What kind of boss would you like to work for?


Thank you very to much to all my Social Media Colleagues, Connections, Followers for replying to the question | What kind of boss would you like to work for?. Herewith below some of the responses I received

Phindile Lovejoy Mcanyana – via LinkedINn

I like a strict boss, I feel a strict boss keeps you on your toes. Astrict boss to me is someone who ensures that the work gets done. Sometimes they use methods that might seem harsh but it’s the work hard now and relax later.

Khulekani Christian‏ @KhulekaniMj

Someone who allows me to explore my #creativity in completing my daily tasks. One who understands that #productivity is met when employees feel comfortable in the workplace. A #leader who’s always seeking innovative ways of doing business. #JobAdviceSA

Taylor Bradley SHRM-CP‏ @T2bradley

Little emphasis is placed on vetting a new boss when seeking a new role. Having a mismatch in expectations can be a major set back in your career! Find someone that sharpens your skills! It is a great gift to have a mentor that happens to be your boss. #JobAdviceSA @JobAdviceSA

Amanda seerane‏ @Amandaseerane

A boss that is open-minded and who’s eager to open doors for his/her employees to be part of any learning opportunities

Masana‏ @masanamaqabe

One that allows me: *freedom to work independently when necessary *has empathy and compassion *is transparent *encourages and promotes personal growth *is a leader *maintains professionalism *has a sense of humour *understands and knows diversity

Ruramayi‏ @auqmy

I would like to work for a boss who actually cares about what they do. Who is interested in creating value and growth and importantly the brand of the entity should matter, such a boss potentially might not see employees as dispensable but valuable, quality matters to such a boss. I know if all of these things matter to my boss, I will be happy as to grow the company they have to further develop and take care of their employees. A well taken care of skilled employee is great ammunition to have in your arsenal. At least I would like to believe so.

The kind of boss that looks after their employees, the kind that puts effort and training in to each individual, the kind that creates a positive and effective culture in the work place.

Why Gauteng has higher salaries..

One of our clients asked this Question: How do people residing in the Western Cape and KZN, doing the same job with the same tools etc, earn up to 20% less than Gauteng? via Taryn. So I went to my social networks and posed the same question. Below are the responses .. (full names not used unless where approval has been granted)

  • Jay – Cost of living is higher in Gauteng
  • Erika – Accommodation is much more expensive in Western Cape
  • Fritz – Because Cape Town have the mooooountain.
  • Johann – I think they only get up to speed after 10:00 am en they’re on the beach by 15:00.
    So they get paid for half day. Calling it a full time job makes them feel great.
  • Pieter – Productivity is a factor but then again is it worth the 20%?
  • Albert – Supply and demand is vastly different between the provinces also. My branch managers in Gauteng, Dbn and Cpt dont earn the same because we don’t bring in the same revenue at each branch.
  • Lisinda – They dont have to pay etolls
  • Stephan – Common sense says there’s more companies and more money here. More money more pay.
  • Julia – Because the standard of living in Johannesburg is higher and it is a known fact that in Johannesburg ,people tend to travel longer distances
  • Taryn – I understand Julia’s comment. The cost of living in Cape Town is quite high too….Durban not as much as JHB and CPT but a lot of workers commute from surrounding areas such as PMB to work in Durban too
  • Julia – I agree that the cost of living is high in Cape Town too but Johannesburg is by far the highest. Yea workers do commute in Durban but the distance travelled is not as far as the distances travelled in jhb and surrounds but yes very interesting topic to be discussed
  • Malcolm – Simply because you need to pay 20% more for people to want to live in JHB, they typically have to sacrifice coastal living and lifestyle aspects and substitute it with traffic and longer hours
  • Deon – Almost everything in Pretoria cost more, as it is brought up from the coast. even fuel is cheaper there…i don`t know how accurate your clients gesture is… But There is also more capital to go around here and almost everything is more expensive here… If your client stays here you can respond with, you earn 20% more, why should I….
  • Kenji – I am originally from Cape Town and moved to Johannesburg last year September, and the cost of living between the cities are high. Cape Town you don’t travel far distances to work etc, however in Johannesburg, it’s constant traffic, everything is far and even groceries are ridiculous. But I think, it should be fair to everyone that the salaries offered in both cities for certain positions should be the same
  • Nicky – 20% increase in JHB is like “danger pay”
  • Laurence – The generalisation would be smaller companies in KZN. Entrepreneurs will pay less than a blue chip. Also lower qualifications would play a role. What are our costs on recreation vs theirs? I think you’ll see we’ll outspend them by a big margin. Our healthcare costs are probably more too, due to our lifestyle and stress levels.
  • Jamie – The simple answer is that the cost of living in Johannesburg Metro is more than the other provinces. From the cost of groceries, travel, entertainment, eating out, fuel, taxes. This is one of the reasons why the Western Cape is booming and Gauteng is declining. A lot of companies are relocating to the Western Cape because of the lack of service delivery and governance but mainly because it is less expensive to run the business out of Gauteng
  • Njabulo – Well, JHB life is quite expensive. From renting an apartment to buying groceries. Transportation is a nightmare and more people drive here than they commute whereas in Durban, more especially, people commute and public transport is cheaper ……Most of the big name companies’ headquarters are based here.
  • Sean – Look at it in terms of an Expat Salary with an inconvenience allowance to live there.


image source: https://www.skybankfinancial.com/wp-content/uploads/2012/05/enterprise-ecommerce-salary-comparison.png

#WesleySocial 7 Tips When emailing Curriculum Vitaes (CV’s)


7 Tips When Emailing CV’s

1. Use a professional email address like Firstname.Surname@Gmail.com
2. Subject should contain what you do e.g Project Engineer, Forklift Driver, Personal Assistant etc
3. Always indicate your area of residence e.g Durban, Bloemfontein, Piet Retief etc
4. Do not use the words “Hi or Hie” especially in the subject line, spam servers pick that up as spam and besides you do not know the person you are emailing to. Always be professional and say “Good Day or Greetings”
5. Don’t attach certificates unless if the advert requires you to.
6. Avoid emailing compressed files such as zip files as they are considered potentially to be viruses or containing viruses
7. Write a very short message in message body stating what you are looking for and in which areas and industries.


Personal Brand Just Walked Into The Room

“Personal Brand is What People Say About You, When You Leave The Room” –  Jeff Bezos, Founder, Amazon.com. This statement by Jeff Bezos got me thinking, How did I enter the room? What did I do in the room? and How did I leave? So I looked for the definition of Personal Brand and by definition Wikipedia says “Personal branding is the practice of people marketing themselves and their careers as brands


Lisa Citroen says “Everyone has a Brand by Design or By Default”

Thus by default I have a brand. So if I am not in the practice of marketing myself and my career as a brand, what did I bring into that room?

Wikipedia continues to say Personal branding also involves creating an asset by defining an individual’s body, clothing, physical appearance, digital and online presence and areas of knowledge in a way leading to a uniquely distinguishable, and ideally memorable, impression.

When I walked into that room I brought in my body, clothing, physical appearance *Fair Enough* but get this I also bring in my digital and online presence! As well as areas of knowledge.

Did you know when you walk into that room, yes any room, you bring in your digital and online presence with you? So when you leave the room, you leave an impression of your digital and online presence. How memorable is that presence? With that said, Is Your Online & Digital presence different to the real you? The real you physically walked into that room but carrying with you your personal brand.

Personal Brand is in everyone by default, but YOU are in control of changing the default settings and constantly improving the tangible and intangible aspects thereof.

Wesley Madziva

SourceCon Johannesburg 7 Nov 2018


SourceCon is a place for sharing tools, ideas, and ways for sourcers to improve their skills and knowledge. Born out of the necessity to recognize sourcing and research as essential components of the recruitment process, the SourceCon website was launched after the first SourceCon conference in 2007. SourceCon originally began as an idea to develop an educational conference uniquely dedicated to internet and telephone researchers, sourcers, sourcing leaders, and those interested in learning more about the art and science of recruitment sourcing.

Recruiters of Johannesburg, SourceCon is coming to Africa on the 7th November 2018!

Delighted to be involved with the start of a SourceCon chapter in Johannesburg is Shane McCusker of Intelligence Software.


We have some amazing demo’s from Wesley Madziva and Vanessa Raath and great snacks care of our sponsor, 1ntelligence Software. To attend click the link below!


Maximum number of searches LinkedIn members can do free of cost

The Commercial use limit is the maximum number of searches LinkedIn members can do free of cost. This limit is calculated based on your search activity since the first of the calendar month.

Specific activities that contribute to the limit include:
– Searching for LinkedIn profiles on LinkedIn.com and mobile.
– Browsing LinkedIn profiles using the People Also Viewed section located on the right side of a profile.

These activities do not count toward the limit:
– Searching profiles by name using the search box located at the top of every page on LinkedIn.com
– Browsing your 1st-degree connections from the connections page.
– Searching for jobs on the jobs page.

If you happen to use any browser plug-ins to search or view LinkedIn profiles, your limits may also be impacted. These tools can run searches and view profiles in the background, which can cause you to surpass the limit without actually running searches on LinkedIn.com. If you happen to use any of these tools, I would suggest you discontinue their use in order to maximize your search experience on LinkedIn.

This was a response from LinkedIn in a community forum on the question of limit of searches.

Job advice, a hashtag away #JobAdviceSA

Originally posted by South African News Agency South African News Agency

In a country where finding work is a daily struggle for many, a Twitter hashtag is doing its bit in helping jobseekers get their foot in the door of the South African labour market.

Job Advice SA is the product of Tim Barry, Vanessa Raath and Wesley Madziva who came together and created the online network that connects job seekers and recruiters in South Africa.

The trio “met” while Barry was still living and working in the United Kingdom while following a recruitment conference that was happening in Johannesburg on Twitter.

“We began following and chatting with each other on Twitter and other social media networks,” recalls Barry who later immigrated to South Africa in late 2012.

Residing in Cape Town but still keeping contact with Raath and Madziva who are based in Gauteng, Barry followed another event on Twitter where South African expat recruitment industry entrepreneur Greg Savage spoke. Barry retweeted and replied to insights from Raath and Madziva who were attending the event.

Among the tips given by Savage to the audience of recruitment professionals who were attending the event, was that they should take part in Twitter chats so as to grow their social media networks and position themselves as experts within their industry.

This gave Barry, Raath and Madziva the idea to start a Twitter chat for South African recruiters and jobseekers.

Following debate on what the hashtag should be, the three set up the Twitter account @JobAdviceSA.

The first chat took place in June 2014 with half a dozen recruiters and jobseekers participating in the chat. While the first chat only had a few participants, it generated a lot of tweets.

“When we started the weekly Twitter chat, we had no idea that it would grow into a huge social media community of thousands of South African jobseekers as our initial aim was merely to connect the few jobseekers who took part in the chat with recruiters who may be able to help them find jobs,” says Barry.

South Africa’s unemployment rate has hovered around the 25% level since 2010 with the youth largely bearing the brunt of unemployment. Government has responded to the issue in several ways including the signing of the Youth Employment Accord in April 2013.

The accord sets out a joint commitment by government and social partners to prioritise youth employment and skills development. Also in efforts to respond to youth unemployment, government in September 2016 announced a youth employment programme that will aim to place one million youth in paid internships in the private sector over a three-year period.

The cost of the internships will be borne by the private sector and supported by a negotiated package of government incentives. President Jacob Zuma said consultative processes among relevant stakeholders in government, labour, business and civil society will start, with further details still to be announced.

In line with government’s call to work together to move the country forward, Job Advice SA is playing a role in helping the country’s youth to find work.

“There is a void in terms of youth education on how to search and apply for jobs and what information should be included on a CV. This in addition to researching companies prior to going to an interview as well as interview etiquette etc.,” said Barry.

“I feel that Job Advice SA is giving young South Africans especially a platform where they can find this information and ask questions on any areas that they are struggling with,” explains Barry.

The #JobAdviceSA hashtag can be seen trending on many a Monday afternoon when the community of jobseekers and recruiters spend an hour discussing many a topic such as dealing professionally with recruiters on social networks.

The team also poses questions at 15 minute intervals while also answering questions posed during the discussions.

Questions like: “Is there someone here that will take a look at my CV just to see if it’s right? I’m unemployed so I can’t offer money” as well as “Is it okay to add certificates I received at the valedictory on my CV?” are posed during the Twitter chat.

In the ever changing world of technology, the recruitment process is also changing with modern recruiters no longer relying on posting job adverts on their website’s careers or vacancies page or on job websites.

Barry who in the past has used #HireTim on social networks to find employment, is of the view that more and more South Africans are getting used to the idea of not only searching for jobs on job websites but also signing up for professional social networks like LinkedIn. South Africans looking for work are also joining Facebook groups for jobseekers in addition to following recruitment companies on Twitter.

Barry who is a freelance consultant for employers, recruitment companies and software start-ups has urged those looking for work to never give up.

“Don’t give up! You might not be successful after your first application, after your first interview or even after you have actually been offered a job but keep going and you will find work eventually,” said Barry.

South Africa along with other countries around the world commemorated Workers Day on 1 May.

“It is quite ironic that the world celebrates Worker’s Day when there are so many people unemployed in all countries internationally. Like many other countries’ people, especially the youth who are unemployed, struggle to find work due to the poor quality of basic education or employer’s requiring that candidates have skills or experience that the majority in the job market simply are not able to acquire,” observed Barry.

The fact that the hashtag is seen trending on Twitter on many occasions has made the team immensely proud.

“It makes us feel immensely proud when #JobAdviceSA is one of the trending topics on Twitter as that means that we are making a real difference to South African jobseekers by discussing the job search and employment topics that they are most interested in,” explained Barry.

The trio, who make no profit from running #JobAdviceSA, is now considering holding live Q and A sessions on Facebook as well as recording podcasts among others to grow its community.

With them only having met in “real life” for the first time only last year, the future is certainly bright and many South Africans seeking employment advice can only benefit from this partnership.-SAnews.gov.za

Job Advice SA: Online network uses Twitter to help Job Seekers

Written by Melissa Javan  and READ FULL ARTICLE there —> CLICK ME

If you’re looking for work, Job Advice SA is willing to guide you. All you have to do is contact them on social media for tips.
Three individuals who wanted to connect recruiters and job seekers in an informal environment host a Twitter chat called #JobAdviceSA every Monday at 16:00 for an hour.

The topics of this chat range from job hunting, to applying for jobs and going to interviews. The Job Advice SA team has also hosted chats on seasonal themes such as job seeker horror stories during October, the month in which Halloween falls.

Vanessa Raath, Tim Barry and Wesley Madziva started Job Advice SA in June 2014, not having met in person. “We all chatted regularly via social media and realised that we shared a common goal – to help people find jobs,” Raath says.

Other than Twitter, job seekers can also contact Job Advice SA on the Facebook page or Google+ account.

The beginning
Initially they launched their Twitter chat as #JobRecChatSA. After they met in person at a human resources conference in Johannesburg in May 2016, they decided to change the Twitter chat’s name.

It relaunched to #JobAdviceSA because they realised that more job seekers engaged in their weekly chats. “We found that there was more interest from job seekers as opposed to recruiters,” explains Raath.

“There were far more people looking for advice as opposed to recruiters looking to join in the chat and give advice. The focus shifted slightly to help people looking for jobs and not in connecting job seekers with recruiters as we had done previously.

“This was a good move and I know we have added great value to many job seekers,” she says. “We give good advice but then people must find their own jobs, using what we have taught them.”

How the Twitter chat works
Raath says they choose a suitable theme and four questions to answer during the course of the chat. “(We) write and publish a framing post incorporating the questions and expanding on the theme, then promote the chat leading up to 16:00 on Monday.

“We ask a new question every 15 minutes, starting at 16:00. One of us acts as the main host tweeting the questions from @JobAdviceSA,” she explains. “We answer the questions as well others on the topic or even other topics posed by participants during the hour slot, more often than not going on well past 17:00.”

The team
Madziva is a social media expert, consulting and speaking about the topic. His work experience also includes specialising in human resources (HR) and recruitment.

Barry is a business development consultant. Barry’s work experience also includes speaking about employer branding, HR and recruitment technology, and social media marketing.

Raath has had 10 years experience in the recruitment industry – both internal and external recruitment. She now specialises in information technology recruitment, mainly on the Microsoft platform.

The one thing you should never do is pay a recruiter to register with them, warns Raath. “You should not pay them if they find you a job.

“The recruiter will have an agreement in place with the client (your new employer) who will pay them for securing you as the candidate’s services. Recruitment agencies who want to charge people for registering with them are scams.”

Raath says that there are recruiters who look for work for people in specific industries or career paths. For example, she is a recruiter for seniors in the information technology industry. “If you are more senior it is best to find a recruiter who specialises in that industry – they will be more connected and will have a better variety of clients and opportunities.”

According to Raath, it’s troubling that most job seekers do not put the required effort into the job hunt. “They must have an excellent, well presented curriculum vitae; make sure they prepare for their interviews and be constantly up-skilling themselves,” she says.

“We also touch a lot on personal branding and how this is important to stand out from your peers. We give advice every week so people would need to join our chat to learn more – every week there are new things on how to improve (your brand).”

Webinar | Social Media Strategy for Small Business | 7 Sept 2016

Showing up on Social Media everyday is extremely tough for small businesses. They need a strategy that works with the limited budget and resources available. #WesleySocial on this webinar will help ease the pain but the toughness will remain. The struggle is real and so are the Olympics but you still want the Gold medal! This webinar will address the following

  • Harness the Power of Social Media as your primary web presence
  • Simple ways to track activity
  • What Social Media Platforms to use
  • Time Management in a Digitally connected World
  • What Content to post and how often
  • Tools and Apps to manage your social media accounts
  • What are my options as a Small Business



Webinar | Effective Social Media Adverts for Recruitment | 17 Aug 2016


Social Media Adverts –  NOT Job Descriptions

Job descriptions are not designed to sell you the job, they are there to explain the function of the job. In this webinar we will show you what tools to make free images for your social ads and what are the dos and donts.

Register for This Webinar

Finding Hidden Candidates Online – Carin Lightstone


Wesley Madziva aka #WesleySocial is a Social Media maverick. His dynamic speaking style enlivened the room, causing even belly-full recruiters at KR’s Electronic Recruitment Conference to perk up and listen as he shared his unique methods for finding candidates who would otherwise remain hidden through social media. As he speaks, he “retweets” quotes from conference participants and other speakers, mimicking the online interactive style of social media marketers.

Often, LinkedIn account holders intentionally hide their profiles from recruiters by misspelling their job titles. Wesley finds them using misspellings: A search for “acountant” rather than “accountant” yields profiles that recruiters using traditional search methods would miss.
Instead of searching for candidates by job title or skill, he searches exactly what they do [e.g bending schedules and drawings], unearthing candidates who might otherwise stayed buried.

He scours diverse social media platforms for his ideal candidates. He has found candidates who are unaware that they have Google Plus accounts, through their Gmail Accounts. All the candidate needs to have entered is a name, and what it is that they do. [By the way: If you have a gmail account, you have a Google Plus account.] He has found candidates using information they’ve entered into the “hometown” and “professional skills” fields on Facebook. He even finds candidates through photo sharing platform Instagram.

Tools such as Followerwonk, Recruitin.net, Socialtalent.co and Intel-sw.com enable him to search social platforms, but his favourite search tool for doing so remains Google. The functions of this powerful search engine are free to use, and Boolean search strings can be used to make Google searches highly specific.

For example, “site:za.LinkedIn.com” specifies that Google should search LinkedIn only.“Intitle:accountant” specifies that only this title should be searched for within the site. The minus symbol specifies which terms to exclude, e.g. “-Trainee”. He boasts that Google enables him to circumvent the need for paid tools such as LinkedIn Recruiter.

This Article was published by Carin on The HR Pulse Site. Click Here for article


Carin Lightstone | Senior Facilitator at The 2Q Institute