Summit Africa RecruitmentSummit Africa Recruitment


How much IT professionals got paid in 2021

The latest CareerJunction Index (CJI) report revealed that South African ICT salaries differ significantly based on job function and location.

The CJI represents online labour dynamics in South Africa by providing an analysis of the relative ratio of supply and demand in the online job market.

The CJI is based on data gathered from the CareerJunction website, which include salary data that is broken down by profession and region.

The data provided during 2021 revealed that IT professionals in Gauteng enjoy higher salaries than their counterparts in Cape Town and Durban.

The higher salaries in Gauteng are expected because most corporates are based there, and the demand for professionals in this province is higher than in Cape Town and Durban.

The data revealed that executive managers and directors are the best paid, with average salaries ranging between R78,000 to R117,000.

These are basic salaries — cost to company (CTC) — and do not include bonuses and other benefits.

Intermediate software developers earned anywhere between R43,000 and R66,000, depending on their location and company.

The table below provides an overview of the average salary offerings for an intermediate level position in Gauteng, Cape Town, and Durban.



6 most in-demand IT jobs in the country

Prudence Mabitsela

WITH IT job vacancies continuing to climb, as companies struggle to recruit and obtain critical skills in South Africa, there is an opportunity to upskill or reskill individuals to meet this demand.


7 Things You Need to Stop Saying During Job Interviews, According to a Career Expert

On the list of “things we dread,” job interviews are right between scrubbing bathtub grout and going to the dentist. Whether we’re applying for our dream role or the job that’s going to pay the bills right now, it can be easy to psych ourselves out and fumble through the interview. What if we ask a well-intentioned question the wrong way? What if we make a bad impression? What if we have spinach in our teeth?

So we called on Vicki Salemi, a career expert at Monster, to talk us through what not to do. Here are the seven things we need to stop saying during job interviews and what to say instead.

1. Don’t say: “I don’t have any questions.”

Even if you’re applying for a company you’re familiar with—you buy all their products, you get their newsletters, etc.—you should be prepared with a few queries on deck, so the interviewer knows you’re as engaged as you say you are. “Saying ‘I don’t have any questions’ demonstrates to the interviewer that either you don’t really care about the job, you’re lazy or most importantly, you did not prepare,” Salemi explains.

 What to do instead: Conduct research prior to the interview

You don’t have to go all Sherlock Holmes and come in with the company’s full business records. You do, however, have to be prepared with enough knowledge about the brand to demonstrate interest.

“Look at the social media feeds of the companies you’re interviewing with,” advises Salemi. “Do a quick Google search, look at the newsroom on their website and create at least two to three questions about the role, the company or something that you read. The whole point of asking questions for you as the job seeker is to get more information, because you’re evaluating them as much as they’re evaluating you.”

2. Don’t say: “My last boss was toxic.”

You may not be entirely happy with your current or former employer, but saying anything negative about them to your potential boss sends red flags about your level of professionalism. “It just shows bad form,” says Salemi. “The employer that’s interviewing you may start to wonder if you’ll eventually bad mouth them or their company.”

What to do instead: Remain factual and don’t call anyone out

Salemi states, “If you’re asked a behavioral question like, ‘Name a situation when you dealt with a difficult [person],’ focus more on how you’re selling yourself and how you rose to the occasion. You don’t have to say that it was your boss. If you’re asked why you want to leave the company, don’t reveal it’s because you have a toxic boss. You can just say, ‘I’ve learned everything there is to learn in this role, I’m growth orientated and that’s why I’m interested in your opportunity.’” In other words, pivot without pointing the finger.

 3. Don’t say: “How did I do?”

Look, most of us will never leave an interview feeling like we completely aced it. However, asking for instant feedback may indicate a lack of confidence. “The person interviewing you—who may be your potential boss—may assume you’re always going to look for instant feedback on the job,” says Salemi. Translation: No one wants to hire someone they think is going to need constant handholding.

What to say instead: “What are the next steps?”

Essentially, what you’re looking to hear when you ask, “How did I do?” is whether or not they see you as a viable candidate. Instead of positioning yourself as needy, the better thing to do is ask for next steps, so you can adjust your expectations accordingly. “Leave it open-ended and assume you did well,” urges Salemi. “It’s common to leave an interview wondering how you did, but always stay in the moment. Focus on the next step rather than something that you may have missed.”

Oh, and it’s okay to ask for feedback after you’ve been rejected. Sometimes it’s not necessarily about your qualifications, but other circumstances (the company may have decided to hire from within, for example, or the position may have been put on hold). In that case, you can ask the interviewer to keep in touch and consider you for similar positions in the future.

4. Don’t say: “This is a great stepping stone for my next job.”

New grads, listen up. It’s great to be career orientated and most entry-level jobs will help you get your foot in the door of whatever field you’d like to pursue. But a potential employer will be wary about hiring someone who has their sights set elsewhere. They need to know you’re going to perform at the highest level for their company.

“You want to convince the employer that this is a role you’re looking to build longevity with,” explained Salemi. “You don’t want to say, ‘I’m only going to stay here for a year because I want this on my resume.’”

What to say instead: “What’s the growth opportunity within this role?”

Employers want to know that they can depend on you to give your all to the company, so it’s important to leave that impression. Stay focused on the role at hand and ask instead about opportunities for promotions as well as the skills and experiences necessary to succeed in the role.

 5. Don’t say: “How much time will I have off?”

This one is all about timing and how you frame the question. In the wake of the pandemic, a lot of employers are trying to figure out the optimum balance between working from home and going into the office. There is also a bigger focus on mental health. So, it’s not that you can’t ask about PTO, but be strategic about it. “If you ask the person who is going to be your boss [about PTO] in your first interaction, it may come across that you’re not serious about working,” Salemi explains.

What to say instead: “Do you have a benefits sheet?”

The topic of PTO will likely come up as the hiring process unfolds. However, if you happen to be working with a recruiter, it’s okay to ask them for the company’s benefits sheet. It’ll also inform you about health insurance, flexible WFH arrangements and other perks the company might offer.

 6. Don’t say: “How much does this job pay?”

Of course, you want to make sure that you’re getting paid your worth, but just like PTO, asking about salary is all about tact. “People want to be cognizant of each other’s time. So, an employer doesn’t want to go to the end of the interview process only to be told the salary is too low from the job seeker’s perspective.”

What to say instead: “My salary range is X. What is the range for this position?”

Again, it’s important to bring up the salary conversation sooner than later, but instead of giving a hard number, give the potential employer a range. “When you have that initial salary conversation, keep it high level, keep it broad and try to get the employer to say an amount first,” advises Salemi. “An employer wants to make sure you’re not going over theirs because they don’t want to spend the time on one candidate when you’re both not on the same page.”

7. Don’t say: “What role is this for? What does this company do?”

It may seem like an obvious faux pas to avoid, but sometimes a big company contacts you and asks for an interview at the last minute. The first inclination is to, of course, say yes. But unless you’re already at home and are in the right head space for an interview, it’s best to hold off until a more convenient time.

What to say instead: “I’d love to speak with you, but I’m in the middle of something right now. Can we schedule time to speak about the role?”

“You always want to be prepared—whether it’s that first interview or it’s the last—and that includes your mental [state]. You don’t want to be caught off guard,” stated Salemi.

There may also be instances where you’ve applied to different positions within one company and if you’re not sure which one they’re reaching out to you for, ask in a way that doesn’t make you seem clueless. Something like, “I’m really interested in your company, and if I recall correctly, I applied for a job more than once. Which job title is this for?”

Salemi suggests creating a Word document with the job descriptions for the roles you have applied for. That way, if the employer removes the posting off their website prior to your interview, you’ll still have access to it. Having a running document is also helpful because you can rearrange your resume according to what a potential employer is looking for. Hiring managers typically list their desired skills and experiences in order of what’s most important to them. This way, even if they don’t reach out until months later, you’ll have that initial job description handy and still feel prepared.



‘Ghosted’ after a job interview? Here’s a sample follow-up email—and what to do if you still don’t hear back

When you’ve gone through an extensive job interview and don’t hear back from the recruiter or hiring manager after several follow-up emails, you’ve been “ghosted.”

It’s easy to lose hope and confidence when this happens. For many job seekers, the experience is so frustrating that they tend to make things worse by sending one — or several — angry emails.

But a nasty, confrontational note is the wrong approach. As a career coach with 20-plus years of experience in hiring and recruiting, here’s my advice to candidates who have been ghosted after a job interview:

Follow up (one last time) with a polite email

The best way to show professionalism is to start the email off with a positive tone.

If you begin with something like, “So it’s been a few days and I still haven’t heard back…,” you’ll come across as passive aggressive or rude, regardless of whether or not you mean to.

In your follow-up email, do three things:

1. Congratulate them on finding the right candidate. This one is a bit of a mind game, because you don’t know if they’ve already filled the position. But expressing that you’re happy for them, even though they didn’t pick you, shows you have good spirit. Also, you’ll likely get a response either correcting you (e.g., that they didn’t hire anyone yet) or explaining the real reason why they didn’t get back to you much sooner.

2. Ask them what you can do to stay on their radar for future opportunities. While you may be disappointed that you didn’t get the job, don’t make the mistake of closing the door completely. New positions will eventually come up, and one of them might be perfect for you. Make it clear that you’re still interested in working at the company.

…this approach usually gets even the busiest recruiters and hiring managers to respond.
J.T. O’Donnell

3. Mention one thing you enjoyed talking with them about. Was there a part of the interview conversation where you feel like you really connected with the interviewer? Bring it up! This is your opportunity to make yourself more memorable and stand out from other candidates who fell short.

Sample of a successful follow-up email

 “Hi Kim,

I hope your search for the sales associate position is going well. And congratulations if you already found the right candidate; anyone you select would be lucky to work at such a great company.

I wanted to briefly reconnect to tell you that, while I might not have been a perfect fit for the role at this time, I loved meeting with everyone on the team. It only reaffirmed my desire to be part of your company’s mission. I really hope we can keep in touch, so please let me know if there’s anything I can do moving forward to be considered for future opportunities.

I truly appreciate your time and the opportunity to interview. I especially enjoyed our conversation about humble beginnings. Your story about how you worked your way up from an internship to a managerial position in just three years really inspired me, and it’s something I’ll always remember to keep me motivated throughout my career.

Thank you so much,


In my experience, this approach usually gets even the busiest recruiters and hiring managers to respond. Some may simply reply with a simple “thank you” and “good luck,” while others may offer you helpful feedback.

Still no response? Review your experience

If you don’t get a reply after that last follow-up email, don’t keep bombarding the employer with more messages. Instead, consider leaving an honest, but polite, review about your interview experience at a company review website, like Glassdoor or Indeed.

This isn’t something that I recommend to everyone. Even though reviews are kept anonymous, many people aren’t comfortable sharing their experiences online — and that’s okay, too. Just learn from it and move on.

But keep in mind that websites like these help other candidates gain insights into the overall interview process at a specific company, how they secured an interview, the level of difficulty, questions to expect and more.

And your review isn’t just helpful to job seekers: “It also benefits employers by helping their recruiters and hiring managers identify opportunities to improve their processes and communication so that future candidates can have a better experience,” Sarah Stoddard, a career expert at Glassdoor, tells CNBC Make It.

Research even confirms candidates use interviews to gauge what it’d be like to work for a potential employer, so it’s in an employer’s best interest to provide the best experience possible for their candidates,” she adds.

Again, just be sure that your review is honest and isn’t written out of anger and vengeance. One way to do this, depending on your experience, is to try including phrases like “I’m sure the hiring team was extremely busy” or “But one thing I did enjoy about the [company/process] was…”

The goal is to provide constructive feedback that genuinely encourages improvement.



Here Are Four Signs Your Company’s Culture Is Toxic

1) You’re surrounded by “yes” people

How to fix it:

When people feel valued, they actually bring value to the bottom line.

2) Job descriptions are vague—and no one knows what they are responsible for

How to fix it:

3) Everyone works overtime, all the time

How to fix it:

4) Failure is discouraged and punished

If people aren’t allowed to fail, then they aren’t allowed to really succeed.

How to fix it:


The 8 IT jobs which are most in-demand in South Africa right now

Xpatweb, a provider of immigration audit services has published its Critical Skills list for 2021, detailing the IT jobs which are currently in demand across the country.

The survey shows that demand for ICT skills remains steady, with 13% of respondents indicating in the 2020/21 survey that they struggle to source skilled professionals in this field to drive their operational demand in order to transition into the digital economy.

“As big data, robotics, artificial intelligence, machine learning and the internet of things rapidly shape the way of doing business, which often makes the difference between those competitors that survive the transition from the third industrial revolution into the 4IR and those that ultimately fail, sourcing these skills is a priority that cuts across all sectors.

“Of the organisations surveyed, 98% indicated that they agreed that critical ICT skills were essential to their ongoing operational success,” Xpatweb said.

The group’s data shows that the most sought after professions include:

  • IT Application Developers;
  • Data Analysts;
  • Data Scientists;
  • Software Developers;
  • Software Engineers;
  • IT Program Managers;
  • Digital Skills;
  • Network Architects;

Some businesses were so desperate for ICT skills that 17% indicated they were seeking qualified yet still inexperienced professionals, while another 17% were seeking those with one to three years of experience and 38% wanted to recruit staff with three to five years of experience.

A total of 28% of respondents required ICT professionals with more than five years of experience, Xpatweb said.

The cost of no skills

Highlighting the skills shortage impact on their businesses, 94% of organisations reported that qualified data scientists are an occupation that was critical to their on-going operational success.

A further 94% of organisations reported a similar need for qualified software developers, while 89% of organisations were in need to recruit data analysts to ensure their ongoing operational success.

According to a 2019 survey by the Institute of Information Technology Professionals South Africa (IITPSA), South Africa has a chronic shortage of ICT professionals. The survey listed the top ten hard to fill occupational vacancies in firms in the MICE (media, information, communication technology) sector as –

  • Software Developer (1 131 vacant posts);
  • Computer Network and Systems Engineer (352);
  • ICT Systems Analyst (316);
  • Programmer Analyst (165);
  • ICT Security Specialist (150);
  • Business Analyst (126);
  • Multimedia Designer (121);
  • Advertising Specialist (106);
  • Database Designer and Administrator (91);
  • Telecoms Network Engineer (91).

Moreover, according to IITPSA’s survey, the demographic of the average ICT professional has remained the same over the past 12 years.

Blog Source:


Quality Over Quantity—Choosing the Right Recruiting Metrics: The 7 metrics that matter, and the 7 that don’t (as much)

In our last post, we reinforced the message that companies must always be recruiting, and we highlighted five steps an organization can take to launch an ABR initiative. Once you have a firm recruiting foundation, the next logical step is to begin measuring whether your extra efforts are yielding results. What recruiting metrics should you be measuring, and how can you effectively gather the needed information?

There are dozens of popular recruiting metrics, including the venerable Cost per Hire and Time to Fill. And while these two tried-and-trues remain important factors to measure, there are even more insightful metrics organizations can use to steer and hone their recruiting efforts. Here we list the seven qualitative recruiting metrics that matter—and compare them to their similar, more quantitative counterparts.

Source of Applicants versus Source Quality

Determining which sources are responsible for generating the most applicants is certainly important, but an even better metric is to measure the quality of candidates each source is supplying. Source quality is calculated dividing the number of hires generated a source the number of applications generated that source. Obviously, the most valuable sources send you the most hires.

Offers per Post versus Offer Acceptance Rate

While Offers per Post simply measures how many offers you extend to candidates applying to a specific job, Offer Acceptance Rate takes into consideration the percentage of those offers that get accepted. The first metric can be useful to see if you’re attracting good candidates, the second is the money shot—how many of those good candidates ultimately come to work for you. If your offer acceptance rate is low, then you may need to revisit your compensation packages or other disqualifying factors.

Applicants per Hire versus Qualified Candidates per Post

Applicants per Hire is a ratio of how many applications are considered for each hire, calculated dividing the number of applicants for a position the number of hires for that same position. It can be a useful metric to determine if you are successfully sourcing applicants, but a more useful measurement is the number of qualified candidates you’re generating for each job. What makes a qualified applicant? You decide of course, but one accepted determinant is to count applicants that make it past the first milestone of your screening process. Using that, Qualified Candidates Per Post is calculated as the number of candidates for a position who make it past the first round of review divided the number of hires for that same position.

Fill Rate versus Turnover Rate Source

Fill Rate is calculated dividing the total jobs filled a person, team or recruitment channel the total jobs assigned to that person, team, or channel to fill. It is often used to determine if you should be using an outside recruiting agency or whether your internal team is doing the job. But Fill Rate quickly loses its value if those hires leave the organization within the first year or so. Take the fill rate measurement a bit further comparing it to the Turnover Rate Source. This allows you to evaluate which channels are feeding you employees that remain with the company for a specific period of time (typically at least one year).

Time to Fill versus Source to Close

Time to Fill is commonly calculated as the time to hire from start to end of the recruiting to hire process, but a more insightful metric is Source to Close, which measures how quickly candidates accept an employment offer—minus the sourcing phase. Why the distinction? One reason is that companies may recruit continually for certain roles, so the open date of the position related to the hire date becomes irrelevant. Another factor that contributes to the amount of time “to close” is the fact that hires for many higher-level positions need a longer transition between their old company and the new job.

Cost per Hire versus Quality of Hire

The Talent Acquisition Benchmark Report SHRM report found that the average cost per hire is $4,425 (in 2017, likely more today). Clearly the Cost per Hire is important to your organization’s bottom line, but even more important is the Quality of Hire. In fact, according to LinkedIn’s Global Recruiting Trends Report, quality of hire ranks as the most valuable performance KPI. You certainly don’t want to spend that much money on bad hires. How can you measure Quality of Hire, you ask? One straightforward (and admittedly subjective) way is to simply ask the hiring managers if they would hire the employee over again. Other methods can include studying performance reviews or determining an Employee Lifetime Value, similar to the more familiar Customer Lifetime Value metric.

Time to Hire versus Candidate Experience

Time to Hire is simply the average number of days from the start of the recruiting process to the signing of employment contract. It’s an easy-to-count metric that has merit on its own, but more significantly, it has a direct impact on a more qualitative measure, Candidate Experience, calculated using what’s called a Candidate Net Promoter Score, from a candidate survey asking questions like, “How likely are you to recommend [your company/this recruiting experience] to a friend?” You are surveying your candidates, aren’t you?

Choosing Quality Over Quantity

Certainly, measurements like Cost Per Hire and Time To Fill are important, practical and relatively easy to gather, but the real value emerges when you dig a bit deeper, using metrics that don’t simply count activities—they measure performance. An Applicant Tracking System is an ideal way to begin capturing and making sense of the metrics that matter to your organization.


Causes & Effects of High & Low Staff Turnover

Causes & Effects of High & Low Staff Turnover

Companies often thrive based on the talent provided by their employees. Yet, if a company is faced with frequent turnovers, the efficiency and effectiveness of business operations could suffer. Similarly, those companies that maintain a consistent workforce may be able to grow as a result of their employee base performing consistently. Understanding the causes and effects of turnover can help your company develop strategies and policies to increase the odds of keeping the staff members you value.

Causes of High Turnover

If your employees don’t feel valued, challenged and well compensated, they’re likely to move elsewhere. Workers know they are valued when managers support them in their work by giving feedback and providing opportunities for professional skill development. Without challenging work or a clear path to personal and professional growth, an employee may look to another company where those desires can be met. Still, even with interesting work and abundant opportunities, if the pay is low and benefits are non-existent, a valued employee may choose to accept an offer elsewhere in order to make more money or enjoy company perks.

Effects of High Turnover

When your staff turnover is high, your company is run by people who aren’t experienced and most likely aren’t particularly motivated because they see their co-workers leaving regularly. Your customers will have inferior experiences with your products and services because these items are manufactured and delivered by people who haven’t been around long enough to do their jobs well.

When regular turnover occurs, a business must continually train replacement staff, incurring additional expenses in bringing employees up to speed, as well as having to pay for the mistakes they make due to inexperience. Additionally, your previous training expense and expertise walked out the door along with all your previous employees. If you are in a business with specific industry knowledge that requires specialized training, you are allowing that knowledge and training to be given freely to others, perhaps even a competitor.

Causes of Low Turnover

Workers who feel they are valued and respected are more productive and eager to engage in the workplace. A healthy corporate environment will encourage employees to stay with your company over time when employees feel well treated through fair pay, benefits, healthy-living initiatives, collaborative projects and open communication between management and staff. Opportunities for advancement increases the odds of employee retention, provided you offer these opportunities fairly and equally. Economic conditions can also contribute to low turnover. If unemployment is high and workers know they’ll have a hard time finding new jobs, they’re more likely to stay with the one they have even if it doesn’t entirely meet their needs.

Effects of Low Turnover

Your company will be well run and well regarded if high-quality staff stick around for a long time. The longer they work for you, the better they do their jobs, and the more they learn about how to troubleshoot and handle idiosyncratic situations. They get to know your customers, and they do a good job serving as the face of your company. Customers think highly of your business when they see that you keep employees over time, especially in industries such as food service that tend to have high turnover rates. When your turnover is low, you save money by avoiding unnecessary mistakes. Lower turnover can also have a beneficial effect on the payroll even if you pay your long-term employees well because you don’t have to train new workers and you avoid losing efficiency while they get up to speed.



IT companies continue to hire as the demand for skill increases!

IT companies continue to hire as the demand for skill increases!

During this uncertain and trying time, SUMMIT continues to be committed to do what is right for our clients, candidates, and our own employees. As companies take preventative measures to ensure the safety of their employees and remotely on-board new candidates, SUMMIT will be there to ease the burden.

COVID-19 has required all sectors of business and society to re-evaluate tried and trusted systems. Recruitment procedures are no different.
While there is a lot of uncertainty during this lockdown period, one factor remains consistent – business cannot come to a complete stop. Therefore, it is imperative that procedures – including recruitment – evolve to adapt to the new international reality.
COVID-19 has unfortunately influenced employment worldwide and an influx of candidates are likely to be looking for new positions in the aftermath of the pandemic, turning the job market into an even more competitive space.

It is important for all job seekers to recognise that companies are still hiring during this pandemic. While many of SA’s businesses are left with no option but to trim salaries, retrench or close their doors, many IT companies are looking to hire as the need for their services grows.
The latest stats show that Software Developers and Software Engineers are in the top 5 most sought-after skills wanted in the job market. Even though the rareness factor of IT skills across some positions has dipped, the demand for technical skills is still high and the supply of experienced skills is still scarce.

The latest findings show that surveyors and mechanical engineers are currently earning the highest salaries in the country, with java developer’s taking home 3 percent less in annual earnings than they did in 2019.

At SUMMIT we are still in full swing and sourcing top quality candidates for our valued clients.

  • Job Spec Evaluation
    Full meeting and evaluation with our clients regarding each position’s urgency and requirements. Job profiling and company culture is detailed in full to get the most suitable candidate.
  • Diversity and EE Support
    SUMMIT Africa Recruitment believes in diversity and to provide Professional Recruitment Services to all our clients and candidates. SUMMIT Africa Recruitment is a proud BEE Level 2 Contributor.
  • Headhunting
  • Advertising positions
    We use several online platforms as a form of marketing communication that employs an openly sponsored, non-personal message to promote our client’s positions that we are sourcing for.
  • MIE checks:
    Background screening: We can quickly and efficiently with the assistance of MIE provide verification of qualifications, credit records, fraud records, criminal records, drivers licenses, employment references, and citizen checks.
  •  In-depth reference checks


Creating your own unique footprints

Creating your own unique footprints

If you walk in the footprints of others, you won’t make any of your own.

You want to be original, but how do you do it? One of the best ways to be original is by welcoming who you are without attempting to be anyone else. Find the things that make you exclusive and commemorate them (don’t hide them!). Challenge yourself to think out of the box and act creatively. Overall, being original means being uniquely you and expressing what you enjoy.

When you dare to be an original you are daring to be “yourself” and everything that incorporates who you really are. To many of us, that can be a frightening and startling proposition.

And why can that be frightening, you ask?

It can be frightening because it means putting ourselves on the line. It means we could be subjecting ourselves to scrutiny, judgment and possible ridicule. It means exposure and vulnerability.

Certainly, there is more comfort to be found in conformity, lying low, and blending in with the crowd.

There is also boredom, complacency, and the prospect of never living to your prospective.

It takes bravery and self-belief to dare to be an original – to reveal your uniqueness and to show that you’re one of a kind. However, as with any frightening endeavour, the rewards of overcoming obstacles and prevailing far outweigh the consequences of not venturing forth.

As the late Steve Jobs stated in his speech at a Stanford University graduation commencement:

“Your time is limited; so, don’t waste it living someone else’s life. Don’t be trapped by dogma – which is living with the results of other people’s thinking. Don’t let the noise of others’ opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.”

It’s true. Life is too short to live it trying to be anything other than your true, original self. Be who you are and be it the best way you know how. Celebrate your individuality and uniqueness. Dare to be an original!

Sia sang in her latest track for the movie Dolittle:

“I’m here to try anything
I’m done with the suffering
It’s time to stand up and sing
For my life
I’m here now to try it all
I’m ready to take a fall
‘Cause I’m an original
Why deny it?

And I won’t waste my life being typical
I’ma be original
Even when it’s difficult
And I won’t change myself when they tell me, “No”
I’ma be original
I’ma be original”

The French writer Andre Gide said: “Everything that needs to be said has already been said, but, since nobody was listening, everything must be said again.”

I would change that slightly to say that, even if everything has been said, it hasn’t been in YOUR voice, with YOUR interpretation, with YOUR point of view.

Accepting your originality

Recognize your own uniqueness. You are, in a sense, already original. While there will be people who are like you, wear the same clothes, and have the same ideas, no one has had the experiences you have or view the world from exactly the identical point of view. Understand that being who you are is already unique and you don’t need to change.

You might feel nervous by things that make you feel different. However, these differences don’t define you. They are part of who you are and add to your unique experience.

Acknowledge how your experiences shape who you are. There will never be a person who can replicate your thoughts, experiences, and ideas in full.

Have confidence in yourself. Being original means, you might get some heat or backlash for your choices. People won’t always react well to what they perceive as different, so building confidence in what you do will help show yourself and others that you are proud to be original. Think positively about yourself and keep your self-talk constructive.

Don’t compare yourself to others, especially if you tend to put yourself in a negative light. You’ll likely find others who you think are smarter, better dressed, or more “original” than you. Just be you.

Try a new experience. New experiences will introduce you to new perspectives and concepts. You may not always like them, but they are ways to unearth what you’re passionate about and give you a new viewpoint. Try being spontaneous and tenaciously participating in activities you normally wouldn’t do. If nothing else, you’ll have a unique experience and a fun story to tell others.

8-Step Process For Being Original at work

 Many of us believe our jobs are stagnant. Meaning, we don’t have the autonomy that others do. That’s not true. When challenged to look at their familiar jobs in an unfamiliar way, people will rewire their brains to take charge and create a more ideal role based on their ability to be original and in turn create in some cases better solutions.

Here is what one should do.

  1. Be optimistic always

Keep a positive attitude always and be optimistic. A pessimistic approach will keep not only your team members away from you.

Take up every opportunity or task as a challenge and work on it as much as you can with the attitude of a problem solver before you decline or refuse the assignment.

This can-do attitude will make you stand out among others.

  1. Listen to your peers

This is very valuable if you are working in a team. Your team members may have their own opinions just as you have yours. Express your opinions and allow them to state their opinions.

Together, you can work out on a resolution that works best for everyone.

Avoid using the term ‘I’, ‘me’ and so on. Instead of using ‘We’ and ‘us’ can go a long way in helping you to gain your respect and in turn being noticed in the team.

  1. Take a leadership role

Offer to lead the team when there is a group task or activity to be completed. When you demonstrate your leadership skills to be effective, you are very likely to be noticed at your workplace.

  1. Master your existing skills

This refers to improvising your existing skills.

For example, if you are great in analytical thinking and your job needs you to work on Java, take time to understand as much as possible about it.

Become an expert by learning more than about the coding than just the features you use at work.

You can also work on learning other software that can be used for analytical thinking.

  1. Voice your opinions

Do not hesitate in expressing your views about what you are confident of. However, remember not to be aggressive when you do this.

Talk about them as just your suggestion or what you would do in that particular situation.

  1. Learn something new

Attempt to discover a new skill that is preferably in demand even beyond your workplace.

If others are still thinking about this and you have become proficient in this, you have a good chance of getting recognized from the crowd.

  1. Adopt a sense of humour

Of course, you cannot always have fun at work.

However, displaying this trait can ease a tense situation. It can make people come to you when they are anxious about something and want to be calm.

One must understand when and how to use this trait so that you will get noticed by your employer.

  1. Show consistent accomplishments

The trick here is not what you do, but how you do. Put in your best efforts in everything that you do.

Compete against yourself each time and aim at doing better than last time.

Finally, you may not be able to master all the above traits in a single day or a week.

Some of them may take some time to develop. But, they are definitely achievable with determination on your part.

Also, they can help you uncover your hidden strengths and use them to bring out the best in you to stand out at your workplace.

How to answer, “What makes you different?” in an interview.

  1. Mention skills listed in the job description.
  2. Provide examples from your background. Reference prior accomplishments or results from past roles.
  3. Avoid generic phrases like “I’m a hard worker”. Make your answer compelling.
  4. Include key personality traits that will allow you to deliver similar results in the future.
  5. Tell the interviewer how your unique skills will help the company succeed.



In a world full of copies, be original!





How to conduct productive virtual meetings / interviews

How to conduct productive virtual meetings / interviews

 Amid fear related to the spread of the Coronavirus, companies have started to cancel face to face interviews and resort to remote interviews in order to keep their recruitment process going.

With around 20% of the global workforce are now working remotely full-time, and half of the remaining employees working from home at least one day per week, the art of virtual communication is more critical than ever.

Amid fear related to the spread of the Coronavirus, companies have started to cancel business trips and even whole conferences. Because of that and the advent of 5G, a host of startups emerged, trying to re-create the live meeting experience through the means of modern communications technologies like VR, AR, holograms, and advanced video conference apps.

Virtual reality is now commonplace in nearly every branch of the gaming industry, but similar technology is also extremely useful in the business world, where it can save hundreds of hours of billable time. Instead of traveling for thousands of miles to a business meeting, you can now chat live online with your clients and people from your company.

Video job interviews are an increasingly common part of the hiring process. These interviews can take several forms. If you have one coming up, it’s a good idea to familiarize yourself with all the variables so you can be prepared.

 Remote video interviews
Some video interviews take place outside of the potential employer’s office. In this case, you’ll be responsible for finding a quiet location with a good internet connection and a computer or laptop with a webcam. Specifically, you’ll need:

  • An internet connection with bandwidth speed of at least 1 megabits per second.
  • A laptop or desktop computer with a webcam. In some cases, a tablet or smartphone may also be an option.
  • Headphones with a built-in microphone or headphones and a separate microphone.
  • A quiet, private and well-lit place where you won’t be interrupted by other people, pets or noises. Position your webcam so that you have a neutral background that’s free from distractions. Avoid coffee shops and other communal spaces.

If you don’t have these resources already, you may want to consider the following:

  • Explore the resources available at the public library in your area. Some libraries have private rooms you can reserve and may be able to loan you the equipment you need.
  • Ask friends if you can borrow equipment.
  • Rent equipment.

What to wear for a video interview

For your video interview, you should dress professionally—the same way you would for an in-person interview. Research the company culture before your interview so you have a good idea of what’s appropriate.

To look your best on camera, avoid bright colors and patterns and opt for softer colors instead. If you are wearing a tie, wear a solid color rather than a patterned one. If you wear glasses, adjust the lighting in the room to reduce glare from the lenses.

Position the camera so that you are looking up slightly and centered on the screen. While it’s likely that the interviewer will only see your upper half, it’s still a good idea to wear professional pants or a skirt in case you need to stand up for any reason.

Video interview body language

Eye contact is very important during an in-person interview, and you want to convey that same level of connection during a video interview. Here’s how: Avoid the instinct to look directly at your interviewer on the screen while you’re answering a question. Instead, when you speak, you want to direct your gaze at the webcam. When you do this, your eyes are more likely to align with the interviewer’s eyes on the other end. When you’re listening, you can look back at the screen.

Throughout the interview, keep your mood upbeat and convey optimism with your body language. One way to achieve this is to have good posture. Sit in your chair with your back straight and your shoulders open. Feet can be planted on the floor and arms can rest in your lap or on the desk.

When you’re listening, nod and smile when appropriate to communicate that you’re giving them your full attention. Use hand gestures when it feels appropriate and keep your movements close to your body. Avoid fidgeting or letting your gaze drift away from the device.

 Practice and tech set up

To get used to the technology and the body language of a video interview, it’s useful to do some practice video calls with friends or family members. Ask them to give you candid feedback about your appearance and eye contact. Run through it a few times until things start to feel natural.

This practice can make all the difference in your interviews. Set aside time in your schedule in the weeks and days leading up to your interview—you’ll find your confidence growing as you become more comfortable in front of the camera.

On the day of your interview, review this checklist as you’re setting up:

  • Ensure that you won’t be interrupted, either by locking the door or by alerting others that you can’t be disturbed (a note on the door of the room as well as the door to the outside may be helpful).
  • Clear the desk space, except for a notepad and pen/pencil for you to take notes.
  • Have a copy of your resume and any other notes ready for you to reference.
  • Set out a glass or bottle of water for yourself.
  • Check that your webcam is working.
  • Check that your audio is working.
  • Close any windows, tabs or applications on your computer that you’re not using.
  • Check your internet connection and make sure you’re not downloading anything in the background.
  • Set your phone to silent.
  • Check that the background behind you is neutral and free from clutter.
  • Adjust the lights in the room. If things appear dark or dim, you may want to bring in an extra desk lamp to brighten the space.

 If things go wrong

With technology, there’s always a chance things could go wrong. Here are some backup plans to have ready just in case.

  • If your video or audio stops working
    Before the interview, ask the interviewer for a phone number where you can reach them if you experience technical difficulties. If the video cuts out, call them at that number. Ask if you can continue the interview by phone or if you can reschedule.
  • If noise interrupts the conversation
    If noises (sirens, construction, etc.) interrupt your video interview, apologize for the interruption and ask for a few moments until the noise has subsided. You may want to mute the microphone if the noise is severe.
  • If someone enters the room unexpectedly If family members, housemates or pets enter the room while you’re interviewing, apologize to the interviewer, ask for a few moments, mute your microphone and turn off your camera, and then step away to deal with the interruption. Make sure that the room is secure before beginning the interview again.

As with any job interview, you should conclude by thanking the interviewer for their time. Send a follow-up thank you email later that day (or the next day if your interview was in the evening). This message may help build a stronger connection with your potential employer and help you progress to the next step.


How To Job Search During The Coronavirus Lockdown

How To Job Search During The Coronavirus Lockdown

With the coronavirus effectively putting the world on lockdown, job seekers now face a new challenge – how to search in times of uncertainty. What can be done to keep a job search going strong during this time?

Keep applying to jobs.

Your job search should continue as usual. Keep sending in your applications and polishing up your resume and cover letter. Even if the company needs to temporarily stop their search, chances are once things resume some sense of normalcy, they’ll still need to fill that position.

Don’t worry if the position doesn’t mention remote work.

New listings may reflect the changes many companies have made to transition their workforce to remote work, but existing listings won’t get updated. At this point, it’s very possible that even if the job listing doesn’t mention remote work, it’s a definite option. In states and cities with shelter in place orders and group gathering restrictions, many companies’ physical locations are closed, so remote work is the only option right now, whether or not the job posting mentions it.

Build your network.

Now, more than ever before, is the time to lean into your network and continue or start to build it. If you don’t have an active LinkedIn profile, you need one. LinkedIn is a goldmine of connections, advice, and job opportunities. Take advantage of that by not only updating your profile but engaging with your network by messaging people, joining in on discussions, and sharing content. Never be afraid to ask for help or advice – that’s what your network is there for.

Engage with people.

With millions of people working from home, engagement in online communities has increased. Offline events have moved online, creating new ways for people to connect. There are hundreds of options to network virtually every day ranging from educational to social, so take full advantage of them. Find a balance between professional events and fun, social ones. A virtual happy hour can do wonders to boost your mood and help reduce stress during these tense and uncertain times.

Get comfortable with talking on the phone.

Video and phone calls are now the way that most companies will be conducting interviews. Expect the initial correspondence to be through email, then by phone, and as you progress, by video. If you aren’t comfortable talking on the phone, enlist a few friends to help you run through a few practice calls. Be sure that your voicemail is set up you’re using a professional voicemail greeting.

Ensure you have a clear spot to video chat from.

Video interviews will replace in person interviews, but they should be treated the same. Prepare the same way for a video interview as you would if you were meeting the hiring manager in their office. Dress professionally, be ready to go five minutes early, check all of your camera and audio settings ahead of time, and use headphones to you can both hear and be heard clearly.

The most important thing is to have a clear background. Hiring managers will allow for some leeway during this time since not everyone has the luxury of having a home office to work out of, but be sure to choose a spot in your home with an uncluttered background. Some platforms allow you to use a virtual background, but be sure to test it out before your interview to ensure it works properly.

Allow yourself to be frustrated.

These times are frustrating and stressful – that’s a fact. Allow yourself to be frustrated, but don’t wallow in that feeling. Step away for a few minutes and exercise, meditate, call a friend, or whatever calms you down. Then get back to work.

In short, job seekers should absolutely keep applying to jobs during this time. The most successful people are the ones who persevere during a challenge.

During this uncertain time, SUMMIT Africa Recruitment are diligently working with quite a number of our clients to ensure that business processes are taking as little strain as possible!
The recruitment process that many of us are used to, like everything, is at the brink of transformation!


Is it tolerable to be late for an interview? This is a tough question, but let us explain here.

Is it tolerable to be late for an interview? This is a tough question, but let us explain here.

You have landed that interview you have been hoping for through your partnered recruiter whom you trust. You can say that this is your ideal job, the job you have fantasised about for years.

Your interview is scheduled for Monday at 10:00 am. Behind the scenes, the recruiter had to jump through hoops to get all parties involved to shift their diaries to meet with you. These parties include people such as the CIO, Senior manager from the IT department and senior manager from the finance department and the list goes on. The day of your interview has finally arrived, you are dressed to impress and feel confidence is your best friend. You get into your car and as you turn on the highway your worst nightmare comes true. It is pouring down from the rain, traffic is backed up for kilometres and to top that, no one knows how to drive in the rain.

You may have found yourself in a similar situation before. When you get invited to a birthday party or any event actually by friends, the time given is just a guideline and no one is ever on time. However, an interview is completely different.

Without any question, the most valuable thing any person can give you is their time and undivided attention. When you are not on time for a meeting you are disrespecting the other person time. We know that life happens and that you do not have control over unexpected events. In the case of an interview, it will be critical how you handle such a situation and it will tell your soon to be employer a lot about your character.

Being late can make or break an interview process. Below are a few tips and suggestions on how to prevent being late for your interview.

  • Transparency is key. Be transparent with your recruiter, do not feel like you have to say yes to the proposed time. If there is a chance that the prosed time can be comprised due to an emergency rather ask for a time that you will make comfortably without feeling too stressed.
  •  Never assume. Look up the address beforehand, make sure you know the most reliable route and how long it will take you to get there. If you are too nervous ask a friend to assist you or take a drive to the building beforehand.
  • Always prepare for the worst, we all know unexpected things happen, like traffic on the highway, unexpected roadblock or even an accident. Being prepared can help you be on time. If you leave too early for the interview, maybe consider visiting a close-by coffee shop.
  • Make sure you the correct time.
  • Avoid unnecessary stress and find out where you need to park. Struggling to find parking space might make you late for your interview.
  • Don’t be too early. If you are too early you might throw your interviewers of their game since they might be occupied with something else when you get there. Make sure to arrive a few minutes early than given time and know whom to ask for.
  • It does not matter what your current position is or how senior you are anything can happen at any given time so prevention is better than cure. Should you find yourself in a predicament and think you might be late, call your recruiter or interviewer immediately and apologise. Stay calm and give them an accurate estimated time you will be there.

In conclusion to the above, remember that we cannot control all situations around us. Things happen but the way you handle the obstacles is entirely up to you. Should you be late and you handle it within an utmost professional manner you might just land your dream job after all!

Happy job hunting from us here @ Summit Africa Recruitment.


Land your dream job via LinkedIn with this new trick!

Land your dream job via LinkedIn with this new trick!

Searching for a new career path is a lot different than what it was in the old days. Instead of dropping your CV off by hand, your LinkedIn profile is your new digital CV and recruiters get notified when you are looking for a new position. With LinkedIn’s features such as adding media, connecting with other professionals in one click, LinkedIn has become your number one portfolio and networking tool.

It is worth it to know how to set up your LinkedIn profile so that you can win points on those first impressions. Optimizing your LinkedIn portfolio to land the top 10 search results is crucial for a potential interview at a future company. LinkedIn portfolios require a complete profile, a compelling summary and a list of verifiable skills. LinkedIn has just launched a new, very useful trick to make you stand out from the rest of the career-driven crowds: Skill Assessments. You can validate and emphasise your skills with this tool.

Endorsements are a thing of the past. Recruiters are not easily fooled, we all know it is easy to ask relatives to endorse a skill on your LinkedIn profile. Skills Assessments draws on the professional knowledge LinkedIn has accumulated for their learning video course platform to create multiple-choice quizzes as a substantial measure of how skilled you are.

The list of skils you can validate yourself against is growing and it included key skills such as Adobe Photoshop, Java and Microsoft Excel.

It’s easy to complete. Here’s how it works:

1. Opt to ‘Take skill quiz’ in the Skills & Endorsements section of your LinkedIn profile
2. Choose from the recommended quizzes, or search the full list of skill quizzes available
3. Complete a multiple-choice quiz based on the skill set you want to verify

If you pass the test, a verified badge is added to the skill on your profile. If you don’t pass the test, this isn’t reflected on your profile at all. What’s more, you’re able to brush-up on that skill and take the test again. It really is that simple.

Take your LinkedIn profile to the next level and complete the Skill Assessments. You might just land that dream career after all.


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.


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


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 to help you source the best talent!


gender equality


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.


how to land your dream job


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 for any enquiries.

tips to create the perfect cv


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 for any enquiries.

1 2
How much IT professionals got paid in 2021
6 most in-demand IT jobs in the country
7 Things You Need to Stop Saying During Job Interviews, According to a Career Expert
‘Ghosted’ after a job interview? Here’s a sample follow-up email—and what to do if you still don’t hear back
Here Are Four Signs Your Company’s Culture Is Toxic
The 8 IT jobs which are most in-demand in South Africa right now
Quality Over Quantity—Choosing the Right Recruiting Metrics: The 7 metrics that matter, and the 7 that don’t (as much)
Causes & Effects of High & Low Staff Turnover
IT companies continue to hire as the demand for skill increases!
Creating your own unique footprints
How to conduct productive virtual meetings / interviews
How To Job Search During The Coronavirus Lockdown
Is it tolerable to be late for an interview? This is a tough question, but let us explain here.
Land your dream job via LinkedIn with this new trick!
How to Prepare for an Interview
The Human Element to Recruitment
IT Recruitment
7 traits to look for in an exceptional programmer!
gender equality
4 Powerful ways to achieve gender equality in the workplace!
how to land your dream job
How to ACE the interview and land your DREAM JOB! | 7 Tips to help you ACE that interview
tips to create the perfect cv
5 tips on how to create the perfect CV, what does a perfect CV look like?