South African Employer of Record
Too often, offshore and expat workers are undervalued — even when they deliver exceptional results. After 15 years in the EOR space, we’ve seen how investing in people, especially South African talent, pays off in more ways than one.
Find Your Ideal Job with These Things Employers Look For in an Employee
Find Your Ideal Job with These Things Employers Look For in an Employee What are the top 5 things employers look for in employees? The top 5 skills employers look for include: Critical thinking and problem solving. Teamwork and collaboration. Professionalism and strong work ethic. Oral and written communications skills. Leadership. Find Work The quality of your resume and skills can help you A lot of companies are now realizing that it is important to train their staff on how to use new AI tools and technologies in order to stay relevant in the market. The following are some skills employers look for: – Data analysis – Data mining and predictive analytics – Machine learning and deep learning skills – Programming languages – Technical writing skills The Four Career Competencies Employers Value Most What are the Things Employers Look for in New Employees? When it comes to hiring new employees, employers are looking for people who have the skills and values that they want. Employers look for a candidate with the following attributes: – A job-ready attitude – Excellent communication skills – A personality that is welcoming and engaging – Communication skills – Self-motivation – Leadership skills – Teamwork Ways To Make Yourself Stand Out In an Interview There are many ways to make yourself stand out in an interview. One of the most important things is to be prepared and have a well-prepared answer for every question that you are asked. Some other ways that you can make yourself stand out in an interview is being honest, having a story to tell, and also having a strong work ethic. In order to have success in an interview, you should be able to answer questions about your experience and skillset as well as communicate how your skills will benefit the company. Creative Ways to Stand Out in a Job Interview How to Create a Great Cover Letter Cover letters are a critical part of the job application process. A good cover letter can help you stand out from your competition and get an interview with that company. In order to create a great cover letter, it is important to know what the company is looking for. It is also important to know what they are looking for in terms of experience and skills. It’s also helpful to have examples of your work that you can include in your cover letter. Cover letters should be concise and well-written, but not overly formal or formalized. How to Prepare for Your Next Interview It is important for candidates to be prepared for their interviews. They should practice their skills and know what to expect. In order to prepare for your next interview, it is important to do research on the company you are interviewing with and the role that you are applying for. This can help you get a better idea of how your skills will be put to use in the position. You should also practice your skills beforehand so that you can show off your best side during the interview.
Remote working – the new swear word in recruitment
Even before the COVID-19 coronavirus disrupted the planet, remote working had gone from that unspoken topic of workforce arrangements to a standard component of many people’s workweek. There are multiple reasons for this, and in this article, we will touch on a few reasons why. Remote Working – The answer or a swear word? Many corporates and privately owned businesses, especially those with an eco-friendly ethos, would want to avoid adding to the carbon footprint our petrol and diesel vehicles leave, so ‘work from home’ or remote working would be massively encouraged. Upskill Opportunities – practical training to work productively from home Staff who are trained and knowledgeable on the software they are using whilst working from home are most productive. Ensuring that remote workers are not spending unnecessary time ‘finding their way around’ is crucial to optimising output. This online training will be much more cost-effective than sending your staff on a course at a venue. As luck would have it! The business sector eyes have been opened to remote working as more of an option due to the worldwide pandemic. Many companies had to downsize massively, some even having to shut their doors for good. When it came to cutting costs, office parks or premises were vacated, and staff were doing the same job, simply from a different location! Freelance is the new ‘F’ word People have had to find other avenues of income due to recent retrenchments. No matter what your qualification, if you have a service to offer or a niche skillset, you can market yourself at an hourly rate, and the chances of you securing work like that is huge! For businesses to use your services adhoc is a cost-effective solution to their permanent staff loss. Don’t be ever pessimistic by thinking that your staff working remotely is not viable; make it work for your business. Welcome the change, encourage the new normal of remote working and see your business soar. If you are struggling with the recruitment process or managing employees, please contact me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
Retention – Why it should be a business focus
Employee retention is a critical issue as companies compete for talent in a tight economy. The costs of employee turnover are increasing, and other ‘soft costs’ like lowered productivity, decreased engagement, training costs and cultural impact. The bottom line is that by focusing on employee retention, organisations will retain talented and motivated employees who genuinely want to be a part of the company and who are focused on contributing to the organisation’s overall success. Follow these three easy to apply strategies to increase your companies retention. Retention starts with recruiting Retention starts right from the beginning, from the application process to screening applicants to choosing who to interview. It begins with identifying what aspects of culture and strategy you want to emphasise, and then seeking those out in your candidates.” Identify candidates who will stay the course Have they worked at a company for many years through ups and downs? That speaks to loyalty, perseverance, engagement,” he says. “You should also look for someone who plays team sports, who has committed to volunteer or other activities outside of work — that can help tell you that they are invested in a cause, a team, a sport, yes, but also that they have the mindset to stick with something they really care about Provide ongoing education and clear paths to advancement Promoting from within not only provides a clear path to greater compensation and responsibility, it also helps employees feel that they’re valued and a crucial part of the company’s success. Of course, promotions go hand-in-hand with employee development and education, which should be another tool in your retention arsenal. Whether by corporate training to help foster the acquisition of new skills, new technologies or new processes or through tuition reimbursement from outside courses, furthering your employees’ education can help them feel valued and invested in the company If you are struggling with the recruitment process or managing employees, please contact me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
6 Tips to Happy Recruiting of the perfect candidate
Knowing how to attract the correct candidate is a tough task. Follow these six steps to happy recruiting, and you will be on the right track! It’s a worthwhile read, you won’t be sorry! Ask better questions! Get to know your candidate. Don’t make assumptions; this is a fundamental mistake often made by someone conducting an interview. There is no better way to get to know someone than when they are sitting in front of you. Probe the candidate, be sure to get all the information first hand! Asking for and accepting Employee Referrals The staff you currently have employed are the staff you hired so if they are referring someone to you, it could be worth your while considering their referral. They would understand first hand the job intricacies, demands as well as the skill set needed. Seek and Embrace Diversity Be open to welcoming new cultures into your team. Often diversity brings with it an opportunity for people to learn and embrace something new. It could be exhilarating and bring a whole new dimension to your workplace. Communicate A Strong Employee Value Proposition Being upfront with your candidate about its core values and ethics as early as the interview stage is critical. If a potential candidate doesn’t feel they fit or vice versa, why continue? Streamline the Hiring Process Don’t make this process unnecessarily long and drawn out. Ensure your company knows what you are looking for and don’t settle for less. If you have your exact candidate specification, and someone you have interviewed meets the criteria and feel they would be an excellent cultural fit, hire them! Why delay. Write Catchy Job Descriptions When advertising the job, be 100% sure that you are not overselling the position, neither underselling it. Use the correct terminology, specific words to attract the correctly qualified person, and brag a little about the benefits. If you are struggling with the recruitment process or managing employees, please contact me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
The Happiness Factor in the Workplace
With a year gone by which we would rather forget about, one thing is certainly clear … we need more happiness. When it comes to the happiness factor in the workplace, you, the owner of your business, need to make a real contribution. You may not realise it, but your staff and even partners look up to you and more so, look to you for positive reinforcement. Cultivating a happy workplace seems like a simple enough idea, but when times are tough, it can be the one part that gets out the door faster than you can say HAPPINESS! Running my own business for closing in on 2 decades, has made me realise that a positive action, word and demeanour can go a long way. Creating the happiness factor in the workplace 1. Without being kitsch, start the day off with a positive sentiment And, communicate it through to your staff and peers. While they may roll their eyes and think you crazy, that one positive catchphrase or word can stay with them for the rest of the day. 1. Bright colours cannot bring dark days Is your office bright and sunny? No matter your corporate colours, you can bring some light and joy into your staff’s environment with colour. The stats show that a colourful breakroom or office space can help employees to get through their day with a more positive outlook. 1. Share and Share Alike Often just sharing your own life stories, good and bad, can bring you closer to your staff, and of course, they may feel obliged to share too. No one is saying become their best bud, but having that open-door policy is vital to unity and solidarity. 1. Rewards As a child, you got excited about rewards. You got motivated to do whatever it was you had to do, and often it was something you didn’t really want to do. Having a reward to look forward to can make all the difference to a mundane task. Sure, your staff get paid – that should be reward enough – but if you look at it differently, you will see the benefit in giving rewards other than salary. An experience that they may never have spent money on can really take their spirits up and build loyalty. A simple thank you can also do wonders. Consider how you would feel on the other side of the stick. If you are struggling with the recruitment process or managing employees, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
How Employees Manipulate
There is no doubt that we all want things to go our way. We all want to know that when we do something, it will turn out right and benefit us singularly. And, there is no doubt that employees manipulate in order to get what they want. As the manager, boss or head of a department in charge of employees, you have to know what that looks like. You have to know how to counter when employees manipulate. How Employees Manipulate and how to manage them Many employees will try to use any means possible to get a favourable outcome for themselves. They will even make it out as if it’s your fault. The key is to stay calm. Always remember your place and that people are watching. When you go off on a tangent and rant about, it doesn’t look good to anyone looking in, no matter whether you feel your actions were justified. Employees will very often document things closely so to produce evidence. Make sure you do the same. When employees manipulate on a regular basis, they get very good at it. And, part of that “skill” is to keep records. Be aware and keep your own. Generally, you can see a pattern forming. When you recognise it, start making those notes, with dates, times and keywords that will alert you to the repeating pattern. Have compassion. Yes, even bullies need that. Be aware of all the circumstances and whether they are handling the situation well. There may be mitigating reasons why they have felt the need to manipulate. And, there may be another way for them to get what they want or need without manipulation involved. Try to understand and help them make the right choices. When employees manipulate, they often don’t realise they are going against company rules and culture. Remind them and often so to help them do things differently. Where they accept they have done wrong and want to amend their ways, reward and respond favourably, but with grace and dignity. If you are struggling with the recruitment process or handling employees, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
The 7 Stages of Grief – when letting an employee go
Letting an employee go can feel quite close to saying goodbye to a loved one. Sure, the feelings themselves are not the same, but you do go through a few very similar stages. The 7 Stages of Grief of letting an employee go 1. Shock & Denial It is never easy to let something go, especially when you were the one to take on the something. In this case, an employee. When you started the journey, you would have taken the time to source and research the perfect candidate. You would have spent time and often money breaking it down to the ideal top 5. The interviews, the conversations, the recruitment sign up, the teaching, the mentoring – all takes it out of you. And, when you realise you either made a mistake or missed something along the way, you can go into a state of shock and often denial. 2. Pain & Guilt Paired with the shock, you will feel a real pain and possibly guilt. What did you do wrong? Why didn’t it work out? Is everyone looking at you now and blaming you? The guilt of failure, the pain of revaluating your abilities as a boss, a recruiter, and a person. Yes, it actually can go that deep at times. 3. Anger & Bargaining This can quickly revert to anger where you turn it back on the employee. You blame them for not doing their job properly, for putting you in this position, even for deceiving you. You may even think about going back and not dismissing them. Perhaps you can rectify the situation and remedy what is clearly wrong. You think about approaching them and questioning the hell out of them, with the view to finding out what THEY did wrong, as this is better than taking the blame yourself. 4. Depression As drastic as it sounds, you may even go through a bout of depression when letting an employee go, feeling worthless and a total failure. You will question your own ability again and not want to deal with any of the other employees, which can be tough on them. 5. The Upward Turn However, on the other side of the darkness sits hope and here is where you can start to turn things around. Dealing and going through these stages is an important journey. And, believe it or not, every time you will go through them, you will find the transition easier and quicker each time. You will learn as you go. 6. Reconstruction & Working through The steps to recovering from anything needs firm building blocks and renovation. You have to, essentially, go back to go forward. You need to work through it all and look at the process with an open mind and an open heart. 7. Acceptance & Hope The last stage is the toughest to deal with, but in the end, it brings a sense of achievement and clarity. There will be areas you could have done better, for sure, but there will be those areas where you can feel assured that you did all you could. In my time, letting go an employee has been part of my growth, many a time, and it’s never an easy journey. I have had to assist employers in letting their staff go (especially over this pandemic), and the one element that always stays true is that with the right recruitment process, you can avoid or at least skip quickly through a few of these Grief stages. If you are struggling with the recruitment process or in letting an employee go, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
5 ways to ensure you recruit right the first time round
There is no doubt that the recruitment process can be costly. However, you can make sure it’s worth every cent if you recruit right the first time around. Not only will you save money, but you will increase the productivity within your company, build a team that will easily run the business well, and protect your brand and ensure longevity. And, it all starts with a very simple step. 5 ways to ensure you recruit right the first time round 1. Work that job description The job description needs to be on point, and even if you have to draft an essay, it should cover all angles. Your job description should not only cover the job description, which nowadays means very little but should also list the exact duties and experience. In addition, underline the job’s purpose, what the role should fulfill, and how it affects the overall company structure and future. Be clear about who they would report to, what the future opportunities and growth are, and when you require them to start. 2. Source and sift process This is where you do your searching. Yes, put the job description out on various platforms, but do your head-hunting. LinkedIn is a great place to start and, if they are not on LinkedIn with a great profile, keep searching. Once you a few firm favourites, start digging deeper and have a checklist to compare to. 3. See deeper than the obvious A candidate can often look fine on paper, but when you go deeper, you will see they don’t suit or have huge red flags attached to their application. Know what you are looking for and know what you definitely don’t want. 4. Ensure there is a company culture fit You may not think it’s important, but if someone moves into your home (which is what your business is in this instance) and does not fit socially, culturally, and emotionally, you will regret your decision to employ them. Getting a divorce from your employee can be a costly and draining process. 5. Let them sell it to you If you are very clear about what you need, then once you have done your part, it is up to the candidate to sell it to you. They should be telling you why you need to employ them; however, know the fine line between desperation and confidence in themselves. It seems like a simple enough process, this recruiting game, but let me tell you, after almost 2 decades in this business, there is never an easy moment, only learnings. If you are struggling with the recruitment process and want to ensure you do this once, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn
The main reason you may be losing out on business (clue: your salespeople)
If you find that your sales numbers are dropping and while your salespeople are sending out proposals left, right, and centre, they are simply not being taken up, you need to look internally. Your product or service is great! You know it is. Your existing customers rave about it and refer you often. The price point is good, too, and you know that you are offering a competitive solution. What could be the problem? However, since you’ve taken yourself out of the sales process, which is quite normal when your business starts to grow, you find that the numbers are just not the same. Even though you may have put very clear processes in place which take your salespeople from research and resourcing to contact to selling, their proposals are being turned down. It’s time to focus on the Sales People If it’s clear that the problem lies in closing sales, you need first to ensure your salespeople understand how to close. What is closing? In principle and theory, it’s about: Being prepared Giving the pitch Answer and solve objections Ask for the sale Simple, really? But, out there in the real world, it can be quite tough. Research shows that over 80% of people will say no to a salesperson 4 times before saying yes. So, given that piece of information, it appears that persistence should form part of the process. There are, of course, various closing techniques, but this is not about that. Let’s take a step back and assess your salespeople closely. What are your salespeople made up of? A typical salesperson has a few traits that make up their whole. Sure, not all salespeople are the same, but they definitely need to have a set of skills to see them through the sales process smoothly. Empathy – essential for the salesperson to see the customer’s side; Confidence – closely linked to cockiness, but there is a fine line between having confidence and arrogance – know the difference when you recruit; Competitiveness – vital for them to push through those nos’; Resilience – hand in hand with competitiveness; Social – they need to be able to connect and communicate well with others; Passion – and belief in what they are selling. If you feel that any one of them may not fit the bill, you need to analyse their sales records and then chat to them. It may be they are not in a good place, and their normally active sales skills are simply on freeze-mode. They may need a pep talk. They may need a little hand-holding. Take time to find out what the problem is. If, after assessment, you find that the salesperson certainly should not be in sales, then you may need to find another seat for them. So, essentially, your salespeople are an integral part of your sales process – that much is obvious. But, instead of re-teaching them sales closing techniques, get closer to them. You chose them for a reason when you recruited them, but circumstance and life can alter a sales person’s performance. Closing line? Dig deeper. Get close to your salespeople. Understand them better. This may help the closing of proposals. If you are struggling with the recruitment process, please reach out and chat with me. Anthony Kettle is the co-owner of West Coast Personnel, a successful recruitment agency that has been around for going on 21 years in the Table View, Western Cape area. Anthony specialises predominantly in the engineering and manufacturing space; however, he has a wealth of knowledge to impart all aspects of recruitment. He has recently published his books, The Job Seeker’s Handbook and The Recruiter’s Handbook, available on Amazon as eBooks. You can connect with Anthony via email, web, or social platforms – Facebook – Instagram – Twitter – LinkedIn