Job Seeker Tips

Use these guidelines for the format and content required on your C.V

1. Employment Application Details.

• What position are you applying for?
• What is your present notice period?
• What gross monthly salary are you looking for?
• If applying for a Live-In basis position, what gross salary do you seek?
• Please state what areas in South Africa you would prefer to work in?

2. Strengths Profile
Write a brief profile as part of your C.V, detailing your strengths in the workplace, aspects of particular skill, and aspects of particular interest to you in the workplace.

3. Personal Details

• Full names
• Residential address
• All contact numbers – home, cellphone, work,
• Email address
• Skype address – if applicable
• Nationality
• ID number
• Marital Status
• Number of dependents
• Languages spoken
• Driver’s License and code
• State whether or not you own a car
• State of health

4. Guidelines for Education & Training

• Highest high school qualification & name of school
• Details of tertiary qualifications & name of institution.
• Details of additional professional/work related short courses?

5. Computer Literacy guidelines

• Which Property Management Systems, have you experienced & are you competent with ?
• Any other Management Systems ?
• Any IT Software ( Hospitality ).

6. Employment History
– Start with your most recent position, then work backwards, using the headings below.

• Company name
• Position held
• Period of employment
• Reason for leaving

7. References
Minimum of three previous employers / managers

• Name of referee
• Company
• Title / Designation
• Contact number ** please ensure the number is correct and not invalid or out-of-date **

These days this often forms a part of the selection process.
It is however a very important part , as it gives a prospective employer the chance to get to know you as a person, even if it is only for a short time.

It is also your chance to see if it’s the position you really want, or the company you really want to work for .

• First impressions DO matter.  People rightly or wrongly do judge you the minute they meet the job seeker. How you are dressed  your hygiene and appropriate jewellery etc .is important.
• Be on time if not at least 15 minutes early .they may have forms for you to complete before your interview starts.

Before you go to an interview PREPARE yourself ..look up the place /company on the internet . Check how to get there in time. Web sites can also often give you an insight into the company’s culture and therefore an appropriate dress code .

• Prepare a few questions to ask your interviewee about the company, what they feel makes them a good employer etc.. What do they specialise in ? What opportunities are there in the company if you are a successful employee? Do they have other branches? Are they international and would there be opportunities with them internationally ?

There are lots of questions you as the job seeker can prepare so at the end of the interview you will know if it’s the company you want to join

• DO NOT just ask about pay and working hours, leave that to the very end of your interview and only ask if you feel it is appropriate.
• Know what position you are being interviewed for …if you are working through an agency get a job description, otherwise try and “google ”the job description, often on a company’s career page the job description is there for applicants to see if they are suitable for the job.
• If appropriate ask them for a tour of the operation..the kitchens you may be expected to work in etc….it is awful when you accept a job and then on your first da you find the kitchen is old and ill equipped etc.

Skype interviews
These are becoming more and more frequent, especially for the first interview. Dress well, it is still an interview. What the client thinks of you on first sight is still very important. Be at your computer at least 10 minutes early and make sure you accept the person trying to interview you. Sit comfortably and far enough away from the screen so that the interviewer or interviewees can see your whole head and shoulders . Do not push your face up to the screen. Speak clearly in case the line is bad. Prepare yourself for this interview as much as you would a face to face one.

The amount of horror stories I could write about from interviews and salary discussions could go on for pages ! The words “What’s your desired salary?” create such fear, anxiety, uncertainty, and unadulterated panic in candidates.

When you think back to your last job offer, were you happy with the result? The salary that you join a company on will forever be related to your increases year on year. If you are coming in under market, chances are the only way you will get on par is by leaving the company. Salary is not something we should be afraid to negotiate, unless of course you have unrealistically high expectations of what you are worth; but that’s what we are here for!

Recruitment consultants know how to navigate the world of money and power. We also know what’s realistic in terms of the market and your skills set. The cherry on top? If you win big, we win big, so naturally, of course we will negotiate the highest package we can!

Before you start make sure you know your package. The ins and outs, the shares and bonuses. Before you even start interviewing, sit down and figure out how much you want to make at your next position. This isn’t limited to just salary + bonus, either. Consider everything, including the cost of your benefits and how much you spend on travel. Decide how flexible you are. Are you willing to take a lower base salary with a higher potential bonus? Are you willing to take a lower package for something slightly closer? Factor in all the benefits.

When it comes to negotiating a salary for a new position its always best to give the prospective employee exactky what you are currently earning. Chat to your consultant about what the market is currently offering. At the moment, given the Rand Crash etc we are really only seeing an 8-10 % increase. Wind back a few years it was at 12-15. Be confident in your tone but always keep it realistic. You don’t want to go in too high and the client automatically regrets you for being over the bracket.

Be very aware that the number you give is the number that will remain in the client’s mind. Be careful to clarify that you are both on the same page. Are you both talking net, gross or full CTC? Be honest about your needs upfront. If you tell them a number they are going to assume that’s your number and there are very few things that enrage hiring managers more than candidates who suddenly inflate their salary at the last minute. They see it as greedy and its one of the biggest turn offs.

Know when to stop pushing. If a client has told you that that’s the best offer they can make learn when NOT to push, this could erase you from the process completely! Do remember though, the NON-CASH benefits. Maybe there is a higher incentive portion based on performance or perhaps better leave days or medical benefits? Remember the client can withdraw the offer at any point so speak in adult! Don’t assume the employer is simply trying to say no to everything.

Remember Salary negotiation is not a trap. They not trying to trip you up, or mess you around by giving you a complete under-offer. If an offer is extended The hiring manager wants to hire you. At the same time it is a business and there are certain “Job Grades”, “Budgets” etc that need to be adhered too. They want to find the right person as soon as possible. They need the new person to step in and help carry the water on their big project. Also, they really want to stop interviewing and get back to work. One thing I have learnt is Clients do not enjoy mind games, and they don’t have time for them either. They do, of course, want the best skills for the lowest cost, but that’s just business. If you’re an ideal candidate, they’ll work with your needs to get you in as soon as possible.

Once again, if you don’t possess the confidence, fake it. Know your worth and back up your value. Eventually you’ll grow into your own power without having to sacrifice raises along the way.

Finally, the saying “Time kills all deals” is not something created by recruiters to get deals through quicker. It applies to both candidates and clients from an interest point of view. Don’t make them wait. If there’s an offer on the table that matches your stated needs, don’t linger. 24 hours is fine. 48 is pushing it. 72 or more will have them calling their second choice.