What’s your salary?

There are a few active debates on LinkedIn, of course, between recruiters and candidates on why we ask for your salary.

It’s about time this get’s addressed frankly.

Honestly, we don’t care to keep more personal information on file (POPI Act admin). Most of the time you are “underpaid”, haven’t received an increase in years and you’ve done your research and you know you’re worth it! Great, we got your back. If you can prove you worth it, what’s the problem?

Well most companies, when starting an HR / Recruitment contract with most agencies require these checks and documents:

ID verification

Qualification verification

Credit and criminal checks (in some instances)

References

A copy of payslip.

I’m not making this up. Honestly. this is the requirement from us or we don’t get paid. Do you honestly think we want to have another argument over documents when we already on thin ice with you? We want to make this process as painless as possible.

Think about it, even when you haven’t used a recruiter and you were at offer stage, HR probably asked you for your pay slip, right? And I’m not saying all companies do, but hey, if we going to charge a fee to be an extension of HR, we are going to be expected to do the work.

But we on your side. Hopefully, SA will follow soon with some States law that it is now illegal to ask for current salary. (http://www.askamanager.org/2016/08/the-first-state-has-made-it-illegal-to-ask-about-salary-history.html)

It’s getting old now

WOW, do people love complaining about recruiters (myself included) but maybe we can all calm the hell down and give recruiters a break?

Yes, there are bad recruiters, blah blah blah, as there are bad service providers, restaurants, products etc. If you not happy with the recruiter, don’t use them! If you don’t want them to contact you, block them. If they REALLY persistent and piss you off, report them! YES, you can report an agency. Imagine that – a solution.

So the next time you want to post something on Linkedin about that recruiter who really did you a dis-service, report them to APSO, email me (we all know how much I dislike bad recruiters) or call the department of labour, but please STOP the whining!

Yes, you are a recruiter.

“The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening” = Recruiter.

2017 has started slightly more aggressive towards recruiters than anticipated, so I really just felt the need to point out a few things.

  1. No software system can cover the fact that you are a recruiter.
  2. Automating your recruitment process doesn’t make you smarter, it makes you lazier. You dealing with humans, not auto-fill robots.
  3. When you have clients, you have candidates, and you charge a fee, you are in fact a recruiter.
  4. No amount of referral, bonus or “happy you used us” fee changes the fact that you are a recruiter.

And now that we got a few things cleared up, I look forward to working with you in 2017 and doing what it takes to fix this industry. And to all the recruiters not hiding their beautiful faces or titles, here’s to a hugely successful year where we bring back true relationships.

Read more: http://www.businessdictionary.com/definition/recruitment.html

Arrogant? Here’s my advice to recruitment agency owners.

Just as you would run any business, so do we. However, ours is slightly harder. Every month we start fresh, no recurring income (Permanent placements only) and no pipeline that is 100% guaranteed. We work to the bone until someone STARTS at the client and then we still wait to get paid. (Between 7 – 30 days). So the cash flow of running a recruitment company is TOUGH!

Now we get companies who want us to compete with 40 agencies, of which 90% aren’t APSO members or abide by any recruitment ethics. How is this a good business decision?

Or you get a client that doesn’t want to talk to you, but instead, please upload all your CV’s on their database for review. WHAT???? So now you working for free to update your clients candidate database.

Or even better, a company that doesn’t care if the agency interviewed the candidate (developer) or where they got the details, JUST GET ME THE CANDIDATE. Seriously???

So, our business model moving forward will be very simple.

  • Work with clients that respect our work.
  • Work with clients that understand quantity is NOT quality.
  • Work with clients that understand, as most industries do, recruitment has a professional standard board and should be working with agencies that abide to the legal labour regulations and ideally belong to APSO.

I wanted to end off with saying that I am not stupid. I know without clients, I have no business. I completely respect that. However, as a business owner, coming from a tough industry where work is done before payment is received, it makes the most sense to do business with the right clients. (After all, were we going to find the rest of our developers from if we worked with everyone ;))

You will want to read this!

Here are a few facts for job seekers and clients.

1.      Your CV DOES NOT belong to an agency. The agency can only send your CV for the role you’ve given them permission for and then delete.

2.      The agency MUST get your consent for every single position they would like to put you forward for and they MUST tell you who the client is. You do not sign one piece of paper and then they own you. Do not get bullied!

3.      If at any stage you are unhappy with the service of the recruiter, you have full right to retract your CV. All you need to do is send an email, clearly stating you are RETRACTING your CV and they MUST delete it off their database.

4.      A CV DOES NOT belong to a recruiter for 12 months. No matter what T&C’s you have signed or they have sent you, according to the law (POPI Act), once you have completed the recruitment process (i.e been declined, role put on hold etc), you are no longer in the process and the agency has NO ownership over you.

5.       There is NO rule in SA that will stand for the argument of the first agency to send the CV runs with the process. It’s the agency that has permission to send the CV, the agency that has interviewed the candidate and the agency that sets up the interview. CLIENTS, please don’t be pressurizes by the agencies spamming CV’s and then demanding payment or for you to work with them.

6.      Only once you arrange an interview with the candidate, are you then in a business transaction with the agency. You have full right to choose what agency you want to work with.

7.      CLIENT, after the interview process, according to the POPI Act, you HAVE TO delete the candidate’s details. Under no circumstance are you legally allowed to create your own database.

And together, we will fix this industry one step at a time.

Want to hear more? Feel free to get in touch with me.

“Go Away Tech Recruiters”…

Go away tech recruiters? Actually we agree, go away! What we should actually say is go away recruiters that have “warped” this industry into something ugly.
Believe it or not, we have also been hounded by recruiters and we know what the drill is with these average “recruiters”. I have been called up out of the blue by someone who is reading my name off of a call sheet, with a script in front of them followed by a monotonous drawl about ‘what are you currently doing?’. Quite frankly it is impersonal, irritating and just plain rude. Most of the time they have not even bothered to look me up on LinkedIn, which should be their first port of call. There is usually some awkward exclamation when I tell them that I am in fact also a recruiter, something perfectly visible on my LinkedIn page. They will tell you about all of these wonderful things they can offer you but keep the information to themselves and ask for your CV and documents but not be transparent with you about where they are going to send them.
So what am I saying?
I am saying that, yes, the industry is failing. It is clear to see. When people entrust their career to you, as a recruiter, they are not only counting towards your KPI’s, they are entrusting their future, their happiness and their security to you, something that is lost in the current economic conditions. The truth is, working for commission does open the door for greed to show its ugly self. It even happens with doctors. One of the most trusted professions is rife with pharmaceutical companies paying doctors to push their agendas. This issue is not solvable by restricting incentives.
What can we do?
Create a marketplace where developers can handpick jobs at their leisure and without fear of manipulation? Yes, that is definitely an option and we can see the benefits of such a marketplace where you have recruiters that are driven only for themselves. That is not the only option though, it is not even the best option. The best option will all depend on the candidate and the company, and you better believe each one is very different.
Great and specialised recruiters have made it their priority to know and understand their clients as well as know and understand their candidates. They know their clients far better than any candidate can by looking at their website and going for a few interviews and they know far more about their candidates than their clients will ever know about them.
We form relationships with clients and candidates alike, and make it our business to have those parties’ best interests at heart. We spend most of our time delving into their lives, their passions and their aspirations. We do our best to nurture these relationships long after we have placed a candidate and even more so if we haven’t managed to. To us, they are not commodities to trade in cyberspace but part of the Nu Beginnings family.
Work with a trusted Career Specialist. Not everyone holding the title, “recruiter”, knows what the difference is.

Ever Wonder What Makes Us Market Leaders?

A touch of infographic highlights the core reasons what the difference is between using an average agency versus a PHENOMENAL one.  Although we’ve touched on just five of the reasons, we didn’t want to brag too much.  I think our work speaks for itself.  Stay tuned for a more detailed blog on why we are the Market Leaders amongst our “competitors”.

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SA’s revised visa rules: What you need to know

South African Visa regulations have come under heavy scrutiny both locally and international since the changes in May 2014.

South Africa is overhauling its controversial visa regulations that saw a 6% decrease in arrivals, the worst industry performance since 2009 at the height of the global financial crisis, however the changes are not in effect as yet.

Introduced in June 2015, the new rules required visitors to apply for visas in person at South African embassies worldwide and have their biometric information. This is only applicable to outbound travelers.

This is including biometric information taken for children to provide the unabridged birth certificate when exiting South Africa.

Here’s what you need to know about the department of home affairs changes to SA’s visa rules:

  • In countries where there is no South African mission, the department of home affairs will accept applications by post, however this rule will apply only for tourist and medical visitors.
  • Postal applications will see biometrics of travelers, including finger prints and photos, captured on arrival at ports of entry.
  • Biometric pilot site ports of entry are OR Tambo Airport, King Shaka Airport and Cape Town International Airport.
  • Countries like China, India and Russia, certain measures will be put in place to ease the process of application, in particular for tourists.
  • South African children travelling out of the country will still be required to submit the current child-travel requirements, including a parental consent affidavit as a means to protect the minors. The validity of this affidavit will be extended to no longer than 6 months.
  • On 29 January 2016, the Minister of Home Affairs Malusi Gigaba, approved the granting of 10-year multiple entry visas to frequent business and academic travelers from Africa.
  • Over the last 2 months’ phases have followed the Cabinet decision to amend the strict visa regulations to travel in and out of SA. The decision was made to grant frequent business and academic travelers multiple entry visitor’s visa for a period exceeding three months and up to three years. For business people and academics from Africa, the Multiple Entry Visitor’s Visa will be valid for 10 years.
  • Chinese tourists travelling to South Africa can now have their visitor’s visa applications submitted by certain accredited tour operators and no longer have to do so in person. The Department of Home Affairs is working in collaboration with the National Department of Tourism to identify similar accredited organisations in Russia and India; however at the time of writing, all other nationalities were still required to submit their visitor’s visa applications in person.

Should you have any queries or questions regarding the aforementioned visa amendments, please contact us Visa Immigration SA or email us.

 

Tax Bracket Explained

So what would your expected salary be? Perhaps the most overused clichéd question used by recruiters, however the answer reveals a lot of valuable information about a candidate and perhaps even raises more questions to be answered by both parties. Are you being realistic or greedy? Can you prove that you are worth this amount?

Here is another aspect for both parties to consider, TAX. It is one of life’s certainties however it is so often forgotten on a daily basis. Why should your salary be any different? While South Africa’s progressive tax system, may make sense to most, to some it is not quite clear and perhaps this can help. Essentially the idea of a progressive tax system is that the more you earn, the more tax you pay and is based on the notion that if you can afford to pay more, you should. While this may seem unfair to some, the idea is to alleviate the tax burden of the lower income earners in the country. In an economic environment which does not promise much growth and the cost of debt has just become more expensive, and in all likelihood will become more expensive in the near future, alleviating the tax burden on those close to or below the bread line is vitally important for South Africa’s society in general.

The image below breaks down the approximate percentage of your salary that will be dedicated to tax. While these figures are rounded off to the nearest hundred or percentage, and is by no means an exact replication of every situation, it paints a picture of the importance of considering the tax implications on what you are earning now as well as on what you should be expecting. Paying tax takes away from ones disposable income spent on basic items (food, petrol, schooling etc.). So when asked the dreaded “what are you expecting?” question, it is so important to keep in mind what percentage of your salary is disposable and what percentage is compulsory tax payments. Expecting a higher salary may mean you get paid more however it also may push you into the next tax bracket therefore the percentage of your salary that gets deducted for tax is higher. So while your cost to company (CTC) may be higher, the actual disposable amount of cash you walk away with may be a lot less than what you were expecting which may lead to you regretting your decision in giving the wrong answer to the most basic and clichéd question in recruitment.

Tax Infographic

Want a Tech Career?

Our team has put together a very broad infographic, as a guide line for parents wanting to steer their children in the Tech space.

There are plenty more options and career paths that can be taken. If you are in need of more information and guidance, please feel free to chat to a Career Specialist.

Infographic Final