THE RECRUITER’SSURVIVAL TOOL KITCV’S that give you the Edge !CV’S vs. RésumésCV’S PrerequisitesCandidate AssessmentCore Co...
CV’S THAT GIVE  YOU THE EDGE !Decision Makers commit no more than 75 seconds unlessprovided with an incentive to further s...
CV’S THAT GIVE YOU        THE EDGE! We are what we repeatedly do –Excellence then is not anAct but a Habit! You do not wan...
CV’s VS RESUME’SRESUME = Concise personal and catchy account of candidatesEducation and Professional Experience describing...
CV’s vs Résumés cont CV =A clinically accurate and up to date, detailed, chronological document of personal data, career s...
CV’s -  PrerequisitesComplete Identification and Contact infoStructured, concise, uniform and logical presentationClear an...
CV’s –Prerequisites contUse smart nouns and action wordsHobbies, sports, interests and ContinuousProfessional DevelopmentH...
CV’s – Assessment ofCandidate     Smart / Competitive / Creative     Sophisticated / Calm / Presentable     Astute / Self-...
CV’s - Core CompetenciesCognitive Knowledge = KNOW WHAT – Accountants must knowabout Accounts, Budgets, Cash flows, Taxati...
CV’s – Future Employer Attributes“Non toxic” = Respects Human Resources and encouragescontribution from staffPractices tim...
CV’s - Future Employer Attributes contPerformance Measurement and Career DevelopmentShare participation schemes / Retentio...
CV’s -  Competent Employers  ChecklistAvailability of candidate to accommodate Ideal Starting DateDo candidates skills, kn...
CV’s - Competent Employers Checklist - continuedIs Candidate well groomed, distinguished and professional?Is Candidate a s...
CV’s -  Candidate Interview  TechniquesPunctuality – get directions/do dry run/ allow for traffic! Being late = Goingfishi...
CV’s-  Candidate Interview QuestionsWhy do you require someone for this position. Is it new or as a result of apromotion w...
CV’s - Candidate Interview Techniques contShare your core competencies to demonstrate confidence and convictionList reason...
CV’s – Future Career ManagementTarget your own job search through consultation with professionalsAnalyse and understand jo...
CV’s -Questions and Answers Should Core Competencies include Skill Advancement?         Y/N Core Competencies being an Age...
CV’s -Questions and Answers Are CV’s a history of Candidates Education and experience ? Y / N Are resumes detailed chronol...
CV’s -Questions and Answers At interviews is personal appearance important?            Y/N At interviews should eye contac...
Reference Taking:Adverse or Beneficial to aSuccessful Placement:Intro “Reference Taking”- is an objective evaluation of aC...
Reference Taking:Adverse or Beneficial to aSuccessful Placement:IntroReferences can be Personal (written andconfidential) ...
Reference Taking:Adverse or Favourable toSuccessful Placement:IntroReferences must be supplied during Interview, on asepar...
Reference Taking:Adverse or Favourable to aSuccessful Placement:IntroRemember that the Future Employer is making a HugeInv...
Reference Taking: Adverse or Favourable to aSuccessful Placement: IntroHistorical / Written References should not be madea...
Reference Taking: Adverse or Favourable to a Successful Placement:IntroAssess if his/her Qualifications were fully utilise...
Reference Taking:Adverse or Favourable to aSuccessful Placement:StyleGET YOUR TERMINOLOGY STRAIGHT AND ONLY ASKQUESTIONS T...
Reference Taking:Adverse or Favourable to aSuccessful Placement:StyleGET YOUR TERMINOLOGY STRAIGHT -CONTINUEDAttitude: ast...
Reference Taking :Adverse or Favourable to aSuccessful Placement:StyleGET YOUR TERMINOLOGY STRAIGHT -CONTINUEDConflict Han...
Reference Taking:Adverse or Beneficial to aSuccessful Placement :Test Which reference is best? - Subjective (A) or Objecti...
Reference Taking:Adverse or Beneficial to aSuccessful Placement :Test Is proper research and thorough preparation necessar...
Reference Taking:Adverse or Beneficial to aSuccessful Placement :Test Core Competencies include? What (A) Sports (B) When ...
Reference Taking:Adverse or Beneficial to aSuccessful Placement :Test Does Environment really affect your candidate’s deli...
Reference Taking:Advanced Telephone Skills:A Crucial PrerequisiteThe Telephone has been described as the Greatest Nuisance...
Reference Taking:  Advanced Telephone Skills:  A Crucial PrerequisitePlan and rehearse your outgoing calls, listed by Prio...
Twenty Keys to Successful    Career Planning
UNDERSTANDING1.   CAREER PLANNING BEGINS WITH YOU UNDERSTANDING YOUR SKILLS AND     MOTIVATIONS!        •   What makes you...
LEARNING FROM THE PAST2.   LOOK BACK AND LEARN FROM YOUR SUCCESS & FAILURES TO     MAXIMISE POTENTIAL!        •   Are you ...
PLANNING3. LOOK AHEAD AND THINK CLEARLY ABOUT WHERE YOU WISH TO BE!    • Do not float like a cork    • During times of cha...
FOCUS5. FOCUS ON A CAREER PATH NOT JUST A JOB!    • Accommodate changes to your job description.    • Try to identify any ...
GROWTH AND TIMING9. GET OUT MORE AND EXPAND YOUR OWN NETWORK!   •   Find and maintain friends who you can work with and le...
AWARENESS12. BE ALERT OF OPPORTUNITIES WITHIN YOUR CURRENT JOB!• Build a track record of success in your current job.• Exc...
FLEXIBILITY / INTEGRITY15. RIDE “TRENDS” NOT “FADS”!    •    Anticipate, predict and understand future and then turn it to...
VISION17. ALWAYS LOOK AT THE BIG PICTURE!    •  Ambitious high flyers differentiate themselves from the pack by both      ...
CONTINUOUS PROFESSIONAL DEVELOPMENT19. ENSURE ACCELERATED CAREER PROGRESS- KEEP YOUR SKILLS UP TO DATE!    Widen set of yo...
20 Keys-Questions and Answers Do you understand what planning a career involves?         Y /N Have you learnt from past mi...
THE RECRUITOR’S   SURVIVAL TOOL KITThank you for your attention!!I trust that you will utilise thisSurvival Kit as you foc...
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Recruiters survival tool kit

  1. 1. THE RECRUITER’SSURVIVAL TOOL KITCV’S that give you the Edge !CV’S vs. RésumésCV’S PrerequisitesCandidate AssessmentCore CompetenciesReference Taking Skills and StyleBasic Telephone PrerequisitesFuture Employees AttributesCompetent Employers Check listCandidate Interview TechniquesFuture Career Management
  2. 2. CV’S THAT GIVE YOU THE EDGE !Decision Makers commit no more than 75 seconds unlessprovided with an incentive to further study a visually invitingCV which is exceptional enough to stand out from the rest!!Whilst Skills may render your Candidate employable only aProfessional CV enables an Applicant to secure and survivethat Life Changing interview!!As CVs must mirror your Candidate to win trust, excite andexhibit potential!Poor Formatting, Bad Grammar and Typing errors are thereforeTotally Unacceptable!!Remember luck is a Matter of Preparation meetingOpportunity!!
  3. 3. CV’S THAT GIVE YOU THE EDGE! We are what we repeatedly do –Excellence then is not anAct but a Habit! You do not want to be considered the Best at what youdo! You want to be known as the Only one who does whatyou do! The measure of Success is not whether you have a toughproblem to deal with, but whether it is the same problemyou had last year!
  4. 4. CV’s VS RESUME’SRESUME = Concise personal and catchy account of candidatesEducation and Professional Experience describing candidates uniqueprofile as a value contributor to future employers.It highlights the Candidates key features and benefits on offer toa specific future Employer reflecting sufficient passion to interest theEmployer by creating an Identifiable listing of relevant skills inresponse to his advert analysed and appropriately aligned utilisingthe following headings: Personal Information Current Position Current Responsibilities Previous Experience Career Interests Core Competencies
  5. 5. CV’s vs Résumés cont CV =A clinically accurate and up to date, detailed, chronological document of personal data, career specialisation and progression including educational qualifications and employment record under appropriate headings. It must be up to date for representation to Placement agencies, HR departments, Tender evaluations, Procurement officers, Contractors, Bankers, Bursary committees, Governing bodies and Chairmen of seminars, Conferences and workshops. A recommended Format should include: Personal Details and a willingness to relocate Education, Courses and Qualifications Computer Literacy Detailed description of recent working experience References Current Income Package Anticipated Remuneration / Availability
  6. 6. CV’s - PrerequisitesComplete Identification and Contact infoStructured, concise, uniform and logical presentationClear and specific truth only – with no ambiguityAccurate details re previous Employers, EducationalInstitutions, Qualifications and MembershipsReferences, Full names, Job titles and all Currentcontact detailsCareer Achievements proving tangible contributionsCore Competencies (see slide 9)
  7. 7. CV’s –Prerequisites contUse smart nouns and action wordsHobbies, sports, interests and ContinuousProfessional DevelopmentHighlight Community and Green involvementAlign candidates experience to jobspecificationsAvoid tired dull style/ use crisp languageNumber pages to ensure C V copy completeReveal demonstrated abilities and potentialapplications on offer
  8. 8. CV’s – Assessment ofCandidate Smart / Competitive / Creative Sophisticated / Calm / Presentable Astute / Self-assured Presence / Respected / Authorative Behaviour / Assertive / Genuine Global Knowledge Operational Agility / Convincing Technical Literacy / Current Style / Adaptable Personality / Honest / Sincere Attitude / Positive / Flexible Character / Dependable / Trustworthy
  9. 9. CV’s - Core CompetenciesCognitive Knowledge = KNOW WHAT – Accountants must knowabout Accounts, Budgets, Cash flows, Taxation, Working Capital,Profit Margins and Interest RatesApplication Skills = KNOW HOW – Accountants acquire ability toproduce accounts reconciliations and to report accuratelySystems Thinking = KNOW WHY – Accountants must know andunderstand the dynamics of reinforcing and balancing theoutcomes when they take action and become agents of changePerformance Instinct = CARE WHY – Accountants respond topassions, preferences and instincts which determine theirbehaviour and performance in the workplace .Some are obsessiveabout their freedom to create, face and overcome challengeswhilst others prefer the security of being part of a largestructured teamRemember every person comes to work to findgratification for those passions which dominatethem!!
  10. 10. CV’s – Future Employer Attributes“Non toxic” = Respects Human Resources and encouragescontribution from staffPractices timely Acknowledgement of DemonstratedInitiativeHighly rated by International / Local competitionStrong local Corporate Responsibility conscienceInvests in Human Capital buildingMulti-National Product portfolioInternational Workforce / AssociatesSignificant Offshore Asset base and Revenue streamsOffers International Exposure & Training (3% of operatingBudget committed)
  11. 11. CV’s - Future Employer Attributes contPerformance Measurement and Career DevelopmentShare participation schemes / Retention bonusEstablished Brand identity = Employment securityPositive Market Place Image( both Vertically and Laterally)Growth Industry offering market penetration andsustainabilityBold Mission Statement and Strategic intentRecord of Organic Growth of Core Business( devoid ofMergers and Acquisitions)Good IR record and relationship with Trade UnionsActive Website illustrating positive Performance HistoryReward offered, Location and Working hoursEffective and Tangible Career Growth on offer
  12. 12. CV’s - Competent Employers ChecklistAvailability of candidate to accommodate Ideal Starting DateDo candidates skills, knowledge, experience and trackrecord align or relate to our Job Specifications?What attracted him to apply? Challenges / Careerenhancements / Job Security?Does candidate demonstrate personal influence, network ofcontacts, physical presence and style?Culture fit and Propensity to Add Value by application of hisproven prior achievements?References meaningful and genuine?Outcomes of Aptitude Testing?Do Candidate’s Strengths outweigh his Weaknesses?Are qualifications / experience appropriate for positionDo his specialised Core Competencies differentiate him fromrival applicants?
  13. 13. CV’s - Competent Employers Checklist - continuedIs Candidate well groomed, distinguished and professional?Is Candidate a sincere, open and spontaneous communicator?Is Candidate a Team Leader or Team Player? Does he share /acknowledge role inputs and experiences (not “I” but “we”)What Key projects has he started and successfullycompleted?Is his attitude positive or negative about Life, Government andLocal and Global Economies?Did he show interest in our Industry from personal researchhomework and preparation?How strong is his work Ethic and Balance of Life Style?
  14. 14. CV’s - Candidate Interview TechniquesPunctuality – get directions/do dry run/ allow for traffic! Being late = Goingfishing with no rod or bait and the Tide is Out!Personal appearance (neither over-dressed nor too casual)Limited jewellery, firm friendly handshake and make eye contactListen showing enthusiasm, sincerity and interest by correct body postureBe prepared and concentrate on how to answer instead of what to answerEstablish rapport, but be polite and not over friendlySpeak truth slowly, clearly and in a polite manner you only have 1 chance!!Answer in a brief and effective manner (no longer than 2 minutes)Anticipate / Rehearse answers which demonstrate and highlight yourachievements in a humble mannerAsk appropriate questions about Company and positionPresent your portfolio of life values and beliefsDo not bash present / previous employers and express your futureaspirationsDiscuss strengths/ weakness to demonstrate your competitiveness andshare just 2 of each and how you turned a weakness into a strength
  15. 15. CV’s- Candidate Interview QuestionsWhy do you require someone for this position. Is it new or as a result of apromotion with no Internal substitution?What are the day to day responsibilities?What types of projects would I be involved in?Will I work alone or with a team?What are the major challenges for this position?Are employees encouraged to contribute new ideas?Will I be asked to relocate?How many people would I supervise?Is there an organogram which indicates my line of reporting?How many people have held this job in the past 5 years?What would be my career route and criteria for promotion?What are your expectations on my deliverables?How will I be evaluated / performance managed?Is there induction / initial training to bring me up to speed?What are the employee benefit details?What are your company’s future plans – any mergers / acquisitions?How soon will you decide on your successful applicant?
  16. 16. CV’s - Candidate Interview Techniques contShare your core competencies to demonstrate confidence and convictionList reasons why you want to work for the companyIdentify expectations and job fulfilment which you require for careersuccessReveal passions that align job offerings and the Management’sPerformance Incentive ProgrammesMarket your organisation savvy to eliminate rivals by smart communicationAchievements should indicate Team work, Networking and Best PracticesDiscuss hobbies / leisure activities evidencing healthy balanced life styleAcknowledge any influential Mentors and Role Models to project ambitionIndicate balancing of demands and ability to cope with stressHighlight successful conflict resolution by identification of root causeShare Time Management style: Priority ranking, Time allocation, Graphicmilestones, recording and remindersLoyalty comes with Job satisfaction, progress, freedom to deliver and personal growthShow pride in your achievements and growth statusIndicate long term plans of Career growth and goals
  17. 17. CV’s – Future Career ManagementTarget your own job search through consultation with professionalsAnalyse and understand job requirement of advertisementResearch prospective new employer and prepare intelligent questionsprior to InterviewsUpdate and align Core Competencies and experience to position offeredRefresh C.V. Current position ,Emoluments and latest achievementsConduct yourself in a professional/ planned manner at InterviewsManage your Career Performance by understanding your Employer’sCulture , Environment, but mostly your Connectivity with your SeniorsExercise initiative, network and grasp all learning opportunitiesAdopt Best practice and be a Star followerEncourage energetic momentum and participative Team workDevelop Organisation Savvy and show dedication to the OrganisationCommunicate smartly with Influential People and project a proper ImageAttend Seminars/ Upskilling courses to develop you Management LibraryReview your Performance Management in terms of Financial, NonFinancial as well as Internal and External factors to realise objectives
  18. 18. CV’s -Questions and Answers Should Core Competencies include Skill Advancement? Y/N Core Competencies being an Agent of Change? Y/N Do Core Competencies enhance Performance Instinct? Y/N Do people come to work to gratify their dominant passions? Y / N How crucial is a Candidate’s availability? Y/N Is the “Culture Fit” always important? Y/N Do Core competencies differentiate us from rival applicants? Y / N Is Environment/Culture really important? Y/N Is Grooming and Professional appearance essential? Y/N Is proper Research and Preparation necessary? Y/N Is Work Ethic and Balance of lifestyle important? Y/ N Is the “Connectivity factor” really crucial? Y/N Is Preparation/Rehearsal that important? Y/N
  19. 19. CV’s -Questions and Answers Are CV’s a history of Candidates Education and experience ? Y / N Are resumes detailed chronological documents? Y/N Do resumes include references and current income package? Y / N Do CV’s describe Candidates key features and attributes? Y/N Do resumes illustrate Core Competencies? Y/N Do CV’s align Candidates experience to specific assignment ? Y / N Is timely Acknowledgement of Initiative important? Y/N Is strong corporate responsibility important? Y/N Is Training exposure a “nice to have”? Y/N Is Performance measurement necessary? Y/N Are location and working hours important? Y/N
  20. 20. CV’s -Questions and Answers At interviews is personal appearance important? Y/N At interviews should eye contact be made Y/N Is sincerity, enthusiasm and manner essential Y/N Should achievements be demonstrated at interviews Y/N Should portfolio of life values and beliefs be discussed Y/N Should strengths and weaknesses be discussed Y/N Should hobbies / leisure activities be discussed Y/N Should ambition and career progression be mentioned Y/N Is evidence of a balanced lifestyle really important Y/N Are demonstrated conflict resolution skills important Y/N Is thorough preparation and key-word delivery important? Y/N
  21. 21. Reference Taking:Adverse or Beneficial to aSuccessful Placement:Intro “Reference Taking”- is an objective evaluation of aCandidate’s Past Job Performance, based onconfidential conversations with people who haveactually worked with an individual long enough toexpress an objective opinionAfter Consent a Thorough Preparation coupled with acalm, focused and professional conversation (not avague rushed friendly chat) will provide a successfulconclusion and a unique marketing tool!!!On completion take referee’s e-mail and revert to himon the outcome. Keep your promise and thank him forhis time afforded you, and remind him that should hisCompany require Staff you can deliver. You haveestablished a meaningful contact and recognition ofyour Professionalism (follow up 2 months later)!!!
  22. 22. Reference Taking:Adverse or Beneficial to aSuccessful Placement:IntroReferences can be Personal (written andconfidential) or Professional (ability to fulfil task )or Social (Friend or Pastor). Ensure Referees are up to date and ascertain ifspoken to recently, as Fresh References are inspiringand help you confidently market the Candidate!Remember written references are a Permanent recordand supplied on request when employment changed.Beware THE HO HUM/ GOOD AS GOLD!!! “To whom itmay concern” photo stated copies of references?? References must honestly reflect familiarity withCandidates tasks, Work style, Ethics, Hands-on ,Application, Strengths /Weaknesses and Achievementsin a PARTICULAR working environment
  23. 23. Reference Taking:Adverse or Favourable toSuccessful Placement:IntroReferences must be supplied during Interview, on aseparate sheet) and check that they prove that theCandidates abilities are really aligned to the Tasksand Duties aheadAsk if he thinks his or her Qualifications were fullyutilised or suitable upskilling was providedNext ,run the reference ,ONLY AFTER THOROUGHPREPARATION FROM FINAL C.V. to confirm your ownevaluation of the candidate’s ability to REALLYperform the specific Job you are recommendingA Candidate who enjoys positive current Referencesand legitimate Certifications enables you to presenthim/her with confidence!!!
  24. 24. Reference Taking:Adverse or Favourable to aSuccessful Placement:IntroRemember that the Future Employer is making a HugeInvestment in your Candidate and a Poor/ False orExaggerated Reference could cost you the Placement!Ask whether his/her Qualifications were fully utilisedin performance of their duties ?Remember previous Employers are not allowed to sayanything negative about their former employee duringa documented check e.g. Sexual harassment/Jealousy/Philosophical difficulties!Check when there are difficulties/differences in aposition ,when a specific reference is just left out. ASocial security call/ UIF phone call could provide theanswer!
  25. 25. Reference Taking: Adverse or Favourable to aSuccessful Placement: IntroHistorical / Written References should not be madeaccessible until after your interview and used purelyto confirm your first Assessment and Impression!Remember never assume once a company has hired acandidate that references don’t mean a thing! Non-Delivery during probation/guarantee period can Blowyour Placement and you will TOIL for a FREESUBSTITUTE to preserve A.O.C NAME –Negligence costsBeware if a candidate says they have SUED theirEmployer so they can’t say anything. Once a newemployer phones to verify your reference and is toldof that a legal file exists you have No Chance!Check if Candidate maintains contact and coachestheir SOLID references by the supply of a current C.V.
  26. 26. Reference Taking: Adverse or Favourable to a Successful Placement:IntroAssess if his/her Qualifications were fully utilised ?Be factual and objective to assess Real contributionson an Honest basis!References can be extracted from Past/CurrentEmployers, Voluntary Supervisor, Customer, Co-worker, or Board member.Remember should previous Employers not wish to sayanything negative about their former employee duringa documented check e.g. - alert ManagementMost Companies will direct you to H.R. who will notsay anything bad. Therefore listen and use your ownassessment of their tone of voice to make a decision!
  27. 27. Reference Taking:Adverse or Favourable to aSuccessful Placement:StyleGET YOUR TERMINOLOGY STRAIGHT AND ONLY ASKQUESTIONS THAT RELATE TO THE JOB FUNCTION !!Referees Name, Position and Company’s activities?Confirm Start & End dates?Confirm Salary in broad terms?Length of time reported directly ?Relationship direct/indirect?Actual Job title, Tasks and Ultimate Responsibility?Job performance and success of delivery?Describe Work ethic, was ownership take seriously?Attendance record and Time keeping?
  28. 28. Reference Taking:Adverse or Favourable to aSuccessful Placement:StyleGET YOUR TERMINOLOGY STRAIGHT -CONTINUEDAttitude: astute/confident/humble/teachable/patient?Behaviour: calm/ assertive/committed/respectful?Character :influential/ethical/trustworthy/consistent?Ambition :decisive/creative/inspired/planner?Productivity: energetic/focused deadline orientated ?Communication: authorative/adaptable/convincing?“Customer” orientation and flexibility?Relationships with superiors /peers or subordinates?Staff control/active supervision/ talent development?Any promotions earned in recognition?
  29. 29. Reference Taking :Adverse or Favourable to aSuccessful Placement:StyleGET YOUR TERMINOLOGY STRAIGHT -CONTINUEDConflict Handling/ positive resolution outcomes?Strengths/Core Competencies- What,why,how,when?Any serious weaknesses preventing task completion?Biggest accomplishment/added value contribution?Reason for leaving?Could you recommend for a similar position?Would you re-hire if opportunity arose?Your overall assessment?Anything else you wish to share?Thank you for your valued input and time afforded!!!
  30. 30. Reference Taking:Adverse or Beneficial to aSuccessful Placement :Test Which reference is best? - Subjective (A) or Objective (B) A/B Can a Social (A) or Professional (B) reference convince your Client? A/B Is a Current (A) or Personal (B) reference best? A/B Should you rely on an old photo copy Reference? Y/N Must Candidate be able to utilise his Qualifications in Workplace? Y/N Is the “Culture Fit” always important to application skills? Y/N Do Core competencies differentiate your candidate from rivals? Y/N Is Environment (A) or Location (B) important to Career? A/B
  31. 31. Reference Taking:Adverse or Beneficial to aSuccessful Placement :Test Is proper research and thorough preparation necessary? Y/N Must Work ethic and Balance of lifestyle be discussed/ referred? Y/N Is the “Connectivity” crucial to Candidates Career Development? Y / N Is thorough Preparation/Rehearsal prior to reference important? Y/N Do Current informed referees really help us? Y/N Can Sexual Harassment (A) Sports Ability (B) Religion (C) affect references? A/B/C Is a reference from a co-worker important? Y/N
  32. 32. Reference Taking:Adverse or Beneficial to aSuccessful Placement :Test Core Competencies include? What (A) Sports (B) When (C) Why (D) Community service (E) Care (F) Ethics (G) and How (H)? - A/B/C/D/E/F/G/H Do Core Competencies strengthen Referee’s focus at all ? Y/N Do Core Competencies enhance Performance Instinct? Y/N Is listening to the referees voice any use in your evaluation? Y/N Is Time attendance (A) or Ethics (B) really important to referees? A/B Is the “Culture Fit" an important reflection on a reference? Y/N Do Core Competencies differentiate rival applicants? Y/N
  33. 33. Reference Taking:Adverse or Beneficial to aSuccessful Placement :Test Does Environment really affect your candidate’s delivery? Y/N Is Reference Taking ? An Analytical tool (A), Confirmation of Candidate’s experience (B) or Proven Skills application (C) A/B/C Is Conflict handling ability an important characteristic? Y/N Is the “Connectivity” (A)" or Popularity (B) really crucial? A/B Do weaknesses indicate a Candidates ability or not ? Y/N Is Reference Taking really a UNIQUE Marketing TOOL? Y/N
  34. 34. Reference Taking:Advanced Telephone Skills:A Crucial PrerequisiteThe Telephone has been described as the Greatest Nuisanceamongst Conveniences and the Greatest Convenience amongstNuisances!Can be really a effective Time Saver or a Time Waster: Takecontrol before you Lose control!Utilise latest guaranteed Technology as well as enjoying EffectiveCost Saving!Adopt Professional Screening Procedures to ascertain purpose ofcall to decide if it requires Research, Immediate resolution orcommit to a turn around time!Discipline yourself to keep calls brief minimise time.Stand up when you make the call just before Lunch orjust before closing to keep within your Schedule !
  35. 35. Reference Taking: Advanced Telephone Skills: A Crucial PrerequisitePlan and rehearse your outgoing calls, listed by Priority Schedule!Prepare all your Candidates details (CV, Partially filled-inReference sheet and your Interview Profile on hand!Get to the point, in the first sentence quickly introduce yourselfand the purpose of your call!Don’t “chit chat” or contribute to a conversation that is not goinganywhere!When leaving a message, adopt different techniques to differentcallers, a complete message when you don’t want a response oran open message if there is still business to complete!Don’t play “ping pong”, let your caller know when you will beavailable and flag your diary for response!
  36. 36. Twenty Keys to Successful Career Planning
  37. 37. UNDERSTANDING1. CAREER PLANNING BEGINS WITH YOU UNDERSTANDING YOUR SKILLS AND MOTIVATIONS! • What makes you tick–regular evaluation? • What are your main strengths? • What drives you with your job? “Success comes from clear vision.” • What circumstances make you happy to do your job best? • Measure yourself to be top person! • Are you aware of Managements’ HR Policies, Employment, Legislation, Training & Development?
  38. 38. LEARNING FROM THE PAST2. LOOK BACK AND LEARN FROM YOUR SUCCESS & FAILURES TO MAXIMISE POTENTIAL! • Are you having fun ? Follow a desire! • Use your background and experience effectively • Be happy to provide genuine “In-flow” into your job. • Identify reasons why you failed and apply “your talents” • Adopt a mentor who can grow you with understanding – help develop new capabilities. • How do you really handle criticism?
  39. 39. PLANNING3. LOOK AHEAD AND THINK CLEARLY ABOUT WHERE YOU WISH TO BE! • Do not float like a cork • During times of change a clear and positive goal become more important. • Use your goals as a compass and maintain direction and purpose. • Flexible strategies accommodate Final Achievement in 3 – 5 – 10 years.4. BALANCE YOUR WORK WITH THE REST OF YOUR LIFE! • Work should enable you to enrich your life not dominate it • “Whole life” also consists of family recreation, friends, health and community as well as work. • Become and remain a corporate athlete with proper diet and exercise.
  40. 40. FOCUS5. FOCUS ON A CAREER PATH NOT JUST A JOB! • Accommodate changes to your job description. • Try to identify any concerns your employer may have.6. FOR CAREER SUCCESS FIND A JOB YOU LOVE! • There is no greater punishment that futile and hopeless labour. • Organizations should create meaning in the work place. • Don’t always vote with your feet, change the job internally.7. JOIN BUSINESSES WHERE YOUR SKILLS CAN BE DEVELOPED! • Is your organization a market leader along with new challenges? • What value does this job add to my employability? • Make sure you are growing by contributing and not standing still.8. SUCCESS = FOCUSING ON STRENGTHS AND MANAGING YOUR WEAKNESSES! • Focus on your strengths = source of your success. • Do more of what you are good at and become more successful. • Develop strategies to minimize your weakness. • Jack of all trades but master of none.
  41. 41. GROWTH AND TIMING9. GET OUT MORE AND EXPAND YOUR OWN NETWORK! • Find and maintain friends who you can work with and learn from. • Establish effective working relationships with complementary sound people by listening and taking time to get a feel of the pulse of the organisation . • Communicate regularly with these people you have chosen • Don’t imitate your competition at work just listen and learn from the encounter.10. KNOW WHEN TO MAKE A CAREER CHANGE! • Do not get caught in comfort zone and stop developing. • reaching a peak and then declining in motivation and challenge. • Find and challenge somewhere you can practice compelling • Maintain purpose /clear perspective and courageous persistence.11. TO PROGRESS BREAKOUT OF YOUR COMFORT ZONE! • Stretching and growth can be slightly uncomfortable. • Consider different areas and challenges • Identify activities at work that make you uncomfortable and learn to manage discomfort. • Learn new things outside work to keep ahead. • Display willingness to take charge of a situation.
  42. 42. AWARENESS12. BE ALERT OF OPPORTUNITIES WITHIN YOUR CURRENT JOB!• Build a track record of success in your current job.• Excellent performance plus attitude = Visibility.• Use initiative and expand your job responsibility.13. SEEK MORE INFLUENCE ON CRITICAL DECISIONS!• Participate – Be part of the solution• Become a decision maker• Management always move “with the movers.”14. PLAN AHEAD AND PREPARE FOR AN UNCERTAIN FUTURE!• Develop an appropriate and alternative career plan• Planning = survival• Adaptability = Longevity• Know your own course of action to cope with growth, retrenchment and business as normal.
  43. 43. FLEXIBILITY / INTEGRITY15. RIDE “TRENDS” NOT “FADS”! • Anticipate, predict and understand future and then turn it to your advantage • Where are you illustrated …. • Making it happen? • Watching it happen? • Wondering what happened? • A Trend = Slow but significant change in social economic • Technologies like Ageing or Life Cycles. • A Fad = short lasting fashion ie fireworks.16. SUCCESS = REALISTICALLY REPRESENTING YOURSELF! • Do you have both the sausage and the sizzle? • How is your image – now be honest? • How do people /friends rate your brand identity? • Perception is reality .
  44. 44. VISION17. ALWAYS LOOK AT THE BIG PICTURE! • Ambitious high flyers differentiate themselves from the pack by both the SIZE and SCOPE of their recommendations and thinking. • Look at the long-term benefits of your “Recommendations” which do not have to be clever but offer your organisation practical and genuine “Added Value Contribution.” • These “Added Value Contributions” will influence management and your successful career path.18. KEEP THINGS SIMPLE! • We can’t “do it all” or “have it all.” • Don’t be confused over vast range of things available to us. • Focus only on what will give your career the best boost. • Focus on Critical Career Plan Paths. • Say no to “Nice-to-do” projects as this disturbs priorities. • Be ruthless about time-wasting at workplace and outside . • Focus on few real and critical projects which contribute to your organisation and accelerating your career progress.
  45. 45. CONTINUOUS PROFESSIONAL DEVELOPMENT19. ENSURE ACCELERATED CAREER PROGRESS- KEEP YOUR SKILLS UP TO DATE! Widen set of your skills through:- • Continuous product knowledge expansion. • Compliant and Competency delivery of tasks in workplace • Attending development courses to accelerate your own up-skilling plans. How transferable are your skills and competencies?20. ENSURE ACCELERATED CAREER UP-SKILLING BECOMES A LIFE-LONG HABIT FOR LIFE-LONG SUCCESS! • If you analyse your strengths and weaknesses when retrenched this is too late. • Continuous accelerated up-skilling is not for debate. • Review your progress and re-set goals to accommodate “our ever- changing world.”
  46. 46. 20 Keys-Questions and Answers Do you understand what planning a career involves? Y /N Have you learnt from past mistakes and re-orientate? Y/N How thorough and structured is your planning really? Y/N WhatShould achievements be demonstrated at interviews Y/N Should portfolio of life values and beliefs be discussed Y/N Should strengths and weaknesses be discussed Y/N Should hobbies / leisure activities be discussed Y/N Should ambition and career progression be mentioned Y/N Is evidence of a balanced lifestyle really important Y/N Are demonstrated conflict resolution skills important Y/N Is thorough preparation and key-word delivery important? Y/N
  47. 47. THE RECRUITOR’S SURVIVAL TOOL KITThank you for your attention!!I trust that you will utilise thisSurvival Kit as you focus, manageand develop your own brilliant andsuccessful Career!!God bless and Take care!!
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