Ziyana Business Consulting and Training (Pty) Ltd

Why Use a Talent Sourcing Agency for your hiring needs during Covid19

Palesa Magadla — Fri, 10 Jul 2020 12:12:41 +0000

With many companies restructuring due to the Covid19 crises, the need for organisations to access critical skills is crucial. The majority of the country’s industries have opened up as the lockdown restrictions are being gradually lifted but the world of work is not as it was before the lockdown. The sooner companies adjust to how things will be done going forward, the greater their chances of survival. This is where the assistance of talent sourcing agencies come in.

One of the greatest benefits of hiring through a talent sourcing agency is faster hiring. We have a readily available database of talent to reduce the amount of time it takes to draft a job profile, advertise the position on job boards and then sift through applications. Our talent pool at Ziyana Business Consulting and Training spans across industries such as Banking, Human resources, Accounting, Management and Operations, Information Technology, various engineering sectors, Sales and Marketing, as well as Logistics. This means we are well connected in these industries and we can quickly source candidates that meet your organisations requirements.

Talent sourcing agencies allow access to top talent. Our candidates are pre-screened and interviewed before-hand so you can be certain that their skills, experience and qualifications match the requirements of the client. Our candidates are also briefed and prepped for the face-to-face interviews with the client, or rather virtual interviews seeing that we are currently going through a global pandemic that requires social distancing.

Each client is a priority and receives individual attention. We take away the administration burden by only sending through shortlisted candidates that meet the requirements and also fit into the culture of the organisation. A lot of top talent is passive and not on job boards but they are willing to hear about new opportunities. Our focus is on building relationships with top talent so that they are available when clients present them with opportunities.

Ziyana Business Consulting and Training is affiliated with the federation of African professional staffing organisations (APSO), which is a governing body that ensure that all recruiters affiliated with the federation uphold high standards of integrity and professionalism at all times.

Employee Wellness and Mental Health

Oarabile Molapong — Mon, 11 May 2020 18:36:30 +0000

A healthy workplace starts with healthy employees. Achieving healthy workplaces requires changes in an organisation’s culture, management systems and work structures. A number of employees have been working from home due to the COVID-19 pandemic and have now adjusted to the circumstances, although some employees may argue differently. It is a huge transition to be working remotely as there are a number of distractions at home, however one needs to find ways to work around those issues and ensure that they meet deadlines and commit to their work. As sleeping patterns have now changed drastically due to the adjusted working hours, some employees are working for longer hours than usual and argue that they are ready to go back to the office, it can be difficult to remain focused when one was up all night due to stress and anxiety, and still have to ensure that they wake up early to log in on time.

A healthy workplace in any organisation, increases the combination of worker objectives
for well-being and company goals for effectiveness and efficiency. Health and safety programs strive to increase the physical and mental health of employees through the hindrance, valuation and conduct of possible health threats and difficulties. Organisations should put programs in place for alcohol and drug addiction, wellness screenings, stress management training, counselling and safety training in order to increase the health and safely initiatives. Organisations with high-levels of absenteeism are due to employees’ with high levels of stress. Employee stress may be openly directed through workplace stress management programs, which increases employee productivity and reduces absenteeism. Organisations that are willing to commit to employees’ wellbeing will receive the same commitment in return.

Work-life balance is also crucial in enhancing employees’ mental health and wellbeing, conflict between work and family roles diminish employees’ perceptions of the quality of both work and family life. This may have been proven due to the work arrangements of working from home, where employees have to ensure that their work space is tidy and not distractive, they also need to ensure that they divide their time accordingly as they have to complete work tasks and their children’s school tasks as well.

Healthy workplace strategies and initiatives must be considered within the context in which the business operates. The organisation’s set of values will be the drive to the decisions taken by each organisation. Organisations that are more likely to have effective initiatives and strategies are those which practice long-term commitment to strategic decisions, decisions made particularly during COVID-19 have to be for the long-term, risk taking is another practice, continuous communication and continuous improvement processes.

Positive transformation begins with realising the requirement to transform as well as a vision of the end result of the transformation process. Managing the health and wellbeing of employees comes with managing the organisation. Employees make up an organisation, without employees there is no organisation. Healthy workplaces usually produce employees who are assets to the organisation and they are more likely to achieve success.

Organisational Culture is put to the test

Nomazibulo Tshanga — Wed, 06 May 2020 21:00:22 +0000

As the global pandemic deepens and the human cost of Covid19 rises, the novel coronavirus is sending shocks through the world economy. Across industries, organisatons are now taking action to protect their employees, customers and also minimize the economic damage. I wonder if that’s the case for all organisations.

The covid19 crisis has created a moment of truth for every company. Leaders are asking themselves the important questions. Are the choices we have made reflecting our culture and values that define us? Many organisations are having to rapidly adjust their way of working. It’s forcing a digitalization that many companies had spoken about but had not acted upon and now having to implement at breakneck speed.

There’s a difference between technically ready and being culturally ready for this new world. During this time of change the workforce needs to shift how it works and company cultures will come under strain. You may have individuals and teams working from home for the very first time. Travel restrictions have gutted the ability to accomplish certain tasks.

While company’s initial focus will be to maintain customer relationship and ensure business continuity in this ‘new world’, it also becomes critical to consider the impact of your employees and your organizational culture. Team collaboration, morale support and the ability of executive teams to pivot, and quickly have seemingly never been more paramount.

Can organisations be emphathetic, compassionate, accommodating, flexible and provide a sound technological infrastructure for employees suddenly removed from their physical offices? Can managers adjust to their now distributed teams and accommodate employees dealing with extenuating issues like home schooling and potential city or province quarantines/ lockdowns?

This is the moment of truth where employees will get to experience their organisatonal culture at first hand. The onus is on leadership of each organization to take measures to support employees into working in a way many wouldn’t choose. Organisations will need to function in time of high anxiety and will needs to adjust promptly. It is now time to practice what most organisations have been preaching. Leadership will have to start to manage virtual teams.

Here are some tips for managing virtual teams

• Set ground rules for working from home
• Clearly communicate work expectations
• Use cloud storages to ensure access to information and documents
• Daily check ins on team members
• Weekly team meetings using video calling tools
• Hold team members accountable

Is your company culture ready for this crisis?

Covid19 Crisis – As we prepare for the phased resumption of economic activity

Otshepeng Mphiwe — Mon, 27 Apr 2020 21:28:55 +0000

Are we far from triumph with cases continuing to rise? Lockdown was implemented to cut back the threat of this pandemic and by the look of things we are doing great as a country as different parts of the country are at different levels. We have a good grace to say as our government is trying to save the nation as we begin a gradual and phased resumption of economic activity, with the drastic measures to contain the spread of the virus and save lives, we are also doing enough to give the country hope.

However citizens are already frustrated with being house-bound because of this pandemic that has changed our lives in a very fundamental way. The good part about this lockdown is that there is a substantial decrease in domestic violence incidents and fewer crimes committed but most employees are anxious about their employment status and their household needs because the number of job losses could be substantially high.

As we are about to commence with the strategies that are implemented to ease the lockdown for the sake of our economy, some activities will resume with precautions and health guidelines followed at all times, some workers might still be able to secure their positions. Schools might also reopen. As a way to reduce the spread of the virus, learners are to be screened and get tested which could also help to flatten the curve faster.

Corona virus can be defeated if the country unites and stays home, victory with honor is on the way, it is possible to speed up this lockdown and skip levels because after all life has to go on no matter what. So let’s pull up our socks and do better than ever before, even after we pull through this pandemic some precautions must remain in place like safe hygiene practices.

Choosing the Perfect Time to Make a Career Move

Palesa Magadla — Sun, 19 Apr 2020 19:57:28 +0000

Everybody gets to a point in their life where they have to make serious decisions regarding their career. A career move could simply mean moving to a different department within your current organisation, moving to a different organisation or the more complicated option of changing to a completely different industry. Any kind of career move can be stressful so adequate planning and preparation is required to ensure that the process runs as smooth as possible.

Tips for a successful career move:

Ask yourself why you want to make the move

The most common reason why people want to make a career change is the prospect of a higher salary. Understandably, as the cost of living continues to rise, more and more people are looking for opportunities to make more money to keep up with their lifestyle. There is nothing wrong with wanting a higher salary but if a salary increment is your only motivation for making a career move, you put yourself in a position where you could be moving to an environment that is not a cultural or moral fit for you. Job seekers tend to not research the culture of the organisation that they want to work for. Better work-life balance, seeking a new challenge, wanting to be valued, and change of location are also common reasons why people want to make a career move.

What is the ideal environment for you? How does your potential new environment fit into that ideal?

People often overlook the importance of moving to an organisation that is the right cultural fit. Being in an environment where you feel valued will motivate you to perform at your best. Glassdoor is a website where current and former employees anonymously review companies. You can search for your potential employer and read what others have to say about that company. If there are any red flags, you may want to reconsider pursuing a position in that particular organisation.

Are you sure that you’re not just having a bad day or a bad week?

Workplace disagreements can make you want to leave your current workplace but it is important to avoid making an impulsive decision. Ask yourself if you would still want to leave if that specific incidence did not happen. Most companies have procedures in place to allow employees to voice their grievances, if that path does not resolve anything then you can look into making a change.

Make sure that your timing is right

Timing is crucial when you are thinking about making a career move. Only make the move once you have secured your next job, keep in mind that some employers still hold a negative view about career gaps. Avoid making a premature move that could have a negative financial impact on you or induce stress. Choose a time when you are not dealing with another life event, for example pregnancy, examinations or illness. The right timing will also help in avoiding having to take time off too soon after you start your new job. Your career should be your main focus at the time.

Up skill

You can never go wrong with learning a new skill. Technology now offers people a number of convenient ways to learn new skills and gain knowledge. Research the type of skills you will need in your new position. Look into online courses that will help you gain these skills, as well as affordable service providers in your area, especially if you are looking to move to a different industry.

Get Networking

Studies have revealed that networking is one of the best methods to gain access to employment opportunities. Connect with industry people by attending events that are industry related and update your social media pages such as linkedIn, it is a great way to stay up to date with industry news and build your network.

Leave in a positive light

The last thing you want to do is leave your current employers with a negative opinion of you. Serve your notice period with the same diligence you’ve shown throughout your time with the company. Another thing to note is that voluntarily leaving your current employer could compromise your eligibility for unemployment benefits. Research the terms and conditions of unemployment benefits such as the Unemployment Insurance Fund (UIF) so you can make an informed decision.

Change can be terrifying but the rewards have often proven to be satisfying. Make sure that you have a clear vision of the direction that you want to take in your career, write a detailed list of all the tasks you need to do to achieve this goal, and put in the work to get there.

Will businesses overcome this pandemic (Covid19)?

Otshepeng Mphiwe — Wed, 08 Apr 2020 17:58:53 +0000

This is going to be a challenging year for business owners due to the Covid19 pandemic. The corona virus is having a serious and severe impact on the global economy. Businesses are likely to get hurt. Business owners should ask themselves a question, should this virus come again after 5 years, what will I do as a business owner to reduce the impact of coronavirus on my business? The reality is we can’t run away from the pandemic should it come again but it is crucial that we start implementing measures to counter the challenges that we are currently facing.

With the whole world now turning to digital solutions, organisations must try to normalise employees working remotely and provide employees with the necessary tools to ensure maximum productivity away from the workplace e.g. A Virtual Private Network is a simple piece of software that you can install on any device, it protects your privacy, helps you to stay online and grants you unrestricted access to the internet because due to the lockdown most companies had to arrange resources in a short period of time for the employees to be able to work from home. Organisations must plan ahead, promote good respiratory hygiene in the workplace, always advise their employees to consult national travel advice before going on business trips and must also make sure the workplaces are clean and hygienic.

The impact that it will have in our economy will be so uncontrollable, a high unemployment rate will be immense our economy has not been strong enough to allow for job creation so this will really affect most employees as retrenchment will hit them hard because of the drastic changes that businesses are currently experiencing. Small businesses across a number of sectors are already feeling the strain of lower orders and supply chain disruptions, and global chains are under threat.

This is the time for business owners to experiment with new ideas, focus on what you can control, make use of the time to come up with new strategies on how to grow your business, do not feel pressure but utilise this opportunity to make it possible for your business.

Our Digitalization Strategy – Nolwazi Dube – 9 April 2020

Nolwazi Dube — Mon, 06 Apr 2020 19:36:03 +0000

On the 9th April 2020, Nolwazi Dube our HR & Training Consultant will be sharing with us Ziyana Business Consulting and Training’s new strategy and approach to digitalization. Please tune in on all our social media platforms.

Digitising is transferring analogy information and processes into digital using digital technology as part of an organisations strategy to provide an efficient and effective customer experience.

Digitisation minimises noise and cuts out the middle man which results in increased profits.

Digitisation is a disruptor of the status quo.

Digitisation interventions are long term strategies and require extensive research.

Use of digitisation makes data analytics readily available to organisations to understand customer trends and needs.

Covid19 crisis has forced us to re-look at how we render our services to our clients without compromising quality in a digital age.

Job hunting during the Covid19 crisis: How possible is it?

Palesa Magadla — Fri, 03 Apr 2020 11:20:06 +0000

With the Covid19 virus spreading rapidly across the globe, the impact is not only being felt by large corporates and small businesses but by job seekers as well. Many companies are going through retrenchments and vacant positions are being put on hold; some indefinitely. Seeing that employers are uncertain about the future after the lockdown, where does this leave people who are currently on the job market?

We must remember that job hunting was not easy even before the pandemic but being proactive in your job search is crucial during this time. Relying on job boards is not going to be as effective anymore because many vacancies are no longer being advertised so it’s important that you interact with recruiters and hiring managers, LinkedIn is a great platform to search for recruiters in your field and build relationships with them. Relationship building is going to put you on the top of the list when positions do become available again. Use this time to work on your online presence, share industry content on LinkedIn, research all the trends in your field and keep up to date with how companies in your industry are dealing with covid19, also update all your social media pages and make sure your CV is up to date.

There are some positives though, employers are moving into the virtual space, making it possible to have video interviews via Skype and panel interviews via Zoom or Microsoft Teams. Virtual interviews will continue even after the Covid19 virus to cut costs and reduce turnaround time when it comes to shortlisting and placing candidates, make sure that you have access to a reliable cell phone and/or reliable internet.

This is a difficult time for job seekers but your attitude will determine how well you handle the challenges and it will affect the outcome of your job search. Remember to look after your mental health as well, take a break when you need to and make time for things outside of job hunting. It is very possible to find employment during the pandemic, it just requires patience and effort.

Career Readiness Workshop

Nolwazi Dube — Fri, 03 Apr 2020 11:15:42 +0000

On the 31st of January 2020 Ziyana Business Consulting and Training hosted its first Career Readiness Workshop in Centurion. The workshop is aimed at students, graduates and young professionals who are looking to enter the workforce or progress in their careers. The speakers at the workshop covered various topics that would assist the attendees of the workshop to gain insight on the recruitment process and give them a competitive edge in entering the workforce.

INTERVIEW TECHNIQUES

Our speaker, Sabelo Ntenga a Senior HR Business Partner at a financial institution started off the workshop speaking on interview techniques. He highlighted the expectations of employers from candidates during the interview process. These include candidates applying themselves during interviews, giving comprehensive responses to questions and not only relying on qualifications to get the position but preparing for interviews. As part of the speaker’s introduction he touched on the belief that some might have that you need to know someone in an organisation to get the job which is not the case, poor preparation for interviews is the biggest hindrance for most candidates to get to the employment offer stage.

Our speaker explained the 3 phases of the interview process for candidates. The first phase is “Before the interview” at this stage the candidate must prepare him/herself by researching the organisations scope, culture, structure and current affairs. This research will assist the candidate in determining the suitable dress code for the interview and know more about the individuals who will be on the interview panel. The job specification of the position can be used as a tool to prepare for possible questions. However, it was also mentioned that “you need to be prepared for the questions that you have not prepared for”.

The types of questions that are asked in interviews have evolved and there has been a shift from asking candidates about their strengths and weaknesses but focusing on the candidates competencies. Employers are now making use of work sample tests which require candidates to be practical during the interview process. When it comes to appearance candidates must remember that first impressions last, candidates must wear clean pressed clothing and dress a level higher to the position they are being interviewed for. Candidates may also be required to bring materials during the interview such as portfolios of evidence, certifications and C.V’s. Candidates need to ensure that documents are updated, correctly sequenced and bring enough copies if it is a panel interview.

Lastly it is important for candidates to plan their journey. The logistics that need to be taken into consideration include traffic depending on which time of the day the interview is scheduled, finding the correct parking as some organisations have designated visitor entrances or parking and the security procedures for visitors to gain access to the building. Sabelo emphasises that in instances whereby candidates are late for an interview it is important to provide an excuse. Furthermore he highlights that lateness interrupts the scheduling of other interviews.

The second phase of the interview process is “during the interview”. Our speaker mentioned that it is important to make a good first impression and being pleasant to deal with. Candidates must be mindful of their body language by avoiding distracting movements, objects and remain calm. Nerves are normal but candidates need to remain in control of their nerves as failure to do so can result in a poor interview.

Candidates need to answer questions appropriately and in order to do so it requires understanding the question. Repeating a question back to the interviewer for clarity is a technique candidates can use to ensure understanding. The interviewer may ask negative questions. These questions are about unsuccessful moments and the intention of these questions is for the interviewer to gain insight on how you deal with such moments.
Sabelo discusses the STAR approach as a technique to respond to competency based questions.

• Situation/Task – Candidates to give an example of a situation they had experienced in their work environment.
• Action – What actions were taken in that situation
• Result – Candidates must describe the outcome or impact of their actions.

Our speaker advised that the STAR response candidates give must be a recent experience and if the candidates have not faced a particular experience they should not omit the question but rather give an answer of how they would handle the situation.
Candidates are encouraged to be brave and not scared of having different views. It is okay to skip a question but you must revert back later. Candidates need to understand that interviews are a dialogue and they are encouraged to ask questions at the end of the interview.

The last phase is “closure of the interview”. Candidates must have a good understanding of their value and personal brand. If candidates have made a good impression they can solidify that impression at the end by thanking the interviewer/panel. Candidates must be mindful that throughout the shortlisting process there is a scoring method and the interview gives you an opportunity to make up for areas that could be a shortfall in your scoring.

The Future World of Work

Nomazibulo Tshanga — Tue, 21 Aug 2018 18:11:17 +0000

The future world of work has been one of the hottest topics since 2017. However, I personally came across this concept around 2012 when myself and a colleague were tasked by the Executive Committee of my former employer to look into the project called “future world of work” and the impact this has on organizations. After extensive industry research on the topic our recommendations were turned down and we were told that the organization is not ready for such changes. I wonder if organizations will ever be ready for the evolving future world of work.

Our recommendations covered areas such as space optimization, flexible working hours, process automation and we also looked at project based vs permanent employees.

Fast forward to 2018 where the world is talking about artificial intelligence and the gig economy, the world of work has evolved rapidly. I remember when I started working in 2006, we used to capture information on spreadsheets for reporting purposes and now those transactions are automated and one could get desired results within a click of a button. Data is live which enables top management to make instant organizational decisions.

Also, with increased connectivity in the world there will be a rise of flexible working hours instead of fixed hours in the office. I am of the view that organizations should focus more on productivity then a physical body sitting in the office. This could also mean that the organization could lower its overhead expenditure by allowing the flexibility and mobility of its employees to work anywhere they wish. This also brings me to the question of whether employees should be outsourced services or not and if this type of model will work for the future or not. For me, there are some skills which could be outsourced, this could depend on what is core and critical within that organization. Currently we are seeing a lot of organization outsourcing all their non- core and refocusing on the core business.

What does this mean for organizations and its employees today?

In 2018, we must realize that it is not a matter of machine vs human, but rather how human and machine work together to solve the world’s problems. Besides, it is a human that makes those machines and therefore I believe that humans are ultimately the decider of the next course of action. Organizations will have to look at reskilling its employees in order to respond to evolving world of work and also employees need to take an initiative to become multi-skilled. An era where employees are only focused on one part of the job is gone; this new era requires creative thinkers and thought leaders. It also requires people who are ready to shift the mind by being adaptable and agile. The gig and sharing economy is driving a culture of collaborations, transparency and openness. This means that there will be fewer and fewer traditional company hierarchy replaced by project based defined relationships. Digital will also play a critical role in organizations as we have experienced over the years how technology creates new and smarter ways and for shorter hours. Now, the question is…Are you ready for the future world of work?

Share your thoughts with us?