May_Jun_2015a

ISSUE 03
MAY/JUN 2015
new
BIGGER
&
BETTER!
STRATEGIC LEADERSHIP
Are you Super Strategic?
Pg14
New Trends in business
Whats the future look like
Pg18
Leading Change
Using Kotters 8 Steps
Pg38
Leadership Agility
How do you know you have it?
Pg38
Why Apple WATCH will
CHANGE HR FOREVER
Recruit Hub
Recruiting for ambition
Pg05
Be prepared
for Interviews
WorldJobs
Pg 41

ONERECRUIT MAGAZINE
www.onerecruit.com Issue 03 - May | June 2015
Contents
08 18
RECRUIT HUB
How to recruit people with ambition
NEW TRENDS
The Future of Business
10
SOHO
Setting boundaries for work
14
STRATEGY
Values-led Leadership
20
FRONTSIDE
Examining Kotters Change Model
03 EDITORS NOTES Bringing you the latest
in Human Capital Management.
06 RECRUIT HUB Discover how to hire
people with ambition.
07 APPLE WATCH learn how this personal
device will change the face of HR.
09 SOHO - Working from home needs
boundaries.
11 TWILIGHT - It is amazine what you can
learn from a vampire.
14 STRATEGIC LEADERSHIP -Values led
leadership is critical to being strategic.
16 COACHING EXECUTIVES Discover
the importance of coaching executives.
18 NEW TRENDS Learn all about the future
of business from Deloittes.
19 LEADING CHANGE Discover Kotters
8 steps to leading change. Part 1.
23 LEADERSHIP AGILITY Career Birds is
the quickest way to learn leadership agility.
25 8 QUESTIONS That you should ask a
life coach.
28 PROFESSIONALISM - Get the
guidelines you need on how to behave.
30 TOP 10 Behaviours to avoid when you
are working.
31 PROFESSIONAL DECORUM and
professionalism are two separate things
32 COMMUNICATION - Commonly held
misconceptions about communicating.
34 POLITICAL SAVVY is a competence that
is definitely worth having in your toolkit.
35 SENSITIVITY TO CRITICISM can you
take feedback?
37 WORKPLACE WELLNESS 5 tips for a
health workplace.
39 RESUME WRITING How to make a great
resume.
41 JOB INTERVIEWS how to be prepared
for a job interview.
43 RECRUITMENT COSTS What is the
total cost of recruitment.
45
RETAIL BUSINESSfocus on hiring staff for
retail business.
47
SOCIALMEDIA RECRUITMENT
What’s going on in the metaverse.
48
WORLD JOBS a list of jobs you will find
all over the world.
*-----------
SEE US @
COLLISION
5-6 May
2015
34

ONERECRUIT MAGAZINE
28
PROFESSIONALISM
A feature on the guildlines
22
LEADERSHIP AGILITY
The new homestudy from CareerBirds
36
8 QUESTIONS
You’ll want to ask a life coach
16
COACHING EXECUTIVES
learn why it is important to keep coaching executives
CO-FOUNDER
Martin Staael
DIRECTOR -CMO/Editor
Azhar Khan
INVESTOR RELATIONS
Jeremy Stewart
PHOTOGRAPHY
Paul Cohen
CONTRIBUTORS
Lisa Boorer MBA/MNLP
Paul Cohen
Maria Cucinotta
Dr. Scott Lichtenstein
Shareen Michopolous
Jeremy Stewart
Martin Staael
CONTACTS
Studio - studio@onerecruit.com
Sales - sales@onerecruit.com
Editorial omag@onerecruit.com
Advertising - ad@onerecruit.com
PRODUCED BY BSOCRE8IVE
EDITORS
NOTE
We are thrilled to
bring you another
Edition of our
magazine and thank
you all for your kind
words and support
for our publication. We certainly hope
you enjoy this next issue which we have
crafted from your feedback and is much
easier to read on an iPhone or iPad. Keep
those suggestions coming in and we
will aim to try and bring you the latest
information on careers, recruitment,
human resources and human capital
management.
Azhar Khan
WATCH
how it will change
your work
forever
“this watch is clearly the
most personal product
we’ve made...” Jony Ive
Limits of Liability/Disclaimer Of Warranty
The publishers and author of this magazine and all products related to this magazine have used their best efforts
in creating this product. Neither the publisher nor the authors make any representation of warranties with
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any warranties that are either expressed and/or implied merchantability, or fitness for any particular purpose.
The Editor and the publisher shall in no event be held liable for any loss or other damages, including but not
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Published by Sabistar Pty Ltd
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What'shotthismonth
The latest news stories from the HR community
TOP STORY RECRUIT
S
eeking people that are self
motivated and have a propensity
for working without the need for
supervision can be inspire others within
the team and boost performance
“Where do you see yourself in five
years time” is a common question that
is asked in interviews. The equally
common response is “In a position
of responsibility because I enjoy a
challenge and want to discover more
about the company and industry.”
When you ask a silly question you’ll get
a silly answer. However inquiring about
a persons influences and aspirations
has merit. It turns out that the degree
to which an employee is ambitious has
significant impact on their productivity
and performance. Heres what we
discovered when comparing below
average, average and top performers.
Recruiting for ambition?
Why you should hire those with ambition and taste for responsibility
70% of top performers make it a point to learn new skills, aside from those
they learn in school and during job training (compared to 66% for average
performers and 53% for below average performers).
88% consistently look for ways to improve their performance or complete
tasks more efficiently (compared to 71% and 61%).
73% strive to achieve top honours at work, like Employee of the Month
(compared to 46% and 31%).
89% set high work standards for themselves (compared to 73% and 64%).
58% have a long-term career plan (compared to 47% and 46%).
87% are “very motivated” to improve themselves and become a better person
94% believe that they can achieve whatever they set their mind to (compared
to 75% and 70%).
Only 21% of top performers have turned down an opportunity because they
didn’t believe they could live up to the challenge it offered (compared to 31%
and 49%).
Only 13% would be content with a “Satisfactory” job performance rating
CLICK HERE
and book a
coach to take an
ambition test
PAGE
5
ONERECRUIT MAGAZINE

Targeting candidates that have
ambition is a strategy that starts with
the interview process. To discover
if the person you interview is an
underachiever is a matter of asking
the right questions. Try to avoid the
standard interview questions that most
job candidates will be able to answer.
Ask open ended questions and fill in the
blank type questions to see if they play
along and are paying attention.
Add these to your interview questions
to your verbal questions. Watch for
body language signals and test for
comfort in replying :
1. Describe a goal you achieved that
no one else believed you could. Why
didn’t they believe in you, and what
made you want to keep trying?
2. What does failure mean to you? How
would you define success?
3. In the past two years, how have
you upgraded your work skills and
abilities? Tell me about any classes,
extra reading, or training you have
taken part in.
4. Would you prefer to work with
a group of people who are less
accomplished than you, or a group of
people who are just as, if not more
successful than you?
5. What is the most disappointing
feedback you received in a
performance review? What changes
did you make as a result?
6. What type of initiative have you
taken in previous jobs? Have you
ever approached a manager with a
new idea or task that you wanted to
work on?
7. Name a famous person that inspires
you and tell me why they are the one
person in the world that you would
follow?
How to
identify
ambition?
35% of Top Performers are doubters.
To find the right candidates, ask the right questions.
INTERVIEW
Streamlined
Project
Reports
OneRecruits status
timeline process.
H
ot off the press is
OneRecruit’s new project
report that allows you to
see in a glance the status of any role
recruitment status. This is a feature
that we have added to the reports
section of OneRecruit that provides
the job poster with a birds eye view of
the stages each job role is currently at
and how long its taking to fill the role.
Holding your breath and crossing
your fingers is not the thing to do
you must have well thought out
answers to questions like :
“Why do you want this job?”
Be passionate about the values of
the company and demonstrate that
you are aligned to the mission and
vision of the company.
“Why should we hire you?”
Know precisely what the job
entails and clarify the position by
asking questions that allude to
you understanding the job role
requirements. Demonstrate your
skill set or competencies in this
area by sharing stories of your
background or project experience
and remember, keep it positive.
Whilst sometimes it may
appear that top performers are
able to perform miracles, there
was one little enlightening
statistic that revealed an
interesting element to
ambitious performers. 35% of
top performers indicated that
they are discouraged when
faced with obstacles to their
goals. What differentiates
them is their persistence and
refusal to let obstacles stop the
wheels of motion to achieve
results.
How to answer Screening Questions
Tip...
High performers
are not immune
to self doubt and
insecurity. The
also are easily
discouraged.
PAGE
6
ONERECRUIT MAGAZINE

HowWATCHwillchangeHR
T
he new watch from Apple is the most advanced timepiece ever
created and a revolutionary way to connect with others. The
device has the most comprehensive health and fitness detail of
any device in its category. With such great resources available its no
doubt that such a device can be used to ensure that people in high risk
industries will benefit from its capacity to track and monitor people in
roles that require supervision and attention.
Take for example the highly stressed role of Flight Traffic controllers
known the world over to be the most stressing job for any person.
Through this device, HR have the capacity to monitor and record the
most stressful situations and how they affect people in the organisation.
They can provide chronicling and counselling when situations appear
to be critical and can even go as far to provide alerts to support staff
and floor managers if a persons heart rate goes over the required stress
levels.
Above: It’s never too late to change your habits, and by
establishing a healthy lifestyle now, you’ll continue to
reap the rewards in the future. This timepiece will help
you monitor your health and nutrition so you can make
informed choices, understand how BMI, or body mass
index, affects you, or take part in monitoring diet and
exercise programmes
It’s the most
personal device we
have ever created.
Tim Cook
For most people its
just another watch,
but the vision for this
personal device has
far greater reaching
consequences for
people and how they
feel about work
BY AZHAR KHAN
PAGE
7
ONERECRUIT MAGAZINE

Health alert
Scheduling staff can be a hassle at
the best of times and not knowing
when to schedule people at any
given time can have a systematic
downturn in customer service
when suddenly everyone calls
in sick. Devices like this will
be able to monitor your staffs
health levels and help maintain
optimum efficiency around people
and their activities. Wellness
in the workplace will take on a
whole new meaning as staff and
management will be able to look
out for one another in ways that
will not bring the business to a
grinding halt if half the staff call
in sick. Monitoring outbreaks will
be an essential human resource
function and alerts can be set up
to ensure that relevant staff are
notified if the situation is about to
get critical.
Unfortunately many people suffer
from depression and this was
recently highlighted in the tragic
case of pilot that took his life and
the lives of everyone on board
the plane. Imagine if all pilots
had to wear one of these devices
that monitored their heart rates
and brain activity to determine
whether the pilot was fit to fly. A
serious situation like this could
have been avoided.
There are so many health
applications that  Watch will
come in hand in monitoring staff
health and fitness that workplace
wellness will mean more than just
eating right.
Fitness
Recruiting people in retail and
customer facing roles is another
reason why  Watch will be
an essential tracking device.
Especially where breaks are
concerned and keeping staff
engaged. Standing on your feet
all day is not the ideal situation
and most retailers eventually find
staff walking off the floor just to
grab a break from the maddening
crowd, especially during busy
times. Being fit for workplace
health and safety is regulatory in
some countries. By monitoring
staff performance retailers will be
able to quickly and easily assess
the optimum time have staff
rostered and schedules can auto-
plan breaks to ensure that anyone
working is always performing at
their peak.
Activity monitors how much
a persons daily movements
reflect their personal fitness. It
even reminds you if you have
been sitting too long. Weekly
reports provide you with a wrap
up of your activity and even
make recommendations for the
following week. Workout apps
will provide you tracked metrics
of your workouts so you are up to
date . It’s like having a personal
trainer on your wrist.
Communicate
Every  Watch has built in
communication services that
range from traditional SMS
and email to more cutting edge
voice activated SIRI enabled
functionality that will keep
people all over the world highly
connected. Not having to reach
into your pocket and check an
email on your phone or respond,
will save people heaps of time and
effort. The device has a feature
called Glances that provides quick
and easy access to information
when you swipe up from the
bottom. Information like weather,
your calender, control your
music, check your own heart rate,
creating a whole new dimension
to timekeeping than ever before.
Plus you can even accept calls,
notifications and social media
alerts on your watch. The watch
can also track apps like Salesforce
Wave providing dashboards to
monitor sales in the organisation.
One great feature for
communication is Digital Touch.
This feature allows you to
connect to other  Watch users
and animate a drawing exactly as
you draw it on the touch screen.
You can tap your watch to just
communicate or even send your
heart beat as an intimate way to
show you care.
Travel Smart
Travelling around for work will
be super exciting as HR can track
where you are and provide you
with great ways for you to quickly
take advantage of the company
benefits that you are entitled
to whilst you’re away. They can
even notify you on your device of
the change in your hotel that you
are staying at if circumstances
changed. If you are checking
in late you’ll be able to by-pass
reception and head straight to
your room where your  watch
will be able to unlock your room
door at the hotel granting you
access. You can pay for company
lunches using  Pay and even
charge the entire trip directly to
the company using technology
that exists today and fits right
on your wrist. This is just the
beginning. Knowing your doctor
had a good night sleep before he
operates and that pilots are in the
right condition to fly planes is just
the start. Imagine what it can do
for your industry. §
PAGE
8
ONERECRUIT MAGAZINE

ONERECRUIT MAGAZINE
Setting boundaries
It goes without saying that if you do not
differentiate your workspace from your
play space you will end up miserable and
burnt out...
In a troubled economic condition wherein many
people are losing their jobs, many have opted for self-
employment. This has become a reliable prospect
knowing that many people have also experienced financial
success with work from home businesses. There are several
benefits and yet the earning potential is quite promising as well.
If you are one of these people, then you might want to consider making your home
business legitimate with the establishment of your home office. Home business
owners might fail to give this priority, especially if they start to enjoy the cost
savings entailed with working from. However, creating a home office will offer
added benefits for your business.
Your Professional Image
If you intend to make your home business grow, then it only makes sense to set up a
home office. You will be able to establish a professional image behind your business
that will convince your clients to do more business with you in the future.
Moreover, your home office will serve as the best place where you could hold
professional meetings with your client if they wish to discuss business with you or
entertain potential customers. Indeed, image plays such a vital role in every form
of business as it increases the client’s confidence in your ability to deliver work.
SOHOTurn Your Home Business into a Home Office

ONERECRUIT MAGAZINE
This is your first opportunity at
impressing them.
Separation From Home Life
Most individuals who are self-
employed or work from home are
easily distracted in their work
with activities at home. Therefore,
several tasks are put off and
you fail to deliver work on time.
Setting up your home office will
build that separation from your
home life. Although at home, you
can still attend to your work from
your home office, free of any
form of distraction. And yet, when
emergencies come up, you’d still
be easy to contact.
The idea here is not entirely to
separate yourself from family.
However, it helps to create a
boundary and let the members
of your family know that even
though you are at home, you need
to attend to work and must be
freed off any distraction. Make
sure you inform them of your
working schedule so they won’t
be disturbing you during those
hours. This is also one reason
why you should opt for a separate
room in the house to convert as
your home office. This creates the
necessary separation from work
and home life.
Business Growth
With a home office, you are able
to open up opportunities for
expanding your business and its
reach. In a professional setting,
there are people assigned to
work for a certain aspect of your
business. Hence, companies
hire people to attend to human
resource, technical support,
finance, and some other important
departments. But with home
businesses, especially starting
ones, deciding whether to hire
employees is a tricky one. There
are compensation and insurance
coverage that you need to take
care of. And yet, you cannot fail
to consider the benefits of having
employees working for your home
business and its success.
Convenience
This is probably the most obvious
reason as to why you should
legitimize your home business
by setting up a home office. You
can get savings in your time,
energy, and effort. Moreover, you
have one specific area in your
house that is designed for the
purpose of doing business. Here,
you can have all the materials
and furniture you need to make
doing work convenient. And if you
want to step out of the pressure-
filled world of your work life,
then stepping out to your home
life is literally a few steps away.
Alternatively you could always
invest in a purpose build office
pod for your garden. These
designer office pods are becoming
all the rage with work at home
people, consultants and telephone
support virtual assistants.
Space efficient work spaces
are great for maintaining
a regular office away from
the office. They are private
and secure and can also be
stylish and custom made.
These miniature studios are
big enough to fit in any back
yard and you can use them as
a getaway space, art studio
or external office. More
recently these structures
are being referred to online
as shedquarters as people
convert their old sheds into
office space or as a rental on
AirBnB to earn extra income
whilst working from home.
Do you work from home.
Send us a picture of your
office space and tell us in no
more than 500 words what
makes your space work for
you. All entries will go into a
draw to win US$100

VAMPIRE RESULTS
Lessons in life can come
from the most unusual
of circumstances,
and usually when
you least
expect it.
Start
H
aveyou
read
thebest
sellingnovel
Tw
ilight?A
lotof
peoplew
eregoing
crazyoverEdw
ard
and
Bella.W
hatdoesthishaveto
do
w
ith
lifecoaching?Read
on
to
find
out.
Bella
Sw
an
Bellaistheheroin
oftheseries.Sheisbright,
shy,insecure,intelligent,quiet,clum
sy,and
beautiful.Thebookbeginsw
ith
Bellam
ovinginto
thetow
n
offorksto
livew
ith
herdad
becauseherm
om
haveto
m
ovealotbecauseofherstep
daddiesjob.O
n
her
firstdayofschoolBellaseesEdw
ard
and
w
ithoutm
eaningto
sheseem
spulled
into
atrance,shecan’thelp
herselfhehasthis
m
agneticpresence.D
espitethedangerand
w
arningsignsBellagoes
forEdw
ard.Letuspretend
thatBellaisourheart.
Edw
ard
Cullen
O
h
m
ygosh!!!Everyoneisgushing!H
ereallyis
handsom
eanyonecan
adm
itthat.M
ysterious,is
w
hateverygirlsdream
and
yetIn
turm
oilbecause
ofhisundeniablegravitation
tow
ardsBella,
Edw
ard
fightsan
innerdem
on:H
im
self.
H
edistinguishesbetw
een
hispassion
forBellaand
hisappetiteforher.
Successfullyheisableto
choose
to
bew
ith
herw
ithoutharm
ing
her.Equipped
w
ith
m
ind
readingpow
ersitis
appropriateforusto
saythatEdw
ard
representsour
m
inds.
Twilight

LIFE COACHING
PAGE
11
ONERECRUIT MAGAZINE

FO
RKS
G
loom
y,rainyand
quietlittle
tow
n
forksisourlives.The
rain
istheconstanttrials
in
ourlivesjustasitisan
annoyanceto
Bella.
The
Exercise
W
ith
allourassum
ptionsletus
m
akean
analysis.Lookingfor
excitem
entin
ourotherw
ise
boringlivesw
edelvehungrily
into
thestoryand
seeourselves
asBella.W
hatw
efailto
realize
isthatoncein
thehistoryofour
livesw
ew
erein
factand
m
ight
even
be“Bella”rightnow.W
hyis
itthatpeoplealw
aysfallshortof
appreciatingtheirlives?Instead
theyputstockon
fiction.They
w
antto
beBellabecausethey
believeshelivesan
excitinglife.
Justlikew
eletotherpeopletell
usw
hatto
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w
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Jam
esused
an
old
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lureherinto
Pathwaysareclearwheredoesyourroadlead?
PAGE
12
ONERECRUIT MAGAZINE

the dance studio? That’s
you! Despite a warning
signal from Edward you
still go through with things
which you know will get
you into trouble.
Then there’s Edward,
constantly battling with
himself. That’s you also.
Our lives are a constant
battle with ourselves.
We battle with laziness,
being tired, being hurt, and
pretty much everything
else. What we fail to
realize is that if we don’t
like forks then we can
leave anytime we want
to. See the thing is, if we
keep on leaving all we do
is transfer a lot. Life is not
playing the cards you’re
dealt with, its making the
cards you were given win!
If Forks are gloomy,
instead of going surfing,
try gardening! If you don’t
find contentment in this,
sit and ponder. What do
you really want? What do
you feel? What if you have
no way of getting put of
forks, what will you do?
We are so out of touch
with reality that we forget
to touch base with the
most basic things in our
lives that we forget what’s
right in front of us.
Life coaching makes us
correlate, internalize, and
really get into ourselves.
They make us do certain
activities in order to
provoke us into action.
It’s like when you’re angry
and you do something
spontaneously. ™
“Finding the balance in your life might be like a
swan. On the surface all appears calm, but beneath
the water lies two legs that furiously propel it
forward and keep it going.”
PAGE
13
ONERECRUIT MAGAZINE

In times of austerity organisations tend to fall into
the trap of focusing on resources to the neglect of
the resourcefulness of their own talented employees.
Think about the reasons people give when they fail to
achieve their goals. Answers typically include money,
time, technology, management or some other claim to
resources they don’t have. You can already predict the
reasons organisations will give for not achieving their
targets and goals. What will your competitors’ excuses
be? We all have our blame list, but might the answer lie
in something deeper?
In focusing on scarce resource we fail to
utilise our employees’ resourcefulness. What
can’t be achieved when you are curious,
passionate, creative and determined? When
employees are being resourceful, the ‘how’
takes care of itself. To get employees and
organisations to achieve targets and goals
you need to understand the forces that drive
them. Research shows it is probably not
what you think it is. If you answered ‘money’,
you’ve misread what moves a majority of the
workforce in western societies.
When was the last time you stopped to think
about what motivates you to action, those
who have authority over you, your peers and
Are you super-strategic?
How are you resourceful?
Strategic Leadership
By Dr. Scott Lichtenstein
PAGE
14
ONERECRUIT MAGAZINE
Values-led

your mislabelled ‘subordinates’? When it
comes to moving talent to action most of us
make it up as we go along, or misguidedly
assume that what fulfils us fulfils others.
Is it any wonder the record on strategy
implementation is so abysmal?
The record on trying to harness the
emotional resources of talent, for
example, through core value statements,
is also decidedly mixed. Very few of us see
ourselves as not ‘walking the talk’ - where
authentic talk is our personal values - yet
we can readily see it in other institution we
are involved in. Even when organisations
‘walk the talk’, research into the core quality
for board directors, ‘integrity’, revealed
that it varies by peoples values. For some,
integrity meant fiduciary duty: crossing
the ‘t’s and dotting the ‘i’s. For others it
meant ‘shareholder value’: making money
and pushing the boundaries to exceed
shareholder expectations. To them, winning
was an ends in itself. For others, it meant
stewardship, what we leave to the next
generation, and ethical behaviour. So if
integrity differs so widely in organisations,
how can authentic ‘talk’ be harnessed to
get our talented employees to ‘walk’ farther
and faster to implement our strategies to
create value for the company and other
stakeholders?
To harness the resourcefulness of those
tasked with implementing strategy you need
to be focused on changing or re-enforcing
existing behaviour. You can’t change what
drives them, but you can change their
behaviour by communicating to them in a
language that resonates with what drives
them. If you want to influence someone you
need to know what already influences them.
Their values are controlling their thoughts
and emotions whether they know it or not:
values work at an unconscious level so most
likely they are unaware of the invisible forces
that have a visible impact.
Next, visions, strategies and missions need
to be translated into the personal operative
values and underlying needs of those
implementing strategy. Executives’ operative
values are those dominant personal
values that influence choice behaviour as
opposed to adopted values, those that are
espoused by the organisation which talent
recognise is important to ‘get on’ but are not
internalised or subscribed to and therefore
do not directly influence behaviour to any
great degree. The difference between
operative and adopted was highlighted
by a high potential senior executive who
several times a week ‘walked-and-talked’
the halls, greeting as many employees as
possible while they worked. In her 360
degree assessment, subordinates and
peers described her as cold and uncaring,
shallow and self-centred. After hearing the
comments she agreed 100%. She explained
that she did the ‘walk the halls’ only because
it was an organisational requirement and
that she didn’t really care how the employees
felt. Resourcefulness requires translating the
adopted values into their operative values.
Strategic leadership research found that
owner-, senior- and middle managers’
personal values had a significant impact
on organisational performance, both
financial and operational performance,
and an even greater impact when aligned
to organisational goals. Strategic leaders
have to focus on the ‘hard’ and the ‘harder’
aspects of performance: the ‘softer’ factors
are harder.
In values training workshops for top teams
it’s common to hear, ‘I’ve repeated the
strategy five times to my team and they
still don’t get it, now I know why’. Once
people have a framework to uncover what’s
driving them and others, they realise that
they’ve been talking from their own values
as opposed to those of their direct report.
Values drive meaning that drives language.
It’s also worth noting that managers manage
from their own values; leaders have to lead
a whole culture with people who espouse a
diversity of values. With training, executives
become adept at accommodating their
style to communicate to those with values
other than their own whist staying true to
themselves. Effective leaders don’t ‘align’
themselves, they accommodate whilst being
congruent.
Whether you are a certainty freak or crave
autonomy, understanding what moves you
and others to action is the key to developing
policies, practices and strategies to create
more shareholder value faster. It also allows
employees to contribute more by being
more effective with their direct reports.
This is facilitated by quantitative tools
to measure, benchmark and track those
invisible forces driving choice behaviour.
Driven to understand employees and
leadership behavior as well as the marketers
understand consumer behaviour, I’ve helped
devise quantitative values instruments to
translate ‘woolly’ concepts into numbers -
the language of management. Let’s face it,
what gets measured gets done.
Unleash the resourcefulness of your
employees and they will take your company
to the next level. Just make sure you’re
talking their language. µ
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ONERECRUIT MAGAZINE

the importance of LIFE
Coaching Executives
BY AZHAR KHAN
ome human resource personnel wonder why fortune 500 companies have one of the best executives in the country. What they don’t
know is that top businesses have been using a secret weapon for years now. Justifying the Need for a Coach cause you’re successful,
and in a high ranking position with a ridiculously large amount of salary, you’re happy. What they fail to realise is that the bigger the
wage, the more elevated the post, the greater the responsibility. What’s even more difficult in this situation is that an executive has to
smile and bear it even if their heads are exploding with all the problems, and complications they have to handle. Seeking support is not
a sign of weakness, instead in strength because it takes a lot of courage to admit that “no man is an island.”
High Rise Pressure Cooker
A ranking company officer is expected to
perform well, and to deserve the designation
given to him/ her. People below and above
you bank on your leadership abilities, skills,
and excellent decisions. They will continually
expect that you will always be the best. In fact
you will be called upon to speak in behalf of the
company; to give advices on success, business
and marketing strategies, and how to handle
complex dilemmas. All these and more is
expected of you. It is presumed that you handle
your professional and personal life in manner
of unequalled grace.
Personal and Emotional stress
Quite naturally there may be times when all
you want to do is hide underneath the sheets
and be invisible. Unfortunately if you are
one of those people who set high standards
for other people and an even higher one
for yourself, then hiding is not an option.
Putting pressure on oneself is not uncommon.
Many people who achieve a great level of
accomplishment are there not because they
give themselves a pat on the back when they
do something right. Instead, they are on top
because every time they triumph they dissect
the situation and look for ways to do things
better. The downside to being good at what
you do is that despite reaching far more than
How do you measure self
esteem in yourself and for
others in your team?
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ONERECRUIT MAGAZINE

the expectations of others, most
achievers never seem to be
contented of their performance.
Hence, these people fail to see the
flowers that bloom from the roses
they have planted.
A superior executive coach will
recognise all these and help
draw out the client. Putting the
pressures in a different aspect
will help the client see things in a
different perspective.
Life Coaching Benefits
The benefits of life coaching
cannot be measured. Employing a
life coach is like having a friend to
talk to and a guidance counsellor
all rolled into one. Life coaching
makes you feel interactive, and
open without having to delve in
the past. The present and the
future is what matters the most. A
life coach is a professional listener
who helps people internalise and
realise their wants and needs to
better set goals and maintain a
sense of self without having to
change careers and antagonise
family.
It is a sure bet that you probably
needed a friend one time or
the other but was too afraid of
being judged and later betrayed.
A life coach is duty bound to
be professional in handling
all confidential matters. Life
coaching is a synergy between
client coaches.
PAGE
17
ONERECRUIT MAGAZINE
Building an effective team can
take time, energy and money.
Ensuring people are a cultural fit
is usually too hard to consider...
UNTIL NOW!
Your CULTURE is your Brand
MASTER THE STEPS TO CREATING CORPORATE CULTURE
Take the steps you need at your pace to craft the culture that you want to see in your environment.
Our cultural blueprint is designed to help you custom build the elements you need for your business
WOTCULTURE
Take the FREE Test

newtrendsThe future of business
Exploring how leaders will face new challenges, receding boundaries and emerging opportunities
Deloitte’s new 108 page business trends report suggests that companies who don’t evolve to work within an ecosystem will
cease to exist as processes, rules, business models, best practices and everything that has worked for organisations in the
past are no longer as effective as they once were.
The report entitled Business
Ecosystems Comes of Age,
reflects a sense of urgency as in
James Moores Predators and
Prey (1993) , a new ecology
of competition written for the
Harvard Busines review which
contemplates that stakes are
high and only the strongest
and fittest with particular
ecosystems designed to be
fierce and fair competition to
each other will prosper and
survive, whilst the others will
amalgamate, be acquired or
dissipate.
What is a business ecosystem?
Most people would align a
metaphoric description to an
ecosystem distinct as that of
a biological or botany based
subject, but in this case the
complexity is expanded to
reflect a social order of business
communities made up of people
who make decisions. They are
made up of co-evolving beings
with a complex network of
choices that depend entirely
of their view of the world and
its surrounding structures
and mind reads. Thus as an
increasing number of executives
become more aligned to the
notion of co-evolving and its
repercussions the pace of
business may accelerate vastly
as shareholders and directors
sense the shifts and remove
the the bounds of tradition
that are holding back almost
every industry. Unfortunately
there are still those that
won’t change or change too
quickly that will be deeply
damaged or dominated by their
industries. As the report states
“Ecosystems are dynamic and
co-evolving communities of
diverse actors that creates an
capture new value through
both collaboration and
competition.” The report goes
as far as to say that this way of
thinking will affect all types of
businesses, whether you are in
retail, manufacturing, indie or
multinational .
What does this mean for
talent?
Traditional staffing structures
will give way to more on-
demand services and highly
synchronised contingent
based solutions. Scheduling
will combine contractual or
part time roles that offer niche
specialities with freelance and
casuals. Low level work will
be automated or out-sourced
to parts of the world where it
can be done cheaply through
freelance platforms like Odesk,
Freelancer and DesignCrowd
or crowdsourcing sites like
Pozible, Indiegogo, Tongal or
Quirky.
Get the full report:
Click here!
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ONERECRUIT MAGAZINE

Front
S I D E
MODEL CHOICE
Kotter’s
8 step
model
Given the pace of change in
todays’ business arena and the
importance of organisations
being able to adapt to changing
legal, political, social, economic
and market environments,
effectively managing change
is essential for business
survival. Yet despite the
importance to change and
adapt, the process of change
remains a difficult prospect
for many organisations with a
staggering number, up to 70%
according to Harvard Business
Review, of change efforts
failing.
Fortunately, there are models
that can significantly enhance
the chances of succeeding
at change initiatives.
These various models and
frameworks typically follow
an Un-freeze – Change – Re-
freeze, or UCR process.
One such model that is touted
as a widely used, effective and
simple model is Kotter’s eight
steps, a model I like for its step
by step nature which provides
a clearer process to follow. In
this article, the first of a three
part series, I’ll cover steps
one to three, the unfreezing
component, of Kotter’s eight
step change model.
For those not familiar
with change models, it
should be noted that the
managing change requires
thoughtful planning, careful
implementation and most
importantly, the consultation
and involvement of the people
who will be affected by the
change.
Unfreezing
1. Establish a sense of urgency
Regardless of the perception
of the change, be it positive,
negative or indifferent, people
often fear change because
the nature of the change
can threaten their interests,
upset their established way of
doing things and disturb the
status quo, or conflict with the
existing culture of the team or
organisation.
One of the reasons why
change initiatives fail is that
the reason for the change can
logically appeal to people, but
the emotional connection may
be lacking and the motivation
for the change can be absent.
For example, the business case
may be there, yet the fears
and anxieties surrounding the
change can act as a barrier
to the change. Consequently,
the first step to overcome
a reluctance to change is to
establish a powerful sense of
urgency that reinforces the
reason for the change
Change can be easier
to implement when the
motivations behind the change
are current as opposed to
a need for change that is
LEADING CHANGE
Jeremy
Stewart
THE PROCESS OF OVERCOMING
RESISTANCE TO CHANGE IS NOT
ALWAYS EASY, YET IS A CRITICAL
FIRST STEP IN SUCCESSFULLY
CHANGING ESTABLISHED NORMS.
CHANGE LEADERS WHO INVEST
IN CONDUCTING STAKEHOLDER
ANALYSIS AND WHO TAILOR THEIR
APPROACHES TO OVERCOMING
RESISTANCE ARE MORE LIKELY
TO SUCCEED IN SUCCESSFULLY
EXECUTING THE CHANGE.
WKD
STUFF
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ONERECRUIT MAGAZINE

perceived as being required at
some undefined point in the
future,
This is not to say that change
cannot be achieved when
the recognised need is more
distant, rather, when the sense
of urgency is diminished, the
resistance to change may be
higher and communication,
vision, motivation and
persuasive tactics may need to
be increased.
It follows then, that creating
a sense of urgency that is
related to a current situation
and an opportunity that may
be missed will likely reduce
resistance to change.
Organisational and team
leaders need to communicate
this sense of urgency broadly
and dramatically as it is at
this first step, the inception
of the change, that requires
the cooperation of many
individuals.
2. Form a Powerful
Guiding Coalition
Change initiatives can be the
brain child of just one or two
people within an organisation
who recognise the need for
change however successful
change efforts are rarely
managed by individuals alone.
Rather, they require a coalition
of people who are skilled and
possess positional power,
expertise, credibility and
leadership - change agents if
you will.
These change agents,
committed in mind and soul
to realize the change, must
be capable of influencing
the people, team member
perceptions of the social
environment and the culture
of the team or greater
organisation.
In an organisation that sought
to introduce a balanced
scorecard to assist in employee
development and performance
management, the results of
the stakeholder perceptions
analysis found that one
particular stakeholder group
had a very low total perception
of the proposed change.
Senior leadership and those
charged with leading the
implementation invested the
time to explain, listen and
consult with stakeholders in
the early stages. Consequently,
the change leaders overcame
the negative perceptions and
succeeded in recruiting change
champions from within the
group. These individual change
champions, once they were
comfortable and supportive
of the change, were able to
the garner the support for the
initiative from other individuals
within their stakeholder group.
Forming a guiding coalition will
serve to actively show support
for the initiative and encourage
more followers. Support from
the initiatives leaders and also
the ‘first followers’ is key to
attracting more individuals
who support and embrace the
change.
Step 3. Creating a Vision
The purpose of a vision is to
guide the change process
towards the desired goal.
As such that vision needs
to be consistent, clear and
well communicated to all
members of the team. Kotter
states that the guiding vision
needs to be clear and deliver
a picture of the future that is
relatively easy to communicate
otherwise there is the risk
that the change effort could
disintegrate into a series
of incompatible projects,
increasing chances of creating
confusion.
Well-crafted and
communicated guiding visions
serve to unify the organisation
towards the common goal,
regardless of the work group.
Often this vision can be a
component of a larger strategy
or plan.
Take for example an
organisation looking
to implement a new
remuneration strategy as part
of a larger business strategy.
The initial guiding vision for
the initiative was proposed by
just two members of the senior
HR management team, yet
once approved by executive
management, the entire
executive leadership team and
regional HR managers got
involved in the development,
support and communication of
the final guiding vision.
To aid in embedding the
reasons for the change and
creating a vision for the future,
it helps to give people a story
and use powerful metaphors
and analogies. The reason
being is that people may well
forget the specifics of a story
but are far more likely to
remember the message behind
the story.
Metaphors and stories can be
used to encourage different
ways of thinking amongst team
members which can enable
them to focus, explain, and
influence different aspects of
the organisation.
The well-crafted and
communicated visions
that leverage the power of
metaphors, are supported
by management at all levels
and are adopted by the team,
serve as powerful guides
for aligning and unifying the
efforts of individuals, groups
and business units towards the
change.
Establishing a sense of
urgency, building a coalition of
change agents who support the
change and creating a vision
of what will be are three steps
that will help those charged
with managing change. Next
issue in OneRecruit Magazine,
we will look at the process of
change, steps four, five and six.
PAGE
20
ONERECRUIT MAGAZINE

ONERECRUIT MAGAZINE
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The world of digital marketing has changed the dynamics of business and companies that have learnt to
embrace the challenges associated with new media are the ones that are consistently wining.
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Visit our website and book yourself a specialist that can helpout with your plans.
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ONERECRUIT MAGAZINE
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A
B
D
E
C
F
The Foundation of
Leadership
Agility and the 12 practices...
The most interesting leaders throughout history
can earn their accolades from being agile.
You can discover how to be agile through a new
home study course designed at CareerBirds.com
that helps you to identify and assess your
level of agility within the framework
of the 12 practices of agile leaders.
A. PEACOCK
PURPOSE LEADER
Provides motivational
drivers, communication
signals and ways of
interacting.
C. OWL
WISDOM LEADER
Creates learning and addresses
complex problems. Knows how to
leverage opportunities.B. OSTRICH
VISION LEADER
Knowledgeable and
insightful about the
world, makes uncertainty
understandable for others.
D. HUMMINGBIRD
CRISIS LEADER
Aware of personal impact. This
leader reflects, seeks counsel
and waits for critical events to
unfold.
E. PARROT
FEELINGS LEADER
This leader is able to
connect with others
fears, hopes, dreams
and potential to produce
emotional resilience.
F. GOOSE
RESOURCE LEADER
This leader creates skill
connections and uses
external thought leaders
to achieve teamwork and
agility.
PAGE
23
ONERECRUIT MAGAZINE

Take the assessment
To find out about your leadership agility career bird
click the link and take the assessment. Then take
the Home Study -Foundation in Leadership Agility
Practice (FLAP) to lean more about becoming an agile
leader
L. DOVE
ROLE MODELLING LEADER
Consistent and authentic this leader uses informal and formal communication for
role modelling change. they represent the reputation of the team or organisation.
K. FALCON
COMPETITION LEADER
Creates a culture where everyday
performance feedback is normal.
frankness is the norm. Small
improvements to equally large gains.
A no surprise culture allows people
preparation time for change.
J. SWAN
VIABILITY LEADER
Has the resilience for
reinvention and has adaptive self
management skills, is responsive
and great with breaking habits
I. COCKATOO
COMMUNICATION LEADER
Able to spread priorities, facilitate reviews,
provide mediation and process consulting,
ask critical questions, resolve conflict.
H. PENGUIN
CONNECTING LEADER
Capable of honing knowledge
and insight, facilitate adaptation
to changing circumstances
whilst providing emotional
resilience.
G. DUCK
DIVERSITY LEADER
Creates different and
unconventional insights by
providing alternative views of
the world to promote renewal.
J
H
G
I
K
L
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24
ONERECRUIT MAGAZINE

8QUESTIONS
TO ASK COACHES 20 13INTERIOR
DESIGN AWARDS
What to ask
your Life CoachAre you considering getting yourself a life coach? Getting a coach can be seen as proactive
and critical for anyone who is considering leadership development. We all have coaches
in our lives, some in school, others on the sports field. But a life coach can provide you with
perspectives and realities that you may not be able to get from other sources. The quality of your life is determined by
the quality of questions you ask in the right company. There are many definitions of coaching ; fundamentally coaching
provides a safe environment in which the client has a support system that enables him/her to move forward with
their life or business more effectively and more efficiently in order to achieve their ultimate goal. So here are some
questions you should be asking your coach...
QUESTION 2
What exactly is it that you do?
Coaches use proven methodology to guide
and support their client on a journey. It
should be noted that Coaching is not therapy,
Coaches do not provide the answers, they are
just a tool the client uses to help him/her find
their own answers or solutions. A good coach
should be very clear on all these points.
QUESTION 1
How will your coaching help me?
Coaching provides a one of a kind, tailored solution especially to help you
understand who you are, what you want and how to get there. Your coach should
be able to give you a fair outline of the methodology he/she uses to identify clients
characteristics and strong points in order to implement this into a future focused
goal plan. A good majority of coaches incorporate psychometric testing etc some
which you might already be familiar or interested in.
SHAREEN
VALI-MAHOMMED-MICHOPOULOS
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ONERECRUIT MAGAZINE

QUESTION 4
How flexible is your Coaching method?
Always remember this is a relationship based on getting the best
possible results for YOU! Coaches are not your buddies nor are
they your critical peers; they are there to guide you to a realistic
achievable goal, whatever that goal may be. However, during your
sessions you might find some other things might crop up that
need attention, hence changing goals and herein flexibility comes
to play. Your coach should be able to help you go beyond your
boundaries and encourage your growth.
“ A credible coach will have undergone some
significant course work as well as practical
assessments, training sessions all under the
supervision of qualified and experienced coaches
within a reputable company/ coaching body. They
should have professional certification validated by
their affiliated coaching company and the local
coaching association or governing body. They should
also provide references from past clients.”
SHAREEN
QUESTION 3
What qualifications do you have?
Let me qualify this as it’s just as important to also know what you are looking
for. A quick example is this; I personally have never held a job as a top
executive in a multinational or international company, however I have had
much success in coaching such executives to a high level of satisfaction on
both parts. What’s the secret to my success? Objectivity!!! The ability to
access the situation, departmentalise it, and get to the root of the situation
(please note “situation” not “problem”) then move forward and pinpoint
specific parts that require attention, always with input from my clients.
I then court dialogue, back and forward like tennis play, designed with
questions geared to stimulate my clients thinking process. The end result
will be a game plan with time lines and goals (short term and long term)
supported by me. Does this qualify me? If what you want is an effective
outcome, the qualifications help, but the rapport is far more important,
because you’re less likely to let down people you have rapport with that
coach you.
QUESTION 5
Why have you chosen this
profession?
You want some one who is dedicated or passionate
about coaching. Someone who really believes in the
value created for someone by being coached, top
athletes use coaches all the time to improve their
results, why shouldn’t you too in y our personal life.
An added benefit is a coach who has been coached
himself or herself - nothing can beat personal
experience!
8 QUESTIONS
TO ASK COACHES
QUESTION 6
What area of expertise do you
coach in?
So that you have total clarity and are both able
to focus on a success goal, you need to be clear
that your requirements can be fully understood
and met by the coach you choose. Therefore
research and study their profile online or on their
business website, ask open questions and be clear
in your own mind that there is some synergy in the
parameters you’ve laid out and/or in the parts of
your life/business you seek to improve. Coaching
is not therapy or a substitute for mental health
counselling - use your introspection to be totally
sure of your needs.
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ONERECRUIT MAGAZINE

QUESTION 8
How will I know if the coaching sessions are successful ??
A good coach should go through a quick re-cap of your last session, check whether any short term goals have
been met and get your insight on how you feel regarding these achievements or lack of? This in turn helps
you realise where you’re at and provides a time line situation wherein you’re able to look back at where you
started on your journey compared to where you’re at currently in the moment. Time lines, check points and
open discussions should all give you a fair assessment on how successful your coaching sessions are and what
value they add to your decisions.
“ I’ve worked with people all over the world, in
Africa, Australia and Europe. One thing that
resonates with me every time is the sheer will people
show then they have the courage of their convictions.
Seeing people resonate with their own inner
expression is far greater than any accolade bestowed
on them from an external source. When you begin
every day by validating yourself, you begin to live an
extraordinary life.”
SHAREEN
QUESTION 7
What are the practicalities of the Coaching session, how
long is a session time and how often?
Most coaches will explain their personal coaching style and after your initial
meeting they should give you a fair idea of how long each individual session
will be based on your personality /character, the issues or problems you
might want to resolve and your availability. I think one session a week for
45 minutes is fair as this gives adequate time during the session to outline,
discuss and define as well as allowing the client enough time to digest
the information and complete, any short-term goals by the next weekly
session. Another thing you should ask is whether they work on a local,
regional or international basis, this can be very helpful for top executives
who travel a lot and therefore are often in different time zones as well as
for international companies who are looking for group coaching sessions.
8 QUESTIONS
TO ASK COACHES
RECAP REVIEW
How to be ready for life
coaching.
Life Coaching is a two way street, It is easy
to seek out a coach and spend your life trying
to find a coach that’s just right for you. The
honest truth is that when the student is ready,
the master appears. What this means is that
you should prepare for what you want in your
life. Whether it is change or achievement. The
role you play is equally, if not more important
to your relationship you have with your coach.
Consider the following:
1. Are you open to change? Tell your coach
if you are not so they are prepared to help
you.
2. Are you prepared to discover new insights
about yourself?
3. Do you have a list of self-help books you
like or have tried?
4. Have you crafted and written down why
you want a coach to help you?
5. What’s your objective?
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ONERECRUIT MAGAZINE

Guidelines for
ProfessionalismProfessionalism
Professionals in modern business circles understand that “success” requires insight
as well as the right attitude. As you climb the corporate ladder you will need to
acquire knowledge and skills that set you apart from the competition. Knowing how
to look and act like a professional is synonymous to being a professional.
by Maria Cucinotta
PAGE
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ONERECRUIT MAGAZINE

K
nowing what is expected and
accepted behaviour for every
business and professional
situation is vital. There’s more to
personal presence than an expensive
suit- grooming, posture, poise and
attitude all play important roles.
Knowledge about how to present
yourself professionally helps give you a
powerful edge over the competition.
Professionalism is directly related to
each of the following:
• How credible people think we are
• How confident we look
• The level of customer service
• How well we interact with co-
workers
• Team productivity
• How much value an action/behaviour
has
• How much someone will pay for your
services
Indicators of Professionalism
Your Professional Greeting
Makes deliberate effort to extend a
hand, smile, makes eye contact and
welcome guests. Makes introductions.
Builds Relationships
Initiates interactions, blends people
into teams when needed; creates strong
morale and spirit in individuals and
across his/her team; shares wins and
successes; fosters open dialogue; lets
people finish and be responsible for
their work; defines success in terms
of the whole team; creates a feeling of
belonging to the team.
Knowledge of Industry
Knows how childcare industry works;
knowledgeable in current and possible
future policies, practices, trends,
technology and information affecting
his/her job, association, industry,
community; is aware of how strategies
and tactics work in the real world.
Service Attitude
Is dedicated to meeting the expectations
and requirements of internal and
external customers; gets first hand
customer information and uses it for
improvements of products and services;
acts with customers in mind; establishes
and maintains effective relationships
with customers and gains their trust and
respect.
Makes Decisions Based on Business
Priority
Makes good business decisions (without
considering how much time it takes)
based upon a mixture of analysis,
wisdom, experience, and judgment; most
of his/her solutions and suggestions turn
out to be correct and accurate when
judged over time; sought out by others
for advice and solutions. Does not let
personal opinion or emotion impact
decision.
Manages Time
Uses his/her time effectively and
efficiently; values time; concentrates
his/her efforts on the more important
priorities; gets more done in less time
than others; can attend to a broader
range of activities.
Ethics and Values
Adheres to an appropriate (for the
setting) and effective set of core values
and beliefs during both good and bad
times; acts in line with those values;
rewards the right values and disapproves
of others; practices what he/she
preaches.
Communicate With Others
Provides the information people need
to know to do their jobs and to feel
good about being a member of the team,
unit, and/or the organization; provides
individuals information so that they can
make accurate decisions; is timely with
information.
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29
ONERECRUIT MAGAZINE

01
02
03
04
05
06
07
08
09
10
TOP 10 BEHAVIOURS TO AVOID
Being late to work and/or scheduled workplace meetings and events.
Using inappropriate language or a harsh tone or rude gestures.
Lounging at work (i.e. putting your feet up on desks, lying on the floor, lazy or slovenly behaviour)
Chewing gum (or eating) when engaged in face-to-face interactions or on the phone.
Taking care of personal hygiene in work place including at your desk; things like filing nails, combing hair
Personal telephone calls, email correspondence,or visiting on company time.
Coming to work or meeting sun prepared or deliberately leaving others unprepared.
Gossiping, bad mouthing and general negativity
Ignoring co-workers or encouraging/ prolonging stressful situations.
Being too casual or overly familiar.
BY MARIA CUCINOTTA
“You only ever have
one chance to make a
good first impression.”
Oscar Wilde
PAGE
30
ONERECRUIT MAGAZINE

What the “business priority” is and why
it’s important
Business priority means that business
comes first. So the guest is most important.
Your personal wants, Say no to ideas not
to individuals.
How to be respectful when giving
directions to others
Try not to single people out or criticise
them. Give credit for what people know
and then fill in the blanks. Ask people
rather than tell them, show that you
appreciate their attention rather than
demanding it. You have to earn their
respect.
Tips for building confidence and trust
with co-workers
Be positive, do more than you are
expected to and help when you can. Don’t
bad mouth or turn on people. Be honest
and do what you’ll say you’ll do, don’t take
advantage of others.
When honesty is not the best policy
Be honest when it is your job to be honest
and also when being honest could save
someone some long term discomfort or
harm. BUT there is no point being honest
when it will only hurt someone and/or he
can’t do anything to change the situation.
For example, rather than say, “You are
the worst salesman I’ve ever met” or
“You couldn’t negotiate your way out of a
paper bag” say, “I may be able to help you
generate more sales”, or “May I show you a
trick for getting more feedback?”
How to lead by example and how to
maintain a personal standard
Be consistent and have good personal
habits. Just because everyone else is dirty
or lazy doesn’t mean you have to be.
To effectively communicate problems
and concerns to the boss
Be positive, you are a team. What reflects
badly on the boss reflects badly on you so
you have to work together. Don’t accuse
or pass blame, simply state the facts. If you
are asked your opinion, be honest.
Practice customer service with your
internal customers and co-workers
Treat everyone in the same respectful
courteous manner. Don’t expect to treat
your co-workers badly just because you
are tired and stressed. Don’t take things
out on each other.
How to get yourself out of messy
situations; apologies and repair
behaviour
If you made a mistake, say so. You don’t
have to go on and on but if you did
something wrong or offended someone
be the bigger person and repair the
behaviour. Don’t wait until someone says
something, if you know you did something
wrong, fix things as soon as you can.
Communication is essential to
professionalism because although you
can express a positive, respectful attitude
through body language, and maybe a smile
or eye contact, the reality is you must be
able to communicate effectively verbally
as well.
Professional
Decorum and
Professionalism
BY MARIA CUCINOTTA
Go out of your way to maintain a high
personal standard and always do at
least what is expected, and then some.
It is very important to not rely on “high-
tech” modes of communication to build
relationships, focus on what you can do
rather than what you can’t do. Stick to
the old adage of saying nothing if you
cannot be positive.
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ONERECRUIT MAGAZINE

1. If I cannot be understood I need to speak louder as I am
sure that the problem is no one can hear me.
2. If I continue to tell my stories and overwhelm myself
and others with my fascinating life I will be the hit of
every meeting and work function.
3. When others have an opinion that I do not agree with I
must debate with them until they see my point of view
or even better.... I change their opinion completely.
4. If a co-worker is trying to explain to a group an idea or
situation and is talking a little too slow for your liking
help them out by finishing their sentences.
5. The quicker you speak the more information you can
share with others in a shorter period of time.
6. As long as I nod my head or say “u hum” occasionally no
one will know if I am listening or not.
7. Ask questions that stump my peer group or even better
my superiors. This will impress everyone and give me
the recognition I deserve.
8. Ask questions of those who are explaining a situation
or telling a story to ensure the others around know that
you are well versed in all subjects.
T
ry to remember these few
tips and you will become an
exceptional communicator.
• Ask questions that show interest in the
speaker and their topic.
• Use words that others understand and
that help to improve the direction and tone
of the conversation. This does not mean
you have to use simple words during all
discussions but that making up words or
using them out of context will only make
you look unprofessional.
• Keep all the people in your group involved
with the conversation by asking for their
opinion. Always remember that an opinion
is merely that and being right is not always
part of the equation.
• Compliment others on their ideas and keep
the conversation as positive as possible.
Remember, the best conversationalist is a
good listener.
Commonly held
misconceptions
about
communicating
BY MARIA CUCINOTTA
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ONERECRUIT MAGAZINE

H
ow do you know if you are considered to be politically savvy
in the work environment that you are placed in? Some people
disregard the concept as being cunning, blunt or shrewd ,
however without it you may be navigating a boat without a rudder.
Becoming politically savvy is fundamental to realising the value of
cultural, social and professional actions and increasingly key to success
in strategic business initiatives.
You may have noticed at some point when working with people
that its quite rare to meet a 100% totally objective manager or
leader. Most of the time they have their own agenda to follow or are
following instructions from key stakeholders in order to maintain
a brand or keep standards passed down to them from a higher
authority. They have vision and milestones to achieve and try to align
everyone to a specific strategic direction, or at least have everyone
focused on one dimension of the business, the most common being
the metric. But according to Peter Drucker, the founder of modern
management, says that leaders wanting to get better organisational
results should apply a social-science based approach using both
objective metrics and social skills.
C
orporate
politics
has a bad
name full of back-
stabbing, double
crossing, self
promoting tactics
that influence and
destroy at the
same time. Finding
a productive use
for political savvy
starts with the
sincerity to turn
strategic gain into
tangible results
KEEPING IT
SAVVY
...then have their own
agenda to follow
or are following
instructions
Some people think you have to be
cunning, blunt or shrewd!
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ONERECRUIT MAGAZINE

Some people follow leaders who are politically savvy because they
exude a charm and charisma that few lack in social situations . These
leaders are skilled negotiators, great at conflict and sublime at deal
making. They know how to earn respect and not demand it because
of title and historical experience. Their reputation precedes them and
they know how to be political in order to obtain strategic objectives.
Todays workforce consists of cultural diversity, generational gaps
and tech savvy employees with little to no care for seniority. They
work for the value they bring and will not stop at manipulation to
obtain the upper hand through internal rivalry. But with the proper
skills development aligned to personal goals within the organisation,
succession planning, learning and development providing a foundation
for positive organisational politics, leaders have a better chance of
driving a competitive landscape for organisational productivity and
fair practices for strategic gain and tangible results for both employee
and organisation.
Social competence is a charismatic skill that when interacting with
cultural organisations constructs a framework for office politics
to contribute to a pool of mutually beneficial engagements. These
foundations in turn set about attracting people with a purpose
of aligning strategic agility and the characters, behaviours and
personalities needed by leaders to form productive groups and
empathetic, passionate employees.
LAS VEGAS - May 5 - 7
Meet us at our booth
May 5 - 6
Downtown Las Vegas
Where the tech
industries high
priests meet
startups
E
veything is set for OneRecruit to
be in Las Vegas this may and for
the opportunity to finally meet
some of our US based clients.
As you may already be aware, OneRecruit
was one of 25 companies in the world to
be sponsored to attend from Australia.
“OneRecruit are thrilled to be one of 25
companies to be sponsored to attend the
conference from Australia. Our aim is to
find and secure a local partner/investor in
America where the majority of our clients
are now based. This is a meet and greet
tour for us and so feel free to stop by our
booth and introduce yourself, “ said Martin
Staael founder and CTO. “ Being based in
Australia for RD gives us an advantage
over other startups seeking investors
at Collision as we don’t come with the
overheads of American startups. Plus its
much cheaper to scale RD in Australia
whilst still being a global company, just like
Atlassian have done,“ said Staael.
Australian tech companies are certainly
turning investors heads after Atlassian
raised US$60million after selling a
minority stake to large US venture capital
firm Accel, who later invested between
$70 and $110 million in Oz Forex and
another $55million in 99designs.
It’s awesome validation for the Australian
industry of the technology that’s being
created. Freelancer, Half Brick(creators
of Fruit Ninja), Google Maps and Flight
Control are other Australian successes.
PAGE
34
ONERECRUIT MAGAZINE

F
or most people learning how to
except and take criticism can be a
feedback process that they are just
not prepared to take. But your role will
always be tested by customers, other staff,
your peers and certainly your managers
and leaders. How you react to people can
make your job enjoyable or pleasurable.
Statistics from the Sensitivity to Criticism
Test reveal that people who become
defensive by negative feedback, even
when its offered in a constructive way
are more likely to dislike their job. On the
other hand, less defensive employees tend
to be happier within their roles. Here are
some interesting statistics from the study.
29% of unsatisfied employees
believe that their poor performance is
due to the fact that the expectations
and standards that their customers,
colleagues, or manager set for them are
too high (compared to 15% of satisfied
employees).
perceive most people as being “cut-throat,”
and believe that these same people
intentionally use criticism to bring others
down (compared to 16% of satisfied
employees).
After receiving negative criticism, 43%
of unsatisfied employees respond by
becoming disengaged from their job. They
put in the bare minimum effort to get
tasks done (compared to 18% of satisfied
employees).
feel insulted when someone rejects their
ideas (compared to 29% of satisfied
employees).
When they do recognize that the criticism
is justified, 47% of unsatisfied employees
indicate that this realization makes them
feel like a failure (compared to 23% of
satisfied employees).
feel degraded when people point out their
mistakes (compared to 24% of satisfied
employees).
indicate that others will often avoid
offering them advice or an opinion for fear
that they will get offended (compared to
31% of satisfied employees).
don’t like being given orders or being told
how to do something (compared to 38% of
59% of unsatisfied employees get
discouraged when they’re told that they
haven’t done their best work on a project
(compared to 39% of satisfied employees).
66%of unsatisfied employees
have an Average or Below average
performance rating (compared to 23% of
74%of unsatisfied employees are
very hard on themselves when they fail
(compared to 54% of satisfied employees).
79%of unsatisfied employees
have self-esteem issues (compared to 46%
of satisfied employees).
Whilst there may be several other
factors that potentially contribute to
job dissatisfaction, an inability to accept
negative feedback can be a major cause
for recruitment challenges.
Knowing how to handle feedback is
a critical skill in almost any role. The
higher you climb the career ladder or
the more successful you become, the
thicker your skin will become and less
empathetic. Recognising the roles and
the requirements for each team member
is essential when recruiting staff that are
satisfied with getting, taking and even
asking for feedback.
Sensitivity to Criticism?
If you hate your job,
there’s a big chance that
you may not be able to
take criticism.
PAGE
35
ONERECRUIT MAGAZINE

Enterprise
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solutions and security that include:
Custom development online and mobile
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Psychometric testing screening
Learning and development planning
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On-site and Online Training
Experience the power!
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the power to find and recruit them,
With OneRecruit’s Applicant Tracking Software
Click HERE
for a free trial

Workplace
Wellness
Simple practices
that can lead to
a healthy work
environment.
Written by: Amanda Attard
E
mployers are beginning to
understand the importance
of a healthy workplace. There
has been a much greater
acknowledgement of the fact that healthy
employees tend to be happier and more
productive employees. Conversely, a lack
of wellness initiatives in the workplace can
lead to absenteeism as well as a decrease
in productivity.
Employment packages may include such
things as fruit bowls in the lunch room,
gym memberships, health checks, even
having adequate rest areas to be assured
that a break really is a break.
Workplace wellness initiatives are an
important benefit to employees and
employers alike. But what if an employer
does not have any specific programs in
place?
Here are five simple practices that
employees can put in place to create a
healthy work environment.
1. Take your breaks
You may be on schedule or perhaps
behind schedule on a task, but a break,
even a short one, can boost your alertness
and your productivity. Taking a short
break allows you to clear your mind
from blockages that may be preventing
you from attacking a project with 100%
clarity. A short break can re-energise you,
improve your lucidity and redirect your
focus to the task at hand.
“What if an employer
does not have any
specific programs in
place.”
Exercise:
Some
companies
offer a gym
membership.
Snacks:
Take a
break
when you
snack
to avoid
overeating
5
PAGE
37
ONERECRUIT MAGAZINE

2. Eat nutritious food
Eating food that is as close to natural as
possible is best to ensure you remain
bright and alert at work. There are many
inner-city fruit merchants outside large
corporate buildings and smaller centres
often have fruit shops close by to get fruit
and vegetables to snack on. If you can’t
always have fresh fruit, ensure you keep a
container of nuts at your desk to snack on.
Be mindful when you are eating, don’t eat
and work at the same time. Take a minute
or two to eat a piece of fruit or a handful
of nuts. That way you won’t overeat, you’ll
be getting a mini-break and you’ll improve
your energy rather than falling into a mid-
afternoon slump.
3. Get up, away from your desk and
move around
Set a timer and for a minute or so each
hour, get up and move away from your
desk. Take some deep breaths and as you
breathe out try to let go of any tension
that you are holding in the neck and
shoulder area. Tension in the muscles
can tire you out and lead to lethargy.
Movement increases the oxygen in your
blood which promotes alertness and
provides you with more energy.
4. Get as much fresh air and sunshine as
possible
Depending on where you work, this may
not always be possible. But it is well
documented that sunshine and fresh
air are some of the best ways to create
a positive outlook on life. If you are
spending most of your time inside in an
air conditioned office, you are forcing your
body to use stale air, making it harder for
your body to stay healthy. If you can’t get
outside during the day consider putting
some indoor plants in your office to take
in some of the carbon dioxide and release
it as oxygen.
5. Create positive relationships with
those around you
Statistics show that people who get
along with other team members are
more likely to be satisfied in the
workplace. Cultivating feelings of trust,
mutual respect, mindfulness and open
communication can go a long way to
ensuring your work life is enjoyable and
satisfying.
Everyone has a responsibility to contribute
positively to the workplace environment
and be responsible for their own wellness.
Implementing some small changes in the
workplace can ensure a productive and
satisfying work environment, even if the
company does not provide any wellness
initiatives specifically.
Relationships
Cultivate a
feeling of
trust
Amanda Attard
is a freelance
author and writer
of “The Little
Book of Vegan
Recipes” book
series available
on Amazon.
She has been
cooking and
creating recipes
for over 35
years. An avid
runner, cyclist
and triathlete,
Attard takes a
personal interest
in both wellness
and health.
“Sunshine and fresh air
are some of the best
ways to create a positive
outlook”
“be mindful of what you are eating
and don’t eat and work at the same
time”
Click here to get 3 free
secret recipes
PAGE
38
ONERECRUIT MAGAZINE

person needs a key
to open the door that
would bring him to the other
side. The key should be the
right key, because if not, any try
would not make the door open.
This is the same with applying
for a certain position. Before you
can enter, you need to have the
right key and that right key is
your resume.
Resume is very vital for a job
interview. It will either make or
break your chances in getting
in. So, resume should be well
crafted in order for you to
proceed to the next step and all
the way in. Writing a top-notch
resume is not difficult. Here are the
ways you can follow to get those
interview appointments flowing.
The first thing you should know is
to advertise yourself. Since all you
want is attention, make a resume
that involves personal advertising.
Clarification: a resume, no matter
how excellent and well written it
is would not guarantee you the
job. Getting hired all in the hands
of the interviewer. So your aim in
writing a resume should be getting
your way to the interviewer.
A
“Emphasize your strengths on your resume,
in your cover letters and in your interviews.
It may sound obvious, but you’d be surprised
how many people simply list everything
they’ve ever done. Convey your passion and
link your strengths to measurable results.
Employers and interviewers love concrete
data.” - MARCUS BUCKINGHAM
your resume is your calling card that defines your academic
achievement, experience and will take you to interview.
How to Make a resume
Most people have a
problem selling or talking
about themselves. So if you
can’t craft a story around
your life experiences you
are not alone.
Writing
RESUMES
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39
ONERECRUIT MAGAZINE

How your resume cover should look
“I asked all of our recruiters to give me
all resumes of prospective employees
with their name, gender, place of
origin, and age blacked out. This simple
change shocked me, because I found
myself interviewing different-looking
candidates - even though I was 100%
convinced that I was not being biased in
my resume selection process.”
ERIC RIES
How to do that?
Make a resume that would represent the whole
you. But this does not mean you have to
include everything from your childhood dreams
to your pet’s name or else you won’t be getting
any interview.
As a form of advertisement, state in your
resume all the relevant information that would
make you fit to the job description you are
applying.
If you are a fresh graduate or do not have any
working experiences, mentioning your college
achievements, award, special skill, seminars,
trainings, and other positive things you have
acquired would impress your interviewer. If
you have several work experiences, you should
include your past employment.
Resume should include your objectives why
you apply for the job, addresses, personal
information data, memberships, educational
achievements, and other relevant information
you think would help the potential employer to
include you to the roster of interviewees.
Make a resume that contains brief description
and informative sentences. These descriptions
and sentences should summarize your
achievements and experiences. Contain
everything in one page. Add another if it is an
absolute necessity.
Be creative but not to the point you are using
scented papers and colourful text. Keep it
formal and clean and would definitely grab the
attention of the interviewer.
Remember that your resume is piled up with
several other resumes, so you better make yours
a good one and make a difference.
Y
our resume cover letter together with your CV is the first
contact that you are making with a potential employer.
The purpose of a resume cover letter, just like the
resume, is to convey the message that you meet the
minimum requirements of a job that you have in mind.
Resume cover letters are most
effective when it addresses a
particular job opening but whether
it is directed as a response to a
particular advertisement or to an
employment agency the format is
the same.
When writing a cover letter, it will
be very helpful to keep in mind
that the person on the other side is
scanning hundreds of resumes and
resume cover letters and is doing a
shortlist. It will help you a lot if you
help the person on the other side by
following simple guides
• Your resume cover letter must be
brief, concise and to the point. It
should only state facts that are
of interest to the one reading the
resume cover letter. It should be
very readable. Fonts used must
have clean and clear appearance.
Tahoma and Arial are some of the
most favoured fonts for this.
• Your resume cover letter should
be worded in a positive tone.
Leave the negatives out like the
reason for quitting a job, the gaps
in the dates between jobs; these
are better reserved during the
interview when you have the time
to counter them when asked.
• It should be friendly enough but
formal. Being informal will cost
you the interview as you could be
interpreted as unprofessional.
• Your resume cover letter should
fit in one page. As much as
possible, aim for three paragraphs
that are tightly knit and organised.
Nothing is as frustrating to the
person scanning the resumes
as cover letters that look like
autobiographical sketches, and
styles that the reader will have
to flip pages from time to time to
follow what is being said. Long
cover letters and long resumes
could cost you the job.
• Avoid exaggerations, clichés and
superfluous language. These may
sound good and well written but
it is not original and will not make
you stand out. The hiring manager
has heard all this already. Copying
and pasting from other well-
written resume cover letters are
also a risk. Many have tried it and
to the hiring manager, they are not
original. Write with confidence,
be original and that could even be
appreciated.
• During the salutation be a little
more personal. There is very little
excuse not to know the name and
designation of the person that you
are addressing.
Yours sincerely. That is a safe and
accepted way to end a resume cover
letter.
PAGE
40
ONERECRUIT MAGAZINE

BE PREPARED FOR
JOB INTERVIEWS
Are you prepared for a job interview with a prospective
employer? Have you recently landed a job interview, from
one of the job listings that you applied to? If you have, when
is your interview scheduled? If your interview is scheduled
to take place in a few days or even in a few hours, are you
prepared for it?
What you may not know is that most
job applicants aren’t. To make
sure that you are forensically prepared
for your interview, you will want to
continue reading on.
When it comes to hiring an applicant,
there are many interviewers who do
place a large magnifying glass on
personal appearance. This focus on
personal appearance doesn’t just
focus on beauty, but hygiene as well.
Employers want to hire workers who
will give their business a good public
perception. That is why it is important
that you give that good perception,
especially in an interview. When
attending a job interview, you will want
to make sure that you are professionally
dressed, either in a pant suit or a dress.
Make sure that your hair is well kept
as well. In fact, you may want to think
about buying a new outfit or getting
your hair done before your interview is
scheduled to take place.
Before your interview, you may also
want to make a trip to the store to
purchase some needed supplies, if you
don’t already own them. These supplies
may include a notebook, writing
utensils, and a thank you note. As for
the notebook and a writing utensil, you
may want to take notes during your
interview. If you applied to more than
one job listing, you may have multiple
interviews scheduled. Taking notes
during your interviews will help you
keep all of them straight. Also, taking
notes during a job interview makes you
look as if you are more interested in
the job. It is also shows a side of you
that says “I am professional and always
prepared.”
As for the thank you note, which was
mentioned above, you will want to send
a thank you note to your interviewer.
A thank you note may also help to
create a good, positive impression of
yourself. With thank you notes, many
have intentions of sending them, but
not everyone ends up doing so. Having
a standard thank you note already filled
out and ready to go is ideal. In fact,
you may also want to drop it off at the
post off right after your interview has
been completed. Of course, make sure
that you don’t drop it off beforehand.
Should the mail be delivered early or
your interview needs to be rescheduled,
you may be embarrassed with the early
delivery of a thank you note, for an
interview that never even occurred yet.
As you likely already know, job
interviews are where hiring employers
are able to learn as much as they can
about you. This is often done by asking
a series of questions. The questions that
you are asked during a job interview
will tend to vary, but most are likely
focused around your goals and your
work ethics. For instance, you may be
asked to describe you strengths and
your weaknesses, your goals in life, your
desire to move up the corporate ladder
and such. Even if these questions are
expected to be asked, it can be nerve-
wracking when they are actually asked.
That is why you may want to do a
number of practice interviews. These
practice interviews work best with
another person, like a family member
or a friend, but you can also do them
by yourself, like in front of a mirror.
Practicing your responses before a job
interview is one of the best ways to
make sure that your answers come out
exactly the way that you wanted them
to.
During the interview, you will be
asked a number of different questions
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ONERECRUIT MAGAZINE

by the interviewer. One of the most
common questions asked is about
your strengths and your weaknesses.
One of the biggest mistakes that a job
applicant makes is stating that they
don’t have any weaknesses. Everyone
has at least one weakness or something
that they wish that they could change
about themselves. You will want to be
honest and admit this. Of course, you
don’t want to go overboard. What you
will want to do is try and make your
weakness a strength as well.
At the end of most interviews, most
interviewers ask the interviewee,
which would be you, if you have any
questions. You are advised to ask
questions. In all honesty, even if you
don’t have any questions to ask, you are
advised to come up with some. Many
interviewers use the “do you have any
questions,” as a ploy. Many are turned
off by interviewees who do not have
any questions. Some even associated it
with not be interested in the job or the
company. Even if you ask about how
the company got started or what the
chances are for moving up the company
ladder, you are advised to ask questions.
Of course, be careful with the questions
that you do ask. You don’t want to
sound too pushy or overbearing.
At the end of your interview, it is
extremely important that you shake
the hand of your interviewer and
thank them for the opportunity. This
is very important. It is hard for some
to imagine, but a simple thank you
actually goes a long way nowadays, as
it is hardly spoken anymore. It is also
advised that you send a thank you note
the interviewer you met with. This may
not necessarily increase your chances of
landing the job, but it will make you look
professional.
By keeping the mentioned tips in mind,
you should be able to have a successful
interview. Remember, the interview
process is one of the most important
part of job hunting successfully.
Manage your social media. Just because
you have privacy settings does not
mean no one can get access to your
profiles. Privacy setting change all the
time and if you do not regularly check
them or adjust them, then chances are
your profile is left wide open. If you do
have those pictures of your last office
party, with a cigar out your mouth and
lipstick all over your shirt, floating in
the metaverse you may want to find
a way to remove or block them. But
what if they are seen and brought up
in the interview? Well for one do not
try to deny they exist. Everyone has
made a mistake in their lives and you
should explain why the photo is there
in the first place. In any event, if your
social life appears to be not aligned to
the culture of the business, that picture
will certainly do tremendous damage
in your interview or application.
Remember that when a company hires
you there is something known as the
total cost of hire. It does not just involve
the interview process. Hiring anyone
costs a great deal of investment. An
employer wants to know you’re the right
investment.
These preparation tips are just a few of
the many that you may find useful, when
it comes to preparing for a job interview.
If you think you will be going to a lot of
job interviews it may be wise to master
the interview process so you land a job
quicker.
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ONERECRUIT MAGAZINE

The Total Cost of
RECRUITMENT
H
aving a structured, sophisticated and formal hiring process
can sometimes ensure that a company could potentially
reduce and often eliminate the possibility of a bad hire.
Having a structured,
sophisticated and formal hiring
process can sometimes ensure
that a company could potentially
reduce and often eliminate the
possibility of a bad hire. Most
business owners calculate the
cost based on the tangible
direct costs. But a bad hire can
be costly if you add up all the
hidden costs.
According to a study by the
Corporate Leadership Council,
hiring the wrong executive can
cost an organization as much
as three times their annual
salary. The Gallup Organization
has noted that the cost of poor
hiring decisions may even be
much higher than previously
estimated. Some researchers
have calculated the cost of a bad
hire can be as high as twenty
four times the position’s base
salary.
In every hire there are direct
and indirect costs that affect
the hiring decision, It’s often
the in-direct costs that are
ignored, yet these costs have
the most significant impact to
an organisations culture and
bottom line. Hiring the wrong
personality can change the
dynamics of an organisation and
derail projects, processes and
even force good staff to seek
alternative employment.
Screening is done by various staff
Research and development
begins for new project or
ideas
New Project or ideas
Recruitment
Advertising
Responses are received
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ONERECRUIT MAGAZINE

Some of the direct and indirect costs noted
in various studies reviewed include:
• lost recruitment fees and on-boarding costs,
• training, mentoring and coaching wasted benefits, and severance
packages
• lower moral and dissension.
• lower personal productivity among dissatisfied employees
• disruptions caused by dissatisfied employees
• higher turnover rates among productive employees
• damages to reputation and market share
• lost management time
• increased stress and anxiety from people problems
Shortlist candidates
BehaviouralInterviews
Pre-Hire Testing
Appointment
Onboarding and
Training
Development and Retention
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ONERECRUIT MAGAZINE

When you are hiring
people to work in
your store/business, you
want to ensure you are
promoting your ideals
through the right people.
Having a person who is
not approachable, doesn’t
“look the part”, is rude or
sarcastic, doesn’t smile, or
is generally incompetent
will hurt your business.
There are skills and
attributestoconsiderwhen
hiring staff, some of these
are:
• Congenial and fun
personality; an outgoing
individual who appears
confident and posses a
polite demeanour gives
the customer a feeling
of comfort. If a customer
is comfortable with the
agent they are speaking
with, they are more apt to
stayandreturnproducing
the sales you are looking
for.
• An aptitude for managing
difficult situations
is a good thing. If
your employee takes
everything to heart, it
may be hard to keep
that employee feeling
comfortable,andthismay
reflect on the customer.
• An aptitude for
presenting merchandise
that will help your
customer takes a great
person. Customers
want people who are
knowledgeable and can
ensure they will get the
item they need.
• A strong team player
is a good quality in
an employee. If your
Recruitment for retail is totally different
then for any other role. Yet store owners
often will throw a person on the floor
without any training or forethought
FocusonRetail
ByPaul Cohen
BUSINESS
Don’t just tellthem
how,showthem.
Customerswill
notice too.
employee cannot work
well with others it will
be hard on everyone,
including the customer.
Consider who it is you are
hiring, they represent your
company. You will want to
have people working for
you who can bring your
customers back again and
again.
Customer Service Tips
Ensuring the customer
who keeps you in business
is satisfied is critical. Here
are some simple tips on
how to maximise your
customer service:
• Keep in mind the quality
of customer service
can never surpass the
quality of the people
who provide it. Keeping
those who work for you
happy will improve the
quality of service your
customers experience.
• Do for your customer as
you would want to have
done to you. It’s an easy
principle really, knowing
that your Employees
take their cue from
management. If you
the employer don’t set
the services expected
by example, you are
into going to find your
employees doing as you
would like. Don’t just tell
them how, show them.
Customers will notice it
too.
• Remember you
regulars. Remember to
acknowledge those who
make regular visits. They
appreciate it when you
have an understanding
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45
ONERECRUIT MAGAZINE

May_Jun_2015a

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