CAREER INSPIRATION AND JOB SEARCH ADVICE COLUMN

  
  
  
  
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Lerato Mashego10/3/2017 10:05 AM0 
IT job, Finance job, Engineering job, specialist recruiter, Network Recruitment, job seeker,
Should candidates’ also be allowed to conduct a reference check on a potential employer?

employment checks.jpegPrior to a job offer being extended, specialist recruiters will conduct a range of checks to ensure that the information provided by the candidate is factually correct. Reference checks are done by contacting the candidate's former employers to get a sense of their work performance and personal abilities.

Network Recruitment has found that, in some instances, job seekers are going to extreme lengths to find employment by tampering with their qualifications and payslips. As a result, running background checks have become a crucial part of the recruitment process.

As important as it is for organisations to have access to information about the candidate, it is equally important for the candidate to have access to information about the potential employer to enable them to make an informed decision about their next new work environment.

Although candidates are encouraged to research the organisation before their job interview, there is only so much information they can obtain from a corporate website, social media platforms, press releases etc.  "As much as it is a risk for organisations to hire candidates without conducting background checks, it's a risk for candidates to accept a job offer without having sufficient knowledge of the organisation," senior engineering specialist recruiter, Disi Khoza explains.

Network Recruitment has seen some candidates who accept a job offer leave the job within months after discovering the company culture, management style, or the role and what was expected was different to what they believed. According to a study done by Leadership IQ, 46% of employees do not make it through their first 18 months of employment due to company culture, management style or the actual job itself.

To avoid this kind of staff turnover, Khoza suggests that organisations consider implementing an 'employee shadow system' where candidates are taken on a tour of the new workplace to observe the work environment, engage with potential co-workers and ask their own set of questions. This approach gives the candidate the opportunity to dig deeper and establish for themselves if it would be a good company fit. In addition, employees may give you valuable feedback about the candidate that could result in direct time and money savings.

"Should candidates' also be allowed to conduct a reference check on a potential employer?" by, for example, contacting a previous employee to obtain more information about how the organisation operates in practice.

Share your thoughts in our comments section on social media.

Disi Khoza is a Senior Specialist Consultant at Network Engineering.

Looking for an IT job, Finance job or, Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Opinion; Recruitment
  
Lerato Mashego9/26/2017 9:56 AM0 
Finance job, IT job, Engineering job, Network Recruitment, specialist recruiter, specialist recruitment agency
Network Recruitment will advise you on how to approach the salary negotiation process.

salary.jpgDuring your job search, the conversation around your current and desired salary package expectation will come up. Negotiating your package is seen as one of the most important aspects of the recruitment process. However, many job seekers are still under the erroneous impression that they need to keep this information confidential.

In this blog, Network Recruitment will advise you on how to approach the salary negotiation process.

Be honest with your recruiter
Discussing your salary is a common feature of the recruitment process. It is, therefore, important to be honest and upfront about your salary expectations with your specialist recruiter. By taking this approach not only are you equipping him or her with the correct information, but you are also helping them to find the right career opportunity for you. In an article titled 'trust your recruiter during your salary negotiations' Finance and IT Senior Manager, Cornè Booysen, urges job seekers to be forthcoming about their CTC, performance bonus and leave day expectations if they want the best out of their specialist recruiter. By being honest with your recruiter you set the tone for a genuine and professional working relationship with your recruiter.

Know the job market
While your specialist recruiter is an expert in your niche, we advise that you do some research regarding what the market is currently offering professionals in your role. This will ensure that your expectations are realistic and help you to negotiate for a better salary package with your recruiter.

Don't be too focused on salary
New job, new salary! That's what many job seekers think when they seek a new career opportunity. Although salary is important when you're making a career move, it shouldn't be the sole motivating reason for making one. There are numerous factors regarding the job offer that job seekers should consider such as short –and long-term career growth, benefits, company culture etc. Search for career opportunities that will suit you and your career goals best.

Part of your job search strategy should be to work with a specialist recruitment agency. Not only are they well-versed in your niche market, they will find the best career opportunity for you.

Looking for an IT job, Finance job or, Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Remuneration
  
Lerato Mashego9/22/2017 9:20 AM0 

salary.PNGData from salary research group, PayScale shows the median salary ranges for graduates with less than a year of work experience, and the degrees which they studied.

The data is based on the qualifications data of almost 8,000 employees, submitted to the site, as of 17 September 2017.

It is important to note that PayScale’s salary data is determined by years of experience, and not by age specifically. However, it can be assumed that experience and age are closely aligned if most employees leave university at age 21.

According to PayScale’s data, graduates with a bachelor’s degree can expect to start out on a broad median salary band of R72,000 to R350,000 a year – though this increases to a range of R90,000 to R500,000 after the first year.

This represents both high-earning careers (engineering) and lower-earning fields (education), across the whole of South Africa.
degrees.PNG

Salaries are highly dependent on level of experience and other factors beyond simply having a degree or qualification.

Using PayScale data looking at years of experience beyond the first year – using the collective salary data of over 26,000 employees – it becomes clear that earnings, particularly in the technical fields, increase significantly.

Notably, different career paths reach their potential peaks at different points: while accounting (CA) jobs start out being the highest paid, by the time you’ve settled into your career (after 10 years), engineering jobs are shown to have the longer-term salary growth.

A Bachelor of Arts, meanwhile, start out being one of the lower-paying fields, but for those who stick it out, can potentially be a higher-paying career path than some general technology and business administration fields.

degrees 1.PNG

salary growth.PNG

These findings are in line with PayScale’s US-specific data, which ranks engineering degrees as being the most lucrative for those who want to have the highest earning power after graduating.

It’s worth noting that South African data – specifically salary information from CareerJunction – also reflects this, where engineering and financial jobs often pay the most.

According to PayScale, 16 of the top 25 highest-earning degree types are in engineering, with the rest of the top earners coming from the mathematical and scientific fields – all technical fields. The first non-engineering, mathematics, or science based degree listed is in finance.

degrees 2.PNG

This article was originally posted by BusinessTech

Looking for an IT jobor, an Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Industry News
  
Lerato Mashego9/22/2017 8:59 AM0 

technology.jpg“The secret of change is to focus all of your energy not on fighting the old, but on building the new,” said Greek philosopher, Socrates. If this is true, then why, almost 2500 years later, are the disruptive children in the classroom still scolded for being bad apples when they should be praised for changing the status quo? One profession is embracing disruption as the new order of the day. Here is how chartered accountants [(CAs(SA)], along with other professions, are preparing to navigate their way through the disruption of the digital age."

The ability to adapt to change (which is happening at an unprecedented rate) is arguably one of the most important attributes that CAs(SA) will need in our digital age.

In January 2016, the founder of the World Economic Forum, Klaus Schwab, said that we are entering a fourth industrial revolution; characterised by new technologies that will fundamentally alter the way in which we live, work and relate to one another.

He added that technological advances such as artificial intelligence, robotics, the Internet of Things, biotechnology and quantum computing, among others, could transform industries in every country.

“Future CAs(SA) will need a balance between non-technical and technical skills to continue to demonstrate competence in serving the public’s interest,” says Professor Karin Barac, head of the Auditing Department at the University of Pretoria, “Future CAs(SA) will also need more business acumen to support decision-making.”

This is precisely why, in a project called CA2025, the South African Institute of Chartered Accountants (SAICA), together with the Independent Regulatory Board for Auditors (IRBA), has commissioned research into the expected competencies of CAs(SA) and Registered Auditors (RAs) in the future.

This research, which is being undertaken by a research team comprising academics from the University of Pretoria’s Department of Auditing recently concluded the first phase of a three-part study to identify current thinking of the competencies that future CAs and RAs will most likely require.

Karin Barac, lead researcher for CA2025, offers a perspective on gaps in the CA(SA) skills set that need to be filled in South Africa.

“Competence is highly prized by the accounting and auditing professions, in addition to theoretical knowledge,” says Barac. “This explains the stringent assessment methods used for certifying accounting and auditing professionals, where it is not uncommon for candidates to make several attempts before meeting the assessment criteria and qualifying.

“Qualification expectations are specified in terms of outcomes, or what an individual can accomplish, rather than just theoretical knowledge.”

“The CAs of tomorrow will need a clear understanding of big data and analytics, together with a high level of IT competence.”

“Included among their non-technical skills,” Barac continues, “will be the need to demonstrate competence in high order thinking skills (such as critical thinking skills, analytical and problem-solving skills, as well as strategic thinking skills) to interpret computer-generated data and to make the right decisions. Future CAs(SA) will need more business acumen to support decision-making.

“This will need to be done by CAs(SA) who are both ethical and lifelong learners and who demonstrate continuous and timely efforts to learn, unlearn and relearn.”

Although it is early days, a general theme has emerged through the research.

“Preliminary findings show a “knowledge triangle” of technical knowledge, business acumen, strategy and risk,” says Barac. “This is supported by higher-order skills, interpersonal skills as well as leadership and citizenship qualities.”

An important competency that has emerged is citizenship; described as the ability to display social conscience across cultures.

“Our emphasis is on the need for CAs(SA) to be relevant and to evolve as the needs of the market unfolds,” says Mandi Olivier, Senior Executive for Professional Development at SAICA. “It’s incredibly important that we create entry-level CAs(SA) who can think critically and out of the box, and adapt with ease to the changing environment.”

This article was originally posted by CNBC Africa

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Industry News
  
Lerato Mashego9/21/2017 3:04 PM0 
IT job, Finance job, Engineering job, specialist recruiter
Don't let the excitement of a job offer get the better of you. Consider these pointers before you accept.

job offer.jpgWhen you receive a job offer from an organisation, you may be tempted to accept the offer immediately. While the job offer may be what you are looking for, it's worth evaluating all aspects of the offer to ensure that it's what you expect before committing to the new employer.

Don't let the excitement of a job offer get the better of you. Consider these pointers before you accept.

Do you understand your entire package?
Before you embark on your job search, it's good to know what your negotiables and non-negotiables are in order to communicate these clearly to your specialist recruiter. Since most organisations make use of the cost-to-company (CTC) model, it's vital to have a thorough understanding of what the total CTC to the employer is before you accept the offer. Having a comprehensive understanding of your total CTC will make it clear what your net income will be.  If you don't understand this model, ask your specialist recruiter to talk you through it.

Do the benefits meet your needs?
Benefits packages differ from one organisation to another – make sure that you carefully consider this part of the job offer.  Although your recruiter will inform you of the benefit packages of each of their clients, we advise that you request a dummy payslip to compare your current with the proposed.

Find out what medical aid and pension or provident funds contributions the organisation may offer you, if any.  Furthermore, ask about any bonuses you might be eligible for in the long run.

Will you be a good culture fit?
Since we spend a significant amount of time at work, enjoying your job and liking the environment are also important factors to consider before you accept an offer. Whilst you may have researched the organisation before you went to the job interview, make an effort to dig a little deeper when the job offer has been extended. Try to gather more information about the company, the culture and the people who work there.  Network Recruitment often finds that candidates leave their new roles because the culture was not what they expected.

Furthermore, you can ask your prospective employer if you can spend time with the team before making the final call.


Remuneration
  
Lerato Mashego9/21/2017 11:13 AM0 
specialist recruiter, Network Recruitment
Our executive specialist recruiter shares her journey of being a recruiter at Network Recruitment

Mia Nel.jpg1.    You are the Executive Consultant for Network Finance. What can you say is the secret to your success?
Discipline and perseverance

2.    When did you decide to pursue a career in recruitment?
In fact, I thought recruitment would be in my line of study as I studied Industrial Psychology. Three months into the job I realised it is more a sales role, but the recruitment bug bit me and I loved it from day one. 

3.    How has the journey been so far?
It's been really great. The hard work of being a consultant and senior consultant is finally paying off – like the tip of the iceberg. Even after being in the industry for 9.5 years I am still challenged which is great, but things are easier. I have achieved many personal and career goals which are extremely rewarding and going to work in the morning is a positive experience. I'm definitely not dragging my feet.

4.    What achievements did you make whilst in this role?
I won the TOP 2 Executive Incentive in 2015 which gave me the opportunity to attend a world-class recruitment conference in Boston, USA. I won the AdvTech Top Consultant award for the second quarter in 2017. I reached a few personal financial goals i.e buying a third property, upgrading to BMW 2 Series Convertible and buying a rifle (which I am still shopping for).

5.    What do you love most about your job
This is such a loaded question as there are so many things I love about my job. I love the challenge of finding business and making something out of nothing. I love the fact that I am respected in my niche and my clients trust my opinion and advice. I love building relationships with clients and candidates and the competitive nature of our industry, as well as the competitive nature amongst ourselves. I love changing people's lives and sometimes more than once. I have one candidate who I have placed 3 times in my career and a few I have placed twice. They always come back to me which is great. And of course lastly, I love the financial benefits of writing one's own paycheque.

6.    What makes Network Finance different from the rest of the recruitment agencies?
I would like to think that Network Finance's career development especially if you want to become an Executive Consultant is different from other recruitment agencies. Not only does Network Finance offer really great benefits such as flexibility, special incentives, special training etc. we have support from our business development team, training team, strong debtors department.

7.    How do you maintain your daily motivation and inspiration despite obstacles, pushbacks or setbacks?
I have clear goals (target and personal goals) that I write down and strive towards every day. This drives me to keep going, jump over obstacles, bounce back from setbacks and persist even though it's difficult sometimes. I also know that one can't win them all – which helps to deal with the setbacks, however, if you keep going and follow the recipe it is inevitable that one will succeed.

8.    Describe yourself in three words?
Persistent, resilient, driven.

9.    What is your favourite song at the moment?
Thunder from Imagine Dragons. "I was lightning before the thunder"

 

10.  Are you a morning or evening person? 
You won't believe me but I'm 98% in a good mood, but I probably have more energy in the afternoons. When I wake up in the mornings, I usually have a positive attitude and then I start to think of my day and what I need to get done. 

11.  Whom do you admire the most?
My mom. She is the perfect example of perseverance, resilience, and success. She is a strong woman who finds a way to be successful no matter the challenge.

12.  If you could be any animal, what would it be and why?
Lion, because then the buck stops with me :-)

13.  If a movie was made of your life, what genre would it be and who would play you?
I would be a romantic comedy and of course and I would play me. Mainly because if the movie is a hit I would like to coin from it, not some other person hehehe.

 14.  If you were a superhero, what powers would you have?
I'd want to fly. I have always wanted to fly. I even sometimes dream about flying.

15.  How many books have you read thus far this year?
Honestly none. I am not much of a bookworm and I know it's a weakness. I don't really have the patience to read a book. I would rather spend time with my family and friends than sitting quietly and reading. I read News24 often though.

16.  Finish the sentence: When I dance, I look like ….?
A mixture between Brittany Spears and Shakira I hope.

17.  If you were famous, what would you be famous for?
Definitely a musician like Karen Zoid or the lead singer of the Cranberries. I love to entertain people.

18.  What is the most interesting thing you have in your purse / wallet?
A used bullet from my last hunt this year when I shot a buck.

19.  What sitcom family would you belong to? 
Orkney Snork Nie

Are you considering a career in recruitment? Click here to APPLY.

Opinion; Recruitment
  
Lerato Mashego9/14/2017 9:23 AM0 
IT job, finance job, engineering job, specialist recruiter, Network Recruitment
Tips on surviving job offer anxiety

job offer anxiety.jpgYou've been to a job interview, answered all the specialist recruiter or hiring manager's questions and asked them a few questions of your own. You feel that the interview was a success and that your prospects are good. However, a few weeks have gone by and you still haven't heard a word from the specialist recruiter regarding a potential career opportunity.

During that period, job seekers may develop job offer anxiety – an overwhelming feeling of stress and anxiety in relation to the potential job on offer. Job offer anxiety may develop in two scenarios.

1. When job seekers second guess themselves after a job interview and blames themselves for not receiving the call back from a specialist recruiter; or

2. When a job seeker receives a job offer from their second choice and isn't sure whether to accept or decline the job offer, or to wait to hear from their first choice.

Job offer anxiety is no stranger to job seekers interested in expanding their careers. This unnecessary state of inner confusion may lead the job seeker to make ill-advised decisions. Although it's natural to feel anxious, we advise that you don't allow these negative thoughts to disrupt your job search. 

Here are some tips on surviving job offer anxiety.

Have a follow-up discussion with your specialist recruiter
A follow-up discussion with your specialist recruiter may be beneficial in easing your job offer anxiety as they will be able to offer an objective opinion of your chances based on their experience and understanding of the employer.

Keep searching for other career opportunities
If you're unemployed it might be tempting to stop your job search and wait for a job offer. Network Recruitment recommends that you don't take this approach. Distract yourself by looking for other career opportunities in the interim. It will allow you to be more productive during your job search and as a result, get you closer to finding the best career opportunity for you.

If you are employed, remain faithful and committed to your current employer and continue to execute your responsibilities with vigour whilst you pursue other career opportunities.  Your hard work should not go unnoticed and may even open new doors for you at your current place of work.

Consider hiring time frames and exercise patience
The recruitment process may take longer than you originally expected due to various factors. For example, specialist recruiters need time to perform reference and criminal checks, and these may prolong the hiring process. Furthermore, if the recruiter has already sent you to one of his or her clients, the client may require approval from a committee. In general, a job offer is extended once a range of tasks have been completed.

Work on your CV
Another way to survive the job offer anxiety is to ensure that your CV and cover letter are up to standard. We recommend that you make time to review and update these documents as they are an extension of yourself. Share these documents with mentors and friends for feedback and use the feedback to enhance how you present yourself on paper.

Waiting for a job offer can be a prolonged and stressful experience. Stay positive and focused on the end-goal, which is finding a career opportunity that is good for you. If you are what the specialist recruiter and employer are looking, you will receive that job offer.

Looking for an IT job, Finance job or, Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Remuneration
  
Lerato Mashego9/8/2017 9:18 AM0 

RodneyIrwin_e.jpg“CFOs are in a unique position to make a difference – by taking steps to understand what reporting requirements are out there and how various risks may affect companies now and in the future, they can help safeguard their companies and advance the future of sustainability,” says Rodney Irwin, MD, Redefining Value at the World Business Council for Sustainable Development.

The financial system is not broken but, in many ways, its objective is too narrow – it allocates financial capital and that’s pretty much it. The system was not designed to be equitable so it doesn’t necessarily consider impacts and dependencies on other forms of capital - from society or the environment, for example. As a result, it misses a lot of pertinent and appropriate information.

Focusing solely on financial performance has, for too long, meant that companies have blind spots with regards to their performance and risk profiles. They have overlooked important aspects of material risk and opportunity management, reinforcing patterns that contribute to serious global issues like climate change and resource scarcity. But all of this is changing. Across the globe, business have learnt – sometimes at their cost – that they cannot be successful in societies that fail.

As such, governments and other stakeholders are increasing the pressure for corporate transparency. Environmental, Social and Governance (ESG) issues are entering into the mainstream, and business is increasingly expected to know how to reduce negative social and environmental impacts. What’s more, investors are beginning to demand better information on ESG risks and opportunities.

According to EY (pdf), 60 percent of surveyed investors called for companies to disclose environmental and social risks more fully.

Many companies are beginning to grapple with these issues and are working to inform their strategic decision-making by looking at information such as environmental impact, societal value and sustainable development.

South African companies are ahead of the game under the new King IV Governance Code (pdf), where good corporate governance is central to running a business, upholding an ethical culture, enhancing performance, and building trust. In fact, 450 companies listed on the Johannesburg Stock Exchange (JSE) are required to apply the King Code, which encourages companies to produce integrated reports that include financial and sustainability information.

This is an excellent starting point. By acknowledging that the management of ESG risks and opportunities is part of fiduciary duty, South African CFOs can help fill important information gaps, transform their companies, safeguard against material risks, and open new channels to create value for customers, shareholders and society at large.

Here’s how to go further:

Understand what’s out there

The ESG and corporate reporting worlds are complex. Over the past 25 years, there’s been more than a ten-fold increase in the number of corporate reporting requirements on ESG issues – never mind the additional requirements businesses face in mainstream accounting and disclosure. Lack of coordination makes it frustrating, overwhelming and time-consuming for businesses to keep up.

Over 1,000 reporting requirements – both mandatory and voluntary – across 60 countries, means there’s bound to be overlap and redundancies in the way companies are asked to disclose ESG information. According to the Business and Sustainable Development Commission’s Better Business, Better World Report, 79 percent of investors say they’re unhappy with their ability to compare sustainability reporting between companies in the same industry.

CFOs need to ensure they’re encouraging their teams to report on the most decision-useful information out there, not only to meet the demands of their investors but also to better understand their risks and opportunities while adhering to their fiduciary duties.

There are resources that can help. The Reporting Exchange is a new, free, online global platform that helps business leaders find guidance on what, where and how to report. It’s the single most up-to-date and comprehensive source of sustainability reporting requirements and resources currently available. By using the Reporting Exchange, CFOs and other business leaders can ensure they’re not duplicating their work, and that they aren’t inadvertently missing important disclosure standards and guidelines.

Zeroing in on key reporting requirements and using available resources to help embed sustainability into corporate management approaches will go a long way towards improving sustainability reporting disclosure and decision-making.

Explore integrated reporting
Including financial and non-financial information in annual reports is key for understanding the range of different events, factors, risks or developments that can affect a company’s ability to create value. These are the material issues.

Tools like the Integrated Reporting Framework help companies understand where they derive much of their value – whether from manufactured capital, financial capital, intellectual, human capital, natural capital or social and relationship capital. These are the areas where companies should be paying close attention and disclosing relevant information.

By incorporating this wider set of metrics into corporate reporting and decision-making, companies make themselves more resilient against global challenges while equipping themselves with the best information for accurate decision-making.

South African companies will already be familiar with the concept of integrated reporting, as companies listed on the JSE are encouraged to produce an integrated report in place of their annual financial and sustainability reports. The challenge here is identifying which issues are the most meaningful.

More information isn’t always better. Companies should carefully choose and disclose the most meaningful information they can – focusing only on the factors that could potentially impact their company. When this is done right, CFOs gain a better view of their corporate risk profiles and can take into consideration which factors may affect value creation both now and in the future.

Include climate-related risks 

Just because a particular risk may not be material today, doesn’t mean it won’t be in the future. Take climate change, for example. In 2015, the Financial Stability Board Chairman, Mark Carney warned that climate change could significantly impact financial stability. The G20 then created the Task Force on Climate-Related Financial Disclosures (TCFD) to help businesses understand and quantify climate-related risks and opportunities. On 29 June this year, the TCFD released its final recommendations and guidance to help businesses understand their climate-related financial risks. The TCFD Recommendations aim to create a standardised framework for aligning climate-related financial disclosures across G20 countries – but the recommendations fit with existing reporting frameworks the world over.

By creating a set of uniform recommendations and guidance, the Task Force has made it easier for businesses to deliver on investor demands for climate-related information, and smart business leaders will capitalise on that.

Look into the future 
No one can predict the future, which is why it’s important for C-suite executives to explore how a range of future scenarios could impact their business. Most companies already explore a range of different scenarios for crisis planning, stress testing or for understanding potential impacts of investments but companies should also engage in scenario analysis for ESG issues – including climate change, natural resource dependency and impact, talent, and so on. Doing so will help ensure that their companies aren’t blindsided by unforeseen transition and physical risks – including changing regulatory, social or environmental conditions.

An appropriate understanding of risks – present and future – as well as an appropriate risk management strategy, are key for the success and survival of any business. Companies should start experimenting with scenario analysis in the ways that make the most sense for them.

The TCFD’s Recommendations on Scenario Analysis are a great place to start. They encourage businesses to conduct sound scenario-planning by providing tools to help companies see what their operations would look like under various climate scenarios. They also go further and require businesses to disclose the results of these scenarios, if material, to the investor community.

By helping business lay out and understand a range of possibilities, the TCFD scenario analysis helps companies discuss climate-related risks in a quantitative way and provides transparency to capital markets.

Climate-related risk is a great first step, and may help open the door for other ESG considerations.

Create alignment

For companies which aren’t ready to pivot to integrated reporting, focusing on alignment between sustainability reports and legal/annual filings will be key.

Despite the fact that risk management experts from all over the world state that social and environmental risks are fast-becoming legal and economic risks for business, the way companies report and disclose tells a different story.

The World Business Council for Sustainable Development’s 2017 Sustainability and Enterprise Risk Management report compares over 180 companies’ sustainability and risk disclosures and reveals that, on average, only 29 percent of the areas deemed to be material in a sustainability report were disclosed in a company’s legal disclosure of risks. In addition, 35 percent of member companies did not disclose any of the sustainability risks identified in their sustainability reports in their legal filings. Evidently, many companies are failing to adapt to, respond to, and mitigate social and environmental risks.

Some of the reasons for this may include limited knowledge of sustainability risks, difficulty quantifying sustainability risks, short-term horizons and limited guidance for implementing risk management frameworks beyond the usual suspects. The result is that sustainability issues are often ignored or not disclosed.

This doesn’t have to be the story – CFOs can make a difference
Risk management and sustainability are important areas for improvement in corporate reporting and disclosure. CFOs are in a unique position to make a difference – by taking steps to understand what reporting requirements are out there and how various risks may affect companies now and in the future, they can help safeguard their companies and advance the future of sustainability.

It’s up to CFOs and other corporate leaders to be honest with themselves and transparent with their stakeholders, and to identify the risks. CFOs have an important role to play in bridging the gap between financial and non-financial disclosure. It’s time to radicalise the world of corporate reporting, and CFOs are in the lead.

This article was originally posted by CFO Magazine

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Industry News
  
Lerato Mashego9/8/2017 8:52 AM0 

open source.jpegThere's a lot more to developing superb open source (or proprietary) software applications than great coding.

That's what a group of undergrads at the prestigious US university, Massachusetts Institute of Technology (MIT) discovered when they enrolled for new

Open Source Entrepreneurship course offered by MIT professor of electrical engineering and computer science Saman Amarasinghe.

Open source development projects often involve hundreds or even thousands of volunteer coders scattered around the globe. Some, like the Linux operating system, the Firefox Web browser, and the WordPress blogging platform become virtual household names – but there are thousands more than never amount to anything. The question is – could this be more the result of poor marketing than poor coding?

The new project-based course let the MIT undergrads not only lead the development of OSS and learn the technical skills required to complete their projects. They also learned the managerial skills required to initiate and guide their projects, including consulting with mentors, interviewing potential users to understand their precise needs and expectations, as well as writing a promotional plan for their application.

According to Amarasinghe, one of the factors behind the development of the course was the fact that many research projects in computer science spawn software that, even though it represents hundreds of hours of work by brilliant coders, never makes it out of the lab.

"Open-source projects that clean that software up, fill in gaps in its functionality, and create interfaces that make it easy to use could mean that researchers working on related projects, instead of building their own systems from scratch, could modify the code of existing systems, saving a huge amount of time and energy," he explained.

Before the class launched, Amarasinghe and his teaching assistant identified several MIT research projects that they thought could be the basis of useful OSS. But students were free to propose their own projects.

After selecting their projects, the students' first task was to meet with – or, in the case of the students who proposed their own projects, identify and then meet with –  mentors, to sketch out the scope and direction of the projects. Then, for each project, the students had to identify and interview four to six potential users of the resulting software, to determine product specifications.

The students found that many of their preconceptions about the problem and their priorities regarding what would have to be done did not match those of the potential users. At the same time, some of the potential users they spoke to were working in fields that they were unfamiliar with, so they started to learn more about their problems, and sometimes found themselves thinking in completely new directions.

The third stage of the project was the establishment of a software development timeline, and at the end of the semester, as the projects drew to completion, the students' final assignment was the development of a promotional plan.

"The students got to think of the big-picture issues – how to build a community, how to attract other programmers, what sort of licensing should be used," Amarasinghe concluded.

This article was originally posted by ITWeb

Looking for an IT job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Industry News
  
Lerato Mashego9/5/2017 1:50 PM0 
job seeker, specialist recruiter, specialist recruitment agency, career opportunity
Tips on how you can infuse your personality into your cover letter

cover letter.jpgNavigating through the job market can be a tricky thing especially if you want to highlight your personality and maintain a professional demeanour. To stand out from the competitive market, job seekers need to find a way to captivate the specialist recruiter or employer.

Your cover letter should never follow a 'one size fits all' approach. Although it may take some time to revise your cover letter for every career opportunity that you apply for, this is time well spent.

Here are tips on how you can infuse your personality into your cover letter:

Let the reader know more about you and not just your credentials
One of the best ways job seekers can include their personality in a cover letter is to highlight the qualities they developed at their previous roles. For example, if you worked in retail, you could indicate that you developed social skills while in that role and learnt how to communicate well with people from different backgrounds.

Show the reader your talents instead of telling them
It's important to avoid generic references to your work abilities and try to link your skills to tangible results. Most job seekers will include statements such as 'good listener', 'hard worker' and 'team player' without providing any explanation. If you plan to mention that you are a hard worker, include an anecdote that substantiates these types of statements.

Show the reader that your skills are applicable to the new career opportunity
Specialist recruiters or employers want to know how you're going to make a difference in the new role and to the organisation itself. Make sure that the information in your cover letter addresses how you meet the requirements that the employer and specialist recruiter are looking for. For example, if the specialist recruiter is looking for an Intermediate Software Developer with a minimum of five years' experience who manages a team, we recommend that you share that in your cover letter. 

There is no required length for a cover letter unless it is specified in the advert. We do, however, recommend that you focus on the details that are relevant to the position. Read the advertisement or job specification carefully in order to draft a cover letter that speaks to what the recruiter or employer is looking for.

Looking for an IT job, Finance job or, Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Cover Letters
  
Lerato Mashego8/31/2017 9:12 AM0 
Artisan jobs, Network Recruitment, electrician jobs, fitter jobs, turner jobs, boilermaker jobs, engineering jobs, Network Engineering, Engineering candidates
Network Engineering will find you the right engineering job and engineering candidate

Artisans.jpgGiven the current economic climate, unemployment is at an all time high. The media regularly reports on skills shortages and the dire need for artisans in the work force. In addition, many companies have also expressed their concerns of finding suitably skilled, qualified and experienced artisans.

In a previous survey that was done conducted by Accelerate Cape Town in 2016, it was reported that South Africa will need 30 000 artisans by 2030. However, from research conducted by Network Recruitment, it was found that there are hundreds, if not thousands, of artisans currently in the job market that are struggling to find career opportunities.

Information gathered from Network Recruitment's database demonstrates that there are more than 3 500 artisans, including but not limited to electricians, fitters and turners and boilermakers who are currently active in the market and seeking employment.

Information accessed from online platforms found the following in relation to artisans that are currently unemployed or on short- term contracts:

  • 2 510 Electricians 
  • 5 144 Fitters
  • 869 Boilermakers
  • 2 300 Mechanics

Even if these numbers are reduced by 50% to accommodate obsolete profiles or candidates that have recently found career opportunities, it remains concerning that the number of immediately available artisans seeking career opportunities is high.

Given the available information, it seems evident that there is a miscommunication or missing link somewhere. We are of the opinion that candidates struggle to reach the right employers and employers are struggling to find the perfect candidates.

Perhaps it's time that employers change the way they go about finding the right hire and turn to specialist recruitment agencies that specialise in this field to assist them. Network Engineering specialises in engineering recruitment, and we are confident that, given our years of specialist experience, we will find our clients the best candidates to meet their needs.

Network Engineering not only sources and identifies suitable candidates, but also interviews them to establish their skills and experience, reasons for leaving previous employers, qualifications etc.  We also enter into conversations where we assess the risk of candidates accepting a counter offer and manage salary expectations. If a candidate is in the recruitment process with a prospective employer, we will verify their qualifications and do a background check to determine if they are legitimate.  By making use of Network Engineering's services, employers can rest assured that the candidate is suitably qualified and does not have a criminal record.

Taking all of these processes and checks and balances into account, the value in making use of our specialist services, or any other similar agency's, is evident. Network Engineering will alleviate the pressure of going through hundreds of unsuitable CV's and significantly reduce the time it takes to find the right candidate. We understand the nature of our clients' businesses and the technical skills they require.

Zelda Botha is a Team Leader at Network Recruitment's Engineering division.

Looking for an Engineering job or an Engineering candidate? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Opinion
  
Lerato Mashego8/24/2017 1:28 PM0 
tech industry, Network Recruitment, IT jobs, Jobs in IT,
Network Recruitment's recommendations on how to help bridge the gender gap in the ICT sector.

female in tech.jpgKnown for its outstanding innovation and fast-paced environment, the tech industry has always experienced a lack of female technical experts / specialists. Research indicates that the Information Communication Technology (ICT) workforce in South Africa consists of only 20% females, and only 25% of females hold tech jobs worldwide.

According to research commissioned by Girls Who Code, the number of females in the tech industry worldwide will fall by 22% by 2025, making gender inequality a real challenge in the sector.

In this blog, Network Recruitment will recommend on how to help bridge the gender gap in the ICT sector.

Target girls at a young age
To bridge the gender gap, the educational system needs to appeal to girls as early as the primary level to pursue computer science at school. A survey conducted in the USA amongst girls aged 12-18, undergraduate varsity students and tech industry leaders revealed that 18% of girls in middle school would be interested in computing if it was mandatory, proved to be fun, not just for boys and had diverse hands-on tools such as games designed for females. For example, the first Pokémon games and "many popular computer games didn't have female characters until 2014.

Get more female mentors
Studies suggest that the lack of female mentors discourages women from entering the industry. Furthermore, it revealed that females were likely to make a career move in more interactive roles such as design and digital marketing making female mentors in that sector easier to find.

In a speech this month, Communications Deputy Minister, Stella Ndabeni-Abrahams, called on South African women to diversify the ICT sector by bridging the gender divide. She encouraged women who have made strides in the industry to inspire others to work within the sector. "We don't have a good story to tell as the sector because males are still dominating. As we celebrate Women's Month, we have a responsibility to question how we tell stories of the women who have made strides in ICT, as well as inspire others to come into the sector," the Deputy Minister said.

Encourage women to start businesses in the tech industry
To ensure that women go further in the tech industry, the private and the public sector need to encourage them to start their own businesses in the ICT industry. Female business owners and entrepreneurs may be more inclined to mentor and hire other women.

Organisations can make adjustments to make themselves more 'female-friendly'
Alternatively, employers can consider making their organisation more female-friendly in terms of adjusting their family leave policies, flexi-hours and focusing on recruiting and developing the female talent pool. This would be a significant gain to the country's economy as it is believed that if the number of women in the workplace increases by 5% it may result in growth in the Gross Domestic Product (GDP).

Follow this link to see why it's important for women to go into the tech industry. 

 

Looking for an IT job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Opinion
  
Lerato Mashego8/22/2017 9:31 AM0 
Accountants, Network Recruitment, career opportunities, finance jobs, specialist recruitment agency
Keep the above in mind in order to stay abreast of the latest trends in the accounting sector.

accounting future.jpgThe accounting sector is rapidly evolving because of current technological and software developments. Accountants are slowly moving away from their traditional way of working and heading towards sophisticated and smart technologies to increase productivity.

According to Senior Specialist Recruiter, Colette Cahi, in order to thrive and survive in a tech savvy society, accountants need to be technical in their operational function and recognise that analytics is paramount!

In this blog, Network Recruitment will highlight what to expect from the field that will influence its future in the long run.

The phasing out of administrative accounting jobs
Administrative jobs will soon be replaced by software that will perform these duties more efficiently. As organisations plan to expand their accounting departments, Network Recruitment foresees a demand for more specialised accounting skills such as consulting, advisory and CFO career opportunities. We recommend accountants to pursue a particular niche area, which addresses scarce skills in the marketplace.  These kinds of scarce skills are sought-after by specialist recruitment agencies. As the job market becomes more and more competitive, accountants need to differentiate themselves from each other.

Say goodbye to a desk-bound business
If an organisation wants to work faster and smarter, cloud accounting is the way to go. When an organisation works in the cloud, they are able to store and access data online at anytime and anywhere from any device. Not only can this increase work flexibility in terms of accessing data from anywhere in the world, accountants are enabled to respond to clients immediately.

Increase in business advisory services
With employers becoming more demanding, accountants are expected to offer business advisory services. These services may range from financial management and forecasting to succession planning services. Furthermore, it places accountants in a position to act as trusted advisors while developing and strengthening their relationships with clients.

Increase in more in-depth analysis
While income statements, balance sheets and the like will always be important, there is an increasing need for new and valuable insights. Data analytics will enable accountants to provide their clients with a competitive edge as it will help to identify trends and risks faster. Cahi explains that clients / employers want more out of their accountants than ever before. They want accountants to have a strong business acumen and understand the full business function.

It is evident that the digital world is revolutionising the accounting industry. Keep the above in mind in order to stay abreast of the latest trends in the accounting sector.

Colette Cahi is a Senior Specialist Recruiter at Network Recruitment.

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Opinion; Industry News
  
Lerato Mashego8/15/2017 12:59 PM0 
Network Recruitment, job, finance job, finance career
What you can expect should you decide to pursue a career at a big 4 firm or investment bank

big 4 vs investment banks.jpgAs a finance graduate, you have probably entertained the thought of either working for one of the big 4 accounting firms (PwC, Deloitte, KPMG and Ernst & Young) or starting your career at one of the well-known investment banks (RMB, Investec, Goldman Sachs etc.).  In this blog, Network Recruitment will discuss what you can expect should you decide to pursue a career at either of these types of organisations.

There is a difference between how the big four firms and investment banks hire - their recruitment processes are similar to comparing apples to oranges. In the article, It's far easier to get into the Big Four than an investment bank. And the people are nicer, writer Tom Cheeseman says "despite taking on thousands of graduates every year, the vast majority of investment banks' recruits go into the back office. This means that your chances of getting into a 'banking' job are near impossible, and if you're not perfect you will be rejected".

While investment banks hire graduates, their graduate intake is much smaller than that of the big four firms. As a result, it is believed to be more difficult to land a job at an investment bank. However, once you have entered the industry, the work you do is said to be highly satisfying with wonderful opportunities to showcase your skills.

Although admission to one of the big four may be easier, you have to bear in mind that the initial rate of remuneration is generally lower. This means that, although your chances of being hired by an investment bank are slim, your earning potential will be higher than that of your peers who work at a big four firm.

According to Finance Specialist Recruiter, Mia Nel, corporate tax consulting at a big 4 firm pays less than corporate tax accounting in a commercial organisation. Furthermore, it is also notable that analysts and auditors in the accounting and audit niche market earn more at investment banks than their counterparts at the big 4.

Although a career at an investment bank may be financially rewarding, both industries provide great career growth opportunities. Career opportunities at a big four firm are endless. For example, one can branch into different areas such as tax, risk, consulting and so forth. According to KPMG's head of HR, Martin Blackburn, "one of the biggest selling points to working at a large professional services firm such as KPMG is the breadth of opportunity we can offer to our graduates and school leavers. Many of our schemes offer rotations around the firm so that individuals can find the area of the business they most enjoy working in, and in turn, excel at". A career at an investment bank is stable and one has the opportunity to choose from numerous financial and accounting disciplines, especially in terms of public accounting.

Whether you choose to pursue your finance career at an investment bank or one of the big four, you would have made a good choice. 

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Career Management & Development; Opinion
  
Lerato Mashego8/11/2017 10:03 AM0 

Kantha Naicker.jpgNewly appointed vice chairman of the South African Institute of Professional Accountants (Saipa), Kantha Naicker, is on a mission to ensure more inclusivity by bringing more women into the profession.

“I have a very clear vision for my role over the next two years,” says Naicker. “We will be providing the mentorship and support that women need as they enter the profession and rise up through the ranks.”
She believes that a leadership position should be used to benefit the organisation and fellow accountants and showcase how every person plays a role in making a difference. 

Redressing the imbalance
“If I look back to 2005, I remember attending a conference where you could count the number of women on one hand,” says Naicker. “It was a sad reflection of the gender divide. This is changing and today we have an almost even split between female and male trainee accountants.”

While the trainees are redefining the gender divide, there remains a challenge in evening out the odds in the full membership category at Saipa. It is an imbalance that Naicker is planning to redress.

“There are challenges that we have to overcome,” she says. “Women often have to wait until they have overcome the hurdles of family and children before they boost their careers, and then they have to face the work/life balance battle. Men and women can work on the same level, but it doesn’t happen because the mechanisms that allow this are not in place.”

Women are often forced to open up their own small practices, so they can juggle the pressures of work and children in a way that suits the realities of life. Naicker is looking to find ways of resolving these challenges in the corporate space by introducing networking and working opportunities that cater to these issues.

“Traditionally networking events take place in the evenings and mothers can’t do evenings,” says Naicker. “Corporates also need to look to encouraging creches at work or flexitime or finding solutions that work for everyone. It is also important to equip women appropriately by giving them training on things like boardroom etiquette and how to run a meeting.”

Things are a’changing
Today, Saipa’s membership sits at around 46% female-led representation and, with Naicker behind the wheel, it looks set to crack the 50% mark by introducing a culture of acceptance and awareness.

“We do work in a fast-paced and competitive world, but we also need to recognise the value of giving back,” she concludes. “We need to be there to provide the mentorship and support and the knowledge that women need to thrive in the professional accounting world.”

This article was originally posted by Bizcommunity

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Industry News
  
Lerato Mashego8/11/2017 9:29 AM0 

Sanral.jpgThere is an old African proverb which says "if you educate a man you educate an individual, but if you educate a woman you educate the whole nation".

This statement has never been more poignant, given that even in today's world where we preach "equal opportunities for all"; women are still largely excluded from the educational system - particularly in Africa.

And within that exclusion, it also holds that women are severely under-represented in many professional occupations. One of these is engineering, where there is an overall shortage anyway.

According to a 2016 Unicef report, although progress has been made in recent years, girls continue to be severely disadvantaged and excluded from education systems.

A study conducted by the Unesco Institute for Statistics in 2015 showed that an estimated 31 million girls of primary school age and 32 million girls of lower secondary school age were out of school in 2013. Sub-Saharan Africa has the lowest proportion of countries with gender parity.

The truth is we cannot afford to ignore the fact that girls' education is an intrinsic right and critical lever to reaching development objectives. Education helps break the cycle of poverty, as educated women are less likely to marry young or against their will; are more likely to have healthy babies and to send their children to school.

Quality learning
Girls' education is essential to achieve quality learning relevant to the 21st century, as well as increased academic performance. Adolescent girls that attend school acquire information and skills that lead to increased earning power which allows them to delay marriage and childbearing.

A major focus area should be the number of women entering the engineering profession. It is globally acknowledged that while the number of female engineers has increased since the early 1980s, the proportion of female to male engineers still has a long way to go. In South Africa, fewer women enter the engineering profession than the world average.

Girls in South Africa should be encouraged to take science subjects, not only to pursue a scientific or technological career but also girls who would then be able to apply scientific concepts in their daily lives. Taking science subjects should not only be seen as a vocation but as a means to develop the scientific and technological culture necessary for development.

The development of infrastructure by civil engineers contribute to the eradication of diseases and poverty by developing better water supplies, municipal sewerage systems, waste water treatment plants to designs of buildings that protect us from natural hazards and provide health care, to improved agriculture through water resource developments. Women are the greatest resource any country has.

Empowered
That is why Sanral is pursuing a programme that aims to ensure that as many girls as possible are prepared and empowered to enter the engineering profession, particularly civil engineering.

We want as many women as possible to make their mark by being involved in the construction and modernisation of the country's much needed road infrastructure.

We would like to see more women designing and constructing bridges, building new roads and modernising the country's freeways and more importantly, owning and managing their own construction companies.

This can only be achieved if society invests in the education and training of young girls, as this lays a solid foundation for the future. At Sanral we are proud of doing exactly that, by offering bursaries, scholarships and learnership opportunities to deserving students across the country,  particularly girls. An important factor is that most of these beneficiaries end up being employed by Sanral. Many of these women have gone on to managing big engineering projects across the country, projects which were traditionally reserved for men.

Because our country is one of equal opportunities, we need to facilitate the entry of as many women into the engineering field as possible as well as dispel the myth that it is difficult for women to make it in civil engineering.

Heidi Harper is the corporate services executive at the SA National Roads Agency.

This article was originally posted by iOL 

Looking for an Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Industry News
  
Lerato Mashego8/11/2017 9:01 AM0 

Much has already been written and much will be written about James Damore and his “The Google Manifesto.” (I’ve also written about how organizations can mitigate and detect bias.) As for Damore, his screed is the kind of recycled garbage that has already been studied and refuted. It flies in the face of history and ignores the data right in front of Damore’s face. For writing this dammed illogical dribble, no developer has ever been more rightly fired.

Beyond the moral confusion Damore shows, he also doesn’t seem to actually understand engineering, as former Googler Yonatan Zunger wrote in a brilliant response to Damore’s manifesto. Zunger is right: Damore isn’t a good engineer or software developer. Software development is more than knowing what APIs to call or basic syntax.

So what exactly makes a good software developer? Here it is, in the kind of manifesto we should all be reading and taking to heart. I call it The Good Software Development Manifesto.

1. Believe in data

You may want to believe the system works or that you’re “better” than certain people, but you need to have data to support this idea. Most of all, you need to be willing to give up the idea if facts (or countless studies and history) prove that you’re wrong.

This means you need tests to prove your code works, and you need processes around your code that produce data that prove you’re not reverting code. Everything you do should produce data that lets you make further decisions. Otherwise, how do you know if you’re doing the right thing?

2. Software development is more than coding
Just like letter-writing is more than the words per minute you can type on a keyboard or knowing vocabulary and grammar, software development is more than coding. Software development beyond relatively simple things requires coordination, communication, analysis, design, testing, project management, and more.

Coding is important, but it is important in the way an engine is important in a car. The best software developers have empathy for others who have different roles, interests, and stresses on them.

3. Code is communication with people (or: Be social)
One of the first “languages” I learned was 8086 assembler. That was as close to the metal as I ever came. If we were really just “programming computers,” we would all be writing bytecode. Computers understand it best. But we’re writing in a “compromise” language that other people can understand and that can be translated to something the computer understands.

Good software development is a communication process. It’s about making sure people understand what you’re doing and why for that moment when you need a hand. Your job is to communicate with the next person reading it. Finding the best way to say it may require empathy.

4. Good processes are important
Conway’s law predicts that your software is doomed to reflect your team and its communication structures. Process is the structure of that communication.

Think of a plane taking off: You have a very structured conversation among the pilot, copilot, flight crew, and air traffic control. That ensures that everyone looks after critical issues and that everyone is heard. “Wings still attached to the plane?” “Check.” “No other plane in our way?” “Cleared for takeoff.”

5. You prove yourself with results, not “status”
The worst development organizations are either very hierarchical or have too many bosses per developer. That typically reflects a desire for status by being a manager.

Think “roles,” not “status.” The best organizations I’ve worked in recognize the people who made things happen first and foremost regardless of their role in the organization. (This recognition usually starts with whoever brought snacks, to be honest.)

6. Everyone can learn from everyone
If you believe that people’s ethnicity, gender, or whatever is a good way to judge their skills or what they have to teach you, you’re limiting your own development as a software developer.

7. Test all your assumptions—and be ready to change them
When mentoring young developers I always emphasize that you shouldn’t prove yourself right, but to prove yourself wrong. I also encouraged them to do it with the same gusto that they try to prove themselves right.

A logical theory tends to have a means by which you could be proven wrong. If it doesn’t, it probably isn’t a very good theory. If you can’t prove it wrong, then and only then maybe try and prove it right. This is a similar idea to “believe in data,” but it’s not just about the data but the means in which you use it.

This article was originally posted by InfoWorld

Looking for an IT job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Industry News
  
Lerato Mashego8/8/2017 7:45 AM0 
Network Recruitment, specialist recruitment agency, specialist recruiter
The benefits of having a specialist recruitment agency in your corner

dishonesty.jpgThe current job market has recently made professionals desperate to find employment. In the hopes of getting a specialist recruitment agency's attention, job seekers are going to extreme lengths to find employment by tampering with their qualifications and payslips.

According to Network Finance Team Leader Michelle Calvert, their efforts are futile as specialist recruiters are trained to do background checks on their candidates before starting with the recruitment process. "Specialist recruitment consultants are trained to speak to their candidate's previous employers (as given to us by the candidate), and follow the necessary processes with regards to qualifications, ID, criminal and credit checks," she explains.

It is important to bear in mind that specialist recruiters cannot contact a candidate's current employer to ask how much they earn and confirm their current position without jeopardising their current role or setting off alarm bells. With that said, candidates may be surprised to know that the recruitment industry is close-knit and networking within the industry plays an important role for specialist recruiters. "Whether it be through interaction at career days, speaking with past associates, or client meetings with sometimes six or eight recruitment agencies around the table, we do discuss the challenges we all face in the market," she adds.

Telling a lie such as being in the possession of a driver's license when you aren't can raise suspicion as to what else you could be lying about. Specialist recruiters are becoming increasingly aware of incidents such as this and are obliged to divulge their findings to the candidate's potential employer. Furthermore, an alert is created in the recruitment system for all future interactions regarding candidates who engage in this type of behaviour, which ultimately puts the candidate's career search in jeopardy.

As a specialist recruitment agency, our core function is to foster enduring relationships with South Africa's foremost IT, Finance and Engineering employers.  Network Recruitment invests time and resources to better understand what their recruitment plans are for the upcoming year, what roles may become available in the future and to discuss the high calibre IT, Finance and Engineering candidates in the market.

According to Calvert, "our clients in return are open about sharing information with us about candidates they have had an encounter with (whether through other agencies or their own brand websites) and because Network Recruitment is an experienced recruitment specialist, we will do everything to minimise the employer's risk when employing their next top hire".

In this modern era where we all have access to technology and social media platforms, specialist recruiters at Network Recruitment will ensure that your organisation's next hire has not misrepresented themselves as we are constantly growing our personal and business networks and perform thorough background checks on all candidates prior to introducing them to potential employers.

Michelle Calvert is a Team Leader at Network Finance.

Looking for an IT, Finance or, Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Opinion; Recruitment
  
Lerato Mashego8/4/2017 9:23 AM0 

Ethics.jpgResponsible business practices are becoming increasingly important in today's interconnected and data-driven world. In these webcasts, our members explain the importance of ethics in the accountancy profession and how accounting professionals play a key role in the ethical business landscape. 


Key for a fair and civilised society

 

Holding people to account

 

Regaining public trust

 


This article was originally posted by CIMA Global

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Industry News
  
Lerato Mashego7/28/2017 9:36 AM0 

Audit.jpgreport by the South African Institute of Chartered Accountants (Saica) provides an overview and analysis of the auditor reports for listed South African clients, which were early adopters of the new and revised auditor reporting and related auditing standards.

Auditor reports have changed forever with the introduction of these new and revised standards of the International Auditing and Assurance Standards Board (IAASB), which have been adopted by the Independent Regulatory Board for Auditors for use by registered auditors in South Africa. 

More transparency
“The auditor's report is more informative and transparent about the audit that has been performed. It enables a better understanding by the users of financial statements of the auditor's responsibilities, work effort and the outputs of the audit process as well as an enhanced perspective about the audited financial statements. The relevance and value of the external audit are enhanced by adding to users' confidence in the entity's financial reporting as well as the audit,” says Willie Botha, senior executive: assurance and practice at Saica.

Although the new requirements were only effective for financial periods ending on or after 15 December 2016, auditors had the option to early adopt the standards, and some have done so.

“Saica has prepared a report on the early adopters in South Africa, with a focus on entities listed on the Johannesburg Stock Exchange (JSE). The report includes an overview and analysis of the presentation and contents of the auditor reports that were issued, in the context of the key changes as required in accordance with the new and revised auditor reporting and related auditing standards,” he added.

Key audit matter
There were four early adopter audit firms in South Africa which issued auditor reports in relation to nine listed entities. The most prominent change with respect to increased transparency about the audit and enhancing the information value of the auditor’s report is the communication of key audit matter (Kam); those matters that, in the auditor’s professional judgment, were of most significance in the audit of the financial statements of the current period. A total of 30 Kam was communicated in the early adopter auditor reports concerned. 

When investors and analysts (and other users of financial statements) are provided with more entity-specific and audit-specific information, it would provide a better context for understanding the overall message of the audited financial statements and the auditor’s report. The subject of the Kam reported varied and were specific to each entity. Common Kam related to the valuation/impairment of goodwill and intangible assets, the valuation of property plant and equipment, and deferred taxation and income tax. 

“The early adopters have led the way and based on the analysis of their reports, the objectives of the IAASB in undertaking this project are well on their way to being achieved. The IAASB is planning a post-implementation review of the standards two years after the effective date (commencing in early 2019) and SAICA will continue to monitor and provide feedback regarding implementation in South Africa,” concluded Botha.

This article was originally posted by Bizcommunity

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Industry News
  
Lerato Mashego7/28/2017 9:08 AM0 

ECSA.jpgDuring a recent meeting of the International Engineering Alliance (IEA) held in Alaska, the IEA confirmed and recognised ECSA‘s standards and processes for the Washington Accord for an additional six years.

The International Engineering Alliance is an international forum/body established to advance the benchmarking of educational standards and engineering competency standards. The primary aim of the IEA is to promote the recognition of substantial equivalence in engineering qualification (accords) and to promote and support engineering practitioners’ mobility (competency agreements) across signatory jurisdictions.

“This recognition of ECSA by the International Engineering Alliance is a remarkable milestone which reaffirms that ECSA conforms to global engineering education and competences standards. It is particularly encouraging to note that this recognition further enables ECSA registered persons to gain recognition of their qualifications in other IEA signatory countries, and this is after gaining similar recognition in 2016 for the International Professional Engineers Agreement (IPEA) for recognition of our International Professional Engineers across signatories of the IPEA,”, said Sipho Madonsela, Chief Executive Officer of ECSA.

South Africa is the only country in the African continent which is a member of the International Engineering Alliance. Through ECSA, South Africa has begun an initiative to assist other African countries with their recognition to the Accords and Agreements in its role as the Secretariat of the Southern African Federation of Engineering Organizations (SAFEO). This recognition provides ECSA with an opportunity to participate and positively contribute to an international platform of the engineering community by providing advice and guidance on policies, developments and innovative solutions on issues relating to engineering and technology.

As a statutory body, ECSA has a legislative mandate to regulate the engineering profession to advance the development of the professionals in South Africa through various strategic channels, including determining the acceptable standards for education and training of engineers, the accreditation of these educational programmes at various universities, and most importantly the management of the registration standards of engineering practitioners.

ECSA is encouraged by the confirmation of its standards and processes by the International Engineering Alliance for the Washington Accord education programmesand will continue to manage the regulation of the South African engineering profession to ensure its global competence.

This article was originally posted by infrastructurene.ws.com

Looking for an Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Industry News
  
Lerato Mashego7/27/2017 3:43 PM0 
Network Recruitment, Risk Analysts,
Reasons you should consider a career in financial and operational risk management

risk management.jpgDo you like identifying problems before they occur? Do you have a passion for minimising, controlling and monitoring risk in a cost-effective manner? If this is the case, you should consider governance, risk and compliance (GRC) management, as a career. 

In this article Brendon Du Plessis, Specialist Consultant at Network Recruitment, outlines the reasons why you should consider a career in financial and operational risk management.

Risk is inevitable in every industry. To manage the impact of these risks, organisations often employ people to identify potential risks, evaluate the likelihood of the risks occurring, calculate the impact of the risks and find the best way to minimise that impact.

According to the 2017 risk report of The Institute of Risk Management, corruption, the recent water crisis, employment and unemployment, lack of leadership, fiscal crisis/credit rating downgrades and governance failure still dominate the risk profile in South Africa.  Du Plessis mentions that companies operating in South Africa need to be flexible, remain resilient and be adaptable to thrive in an ever-changing context associated with risk.  "Risk Analysts play a fundamental role as they assess potential risks, what the possible impact on the business may be, and how to mitigate these risks effectively," he explains.

In demand skill
Taking into consideration South Africa's risk landscape, the need for Risk Analysts have increased over the past few years.  Du Plessis has noticed that there is a definite increase in the demand for qualified professionals to fill these roles.  "The market is currently experiencing a skills shortage in this field as auditors tended to fill the role in this past, but organisations are now demanding specialists in the field of GRC management. Resultantly, universities have introduced new qualifications and certifications in the risk management environment, to meet the demands of the marketplace," he further elaborates.

With fraud, nepotism and collusion on the increase, our clients have identified the need to employ appropriately qualified professionals who will ensure that the organisation operates within the requirements of the regulatory framework applicable to their industry.

It's new and exciting
"GRC management is a new career path," du Plessis points out. Most organisations will need to have a GRC department in the near future. "Given that it is a relatively new field in South Africa, working in this dynamic environment will provide you with growth and development opportunities that may not necessarily be available in more established fields," he says. In addition, as risk cuts across all operational activities, your role will provide exposure to a wide range of business functions which will stand your career in good stead.  The professionals who have such qualifications or certifications quickly climb the corporate ladder, as they become specialists in their respective area.

Earn more
Since risk is a specialist skill and is in high demand, our clients are willing to offer a competitive remuneration package.  Qualified professionals in the GRC management arena have the potential to earn more than a CA (SA).  According to du Plessis, Junior Risk Analysts could earn R450 000 CTC per annum, and senior professionals could earn up to R930 000 CTC per annum.

Brendon Du Plessis is a Specialist Consultant at Network Recruitment.

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Job Search
  
Lerato Mashego7/25/2017 11:12 AM0 
IT job, specialist recruitment agency, specialist recruiter, CV, Technician, Data Analyst, Developer
Advice on how to amplify your IT job search

Luan French.jpg1.    Can you talk a little bit about your experience and expertise when it comes to dealing with IT professionals?
Having been in the IT recruitment industry for more than four years, I have realised that the industry is one that is forever changing and expanding. As a result, one needs to create quicker and more diverse solutions to existing problems. In my experience, IT professionals are vastly different from other professionals. As a specialist recruiter, I understand the pressures and stresses that they have to deal with on a daily basis and I need to ensure that I do not add extra stress while they are in the job market. The key to dealing with IT professionals is to find an effective way to communicate with them whereby both parties reach a mutual agreement that will be best suitable for both parties.

2.    What can you say are some of the obstacles IT professionals face in the industry?
The biggest obstacles that IT professionals face would be wanting to constantly develop their skills to stay relevant in an ever-changing market. I would also place dealing with customers, satisfying their career needs and speaking to their employers about setting realistic deadlines high on my list of obstacles. I say this because many IT candidates have expressed that they felt that their employers set unrealistic deadlines and expectations and they couldn't deal with the pressure of delivering on these expectations on a continuous basis. Consequently, they burn out as they are expected to work extensive hours, weekends and throughout the night to deliver as promised.

3.    How can IT professionals stand out from a competitive job market?
In order for IT professionals to stand out from this competitive job market, they need to have the following:

Good track record. They need to be with their current or previous employers for a long period of time (3 - 4 years)

The correct qualifications. IT-relevant qualifications and certifications will allow them to be confident in working with latest technologies

Willing to learn. They need to take on projects that will test their ability as an IT professional (pushing themselves out of their comfort zone)

Have the courage to fail. They shouldn't be afraid to fail as they learn and grow that way!

4.    What do you think are the common mistakes IT professionals make when they job search and how they can rectify them? 
As an Executive IT Recruitment Specialist, the first mistake would have to be the way their CV is constructed. Often it doesn't represent the candidate in a good light. It's riddled with grammatical errors which make them look unprofessional. As a result, they aren't invited for a job interview with a specialist recruitment agency or employer. Furthermore, IT is about skills. Candidates can add value to their CVs by elaborating on their duties of all their previous roles, along with a detailed skills matrix. This will give you the opportunity to explain further during their interview.

The second mistake is how they conduct themselves in the interviews. Many candidates are unprepared for interviews. They don't do their research before the interview. By conducting proper market research, this can add significant value to the applicant's interview and the company will immediately identify the value they can bring to the table. 

Lastly, is their lack of confidence and passion. I cannot stress enough how important confidence and passion is in the IT market. I have had clients informing me that the candidate they interviewed lacked motivation, passion or confidence in the interview and therefore they will not be a good fit for the company. IT professionals should always embrace the interview with a positive mindset and ensure that they are fully prepared for the interview by conducting research on the company, speaking to colleagues in the industry, using social media to gain current trends that are happening with the company.

5.    What are employers looking for in an IT candidate
My experience with employers in the IT sector is that they are mainly looking for candidates who have the following:

Passion. For many of our clients, it's not always about how much you know, but about the passion that you have for IT. A candidate who has the passion for doing the job but does not have the right skillset for the job will grow quicker than a candidate who has the right skillset but no passion for his work.

Qualifications. Employers are always more open to hire candidates that are continuously learning and upskilling themselves. It shows them that you want to stay relevant within the IT space.

Good track record. Our clients prefer candidates who have worked for an organisation for about of 3 - 4 years at a time, as they would want to see a return on their investment when employing the right candidate.

Technical Ability. Employers are looking for candidates that have a vast array of skills, as this will allow them to take on different projects in the future knowing that you will be capable of managing those projects for them. They do not have to back down from good potential business opportunities.

6.    How does one market themselves if they have an IT-related qualification but no job experience?
This is, unfortunately, the most challenging part graduates and Junior Developers face when entering the job market. The best form of advice that I can provide is to try to add as many achievements on your CV as possible. Highlight any great qualifications, academic or sport or leadership achievements and IT projects that you have performed over the years (for example, a small basic website that you created). Provide as much information about self-learning and certifications on your application in order for the client to understand that you are always open to upskill yourself.

7.    What advice would you give young IT professionals about finding the right career? 
Follow your passion! It doesn't matter whether you want to become a Technician, Data Analyst or even Developer if you are motivated to get your body out of bed every morning - then you have made the right career decision FOR YOU!

Looking for an IT job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.     

Job Search; Opinion
  
Lerato Mashego7/25/2017 8:59 AM0 
Engineering job, Mechanical Engineers, CVs, Maintenance Engineer, Project Engineer, Design Engineer,
Follow these tips to amplify your engineering job search

Zelda Botha.jpg1.    Can you talk a little bit about your experience and expertise when it comes to working with engineering professionals?
I have 10 years' Engineering recruitment experience in the mining, chemical / metallurgical, mechanical and electrical niches but mostly in the heavy industry, mining, and manufacturing niches.

2.    What can you say are some of the obstacles engineering professionals face in the industry?
One of the major obstacles we find in the industry is the effect the economy has on the engineering industry. For example, mining has had limited movement for quite some time now. And as such retrenchments are the order of the day as companies attempt to survive the economic challenges. As a result, there are constant restructuring and reduction of staff.

3.    How can Engineering professionals more specifically Mechanical Engineers stand out from a competitive job market?
For a Mechanical Engineer to stand out from a competitive job market it is important for them to highlight their achievements on their CVs.

E.g. If one is a Maintenance Engineer, he or she can highlight achievements such as reduction in downtime, increase in plant availability, exceptional results brought on by successful preventative maintenance etc. and the impact this either had on the bottom line of the company's monetary, time or increased production.

Whereas a Project Engineer can list their most successful projects. The scope and value of the project and any major achievements on those projects. And also highlight the impact it had on the company - was the project completed within budget etc.

A Design Engineer can include some work that they have done (portfolio) and highlight specific achievements and positive results e.g. designs that have been accepted, approved, and implemented that had an impact on the company

4.    What do you think are the common mistakes Mechanical Engineers make when they job search? 
We see a lot of CV's that are very brief with not a lot of duties or achievements. This puts them at a huge disadvantage, as our clients need the information in order to measure the CV against other applicants. If your CV does not stand out, you will not receive the engineering opportunity to demonstrate your skills in an interview. With job boards being flooded with thousands of CVs, it is important that you discern yourself from the rest.

5.    How can they rectify these mistakes?
They can rectify these mistakes by including all the necessary information on their CV. Professionals are still under the impression that their CV should only be one to two pages, that's a myth as it simply does not provide enough information especially if you have 10+ years' experience.

Consider including reasons for leaving and ensure that it does not only state "Career growth". Be specific on what caused you to make the career move. Ensure that your CV does not have any career gaps and your start and end dates are in chronological order. If your CV has career gaps, explain what you were doing during that time Eg. Further full-time studies etc. Be proactive in your job search. Be active on LinkedIn and other social media platforms instead of just sending your CV in response to an advert you saw. If you see an ad that you feel you will be suitable for – make direct contact with the advertiser.

6.    What are employers looking for in a Mechanical Engineer?
It depends on the discipline i.e. Maintenance, design etc. On the operational side (maintenance, plant engineers etc.) they want candidates with hands-on experience and the ability to manage the operation / division and people they are responsible for. These positions more often than not also require a GCC (Government Certificate of Competence). Design, for example, depending on seniority, our clients normally look for a BSc / BEng in Mechanical Engineering and a PrEng registration (ECSA)

7.    How does one market themselves if they have an engineering-related qualification but no job experience
It's not going to easy, however, it will be imperative that they have a CV that is as elaborative as possible. Include all your achievements in school, sports, golden key, best project etc. As a result, you discern yourself from your peers who also have a qualification but no working experience. It is extremely important to attempt to do as much vocational work as possible. Try to get work in a company during every holiday. The experience you gain there will not only increase your experience but it will also reflect well on your CV.

8.    What advice would you give young engineering professionals about finding the right career?
First, you need to have a clear goal regarding which discipline within your area of qualification you want to specialise in. If you resonate towards design, for example, find out exactly what the path would be as well as the requirements to reach the pinnacle in that area i.e. registering as a PrEng with ECSA (the guidelines are quite clear) then plan your career and next move according to that.

If you like the operational side more, do the same and try to get into an EIT program to be able to pursue your GCC for example. Most requirements we receive from employers are for specialists with a very specific non-negotiable skill set.

In closing, when you do look at advertised career opportunities, it is crucial that you read all the details of the ad. If you do not meet the minimum requirements, you will not be considered. If the client requires 5 to 8 years' experience and you only have 3 years – you will not be considered. By taking the time to be thorough in your applications and only applying for positions where you meet all the requirements, you avoid unnecessary disappointment and frustration and increase your chances of success.

Looking for an Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.    

Opinion; Job Search
  
Lerato Mashego7/21/2017 10:07 AM0 

CIMA.JPGFollowing a call for nominations and elections for the first Africa Regional Board under the Association, Badibanga Promesse, Regional Vice-President, is pleased to announce that the following people have accepted their election and appointment to the new Africa Regional Board.


Badi Promesse

South Africa

Appointed (Regional Vice President and Secretary)

Daniel Luswili

Zambia

Chairman Appointed

Swati Nathwani

Kenya

Vice Chair Appointed

Andrew Akoto

Ghana

Appointed

Babatunde Osho

Nigeria

Appointed

Dennis McCarthy

South Africa

Elected

Henry Botha

South Africa

Appointed

Jordan Chipatala

Malawi

Elected

Kimeshnee Gounden

South Africa

Appointed Student

Mumba Kalifungwa

Botswana

Elected

Sibongile Yaka

South Africa

Appointed Student


The Chairman and Vice Chairman will serve one year terms in such capacities with the Vice Chairman ascending to become the Chair. The members of the Regional Boards can serve a maximum of three consecutive one year terms to provide continuity while also creating additional opportunities for a large and diverse stakeholder group to serve.

The Regional Boards serve as a key conduit between the customers and stakeholders in the regions and the Association and CGMA Board of Directors. They serve as the 'eyes and ears' of the profession from their individual and (geographical) representative perspective in:

  • identifying key macro and micro trends in the local marketplaces impacting the customers and stakeholders
  • understanding emerging issues with supply and demand of students and members, employers, universities and tuition providers
  • understanding the demand and potential value proposition of products and offerings along the entire value chain continuum
  • representing, engaging, presenting and advocating for the CGMA designation within the CIMA and AICPA membership bodies and the Association with members, customers and potential members and potential customers
  • providing perspective into the development of the Association's and management accounting professional unit's three-year strategic plan.
'I look forward to some exciting time under the Association and cannot wait to get things in motion and provide excellent services to our members and students in Africa; says Badibanga Promesse, Regional Vice President, Africa.  

​​Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  
Industry News
  
Lerato Mashego7/20/2017 12:41 PM0 
job offer, Network Recruitment, specialist recruiters, IT job, Finance job, Engineering job, job seeker, finance candidates
While salary is important when considering a job offer, employee benefits are equally important.

higher vs benefits.jpgWhen faced with a job offer most professionals are inclined to accept the job, which offers a higher salary than their current net salary. They may argue that money is the only deciding factor whether you accept a job offer. However, the employee benefits offered by a company should never be overlooked as they provide important sources of passive income as well.

Although employee benefits may reduce your nett salary, they have long-term value for professionals. Employee benefits assist employees to fund important expenditure such as retirement, life and disability cover and medical aid.

While benefits and remuneration are both equally important, Network Recruitment's specialist recruiters all agree that it depends on the candidates' preference. To determine which is more important to you, first establish why you want to leave your current employer then ensure that your new employer can meet your needs on a professional and personal level.

In addition, job seekers should always consider what is most important to their lifestyle. Given the current economic circumstances, the benefits that one receives from your employer could help you tremendously in the long-run. Medical aid and pension fund contributions are savings plans for that "rainy day" which might feel like a pinch in the pocket right now, but helps in future when it is really needed.

It makes sense for job seekers to want employee benefits because of the long-term rewards. However, we have noticed that many of employees prefer a higher net salary and have their own savings plans or Retirement Annuities (RA).

If you are good at saving on your own and prefer to choose whom you save with and what level of medical care you require then the best option would be to opt for a higher net salary and less employee benefits. Take into account that most conglomerates do not give you an option unless one can prove that you already have such policies in place.

Based on Network Recruitment's research, many of our finance candidates prefer not to have medical aid or pension included as part of their salary package as they want to choose their own medical aid and be able to manage their own investments or RAs.

Whether you choose a job offer with a higher salary or one that has more benefits, the choice is ultimately yours. However, if you chose the latter and your net salary is lower than your current net salary, keep in mind the long-term rewards of the benefits.

Looking for an IT job, Finance job or, Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Remuneration
  
Lerato Mashego7/18/2017 9:43 AM0 
specialist recruitment agency, Network Recruitment, career opportunity, Java Developer job, Artisan job, Cost Accountant job, specialist recruitment company, specialist recruiters
Recruitment made by easy. Let a specialist recruitment company help you.

specialist recruiter company.jpgWhile regular recruitment companies may fill roles in every business sector, specialist recruitment agencies concentrate on a specific industry and niche. Specialist recruitment agencies provide services and other benefits that organisations may not be aware of.

In this blog, Network Recruitment will outline why organisations should consider seeking help from specialist recruiters who have industry specific experience.

They save your organisation time
Organisations that are looking to hire may not necessarily find the time to facilitate an effective hiring process to get the ideal candidate. This is especially true in highly specialised industries such as IT, Finance and Engineering.  For example, if an organisation posts a career opportunity online or via other media platforms, only a fraction of the applicants would embody the complete package of education, skills and experience required.  Most organisations don't have the time to vet all the applicants.

Specialist recruiters, on the other hand, are trained to critically review a career opportunity, vet a candidate's resume and immediately recognise whether they have the right skills for the company.  Only suitable candidates will be processed for consideration, thus saving your organisation time and ensuring a hassle-free recruitment process.

They reduce hiring mistakes
Not only do specialist recruiters understand the industry jargon associated with an industry, they know how it works and which particular skills can benefit your organisation. They possess technical knowledge that allows them to ask relevant questions to ensure that the candidates are competent and capable of fulfilling the required roles. They will find Java Developers, Artisans or Cost Accountants who are experienced, have the right skills and who are going to fit well into your company culture.

They have high calibre candidates
Specialist recruiters have a database of highly skilled candidates that could take organisations years to build. As a result, they can provide organisations with high calibre candidates that have outstanding achievements and strong work experience. Furthermore, specialist recruiters constantly interact with potential candidates in the marketplace through social media platforms, seminars and conferences, ensuring that they continuously grow and develop their networks in niche areas.

They have industry knowledge
In addition to saving your organisation time, reducing hiring mistakes and having access to high calibre candidates, specialist recruiters have sound niche market knowledge. They are in a position to advise organisations about the current state of their niche market and current talent pool. In addition, specialist recruiters are able to advise on what the market-related salary is for specific career opportunities.

Although an organisation will be required to pay a recruitment fee, making the wrong hiring decision is more expensive than making the right one. Working with a specialist recruitment agency should be viewed as an investment. Specialist recruitment companies can add value to your organisation's hiring process especially when you need to fill a specialised contracting or permanent position.

Looking for an IT job, Finance job or, Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Recruitment; Remuneration
  
Lerato Mashego7/14/2017 10:10 AM0 

building and construction.JPGCompanies in the construction industry should be able to make a decent return for shareholders, provided they position themselves correctly on product quality, price and service delivery, says Andries van Heerden, CEO of listed aggregate supplier Afrimat.

Investors in listed contractors in the building and construction industry have however seen the value of their shares drastically reduced over the last few years as companies battle to recover from the effect of problematic contracts and the collusion scandal that still haunts them. Afrimat and well-known economist Dr Roelof Botha joined forces to develop the Afrimat Construction Index (ACI), which measures activity in the sector.

The ACI is calculated from nine different constituent indicators: the volume of building materials produced; the sales value of building materials; the value of buildings completed within larger municipalities; the value of building plans passed by larger municipalities; the FNB/BER building confidence index; the FNB/BER civil construction index; retail trade sales of hardware, paint and glass; formal employment in construction; and the value added by the construction sector.

In the fourth quarter of last year the ACI was at a two-year high and since the third quarter of 2010 it has expanded by 22.7%, more than double the growth rate of the economy as a whole (in real terms), says Botha.

SA Reserve Bank data that shows substantial growth in investment in construction works over the last five years supports this, says Medium-Term Forecasting Associates Dr Johan Snyman.
Screen-Shot-2017-07-10-at-1.19.58-PM-555x388.png

Over the last five years, the share prices of only two of the big seven contractors improved, namely WBHO (+9.12%) and specialist road builder Raubex (+77.24%). On the other hand, Murray & Roberts saw a drop of 45.86%, Aveng 83.98%, Group Five 19.91%, Basil Read 92.23% and Stefanutti Stocks 73.96%.

Profitability was generally under pressure.

HEPS of construction companies over the last 5 years
construction.png

Source: Bloomberg

The listed construction sector has had a lot to cope with over the last few years. Most notably was the R1.5 billion total penalty for collusion, agreed upon with the Competition Commission in 2013. As whistleblower Group Five was spared the penalties, but shared equally in the damage to the industry reputation.

The industry was branded corrupt and untransformed and subsequently battled to get government contracts.

In October last year, a further agreement was signed between the seven companies and government, which would settle possible civil claims from public sector clients for the collusion and address transformation.

It required an additional R1.5 billion financial contribution as well as huge transformation commitments by either selling an equity stake or assisting smaller contractor development.

By February, the seven companies had in aggregate paid R117 million in terms of the agreement. The next payment is due this month. Murray & Roberts has sold 100% of its construction and engineering business and Aveng sold 51% of Grinaker-LTA to black investors. Both exceeded the required 40% equity transfer.

WBHO, Raubex and Stefanutti Stocks have opted for the development of emerging contractors to enable them to sustain cumulative combined annual revenue equal to at least 25% of each of the mentor companies’ annual revenue by 2023. 

Group Five, which is currently embroiled in a boardroom battle after the departure of former CEO Eric Vemer, sparked a flood of leadership resignations and Basil Read was still weighing its options.

Read Group Five shareholder intervenes

Against this background, the structure of the market has seemingly changed. Afrimat’s

Van Heerden says there has been movement away from large contractors to smaller players. This he attributes to government policy to package contracts into smaller units and support small to medium companies, rather than the big players.

The names of the big listed contractors have in fact dropped off Afrimat’s list of top 20 clients, says Van Heerden.

Snyman agrees that it is due to the movement of government policy towards packaging projects in smaller units. He says listed contractors have high overheads and battle to compete in the current market.

The latest State of the Industry report by the South African Forum of Civil Engineering Contractors (SAFCEC) shows grade 9 projects contributed only 2% of tender activity in the first quarter of 2017.

The MD of a second-tier construction company who did not want to be named said this might be the result of several factors, including the damage to industry reputation in the wake of the collusion scandal and pressure from government’s constituency to gain entry into the industry.

He says that currently, companies are required to sub-contract large portions of big contracts. This facilitates fronting and builds in layers of inefficiency.

He is of the opinion that Murray & Roberts did the right thing to exit the local industry. “They sold a relatively small portion of the business and got rid of a lot of their headaches with one move.”

Allan Gray portfolio manager Leonard Krüger, says some listed construction companies suffer from legacy contracts. “Project execution is below average and risk is too high,” he says.

He agrees that the listed sector battles to compete due to high corporate costs, which companies try to address through restructuring. To compete in future these companies will need a strong empowerment component. The unlisted sector is highly empowered and this has become imperative to be sustainable, he says.

Krüger says the order books of listed companies are not all that bad, but Snyman says as big government projects like Medupi and Kusile near completion, times may only get tougher.

Van Heerden says companies like WBHO and Raubex are able to look at the environment strategically and adapt to changing conditions.

He says the empowerment drive might be a blessing in disguise for the listed sector. To be successful in future, transformation will be a prerequisite to maintaining relationships, but companies will also have to change the way they do business to suit the needs of the current market.

This article was originally posted by Business Tech

Looking for an Engineering job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.   

Industry News
  
Lerato Mashego7/14/2017 9:21 AM0 

Black chartered accountants in the Eastern Cape were celebrated at the weekend at a glitzy black tie event held as part of the first Afrikalture Series Excellence Dinner, which encouraged dialogue about challenges and developments in the sector.

Gurus in the industry, including South Africa’s first black chartered accountant (CA), Professor Wiseman Nkuhlu, former auditor-general and now South African Institute of Chartered Accountants CEO Terence Nombembe, and partner at Price- waterhouseCoopers Asanda Myataza, were among the panelists who engaged in discussions facilitated by political journalist Vuyo Mvoko.

The inaugural event in East London was attended by about 200 professionals from around the country, in government and the private sector, as well as aspiring CAs from the province.

Transformation in the sector, good governance as a factor in investment, growth and development, business excellence and entrepreneurship, and the role of CAs in the public service, were among the key topics.

Nkuhlu, 73, a former economic advisor to former President Thabo Mbeki, said although it had been almost 50 years since derogatory myths about black people and their numeric intellect had been successfully challenged, there were still many barriers to be broken.

“For many years it was believed that black people in various professional sectors did not qualify, because they did not have the intellect, because you could not be black and numeric,” said Nkuhlu.

“However, those are the battles we have overcome, but the battle is not over as different challenges still emerge. The task of combating colonialism is not yet over. More than 20 years into our democracy, and 98% of our programmes still rely on donor funding, which reflects that we are not yet standing on our own.”

Cala-born Nkuhlu also reflected on the country’s current economic situation, and urged the professionals to work collectively to save the country “from the unfortunate current situation”.

“We are all disappointed with the recent downgrades and the corruption that has engulfed the country. We need to be deliberate and play a role that will get us out of this situation, and this series is a good start. The platform given by the conversation series could not have come at a better time because of the rampant corruption, maladministration and poor service delivery which has inundated South Africa,” he said.

“There is still a lot of work that needs to be done because poor financial management at local government level, in particular, is crippling our poor communities.”

Director of GME Multimedia and event coordinator Gugu Mbuku said the aim of the dinner was to create a platform for pioneers in the chartered accounting field to have an impact on younger people in the sector. “We are still pushing for transformation that will speak to more women joining the sector, and having them at managerial positions, and to have an everlasting effect on the younger generation, so they can get the right tools.”

Advancement of Black Charted Accountants in Southern Africa took the opportunity to praise 26 recently qualified CAs in the province. Although most of them were women, a need for more women in the sector was emphasised, as only 40% of the 128 chartered accountants in the province are women.

This article was originally posted by Dispatch Live

Looking for a Finance job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.  

Industry News
  
Lerato Mashego7/14/2017 8:55 AM0 

Software Developer.jpgSoftware development is once again at the top of CareerJunction’s “most wanted skills” list, with many vacancies listed for Java, C#, and .NET developers.

Developers have been in high demand over the past year, as companies shift their focus to software-based systems or applications to compete effectively.

While CareerJunction lists Java, C#, and .NET developers as having good employment prospects, more niche programming languages are also in high demand.

Philip Joubert, co-founder at OfferZen – which specialises in matching developers with companies – said there are significant skills shortages for languages like Ruby, Go, and Scala.

“We’ve also seen that companies are struggling to find front-end developers. Front-end development has become a much more important aspect of software development in the past few years,” said Joubert.

“Frameworks like React and Angular allow you to build interfaces which weren’t possible before, and companies are eager to find developers who can do that. The shortage is probably also linked to the fact that most universities and colleges focus on back-end technologies.”

Data science

Joubert added that the demand for data scientists is also “huge”, especially when it comes to developers with experience in machine learning.

“Compared to other professional domains, software development has always been more meritocratic, but we’re seeing that happen even more,” said Joubert.

“Due to the shortage of developers, even more companies are being forced to be more open-minded about self-taught developers.”

Joubert said the massive demand for software developers is set to continue in the coming years, and may increase as universities and colleges “simply aren’t producing enough developers each year”.

This article was originally posted by MyBroadbrand

Looking for an IT job? Contact Network Recruitment, for all your specialist recruitment needs. Click here to APPLY.    

Industry News
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