Surviving in this Wild Economy

Maria - Blog

Continuous competition, vulnerability, drought, constant change… Like the African bushveld, our marketplace is constantly transforming and because of these ever-present factors, we need to adopt unique approaches that equip us to deal with what’s coming.

How to Manage a Multi-Generational Workforce

Maria - Blog

Today, running a business involves dealing with many kinds of people and age groups. There have always been multiple generations in the workplace, but currently we’re experiencing four generations working together - the largest diversity of generations represented than any other time in history!

The differing generational values, work ethics, and financial perspectives can make our jobs in management quite challenging but how we manage these differences is most important. Roles are being redefined and rules are being rewritten daily. Change is inevitable and we need to recognise the positive impact a multi-generational workforce can have on our company’s success.

Why Hire Using a Recruitment Agency?

Maria - Blog

In the face of growing competition from job boards, internal recruiters and social networking, some have forecast the decline of recruitment firms. However, our industry continues to grow and offers many important benefits to corporates looking to secure top talent.

Our ongoing success and client relationships depend upon our ability to offer advice and insight, to reduce risks associated with any recruiting exercise and to ultimately provide you with a shortlist of talented candidates you would not otherwise have known about.

There are several important benefits to clients when they engage the services of a reputable recruitment firm:  

What Great Bosses Do Differently

Maria - Blog

I’m sure you agree: we’ve all worked for a boss at some point that was less than nice. I bet some of them have been downright awful. I know as well as you do that job satisfaction often hinges on the quality of the relationship with one’s boss and yet it’s not always clear what managers should do to create the happiest and most productive employees.

The Right Way to Offboard an Employee

Maria - Blog

I’m of the opinion that offboarding is every bit as important as onboarding in the employee lifecycle. In fact, I think we all – as employers – now recognise that excellence at every stage of the lifecycle is imperative if we are to win in the war for talent and this doesn't end at attraction and engagement. Whether as a result of resignation or termination, the impact of our offboarding strategy on our talent brand is massive:

What Matters Most in Attracting Millennials?

Maria - Blog

I’m a huge fan of Millennials: they are bright, tech savvy, connected and energetic and care a lot about being part of something bigger than the bottom line. They don't necessarily respond to the same things our older generations do but they are not as complicated as they are sometimes perceived. Considering that come 2020, according to some estimates, they will make up the majority of the workforce, I think it’s time we tweaked our tried and trusted methods of talent attraction if we want to become millennial magnets.

How to Approach Psychometric Tests in a Job Interview

For many of the candidates I see here at DAV, the prospect of psychometric testing is a daunting one. I’d like to reassure you: there’s very little to be worried about. Recruiters and employers use these to give a more rounded and objective understanding of a candidate’s behavioural and cognitive suitability for the job. They give you another opportunity, beyond the interview and your CV, to demonstrate your skills. Certain skills, such as problem-solving or spatial ability, are in fact better demonstrated through testing. Psychometric tests are divided into roughly 3 categories: Aptitude/ability tests.

How to Make Flextime Work for Your Business

I’ve long seen the return in commitment, lowered absenteeism and productivity from my team that comes from offering flextime. I am also seeing an increased number of desirable candidates who won't even consider working for a company that doesn't have a flextime policy. Most companies that I work with have had a casual flextime approach: staff can leave early for a doctor’s appointment or to fetch children, work from home for the morning when the geyser bursts etc. But can formalised flextime work for your company, as well as for your employees? I think yes.

Sourcing, Attracting and Retaining Scarce Skills

If there is one challenge all our clients’ face it’s the attraction and retention of scarce skills, despite unemployment in SA hovering at around 25%. My experience is that companies (and recruiters, for that matter) all too often use the same approach when recruiting for scarce skills, as they do for roles for which there is a talent surplus. However, the two need very different approaches. In a talent surplus situation we have a quantity vs. quality of hire scenario.

Talent Retention: Employee Compensation Strategies

Nowadays companies understand that attracting and retaining high performance individuals (and keeping them engaged) requires a mix of factors including environmental, relationship, support, growth and, of course, compensation. When considering your compensation strategy it pays to realise that money alone will not retain most employees, hence organisations need to consider a mix of hard (monetary) and soft (non-monetary) employee compensation approaches: