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Top 10 Workplace Trends for 2015

Posted By APSO, 29 April 2015
Updated: 24 April 2015

Top 10 Workplace Trends for 2015


Author: Natalie Singer, Talent 3sixty

 

Each year Dan Schawbel, American author and management consultant, writes up his top 10 workplace trends for publication via Forbes.com and this year I have taken his predictions and applied them to the South African context.

Although South Africa definitely needs to be considered part of the global village, our socio-economic situation does make things different for us than for an advanced economy like the US.

Schawbel’s highest level trends include the skills gap, workers dropping out of the corporate system, use of automation, outsourcing and then pressure for companies to become leaner. I would concur that these are among SA’s greatest trends too.

There may be many challenges facing the workplace in 2015 but equally opportunity abounds for organisations willing to invest in understanding the changes and making adjustments as required.

 

Trend 1:  Companies hiring youngsters

Globally organisations are realising that in order to win (or rather build) the best talent they are having to engage them sooner than traditionally expected. In the US and Europe many multi-national companies are recruiting interns straight out of high school in a bid to address the skills gap that exists, particularly in the areas of science, mathematics and technology.

Whilst I believe that South African employees will, at least for the time being, still recruit at graduate level, the incentives provided by the Youth Employment Scheme and others are making the option of employing (and investing in) youngsters more attractive.

Trend 2: Millennials are taking up leadership roles

Increasing some of the youngest members of the workforce are taking up leadership roles. A recent survey by CareerBuilder, the largest global job board, found that 38% of the workforce is already managed by millennials and that is already causing problems including a sense of arrogance and favouritism towards others of their generation. The main problem it seems is that these youngsters have been promoted early, having not gained sufficient work (and life) experience nor appropriate management training.

Certain industries in South Africa may find this trend more apparent, such as IT, where the younger generation’s ability to adapt to rapidly changing technology is seeing them jump the corporate ladder at warp speed.

Trend 3: Honesty becomes a revered leadership trait

A recent global study found that more than half of Generation Y and their younger siblings, Generation Z, state that honesty is the most important quality for being a good leader. Social media may account for this as organisations and the individuals within them are pushed to become more transparent and to share their activities on a daily basis.

Whilst there may be some questions about leadership within the Government and public sector in SA, the private sector is being shoved towards greater transparency daily. Leaders will no longer just have to be good at inspiring and educating their employees, they will now need to instil trust though honesty.

Trend 4: The skills gap continues to widen

Ask any HR practitioner or business leader and they’ll tell you that skills shortages or mismatches are their biggest challenge. Despite a lot of talk about this, the gap seems to be widening rather than closing. Globally the education systems fails to keep up with needs of the current workplace.

In South Africa the education crisis is reaching epic proportions as FET colleges continue to produce abysmal throughput rates of just 9% and tens of thousands of graduates remain unemployed years after they’ve qualified. Until business and the education fraternity are able to sit down and co-create a curriculum that meets the needs of the market, the sad paradox of unfilled jobs and drastic unemployment will continue.

Trend 5: The continuous job search picks up

Technology has enabled individuals to easily find new jobs and to allow recruiters to identify, approach and “steal” talent in numbers. As a result employees are undergoing continuous job search and never really settle. Companies who wish to increase their retention rates need to focus on creating a superior work culture where employees make friends, are consistently engaged and get perks that appeal.

The average job tenure in South Africa is not quite two years, with younger generations “hopping” regularly. It seems that this trend is not likely to be reversed and so employers – and recruiters – need to adjust their perceptions and to find advantages to the myriad of jobs, environments and experiences that these individuals have been exposed to and what advantages these provide to their next employer.

Trend 6: Mobile hiring and the mobile job search explosion

Mobile access to the Internet and in particular job search functionality is increasing globally. According to Schawbel, 83% of jobseekers in the US use their smartphones to search for opportunities and yet just 20% of Fortune 500 companies have a mobile friendly career site.

In South Africa, just as it is across the continent, the vast majority of individuals access the Internet via their mobile. It is therefore no longer optional for an organisation, especially recruitment companies, to have a mobi-friendly website and ideally a mobile app.

Trend 7: Social media posts used to attract and retain talent

Employer brand is ever more critical in attracting and retaining top talent. A snazzy website and carefully constructed employer marketing material are no longer sufficient. Interested individuals wish to see into the culture of the company and social media provides a great platform to share work culture related posts and leveraging current employees to promote the brand.

People want to work for interesting companies and when they see their social media posts they get a better sense of what the organisation is all about. Platforms such as Glassdoor, although relatively new to South Africa, give a glimpse into the true state of affairs within an organisation, ensuring a balanced perspective of employer brand.

Trend 8: Succession planning becomes a top priority

Loss of skill and experience is always difficult and as the workforce ages and more Boomers are set to retire, many organisations are facing a serious challenge: how do they ensure effective succession? Luckily more than 60% of older workers surveyed in the US indicated that they are not ready to retire entirely, requiring an opportunity to continue to earn into their “retirement”.

South Africa too faces a threat of too many skilled individuals retiring at the same time. Unfortunately too few organisations have amended their antiquated retirement policies, expecting 60-year-olds to pack up and go – with more than 20 years retirement facing them. Opportunities to remain employed, via contract or third parties, exist and will continue to be utilised by individuals who’re not ready to retire and their organisations who simply cannot afford to let them go.

Trend 9: Woman continue to seize power positions in the workplace

Pay gaps continue to exist across the world with woman earning as little as 75% of their male counterparts. Whilst research indicates that this gap is narrowing, woman in the workplace continue to hit glass ceilings although advances are happening to improve the representation, especially at senior levels.

South Africa’s constitution has always promoted equal treatment and in this regard SA must rank amongst the best in terms of female representation in the workplace and at senior levels of management. In 2015 more woman were enrolled at universities across the country and this bodes well for increasing the pool of skilled, experienced and ambitious young women in the workplace.

Trend 10: More people stepping out of traditional career paths

Every year an increasing number of individuals become freelancers, either through choice or out of necessity. Companies are opting to hire more contingent workers as they attempt to keep their organisations lean and mean, employing skill on a project, rather than permanent, basis. Technology makes accessing the world of work from wherever easier by the day, encouraging the growth of freelancers.

Although South Africa is grappling with the concept of flexibility and organisations will now have to manage increasing complexity of regulation, South Africa will not lag behind the global trend. Research conducted by Boston Consulting Group in 2011 clearly indicates that global competitiveness requires organisations to have 30% flexibility in their workforce.

How is your company adapting to the trends?

 

Tags:  APSO  apsogram  equal treatment  honesty  job search  Leadership  millenials  mobile hiring  mobile job search  skills gap  social media  succession planning  talent retention  traditional career paths  youth 

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Five Major Reasons Employees Choose to Stay

Posted By APSO, 23 April 2015

Five Major Reasons Employees Choose to Stay http://images.net-temps.com/ima/site/clear.gif

About the Author: Bruce Katcher, PhD is President of Discovery Surveys, Inc. His firm conducts customized employee opinion and customer satisfaction surveys.

 

1 out 3 employees are seriously thinking about leaving their job.

I recently consulted to an international management consulting firm. The partners hire only the best and brightest. They pay their employees well and offer challenging work assignments.

However, they work their employees very hard, monitor their time closely, and demand that they excel at everything they do. The firm is known for its unwritten rule of "up or out." If you aren't a superior candidate for promotion, you're asked to leave. Needless to say, it is an extremely high pressure environment.

The problem is that many of their "keepers," (i.e., those they want to stay with the organisation) are voluntarily deciding to leave. The long hours and near impossibility of living a normal life outside of work are just too much of a sacrifice.

 

THE PROBLEM

This is a problem for many organisations. Turnover, especially of good young employees, is extremely expensive. It often takes a year or two for new employees to learn the ropes. Losing a valuable employee represents a wasted investment of time and energy.

WHAT TO DO

There are many ways to keep good employees.

We recently conducted a statistical analysis of the Discovery Surveys' normative database to identify the issues that correlate most highly with the intentions of employees to stay with their organization. In analysing the responses from more than 50,000 employees from all types of organisations, the following five factors emerged as the best predictors of whether people will stay with their organizations.

  • Enjoyment of the Actual Work

Those employees who enjoy their work activities and feel a sense of personal accomplishment are most likely to stay.

  • Communication With Supervisors

Employees want to feel respected and encouraged by their supervisors. Those most likely to stay receive ongoing performance feedback from their supervisors throughout the year, not just annually. Those most likely to stay also believe that their supervisors encourage them to make suggestions.

  • Provide High Quality Products and Services to Customers

Employees want to be part of a culture in which people really care about doing good work. They are more likely to stay if they believe their organisation is operating efficiently, is committed to providing high quality products and services, and makes it easy for their customers to do business with them.

  • Pride in the Work of the Organisation

Employees want to feel they are contributing to a cause that is important. Those who are proud of their organisation and believe their work contributes to the organisation's objectives are more likely to stay.

  • Optimism About the Future

Those who intend to stay with their organisations believe that management is doing a good job of planning for the future. They also believe that they personally have a good future with the organisation.

CONCLUSION

You don't have to run your company like a country club in order to keep good employees. You do, however, need to provide them with five things: a sense of personal accomplishment, good one-on-one communication from supervisors, a commitment to quality, a sense of pride, and confidence in the future.

Tags:  APSO  apsogram  communication  employee retention  enjoyment  products 

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Creating Action Plans that Work

Posted By APSO, 15 December 2014
Updated: 04 December 2014

In recruitment activity equals results. Contingency based recruitment means that if you’re not careful you can be VERY busy but end up losing money as you chase down “placements”’ that have no chance of actually coming off. Having clear action plans are critical to focusing your efforts and working towards measurable results.



Step 1: Know where you want to be

All great leaders understand that if you don’t know where you’re going you could end up anywhere. Do you have a clear focus of what kind of recruitment you want to practice? The kind of clients and candidates you want to service? If not, now is the time to reassess and make some clear decisions.

Step 2: Be specific

Not only must your goal be specific, but you must also create a specific intention as well as very specific tasks or steps that will move you toward the completion of that goal. Assess the activities and actions that you need to perform in order to move towards your overall goals.

Step 3: Create measurable milestones

Once you have a clear picture of what you’re out to accomplish, as well as the targets you will need to hit throughout the specific period you’re measuring, the next step is to create measurable milestones. Of course ultimately placements are the key measure of success for recruiters but set up some interim milestones, such as CVs out to clients, interviews set up, etc, to track your progress.

Step 4: Make a list

Create a list and accompanying timeline of specific action items or tasks to complete in order to hit those milestones. Lists are great ways of keeping on track as well as visually reminding yourself of what needs to be done and/or how far you are in the process.


Step 5: Break large tasks into smaller, more manageable chunks. 

Some tasks or milestones may seem more daunting to achieve than others. That’s when it makes sense to break larger tasks down into sub-tasks or steps. For example, “source scarce skills” might be broken down into several sub-tasks, such as, scope task, search LinkedIn, contact network, etc.

Step 6: Assign deadlines

Without specific time frames and deadlines, work will definitely expand to fill the time allotted, and certain tasks may never get completed. An effective “To Do List” has clear timeframes that enable prioritisation and planning.

Step 7: Visualise your Goal

Once you’ve created your action items and set a specific timeline, the next step is to create some type of visual representation of your plan. You might use a flowchart, a Gantt chart, a spreadsheet, or some other type of business tool to accomplish this. This is particularly useful for individuals who better interpret and comprehend information in visual format.

Step 8: Acknowledge your accomplishments

Large tasks can be intimidating and overwhelming. Keep your positivity by acknowledging and recording your accomplishments. Why not utilise a highlighter when “crossing off” tasks on your To Do List that have been completed. Rather than the negative association with a strong black line, the use of coloured highlights helps to positively reinforce the items on the list that are finalised.

Step 9:  Work your plan and don’t stop until it’s complete. 

Once your plan is established take daily action and follow up with any other responsible parties to ensure that everyone is doing their part towards the overall goal. If you’re the only one responsible, set aside time at the beginning and end of each day to review your list and assess whether you’ve achieved the goals you’d hoped.

Step 10: Change the date if you must, but never give up on the goal. 

Occasionally, circumstances or unforeseen events can arise that throw a wrench in your ability to meet deadlines, complete tasks and achieve your goal.  This is especially true in recruitment when your ultimate goal – making placements – is dependent on the actions of at least two other people, the client and the candidate. If this happens, do not get discouraged – revise your plan and continue working to meet targets and move forward.

Tags:  action plans  apso  apsogram  deadlines  decision making  goals  results 

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8 Traits of Successful People

Posted By APSO, 10 December 2014
Updated: 04 December 2014

 

Ten years of research and 500 face-to-face-interviews led Richard St. John, a globe-trotting marathon runner turned motivational speaker, to a collection of eight common traits in successful leaders around the world.

He interviewed individuals from a broad range of backgrounds, businessmen, sports stars, Hollywood greats, Nobel prize winners, academics and others, including Ben Cohen of Ben & Jerry’s, Bill Gates, James Cameron, Matt Groening and even Dan Ackroyd. The list of successful, influential people he interviewed goes on and on.



After analyzing everything he’d learned, he settled on these eight common traits:

1.       Passion. Love what you do.

2.       Work. Really hard.

3.       Focus. On one thing, not everything.

4.       Push. And keep on pushing yourself.

5.       Ideas. Come up with good ones.

6.       Improve. Keep improving yourself and what you do.

7.       Serve. Serve others something of value.

8.       Persist. Because there is no overnight success.

Whilst there are many technical skills that will be needed to drive your career forward, without exception every successful person Richard interviewed believed that without the “8 to be great” traits above, they would never have reached their goals. 

Tags:  APSO  apsogram  focus  ideas  passion  persistence  success 

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Boost creativity: Encourage outside-the-box thinking

Posted By APSO, 09 October 2014
Updated: 18 September 2014

Boost creativity: Encourage outside-the-box thinking

The recruitment industry is tough and getting tougher by the day. It’s time to brainstorm and get your thinking cap on. Boost creativity in your business and invest in an afternoon of random thoughts (remember, nothing is too wacky and most of the best ideas start as completely manic!) and open discussion in an attempt to re-invent your business, your services and your value.




Before you can get down to creative thinking, make sure that you eliminate these creativity hurdles:

  •  Heavy workloads
  •  Tight deadlines
  •  Red-tape (business processes)
  •  Managers/Clients who are closed to new ideas
  •  Limited budgets

Provide an environment that encourages entrepreneurial thinking and “different think”. Whilst you don’t have to accept (or implement) every idea that is presented, make sure that you listen to the idea, ask questions and actively consider it to see if it could make a positive difference.

Consider “time to market” in your planning. Rather implement a good idea quickly and see if it works. If it doesn’t, pull it quick and lose nothing. Waiting to see if someone else tries it will only defer your potential advantage but also ensure that you’re always seen as a follower not a trailblazer.

Opportunities for differentiation

Recruitment is recruitment....or is it? The labour market is the same for everyone – same access to clients, candidates and technology. So? How do you differentiate yourself in an otherwise crowded marketplace? Consider...

  •   Different fee models – shift from contingency and traditional % on remuneration
  •   Unbundling your services – think a la carte menu, not one price all you can eat buffet
  •   Partnering with specialists in aligned services, such as HR, psychometrics etc.
  •   Expertise due to specialisation
  •   Individual, not company, focused services, such as payroll management

Employee engagement increases when individuals are asked to participate in discussions and feel that their opinions, input and suggestions are seriously considered. In addition to the potential of creating an entirely new way of marketing, service or product line or candidate attraction programme, a brainstorming idea will also lead to more engaged employees and a happier and more productive workplace.

 

 

Tags:  APSO  apsogram  budget  creativity  deadlines  innovation  thinking 

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9 Time Management Tips for Recruiters

Posted By APSO, 02 October 2014
Updated: 18 September 2014

9 Time Management Tips for Recruiters

 

Author: Gary Stauble is the Principal Consultant for The Recruiting Lab, a Coaching Company that assists Firm Owners and Solo Recruiters in generating more profit in less time. Visit his site for additional resources, www.therecruitinglab.com.

  • Practice Single Tasking:

Batch your activities into segments such as marketing calls, recruiting calls etc. Do one type of activity at a time. This type of organised execution is a hallmark of high production.

Is it easy? Not at first. But, if you train yourself to do nothing but execute one type of call (marketing, recruiting etc.) during a calling hour, you’ll get out many more calls each day.

  • Do not take incoming calls during a calling segment:

This takes discipline but will produce big results for you. Return calls after you finish each calling segment and after your planning session at 5pm. Exceptions would be for placement-sensitive issues only.

  • Ask yourself, "What’s the fastest way to a send out?" In real estate, there are three things you must keep in mind when buying a home: location, location, location.

In recruiting, there are three things that lead to placements: send outs, send outs, and send outs.

Send outs (your candidate interviewed by your client) are more important than search assignments. An average send out to placement ratio is 1 out of 7. So if you just focused on getting 15 send outs per month, with a 1 out of 7 ratio, you’d be making 2 placements per month. With an average fee size of R25 000, you’d be over R175 000 in production.

  • Do a little bit of each part of the business each day:

If you do some marketing, some recruiting, some sourcing, some closing each day, you’ll even out your production and sleep better at night. I heard this idea from Peter Leffkowitz when I started out as a recruiter and it’s made a huge impact in my ability to avoid the peaks and valleys of production.

  • Do the closest activity to a placement first:

What could be simpler than this? When planning your day simply prioritise what’s closest to revenue. Usually the money oriented tasks involve these things: scheduling send outs, debriefing with clients or candidates after an interview, reference checks, closing issues etc.

These tasks are the first thing you should do each day and take priority over any other task regardless of what you’ve got down on your planner. Top producers have a laser-like focus on what leads to revenue.


  • Plan each activity segment the night before:

You’ve heard this before but are you really doing it each day? I recommend planning for a full hour each day from 4-5pm. Hold all calls during your planning time.

  • Execute marketing calls each day:

I suggest making between 5-25 calls each day. The amount you make depends on how close you are to "full capacity".

Full capacity for most contingency people is 5-10 "A" level contingency searches. For retained or engaged assignments, usually 3-4 search assignments would be determined as full capacity.

Think of your marketing calls the way you think of brushing your teeth; not the most exciting part of your day but it definitely pays off in the end and is a good thing to do early in the day.

  • Print your plan:

Have a physical plan in front of you so you can cross things off. For most people, this will increase your investment in finishing your plan for the day as we are generally visual people and can execute what we “see” we need to do.

  • Create a daily template for what time you will do each activity:

You must have a set schedule template in order to plan. See my example below:

An example of a daily schedule:

08:30-09:30 AM- Priority calls (prep/ debrief/ references/ offers etc.)    

09:30-11:00 AM- Marketing calls               

11:00-12:00 PM- Interview candidates   

12:00-01:00 PM- Lunch

01:00-01:30 PM- Sourcing/ Name Gathering       

01:30-04:00 PM- Recruiting        

04:00-05:00 PM- Planning

 


Tags:  APSO  apsogram  tasks  templates  time management 

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Give LIFE to your social media content with images

Posted By APSO, 25 September 2014
Updated: 18 September 2014

Give LIFE to your social media content with images

 

About the Author: Daniela Bascelli is the Digital Marketing Specialist & Founder of Onyx Digital. Follow her on Twitter @danielabascelli and follow the Onyx Digital Team on @OnyxDigitalTeam.  Website: www.onyxdigital.co.za

 

It is the creative and innovative content that gets noticed online and gets people talking.




 

Brands need to do much more than just put a simple social media update together. They need to be extraordinary to notice extraordinary results! Competition is stiff and ways and means to create the right type of attention has become more challenging. Content needs to be magnetic to attract engagement.

 

Brands as a whole need to understand the essence of visually compelling images and for smaller businesses, if the thought of hiring a graphic designer for your social media seems way out of your budget, then perhaps it’s time for you to look at simpler, yet still quality, alternatives.

 

This means you need to be ultra-creative and innovative. You need a collection of high resolution quality images (that communicate your messages) and that (engage with your audience), that can be easily accessed and used as key content pieces in your social media content.

 

Where should you begin?

 

Browse various stock photo websites, look at the quality and type of images they offer, the purchase process and cost, and most important what works with your personal requirements. Familiarise yourself with the websites license terms so you understand how to use their images, legally.

 

Lastly, please REMEMBER, for the successful process of getting these images onto your system, you need to allocate resource to take the time to source, collect and finally download the images.

 

Ensure you understand the download requirements of what you pay for and work it into your daily work schedule so that you never forfeit images that have mistakenly not been downloaded in the allocated access time period.

 

There are really great options out there and nothing is stopping you from creating the WOW factor. 

 

Some of the websites links you can browse to obtain good quality images are the following:

 

www.shutterstock.com

www.istockphoto.com

www.depositphotos.com

www.dreamstime.com

www.stockphoto.com

www.gettyimages.com

www.fotolia.com

 

Always download images that are large because the resolution will be best and because you can use large images for other content pieces over and above social media.

 

Enjoy getting creative and having fun!

 

Tags:  APSO  apsogram  content  images  social media 

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Attract Better Candidates

Posted By APSO, 18 September 2014

Attract Better Candidates

According to Careerbuilder.com, 77% of all candidates are open to new opportunities...providing these are presented well by recruiters. Their survey also showed that on average, candidates are using 16 different platforms to source jobs, working with recruiters, applying directly and networking to secure career development opportunities.


In a highly competitive marketplace how does your brand fair against those of your competitor recruiters and clients? Why would a candidate choose to work with you?





Be easy to do business with


How complex/tiresome is your application process? If it takes more than five minutes or a handful of fields to complete you’re at risk of losing their interest. This is particularly true of candidates you’ve headhunted and who may feel frustrated by administrative hoops you expect them to jump through.

Give candidates options to connect with you. Provide multiple channels of communication including telephone. Many skilled/senior candidates would like the chance to talk to you about the opportunity before deciding whether to apply. Consider who you might be missing if you insist on cumbersome application processes.

Think WIIFM

When creating a job advert or approaching someone via social media, think how your approach may be perceived by the candidate. What’s In It For Them?

What information would entice you to consider the job? Go beyond the duties and KPI. In most skilled occupations the daily tasks are the same, irrespective of where you work. The attraction to a new opportunity will likely be related to environment, career development prospect, flexible work hours, benefits or something beyond the “job” itself. Highlight the uniqueness of the opportunity and, if headhunting, do your research on the candidate to find out whether there is something about them personally (or their interest) that may be aligned to your client’s opportunity and that could be used as a push lever.

Recruiters, you need to think like marketers. Semantics matter! The words you choose and the way in which you describe things counts and can make all the difference in who you attract and who ultimately follows your call to action and applies.

Are you mobi-friendly?

51% of candidates globally use mobile devices to apply for jobs. And in South Africa (and Africa as a whole) the majority of people access the Internet using their mobile phone. Are your online platforms responsive and mobile compatible?

Consider how your adverts will appear on a phone screen. Do the online application forms work on a mobile device? Whilst checking your agency’s online platforms, also check that the suppliers you use, such as job portals, have also optimised their sites to give you the best chance of attracting great candidates.

Develop an ACTIVE network don’t just build a database

Too often recruiters simply begin the recruitment process with a new advert, aiming to source all new candidates. Why not review candidates from previous assignments and those on your “database”?

With the implementation of the Protection of Personal Information Act (POPI) database management becomes more complex. It may even be best to reduce your risk and associated administration but focusing on building an active network rather than a large cumbersome database. 

As a specialist or niche sector recruiter, nurturing a network of candidates will generate a far greater return on investment. Actively participate in industry-specific forums, groups and discussions. At the same time as learning from those in these circles, you get to grow your knowledge, share your experience and build a reputation as the “go to” recruiter in that industry.

Manage candidate expectation

Word of mouth is a powerful marketing tool. Ensure that every candidate that interacts with your brand has a positive experience, even if you’re unable to place them. Treat candidates with respect, provide feedback and manage their expectations. Great people are confident in referring others and this can assist you in building your reputation and driving good people to your door, hopefully exclusively as they choose to work with you only and not go into the open market.

 

 

 

Tags:  APSO  apsogram  candidates  expectations  mobi-friendly 

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Temps Know Your Rights

Posted By Administration, 16 July 2014
Updated: 07 July 2014
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3 Simple Rules

Posted By APSO, 13 June 2014
Updated: 12 June 2014
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