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Posted By APSO, Friday, 05 September 2014

PROFESSION Articles - August/September 2014

Click on the below image to view great articles written by the APSO team.

  • Dress for the job you want - Natalie Singer, APSO COO
  • Credit & Criminal Records: The basics for job seekers - Attie Botes, APSO
  • Social Media Job hunting tips - Daniela Bascelli

Tags:  APSO  brand  credit  criminal record  dress  dress code  job hunting  job seeker  profession  social media 

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Complimentary PROFUSION magazine - August/September 2014

Posted By APSO, Tuesday, 19 August 2014
APSO is a proud partner of PROfusion and provides content for the job/work section of this bi-monthly digital magazine aimed at 18 - 30 year olds. 

Please click here  or on the magazine image below if you'd like to access your complimentary copy.

Tags:  APSO  e-learning retrenchment  job hunt  job seekers  liberation  social media 

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Temps Know Your Rights

Posted By Administration, Wednesday, 16 July 2014
Updated: Monday, 07 July 2014
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Posted By APSO, Wednesday, 02 July 2014
Updated: Tuesday, 01 July 2014
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3 Simple Rules

Posted By APSO, Friday, 13 June 2014
Updated: Thursday, 12 June 2014
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Purposeful Life

Posted By Administration, Wednesday, 11 June 2014
Updated: Monday, 02 June 2014
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There Are Only Four Jobs in the World World - Are You in the Right One?

Posted By APSO, Wednesday, 04 June 2014
Updated: Friday, 16 May 2014

There Are Only Four Jobs in the Whole World – Are You in the Right One?
By: Lou Adler

For the past 30 years my company has been involved in creating over 2,500 different performance-based job descriptions that define the actual work a person needs to do to be considered successful. Based on preparing these performance-based job descriptions for jobs like camp counsellors at the YMCA, accountants and engineers, from staff to VPs, mid- and senior-level executives in industries ranging from automotive and aerospace to construction and consumer products, I can conclude that there are only four different jobs in the whole world.

Everything starts with an idea. This is the first of the four jobs – the Thinkers. Builders convert these ideas into reality. This the second job. Improvers make this reality better. This is the third job. Producers do the work over and over again, delivering quality goods and services to the company’s customers in a repeatable manner. This is the fourth job. And then the process begins again with new ideas and new ways of doing business being developed as the old ones become stale.

As a company grows and reaches maturity, more of the work gets done by the Producers and Improvers. However, without a culture of consistent improvement, the Producers soon take over and implementing change becomes slower and slower until it stops. Long before this the Thinkers and Builders have left for some new venture. Improvers soon follow to join their former co-workers and hire new Producers to add some order to the newly created chaos. The old Producers who aren’t continually evolving, learning new skills and processes, are left behind to fend for themselves. Maintaining balance across all four work types is a constant, but necessary, struggle for a company to continue to grow, adapt, and survive.

Every job has a mix of all four work types depending on the actual work involved, the scope and scale of the role, and the company’s growth rate. To ensure balance and flexibility, all four work types should be taken into account when preparing any new performance-based job description. Here’s how:

Producers: these people execute or maintain a repeatable process. This can range from simple things like working on an inbound help desk and handling some transactional process, to something more complex, like auditing the performance of a big system, writing code, or producing the monthly financial reports. Producers typically require training or advanced skills to be in a position to execute the process. To determine the appropriate Producer performance objectives, ask the hiring manager to define how any required skill is used on the job and how its success would be measured, e.g., “contact 15 new customers per week and have five agree to an onsite demonstration.“ This is a lot better than saying “the person must have 3-5 years of sales experience selling to sophisticated buyers of electro-mechanical control valves.”

Improvers: these people upgrade, change or make a repeatable process better. Managers are generally required to continually monitor and improve a process under their responsibility. Building, training and developing the team to implement a process is part of an Improver’s role. Improvers can be individual contributors or managers of teams and projects; the key is the focus on improving an existing system, business or process. A performance objective for an Improver could be “conduct a comprehensive process review of the wafer fabrication process to determine what it would take to improve end-to-end yield by 10%.”

Builders: these people take an idea from scratch and convert it into something tangible. This could be creating a new business, designing a complex new product, or developing a new process. Entrepreneurs, inventors, turn-around executives, those in R&D, and project managers are typical jobs that emphasise the Builder component. Ask the hiring manager what big changes, new developments, big problems or major projects the person in the new job would need to address to determine the Builder component. An example might be, “lead the implementation of the new SAP supply change system over every business unit including international.” This is a lot better than saying “must have five years international logistics background and strong expertise in SAP."

Thinkers: these people are the visionaries, strategists, intellects, and creators of the world, and every new idea starts with them. Their work covers new products, new business ideas, and different ways of doing everyday things. Ask hiring managers where the job requires thinking out-of-the-box or major problems to solve to develop the Thinker performance objectives. “Develop a totally new approach for reducing water usage by 50%,” is a lot better than saying “Must have 5-10 years of environmental engineering background including 3-5 years of wastewater management with a knack for creative solutions."

Recognise that every job requires some mix of each work type. As you select people for new roles it’s important to understand the full requirements of the position, who else is on the team, and the primary objective of the department, group or company. In the rush to get work done, it’s easy to lose sight of this bigger picture, emphasising skills and experience over performance. This is how Builders get hired instead of Improvers and Thinkers get hired when Producers are required. While there are only four work types, hiring the wrong one is often how the wrong work gets done.

Lou Adler (@LouA) is the Amazon best-selling author of Hire With Your Head (Wiley, 2007) and the award-winning Nightingale-Conant audio programme, Talent Rules! His latest book, The Essential Guide for Hiring & Getting Hired, is now available on Amazon


Tags:  APSO  APSOgram  builder  four jobs  improver  job descriptions  jobs  producer  successful candidates  thinker 

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The Importance of Work Experience

Posted By APSO, Wednesday, 28 May 2014
Updated: Friday, 16 May 2014
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The 10 Ways to Know Whether Your Job Is Meaningful

Posted By APSO, Wednesday, 21 May 2014
Updated: Friday, 16 May 2014



Professor Lynda Gratton, first published on her blog "Future of Work” in Nov 2012

In my book The Shift: The Future of Work is Already Here, I made the point that the formula for the traditional deal at work is as follows:

I work... to earn money... which I use... to consume stuff... which makes me happy.

I suggested that this deal is not a sufficient description of what work can and should be. Instead I put forward the following future-focused deal at work:

I work... to gain productive experiences... that are the basis... of my happiness.

But this begs the question – what exactly is a meaningful productive experience, and how do you know when your work is meaningful? So here are the 10 questions to ask yourself to establish whether your work is meaningful.

  1. Do you use the majority of the knowledge you have on a daily basis?
    ...because meaningful work provides an opportunity for you to keep your knowledge fresh by using it constantly.
  2. Do you feel intellectually stretched in your work?
    ...because meaningful work both uses the knowledge you have and pushes the boundaries of what you can become.
  3. Are you able to learn something new at least once a week?
    ...because meaningful work creates constant opportunity for learning.
  4. In your view are your colleagues at work knowledgeable and do you learn from them constantly?
    ...because meaningful work is also about the colleagues who come with it, and your learning and development comes primarily through learning from others: what I have called ‘The Posse’.
  5. Are the tasks you do at work interesting and complex?
    ...because at the heart of meaningful work are the day-to-day tasks that you do.
  6. Do you get lots of feedback about how you are doing?
    ...because meaningful work enables you to grow, and feedback from others is a crucial part of this.
  7. Do you think that the work you do has a positive impact on the business?
    ...because meaningful work enables you to make a clear link in your mind between the tasks you perform and the broader goals of the business.
  8. Do you think that the work you do has a positive impact on society?
    ...because meaningful work is made up of tasks that you believe do good and, as a consequence, make you feel good about yourself.
  9. In your daily work, do you have the opportunity to reach out to develop networks with people very different from yourself?
    ...because meaningful work creates opportunities for you to develop the ‘Big Ideas Crowd’ that is so crucial to developing your innovative and creative capacity.
  10. Does your work give you time to really develop deep regenerative relationships with people inside and outside of your organisation?
    ...because meaningful work creates time and space for you to develop emotionally.

So where are you on meaningful work?

Score 8-10
Through your active choices, or sheer luck, you are working in a meaningful way. Cherish the opportunities this provides and don’t compromise in the future.

Score 5-7
Some aspects of your work are meaningful. Take a closer look at those you have said no to and search for the underlying patterns. Is it possible to focus on developing these areas?

Score 1-4
Your job lacks meaning – you already know that! The question is – what are you going to do about it?

This is my take on meaning at work – are there any areas you would add?


Tags:  APSO  APSOgram  creativity  development  feedback  grow  i love my job  innovation  intellectually stretched  knowledge  meaningful job  opportunity  opportunity to learn  positive impact 

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What Employers Want

Posted By APSO, Thursday, 15 May 2014

What employers want.

Top 5 candidate personality traits


Recruiters are all too familiar with the intangible characteristics that employers seek and that are often difficult to quantify and ascertain during the recruitment process, especially as these rarely form part of the assignment brief.


A recent study, conducted by Swedish employer branding firm, Universum, has highlighted the top five traits sought by today's leading employers. The annual global survey draws on responses from more than 400 000 professionals and students as well as over 1200 employers in determining the latest trends.


"88% of employers are looking for "cultural fit" in hiring their next employee, especially as they struggle to cope with high attrition rates associated with skills shortages and Gen Y attitudes to employment."


The survey asked employers what they are looking for in employees, and what they're struggling to find in the job market. The key insight was that employers are grappling to come to terms with hiring individuals who will be with the company long-term and finding a "fit" between the company's organisational culture and the inherent traits of the candidates is deemed paramount.


Professionalism, high energy and confidence are the top three traits employers say they are looking for in new hires. These are also the most crucial for candidates to be aware of as recruiters and hiring managers make an assessment of these traits within 30 seconds of meeting the individual.


"A manager can read you the moment you walk in the door," says Executive Search consultant Kathy Harris, "from the clothes you wear to the way you stand to the grip of your handshake, presenting yourself as a confident, energetic professional is about as basic as career advice gets." Despite this, even seasoned senior professionals get tripped up and its therefore unsurprising that the employers surveyed ranked confidence as the skill that most candidates are missing.


"We remind every candidate of the most granular advice," says Kathy. "The most successful applicant is the one who walks into the interview with his hand outstretched for a firm handshake, who has done his homework on the company and the role, and who is dressed to fit effortlessly into the culture of the workplace."


The other traits listed by employers in the survey are not so easily determined. Self-monitoring ranked highly and makes sense in a workplace environment where working effectively independently is as important as being a contributing team member. Assessment of this trait is best managed through behavioural interviewing techniques where candidates are asked to provide examples of their own self leadership.


The final trait, intellectual curiosity may on the face of it appear strange, but speaks to employers' desire for employees who are able to solve problems and who want to keep learning; an essential skill in today's rapidly changing environment.


Considering these traits, how does your candidate assessment process hold up? Can you ascertain how your candidates rank in terms of these five employment -critical skills, and can you clearly articulate this to your clients when presenting your shortlist?


Tags:  APSO  APSOgrame  confidence  cultural trait  culture  curiosity  employers want  energy  intellect  personality  professionalism  self-monitoring  traits  want 

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2018/07/16 » 2018/07/26
The A-Z of Recruitment - Free State

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The A-Z of Recruitment - Mpumalanga

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