Posts tagged ‘jobs’

Hiring a trainer for Exotic Birds? Come to Datum Recruitment Services

At Datum Recruitment Services, customer satisfaction is a factor that helps us stand out and is taking our brand places. It is a point of differentiation.

 

We believe customer satisfaction doesn’t just impact the business’ bottom line, it also impacts team morale and retention rate.

 

To us, customer testimonials are an effective tool for as they provide us with a metric and feedback that we can use to manage and improve our services, have an actionable insight to create a better customer experience and delivers tangible data that can be used to make better business decisions.

 

 

 

 

 

There is great satisfaction in knowing you have done your job well and met your clients’ expectations. We are extremely motivated to do better when we receive glowing testimonials and acknowledgment from a satisfied client.

 

Become our next happy client. Connect with us for your global executive search needs on http://datum-recruitment.com/

 

Feel free to download our case study from  ppt163bird

 

 

How will “VAT – VALUE ADDED TAX” effect the UAE – Economy and Employment

VAT is scheduled to come into effect from January 1, 2018.

 

What is VAT?

 

Value Added Tax (in short VAT) is an indirect / consumption tax on the supply of the goods and services

–              Implemented in more than 150 countries across the globe

–              All 29 EU member states have implemented

–              Including countries like Canada, New Zealand, Australia, Singapore and Malaysia

 

Why in UAE?

 

In UAE high-quality public services are provided to its citizens and residents at a cheaper / much lower price

–              To bring-in alternate revenue sources which will help them reduce dependency on Oil

–              VAT will be a new source of income / revenue in UAE

 

What would be the impact in UAE?

 

“VAT is expected to yield Dhs12 billion in the first year of its implementation and up to Dhs20 billion during the second year,”

– Sultan Al Mansouri, Minister of economy.

(Reference – The National)

 

Flowers:

 

–              VAT, a new source of income

–              A contribution to the quality of the public services even in future

–              It will also help the government to take a step forward towards its vision of reducing dependency on oil and other hydrocarbons

–              Creating a more stable economy

–              Even at a low rate, VAT has the potential to raise huge amounts of revenue.

–              As UAE is one of the most globally ambitious countries, with trillions of dirhams of infrastructure projects scheduled in the next ten to 25 years, creation of a stable revenue stream is good practice by the government.

(Source: www.timeoutdubai.com)

–              Education and Healthcare are Zero-rated

–              Two terms to remember

o             Exempt (VAT has to be paid, can’t apply for refund)

o             Zero-rated (VAT is not applicable or can be refunded)

 

Thorns:

 

–              Cost may go up by 5% which is minimal and affordable

–              UAE being one of the costliest countries in the world, 5% additional would raise questions

–              94 food products are exempted

 

What is the Conclusion?

 

But set at five percent, the new levy seems a small figure when compared to the 150 countries already implementing VAT or a similar method of taxation (in the UK, for example, VAT is 20 percent).

Yes, we might see a general rise in our cost of living, but with the GCC members having already agreed to exempt 94 food products, as well as school fees and healthcare bills, from the new taxation, so there is no need to panic.

 

What will be the immediate effect on recruitment, hiring patterns and job creation?

 

There’s likely to be a mini consumer boom before the end of 2017 and also an upsurge in vacations and hotel room bookings before VAT sets in, there could be an increase in hiring in the retail and hospitality sectors to cope up with the consumer spike.

 

The demand for accounting, finance and tax executives, as well as information technology (IT) professionals is only expected to grow as the VAT rollout draws closer. Any company that procures or sells products and services in the UAE will now have to beef up preparations for the collection of VAT, upgrade their processes and look at the different aspects of their business, from the supply chain all the way to the end customer.

 

Considering that several organizations will be on the lookout for talented professionals for their VAT implementation, there will be a shortage in IT implementers to do the ERP transformations and more critically, a major shortage in suitable skilled staff with knowledge of VAT and the requirements to implement VAT across the business processes

 

It’s safe to say that thousands will be recruited. However, a lot of professionals without relevant experience will lose their jobs because they are not qualified or experienced in the area.

 

A recent survey by a leading talent search organization has found that larger organizations with a higher headcount are better prepared for VAT implementation, as compared with smaller organizations. This survey also reports that many companies have not assigned a budget for VAT implementation and therefore could be implementing VAT without increasing headcount spend and introducing the new laws using their existing workforce.

 

What do employees value – Part 1

 

Appreciation

Employees are motivated more by bosses who let their staff members know when they’re doing a good job and who advocate on their employees’ behalf. This appreciation is more important to employees than the prospect of getting a promotion or a cash bonus.

As per a recent survey, many workers said that when they’re analyzing a job offer, the most important factor is knowing whether management appreciates employees, while only a minor percentage  were most concerned with knowing how often employees were evaluated for raises.

 

Inclusion

Employee inclusion makes employees proud to be part of the organisation and want them to drive its success. If the organisation values are aligned with theirs, they feel motivated and enthusiastic and also want to tell everyone good things about the organisation.

 

Trust

Cultivating a high-trust culture is not a “soft” skill — it’s a hard necessity and a foundational element of high-performing organizations’ employee engagement levels. Trust is necessary for building elite performance. With trust, all things are possible – most importantly: continuous improvement and sustainable, measurable, tangible results in the marketplace.

 

Development

Employee development is needed for employees to undergo various training programs to enhance his/her skills and acquire new knowledge and skills.

Adding increased challenge or responsibility is a proven way to improve job satisfaction.  In turn, worker productivity increases while turnover and absenteeism decreases.  An ambitious employee will feel much better knowing that he or she is steadily working toward a better position within the company.

 

Autonomy

 

The more autonomy employees had at work, the more satisfied they were with their jobs and the less likely they were to transfer or leave their positions. Personal autonomy at work correlates to lower turnover, higher engagement at work, and increased job satisfaction

 

Employee empowerment offers some significant advantages, such as employee productivity, responsiveness, and commitment.

 

Connection

Employee connection is important to reap the benefit of a dedicated, long-term team. Employees like leaders who relate to them, go out of the way to help them,   care about their personal life, show interest in their significant others, back them up with clients, be real and transparent with them, make time for them, create opportunities for new experience.

 

Rewards

Employees respond to appreciation at work, especially when it’s expressed through recognition of their efforts because it confirms their work is valued. Rewards and recognition goes a long way and will not only make your employees feel good, but will actually benefit your business in the process with increased:  Productivity, Job satisfaction, Employee happiness, Retention, Loyalty & Team culture

 

Empowerment

Employees like successful leaders and managers who are willing to exercise their leadership in such a way that their people are empowered to make decisions, share information, and try new things. Most employees (future leaders) see the value in finding empowerment and are willing to take on the responsibilities that come with it.

 

Mentoring

Mentoring in the workplace can have long-term benefits as employees become more self-directed and develop stronger communication and problem-solving skills.  Mentored employees value collaboration and sharing of information, which can lead to a stronger organization.

 

Promotion

Promoting from within can force an organization to develop core competencies for a specific role or group of jobs. This benefits the employee, who has a clear understanding of expectations, but it also benefits the organization, which has a good standard by which to measure staff performance.

 

 

Will machines make humans redundant?

 

Does not look possible considering the numbers!

 

 

Striking perfect career-life balance for the 21st century employee

(STANDARD Digital)

 

What is work life balance?

 

 

Work life balance generally refers to the attainment of a comfortable state of equilibrium between an employee’s primary priorities of their employment position and their private lifestyle

 

Universal benefits of attaining work-life balance

 

First, is reduced burn-out where individuals reduce the incidents of finding themselves overwhelmed and losing control of their lives.

Secondly, work-life balance results in increased productivity of the individual and consequently impact positively on the organisational output.

Thirdly, absenteeism is curtailed as an individual’s level of engagement is improved since they now enjoy both their work life and their personal life.

 

Organisations that promote both the work and the personal welfare of their employees earn their place as employers of choice and are, therefore, rewarded by their employees with improved commitment.

 

Some of the strategies that can be employed by those desiring work-life balance include:

 

Setting boundaries and respecting them: This simply means that time and attention allocated to work, friends, family and personal life should be respected at all times. This practice will create a relatively predictable timetable that will undoubtedly promote your mental and emotional well-being.

Improving efficiency and effectiveness: The fact that you cannot increase the number of hours in a day means that, you must improve on your speed and effectiveness in all your undertakings. This means planning you must plan ahead and stick to your timelines for each activity.

Prioritize: What can’t you do without in life? What is essential and what is important? A priority list must be created and constantly evaluated to ensure that you are progressing both career-wise and at personal level.

Personal development: The quest for both career and personal success is not for the faint hearted. It calls for both smart and hard work.

 

Apply for jobs in Africa with Datum Recruitment Services

Hi Everyone,

 

We are currently looking to fill positions for clients in Africa. If you are interested or can recommend someone else, please let us know!

 

Job Title: Asst Manager Finance & Accounts, Uganda

Company Brief: Our client is a leading producer of quality steel products in East Africa making products such as Roofings, galvanized and pre painted roofing sheets, Eco tiles, Hollow sections, mild steel plates etc. They are hiring for jobs in Africa.

Designation: Asst Manager Finance & Accounts

Location: Uganda

Brief Profile:      The role will include: Product Pricing and updating in ERP, change pricelist sub group and updation, Product profitability Analysis on a monthly basis.

For more details please visit: http://www.datum-recruitment.com/jobs-in-africa   Reference Code: REQ-1914

 

Job Title: Chief Operating Officer, a FMCG Company, Lagos, Nigeria

Company Brief:  The client is one of Africa’s largest employers and the largest independent manufacturer and distributor of the well-known and widely consumed brands of soft drinks in such as Pepsi, 7UP, Mirinda, Teem and Mountain Dew, which they produce in their present 9 manufacturing plants. They have created thousands of jobs in Africa.

Designation: Chief Operating Officer, a FMCG Company

Location: Lagos, Nigeria

Brief Profile:   The desired candidate will be: Driving business (MAKE & DELIVER) agenda, driving people agenda. They will have Management skills, financial skills and Inter-personal skills.

For more details please visit: http://www.datum-recruitment.com/jobs-in-africa  Reference Code: REQ-1908

 

 

Job Title: GM Sales & Marketing (Export Sesame), Nigeria

Company Brief: Our client is part of a large conglomerate, with diverse business interests. They believe in quality and innovation and creating vacancies in Africa for top professionals.

Designation:  GM Sales & Marketing (Export Sesame)

Location: Nigeria

Brief Profile:  The desired candidate will be an MBA from a top tier B-School and Economics graduate from one of the top colleges in India and must have experience in Commodity Trading & Supply Chain Management with leading Multinationals in India and Africa. They will handle Country Management: P&L management, Pricing Strategies, Accounting, Budget preparation & variance monitoring, Mark to Market (M2M) and BRM for the markets, Internal & External Stakeholders Management.

For more details please visit: http://www.datum-recruitment.com/jobs-in-africa  Reference Code:  REQ-1910

 

Job Title: GM Sales & Marketing (Foods), Nigeria

Company Brief: Our client is part of a large conglomerate, with diverse business interests. They believe in quality and innovation and creating vacancies in Africa for top professionals.

Designation: GM Sales & Marketing (Foods)

Location:  Nigeria

Brief Profile:  the desired candidate will be Responsible for directing Sales & Marketing function to achieve targeted sales (both volume and value), market share and profitability budgets for entire product/brand portfolio (both in-house and trading products).

For more details please visit: http://www.datum-recruitment.com/jobs-in-africa  Reference Code: REQ-1911

 

Job Title: GM Sales – B2C, Nigeria

Company Brief:  Our client is part of a large conglomerate, with diverse business interests. They believe in quality and innovation and creating vacancies in Africa for top professionals.

Designation: GM Sales – B2C

Location:  Nigeria

Brief Profile: The desired candidate will be Managing Sales & Marketing organization to ensure achieving targeted sales (both volume and value), market share and profitability budgets for entire product/brand portfolio (both in-house and trading products).  They will be MBA (Marketing) from any University/Business School/Institute of repute.

For more details please visit: http://www.datum-recruitment.com/jobs-in-africa REQ-1912

 

Jobs in India

 

Job Title: Manager Accounts & Finance (Consolidation), Mumbai

Company Brief: Our client is part of a large global conglomerate with presence in hospitality, services, engineering, chemicals, Energy, IT and trading. Their huge scale of operations means they have several vacancies in India with them.

Designation: Manager Accounts & Finance (Consolidation)

Location: Mumbai

Brief Profile: The job profile is: Consolidation work for Distribution Vertical & TAHL – Strategic Plan (short term / Long term), ABP, monthly MIS, other information as & when required.CA with IFRS knowledge, experience in Finalisation, consolidation of accounts, exposure / experience of handling taxation / Secretarial work will be added advantage. Ideally total experience of around 10-15 years.

For more details please visit: http://www.datum-recruitment.com/http://www.datum-recruitment.com/jobs-in-africa%20REQ-1909

 

How to retain top talent?

Recruiting top talent is not easy but retention is an even bigger process. After you put in the time, effort and investment to hire the best employees possible, you need to retain that talent. Employees want to feel valued. They want to be compensated well; they want to be challenged; they want to contribute to something meaningful; and they want to have a good work-life balance.

 

Let’s watch this video by peoplematters to see what top talent look for when they start working for an organization and to continue working there.

 

 

 

 

“Gig’ economy to phase out lifetime careers?

(Financial Times)  The typical cog in a machine job in a typical work place are not the only jobs available. The new world of work has jobs which are both more exciting and less secure. There is greater variety, in both pay and conditions. A job is more likely to be part-time, temporary, freelance or self-employed. It may not be a job at all, in the way it used to be defined.

 

Job sites such as Monster.com and platforms such as Uber, could add 2 per cent to global gross domestic product by 2025, increasing employment by 72m full-time equivalents. As the number of micro-firms, Freelancers and independent contractors grown many young people believe that the best days for freelancers lie ahead.

 

Gone is the era of the lifetime career, let alone the life-long job and the economic security that came with it, having been replaced by a new economy intent on recasting full-time employees into contractors, vendors and temporary workers.

 

The gig economy is only part of a shift in employment over the past three decades, unleashed by technology and global trade. It has created many winners and losers, both by outsourcing jobs from the west to Asia and Africa, and by changing the terms on which most people work. Financial and contractual risk that used to be borne by companies has been transferred to employees.

 

Yet this world of insecurity and risk is also one that many people seem to appreciate. More self-employed people in Europe and the US report enjoying their jobs than those who are employed. Many entrepreneurs, even those who run a tiny business that amounts to self-employment, like their freedom and self-reliance and the possibility that they could become wealthy and see lot of lot of potential in the new world of work .

 

The ideal working life for many millennials is not finding a safe job that will last them a lifetime but creating a technology start-up, a glamorous form of small business that is backed by angel investors.

 

The challenge for policymakers is to find a new form of employment contract that suits the changing workforce. Benefits such as pensions and sick leave are often attached to permanent jobs and increase with longevity. As jobs fracture, individuals who switch jobs, work as consultants or run “micro-businesses” with one or two employees need similar support.

 

The task is to limit the downside of the new economy without curtailing job growth or preventing people from working in the way they prefer. There is a danger of romanticising the past benefits of permanent full-time employment and fixed-job contracts when many now want alternatives.

 

While most people prefer freedom from typical jobs; the new world of work must chart a course between the twin dangers of corporate conformism and worker exploitation.

Multi-skilled employees keep organisations going!

Companies need people who could adapt quickly, think on their feet and competently perform duties often beyond their JDs.

 

 

( Dr. Poornima Gupta for people matters ) The word “disruptive” has become very commonplace these days. As time goes by, jobs that are known today will disappear tomorrow. We are witness to drastic changes in jobs and careers compared to 20 years ago. Earlier, working in a company for 15-20 years was the norm. Now, companies offer loyalty bonus to those who complete five years. In IT companies, loyalty bonuses are common and paid every year after the first 2 years. More jobs are likely to disappear in the next decade.

 

As seen during the recession, employee specialists became an endangered species. Firms needed generalists who could adapt quickly, think on their feet and competently perform duties often beyond their job description. Successful businesses were those that evolved rapidly and effectively. As companies face the constant challenge of cutting costs, focusing on what they are good at, countering competition from newer players, outsourcing all non-value adding activities, they will look at the employee costs that they will have to ultimately curtail. They will commit to employ only those people who have skills without which they cannot survive, or who have ability to don multiple hats.

 

The old saying jack-of-all-trade workers remain crucial to companies for their ability to handle multiple assignments. And adaptability and versatility is emerging as a key quality that recruiters say they consider when filling vacancies these days. Adaptability is thinking on your feet. It’s more about being thrown unexpected turns and instead of just reacting, you look at the opportunity, see it and deal with it. People who can work under pressure, take on new tasks and can be okay out of their comfort zones, these are the ones companies need now.

 

The trouble is, conventional recruiting tools such as résumés, background checks and interviews won’t reveal if job candidates possess such traits. Personality tests and talent assessment tests become better indicators. The tests do not tell you whether to select or not, but they tell you the characteristics of the individual and the environment where they will do well. The traits like ability to deal well with pressure, talking about the excitement of change in their work and willingness to learn new things are the ones to look out for. If the candidate had left previous job because of uncertainty at work, is not one willing to adapt well to change.

 

Tata Motors and Mahindra & Mahindra have a policy of job rotation with the specific intention of equipping their employees with multiple skills to handle leadership positions. In Maruti, a supply chain manager can be in charge of marketing or production engineer head of R&D. They give ample opportunities for their managers to study further and work on  cross-functional  projects enabling them with the skills to manage the organization for the future. This requires the employees to be willing to learn new things.

 

Another reason for hiring multi-skilled employees is that these employees make for highly motivated and engaged workers. Research has shown that because they are versatile, they are always on the lookout for new dimensions in their own work, which prevents it from becoming monotonous. They can be fit wherever there are opportunities in the organization keeping them from being looking outside the company. Thus it results in greater retention.

 

Wipro Technologies and Infosys, the leading IT companies in the country, train their employees to turn into a multi-skilled workforce. They believe that when people are multi-skilled, they will likely need fewer people. This increases the hiring efficiency as well as reduces the attrition as workers tend to stay because they are given a variety of jobs to do and can see the growth potential in their jobs. Thus, today in the era of turbulence, what matters is not what you are good at, but what you can be good at in the future.

 

( About the author : Dr. Poornima Gupta is Associate Professor in the field of Organizational Behaviour and Human Resource Management at Great Lakes Institute of Management in Gurgaon ) 

 

Attracting and Retaining Employees for Brand Building

(people matters) The eCommerce boom brings with it difficulty and opportunity. Hiring and retaining good talent has become a pressing issue for IT companies who are facing acute skill shortage. Considering the fight for top talent, companies need to build and showcase an effective brand and attract better and more qualified candidates. This is long and effort taking work by leadership teams over several years.

 

These days, organizations invest heavily in advertising and marketing to increase visibility and awareness. Data supports that one of the most effective method is to have employees speak highly about the organization. There’s nothing more reliable than what an employee says about working in an organization. It is the absolute truth.

 

Perception is reality, so whatever people are thinking and saying about your brand, is your brand.

 

So how does one get employees to speak highly about the organization?

 

While employee engagement is an on-going activity, it is true that employees talk about the new organization and lot more in the first few months of joining than they would after a few months. These is when they are most excited, and tend to discuss their new organization with their ex-colleagues, ex-bosses, friends and families the most. Organizations have to ensure that the candidate’s induction experience is absolutely top class.

 

Improve recruitment experience

 

You may not hire every single candidate who comes for an interview, but it’s still important to take care of him or her. Show them you care and don’t take them for granted.

•    Meet, greet and seat.

•    Communicate so they know what to expect, especially if the process is going to take longer than expected.

•    At the end of the interview, let the candidate know what the next steps would be and when they can expect a call.

•    Call candidates who don’t make it and provide feedback on the reason. It will help them perform better in their next interview and they would be grateful

•    Start spending 5 more minutes with each candidate. It always helps.

Improving recruitment experience for each and every candidate will immensely help the brand image as perceived in the outside market.

 

Improve early joining experience

 

New employees go through several anxious moments. Organizations should put in adequate effort to ensure that this experience is as seamless as possible.

 

Day 1 experience is critical

 

Make the employee feel warm and welcome on day one. The employee should feel comfortable and happy with his/her decision to join the organization.

 

Constantly seek feedback during the first 3 months

 

Create a mechanism where there is high engagement with the new hire. The communication should be 2 way where the organization reaches out to the employee constantly to seek feedback and the employee can also raise issues and grievances with the comfort and confidence that it will be resolved.

 

Senior leadership to meet and share organizational goals and vision

 

High involvement from the senior leadership increases faith and trust that an employee has in an organization.

 

If an organization gives all their candidates and new hires an absolutely ‘WOW’ first impression and experience, the good word can spread really fast and will also go viral on social media. This would encourage more candidates to apply and join as there is a brand perception built in the market and the employee feels that this organization will be a great place to work in.

Author: Krish Hanumanthu