed to accept appointments as independent critics in terms of the Companies Act.

He advised that there needed to be careful thought of the model that would be implemented to regulate accountants, as the last thing the country needed was more bureaucracy. "Accountants were already affected by tax legislation, as they were involved in the financial supply chain".

The Sait CEO Stiaan Klue said earlier this month that the Tax Administration Act requires that any person providing tax advice, or assisting with the completion of a tax return, be registered with the South African Revenue Service and an accredited regulating body.

Mr van Wyk said the country should guard against the "wholesale adoption" of standards applicable to the UK model. In the UK only chartered accounting bodies are recognize for the purposes of the FRC regulations, Saiba is the only professional accounting body that recognized the qualifications, offered by universities of technology.

Auditors body Irba CEO Bernard Agulhas said in an interview with The Accountant, that he met the UK's FRC to discuss how a future regulation of the accounting profession could be articulated in South Africa, should such regulation go ahead. He said the meeting allowed him to understand the FRC model and share it with the Treasury, which would make recommendations to the finance minister for possible implementation.

If Finance is your thing, we have great job opportunities for you.

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Visit our website for the latest vacancies and apply directly online.

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Don’t get caught with a bad boss

Mon, 16 Sep 2013 07:19:15 GMT

A boss can literally, make or break your career. Bad and ineffective managers exist in every organization. Changing to a new job is a life-altering decision, that's why job seekers must use the interview process not just to learn more about what their job would entail, but also to gauge what their would-be boss might be like as a supervisor.

The best solution is to spot a bad boss—before they become yours! Here are five ways to tell whether your interviewer is a future bad boss.

Distracted
Taking calls and allowing interruptions during an interview could be a red flag. Distractions like these where managers are attending phone calls, sending text messages, or checking emails while the interview is on, are clearly off-putting.

If your interviewer is glancing at emails while you're speaking, taking phone calls, or late to the interview, don't expect a boss who will make time for you.

Use of pronouns
Your ears are your best hunch barometer. Listen carefully to the choice of words used by your potential new boss. You should take note of whether the interviewer says things such as "I did this and I did that" or puts more of an emphasis on the collective effort, with phrases like "We did this or we did that." Also if they use the pronoun "you" when telling you about the negative aspects of the job for which you are applying, it indicates they might not be of much support to you.

Evasive answers
A sure sign of a bad boss is one that talks around an awkward or uncomfortable question during the interview instead of answering it directly.

Overly-generic responses when you inquire what happened to the person who held the position you are interviewing for and awkwardness when you enquire about turnover rates are also red flags to take into consideration.

Check their track record
As a candidate, you're probably used to your references being checked , but are you checking your potential managers? Considering the amount of impact your boss will have on your life and your career it would be silly not to ask around and check out their reputation in the company but also in the industry.

Looking for a new job? Don't want to work for a bad boss that can hinder your career? Communicating Recruitment can help, we are a recruitment agency with specialist consultants that will assist you in finding the right job, whether it's Finance jobs, IT jobs, Engineering jobs, Freight jobs, or Supply Chain jobs. Check out our vacancy page and apply now!

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Tips for Building Teamwork Culture

Mon, 02 Sep 2013 07:15:30 GMT

Encouraging teamwork is creating a work culture that values collaboration. Individual brilliance is great but bringing heads together will deliver even greater results.

Companies strive to illustrate teamwork, but the reality is that this is still in need of a boost. Workers are barely raised in an environment that highlights true teamwork and collaboration . Companies are working on valuing diverse people, ideas, backgrounds, and experiences. We have miles to go before valuing teams and teamwork will be the norm.

To make teamwork happen, these powerful actions must take place.

Executive leaders communicate clearly the expectation from teamwork and collaboration. No one completely owns a work area or processes all by himself. People who own work processes and positions are open and receptive to ideas and input from others on the team.
Executives model teamwork in their interaction with each other and the rest of the organization. They maintain teamwork even when things are going wrong and the temptation is to slip back into the former team's unfriendly behaviors.
Teamwork is rewarded and recognized. The isolated person, even if he/she is an excellent producer, is valued less than the person who achieves results with others in teamwork. Compensation, bonuses, and rewards depend on collaborative practices as much as individual contribution and achievements.

You will not build teamwork by retreating as a group for a couple of days each year. Think of team building as something you have to do every single day.

As a starting point for teams to solve real work issues and to improve real work developments. Provide training inefficient methods so the team expends its energy on the project, not on figuring out how to work together as a team to approach it.

Seize branch meetings to review projects and progress, get broad inputs, and coordinate shared work processes. If team members are not getting along, check the work processes they equally own, the problem is not usually the personalities of the team members. It's a fact that the team members often haven't agreed on.

Build fun and shared occasions into the organization's agenda. Have a boerewors roll braai on a Friday afternoon; take the team to a sporting event, go hiking or to an amusement park and have monthly company meetings. This will help the individuals get to know each other better and this will improve how they will get along in the workplace.

Use ice breakers and teamwork exercises at meetings. Allow participants to bring fun ice breakers to meetings. Having a limited ten minutes to do, this will help participants to laugh together and get to know each other - a small and free investment in a "big time" sense of team.

Celebrate team successes publicly. Buy everyone the same t-shirt or hat with their names on it. You are limited in teamwork only by your imagination.

If you want your individual employees to contribute to a teamwork culture together, then use the list of activities above. You will be astonished at what the end product will be.

The sky is the limit when you have the right team on your side. So let us help you!

We are a specialist recruitment company with a great team of consultants ready to assist you. We have opportunities in Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Visit our website and apply today.

Using failure to fuel your career success

Mon, 26 Aug 2013 07:09:03 GMT

If you have accomplished any measurable level of success in your career you've likely had to overcome a fear of failure. The reality is success escapes many people because in their minds the "risks" prevail over the "rewards".

Failure results from taking risks, however, success also results from taking risks. No one sets out to fail, but failure is an important part of our human experiences.

Think about that next time you're faced with what seems like an impossible task and use the tips below to manage your fears.

Grab opportunities – If you don't take any risks, you avoid the possibility of creating something new. You've disciplined yourself to live a safe and boring life. How about trying different things in your career knowing that not all of them will prove successful. You may be surprised by the outcome.

Research - Sometimes when we are nervous we are simply unaware of it. Work against this by doing excessive research on the things you want to do. Consider what it is you want to accomplish and spend as much time as you can to learn about it.

Action speaks louder than words - Once you've done the research, there comes a time when you need to stop reading about it and start doing it. Know that all the preparation you've done has to be sufficient and whatever happens now happens.

Consider the worst-case scenario - If you take this step, what is the worst thing that can possibly happen? How long would it take you to change course and get back up? It probably wouldn't be as bad as you think, go ahead and play this out in your head.

Not all failure is failure – You might not succeed exactly as you expected. There may be unexpected results to your experiment, however, toss the fear in the bag and go where it takes you.

Have a plan B – Having an alternate plan does not mean you've given up before you've started. It just means you've considered all the risks and have a backup in place.

Let go of your safety net – Alternately, you can take the route that says no matter what happens here, there is only success or failure. So you are in control of which road to pick.

There is no guaranteed way to prevent failure. Facing this truth is an important part of the process. It is a formula, but the only real form of failure is not trying. There comes a time to face that fear and take that next step toward your career goals.

So how about you take that next step fearlessly and start your new job search with Communicate Recruitment today! We have exciting Finance jobs, IT jobs, Engineering jobs, Freight jobs, and Supply Chain jobs. Check out our vacancy page and apply now!

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Waiting times at sub-Saharan ports major obstacle

Wed, 21 Aug 2013 07:05:59 GMT

Cargo waiting time or delays at most African ports is a major bottleneck to trade and economic integration in Africa, a World Bank study on six African countries reveals.

Though road conditions are poor in much of sub-Saharan Africa, this research has shown that ports are major contributors to transport delays: cargo tvelingra from a port to a city in a landlocked sub-Saharan African country generally spends more of its time (75%) at the port than on the road.

The average cargo waiting time is 20 days and more than half of the time needed to transport cargo from ports to cities in landlocked countries in sub-Saharan Africa is wasted because of the time cargo is spent in ports.

The good news for South Africa is that out of the six African ports under the scope of the study, South Africa's Durban port is the only exception when it comes to dwelling times, on average only four days and the World Bank says this is in line with most international ports.

However, what has come the light is that instead of delays due to poor handling or operational issues the biggest holdups come in with transaction and storage time. One such example is the Douala port in Cameroon, where the port offers the cheapest option for importers to store goods for up to 22 days– not external storage facilities. This means that some operators are generating large revenue from storage, and it's no surprise that customs brokers show no interest in reducing dwell time inefficiency as this cost is passed on to the importer and eventually the consumer.

This report however also highlights that Durban port can teach sub-Saharan African ports a few lessons — namely that the onus is on public sector players such as customs and the ports authorities to put pressure on the private sector of port users to comply and reduce cargo dwell times.

While Durban may remain the top dog when it comes to the continent's ports, improvements elsewhere will undoubtedly have positive spin-offs for South Africa.

The freight and shipping industry continues to play an important part in the growth of the South African economy. Do you have experience in this industry and are looking for a new freight job or Supply Chain job? Communicate Recruitment can help! We have various vacancies including Courier and Sales, Procurement, Clearing and Forwarding, Seafreight Export Controller and so much more. Visit our website and apply now!
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When I grow up I want to be a…?

Mon, 19 Aug 2013 06:57:19 GMT

Is your current job starting to make you feel like you're going nowhere slowly? Isn't it time you consider changing your job for a new one that will challenge your inner ambition?

Have a look at these signs to see if you're burning out or in need of a change, fast!

You normally dread waking up in the morning to go to work
The morning commute is enough to make you want to call in sick (every day)
Your current occupation isn't associated with your ultimate career goal(s)
The company's culture is non-existent or it doesn't fit with your values

If your career isn't going in the direction you'd like, then here are three questions to consider and help you get on the right track:

What is your dream job? If someone walks up to you at this current moment and said that you could have any job that you wanted today, what would it be? "Dream job" doesn't essentially mean a bigger salary, but rather it's the job that would bring the most fulfillment in your life and career. Remember when you were a kid you use to say, "When I grow up I want to be a (insert dream job as a child)!" Now, take that same wonderful, fearless ignorance and ask yourself that question again.

If you knew failure wasn't an option, what job would you aim for? Some people are stuck in their comfort zones and too scared to venture out of it. They are anxious to go after what they really want in their professional and general life, for that matter. So, if you know that failure was out of the picture, what is the profession you would pursue? Surely, failure often helps you appreciate success much more. But for the sake of figuring out your ultimate career, what is fear holding you back from achieving or trying?

Happiness, Money, or both? You must be realistic about where your dreams lie. As mentioned in the first question, if earning a top salary is what you're after, then support your career objectives accordingly. However, if you're more interested in finding a fulfilling career and money isn't your main concern, then seek out the job that will gratify your needs. And yes, there are plenty of careers that are both satisfying and well-paid. However, when you're in a dead-end job and looking for a way out, you must figure out what is absent in your current occupation so that you don't wind up in the same work pickle.

Don't you think that its time you start moving on to bigger and better things?

Step up and make that move in your career today! Our recruitment consultants specialize in finding you IT jobs, Finance jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Contact us today to apply and we will assist you as best as we can.

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Adapting to the job market

Mon, 12 Aug 2013 06:53:03 GMT

In today's job market, it's crucial to adapt and evolve to survive the changing work environment. Change is inevitable, so be ready when the time comes to move on and move up.

Here are some tips to help you face the challenges so you can adapt:

Be responsible for your own career
Always be on the lookout for career-building projects, but don't wait to be asked. Neither employers nor recruiters can be held accountable for your career, you should take responsibility. Employers can no more guarantee you a job for life than you can guarantee those years of loyalty. The most enjoyable careers develop when you achieve more interesting and challenging, projects. These projects expand your skills and capabilities, allowing you to continuously develop yourself up to excellence.

Keep learning
Being mentored is one way to identify your weakness and by knowing this, you can focus on improving your career. But mentoring isn't just about older employees showing younger colleagues the ropes. Anyone can learn from anyone else – regardless of age, background, or gender for that matter without any limitations.

Update your skills. Be like a sponge and soak everything up.

Mastering a new skill will make you more viable and open up diverse opportunities from different industries for you.

Grow your network circle
Contacts will drive work your way, so it makes sense to stay connected and relevant, bypassing on useful leads and information. Online networking is instant, being active online in your network when you aren't looking for leads will make it easier to ask for help when you need it.

Be prepared to adapt and relocate
Be open to all opportunities and try to have temporary projects on the side, if necessary. Flexibility in location or career choice will widen your possibilities. Don't make decisions based on the "spur of the moment", figure out the challenges and take the chance!

Communicate Recruitment is a specialized recruitment company and we aim to help candidates find the ideal job that matches their skills.

So step up and make that move in your career today! Our recruitment consultants specialize in finding you IT jobs, Finance jobs, Engineering jobs, Supply Chain jobs, and Freight jobs. Contact us today to apply and we will assist you as best as we can.

Image courtesy of FreeDigitalPhotos.net

The Mobile Invasion

Wed, 31 Jul 2013 06:45:14 GMT

Africa is a growing mobile continent, making smart mobile application development one of the continent's next big industries. Enterprises and developers are leading the world by bringing the market unique mobile applications suited to a growing market.

The development for this has to do with mobile devices becoming smarter, faster, and more affordable. Mobile apps are relevant in today's day and age because the youth are progressively more tech-savvy and the population is fast seeing the advantages of self-service. This opens up a huge opportunity in South Africa to grow the mobile industry to be a sector on its own.

Lack of resources
The big concern for the mobile application industry and many mobile application firms is the issue of the shortage of skilled resources to support the mounting demand and popularity of mobile applications. It leaves the question as to whether or not mobile app developers will be able to meet the growing demands for customers and clients in South Africa.

Due to the lack of educators with sufficient industry experience, very few educational institutions offer training courses for mobile app developers. This highlights once again the importance of private industry initiatives like the app developer laboratories opened by Blackberry in Cape Town. The more trained people come aboard, the better it will be for the entire industry.

Doing it right, from the start
To be effective, mobile apps need to begin with what the customer's needs are, and make them simple and easy to use. They also need to deliver brief, personalized, and easy-to-navigate information to us as users, supplying all the important information at a glimpse.

One of many examples is the self-service smartphone app; we no longer have to dial *123*100# to get in touch with service providers, with the rapid change in smart phone's, they have created mobile phones to have pre-loaded icons and now help is just a click away!

With the development of mobile technology and apps, it means that people are less and less reliant on laptops and offices to conduct business.

Leading the world
Africa is habitually innovative, and because mobile apps are so relevant to the African perspective, with a low problem to entry for app developers, we predict massive growth in the app development space across the continent.
A pioneering youngster with little more than internet access and skill can learn to develop apps, and bring something new to the market, modified to meet African needs. There is the capacity for app development across various areas - for example, banking, healthcare, and education. Apps developed for the African context may also be relevant to other developing regions of the world; clearly, there is huge potential for growth in this sector.

It is, therefore, no surprise that a number of external investments are being made into this industry because they have spotted our talent. LGR Telecommunications are one of the investors who saw the potential and are focusing their attention on meeting this growing need for appropriate mobile apps to develop enterprises, enhance the quality of service and customer experience.

The future is unclear but one thing is certain the mobile application industry seems to be growing and heading in the right direction.

If you want to head in the right direction with your career, then visit Communicate Recruitment to help find you a new IT job. Our specialized consultants are trained in finding suitable IT jobs that will match your qualifications. We have several exciting new mobile developer jobs. Go online and apply today or contact one of our branches.

Image courtesy of FreeDigitalPhotos.net