Are recruitment agencies becoming obsolete in an era where access to jobs and applicants is just a click away?  Would it be possible to screen, evaluate and make the right hiring decision though technology alone?  Niteske Marshall, MD of Network Recruitment, shares her thoughts in this guest blog.

Will the prevalence of employers/job seekers engaging on social networks signal the end of the recruitment agency?

I believe that technology can’t be seen as an alternative to the human touch that a recruitment consultant brings.  But the future is not an either/or scenario, rather a both/ and situation. Technology is a tool in the recruitment process but it cannot replace the process itself – it’s a people-driven process.

Case in point: when the first job board emerged several years ago, and when companies launched websites advertising their vacancies, it became a real possibility to access more candidates directly and potentially cut out the need for the recruitment agent.

Despite these tools becoming available, the recruitment industry in South Africa has shown no signs of slowing down.  This clearly indicates the value and benefit of the recruitment agency to both employers and job seekers.

In a recent survey conducted by Network Recruitment amongst finance and engineering professionals, 46% of the participants had made use of a recruitment agency in finding their current jobs. The 2011 South African Recruitment Survey (conducted by South African Recruiters Network and Jobs.co.za) reveals that 78% of companies are using recruitment agencies.

It is apparent, perhaps surprisingly, that the rise of technology does not negatively impact the role of recruitment agencies. I believe this phenomenon reflects the reality that making hiring decisions is a subjective, intuitive process that is largely affected by intangible elements and chemistry between people. Matching skills to job on paper is the easy part, and technology facilitates that.

The true value however, in working with a recruitment consultants (as opposed to relying only on technology), can be found in the following aspects:

• Culture and value match

A good recruitment consultant understands the critical importance of culture and value match between employer and applicant.  She knows how to ‘read’ these aspects and bring the right people together.

• Unique Candidate Qualities

Often, a candidate’s CV doesn’t show their true strengths or most important qualities clearly. This means that, when employers use only technology to search for candidates, the real talent could be overlooked. A good recruitment consultant draws out the talents and strengths of a candidate and brings it under the attention of the prospective employer.

• The art of real communication

Successfully bringing together an employer and job seeker is a sensitive process involving a lot of communication and negotiation. The art of communication becomes a half-painted picture without the human element. The one-dimensionality of using technology in selection of candidates means that wrong assumptions can be made, which leads to wrong conclusions.

A recruitment consultant needs to know how to use technology to their advantage, but even the best technology won’t replace the human element and capacity to interpret a situation– something that, for now, humans are more equipped to do than machines.

If you’re reading this, chances are that you are dressed in a serious, pencil striped and professionally tailored business suit.  You’re up at 5am to work out or face the traffic, compile long-term strategies and focus on critical business decisions.

I get it – the finance industry is a serious one. But do all work and all grey make Jack a dull CA?

It’s not a swearword

Creativity might be a bit of a dirty word in financial circles, but I’m not talking about creative accounting….We tend to use the word ‘creativity’ in connection with artists; skilled people applying their craft in a way that creates something that touches our emotions in particular ways.  Isn’t business supposed to be, well, conservative?

Actually, it’s (already) business as usual

In his blog, Haydn Shaughnessy mentions that creativity is more important than capitalism.  Eek!  That’s quite an extreme statement.  Need some proof to be convinced?  Have a look at Google’s nGram database, which contains about 4% of all books ever published.  Shaughnessy says it best: “The use of creativity is increasing in business and management literature…the quest to be more creative as a society is as old as (modern) business.”

It gives you the extra edge

So let’s get this straight:  creativity can be simply an unusual idea inspired from a mundane source. It’s is what sets apart the good from the great and the norms from the quirky.  It provides the extra edge for finance professionals who, in today’s business environment, have to deal with much more than numbers: people management, ethics, green issues, triple bottom line, integrated reporting and innovation, to name but a few.

The way of the future for finance

Creativity is needed for that extra edge in any industry, including the finance industry.  By allowing and exploring creative solutions, companies and individuals can differentiate themselves in order to gain a stronghold in the industry.  But, don’t just take my word for it…

“In this (competitive) environment, the winners will be companies that can turn the challenges into opportunities to build stronger and more enduring customer relationships; sharpen process efficiency (and) unlock talent and creativity.” – PricewaterhouseCoopers (PwC)

By guest blogger Niteske Marshall.  Network Recruitment Managing Director, Niteske Marshall, joined the company as a recruitment consultant in 1998, after completing a BA (Honours) Industrial Psychology degree at the University of Stellenbosch. She has a passion for developing young business people into business leaders.

In my endeavours as MD of Network Recruitment, I’m often asked about social media in the workplace.  I recently received an enquiry explaining the following scenario and was asked to give my opinion:

“I spend a lot of time on Facebook and other social networking sites, though a lot of the time I spend there is related to my work, now my company has announced that all access to these sites will be prohibited from our workstations. Is this fair?”

I know that often due to bandwidth issues, fears about productivity and concerns about some employees abusing social media sites companies end up prohibiting them.  I think this is an unfortunate decision for a company to make.

• Missed business opportunities

Ultimately, it won’t be possible in the future for business interaction to take place without social media sites being part of the communication cycle.  More and more companies are realising that their customers are interacting and are accessible through social media platforms.  Shortly, the business will miss opportunities if they outlaw social media at work.

• Employees are human two

Furthermore, people want to be human at work.  Many hours are spent in the workplace and the whole person needs to be kept in mind.

Employers also need to understand that the new generations entering the workplace have incorporated social media into their daily activities; by cutting off this access they are not acknowledging the needs of their employees.

• Instil trust for higher productivity

Retention and attraction of good people is the key to a company’s success, and leaders need to ask themselves what kind of message their decisions are sending to their workforce:  I think you will get more buy-in and engagement from your staff if they are empowered and trusted to do their work and manage their own working day.

Employees will simply use their own BlackBerrys or smartphones during working hours to engage on social media if the company’s policies prohibit access.  Why not harness the power of social media platforms and encourage employees to interact with customers while also showcasing the company’s forward-thinking policies?

How our devices and online personas are redefining human connection and communication

A job interview is stressful, period.  You need to know where you are going (in more ways than one), do your homework thoroughly and be ready for curve balls.  In-between all of this, you need to look good and be well-dressed.   But what about physical features out of your control?

New research proves that looks matter in getting a job.  Facial disfigurements, in particular, can cause individuals to receive poor scores in job interviews. It seems that facial scarring distracts the interviewer from the content of the discussion. When an interviewer’s attention is distracted from what a candidate is saying about themselves or their qualifications, he recalls less information about the applicant after the interview has ended. This leads the interviewer to rank the applicant lower than they may have otherwise.

Thus, overt imperfections, which should have no relevance to the candidate’s abilities, can be distracting to the point that they impact how well a candidate is evaluated. This leads to stereotyping of the candidate – and consequently, an askew view of the candidate is formed. However, as people learn more and more about each other, what they look like and their facial blemishes become much less important.

What can a candidate, who has to overcome this kind of adversity, do to better their chances of making an impact for the right reasons?

• Be as prepared, professional and pleasant as any other candidate

Don’t expect special treatment or imply that you are somehow exempted from the usual responsibilities that go along with a job interview.  That said, don’t be meek or a push-over either.  If you have been invited to the interview based on your skills and expertise, you have as much a right to be there as any other candidate.  Be poised, relaxed and focussed on the content of the interview.

• Let your credentials speak for themselves

If you have delivered excellent work and built your networks and references, utilise them to your advantage.  It’s the output and attitude that counts, after all.

• Confide in your recruitment consultant

Professional and specialist recruitment consultants are trained to deal with candidates’ needs and distress.  Discuss your fears and feelings with your consultant as they need to know in order to prepare you for the interview.  If you are comfortable, they will also brief the hiring company about your situation prior to the interview.

• Be ready to discuss the topic at the interview

Depending on the interview, it might help to diffuse the situation by briefly discussing the topic.  There’s no need to go into a detailed description of exactly what lead to the scarring or blemish, but briefly brushing on what happened could answer some questions in the interviewer’s mind.  By addressing the obvious, it shows that you are comfortable with yourself and your appearance.  It also focusses the interviewer’s attention on the content of the interview discussion, not the scar.

The difference between a great career and a missed opportunity is often not that far apart.  In this funny and blunt talk from TEDxUW, Larry Smith pulls no punches when he calls out the absurd excuses people invent when they fail to pursue their passions.

A distraught mother recently contacted the Network Recruitment team with a problem:  her son, a newly qualified Chartered Accountant, is having difficulty to find employment.  Much more difficult than he has envisioned when he enrolled at university.  Although – after job hunting for two-and-a-half-months – he was offered a temporary contract, it was yanked out from under him on his first day and he was told that ‘someone in the company slipped up’ and that ‘the position was has been frozen for the time being.’

This begs the question: what’s the current situation in South Africa for young Chartered Accountants, and what can they do to maximise their hiring potential?

The current situation for Chartered Accountants in South Africa

As explained by the group of specialist finance consultants at Network Recruitment, the formal employment market needs to take BBE status into account for tender and Service Level Agreement purposes.  In some instances, certain positions are earmarked for previously disadvantaged candidates (although employers also take other important factors into account, such as skill set, personality type and corporate culture fit).

If you study the current situation pertaining to registered CAs, you’ll understand why:  according to SAICA, the numbers are quite out of balance: Caucasian CAs registered with SAICA amount to just over 27 000.  This if followed by Indian graduates at about 3 100, Black graduates at about 2 200 and Coloured CAs at around 900.

With that said, there is definitely scope for CAs that don’t fall under the BEE category.  But what all newly qualified CAs need to take into account is the fact that there are thousands of new CAs entering the market every year and that there are only so many positions to offer.

There might be quite a number of job ads published on recruiting companies’ communication platforms, but duplication isn’t out of the question, as different recruiting companies may receive the same job spec from the same company.

What can young CAs do to maximise their hiring potential?

The CA qualification is still a very promising career path and students needn’t be disheartened, but they do need to take note of the fact that competition for employment is tough, especially for new graduates.  These tips will guide them in the right direction:

• Register with SAICA as a Chartered Accountant.

• Be open to all opportunities and interviews that have been offered to you.  Guard against narrow-mindedness and the ‘ideal’ position you’re holding out for.  Getting your foot in the door is an important first step.

• If you can avoid it, don’t stay in the audit profession after completing your articles.

• Register with up to three recruitment agencies, which specialise in your niche and actively work with your profile.

• Phone and meet with your recruitment consultant – don’t just submit your CV electronically and hope for the best.  Be sure to follow-up with them on a weekly basis and build a relationship.

• Be prepared to go the extra mile. Candidates will need to avail themselves for at least two interviews, which could include a day of psychometric tests.

• Be patient.  The recruitment processes for CAs tend to be time consuming and employers could take up to two months before extending an offer.  Hiring companies also tend to see as many appropriate candidates as possible prior to making a decision.

• Take your studies seriously.  An outstanding academic track record contributes to securing employment.

For everything finance, from top candidates to career advice, the Network Recruitment Finance team is only a click or a phone call away.

Specialist IT consultant Lara Green points out that technical assessments, often a compulsory part of certain interviews, is quite a sore point for software developers.  In some instances, candidates need to avail themselves for a full day of assessments before even sitting down for an interview.  Unfortunately, these assessments are often non-negotiable, even for senior candidates.

Contrary to popular belief, these tests weren’t designed to make your life more difficult than it needs to be.   This leads to a few obvious questions:  why are technical assessments necessary, what can the candidate do to prepare for the challenge and how (if at all) the assessment process benefits the candidate.

Why are technical assessments necessary?

In his blog, Jeff Atwood says he is stunned (yet not entirely surprised) that the vast majority of programmers who apply for a programming job aren’t able to write the smallest of programs.  Apparently, a surprisingly large number of applicants – even those with masters’ degrees and PhDs in computer sciences – fail during pre-interview assessment when asked to carry out basic programming tasks.  Companies need to be sure that developers can indeed develop.  With limited resources and time, they need to short-list only those who are able to deliver as promised.  Thus, to make a lasting impression you need to be prepared.

How can developers prepare for the assessment?

Find out as much as you can about the assessment. This might be a good time to call on your professional and personal networks for some information.  This is also where a specialist recruiter will be of great help, as they often know what the tests entail (although they won’t be able to provide you with solutions!) and can assist with preparation.  The better your score, the more leverage the recruiter has to negotiate an offer.  This is but one of the possible benefits of the assessment processes (yes, there are more!).

How does the assessment process benefit the candidate?

Some more benefits of technical assessments include:

• It allows the candidate to display real-life experiences and abilities.

• It indicates a candidate’s seniority level in the industry, which could be a great starting point when negotiating salary.

• It highlights the candidate’s strengths as well as areas where improvement is necessary.  This gives the candidate a chance to improve and build their skills.

• It provides the candidate an opportunity to get an inside look at the hiring company’s premises and get a feel for the corporate culture.

For everything IT, from top candidates to career advice, the Network Recruitment IT Recruitment team is only a click or a phone call away.

If you keep your ear to the ground or meet with friends for after-work drinks every now-and-again, you’ll probably pick up that many companies are not addressing the critical needs and frustrations of their employees.

And according to a worldwide survey done by Deloitte, companies often don’t have a realistic picture of how employees see them.  While executives and talent managers may believe in ‘business as usual’, the survey suggests that this approach could leave companies on the losing side when it comes to the competition of talent and work satisfaction.

What, you may ask, is the secret to better output, happier employees and stronger companies?  The short answer is a strong talent program.  The longer answer is, a strong talent program that focuses on the following critical traits:

• Effective Communication

Very few companies have mastered the powerful art of effective internal communication.  It’s often confused with a series of emails, notice board post-its or team building exercises.  Employees who feel satisfied with the level, depth and method of communication tend to stick with their company.

• Approach each employee as an individual

An organisation needs some basic policies, but some companies take it a few steps (or stacks of documents) too far.  Excellent companies with strong talent programs are open to negotiations and options when it comes to employee’s needs, keeping in mind that each person is an individual with a unique situation.  These companies offer workplace flexibility, rewards when reaching goals and emergency leave, to name a few examples.

• Inspire trust in leadership

A top-down approach might lead to (temporary) submission, but will ultimately lead to corporate failure.  According to Deloitte, employees stay with a company when they perceive corporate leaders as person-orientated while still keeping a strategic vision.

• Develop a robust leadership pipeline

The research is quite clear: top talent will leave if the company isn’t willing to invest in them.  Training and development is a non-negotiable when it comes to excellent talent programs.  Not only does it confirm and develop the employee’s potential, it’s also a plus for the company if employees develop and broaden their skill set.  The fact is that the current leadership group will need to be replaced at some stage, and excellent companies approach this fact proactively.

• Create clear career paths

If there’s nothing on the horizon, top talent will set their sails in a new direction and less-dynamic employees will stagnate in the same-old-same-old of their positions.  Companies with excellent talent programs create challenging jog opportunities and clear career paths.

Contact Network Recruitment for top talent in the specialist areas of IT, Finance and Engineering.

In a culture where being social and outgoing are prised above all else, it can be difficult, even shameful, to be an introvert. But, as Susan Cain argues in this passionate talk, introverts bring extraordinary talents and abilities to the world, and should be encouraged and celebrated.