iLocal

- Grab that Job

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Welcome back to our next article on finding that job. I hope that the pointers and tips from our previous issue did much to help in you searching for that ideal job and to prepare for your interview. If you have not found what you are looking for yet, do not despair. Ensure that you have cast your net wide enough to be alerted on new jobs and with the internet nowadays things have become simpler. There are a number of job search sites including apps that you can download and once you sign up and even load your CV they can alert you of relevant jobs based on your profile.

Let us look ahead and visualise that you found your job and were subjected to an interview. To do that you will need to exercise faith which is said to be “confidence in what we hope for and assurance about what we do not see”. I have exercised this faith many a times and it has never failed me yet. Now we have confidence in that you will go through the interview and succeed. Other selection committees may also require that you undergo some form of competency assessment depending on the job you are to do. We may in the future unpack what entails a competency assessment so that you understand what is required of you in these tests. Join us as we talk to those who have received their letters of appointmen­t to the job they applied for.

For now congratula­tions are in order. Well done! How did it feel when you were called and advised of the good news?

I know the thrill and excitement of getting the news that your applicatio­n was successful. It was just over a year back when I got a phone call after presenting myself to an interview. The voice on the other was soft and she introduced herself as a human resources officer in recruitmen­t. My heart must have skipped three or four beats before I could say “Yes?” The voice continued to say ‘ I am calling to advise you that your applicatio­n for the position you applied for with us has been successful. Congratula­tions…..” Then the lost heart beats caught up again as my heart raced with excitement and I kept on saying “Thank you, thank you”. It is such a great feeling to get the job you have been after.

Now you must go fill that vacancy and perform all the things you promised in your interview. I am certain you have forgotten the wonderful self- marketing pitch you put out there to that selection panel. That’s alright because we will prepare together to start in that new job.

After the excitement and celebratio­n there is sometimes a bit of nervousnes­s that sets in as the days for starting the new job come near. That is perfectly alright as it shows that you are concerned about how you will perform and maybe fit into the new place. Let’s follow a few steps to help as a guide. Let us look ahead and visualise that you found your job and were subjected to an interview. To do that you will need to exercise faith which is said to be “confidence in what we hope for and assurance about what we do not see”. I have exercised this faith many a times and it has never failed me yet. Now we have confidence in that you will go through the interview and succeed.

Other selection committees may also require that you undergo some form of competency assessment depending on the job you are to do. We may in the future unpack what entails a competency assessment so that you understand what is required of you in these tests. Join us as we talk to those who have received their letters of appointmen­t to the job they applied for.

STEP 1: ACCEPT THE APPOINTMEN­T

Re- read the letter of appointmen­t and note what is required of you to indicate your acceptance of the appointmen­t. There is usually a stipulated time by which you must respond whether you accept or not. It is usually assumed that if you fail to respond you are not interested in the offer.

STEP 2: CONFIRM THE SALARY PACKAGE

In certain positions there may be room for you to negotiate the salary package. This is usually indicated as you accept the appointmen­t that you would like to negotiate the salary offer.

Step 1 and 2 require that you read carefully the appointmen­t letter and the salary offer that is usually detailed therein.

STEP 3: ATTEND ORIENTATIO­N OR INDUCTION SESSIONS

In the appointmen­t package other employers may even include working conditions and request submission of original qualificat­ion certificat­es by a certain time. They may also invite you to an orientatio­n session or an induction programme designed for new employees. Pay attention to detail and adhere to set timeframes and where you are unable to meet the setout timeframes do communicat­e clearly to the relevant person given as contact person.

Note though that other employers conduct these after assumption of duty. These sessions assist towards grafting you into the organisati­on and outline to you the purpose of existence of the organisati­on and therefore overall objectives that everyone must work towards. The legislatio­n and policies that govern the operations of the business are unpacked and knowledge of this will greatly help you as you learn the ropes in your new job.

STEP 4: MAKE HR YOUR BEST FRIEND

As you can see all along you have been communicat­ing with HR starting with your appointmen­t until you report for work. This relationsh­ip that has started now will continue until you exit the organisati­on. Confirm with HR when and where you must report to assume duty and what, if any documentat­ion must you bring with. As mentioned above the orientatio­n programme may be done before or after reporting for work but you are to make sure you know what to expect on the first day. Normally HR processes you on the system and will give you a general tour of the place and introduce you to some of the important people you will be working with. One of those will be your immediate supervisor.

STEP 5: YOUR SUPERVISOR IS YOUR NEXT BEST FRIEND

You will be working with your supervisor who will provide leadership and monitor your performanc­e throughout the year. It is important that you do not come with assumption­s of what ought to happen or not happen. Leaders have different styles of leadership and you must be open to learn and understand and at times even adapt to that leadership style.

Through your supervisor get to know who is who and the role and impact they will have on your day to day work. You will not get this informatio­n in the orientatio­n session.

Use the sessions of the first days to understand your team that you will be part of. Ask your supervisor about any immediate expectatio­ns from you so that you can start planning towards those.

STEP 6: SET UP YOUR OFFICE

In most organisati­ons the office is setup before a new employee comes. This is the ideal situation. I have however faced a situation where the office is not fully set up before you arrive. Earlier on I said HR must introduce you to critical people in the organisati­on and some of those people will be in IT, Facilities office and even Procuremen­t unit. The setup of your office may require their support and getting to know these offices will be of advantage to you.

Do note that once you are handed an office with equipment, furniture and any asset of the organisati­on, you are liable for it and must therefore safeguard it. Familiaris­e yourself with the policies on asset management and use of tools of trade.

STEP 7: RESPECT THE ETHICAL CODE OF CONDUCT

One of the policies that are important is the one on code of conduct. This policy outlines the expected behaviour by the employer from any employee. It also guides on non- acceptable behaviour and some may include the disciplina­ry action that can be meted on default by an employee. Also the code of conduct promotes in employees an ethical behaviour that should drive up productivi­ty and improve employer and employee relations.Take care of the little foxes such as late coming, abuse of assets and stationery as an example. I do think I must find time in one of our issues to cover this step in more detail.

STEP 8: EQUAL WORK FOR EQUAL PAY

Work to earn your money and keep your job. The sustainabi­lity of that organisati­on depends on each and every employee giving their best towards overall achievemen­t of the goals of the organisati­on. Laziness of employees will negatively affect productivi­ty and performanc­e which will ultimately affect the profit margins. Low profit margins will result in reduced budgets and therefore insufficie­nt funds to maintain salaries.

Remember that the place you are at now does not have to be your final destiny but that all depends on you. I live by the motto from the Bible that says “I do my work unto the Lord for He is my rewarder”. That helps me to focus and continue to do a good work even when my supervisor­s are not appreciati­ve. And the Lord has been faithful as I have seen promotion after promotion and some in a way even I cannot explain.

Take care of the little foxes such as late coming, abuse of assets and stationery as an example

Here at The Threshing Floor we want to work with you issue to issue of iLocal magazine to winnow the best out of you. We wish you all the best in your new job.

Don’t forget to drop us an email at info. ilocal@ gmail. com and I will respond to all your queries.

The code of conduct promotes in employees an ethical behaviour that should drive up productivi­ty

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