Summit Africa RecruitmentSummit Africa Recruitment

By info@summitafricarecruitment.co.za

How to Prepare for an Interview

How to Prepare for an Interview

Preparing for an interview might seem intimidating, but there are several steps you can take to prepare yourself for a successful interview. You can create an interviewing prep checklist with the following items:

  1. Carefully examine the job description
  2. Consider why you are interviewing and your qualifications
  3. Perform research on the company and role
  4. Consider your answers to common interview questions
  5. Practice your speaking voice and body language
  6. Prepare several thoughtful questions for the interviewer(s)
  7. Conduct mock interviews
  8. Print copies of your resume
  9. Prepare your travel arrangements
  10. Sell yourself
  11. Get ready to follow up after the interview

Preparing for an interview
Preparing for an interview primarily means taking time to thoughtfully consider your goals and qualifications relative to the position and employer. To accomplish this, you should perform research on the company and carefully review the job description to understand why you would be a good fit. Let’s look at the steps to preparing for an interview.

1. Carefully examine the job description
During your prep work you should use the employer’s posted job description as a guide. The job description is a list of the qualifications, qualities and background the employer is looking for in an ideal candidate. The more you can align yourself with these details, the more the employer will be able to see that you are qualified. The job description may also give you ideas about questions the employer may ask throughout the interview.

2. Consider why you are interviewing and your qualifications
Before your interview, you should have a good understanding of why you want the job and why you’re qualified. You should be prepared to explain your interest in the opportunity and why you’re the best person for the role.

3. Perform research on the company and role
Researching the company you’re applying to is an important part of preparing for an interview. Not only will it help provide context for your interview conversations, it will also help you when preparing thoughtful questions for your interviewers.

Researching the company and role as much as possible will give you an edge over the competition. Not only that, but fully preparing for an interview will help you remain calm so that you can be at your best. Here are a few things you should know before you walk into your interview:

Research the product or service
Even if the role isn’t directly related to the company’s product or service, you’re still looking to be part of the team. It’s important to learn all you can about the product or service the company produces and promotes. You don’t necessarily need to understand each and every detail, especially if it’s a technical product, and you’re interviewing for a non-technical position, but you should have a basic understanding of the main products or services the company offers.
If possible, request a sample of the product to familiarize yourself with the customer’s perspective. The more you can tell them about the product from both a company and customer standpoint, the better you’ll perform in your interview.

Research the role
It’s important to read the job description carefully and make sure that you understand all the requirements and responsibilities that go along with it. This will not only prepare you with thoughtful, targeted questions about the position during the interview, but it will ensure that you’re truly qualified and prepared to tackle the responsibilities if you get the job.
If possible, research similar positions and read reviews from individuals in those positions, so you can get an idea of what the day-to-day activities will be. During the interview, ask for clarification or details about the role, so you can be sure you’re ready should you receive a job offer. Researching the role before an interview will also help you to decide whether or not the position is right for you.

Research the company culture
Modern companies usually have social media accounts and blogs that discuss their company culture and industry. This information can give you an impression of the tone and personality of the company, as well as what they value. No matter how good a job seems, it’s important that you fit within the company culture and share a similar personality and values.

If you have questions about the workplace environment, culture, personality or values, be sure to ask during the interview. These questions can range from the software and tools used by the company, to their policies on vacation and sick time. Remember that the interview is just as much about you finding a good fit for your own work environment as it is about the company finding a good fit for the role. Knowing that your values align with the company ensures a happy professional life. This is also the perfect opportunity to find out more about the company and show the interviewer how you’ll fit.

4. Consider your answers to common interview questions
While you won’t be able to predict every question you’ll be asked in an interview, there are a few common questions you can plan answers for. You might also consider developing an elevator pitch that quickly describes who you are, what you do and what you want.

There are some jobs that may involve a test or evaluation during the interview process. For example, if you are interviewing for a computer programming, development or analytics role, you might also be asked to write or evaluate lines of code. It might be helpful to consult with colleagues in the industry for examples of tests they’ve been given to prepare.

Here are a few examples of common interview questions:

Why do you want to work here?
The best way to prepare for this question is to learn about the products, services, mission, history and culture of the company. In your answer, mention the aspects of the company that appeal to you and align with your career goals.

Example: “I’d love the opportunity to work with a company that’s making a difference. Finding a company with a positive work environment and values that align with my own has remained a priority throughout my job search, and this company ranks at the top of the list.”

What interests you about this role?
Employers ask this question to make sure you understand the role, and to give you the opportunity to highlight your relevant skills. It can be helpful to compare the role requirements against your skills and experience. Choose a few things you particularly enjoy or excel at, and focus on those in your answer.

Example: “I’ve been passionate about user experience design for most of my professional career. I was excited to see this company uses Adobe products because I’m well-versed in the entire suite. Also, I’m a huge advocate for applying agile workflows to design. I think it’s the most effective way to tackle large projects. I was able to successfully build and launch an agile process in my previous role as UX manager, and we saw considerable improvements in project speed.”

What are your greatest strengths?
This question gives you an opportunity to talk about both your technical and soft skills. When an interviewer asks you to describe your strengths, share qualities and personal attributes and then relate them back to the role for which you’re interviewing.

Example: “I’m a natural problem-solver. I find it rewarding to dig deep and uncover solutions to challenges—it’s like solving a puzzle. It’s something I’ve always excelled at, and something I enjoy. Much of product development is about finding innovative solutions to challenging issues, which is what drew me to this career path in the first place.”

In addition to these, you should also take steps to prepare answers to behavioral interview questions.

5. Practice your speaking voice and body language
It’s important to make a positive and lasting impression during the interview process. You can do this by practicing a confident, strong speaking voice and friendly, open body language. While these might come naturally to you, you might also want to spend time performing them with trusted friends or family or in front of a mirror. Pay special attention to your smile, handshake and stride.

6. Prepare several thoughtful questions for the interviewer(s)
Many employers feel confident about candidates who ask thoughtful questions about the company and the position. You should take time before the interview to prepare several questions for your interviewer(s) that show you’ve researched the company and are well-versed about the position. Some examples of questions you could ask include:

  • What does a typical day look like for a person in this position?
  • Why do you enjoy working here?
  • What qualities do your most successful employees have?
  • I’ve really enjoyed learning more about this opportunity. What are the next steps in the hiring process?

7. Conduct mock interviews
Just like public speaking, practicing interviews is the best way to relieve anxiety and improve your confidence. Practice may be tedious, but repeatedly experiencing the interview process will make you more comfortable and help you give the right impression.

If you have friends or family to help, conduct mock interviews as much as you can. If you don’t have another person, practice your questions and answers out loud. You may find that an answer sounds awkward or doesn’t convey what you wish when it’s spoken, so this gives you an opportunity to refine your answers and commit them to memory. The more you repeat your interview, the more confident you’ll be during the real thing.

8. Print hard copies of your resume
Most employers ask for digital copies of your resume with the application, but they may not have easy access to it during the interview itself. Having copies to present to multiple interviewers shows that you’re prepared and organized. You should have at least three copies to provide for multiple interviewers, plus one for yourself to follow along.

During your preparation, read over your resume and rehearse explanations for any gaps that may appear or other oddities. For example, you may have taken time off work to care for a child or family member, switched careers or had other legitimate reasons for employment gaps. These can be a concern for employers, so it’s best to prepare your explanation to show them that you’re not a risk.

You may also encounter questions about your resume that are awkward. It’s important to be honest but diplomatic in addressing them. For example, you may have left a job because of your supervisor or manager, or policies that you didn’t agree with, but you don’t want to speak negatively about a former employer. Consider these possible questions and prepare your answers in advance, so you don’t accidentally say something you’ll regret.

Like the rest of the interview, it’s best to prepare for these questions by writing notes and rehearsing your answers out loud multiple times prior to the interview.

9. Prepare your travel arrangements
Job interviews tend to be stressful for most people for many reasons, but getting to the interview can be a challenge in itself. If your interview is an unfamiliar area or even an entirely new city, it can be a source of anxiety to find your way around and make sure that you show up on time.

To avoid becoming too anxious for your commute, prepare yourself to ensure everything goes smoothly on the day of the meeting. Here’s how:

  • Leave early: This may seem obvious, but it’s better to leave with plenty of time to get to your interview, even if it means arriving way too early. Even if you leave yourself a few extra minutes to get there, small obstacles can be enough to make you late, such as heavy traffic, accidents, no parking or trouble finding the building. If you arrive too early, just use the time to go over your notes and mentally prepare for your interview.
  • Save the interview contact information: Even with plenty of time for your commute, sometimes situations out of your control can still cause you to be late. If something happens and you know you’ll be a little late, call your interview coordinator and make them aware of the situation. Most people are empathetic to these situations and understand that some things just can’t be helped, especially if you’re letting them know in advance and have a reasonable explanation. In this situation, the worst thing you could do is show up late without any notice and try to explain yourself.
  • Search the location in advance: Most interviews are scheduled days or weeks in advance, so you have time to research the location. If your interview is close enough, you can take a day to go to the location and check out the parking, take note of the traffic and find the suite or office where your interview will be. If you’re anxious about parking or any other aspect of the location, contact your interviewer to ask them for more information.

10. Sell yourself
One of the biggest challenges in an interview is selling yourself. Most people are uncomfortable with this idea, but presenting yourself accurately and positively doesn’t have to feel like a sale. The truth is that you do have professional skills and experiences that may set you apart from other applicants, so it’s acceptable and expected for you to acknowledge them to your potential employer.

When you prepare for a job interview, make note of your skills that relate to the role and think of how your experiences and abilities can contribute to the overall goals of the department and company. Your answers will be somewhat short, so you want to choose the most positive and relevant information to share during the interview.

If you have metrics or stats to show your accomplishments or growth during your previous roles, they’re a great help in selling yourself during the interview. For example, you may have increased sales by a certain percentage or increased social media engagement in your last position.

Whatever accomplishments you have, don’t be modest about sharing them during your interview. Your potential employer wants to know that you’ll be the right fit and that you can deliver something to the company, so they need to know all the reasons that you can provide that for them.

11. Get ready to follow up after the interview
After your interview, you should prepare to follow up with the employer. Doing so reminds the employer of your conversation, shows them you are genuinely interested in the position and gives you the opportunity to bring up points you forgot to mention.

Here are a few steps you can follow when crafting a follow-up note:

In the first paragraph, mention the specific job title and thank your interviewer.
In the second paragraph, note the company’s name as well as a conversation point and/or goal that seemed especially important to the person you spoke with. Connect that point to your experience and interests.
In the final paragraph, invite them to ask you any additional questions and close by saying you’re looking forward to hearing back.

Final tip: If you don’t know the answer to a certain question, it is perfectly acceptable to pause for a moment and simply state, “Let me think about that for a moment.” The employer will appreciate you taking time to give them a thoughtful answer. Be sure to provide specific examples wherever possible. Taking time to prepare for an interview will ultimately help you feel more relaxed and confident during the process.

By info@summitafricarecruitment.co.za

The Human Element to Recruitment

The Human Element to Recruitment

Recruiters face challenges on a daily basis. Of the many responsibilities that recruiters undertake, the task of managing expectations of both clients and candidates, proves to be a challenge in its own right. Managing this relationship involves managing a range of expectations that are often dependent on a variety of aspects. One such aspect is the nature of human behavior and with this, comes an array of obstacles. Dealing with Human beings is never easy and as recruiters we are ever aware of the countless aspects that determine or that can affect a person’s decisions.

Keeping in mind the interests of a candidate is vital when presenting them with a new opportunity or to a prospective company. A negative stigma has developed around recruitment and this is partly due to the hyped sales techniques and “numbers” game that some agencies have adopted as a stance. These approaches not only negate the interests of the candidates, but agencies run the risk of treating candidates as just another number and one begins to question the intent of the recruiter.

Headhunting plays an important role in recruitment and often candidates are unaware of the potential opportunities and positions that are well within their grasp. Recruiters sit in a unique position to make the unconscious, conscious, to make what some would never consider possible, a viable option. Provided the right opportunity is presented with the candidate’s best interests in mind, a recruiter would then begin to navigate the process with all parties involved ultimately achieving a happy medium with regards to the expectations of the client and the candidate respectively.

The use of recruitment agencies is often considered by companies who wish to out-source the hiring of skilled and qualified staff. This can often result in multiple agencies recruiting for the same company. Companies are then in a fortunate position to pick and choose from the proverbial cream of the crop. Although this may seem as an advantage for the company, the use of multiple agencies who in turn provide multiple candidates for a variety of positions, can somewhat desensitize the client to the human element of the recruitment process.

Recruiters are experts in identifying candidates who not only match the prescribed job description but who can be considered an ideal culture fit as well. Once a recruiter has contacted a candidate, explained the position and company in-depth and consent has been given from the candidate to put his information forward to the client, the onus is then on the company and the candidate to meet and impress one another. The reason I say impress one another is that this must be a win-win situation as the hiring company needs the skill set of the candidate and the candidate is now on the search for a better opportunity.

It is at this point where the skill of the recruiter comes in to play. The art of managing expectations, becomes vital for the process to continue smoothly. At this point it is important to also consider that there is a human element to the process and the human being is very complicated as everyone knows. Even though the recruiter may have done everything by the book, there are still other variables which will impact the decision making of the candidate or the client.  The position may be the best fit for the person with regards to the skill and company culture but there are also external forces which are at play outside of the working environment such as personality, emotions, stress, anxiety and so on.

There are several important factors that influence decision making. Significant factors include past experiences, a variety of cognitive biases, an escalation of commitment and sunk outcomes, individual differences, including age and socioeconomic status and a belief in personal relevance.

  1. The People

No, my number one consideration is not the money—it’s the people. Your boss, your team, and the co-workers that will surround you every day are crucial for your happiness and success at a job. Sure, it’s hard to judge people after only meeting them briefly, but think about how they treated you during the interview process.

Were they friendly? Did they ask personal questions as well as professional ones? Did they call you back in a timely manner?

The answers to these questions may reflect how your co-workers and superiors will treat you as an employee.

  1. The Environment

After an interview at a company the interviewee may decide against the environment of the company. The physical location’s also important to consider. A long commute or lack of lunch options may pull down your everyday attitude. Nothing is worse than going to a miserable work environment every morning and having to bring that misery home with you.

  1. The Stability

A lot of organizations can impress candidates with their past work or current profits, but some may just be a start up and even though they have big investors and a massive project underway a person may not want to move from an already well-established company to one where there is a smaller team and less stability. The opportunity of working for a startup is always exciting and lucrative for the right person but some people may change their mind after an interview.

  1. The Money

When looking at a job offer, or comparing two, often the most tempting thing to do is to go for the money, but that’s not necessarily the right approach. Take it from me—I’ve taken a job for the money and hated it, and taken a massive pay cut to work somewhere I love. I’ve learned that salary is only a small part of my happiness at work.

Consider what salary you could live with, as well as the amount that would make a job offer irresistible, and keep those numbers in mind (and of course, negotiate!). Think more about potential of the whole package and less about the numbers on your monthly paycheck.

  1. Your Gut

Finally, after you’ve weighed the important factors, take time to listen to what your gut is telling you. People often say when they’re buying a house, “when you walk into the one, you’ll feel it.” Same advice here: if you walk out of an interview and everything feels right (or wrong), pay attention to that feeling.

  1. Is the Timing Right?

It may be a small detail, but make sure to consider when, should you make that decision, you’ll begin your new job. Your future employer is probably eager to get you on board as soon as possible—but is it possible for you?

 

Finally, here is a situation from a candidate who did not accept a position at a client:

I declined the offer… I’m staying where I am.

The recruiter called me and asked why? This is one of the top companies.

What’s the counter offer?

Candidate: No counter offer.

1) I had 6 rounds of interviews.

2) I was grilled with questions but nobody took the time to explain what the job is like and did not even ask if I have any questions.

3) Lots of questions did not make sense – like why I am leaving my employer. I was not, your recruiter approached me and convinced me to come for your interview. Where I see myself in 5 years. They could not tell me where they see their company in 6 months.

4) The hiring process is too long, too disorganized.

5) The offer took too long.

6) The interviewers did not compare notes because during the 6 rounds of interviews they were asking the same questions. This should not look like an interrogation. They also looked tired and stressed.

If you want to hire talent, fix your basics. Treat candidates as people, not as applicants.

In conclusion, the aim of this blog post is to not only make recruiters and companies aware of the human element in the recruitment process, but to shed light on the importance of managing expectations on both ends of the spectrum.

Along with the managing of expectations, we do need to take into consideration the element of individuality as each client and candidate is unique. Further-more based on this individuality, we aim to show that there are countless factors that can attribute to the decision making of any human being regardless of their role or title.

A person’s career plays a vital part in their lives and we as recruiters need to be sensitive when dealing with this. Understanding the needs and interests of the candidate is vital during the process. Yes, we are passionate about the companies we recruit for and this plays a very important part in getting candidates interested in the first place. It is then of utmost importance to be detailed and honest in managing expectations to make sure the best interests of both parties are upheld.

 

IT Recruitment

By info@summitafricarecruitment.co.za

7 traits to look for in an exceptional programmer!

7 traits to look for in an exceptional programmer!

Companies are often challenged to find the right talent when it comes to experienced programmers especially when salaries need to fit in with certain budget criterion. Most programmers work is conducted in front of a computer which makes the hiring process even more difficult.

Knowing the programmer’s language is important for your hiring process but this is not always possible for a recruiter or company hiring the right talent. The fact still stands that one needs to know the requirements for hiring the right programmer.

Here are some points that can assist you when searching for the right talent:

Impressive Technical Skills and Programming Languages

  • A mistake recruiters or companies make when hiring programmers is to work on a checklist. Instead of requiring 3 years of C++ and on year of Java look at the current and past language codes the programme has to offer. A most recent language to a portfolio can be a bonus to past experience the programme has.

Desire to Learn

  • Technology evolves daily, the skills a programmer has today might be outdated in the future. A great programmer will need to stay updated with the latest trends and will need to learn any new skills to stay updated with new technology.

Debugging Skills

  • Writing code is only one aspect of a programmer’s job. If Software is not working as it is supposed to it is the programmer’s job to find the root of the issue. Instead of looking for a programmer who puts in hours and hours of coding to work around the issue fins a programmer who is willing to search for the issue and contribute solutions.

Suitable Working Environment

  • When interviewing a programmer ask him/her about their suitable working environment. Some programmers thrive in chaos while others enjoy their silence. Clearing this up before hand can help you find the right candidate for the position at your clients firm.

Problem Solving Skills

  • A new project can be a daunting task and having the right people on your team can lead to its success. Programmers have the knowledge and experience on how to solve math equations. A great developer will find ways on how to make things work despite the factors working against him or her.

Ability to work under Pressure

  • People might not see it on the outside of a company but a programmer work is very stressful. Deadlines are important in the work of a programmer and a great programmer will now how to work under pressure an meet the necessary deadlines.

Good People Skills

  • One might think a developer does not work with people and that they sit in front of their computers the entire day but that is not true. Programmers need to communicate with mangers and co-workers to develop the end product. Programmers are often required to sit in meetings to explain how the software works.

 

It is not an easy to find a great programmer especially if your knowledge about programmers are limited. When hiring a new programmer to your team you might want to ask one of your current programmers to sit in on the interview to make sure you find the perfect fit.

We at Summit Africa Recruitment only source the best of the best programmers for the job. We have the resources and experience to help you fill that spot!

Contact us at info@summitafricarecruitment.co.za to help you source the best talent!

 

gender equality

By info@summitafricarecruitment.co.za

4 Powerful ways to achieve gender equality in the workplace!

4 Powerful ways to achieve gender equality in the workplace!

Gender equality in the workplace can be achieved when both male and female employees have the same access, reward systems and resources available to perform their daily duties.

The Constitution of the Republic of South Africa encourages the state to reach gender equality. The Constitution wishes to create society that is based on democracy and equality throughout work places and our day to day citizen lives.

Companies can only benefit when hiring both men and women, it was established that companies with the most diversity in gender reaches their profit targets faster than those who don’t. A focus point for gender equality in the workplace is to accomplish equal outcomes for women and men. These outcomes are not necessarily the same for both genders.

To achieve gender equality, employers can do the following:

1. Re-evaluate job specifications.
Consider including experience specifications that broadens the pool of applications but still relevant to the position advertised.

2. Avoid or remove the gender pay gap.
Each position should have a pay bracket that outlines the salary for that role regardless the gender.

3. Eliminate discrimination against gender leave requests.
Family and other caring responsibilities differ between men and women. Working mothers will need time off and fathers are entitled to their parental leave.

4. Evaluations and Increases should be fair
Employee evaluations and increases should be judged on work performance and not on personalities, appearance or gender.

Gender equality in the work place is important, not only because it is ‘fair’ but because it contributes to South Africa’s economic performance. Gender equality leads to organisational performance and attracts talent and retains employees.

 

What’s the latest data on gender equality?

Employment shares by occupation and gender.
Q2:2018

Source: http://www.statssa.gov.za/

how to land your dream job

By info@summitafricarecruitment.co.za

How to ACE the interview and land your DREAM JOB! | 7 Tips to help you ACE that interview

How to ACE the interview and land your DREAM JOB! | 7 Tips to help you ACE that interview

The word interview can be enough to send chills through your whole body. With the right preparation you can master your next interview. Here are a few tips to help you prepare for your next deal breaker!

1. Research the company and industry.

The recruiter or employer will test your abilities by asking you how much you know about their company and by giving a vague answer is not going to cut it. Put in effort and do the necessary research by visiting the company’s website, social media platforms and other business pages linked to the company. Rather know too much than too little and study their “about” section and rephrase it into your own words. Know ‘’who’’ will be interviewing you, small details such as the name, position held at the company and a photo of the person, will put you at ease already.

2. Examine the job description and specifications.

Make sure you understand what the position entails and what will be expected from you should you be a successful candidate. If there is something you cannot do and they ask you about it don’t lie, rather prepare and give a suitable answer such as: “Unfortunately this is not something I am familiar with but I am willing to learn.”

Examining the job description is also the perfect time to prepare for those awkward common questions that gets asked. Practice easy, yet informative answers which you are comfortable with.

3. Don’t wait till the last minute.

Stress levels can rise when you wait until the last minute. Prepare a copy of your CV, portfolio and certificates well in advance.

4. Don’t choose your outfit at the last minute; get it ready the night before. Dress to impress the right audience. Wear clothing that suits the company look and feel and be comfortable in it. There is nothing more uncomfortable than someone fidgeting while being interviewed.

5. Arrive early.

Arrive early, but don’t go inside until 10 minutes before the interview starts. By entering the interview too early can cause unnecessary pressure on the recruiter or employer and start the interview off on the wrong foot.

6. Ask and answer questions clearly

When the recruiter or employer asks you a question, answer clearly and don’t mutter. Speak with confidence and keep eye contact with the person performing the interview. Failing in doing so can put the recruiter or employer off as they may worry that you will not be able to communicate with other employees or clients.

There is nothing wrong with asking questions, this can indeed be you future so ask things you would like to know about the company. This is not just for your information but it will show your interest in the company.

7. Follow up on your interview

Send a follow up e-mail and thank the recruiter or employer for their time, you can also add notes to the e-mail which was discussed to add that personal touch. Use a good closing line such as, “Looking forward to your feedback”.

Preparation and confidence is the key to a successful interview. Know your audience, be yourself and ace that interview!

Looking for your dream job? Visit our vacancies page or e-mail us at info@summitconsulting.co.za for any enquiries.

tips to create the perfect cv

By info@summitafricarecruitment.co.za

5 tips on how to create the perfect CV, what does a perfect CV look like?

5 tips on how to create the perfect CV , what does a perfect CV look like?

Trying to land your dream job is not as difficult as you think. You have the qualification, you have the experience to take your next step, so what is missing? The perfect CV…
Yes, we have 5 AWESOME tips to help you perfect the CV and MORE… We might just have your dream job waiting around the corner too!

Recruiters spend less than 6 seconds to review a CV before they make a decision to read further or not. The most valuable advice we at Summit Consulting can give you, to create a CV that stands out from the rest, is not to be the “average Joe” who gives general and vague details. Focus on the position you are applying for and tailor your CV accordingly by focusing on the relevant details for that field.

Your 5-step checklist:

1.The Cover Letter

Create a short and sweet cover letter. This bids as an introduction to what type of candidate you are and the position you are applying for. Write a short yet relevant cover letter stating the position you are applying for and what makes you a successful candidate for this position.

2. The Perfect Layout

The information you add onto your CV and where you place it can play a big part in landing “the” dream job.

  • Your contact information should always be on the top of the first page on your CV.
  • Always start with your most recent experience first. A recruiter or employer will most likely only look at you recent experience.
  • Add the company details of your previous employer accompanied by the sector you have worked in. It is also nice to see a company website link if possible. Don’t feel obligated to add a reference, the recruiter or employer will request it if need be.
  • Add your skill set in bullet points so that it is easy to read and stands out.
    Achievements is important but you need to give facts such as the:
    – role(s) you were in,
    – what strategies did you implement,
    – what was achieved and
    – give examples of your work.

3. De-clutter

List your tertiary education and qualifications only. Don’t list your tertiary education and qualifications with the dates and duties. This is way too much detail for recruiters to read and they may lose interest quickly.

4. Be Creative, but remain professional

Being creative is great but know when enough is indeed enough.

  • Keep your CV professional, clean and readable.
  • Stick to two colours, your text colour which is preferably black and one creative colour for your icons and skill set bars.
  • Use a readable font and a good font size.
  • If you wish to add a photo of yourself choose the photo wisely! DON’T use selfies or a couch potato look alike.
  • Take a professional shoulder length photo against a clear background.

5. Hold back on those documents!

When applying for a position spare the recruiter or employer the frustration to search for your CV between all the documents you attached. Send your cover letter accompanied by your CV only unless specified otherwise in the job specification. Things such as your ID document and driver’s license can be sent on request.

Job hunting can be exhausting so do it right from the start and you will possibly get invited to an interview the first time around. It does not only take determination and education but it a well written 2 page CV, as the good old Robert Browning quote goes “Less is More”.

An extra golden nugget, just because we know you have what it takes!

Don’t over think it. Life is too short too short to not do the things you love! Look through our vacancies now, find your dream position and let us help you get your foot in the door!

Visit our vacancies page or e-mail us at info@summitconsulting.co.za for any enquiries.

By info@summitafricarecruitment.co.za

10 Ways Smart People Stay Calm

The ability to manage your emotions and remain calm under pressure has a direct link to your performance. TalentSmart has conducted research with more than a million people, and we’ve found that 90 percent of top performers are skilled at managing their emotions in times of stress in order to remain calm and in control.

If you follow my work, you’ve read some startling research summaries that explore the havoc stress can wreak on one’s physical and mental health (such as the Yale study, which found that prolonged stress causes degeneration in the area of the brain responsible for self-control). The tricky thing about stress (and the anxiety that comes with it) is that it’s an absolutely necessary emotion. Our brains are wired such that it’s difficult to take action until we feel at least some level of this emotional state. In fact, performance peaks under the heightened activation that comes with moderate levels of stress. As long as the stress isn’t prolonged, it’s harmless.

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Smmit

By info@summitafricarecruitment.co.za

Importance of Effective Recruitment & Selection

Employing the right person for your small business might be the most important part of your venture. An effective recruitment and selection process reduces turnover. These processes match up the right person with the right job skills. Interviews and background checks ensure that you employ a candidate who is reliable and carries out the objectives you planned for providing quality services and goods to your customers.

Recruitment

It is important to list the skills your new hire will need to fulfill his duties. You get much better results in your recruitment process if you advertise specific criteria that are relevant to the job. Include all necessary skills, and include a list of desired skills that are not necessary but that would enhance the candidate’s chances. If you fail to do this, you might end up with a low-quality pool of candidates and wind up with limited choices to fill the open position.

Screening and Interview Process

Your screening process provides a vital opportunity for you to focus on what candidates can offer your company. It is important that you screen heavily, either by using your own judgment or by enlisting the help of managers you trust. The interviewer must know what the job is and what will be required for a new hire to perform well. The interview process also allows you the opportunity to express your company’s vision, goals and needs. It is vital that the interview elicits responses from applicants that can be measured against your expectations for the position. If you don’t use the interview to effectively eliminate applicants who don’t fit into your company culture, you might find yourself dealing with turnover, confusion and disgruntled employees.

Selection

When you choose a candidate based upon the qualifications demonstrated in the resume, the interview, employment history and background check, you will land the best fit for the position. Base your decisions about a specific candidate upon specific evidence rather than any gut instincts. If you hire people who can do the job instead of people you merely like, you will have higher productivity and quality in your products or services.

The Long Haul

Your goal in hiring responsible and reliable employees should be to make your small business profitable and efficient on a long-term basis. The recruitment and selection process is the time you not only identify a candidate who has the experience and aptitude to do the job that you are looking to fill, but also to find someone who shares and endorses your company’s core values. The candidate will need to fit in well within your company’s culture. Your selection and recruitment process should provide you with an employee who adapts and works well with others in your small business. Failure to recruit and select for the long term can result in high turnover.

Reputation

When you effectively recruit and select the right employee, there is a domino effect. Your new hire will do her job well. Employees will see that you make wise decisions. You will gain respect from your workforce, and you will get higher productivity as a result of that respect. This positive attitude will affect the quality of your products or services, and ultimately, your customers’ perceptions of your company.

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