27 Words Candidates Say That Make Recruiters Cringe
A CV littered with buzzwords and vague terms usually end up in the bin when recruiters have to sift through an abundance of applications.
Jargon terms with their weak connotations to skills such as “results-driven” and “ambitious” are just some of the irrelevant phrases used that weakly portray a candidate’s capability.
Paul McDonald, Senior Executive Director at Robert Half says: “Nearly everyone is guilty of using buzzwords from time to time, but professionals are evaluated increasingly on their ability to communicate,” Business Insider UK reports.
27 meaningless words and phrases, which are useless at informing the hiring manager about the job-seekers skills as collated by Business Insider UK are listed below.
Can My Employer Record Me, Listen In On Telephone Calls, Read My Emails, etc?
The Regulation of Interception of Communications and Provision of Communication-related Information Act, number 70 of 2002 (Rica) came into effect at the end of September 2005.This act places very tight restrictions on employers wishing to monitor telephonic, e-mail and other communications of employees at the workplace.
This makes it very difficult for employers needing proactively to monitor and prevent misuse of e-mail facilities or to investigate allegations or suspicion of e-mail misconduct or other misconduct perpetrated electronically.
This heavy piece of legislation is not only restrictive it is also, in certain places, written in unclear terms.
What is Constructive Dismissals
Constructive dismissal has become a convenient escape for disgruntled employees and we find more and more that employees resign with a special condition to their resignation, so as to keep open the back door for a claim of constructive dismissal, alternatively the employee just refers a constructive dismissal dispute to the CCMA after resignation.
4 Things Your Employees Want You to Care More About
Meeting employee needs has the power to keep professionals engaged, boost company culture and attract new talent. Neglecting employee needs can have a devastating opposite effect. Most employers cover the basic needs — salary, benefits and the tools needed to perform the job. But employees want more — and employers aren’t providing what they really need in a workplace.
How South Africa’s Labour Laws Compare Globally
In Contractual agreements, employee benefits, set working hours and the protection of vulnerable groups – such as children – from exploitation, are common labour law considerations across the world.
However, there are a number of areas where labour laws differ from country to country. In South Africa specifically, temporary labour considerations and the often unintended consequences of these laws on the South African workforce as well as the perception of ‘red-tape’ holds the country back in terms of global competitiveness and foreign investment.
Temporary Employment Services In South Africa
In October 2014, UCT undertook research in the TES sector, the first of any real weight. Professor Haroon Bhorat and his colleagues, Aaila Cassim and Derek Yu undertook to understand the role and scope that TES play in our economy, Below is the Executive Summary of this research, the full report is however available on the APSO website for those interested.
10 Communication Secrets of Great Leaders
No one ever became a great leader without first becoming a great communicator.
Great leaders connect with people on an emotional level every time they speak. Their words inspire others to achieve more than they ever thought possible.
Great communicators are intentional about it, and there are 10 secrets they rely on to deliver a powerful message. Put these secrets to work in your communication and watch your influence soar.
COMPLIANCE – POPI & Recruiters
The Promotion of Personal Information (POPI) Act regulates the types of personal information that can be collected as well as how that personal information may be used. On an ongoing basis, you receive personal information from candidates which is processed to establish whether or not they meet the criteria of any possible employment opportunities. POPI is intended to introduce information protection principles to establish minimum requirements for the processing of personal information. POPI will provide for the establishment of an Information Protection Regulator which will provide for the issuing of codes of conduct.
The regulator will require reports detailing the personal information that you have processed as well as the steps taken to ensure the protection of that information.
SA firms scrambling to comply with stricker B-BBEE rules
Labour Law & Unions opinion – How to hold a disciplinary hearing
It is every employer’s wish that everything runs smoothly in the company but sometimes this does not happen and an employee may have to be reprimanded. Even if an employee has engaged in a serious offence, such as assaulted a fellow employee, in the interest of fairness you can usually not dismiss them without holding a disciplinary hearing.
Your company may have a Disciplinary Code that requires a warning procedure, so ensure that this was followed before heading into the disciplinary hearing. Remember that the hearing is held to determine whether or not there are grounds for dismissal based on the employee’s reported misconduct and a certain procedure must be followed to maintain fairness in the eyes of the Constitution and Labour Act.