May_Jun_2015a

ISSUE 03MAY/JUN 2015

newBIG

GER & B

ETTER!

STRATEGIC LEADERSHIP Are you Super Strategic?

Pg 1

4

New Trends in businessWhats the future look like

Pg 1

8

Leading ChangeUsing Kotters 8 Steps

Pg 3

8

Leadership Agility How do you know you have it?

Pg 3

8

Why Apple WATCH will CHANGE HR FOREVER

Recruit HubRecruiting for ambition

Pg 0

5

Be prepared for Interviews

WorldJobs

Pg 41

ONERECRUIT MAGAZINE

www.onerecruit.com Issue 03 - May | June 2015

Contents

08 18

RECRUIT HUBHow to recruit people with ambition

NEW TRENDSThe Future of Business

10

SOHO Setting boundaries for work

14

STRATEGY Values-led Leadership

20

FRONTSIDEExamining 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 BUSINESS focus 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 @

COLLISION5-6 May

2015 34

ONERECRUIT MAGAZINE


28

PROFESSIONALISM A feature on the guildlines

22

LEADERSHIP AGILITYThe new homestudy from CareerBirds

36

8 QUESTIONSYou’ll want to ask a life coach

16

COACHING EXECUTIVESlearn why it is important to keep coaching executives

CO-FOUNDERMartin Staael

DIRECTOR -CMO/Editor Azhar Khan

INVESTOR RELATIONSJeremy Stewart

PHOTOGRAPHY Paul Cohen

CONTRIBUTORSLisa Boorer MBA/MNLP

Paul Cohen

Maria Cucinotta

Dr. Scott Lichtenstein

Shareen Michopolous

Jeremy Stewart

Martin Staael

CONTACTSStudio - [email protected]

Sales - [email protected]

Editorial [email protected]

Advertising - [email protected]

PRODUCED BY BSOCRE8IVE

EDITORS NOTEWe 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

WATCHhow 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

respect to the accuracy, applicability, fitness, or completeness of the contents of this program. They disclaim

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

limited to special, incidental, consequential, or other damages. The advice of a competent legal, tax, accounting

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Published by Sabistar Pty Ltd

World Jobs.Where do you want to be? This feature section displays any job using the OneRecruit applicant tracking system across the globe. Get OneRecuit today and get your Recruitment adverts listed for FREE.

Applicant tracking

Hosted Careers Site

Rate candidates

Add notes

Receive applications by e-mail

E-mail templates

Candidate workflow

Fields control in Applicant Form

Custom screening questions

Notifications

Talent pool

Unsolicited applications

Resume keyword search

Advanced searching

Resume parsing

Application acknowledgment e-mail

Notifications to unsuccessful candidates

Face detection

Social Media integration

Tiered Permission Levels

Email Support

Storage tiers

Startup Plan includes

More than 1000+ fast growing companies use OneRecruit for tracking applicants.

1 user

2 positions

Unlimited candidates

300MB of space

Take a free trial

Support

Screening questions

Analytic’s

Interview scheduling

Experience the power!

Great people achieve extraordinary results, now you have the power to find and recruit them,

With OneRecruit’s Applicant Tracking Software

https://ssl.onerecruit.com/Account/Signup

Recruit HubWha

t's h

ot this

mon

th

The latest news stories from the HR community

TOP STORY RECRUIT

Seeking 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 (compared to 77% and 58%).

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 (compared to 20% and 29%).

CLICK HERE and book a

coach to take an ambition test

PAGE

5

ONERECRUIT MAGAZINEwww.onerecruit.com Issue 03 - May | June 2015

http://wottcareerpath.com/index.php/bookings

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

StreamlinedProject Reports OneRecruits status timeline process.

Hot 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


How WATCH will change HR

The 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 alertScheduling 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.

FitnessRecruiting 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 SmartTravelling 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 boundariesIt 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.

SOHO Turn 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 RESULTSLessons in life can come

from the most unusual

of circumstances,

and usually when

you least

expect it.

Start

Have you

read the best

selling novel

Twilight?

A lot o

f

people were goin

g

crazy over E

dward and

Bella. W

hat does th

is have to

do with

life coachin

g? Read on to

find out.

Bella Swan

Bella is

the heroin

of the series. S

he is bright,

shy, insecure, in

tellig

ent, quiet,

clum

sy, and

beautiful. T

he book begins w

ith B

ella m

oving in

to

the to

wn of forks to

live w

ith her dad because her m

om

have to m

ove a lot b

ecause of her ste

p daddies job. O

n her

first d

ay of school B

ella sees E

dward and with

out meanin

g to

she seems pulle

d into

a trance, s

he can’t help

her self he has th

is

magnetic

presence. Despite

the danger and w

arning signs B

ella goes

for E

dward. Let u

s pretend th

at Bella

is our heart.

Edward Culle

n

Oh m

y gosh!!! E

veryone is gushin

g! He really

is

handsome anyone can adm

it th

at. M

ysterio

us, is

what every girls dream

and yet In tu

rmoil b

ecause

of his undeniable gra

vitatio

n towards B

ella,

Edward fights

an inner dem

on: Him

self.

He distinguishes betw

een his passion

for B

ella and his appetit

e for her.

Successfully

he is able to

choose

to be w

ith her w

ithout h

armin

g

her. Equip

ped with

min

d

reading powers it

is

appropriate fo

r us to

say that E

dward

represents our

min

ds.

Twilight&

LIFE COACHING

PAGE

11

ONERECRUIT MAGAZINE


FORKS

Gloomy, rainy and quiet little

town forks is our lives. The

rain is the constant trials

in our lives just as it is an

annoyance to Bella.

The Exercise

With

all our assum

ptions le

t us

make an analysis. L

ooking fo

r

excitem

ent in our oth

er wise

boring liv

es we delve hungrily

into

the sto

ry and see ourselves

as Bella

. What w

e fail t

o realize

is that o

nce in th

e history of o

ur

lives w

e were in

fact a

nd might

even be “Bella

” right n

ow. Why is

it th

at people alw

ays fall s

hort of

appreciating th

eir lives? I

nstead

they put s

tock on fi

ction. T

hey

want to be B

ella because th

ey

believe she liv

es an exciting lif

e.

Just like w

e let o

ther people te

ll

us what t

o do. Rem

ember th

e part

where in Jam

es used an old vid

eo

tape of B

ella to

lure her in

to

Pathways are clearwhere does your road lead?

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


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 LeadershipBy Dr. Scott Lichtenstein

PAGE

14


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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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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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.

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Building an effective team can take time, energy and money. Ensuring people are a cultural fit is usually too hard to consider...

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newtrendsThe future of businessExploring 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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http://dupress.com/periodical/trends/business-trends-series/?icid=hp:ft:01

FrontS 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 StewartTHE 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.

WKDSTUFF

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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.

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BSoCre8iveThe 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.

BSoCre8ive is a company that can help connect your company to the digital marketing space. We make things easy to understand and build strategies for social media, client engagement, campaign planning,

producton and lead nurturing.

Visit our website and book yourself a specialist that can helpout with your plans.

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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 yourlevel of agility within the frameworkof the 12 practices of agile leaders.

A. PEACOCK PURPOSE LEADERProvides 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 LEADERKnowledgeable and insightful about the world, makes uncertainty understandable for others.

D. HUMMINGBIRDCRISIS LEADERAware of personal impact. This leader reflects, seeks counsel and waits for critical events to unfold.

E. PARROTFEELINGS LEADERThis leader is able to connect with others fears, hopes, dreams and potential to produce emotional resilience.

F. GOOSERESOURCE LEADERThis leader creates skill connections and uses external thought leaders to achieve teamwork and agility.

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Take the assessmentTo 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. DOVEROLE MODELLING LEADERConsistent 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 LEADERCreates 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 LEADERHas the resilience for reinvention and has adaptive self management skills, is responsive and great with breaking habits

I. COCKATOOCOMMUNICATION LEADERAble to spread priorities, facilitate reviews, provide mediation and process consulting, ask critical questions, resolve conflict.

H. PENGUIN CONNECTING LEADERCapable of honing knowledge and insight, facilitate adaptation to changing circumstances whilst providing emotional resilience.

G. DUCKDIVERSITY LEADERCreates different and unconventional insights by providing alternative views of the world to promote renewal.

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http://www.careerbirds.com/index.php?option=com_joomlaquiz&view=quiz&Itemid=157&lang=en

8QUESTIONSTO 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 2What 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 1How 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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QUESTION 4How 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 3What 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 5Why 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 QUESTIONSTO ASK COACHES

QUESTION 6What 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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QUESTION 8How 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 7What 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 QUESTIONSTO ASK COACHES

RECAP & REVIEWHow 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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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

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Knowing 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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01

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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

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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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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.

Try 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 communicatingBY MARIA CUCINOTTA

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How 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.

Corporate 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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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 - 7Meet us at our boothMay 5 - 6 Downtown Las Vegas

Where the tech industries high priests meet startups

Eveything 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 R&D 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 R&D 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.

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For 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).

30% of unsatisfied 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).

44% of unsatisfied 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).

48% of unsatisfied employees feel degraded when people point out their mistakes (compared to 24% of satisfied employees).

48% of unsatisfied 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).

55% of unsatisfied employees don’t like being given orders or being told how to do something (compared to 38% of satisfied employees).

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 satisfied employees).

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.

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Custom development online and mobile

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Workplace Wellness

Simple practices that can lead to a healthy work environment.

Written by: Amanda Attard

Employers 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

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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

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38

ONERECRUIT MAGAZINE


http://www.sweetsandgreens.com.au

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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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.

Your 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.

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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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41


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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The Total Cost of RECRUITMENT

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.

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

Beh

avio

ura

l In

terv

iew

s

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 attributes to consider whenhiring 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 stay and return producing 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, and this may 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

Focus on RetailBy Paul Cohen

BU

SIN

ES

S

Don’t just tell them how, show them.

Customers will 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 yourcompany. 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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ONERECRUIT MAGAZINE


of who they are. Their regular attendance pays your wages. Treat them with the respect they deserve, you will keep them happy and returning again.

• Make a good impression. When your regulars come in, they will seek you out again and again. Your good service makes them want to return for your service. There’s a sense of trust and contentment knowing you’ve been a good representative of the company to them. Your smile and kind words will leave a lasting impression, and impression that will ensure they return.

• Go the extra mile.

Customers appreciate feeling like VIP’s when they are being served. Giving then you attention and any “special” treatment will go a long way on how they view the service they received. Ensure you always thank the customer for their business and a smile can go a long way.

• Are your customers greeted when they walk in the door or at least within 30-40 seconds upon entering? Acknowledging your customer with a welcome and a hello, accompanied by a smile will have a huge impact on the rest of your service. If a customer feels ignored they will

leave and give their business to another company.

• Give customers the benefit of the doubt. The customer is always right attitude goes a long way.Even when you believe they are mistaken, give them the courteously of listening go their complaint. Then do what you can to resolve their concerns.

• If a customer is looking for something specific, it goes a long way if you can go out of your way to ensure you can provide their request. For instance a customer really wants an outfit you have in the store, but their size is sold out. Making efforts to bring

in that item will really impress your customer. This will in turn bring about repeat sales.

• Training staff on the proper customer handling procedures so all are on the same page will add an overall good impression of the customer service you have in your store.

• Talk to your customer, if you know a few things about them, you may be able to suggest items they could use in addition to the products they are considering. Don’t be pushy, just suggestive. Keep in mind that the big money isn’t as much in winning customers as it is in keeping your customers.

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CareerBirds.com

WOTCULTURE.com WOTPersonality.com BSoCre8ive.com WOTTEVA.com

WOTTJOBS.comWOTTMETRICS.comSABISTAR.com

Jul/Aug 2015

• Internships – What’s the best way to enter the workforce after grad.

• Casual or Part time – why taking a role in another firm serves you.

• Screening and Behavioural Interviews

• Mobile and Online training

Sep/Oct 2015

• Headhunting – why aren’t you being head hunted?

• Social Media Recruitment – Mobile talent management systems

• Recruitment Agencies – How to use them effectively

• Migration - What’s happening to leaders?

• Boutique Agencies – Why they deal exclusively with certain clients

Nov/Dec 2015

• Crafting the perfect advert

• On-boarding and training

• Are your people happy?

• How to measure productivity, KPI’s that count

• Retaining great people.- Why investing in training keeps good people?

• Development Plans –why you need all staff to have one?

Jan/Feb 2016

• Resolutions- New Year

• Psychometric Testing

• Applicant Tracking Systems ATS

• Job Boards

Mar/Apr 2016

• Resolutions- New Year

• Psychometric Testing

• Applicant Tracking Systems ATS

• Job Boards

Coming up in OneRecuit.

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CLASSIFIED JOB LIST

World JobsWhere do you want to be?

Coming SOON

EASY RECRUIT

RECRUITMENT

SEMINARS

PAGE

48

ONERECRUIT MAGAZINE


AUSTRALIA

Project ManagersDialog Information Technology

Hair Transplant DoctorDHI Australia

Junior Hair Transplant SpecialistDHI Australia

Private Clinic NurseDHI Australia

UI/UX DesignerOneRecruit

ATS Cloud Sales SpecialistOneRecruit

Payroll OfficerHaycroft Workplace Solutions

AUSTRIA

.NET Softwareentwickler/in mit Schw-erpunkt Frontendtalent 2 talent GmbH

BANGLADESH

Software EngineerTherap

BRAZIL

Deixe seu cv conosco para futuras oportunidadesKEYS TALENT CONSULTING

Professor de LÃ_ngua EstrangeiraInstituto de LÃ_ngua e Cultura Brasileira

CANADA

Junior Unity ProgrammerArchiact Interactive Ltd.

Software Developer in TestArchiact Interactive Ltd.

DENMARK

Sales managerE-recruit

Uopfordret ansøgningAPCOA PARKING Danmark A/S

Uopfordretansøgning - Parkeringsser-vicemedarbejderAPCOA PARKING Danmark A/S

Uopfordret ansøgningRD-huset

Uopfordret ansøgningADVODAN

Salgskonsulent (Fuldtid)BluePhone

Salgskonsulenter til salg af 3BusinessMondo Rekruttering

Salgskonsulenter til salg af e-cigaret startpakkerMondo Rekruttering

Salgskonsulenter til salg af online markedsfÃ¸ringMondo Rekruttering

Salgskonsulenter til salg af 3Business eller SEASMondo Rekruttering

MÃ¸debooking for konsulentvirksom-hederMondo Rekruttering

P-Servicemedarbejder Viborg 10 timerAPCOA PARKING Danmark A/S

Parkeringsservicemedarbejder 15 timer OdenseAPCOA PARKING Danmark A/S

Parkeringsservicemedarbejder EsbjergAPCOA PARKING Danmark A/S

Freelance detektivBoysen Investigations

Mustache sÃ¸ger iOS udviklerMondo Rekruttering

Produktchef - CarlettiMindbiz

Stud JurADVODAN

PICCOLINE M/K SÃ˜GESAPCOA PARKING Danmark A/S

FAROE ISLANDS

Rov-pilot generalFaroe Maritime Services

Chief Cook GeneralFaroe Maritime Services

Captain GeneralFaroe Maritime Services

Chief Officer GeneralFaroe Maritime Services

Navigator (1st and 2nd) GeneralFaroe Maritime Services

Chief Engineer GeneralFaroe Maritime Services

Jr. Engineer GeneralFaroe Maritime Services

Electrician GeneralFaroe Maritime Services

Pipe fitter GeneralFaroe Maritime Services

Rigger GeneralFaroe Maritime Services

Lossingarfólk Faroe Maritime Services

Lossing kranafÃ¸rariFaroe Maritime Services

Lossing Truck fÃ¸rariFaroe Maritime Services

GREAT BRITAN

Home Support Worker LincolnshireLibertas

Coaching JobsCricket Vision

Value Added ResellersCareerBirds.com

Software EngineerLifebook

User Research LeadLifebook

Support AgentLifebook

INDONESIA

Graduate Development Program (GDP) 2015PT Freeport Indonesia

Lowongan Kerja Terbaru 2015 PT Free-port Indonesia

PT Freeport Indonesia

Lowongan kerja Staff Administrasi PT.Freeport IndonesiaPT.Freeport Indonesia

VOIP CARRIER RELATION MANAGER/NOC ENGINEERIPAGE

INDIA

HTML DeveloperCV Ease

MALTA

MechanicParagon Office

MAURITIUS

Customer Service RepresentativesAttestado

POLAND

Intern - RecruitmentEurope Solutions

USA

InternsMcCann Torre Lazur Group

Talent PoolmatchPeople

RVRS VolunteerRichmond Volunteer Rescue Squad

Se Solicita Personal para Restaurantes.Meseras

Accounting ManagerMarcus Robinson .Ltd

Sales & Customer Success SpecialistHostyoo

Entry level / Full time positionResults Consulting

Entry Level Customer ServiceResults Consulting

Dog Walkers and Pet SittersPrance Around Pet Services

Flagship Station Manager - San FranciscoFlightCar

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http://mindbiz.onerecruit.com/615759614F9

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http://libertas.onerecruit.com/61576B505

http://cricket.onerecruit.com/61596157594

http://careerbirds.onerecruit.com/6159586B6B7

http://lifebook.onerecruit.com/614F50548

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http://ipage.onerecruit.com/6159594F576

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http://cvease.onerecruit.com/6159586B500

http://paragon.onerecruit.com/61594D616B8

http://attestado.onerecruit.com/615972546B1

http://europe.onerecruit.com/615061720

http://mccann.onerecruit.com/614F4D612

http://matchpeople.onerecruit.com/615961504D9

http://rvarescue.onerecruit.com/6159574F591

http://meseras.onerecruit.com/61595872723

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http://hostyoo.onerecruit.com/61596B4F4F4

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ONERECRUIT MAGAZINE


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