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Category Archives: Recruitment
All about Recruitment
A Recruitment Conference Where Attendees Lead the Conversation #truSA
This is all about UnConference. An unconference is a gathering of minds, experiences and opinions where the attendees lead the conversation and there are 3 simple rules:
1. No Presentations
2. No Powerpoint
3. No Pitching
Where is this Unconference in South Africa?
Tuesday, 6th November 2012 – Cape Town, Atlantic Imbizo, V&A Waterfront
Thursday, 8th November 2012 – Johannesburg, Holiday Inn Sandton
Registration starts at 9:00am. Ticket price is R950 per person and includes all day attendance for either the Johannesburg or Cape Town unconference including lunch and refreshments
Whose behind it?
@BillBoorman is the person behind the #tru brand and a serial conversationalist, whether it is in person or on-line. He has views to share and enjoys nothing more than talking, listening and learning on and off line. Bill has been in the recruitment industry for 27 years, as an agency recruiter, recruitment trainer and now a world figure in the industry. This is primarily due to Bills ground breaking work with Social Recruiting and how within a few years he has taken #tru and turned it into a global brand.
A Clip from Shane McCusker
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WeszMadz Presents | USING SOCIAL MEDIA TO BRAND AND RECRUIT
I have been invited by DHC International to present “Using Social Media to Brand and Recruit” on behalf of Express Employment Professionals SA, at their Social Media Branding Conference 2012 at the Crown Plaza Hotel, The Rosebank in Johannesburg from 19-20 July 2012. “It all about keeping control of the branding message through effective use of social media” Winning strategies to effectively manage the plan, the risk and content of social media branding.
My Session is USING SOCIAL MEDIA TO BRAND AND RECRUIT (45mins)
Successful businesses see the importance of leveraging social media channels to communicate their employee value proposition and attract talent. Effective use of social media within a branding strategy and recruitment activity can result in reduced recruitment costs and improved access to a wider range of candidates.
This session will discuss
- How you can better put your stamp on the employment market.
- Assessing which social media recruitment channels best suit your brand
- Using relationship-centric sourcing in an increasingly global talent market
- Integrating a social media strategy into an overall talent acquisition strategy
- Optimizing social media channels for recruitment activities
- Measuring the impact of your social media branding & recruitment efforts
- Communicating your employer value proposition through social media
Quite a lot for 45mins but that’s all I got and will do my best to cover as much in the time
The Overall highlights of the conference
- Developing a social media strategy to engage customers
- Social media and the socially responsible brand
- Integrating social media with traditional marketing channels as part of your overall marketing & branding strategy
- Using social media to brand and recruit
- Risk management in social media branding
- Social media strategy and activation
- Metrics and measurement
- Working on social media branding within a budget
- Using internal social media to reinforce your brand
- Developing engaging brand content for social media sites
I will post a post-conference post.
The Legal Retirement Age
I got a call last week and I was asked this question. What is the legal retirement age in South Africa?
A quick Google Search gave me these two comments
1. Bowman and Gilfillan say
Section 187 of the Labour Relations Act renders discriminatory dismissals based on grounds such as race, sex, gender, religion and age automatically unfair. This is in line with the general prohibition of unfair discrimination on these and other grounds contained in the Constitution and the Employment Equity Act. However, where age is concerned, the Labour Relations Act makes an important exception, namely that an employer may retire its employees when they have reached the “agreed” or “normal” retirement age. Once the employee has reached this age, the employment relationship terminates and this does not constitute a dismissal for purposes of the Labour Relations Act, nor is it automatically unfair.
Contrary to popular belief, there is no general retirement age in South Africa. Employers and employees are therefore free to agree at which age the employees will retire. This agreement is normally found in the employee’s employment contract, or may, in special circumstances, be determined with reference to the rules of the retirement fund to which the employee belongs.
2. ENS – Edward Nathan Sonnenbergs say
Employers in South Africa continue to be troubled and to make mistakes about retirement. This is clear from the number of cases that come before the Labour Court. The Labour Relations Act says that a dismissal based on age is not unfair if the employee has reached the agreed or normal retirement age. However, employers frequently forget that what is ‘normal’ must be proved, and that for there to be an agreed retirement age, both parties must agree to it. Employers cannot simply declare a particular age to be the retirement age and think that this will automatically apply to all existing employees regardless of how long they have been employed for and what age they currently are.
WeszMadz says – So bottom line, There is no retirement age in South Africa. Unless agreed upon prior with the employee then it might be seen/taken as unfair dismissal or unfair discrimination.
Think About This…. – Pavlo Phitidis
Pavlo Phitidis presented on Entrepreneurial Actions to beat tough times during the APSO 2012 Owner/Manager’s Conference. One slide stuck in my memory and the heading was Think About this.
Think About This…
Think About This… It’s Your Business and YOU are in Control
Think About This… The Future Ain’t What it Used to be
Think About This... Risk has multiplied; It’s No Longer Liner
Think About This…Every Business has Risk but Risk doesn’t kill every business!
Follow Pavlo on Twitter https://twitter.com/pavlophitidis
10 Actions for Growth & Competitive Advantage – Paul Naidoo
I must say that I really enjoyed Paul Naido‘s presentation at the APSO2012 Owner/Manager’s Conference. One of his two presentations
was on “10 actions for growth and competitive advantage” Here are the 10 Actions
1. ME PTY LTD .. Get a designated accountability coach. Compete with yourself. Be better than yourself constantly.
2. Belief Systems .. Know your recession and work with your recession. Forget the worlds recession
3. Business Success Principles…what do you subscribe to. Choose what will never change. Only tactical approach will change
4. Information is Currency . Meanful information to stakeholders
5. Numbers Don’t Lie.. what will customers say about you
6. Goal Renewal …
7. Change … Initiate change . What has changed since we last met?
8. Networking … Who are your stakeholders. Network . Where is it happening? Where your stakeholders are be there.
9. Low Budget Marketing.. Look for as much free publicity as you can.
10. Attitude.. My Values (what do I value. I can lose the business today but never my customer) my actions. My Behaviour ( work on your ego.) find out why you got the business and why you didn’t get the business.
Ten Tweets from APSO 2012 Conference
WeszMadz selection of the top ten tweets (in no particular order) during the APSO 2012 Owner/Manager’s Conference 13 June 2012
Michael Jackson @the_other_mj
#apso12 looking forward to speaking at, and MC’ing the conference today! Morning APSOnauts….
Michael Jackson @the_other_mj
#apso12 begins, with an intro from the President….Tabeo Magodielo talks 35 years of history and a new future
Vanessa Raath @Its_About_Peopl
Let’s kick it #APSO12 – arrived late but to be expected when you come through the airport??
Natalie Singer @nats_singer
Super successes #apso12 APSO recognised globally as an outstanding example of an active staffing organisation! Members should be proud!
APSO SouthAfrica @APSOZA
Let’s embrace the opportunities rather than dwell on the obstacles and focus on positive contributions we make to our stakeholders #apso12
WeszMadz @WeszMadz
Be afraid of your customers because those are the folks who have the money #apso12
Georgina Barrick @GeorgieFB
@the_other_mj fantastic presentation @ #apso12 very dynamic interesting – highly recommended
APSO SouthAfrica @APSOZA
His Excellency the Most Honourable Clem Sunter on the podium #apso12 The World & SA beyond 2012. Scenarios, flags & probability
Natalie Singer @nats_singer
23000 of our 28000 schools in SA are dysfunctional. How do we fix this? Educate, empower & performance manage the principals #apso12
Vanessa Raath
“@Its_About_Peopl: Well done @APSOZA – great conference again 🙂 #apso12”
7 Deadly Business Sins – Michael Jackson
The Federation of African Professional Staffing Organisations (APSO) is committed to the upliftment and professionalisation of the labour recruitment industry in South Africa. APSO hosted their Owner/Manager’s Conference on the 13th of June at the Premier Hotel OR Tambo.
The other Michael Jackson was the MC and he also presented “The Challenge of Change”. Part of that presentation he pointed out what he terms the 7 Deadly modern business sins
Michael Jackson 7 Deadly modern business sins
1. Believing business has become justified and craving constant growth from unchanged products goods and services
2. Coveting image at all costs without regard to ethics people or the environment
3. Seeking to reduce every business cost possible with the sole objective of making profit
4. Allowing poor performances to persist and go unchallenged. These kill your brand
5. Laziness and indifference wrapped in complexity, policy and procedures
6. Resenting what your colleagues or competitors have ,that you perceive rightfully should be yours
7. Pride. The deadliest of business sins. Glorifying everything you perceive you have built and done
R183 008,00 New BCEA Threshold wef 1 July 2012
There has been talk that it will happen and yes it has happened. How does this tie in with the bills at Parliament? We await to see
Nelisiwe Mildred Oliphant, Minister of Labour Image: Ogilvy
I, Nelisiwe Mildred Oliphant, Minister of Labour, in terms of Section 6(3) of the Basic Conditions of Employment Act, No. 75 of 1997, (the Act), determine that all employees earning in excess of R183 008.00 (one hundred and eighty three thousand and eight rand)
per annum be excluded from sections 9, 10, 11, 12, 14, 15, 16, 17(2), 18(3) of the Act with effect from 1 July 2012.
Download the document here BCEA New Threshold 1 July 2012
Is Social Recruiting Real? | TweetMyJobs.com |
TweetMyJobs asks the question “is social recruiting real?”
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