Wow, things have really changed since I was last in the job market! Ok, it was almost more than 20 years ago, but it was really very different. In those days you got your CV out to every single recruitment agency on the planet and you checked the newspaper (no internet in those days), both the big ones and the local rags as well. You also told everyone who would listen to you that you were in the job market, in case there was someone, who knew someone, who worked at some place where they were hiring!

This makes a lot more sense I must say - it is structured, logical and you're not running around like a chicken with it's head chopped off - go the exclusive route and be counted.

Honesty is the key to getting that job
When dealing with recruiters, use them exclusively - don't look for work elsewhere
Artemis Elias1
3 August 2007 at 06h00

Recruiters do not work with every CV that comes into their agency. The first screen is to determine whether candidates can do the job advertised. Then they "qualify" candidates before deciding to work on your job search. Most recruiters work on a commission basis, and will spend their time on candidates who are likely to lead to a placement. In return you get their undivided attention and often a good job opportunity. So, the secret is to be one of the CVs that they feel is worth the effort. Here are the qualifying criteria and what you will need to do to get them working your CV:

1. Offer them exclusivity

Recruiters need to know that you are using them exclusively for your job hunt. Working with five other agencies, or responding to adverts while using an agency, greatly reduces your chances of a recruiter prioritising your job search. Exclusivity means you work with only them. When you see a job advert or hear of other positions you let your recruiter know and ask them to represent you. Where five other agencies are working your CV, it gives them a 1:5 chance of making a placement. With exclusivity they have a 1:1 chance. If you want a recruiter to take your job hunt seriously, offer them exclusivity. Fair game, since this is how you will get dedicated time to your job search and 100 percent commitment from a recruiter.

2. Be realistic about money expectations

Many candidates come to recruitment agencies with unrealistic money expectations. Recruiters know that the chances of you getting a large increase on your current salary are limited. The most anyone can expect is a 10 percent to 15 percent increase. Salaries are negotiable if you have not yet received your annual increase, if you are below market-related salary, or if you are in high demand and happen to be one of the best in industry. Employers are not sympathetic to your friend earning more or that you are living beyond your means. Recruiters will not work your CV if you are going to make unrealistic money demands. Clients won't want to interview you and recruiters don't want to waste their time. Let your recruiter counsel you on what is a reasonable expectation. Let them negotiate your salary.

3. Reasons for leaving other than money

When recruiters hear that your reason for leaving your current company is "more money", it raises a red flag. Employers are reluctant to hire "money movers". Recruiters know this and will often ask: "What reasons other than money do you have for wanting to leave your current employer?" Recruiters know that prospective employers will not risk taking you on because they think that you will move for the highest bidder. They know that when a higher paying job comes along you will move. This after they have gone to enormous expense hiring you and investing in your skills development. Recruiters will also be hesitant to work on your CV because they give their clients a guarantee period, after which they lose a placement fee or have to replace you if you leave within a stipulated period. "More money" is a shortsighted reason for making a career move. It is wiser to move for an opportunity to increase your skills base, for global or international exposure or for an opportunity to work with an industry leader.

4. Do not accept counter offers

The last thing any recruiter wants to hear after spending hours finding you a job, is that you have accepted a counter offer. Recruiters ask very specific questions to "test" whether you are likely to accept a counter offer. If they think you might, they will not prioritise your job search. Accepting a counter offer is, as they say in the recruitment industry, "tantamount to career suicide". Recruiters often find that candidates accepting a counter offer are back within three months asking them for the lost job opportunity. Companies want to keep good employees because of the high cost of replacing you. While it's often flattering, employers feel you are no longer loyal. It's a knee-jerk reaction for them. Their goal is often to keep you until they can replace you. Many candidates "use" recruiters to get job offers. They use the job offer to pressurise their current employers to improve their terms and conditions. Recruiters are trained to distinguish these candidates and will not work your CV if they suspect this.

5. Be a co-operative candidate

Recruitment is a fast-paced industry. Recruiters need to know that they can trust you to work with them and at their pace. This means sending your CV when you say you are going to send your CV. Stick to your exclusivity agreement. Make yourself available for interviews whenever they secure you interviews with pro-spective employers. Arrive for interviews and arrive on time. Call back immediately when they leave a message. Be honest about who you are and your qualifications. Reveal any "skeletons in the closet". Phone them after your interview to let them know how the interview went. Phone them after you've handed in your resignation. Follow their advice during interviews. Update them regularly on your job hunting status. Let them know if you are using other agencies, if you have sent your CV to any employers or if you are interviewing anywhere else. Let them know if you have changed your mind on an offer, instead of failing to arrive on the first day. These are some of the ways you can be assured of getting value from a recruitment service.

Artemis Elias is a specialist trainer to the recruitment industry and a job search coach and can be contacted at arty@icon.co.za

CHANCE TO GET REAL WORK EXPERIANCE FOR GRADUATES

What a fabulous opportunity - I only hope that people take up the offer.

Chance to get real work experience for graduates
Theo Garrun

31 May 2007 at 15h55

There has been a lot of debate around affirmative action recently, with some commentators saying there is actually no skills shortage in South Africa. That argument is based on the assumption that there are plenty of skilled black people who, for whatever reasons, are not being taken up into the employment market. However, the reluctance on the part of employers to take on new graduates has as much to do with the inability of those graduates to immediately add value to the organisation as anything else.

There are, through the various Setas, a number of work-readiness programmes designed to bridge the gap between academia and the world of work. The Guarantee Trust Bonani programme is a shining example of what can be achieved, and the scheme is currently looking for new recruits.

The Bonani work-readiness program for unemployed commerce graduates has trained 820 people in the last five years. The programme focuses on the selection, training and placement of previously disadvantaged commerce graduates into the accounting profession in conjunction with Fasset, the accounting and financial services Seta, and the department of labour, which provides funding and overall guidance.

It is difficult for previously disadvantaged graduates to make it through the system and finally qualify. Graduates receive academic qualifications with decent pass rates, but experience a shortfall of skill in application of knowledge once employed. The Guarantee Trust programme bridges this gap. Vital to the process is careful selection of those who have the capacity to make it in this profession. The programme content is thoroughly researched and each segment is included only because of its direct impact on the graduates' ability to succeed in the workplace.

An interesting addendum to this programme is a unique workplace simulation practical module that will be added in Kyalami and Durban this year. All trainees will prepare actual company financial records encompassing all transactions for five companies over 12 months.

Monitors will run this programme as "virtual offices" simulating an actual work environment. This will roll out with each trainee in Johannesburg and Durban having their own fully functional work stations. At the end of the three months the trainee will be streaks ahead of the typical applicant. Once these graduates are through the work-readiness and virtual office programmes, the virtual office accountants will work with practices to monitor and assist graduates to actually see them through learnerships.

A final but vital part of the Guarantee Trust success formula is the attention given after the placement of the learner to ensure that teething problems are overcome and by offering practice support where possible. Requirements to be part of this programme are as follows:

Be a recognised commerce graduate, with an accounting major, from a recognised tertiary institute in SA (B Comm, B Compt, B Acc or a national diploma). Tertiary institute means university or technikon or university of technology.

There are positions for residents of Gauteng and KwaZulu Natal. Applicants from other areas such as Nelspruit, Polokwane, Bloemfontein and Mmabatho will have to find a place to stay in the greater Joburg, Pretoria, Vaal and KwaZulu Natal for the duration of the programme.

You must be able to travel daily in the Kyalami/Midrand area or in Pretoria or in Durban.

You may not be currently employed in the accounting profession. If you are a trainee accountant somewhere else and not in the profession, you still qualify for the project. You may also be employed in a non-accounting job but wanting to be in the profession

Be prepared to enter into a learnership contract with a professional accountant (this is what is needed to become a professional accountant).

Be available to do the training during the months specified and must be willing to sign a learnership or employment contract with an accounting or Fasset-registered organisation

Commerce graduates who are interested in joining the programme and fulfil the requirements should contact Guarantee Trust in Johannesburg (011-466-3312) or Durban (031-701-6702).

CARELESS SLIPS CAN COST ARBITRATION TRIALS

Oh dear! Sometimes it just pays to open your mouth and say your say!

Careless slips can cost arbitration trials

Employees cannot afford to leave adverse evidence unanswered
Tony Healy

02 August 2007 at 06h00

All too often, parties to disciplinary hearings fail to dispute or challenge evidence led against them. Evidence implicating, for example, an employee is ordinarily led during evidence in chief. Should testimony led during evidence in chief include averments which are disputed, such averments should be challenged during cross-examination. For if no challenge is forthcoming, the adjudicator may well assume that no dispute in fact exists with regard to such evidence. A similar issue was addressed in the Labour Court (LC) matter of Ocelli Francke Aubouinn Klaasen v CCMA & 2 others (Case No C260/2003). In this case, the employee, to his detriment, failed to give evidence under oath in the arbitration process.

In this matter, the employee claiming unfair dismissal declined to give evidence under oath believing, mistakenly, that he need not give evidence in the arbitration hearing as he had put his version to the commission in his opening statement and during cross-examination of company witnesses. Having lost the arbitration, the employee took the case on review to the LC claiming, inter alia, that the commissioner had committed an irregularity by failing to properly apprise him of the implications of not giving oral evidence.

The employee continued that he would have given evidence had he known that in not doing so he would prejudice his case. The employee, not legally trained, elected to represent himself in the arbitration hearing. In the LC judgment, the judge stated that employees cannot afford to leave opposing adverse evidence unanswered, as such evidence is unlikely to be rejected if the employee has chosen not to deny or contradict it. Importantly, the judge continued that an adverse inference ought only be drawn if an unrepresented employee has been cautioned that his failure to testify may lead to an adverse inference being drawn.

Failure by the commissioner, in this case, to forewarn the employee of the perilous results of his failure to testify was deemed to have been a "reviewable irregularity" in the LC judgment and that the commissioner "misconducted himself" by not doing so. The judgment continued that the commissioner was in fact "under a duty to inform the applicant of the rules of evidence and his intention to rely upon them to accept an uncontradicted version or to draw an adverse inference".

The arbitration award was thus set aside. Chairpersons of disciplinary hearings, and indeed arbitrators, would do well to heed the lessons emanating from this judgment. Parties should be properly briefed on the prejudice they may suffer in the event that they elect not to testify or elect not to challenge disputed evidence led in evidence in chief, during cross-examination.

THE POWER OF NETWORKING - PART 26

THE POWER OF NETWORKING

PART 26

I was asked the other day, “what my purpose is” when I network. I must confess that I was a little confused by the question, until I realized that I was being asked the question by someone who is used to a completely different style of networking to the one that I tend to engage in.

You see for him networking was usually done as an entertaining social sort of thing, where people chatted genteelly around a table with a cup of tea in one hand and a sticky bun of sorts in the other. Where people smiled politely at one another and made small talk about the weather, the cricket/rugby/soccer, the latest fashion and who was doing what to whom on a regular basis.

This kind of ‘networking’ for me is quite simply, ‘a no go’. You see I am in the Business of Business to make a profit, making money is easy, but making a profit – well that is an entirely different thing altogether (but that is another story for another time). In order for me to make a profit, I need to grow my business – slowly but surely, one step at a time.

For me to grow my business, I need to look for opportunities, and believe me there are an abundance of them all around, it’s just a question of recognizing them and then doing something with them.

For me, the easiest way to search for opportunities, is at a networking event, where people are serious about doing business and who are hungry to find opportunities.

So for me, understanding my purpose for being at a specific type of networking meeting is of the utmost importance.

Therefore the purpose for me attending a networking meeting is to meet people, and build relationships with them. It is to search for opportunities, whether they are for me as an individual, or a possible Joint Venture, or a Strategic Alliance, or even to see an opportunity for a business colleague and/or friend and/or client.

These opportunities and relationships, will allow me to grow my own business, and provide a ‘value add’ to both my clients and my colleagues.

For me, this is a win, win & win again situation.

So now, what was the question again . . . . . .?

BUILDING THE NATION THROUGH CREATION OF JOBS

Are we still on track, I wonder? Have we, as Small Business Owners, been bogged down in the red tape and all the regulations that seem to abundantly abound, forcing us to think twice about hiring staff or actually even starting a business - or are we slowly, but painfully trudging towards a common goal?

There is much debate on the subject, in several ways - Government has tried to make it easier for SMME's to florish, there are tax breaks and the like, yet the red tape that has to be negotiated and waded through is a "field of landmines". It is often difficult to understand what it is that is required in order for us to be compliant with Government Legislation because there does not seem to be one place where we can get all the information that we need. It is fragmented and it is only through sheer determination that we somehow get through to the other end!

Yip, owning your Own Business in the new South Africa is definitely not for sissies!

Building the nation through creation of jobs
Theo Garrun

18 July 2007 at 11h00

We understand it still that there is no easy road to freedom. We know it well that none of us acting alone can achieve success. We must therefore act together as a united people, for national reconciliation, for nation building, for the birth of a new world. Let there be justice for all. Let there be peace for all. Let there be work, bread, water and salt for all. Let each know that for each the body, the mind and the soul have been freed to fulfil themselves. Never, never and never again shall it be that this beautiful land will again experience the oppression of one by another and suffer the indignity of being the skunk of the world. Let freedom reign.

- from Nelson Mandela's speech at his inauguration Pretoria May 10 1994. It is significant that in his first address to the nation, former president Mandela included a plea for job creation, and for the dignity and independence that come with having job. His words, "Let there be work, bread, water and salt for all" were the precursors of a number of initiatives, both during his presidency and since, aimed at tackling the problem of unemployment.

These programmes have had mixed success in the years that followed, but Madiba's commitment to job creation and his belief that work for all is essential if the inequalities of the past are to be removed and country is to prosper, has never been in question. Mandela was later to say: "To build a better life for everyone in the country requires a clear plan. It also requires that we rise above the narrow interests and do what is best for the country. "We have to harness our resources in ways that will ensure that our economy grows and creates jobs and opportunities for all South Africans. "Our plan," he said, "rests on four key pillars:

"We want a democratic society based on equality, non-racialism and non-sexism; we want a nation built by developing our different cultures, beliefs and languages as a source of common strength; we want an economy which grows through providing jobs, housing and education; we want a peaceful and secure environment in which people can live without fear." Once again, there is the stress on job provision, and with it a recognition of the importance of education.

On the topic of education Mandela said: "Education is the great engine of personal development. It is through education that the daughter of a peasant can become a doctor, that a son of a mineworker can become the head of the mine, that a child of farmworkers can become the president of a great nation. It is what we make out of what we have, not what we are given, that separates one person from another." Perhaps the most significant job creation project undertaken in former president Mandela's term of office came right at the of it - the jobs summit of 1998.

The summit was held under the auspices of the National Economic Development and Labour Council (Nedlac) and it brought together all the stakeholders - government, organised labour and representatives of major business - to discuss ways in which job creation could be stimulated.The jobs summit agreements fell into five broad categories. There are agreements relating to:

Job Creation in Sectors of the Economy - These agreements strengthen the ability of economic sectors to create jobs. They include small business promotion, development of the tourism sector and the encouragement of sector summits in sectors threatened by job loss or have the potential for job creation.

The Labour Market and Human Resource Development for Job Creation - These agreements aim to raise the level of skills in the labour market. They encourage the building of human resource capacity through the piloting of learnerships provided for in the Skills Development Act.

Special Employment Programmes - These programmes aim to create jobs in the short term, while building infrastructural and human resources that are critical to sustaining long term growth.

Job Creation in the Integrated Provincial Projects - These agreements aim to strengthen job creation efforts in areas of high social need which have potential for economic growth.

Financing - The Nedlac parties undertook to make resources available for the implementation of the agreements as well as for broader job creation initiatives. Government agreed to provide resources via the Medium Term Expenditure Framework and Umsobomvu Youth Fund.

Business initiated a trust fund to support education, training and tourism projects. Labour established a trust fund based on one day's wages donated by workers. The Proudly South African campaign, now back on track, was born at the summit and several of the projects, for example the Expanded Public Works Programme (EPWP). Although the programme (EPWP) was formally announced by President Thabo Mbeki in his State of the Nation Address in February 2003, it had its origin in the Jobs Summit of 1998. Should those targets be met we will be well on the way to fulfilling Madiba's plea: "Let there be work, bread, water and salt for all."

As we celebrate his 89th birthday it is perhaps a good time for all those who can make a difference to renew their commitment to building the nation through job creation.

BUSINESS SCHOOL TO TEACH KNOW-HOW TO ARTISTS

What a fabulous idea! And this leaves the door wide open for the rest of the country to follow suit and not only in the "artistic" arena but through every aspect of life. How many people in other fields such as IT, Bookkeeping, Retail shops and restuarants, HR etc are hugely passionate about what it is that they do, but do no have a 'cooking clue' about how a business should be run! This opens up an abundance of opportunity! I'm certainly hoing to have a look and see how I can incorporate this into what it is that I want to do - I urge you all to follow.

Business school to teach know-how to artists
02 July 2007 at 04h00

Art as a business is foreign to many artists, but business skills are essential if artists are to reap the fruits of their labours, says Elaine Rumboll, director of executive education at the UCT Graduate School of Business (GSB), and an artist in her own right.

The GSB will present a new programme in association with the Observatory Community Centre, starting in August, to assist artists to develop the business acumen needed to step into their rightful commercial space - without compromising their artistic integrity. According to Rumboll, this kind of programme is long overdue. "From a business perspective, a country without deep sustainable creativity and innovation is a country of shallow capacity.

"Business needs the arts to keep it supplied with new ideas. And the arts need business to ensure that what they do is properly recognised and sustainable." Rumboll says the 13-week process will be a practical investment for artists, who will be better equipped to continue working creatively without being vulnerable to exploitation. To help ensure optimal learning, delegates will have mentors who are successful artists in their particular discipline.

Successful applicants will be charged R2 500, which will be donated to the Observatory Community Centre - which is where the course will be presented. Rumboll says the choice of Observatory as the location for running the course is not accidental. "Observatory is seen by many to be a stronghold for students from UCT and a place where many South African artists were nurtured," she says. "Pieter Dirk Uys went to the Observatory school that is now the community centre, and Freshlyground also had their beginnings in Obs.

"Isla Haddow-Flood, chairman of the Observatory Community Centre executive committee, says the GSB input comes at an apt time in the history of the centre. Says Haddow-Flood: "The primary intention of the committee is to provide a wider spectrum of useful opportunities for residents to empower themselves and improve their lives."

For details on the programme phone 021 406 1380.

So many opportunities, so little time! sigh!

Building a new career
Zara Nicholson

06 July 2007 at 11h00

After working in the construction industry for more than 30 years, Mitchell's Plain entrepreneur Jalaludien Adams earlier this year took a leap of faith and started a business, assisted by his friends. Jalaludien Adams Construction was started in February when Adams, 52, eventually heeded the advice of his friend Neville Solomons. The final decision was made while the two and another friend, Alan Corker, were building a braai unit at Corker's home.

Solomons said they decided to venture into this field because construction was likely to remain the most "lucrative" option in the coming years. "At the moment everyone is renovating and building, maybe because of 2010, in order to hire out their houses, so this field is looking very lucrative," he said.

While the business bears Adams's name, the three men are partners. Solomons still works for the SA Navy, where he has been employed for 24 years, but helps his friends over weekends - dealing with the paperwork, legalities and accounts of the business. Corker, 50, a former spray painting supervisor, and Adams have been friends for years. They are based at Solomons's home in Westridge and registered the business with the department of trade and industry (DTI) in February. Since then they've worked on three projects that each took two to three months - the biggest being a R48 000 contract.

About starting the venture, Solomons said, "The business started very slowly - and is slow at this stage - because of the wet weather and other things. But we discussed it and said that we would work hard and stick it out. It is still tough but we are getting there, we have to have patience and it will work out one day."

They have not bought any new machines or tools, but work with the tools Adams acquired during his career. They also work with men in the industry with whom Adams has previously worked. The only obstacles they have had to overcome were getting the business registered and finding an accountant - which have both been addressed with the help of staff at the Red Door offices.

Red Door is an initiative of the provincial government. It offers free advice and information to small business owners. Solomons said they had only had a short time in which to register and missed the deadline, so had to start all over again. Red Door consultant Donovan Stevens at the Mitchell's Plain office recommended an accountant, who has proved to be "very helpful".

About the advice they received, Solomons said, "He (Stevens) was on the spot and it did not take him long to give the information we required. He gave just what was needed". Solomons said the business was growing slowly but that they had faith that things would improve. "It's going very, very slowly but we must just have faith and believe that things are going to get much better. Everything is done in faith at the moment," he said.

Future plans include taking on bigger projects and giving back to the community by sponsoring initiatives and employing people.

Zara.nicholson@inl.co.za

This is the post that should have been done yesterday.

I am curious as to what the response would have been here in SA.

Bosses should insist on staff lunch breaks

06 August 2007 at 04h00

A survey of workers in Ireland has revealed that an overwhelming 82 percent were happy with their work-life balance. And surprisingly, 75 percent claimed that money wasn't even their sole reason for working. Yet the same study found that when it comes to taking time out to eat a proper lunch, Irish workers are not as vigilant about their eating habits.

Less than 72 percent took a full lunch hour every day while half of all workers who took part in the Walkers Crisps survey said they only managed to get a half-hour break. And only 7 percent of Irish workers are eating lunch away from their desk or workplace. More than half of respondents, at 54 percent, said that they felt that a fun activity would help them unwind and be more productive in the afternoon.

However, when it came to selecting a dream lunch date, male respondents had no hesitation in choosing former Miss World Rosanna Davison as their ideal eating pal. Radioz presenter Ray D'Arcy was the number one female choice among the 619 workers surveyed. Cathal Divilly of the Great Place to Work Institute in Dublin said that creating a "fun lunchtime" helped productivity levels. "It has a positive two-fold effect," he said. "It facilitates the employees to recharge their batteries and have a productive second half of their working day while allowing the company to benefit by having a rejuvenated and revitalised employee at work."

The same survey also revealed a change in preferences when it cames to eating the UK's most popular snack, Walkers crisps. One-third of all workers now prefer a flavour other than the traditional cheese and onion.

BOOST YOUR IMAGE WITH SHARPER MORE POWERFUL CV

This is also really relevant when putting together your business CV. Take the time to read this advice and implement it.

Boost your image with a sharper, more powerful CV
11 April 2007 at 11h00

When a potential employer's advertisement states that you should send a CV of no longer than two pages and yours is six, 10 or 20 pages long, how do you condense the information relating to all your years of experience to the required length and still cover everything that is important?

CV writer and job-hunting coach Gerard le Roux offers some important pointers: First you need to understand the thinking behind the recruiter's request for a two-page CV, he says. "Companies are concerned about the cost of fax paper and toner, and don't want their fax machines to be busy for hours on end. They also want to avoid paging through lengthy CVs, which often include unnecessary documentation such as primary school certificates. "At a more sophisticated level, recruiters want to see if applicants can get to the point and present their credentials concisely, and sell their skills/expertise fast, Le Roux says. "It's a test of the candidate's mind and thought processes, and their ability to communicate." In fact, recruiters will gladly accept a longer CV, if you're clearly the right person for the position advertised, he says. "What they are actually saying is: 'Make your presentation fast, powerful and concise. Use three or four pages, if necessary, but make them easy to read, snappy and relevant.' "

An obvious first step in cutting down on the number of pages is not to have a decorative cover page."This does nothing for you - in fact, it irritates and annoys readers," he says. Now the first page of your CV will include all your personal details. Le Roux advises that you include only the most important at this stage of the recruiting process: full name, ID number, languages (if you speak any languages other than English, which is a given). The layout of your CV can make a difference in terms of space saving. "Check the font size you are using: don't go too big as this will make you look unprofessional," he advises. "As a guideline, when using Times New Roman or Garamond typefaces, use a maximum font size of 11 or 12. You could go as small as 10 point with the body text. With Verdana, Arial or Tahoma, you can go up to a maximum of about 11 points, or as small as 8 or 9 points."Check the line spacing: don't increase this to more than 125%. "If you are using a small font, adjust the line height up to about 125%. Also make sure that your margins are set at no bigger than 2cm all around. In fact, you could go down to 1cm."

While most CVs use the entire left hand side of the page for headings, Le Roux advises against this as it takes up valuable space. "Rather run copy across the whole width of the page beneath the heading."Next, look closely at the content of your CV to see what details you could safely leave out. "Only include the most relevant details - the best of the best - and information that may have a direct bearing on a decision about whether to interview you or not," he says.

In listing details of your education, for example, don't include outdated and irrelevant information, like your junior school subjects. "You may also be taking up valuable space by listing courses that are not related to your current career path, or academic results that either don't do you any credit or have no bearing on your suitability as a worker. "In outlining your work history, bear in mind that work experience dating from more than 10 years ago isn't as important as more recent experience." Summarise clearly and concisely what you did at your older jobs, focusing on their essence. These jobs need to be listed, but not described exhaustively. It's unlikely that they covered crucial areas that will affect a hiring decision."In outlining your more recent career, learn to categorise job functions, he suggests. "Instead of listing each point on a separate line, group functions into categories, such as administration,then list multiple points concisely in each category. For example, a CV entry could read: "Client Service: answering telephonic queries, making service calls, monitoring follow-up and response times."

If you have completed some long projects or courses and it is important to list them as they all have some bearing on your attractiveness as an applicant - for example, if you are in IT and have worked on and developed a knowledge of many programs, packages, languages and technologies - then include an addendum at the back of your CV, he suggests. "In the main body of your CV - say, the first two or three pages - include the most valuable detail. Then refer readers to the addendum if they want to know more. "If you've been with a company for several years and have held two different positions, should you list both positions? Le Roux suggests that you combine the information into one sentence, for example, stating that you started out with the company as a sales representative but were promoted to sales manager after two years as a result of your good performance. "This tells a better and still accurate story," he says.

It is also critical to give thought to how you word things, he says. Don't be long-winded. Use short sentences. "Simply, clarify, use easy language - you'll find it uses a lot less space," he says. To sum up, Le Roux says, "Don't be obsessed with having a two-page CV. If you're a good candidate you'll be allowed some latitude - but don't irritate recruiters by sending long-winded, irrelevant details. "And if you're after a new look, a sharper image, or want to make a more powerful impact, it's worth giving your CV the two-page makeover. You'll come out with a better senseof what you can deliver. "You'll be sending recruiters this message: 'I'm a clear thinker, I'm a good communicator, I won't bore you, I'm confident in my abilities, I get to the point, I'm decisive, and I know what I'm about' - and that's all good," he says.

Contact Gerard le Roux on gerard@jobsearching.co.za or visit www.wowcv.net for more free advice on CV writing or details of his CV writing service.

Impti du Toit is a freelance writer, editor and publicist who can be contacted on 021 762 4364.

THE POWER OF NETWORKING

PART 25

In her cards on Networking Tips, Dr Renate Volpe says “Your business card should read like a headline that is promoting your business.”

Ain’t that the truth. I can tell you I have seen some strange cards out there. Some really strange shapes and some really strange textures and some that you can only read if you put them against a white sheet of paper!

For me it’s about being able to read the bloody thing!

I hate to admit it, but there are some cards that I have actually thrown away in absolute frustration! It tells me who they are and all the numbers are there, cell, work, fax e-mail – the whole toot. The problem is that the writing is so small that I needed a magnifying glass to actually read them – there are only so many times that I am prepared to go downstairs to fetch the magnifying glass to read a business card – so out it went.

Then of course there are the cards that are so different that they do not actually fit into any kind of card holder. Sure they make an impression, but they also frustrate the hell out of a person – so out they go too.

Please don’t get me wrong – be different, be innovative – make a statement, but for goodness sake make a statement that most people can read and make a statement on a receptacle that we can keep somewhere comfortably.

The card should tell a person, clearly, who you are and what you do and the numbers should be of a size that anyone can actually see (never mind read). Be different, be daring but most of all be BOLD. Your aim at the end of the day is to get someone to contact you – they need to be able to read the numbers on the card in order to do so.

For more information on Dr Volpe, visit her website on www.HIRS.co.za

BECOME A JOB HUNTER, NOT A JOB HOPER

Become a job hunter, not a job hoper
09 May 2007 at 11h00

Job "hunting" is an apt term because there are parallels between animal hunting and hunting for a job, according to job-searching coach Gerard le Roux."Animals are smart. They can't just be 'shot' unless it's a 'canned' setup." It requires an expedition: it takes preparation and a team, purpose-designed equipment, a knowledge of the terrain and conditions; and it also requires stealth," Le Roux says.

"In addition, you need a definite target. If you want to hunt, then you have to decide on one target. You can't change your mind every half-hour, because the target needs to be tracked and stalked - and that takes time, patience and persistence. Also, if you have a particular target in mind, you can benefit by enlisting the help of those who can provide you with the knowledge and insight you're lacking."It's the same with job hunting, he says.

"You've got to be smart, streetwise, you've got to know the industry and players in the market. You've got to understand market conditions and be abreast of what's happening around you," he says. "You can't be passive if you want results." The opposite of job hunting is "job hoping", he says. "Picture a hunter leaning against a tree, waiting and hoping that the right animal of just the right size will happen to pass, will not see him and will stop at the right distance to give him a perfect shot." Job hoping could land you a job, but most often it's a long drawn-out process with a mediocre result, he says.

Le Roux has provided a checklist for better job hunting:
Identify a target: what job, what industry, what company, what department would you like to work in?

Research your market: what kind of companies would you like to work for? What gets you excited?

Get equipped: get your CV reviewed by friends or colleagues you trust, make changes, make sure you have your CV ready to e-mail at the drop of a hat. Get a book out of the library on how to answer tough interview questions.

Get your gun: understand exactly what benefit you provide a company.

So this equates to research, research and then some more research. Getting new clients is no different what-so-ever. I would sugges that you get the freebies as suggested in the article and get your business up to date.

Happy client hunting.

Go: now start telling your friends, colleagues, family, neighbours and whoever else you meet what your aim is. "That's the formula. It works. Be brave, be confident, be smart, be stealthy and be prepared."

For more free advice on key job hunting topics, send an e-mail to quickfixes@getresponse.com. Le Roux will send his High Impact Job Hunting Quick Fixes, comprising articles 10 Smash & Grab Cover Letter Ideas; 10 Easy-to-Do Ways to Quick-Fix Your CV; and 10 Interview Success Strategies, to your inbox in an easy-to print and easy-to-share PDF document. There is no charge for these articles.

More information and advice is also provided on his website www.jobsearching.co.za

ID CAN BE BOUGHT FOR R650.00

Corrupt Home Affairs officials . . . you think! And what's with "only six of the 250 country wide were visited", sure the reality of the situation documents were purchased from ALL 6 offices that were visited - that's a 100% hit rate! Good heavens man, stand up and be counted instead of trying to hide behind the door. The bottom line is that documents can probably be purchased from all of the offices throughout the country.

That's what should be looked at and that is what should be dealt with!

ID can be bought for R650 - report
October 31 2006 at 11:54PM

Identity documents (IDs), birth certificates and asylum seekers' permits could be easily purchased, a South African Broadcasting Corporation (SABC) documentary aired on Tuesday revealed.

An investigator for Special Assignment managed to buy five IDs, temporary IDs, birth certificates and temporary asylum seekers' permits - 11 documents in total - for R10 000 for his Zimbabwean domestic worker. The documents were bought at home affairs offices in Johannesburg, Germiston, Tshwane, Nelspruit, Pietermaritzburg and Durban.

In all six cases the documents were obtained through agents who had connections with home affairs employees, and who canvassed potential clients outside home affairs offices. Prices ranged from R650 to R1 800 for an ID or temporary ID.

Interviewed by Special Assignment, home affairs' director of identification Gert Reyneke said: "I think here we are dealing with a very small group of people working together with maybe syndicates from outside." Asked whether corrupt officials inside home affairs were involved, he said: "It could be".

He pointed out that only six home affairs offices of the more than 250 countrywide had been visited. Chief executive of personal credential verification company Kroll, Ina van der Merwe, said one in four IDs could be fraudulently issued. All but one of the documents Special Assignment purchased were valid when Kroll ran them through its computers.

Hennie van Vuuren, from the Institute of Security Studies, said: "South Africans probably rank home affairs with traffic officials, amongst others, as being those that are most likely to be the most corrupt." - Sapa

BE CAREFUL! DON'T FORGET HOW TO RELAX

Up to date again - Yay!

Although this was written last year, it is pertinant again this year as we enter what is possibly our busyiest time of the year. Take note all - we don't want you falling over from absolute exhaustion.

Have a good weekend!

Be careful! Don't forget how to relax
Tessa Silberbauer

22 November 2006 at 06h00

We are in the last leg of the year. On the one hand we're racing to meet the last objectives of 2006; on the other we're thinking about what will happen when we go on holiday. Now when there is so much to do and time seems so short, it is even more important to take regular breaks during the week.

I'm not talking about long stretches of time, but at least half an hour each day that is dedicated to you alone. Yes, it may seem selfish and indulgent when so many things and people demand your time. But it is necessary to be stubborn in the face of these needs. Create the habit of relaxing.

First, if we are too focussed on the holiday, we end up planning the future, or daydreaming about it, instead of concentrating on what we're doing. If what we're doing is rushed, as it so often is this time of year, the potential for disastrous mistakes increases drastically.

Second, and this may sound strange, it is training for the holidays. When we're not used to it, or have forgotten how it feels, relaxing is hard work indeed. Get into the habit now and you reap two benefits at the holidays: you will be able to relax more and you will need to let go of stress.

These two together mean that you can recover more energy and return to work feeling more revived.

Third, pacing yourself will allow you to do more in the long run. Yes, in the short term, less gets done, but not that much less. The loss is more than recovered by the increased concentration and energy that you will soon notice.

Fourth, now is an excellent time to start a new, healthier habit. Creating space for yourself and getting used to claiming it is easier now than later. You do not have to work against the artificial enthusiasm that a new year creates and the momentum against this type of self-care will be less in a few months' time. Maybe you're nodding and thinking: "Yes I need that, I'd like it, but what would I do?"

Here are some suggestions. Adapt one to your needs:

nBreathing exercises, meditation, yoga and similar activities can be wonderful for restoring energy levels. And when you start to learn how, half an hour is enough to begin with. As your mental stamina increases, you can lengthen the time at will.

nCombine a few days' worth of half-hours and go back to that sport you loved as a child, or try one you've been curious about. Join a sports club for a few hours each week. The social life will help too.

nTake up a new hobby. Learn a new craft, music, arts, or just rejoin the library and spend a while reading each evening.

nSpend some time in your garden, or if you don't have one, make one out of pots next to a sunny window. Spending time caring for plants and seeing the results slowly unfold is a marvellous tonic for the soul.Give yourself small intense breaks often and the year-end holiday magically returns so much more. Even a machine needs to stop to be oiled and we are not machines.

nTessa Silberbauer is a Joburg-based life-management trainer.For information, corporate training or private consulting, contact her at 083-310-0955 or livingskills@webmail.co.za

BALANCING THE WORK AND HOME LOAD EFFECTIVELY

This is the post that should have been done yesterday.

See what I mean about opportunity! It is all around us in great abundance -we just have to recognise it. This is a great concept! It also reminds me that I have to have my passport renewed, now where did I put Caleb's number . . . . . .

Balancing the work and home load effectively

If you find it hard to do everything, why not let someone else do it?
Katleho Khoaele02 August 2007 at 06h00

How often do you hear people complain about not having enough time to do the work that needs to be done? We live in a society where people are constantly at work, working overtime. As a result of spending too much time at the workplace, not much time is left to take care of responsibilities at home. "I don't have time to go queue at Home Affairs to renew my passport - you know how long those queues are." "I need to take my laundry to the dry cleaner but I just don't have the time." Does this sound familiar?

Times have certainly changed and people are constantly consumed with their busy lifestyles. This has influenced our modern way of doing things. One might say that taking 30 minutes during lunch to go renew his license is a waste of time and complain that he could be using that time for something else. Standing in queues, making reservations, going to the bank … these things have created employment opportunities for other people. Concierge services are popular in other countries, but now the concierge concept is slowly being introduced in South Africa.

A concierge is basically an employee who assists with errands and is hired to do minor duties such as collecting clothes from the dry cleaner or simply making restaurant reservations. The question of security and trust is one that is still of concern to many people. It's not easy to let strangers into our lives, especially when they have to get involved in our personal lives, let alone handle our money matters. But Terrence Levin, owner of Round About Concierge Services, reassures that "you can't judge a book by its cover". He understands the fears that people have but has also developed a level of trust with his clients. Most of his clients know where he lives, his personal details.

He makes a point that clients can contact his references as a source of backup. He points out that his company attends to the essential chores for people, freeing them up to enjoy more rest. "I got the idea to start a concierge service from my father who works as a medical professional. Like many of his associates, he barely has time to think, let alone attend to all the chores and minutiae of daily life. "I took his advice, did some research and found a gap in the market with plenty of opportunities," says Levin. Some of the basic activities that Round About Concierge

Services manage include:

Paying accounts - rent, water, cellphone, municipal rates;
Drop off/delivery of documents, Sars payment;
Making personal appointments;
Banking;
Dry cleaning collection and delivery;
Holiday/travel booking flights, accommodation.

Work is slowly consuming one's life and as a result of that, people don't have time to attend to household tasks. A concierge service makes one's life easier to manage.

For more information contact Terrence Levin on 082-997-0661 or info@conciergeservices.co.za

ART AT PUBLIC HEALTH CENTRES BENEFITS PATIENTS AND ARTISTS

This is the post that should have been done on Wednesday 15th August.

So here's a great opportunity for those of us who have artistic capabilities.

So many opportunities, so little time!

Art at public health centres benefits patients and artists
27 March 2007 at 11h00

The Community Health and Arts Trust (Chat) recently launched a pilot project for using art as therapy for the disadvantaged at public service outlets and providing work and skills for artists. Head of Sekunjalo Investment Group Iqbal Survey and Dr Colin Jones were the guest speakers at the launch at the Brooklyn Chest Hospital in Milnerton last week.

Chat is an initiative of Cape-based Pygmalion Management Consultants and the Sekunjalo Investment Group, and a collaboration between a large and a small BEE company. Chat project manager Troy Truter says the organisation is a non-profit trust for the support and development of artists in the provision of art as therapy to the health, education, social and other public services. It will liaise with the city and provincial health departments and other appropriate public sector institutions to create opportunities at public health centres (out-patients, clinics and day hospitals) and other community facilities in delivering artistic services to disadvantaged communities, children at risk and rehabilitating offenders.

"There is a potentially large audience, from disadvantaged communities, who regularly attend health facilities to receive treatment. They spend significant time at these facilities and could benefit from interacting with the artists."

The trust seeks support from the private sector and provides opportunities for funding the programme through corporate social responsibility initiatives. Chat will be engaging business, and, in particular BEE companies, to collaborate in corporate social responsibility ventures, says Truter. "This initiative looks at the twin challenge of health and cultural needs and mustering the support of the private and public sectors in the kind of partnership the government has been eager to see take place," Truter says.

Pygmalion and Sekunjalo have already committed funding and management support to the establishment of the trust and the pilot project at Brooklyn Chest Hospital.For information, contact Truter on 021 788 2806, or visit troy@ pygmalion.co.za

THE POWER OF NETWORKING - PART 24

THE POWER OF NETWORKING

PART 24

One of the most frustrating things, specifically in a facilitated or semi-facilitated networking meeting are the stragglers coming in.

Imagine the scene if you will – a person is standing up, telling everyone about who he/she is and what it is that they do. How wonderful their product/service is and why it is that people should be purchasing said product and/or service from them. Everyone in the room is focused on what this person is saying and hopefully, either deciding that they need the widgit and/or they know of someone who may require the services of the speaker.

In the middle of all of this another person enters the room. So far not a problem I am sure that you would agree. The room is packed though and , said person wants to slink into the only remaining seat which is clear across the room. So there is much “excuse me’s” going on with much bending over and head bobbing, whilst they find the seat that they are looking for and finally settle in.

By this time the speaker has lost their thread and momentum, the rest of the networker’s have lost their focus and have forgotten the questions that they wanted to ask – the moment is lost.

If possible make sure that you can get to the venue on time, if not a little early. Before anyone heaves a huge ‘sigh’ and rolls their eyes heaven bound – I know that no-one intentionally wants to be late, but then for goodness sake, use a little bit of common sense – wait until the person who is talking about themselves is finished and either steps down and/or sits down – there is time enough at this point to dash off to the seat in the corner that you now have had time to see. This will cause the least amount of interruption and allow the speaker to say what it is that they need to.

THE POWER OF NETWORKING - PART 24

ABLING YOUR COMPANY

This is the post that should have been done on Monday 13th August.

So you see, the opportunities abound - here is one that w0uld be great for both the person with the disability and for the prospective employer (score cards and things not to mention common decency!)

Hope you are all taking note!

'Abling' your company

This is a great time to give an opportunity to disabled people needing experience

Workplace staff

23 July 2007 at 06h00

The first group of learners on a pilot learnership for the physically disabled at Boston City Campus and Business College are ready to move from the classroom to the workplace. According to Yolanda Roelofse, project manager at Boston, the learners have reached the stage where they need exposure to the real world of work before they can continue with their theoretical training.

"Theoretical learning has to be balanced with experiential learning," she says. "Our learners are not only ready but eager to spend some time in a work environment. "The workplace training, however, has to be relevant to the qualification so the learners can complete their portfolios of evidence and receive their NQF level 4 certificate in Business Administration.

The learnership, which falls under the auspices of the Services Seta, is designed for those who wish to become involved in the administrative functions of an organisation.The core component of the qualification offers learners skills in areas such as management of records, business writing, problem solving, project and team work, comprehension of written and verbal texts and business policies and procedures.

Qualifying learners can follow a career in a variety of fields including financial administration and data capturing among others. "Our learners have taken their physical limitations in their stride and have all done well so far," says Roelofse. "We hope that employers can, in a similar manner and with the same level of commitment, overcome their reservations about employing people with physical disabilities." Roelofse believes the benefits of employing a physically disabled person outweigh common reservations. "The national emphasis is on employing the disabled," she says. "Unfortunately, the usual regard that is given to matching people's personality traits and/or skills with the needs of the company is often discarded; this practice is encouraged by the points given to companies calculating their scores on the equal employment opportunity or black economic empowerment score cards." However Roelofse maintains that this needn't be the case. "This learnership provides companies with the ideal opportunity for them to find out what it entails to have a disabled person on their staff; someone whose traits and skills match the needs of the company.

"Should it work well for both parties, the employer can opt to employ the learner full time once he or she completes the qualification. There is however no obligation for the employer to do so." All the learners - there are nine studying in Cape Town and 55 in Joburg - have disabilities that do not prevent them from contributing meaningfully to a business. Some are visually impaired; others are amputees and wheelchair bound. Though they don't have work experience, some of the learners have studied previously and boast degrees in law and psychology.

"Before embarking on this learnership, the learners were evaluated by an occupational therapist," Roelofse explains. "There is a report on each of the learners stating what their special needs are, what assistive devices are required and so forth. Employers who take on learners will know from the outset what the limitations and/or requirements are." She points out that it is easier to accommodate someone with physical disabilities than is often perceived. "At Boston we only needed to make minor alterations to our campus," Roelofse adds. "Besides, the Seta has allocated a budget to assist employers and other institutions to provide for special needs where applicable. "

Both Boston and the Services Seta will provide assessment tools and other relevant assistance to employers who offer workplace training to these disabled learners."The first group of learners will be available from August while the second group will be ready for their experiential training from October.

For more information or to apply to temporarily employ a learner, please contact Yolanda Roelofse at 011-485-2838 or e-mail Yolanda@ boston.co.za

SARS TARGETS CORPORATE TAX AVOIDERS

This is what should have been posted on Saturday 11th August.

It is said that there are two things in life that we can count on - one is that we will die and the other is that we will have to pay taxes! Having said that, we are constantly reminded, on TV, in magazines etc that people are constantly trying to cheat death! We all know what happens there, so it stands to reason then, that it is not a good idea to try and cheat on our taxes!

Beware, you will be caught! Just don't go there!

Sars targets corporate tax avoiders
January 10 2007 at 08:40PM

Corporate re-organisations structured to avoid tax will be challenged, the South African Revenue Service (Sars) said on Wednesday. Sars was watching corporate re-organisations involving large South African entities, said Commissioner Pravin Gordhan.

Certain transactions were being structured "in such a way that they show complete and reckless disregard for tax morality and South African tax law", he said. "Through elaborate structuring, these deals seek to deliberately avoid the tax consequences that should flow from the associated transactions, thereby robbing not only the fiscus of tax revenue, but all South Africans." Gordhan said Sars would "carefully examine" these transactions for tax compliance.

"The architects of certain tax-aggressive structures will not be permitted to abuse South Africa's tax provisions in ways clearly unintended by the legislature. They will be vigorously challenged."

He called on corporate leaders to ensure the advice they pursued did not undermine the country's tax base. "We once again urge institutions involved in designing aggressive tax schemes intended to abuse the law and deprive the fiscus of its fair share of revenue to desist from such schemes. "These are the activities that lead to complexity in our tax law." Gordhan said Sars would work with shareholders, investors and their advisers to understand their intentions and commitment to poverty alleviation and the country's development, and how structuring of transactions supported this.

Sars spokesperson Logan Wort said Sars was looking at both legal tax avoidance and illegal tax evasion. He declined to name any companies or individuals suspected of either practice. Wort said the challenge of tax law internationally was compliance with the both the letter and spirit of the law. Some companies were believed to be setting up "aggressive tax structures" primarily to avoid paying tax rather than to further their businesses and, while this was not technically illegal, itwas against the morality of the tax laws. Wort said that where companies were acting illegally, Sars was warning them. Where they were aggressively avoiding tax, Sars was appealing to their morality to comply with the spirit of the law. - Sapa

NEW NET SCAM COST CLIENT R24 500

Good morning bloggers, I have been out of town for a few days, hence no blogs, so it's catch up time again.

Here's one for the scammers again! I am somewhat concerned however, when a bank employee says that 'fraud in the bank is normal'. Surely there is something wrong with that picture. What are the banks doing, to control this 'normal' occurance?

New Net scam costs client R24 500
March 28 2007 at 12:16PM
By Leila Samodien

Amid reports of phishing attacks on bank accounts, a Cape Town man says he had to threaten bank staff with a criminal charge to recover R24 500 he lost to a different kind of Internet scam.

Durbanville resident Keith Brook said on Tuesday that although he had not used his First National Bank Internet account for weeks, he received a bank SMS two weeks ago saying the money had been transferred from his account. "I only got the money back 13 days later, after I threatened to take some of the employees to the police."

'They haven't quite worked out what happened yet'

"If they can break into clients' bank accounts, what will happen when they discover new ways to steal money through banking?" he asked. He said he had received an SMS on March 13 saying he had accessed his Internet banking account - despite the fact that his computer had been disconnected for months. Minutes later, he received another SMS saying the money had been transferred to another account. A third message confirmed it.

The Cape Argus spoke to a FNB official, who said Internet fraud was a "normal occurrence" at banks. A recent statement by FNB said that Internet fraud had increased worldwide over the past 12 months.

FNB spokesperson Bonny Feldman said: "It doesn't look like an incident of phishing, but an investigation is still under way and they haven't quite worked out what happened yet. "The scam came after reports of a national phishing scam which gave fraudsters access to the bank accounts of online clients of leading banks Absa, FNB and Standard Bank, among others. In one case, R200 000 went missing from a client's account. Phishing is a scam in which fraudsters use emails purportedly from banks to con clients into sending them personal details that allow the scammers account access. FNB warned clients against responding to emails which:

Ask you to furnish personal details in an email or submit them some other way.

Threaten to close or suspend your account if you do not provide personal information.

Solicit participation in a survey in which you are asked to enter personal information.

State that your account has been compromised or that there has been third-party activity on your account, and requests your account information.

Ask you to enter your user ID, password or account numbers into an email or non-secure web page or to confirm, verify, or refresh your account, credit card or address.

This article was originally published on page 9 of Cape Argus on March 28, 2007

MORE WOMEN SITTING AT HELM OF CORPORATE SA

In keeping with today being Women's Day - have a happy one!

More women sitting at helm of corporate SA
Workplace staff

08 August 2007 at 11h00

Since the inception of democracy in South Africa, women have been making strides in the workplace. It was not long ago when the boardroom consisted of predominantly male executives. The South African Women in Leadership Census 2006, published by Business Women's Association, indicates that there is an increase of women corporate leaders or directors in the country.

People organisation, Kelly, confirms that boardrooms across the country are now taking on a completely different look. Increasingly women are taking their rightful seat at the helm of business. Gayleen Baxter, Kelly's chief operating officer, says: "We are in the middle of a paradigm shift. "Top women talent no longer fill mere management positions; they are now sitting at boardroom tables and steering corporate South Africa into an exciting future.

While this bodes well for women, progress is only now beginning to gain momentum and attention is also being focused on women talent retention."As we celebrate Women's Month in August, the spotlight falls on the success achieved by the business in promoting women in South Africa. The challenge is for business to keep the momentum and succeed in attracting and retaining women in top positions in business. Many businesses are achieving great success and it falls on these companies to provide insight into the key success factors of enabling an environment that promotes equity in the boardrooms.

Thursday is National Women's Day. It is also the anniversary of the historic march of women to the Union Buildings in 1956 in protest against the pass laws that required previously disadvantaged women to carry a document that proves they were allowed into areas reserved for white people only under the apartheid Laws. August is a month of that celebrates and commemorates the contribution of women in the struggle for freedom and, importantly, the progress that has been made in empowering women in business. Baxter adds: "The emergence of a strong and unified force of corporate women is forcing a change in boardrooms worldwide.

"In South Africa the change is beginning to see results giving an indication that the empowerment of women in the workplace is becoming a reality." But can corporate South Africa say that the process of empowering women has in fact reached levels of acceptability? According to findings by the Business Women's Association published in August 2006, Census 2006 indicates that women are still significantly underrepresented in top corporate leadership positions. Baxter confirms that while at director level women are showing a consistent increase, those filling chairperson and CEO positions remain significantly low. The challenge remains for business to attract and retain top women leaders. But there are positives that provide significant impetus to the drive for top women placements:

Top talent.

Women are proving to be some of the best leadership talent in the country. The trend is mirrored in a global context which is seeing an increasing number of women gaining the skills and qualifications to lead corporate business.

Upward trend.

Albeit relatively slow, the numbers of women in top positions is on the increase. The growing pool of talent provides significant resources for companies seeking to empower women in the boardroom. The increase of women directors shows that business is serious in driving empowerment in the boardroom.

Empowering women as a competitive advantage. Companies committed to the empowerment of women in the boardroom show their true intentions, a powerful indicator of its business objectives. With women becoming more qualified and astute business people, their presence at the boardroom table sends a clear message of the company's ability to attract and retain top women in business.

Global trend.

South Africa is not alone in women empowerment initiatives. Globally, business is adapting to the importance of the emphasis on strict corporate governance which also stresses the importance of director independence.Consequently the boardroom doors are increasingly opening for top women talent to enter and drive business into the future. Baxter concludes: "The trend is positive with a strong focus on women empowerment, not only in the boardroom; but at all management levels. "The challenge now is to keep driving the process of true empowerment and as we do so, South Africa is setting a global standard that is set to take business into an exciting and prosperous future."

CHEATING PUBLIC SERVANTS TO PAY BACK R21M

Good heavens! Talk about getting 'fat off the back' of the common people! There are millions of people in this country who live below the poverty line and millions more who do not have work and yet our public servants have additional illegal grants! They are taking the food out of the mouths of starving people and the worst that they can look forward to is 'disciplinary action". What does that mean exactly?

The reality is that they will (perhaps) lose their jobs but their records will be clean. They will continue to enjoy the fruits of their ill gotten gains (you don't for a minute think that the R21m is the whole amount do you?) and they will find work elsewhere, where they will attempt to do the same thing. The punishment here, certainly does not fit the crime!

Cheating public servants to pay back R21m
July 26 2007 at 04:25AM
By Deon de Lange

Nearly 6 000 public servants have so far signed acknowledgements of debt to pay back more than R21-million to the state after receiving social welfare grants they were not entitled to. Replying to a parliamentary question on progress with the department's investigation into massive social grant fraud, Social Development Minister Zola Skweyiya said these public officials would have to pay the money back over five years with 5,5 percent interest. So far 2 058 officials have been found "guilty in court of receiving grants fraudulently", he said. Those paying the money back had chosen to enter into plea bargains instead - hence the acknowledgement of debt.

The number of paid officials who were receiving grants therefore raised suspicion

Previous revelations that some public servants were given up to 30 years to pay back the money interest-free caused outrage. Douglas Gibson, DA chief whip at the time, accused the department of running a de facto interest-free loan service for public officials. The Special Investigation Unit (SIU) - also known as the Cobras - launched an investigation after initial spot checks revealed that many public servants were receiving social grants. Although public servants are not automatically disqualified from receiving grants, most grants look at income as part of the means test to determine qualifying recipients. The number of paid officials who were receiving grants therefore raised suspicion and the department approached SIU chief Willie Hofmeyr to investigate.

When the government's payroll was compared with the department's list of beneficiaries, there were more than 44 000 "hits" indicating an unusually high percentage of public servants claiming welfare grants. This figure was narrowed down to just more than 12 000, of which 5 862 have agreed to pay the money back and 2 058 have been found guilty in court. The precise number of outstanding prosecutions is unclear. The single biggest amount of R48 000 is being paid back over 59 months by an official in the KwaZulu-Natal provincial department of health. One Limpopo education official chose to pay back her debt in one lump sum of R25 000. It is unclear whether she has done so.

Skweyiya said that the SIU was compiling data of those public officials who had defaulted on their payments. "As soon as the data is complete, the SA Social Services Agency shall give power of attorney to the SIU to proceed with litigation against defaulters." Mike Waters, DA spokesperson on social development at the time of the initial investigation, last night welcomed the news that "these thieves are now being charged interest on the money they stole". He said: "The next step is to ensure that every one of them is subjected to disciplinary action by those government departments for which they work. The DA will be keeping an eagle eye on this process to ensure that justice is served."Hofmeyr last year told parliament that the investigation would have to be expanded to include all non-public servants. Steps had already been taken to compare the grant lists with databanks from the SA Revenue Service and other parties.

Initial extrapolations indicate that up to 400 000 people might have to be investigated. The department has budgeted an extra R60-million this year for the investigation and hopes to save about R1,5-billion annually by cutting off cheats.

This article was originally published on page 2 of Pretoria News on July 26, 2007

THE POWER OF NETWORKING - PART 23

THE POWER OF NETWORKING

PART 23

In her cards on Networking Tips, Dr Renate Volpe says “Be generous with what you know. Circulate information. Connect people.”

I am often amazed at the absolute generosity of some people (Renate included) and then equally amazed at how some people will not share anything. The mind boggles – well mine does anyway!

Some people hold everything closely to themselves, they will not give out a lead or a referral, but are sure to be in the very front of the queue if they are sure to receive anything! Go figure!

Apart from the fact that there is an abundance of opportunity and work out there, they are so busy keeping everything close to them, they do not see what is right under their very noses – the abundance. They agonise and stress about every little thing and how people are trying to cheat them and the competition is stealing all of their ideas and business is sooo bad because . . . . Sounds familiar doesn’t it? Yet if they had only opened their hands and their hearts and gave something back, they would receive hugely.

My friend and colleague Kevin Foot always says that ‘you have to give to get’. I agree and have found that you actually don’t have to give too much in order to get a whole lot back.

Look, I don’t mean that you have to give the shirt off your back or give out your IP for nothing. Not at all. But put people in touch with one another. Give out referrals and leads. Invite your competition to a networking meeting with you – chances are that you will be able to work together on a big project that neither of you could manage to work on alone (now there’s a thought for you).

Share information – where the next networking meeting is, who is going to be there, opportunities that are not for you but you know someone who is dying to do that sort of thing.

When you are in front of a client or even a prospective client, who you are pitching to, listen to the needs of the client – it may be that the client not only has need of your services, but also the services of someone that you know. On the other hand it may be that the client does not need your services at all, but has need of someone that you know – imagine how impressed they will be when you say “I’m sorry I cannot help you with this as it is not my field, however I can recommend Jane Doe as this is exactly what she does.”

Not only will Jane Doe think you’re great and start looking out for work for you, but the client will also bear that in mind and when they do have work that you can do for them, you will be called in. That kind of generous behaviour tends to stick out in the minds of people.

This is the best value add that you can have.

For more information on Dr Renate Volpe please have a look at her website on www.HIRS.co.za

Emil on Monday

Welcome to Emil on Monday, a short Money Tips Newsletter.

Advice Notes:

Are You Willing to Lose R5,319,994.71?

It’s no secret that taxes are silent wealth-killers, preventing people from easily achieving their financial goals. That’s why we urge our clients to invest using tax-deferred vehicles as often as possible.

To truly appreciate just how much taxes eat into your ability to generate significant wealth, look at the chart below.

If you double a one sent every day for 30 days, you wind up with a staggering R5,368,709.12. But you won’t believe how much you’d have if you paid 28% in income taxes every day that one sent doubles. You’d have a measly R48,714.41. I kid you not. Thus, it’s clear that tax-deferred retirement accounts can add a lot of money to your long-term wealth.

And don’t worry about the taxes due on your R5.3 million. Even if your now-huge net worth pushed you into the top estate tax bracket, you’ll still have more than R3.6 million left over after taxes — a lot more than the R48,000 you’d have by paying taxes each day on the pay-as-you-go system. Please phone me on 083 562 4858 to help you with your retirement planning…

I got such a lot of feedback and inquiries on Dealing With the Financial Impact of Divorce that I feel the article should be revisited. Read it again here…

Are you busy getting divorced now? Contact me on 083 562 4858 to help with your asset planning. Or click here…

Click here to get your free copy of the Financial Planning Guide(PDF)

Special Announcement: Consolidate your debt to your home loan @ prime less 2,45% Click here for more info or call 083 562 4858.

Money tip nr 30:

Always check that an investment product and/or company are registered with the Financial Services Board (FSB) before investing. If it is not registered and things go wrong, you will have little recourse, so be extremely wary. You can telephone the FSB on 0800 110 443 or 0800 202 087 to check.

Charges on life assurance investments (endowments) are proportionally higher on lower amounts. Check the structure of costs in relation to premiums. You might find that paying just a few rand more every month costs you proportionally less. This will give you a better return.

Are you in need of financial planning? I offer fee based financial planning and you do not need to purchase a product.
Click here to inquire…

Investment tip nr 11:

Avoid investing in unlisted companies. These companies are not properly regulated and are the favourite vehicle of scam artists. If you decide to invest in an unlisted company, make sure you do your homework first and understand all the risks.

Never invest in anything where the underlying investments are shrouded in secrecy. Your money is likely to be secreted away too, never to be seen again. A good example was Jack Milne’s PSC Guaranteed Growth investment scam. Milne refused to divulge the underlying investments, claiming it would show his competitors how he was getting exceptional returns.

Commercial Property is the next BOOM!! To find out more about commercial property syndication and the benefits to you click here…

Quote of the week:

First ask yourself: What is the worst that can happen? Then prepare to accept it. Then proceed to improve on the worst. Dale Carnegie

Have a fantastic week
Emil Trautman
083 562 4858

RICH GET RICHER

Perhaps I am missing something here, but isn't the whole idea behind owning your own business and becoming successful also about the money side of things? Isn't that what being a capitalistic free enterprise country all about? Why on earth wouldn't they become richer? You say it like it's a bad thing! I say well done guys! You Rock!

Rich get richer
March 11, 2007B
By Wiseman Khuzwayo and Mzwandile Jacks

Johannesburg - It is a fact: the rich are getting richer and yes, more black businessmen are joining the list of the super-rich in South Africa. This is according to the 27th edition of Who Owns Whom in South Africa, published this week. The respected financial handbook lists the top 50 directors by value of their JSE shareholdings and for the first time it lists the bourse's winners in terms of the increases in the value of their shareholdings.

The combined value of the shares held by top 50 directors was R105.91 billion, 3 percent of the total market capitalisation of the JSE when the data was compiled in June. The top three richest directors on the JSE remained the same as in 2005: Lakshmi Mittal, effective owner and a non-executive director of Mittal Steel South Africa, holds 52.02 percent of the firm's shares - the stake is worth R14.68 billion; Nicky Oppenheimer, a non-executive director of Anglo American with 3.98 percent of London-listed Anglo American, is worth about R14.09 billion (his interest in delisted De Beers is not included); and Johann Rupert, a director of the Rembrandt Trust, whose 35.5 million B shares in Remgro and Venfin (since delisted) are valued at R8.59 billion.

Patrice Motsepe has moved up from eighth to fourth with a fortune of R7.94 billion - made up of a 42.7 percent stake in African Rainbow Minerals and his interest in the 9.38 percent holding of the Ubuntu-Botho empowerment grouping in Sanlam.

Three black newcomers joined the top 50 super-rich. These were Saki Macozoma, a non-executive director of Liberty Group and Standard Bank, whose wealth is estimated at R519.64 million; Cyril Ramaphosa, the chairman of the Shanduka Group, whose shares are valued at R490.53 million; and Marcel Golding, the Hosken Consolidated Investments chairman, with R360.87 million.

Who Owns Whom said its assessment of the country's wealthiest used the value of beneficial ownership of shares on the JSE. It did not take into account privately held assets and it did not take into account debt owed on shareholdings. The publication said shareholdings were sourced from public documents published in electronic and hard copy in terms of the Companies Act and JSE listing requirements. The data was extracted by the research staff of Who Owns Whom. Shareholdings included those held via trusts where this was deemed appropriate.

The holdings of each director were sent to the respective company secretary for corroboration and updating. The list of increases in value of shareholding in the past 12 months is headed by Tokyo Sexwale, the executive chairman of the Mvelaphanda Group. It shows an astounding 275.1 percent rise in his wealth to R979 million last year. The 2007 edition of Who Owns Whom includes, for the first time, Sexwale's 16.9 percent share of Mvelaphanda Group valued at R673.7 million.

Andrew McGregor, the managing director of McGregor Information Services, said as Mvelaphanda had only listed in December 2004 when it reverse listed into Rebserve, details of its shareholdings had not been included in last year's edition. He conceded that Sexwale would then have been worth more than the R261 million attributed to him last year and the amazing growth attributed to his wealth in the 2007 list had been overstated. Which leaves Brian Joffe at the top with a 261.2 percent rise in the value of his shares from R273 million in 2005 to R986 million last year, almost all of it emanating from Bidvest.

At the bottom of increase in value list, the wealth of Claas Daun, the non-executive chairman with 47.07 percent of Kap International Holdings, fell by 13.3 percent to R826.9 million. Walter Grindrod, the non-executive chairman of Grindrod, reduced his 27.8 percent holding to 16.9 percent, shaving 3.6 percent off the value of his shares from R1.13 billion to R1.06 billion, which benefited from stock price rises.Who Owns Whom first published its list of the super-rich last year when the total market capitalisation of the JSE was R2.89 trillion.

Bruno Steinhoff, the executive chairman of Steinhoff International, increased the value of his shareholding by 124 percent, from R1.6 billion to R3.6 billion.The furniture and household goods manufacturer this week announced it had posted good interim results, with revenue up from R17 billion to R19 billion.Headline earnings grew 33 percent, from R856 million to R1.1 billion. Headline earnings a share increased 32 percent to R1 from 76c the previous year.

This week also saw the share prices of Steinhoff and JD Group, South Africa's largest furniture retailer, surge as a result of the proposed merger between the two companies. A merger would result in Steinhoff, with a market capitalisation of more than R31 billion, being the controlling shareholder in the merged entity.

The value of shares held by Maldwyn Zimmerman, the executive chairman of Combined Motor Holdings (CMH), in the company surged 118.1 percent, worth R986 million last year. It is stated that his shareholding was worth R452 million in 2005, lifting Zimmerman from the 21st position to seventh in the list of top 50 JSE directors. Zimmerman's shareholding shot up to 43.28 percent. The value of shares held by Jebb McIntosh, the chief executive of CMH, lifted 118.7 percent, worth R549 million last year. This has moved him from position 31 to position six in the Top 50 list. His shareholding went up to 24.07 percent in the company.CMH said the rise in shareholdings was due to share price increases, which were considerable during the year.

The value of shares held by Jannie Mouton, the chairman and founder of financial services company PSG, increased by over 140 percent in the past 12 months.Mouton's shareholding was R279 million in 2005. But it has surged to R670 million, elevating him to the fourth position of the Top 50 directors. Last year he was 27 on the list. Mouton, as an executive of PSG, owns 15.43 percent, which is worth R432.08 million. As non-executive chairman of Capitec Bank, Mouton has a 10.41 percent shareholding valued at R232.02 million. PSG said the increase could be attributed to shares obtained through the merger with Arch Equity, further shares acquired in terms of PSG's rights issue, and additional shares acquired in the market.

The value of the shareholding of Brian Joffe, the chief executive of Bidvest, shot up exponentially in the past 12 months, coming second in the top 50 list of directors after languishing in the 23rd position in 2005. The value of Joffe's shareholding rose 261.2 percent last year. His JSE investments were worth R273 million in 2005 but surged to R985.91 million last year. As chief executive, Joffe has a 2.59 percent holding, which is worth R985.62 million.Joffe was said to be "out of town" on Friday. However, the company's latest results showed that Joffe owned 3.8 million indirect and direct shares in Bidvest.

Patrice Motsepe, the mining magnate and chairman of African Rainbow Minerals (ARM), increased the value of his shareholding by 178 percent, from R2.8 billion to R7.9 billion. Andre Wilkins, the chief executive of ARM, said this was in line with firm's results in the six months to December, which saw ARM report a 318 percent rise in headline earnings to R548 million for the six-month period. ARM's rise in value and profits reflects the increase in prices of platinum, manganese alloys and nickel, as well as new projects coming on stream. Motsepe said a dividend would be paid in due course.