One of the important things job seekers need to know about job search is to learn the fundamentals. Learning the fundamentals will serve you well in your job search and in understanding what employers are looking for in new employees.
Here are tips to learn and know as you research and prepare for your job hunting.
Recruitment
Hiring Managers uses various recruitment tools to attract people to the organisation. The recruitment can be done internally or externally. Different methods of recruitment are used such as newspapers, radio, internet, recruitment agencies etc.
Selection
Steps in selection process
• Screening
All applications are screened to ascertain whether they meet the requirements of the specific vacancy. The ultimate goal is to select the right person for the right job in the right position. The procedure followed is weighting or comparing the applicant’s resume against the job description and the inherent requirements of the job.
• Pre-employment testing
Candidates for certain posts can also be required to undergo aptitude tests.
• Interviews
The most suitable candidates are invited for interviews.
The main purpose of the interview is to check whether the resume is a true reflection of all the qualities and qualifications of the candidate, and whether the candidate is a perfect fit for the position. Successful candidates are informed where and when to report for work.
Induction Programme
Once a suitable candidate has been selected, it’s time for the organisation to put the new recruit through the induction programme. An induction is a formal way of introducing a new employee to his new job environment.
Information which the newcomer requires can be divided into two categories;
• Job related information which describes what the job entails and how it is to be done.
• General information that includes a great deal of information concerning the organisation as a whole.
An induction programme serves:
• To acquaint new employees with job procedure
• To acquaint new employees with business goals
• To establish relationships with co-workers
• To create a sense of belonging amongst employees
• To inform new employees about their rights
• To identify basic job responsibilities
Induction programme include all information which newcomers will need to do the job. There are different induction programme packages for different groups of employees.
Career Path
There are two types of career path, horizontal and vertical career path.
Horizontal career path:
• Horizontal career path should be followed by people who are new in the work environment.
• Horizontal career path should also be considered should a business be new and does not have a fixed career path.
• Once you are employed in a new Organisation you should make career path predictions for one to two years into the future.
• You must know and be prepared that you will be moving sideways instead of upwards
• This means that you will be working in different positions while you are acquiring experience.
• You might also move to a lower level position for your qualifications, just as long as you can gain valuable experience.
• Do not join an organisation and view it as a lifetime employment.
• You should join an organisation to get opportunities to develop new skills, which will make you more employable and diverse.
Vertical career path:
• When planning for a vertical career path you should have acquired some skills, knowledge and experience.
• You have to continue growing your skills and accepting more responsibilities in order to reach your target position.
• Your career path will depend on the present and future demands of the organisation you work for.
• If the organisation is expanding and growing then there is the opportunity for you to follow the vertical career path.
• Your personal career goals need to be clearly laid down – such as becoming the Director of HR in 5 years.
• You also need to have plan ‘B’ should things not go according to plan.
• Remember to have time frames for each goal.
With the career path in place, you will be more career focused and be striving to fulfil your goals.
Advantages and disadvantages of internal promotion/recruitment
Advantages:
• Current employees already know the rules, regulations and culture of the organisation.
• Employees have understanding of how the organisation operates and do not need an induction programme.
• The organisation knows employees and have detailed records from previous supervisors
• Offering opportunities to internal employees may boost the morale of the staff members.
• Allowing employees to move vertically and horizontally within the organisation could reduce the possibility of her looking for another job.
• A positive image is created in the organisation
Disadvantages:
• No new or fresh ideas are brought into the organisation
• The job advertised may require skills not currently available within the organisation
• Promotion of an internal employee could cause resentment amongst other employees, who may feel they deserve the post more than the promoted employee.
• The number of applicants from which to choose may be too high or limited.
• It is possible to promote less qualified employees than those from outside of the organisation, in order to comply with the internal recruitment policy or the Employment Equity Act.
• Most internal applicants have been stagnant in their posts for so long and will not positively contribute any new ideas.
• Harden negative attitudes of internal employees cannot be changed by promotion.
• Lazy employees cannot suddenly change into ‘star’ employees because they have been promoted.
• Contagious negative habits and behaviour by one negative employee can easily be passed on to other divisions.
Advantages and disadvantages of external promotion/recruitment
Advantages:
A wide choice of candidates could attract skilled applicants and put the organisation in a better position.
Where recruitment agency has been used, candidates might have passed the initial screening done by recruitment agency and save the organisation time and money.
Organisations that use employment agencies are more often guaranteed to receive only the best and skilled applicants.
Disadvantages:
Recruitment agencies do not always understand the culture of the organisation and inherent requirements of the post.
New recruits more often need to be trained.
It could cost the organisation a lot of money to screen a large number of candidates.
Advertising in the print media attract a large number of unsuitable applicants particularly for low level positions.
Once you’re hired, prepare to learn. If there are some specific skills that you need to brush up on, and your organisation provides opportunity for you to get sent out to seminars and conferences grab it. If they are open to letting you learn the different department’s operations, volunteer yourself. The more you know the better are the opportunities that open for you. Don’t be afraid to ask questions. It is better to ask questions than to make costly mistakes. Understand the culture of the organisation and try to adapt and conform as quickly as possible. Finally, master your craft by performing your work in an excellent way. Remember that if you are great at your job, then you are a prized commodity.
See more at www.mystudent4life.com
Saturday, June 12, 2010
Monday, September 21, 2009
Thursday, September 17, 2009
Friday, June 12, 2009
Signs of Entitlement Mentality Syndrome
Many people view their jobs as life itself. Some people suffer from stress related ailments such as hypertension and some die due to various diseases such as heart failure. Yes, a job brings in the necessary income for us to sustain ourselves, to put a plate of food on the table. But do we really have to go through the pains and agony of diseases in order to survive? Many employees particularly in large corporations and government institutions still believe that the jobs they hold are “jobs for life.” They are oblivious of the current economic meltdown in spite of the signs written all over that the economies of the world are at a down turn. They bring unnecessary stress to their immediate supervisors.
The following are the signs to look for that will tell you whether your workforce is suffering from the entitlement mentality syndrome:
• They are mostly under qualified
• They are lazy and operate at their own pace and show no sense of urgency
• They produce poor quality of work
• They are wasteful in terms of using company resources
• They play truant from their work stations for long periods without informing their supervisors
• They pretend to be busy even after finishing the work they have been allocated
• They are negative to management
• They bad mouth and gossip about their colleagues and supervisors
• They do not hesitate to rush to their unions at a slightest provocation
• They will tell you about their rights
• They will remind you about how long they have been employed by the company
• They advocate for automatic promotion based on their years of service
• They hate interviews and regard them as a waste of time
• They are spiteful of external candidates
• They arrive late at work and when reprimanded gets very angry
• They are the last to arrive and the first to leave
• They always take longer tea and lunch breaks
• They always take sick leave and conveniently extend their weekends
These are employees who will not tell you about their contribution to the company or the company bottom line they increased and the projects they have initiated and successfully completed. They have no trust in themselves and they do not know and understand their strengths. They do not know the vision, goals and objectives of the company all what they care about is a pay cheque at the end of the month. These are the time wasters who visit other colleagues’ work stations to chat about weekend sports activities, it is during these discussions where innocent employees are recruited and turned against management. It is this group of people who complain the loudest when bonuses are paid based on performance results.
When you notice any of these signs from your employees, act fast and remove the employee or employees in question, who show any of these signs before they poison and contaminate your whole workforce.
Justice Mandhla is the author of What they did not teach you in school: Life Long Learning Tips to land a job straight out of school and he spends a great deal of his full-time writing day researching and writing about job search strategies and workplace behaviour.
The following are the signs to look for that will tell you whether your workforce is suffering from the entitlement mentality syndrome:
• They are mostly under qualified
• They are lazy and operate at their own pace and show no sense of urgency
• They produce poor quality of work
• They are wasteful in terms of using company resources
• They play truant from their work stations for long periods without informing their supervisors
• They pretend to be busy even after finishing the work they have been allocated
• They are negative to management
• They bad mouth and gossip about their colleagues and supervisors
• They do not hesitate to rush to their unions at a slightest provocation
• They will tell you about their rights
• They will remind you about how long they have been employed by the company
• They advocate for automatic promotion based on their years of service
• They hate interviews and regard them as a waste of time
• They are spiteful of external candidates
• They arrive late at work and when reprimanded gets very angry
• They are the last to arrive and the first to leave
• They always take longer tea and lunch breaks
• They always take sick leave and conveniently extend their weekends
These are employees who will not tell you about their contribution to the company or the company bottom line they increased and the projects they have initiated and successfully completed. They have no trust in themselves and they do not know and understand their strengths. They do not know the vision, goals and objectives of the company all what they care about is a pay cheque at the end of the month. These are the time wasters who visit other colleagues’ work stations to chat about weekend sports activities, it is during these discussions where innocent employees are recruited and turned against management. It is this group of people who complain the loudest when bonuses are paid based on performance results.
When you notice any of these signs from your employees, act fast and remove the employee or employees in question, who show any of these signs before they poison and contaminate your whole workforce.
Justice Mandhla is the author of What they did not teach you in school: Life Long Learning Tips to land a job straight out of school and he spends a great deal of his full-time writing day researching and writing about job search strategies and workplace behaviour.
Thursday, May 28, 2009
Author Bibliography: www.mystudent4life.com
What they didn't teach you in school:lifelong learning tips to land a job straight out of school
See more at www.mystudent4life.com
Justice Mandhla is the entrepreneur and a ground-breaker and judicious risk-taker who creates opportunities for young South Africans to find jobs and to create wealth not only for themselves but for South Africa as a whole. He believes students can find jobs because of the skills and talents that they possess. He wrote his first book "What They Didn't Teach You in School: Long Life Learning Tips to Land a Job Straight out School" to empower the new generation in job search strategies.
Synopsis
In less than six months Justice Mandhla has produced a ground breaking book which is currently sold digitally as e-book and as a print- based book sold nationally and internationally on most online bookstore retailers.
This is a focused and fantastic piece of work, a step-by- step guide for school leavers and graduates for landing a job straight out of school.
It emphasizes that preparation and attention to detail is vital before you decide to leap into serious job search process.
This high quality book uses a unique style that is easy to read with plenty of examples on interview questions techniques and brings extra understanding to its subject matter.
This exclusive limited edition is available on Print on Demand basis as well as in the following bookstores;
1. Hems Bookstore T/A Ransom Enterprises. Park Meadows Mall, Kiosk 6 Opposite Mr Price, Corner Cumberland & Allum Roads, Eastgate. Tel no. 072 669 6593 or
084 381 2444
2.Limbada & Company, School Books and Stationers, 22 Diagonal Street, JHB. Tel no. 011 – 838 6326
Justice is a full-time Internet Marketer who receives his inspiration from business leaders such as Richard Branson, Bill Gates and Warren Buffet.
For every book sold 10c donation will be made to the Association for the Blind.
Paperback
EAN: 9780620430593
176 pages
Publication Date: 01 March 2009
Publisher: Mouse Hand
Country of publication: SOUTH AFRICA
Justice Mandhla is the author of What they did not teach you in school: Life Long Learning Tips to land a job straight out of school and he spends a great deal of his full-time writing days researching and writing about job search strategies.
See more at www.mystudent4life.com
See more at www.mystudent4life.com
Justice Mandhla is the entrepreneur and a ground-breaker and judicious risk-taker who creates opportunities for young South Africans to find jobs and to create wealth not only for themselves but for South Africa as a whole. He believes students can find jobs because of the skills and talents that they possess. He wrote his first book "What They Didn't Teach You in School: Long Life Learning Tips to Land a Job Straight out School" to empower the new generation in job search strategies.
Synopsis
In less than six months Justice Mandhla has produced a ground breaking book which is currently sold digitally as e-book and as a print- based book sold nationally and internationally on most online bookstore retailers.
This is a focused and fantastic piece of work, a step-by- step guide for school leavers and graduates for landing a job straight out of school.
It emphasizes that preparation and attention to detail is vital before you decide to leap into serious job search process.
This high quality book uses a unique style that is easy to read with plenty of examples on interview questions techniques and brings extra understanding to its subject matter.
This exclusive limited edition is available on Print on Demand basis as well as in the following bookstores;
1. Hems Bookstore T/A Ransom Enterprises. Park Meadows Mall, Kiosk 6 Opposite Mr Price, Corner Cumberland & Allum Roads, Eastgate. Tel no. 072 669 6593 or
084 381 2444
2.Limbada & Company, School Books and Stationers, 22 Diagonal Street, JHB. Tel no. 011 – 838 6326
Justice is a full-time Internet Marketer who receives his inspiration from business leaders such as Richard Branson, Bill Gates and Warren Buffet.
For every book sold 10c donation will be made to the Association for the Blind.
Paperback
EAN: 9780620430593
176 pages
Publication Date: 01 March 2009
Publisher: Mouse Hand
Country of publication: SOUTH AFRICA
Justice Mandhla is the author of What they did not teach you in school: Life Long Learning Tips to land a job straight out of school and he spends a great deal of his full-time writing days researching and writing about job search strategies.
See more at www.mystudent4life.com
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