The document is a curriculum vitae for Sunell Pretorius that outlines his professional experience and qualifications. It includes:
- A profile of his personal attributes including professional excellence, strategic planning skills, resilience, and integrity.
- Over 15 years of experience in recruitment, talent acquisition, client relationship management, and people leadership roles with various companies.
- Detailed descriptions of his roles and responsibilities in positions like Business Executive, Talent Acquisition Manager, and Recruitment Specialist.
Recruitment
Recruitment is a possible step which aims at attracting a number of candidates to apply for the given job.
The higher the number of people who apply for a job the higher will be the possibility of getting a suitable employee.
HR planning
Identify job vacancy
Prepare job description and job specification
Advertising the job vacancy
Short-listing
Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job.
The management goes through the qualification and experience of all the candidates and matches them with the job roles in order to decide on the most suitable ones for the job.
Human Resource Placement and Trainning in Delhi Ncr
We believe in people, their abilities , potential , strengths , achievements and excellence and it is this philosophy with which we work for the better result . Following this philosophy we search for the suitable candidate for the specified job
The document summarizes the modern recruitment process in 3 main steps:
1. The recruitment process typically begins with an initial screening of applicants and completion of an application form. Successful candidates then progress through a series of selection tests and interviews.
2. The selection process may include preliminary interviews, application submissions, selection tests, employment interviews, reference and background checks, and a company physical examination. Several factors influence the selection process.
3. The typical recruitment steps are initial screening, application completion, employment tests, job interviews, conditional job offers, background investigations, medical examinations, and permanent job offers. Onboarding new employees involves orientation, induction, and on-the-job training.
This document provides information about Liaquat National Hospital and South City Hospital in Karachi, Pakistan. It discusses the history and facilities of both hospitals. Liaquat National Hospital was established in 1958 and has 700 beds across 32 specialties. South City Hospital was established in 2006 in response to another hospital being demolished, and it houses 124 beds across various departments like operating theaters and intensive care units. The document also discusses recruitment, selection, training and performance management processes at the two hospitals.
The document discusses the various costs associated with recruiting and hiring employees for companies and consultants. It outlines internal and external recruitment costs for companies, which include the costs of recruiters, hiring managers, candidate screening, testing and travel. It also discusses recruitment costs ratios, bad hire costs including lost productivity, training costs and termination costs. Bad hire costs can be substantial and include the initial recruitment costs plus lost knowledge and customers. The document provides formulas for calculating many of these costs as a percentage of compensation.
Recruitment and hiring process with process flow diagram
The recruitment process begins with recruitment planning where vacant positions are analyzed and job descriptions are created. A recruitment strategy is then developed to identify the best sources for finding qualified candidates, both internally through promotions, transfers, and referrals, as well as externally through job boards, agencies, and campus recruiting. Candidates are sourced and screened by reviewing resumes, conducting phone interviews, and identifying the top candidates to move forward in the process. The final stage involves evaluating the effectiveness and costs of the overall recruitment effort.
This document discusses various aspects of recruiting employees, including the importance of hiring the right people. It covers topics like the definition of recruitment, job analysis, internal and external sources of recruitment, and the advantages and disadvantages of each. Several students have contributed sections about specific recruitment topics, sources of recruitment both internal and external, and effective ways to conduct the recruiting process.
This job description is for an HR Manager position. The ideal candidate should have an MBA in HR with 4-5 years of experience in an HR generalist role. They must have skills in client management, strategic planning, problem solving, and general management. As HR Manager, key responsibilities will include recruiting, staffing, performance management, organization development, employee training, policy development, compensation, benefits administration, employee relations, and employee services.
This document provides an overview of best practices for recruitment and selection. It discusses planning the recruitment process, performing job analysis, attracting candidates, shortlisting, interviews and assessments, reference checks, making a selection, and evaluation. The goal is to select the best candidate for the role using a standardized, fair process. Job analysis is identified as the most important initial step to determine the key criteria for the role. Attraction strategies are important to market the organization and role. Shortlisting helps filter candidates based on criteria. Behavioral interviews structured around key criteria are recommended over unstructured interviews. Reference checks, induction, and evaluation complete the process. Using this standardized best practice approach helps hiring managers select the most suitable candidates and avoid poor hiring
The document discusses the recruitment and selection process at organizations. It describes the key steps in recruitment, which include searching for and attracting job applicants. Selection involves evaluating applicants' qualifications to determine their suitability. The document outlines factors that influence recruitment, such as a company's size and policies. It also lists common sources for finding applicants, like current employees or job advertisements. The selection process typically involves preliminary interviews, tests, employment interviews, background checks, and making a job offer. The document provides an example of recruitment and selection practices at the IT company Wipro, including how they determine hiring needs and conduct the selection process.
Human: Thank you for providing the summary. You captured the key details about recruitment and selection processes
The document discusses recruitment policies, methods, and procedures. It begins by outlining learning objectives around describing the purpose of recruitment, explaining recruitment policies and processes, identifying components of good policies, and familiarizing sources and methods. It then defines recruitment and discusses the purpose and importance of having recruitment policies. Key points made include attracting candidates, creating talent pools for selection, determining staffing needs, and meeting legal obligations. The document also outlines factors affecting policy, components of policies, the recruitment process, and methods of recruitment including internal and external approaches. It closes by discussing advantages and disadvantages of different recruitment methods.
US Staffing Trends | 2015 Global Recruiting Trends
Here's a snapshot of LinkedIn’s US Staffing Trends Report, revealing 3 industry insights to amplify your 2015 strategy. Download the full report: http://linkd.in/1uNWJo9
Recruitment Realities Changes And ChallengesAndrew Jang
This document discusses recruitment realities and challenges in finding qualified candidates. It emphasizes the importance of increasing the candidate pool to improve chances of finding the right fit. It also stresses the need to evaluate candidates by collecting valid and sufficient information to make the right hiring decisions. Finally, it explores how recruitment practices must evolve and utilize new technologies, social media, and generational trends to effectively target and attract candidates.
This document discusses recruitment and selection. Recruitment is defined as attracting job applicants and involves determining an organization's present and future needs, increasing the candidate pool at low cost, and meeting legal obligations. The recruitment process has five stages: planning, strategy development, searching, screening, and evaluation. Selection is differentiating between applicants to identify those most likely to succeed, and involves preliminary interviews, tests, references, employment interviews, decisions, exams, and contracts. Sources of recruitment include current employees, referrals, former employees, applications, ads, walk-ins, consultants, and e-recruiting.
Recruitment
Recruitment is a possible step which aims at attracting a number of candidates to apply for the given job.
The higher the number of people who apply for a job the higher will be the possibility of getting a suitable employee.
HR planning
Identify job vacancy
Prepare job description and job specification
Advertising the job vacancy
Short-listing
Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job.
The management goes through the qualification and experience of all the candidates and matches them with the job roles in order to decide on the most suitable ones for the job.
Human Resource Placement and Trainning in Delhi Ncrhrsolution121
We believe in people, their abilities , potential , strengths , achievements and excellence and it is this philosophy with which we work for the better result . Following this philosophy we search for the suitable candidate for the specified job
The document summarizes the modern recruitment process in 3 main steps:
1. The recruitment process typically begins with an initial screening of applicants and completion of an application form. Successful candidates then progress through a series of selection tests and interviews.
2. The selection process may include preliminary interviews, application submissions, selection tests, employment interviews, reference and background checks, and a company physical examination. Several factors influence the selection process.
3. The typical recruitment steps are initial screening, application completion, employment tests, job interviews, conditional job offers, background investigations, medical examinations, and permanent job offers. Onboarding new employees involves orientation, induction, and on-the-job training.
This document provides information about Liaquat National Hospital and South City Hospital in Karachi, Pakistan. It discusses the history and facilities of both hospitals. Liaquat National Hospital was established in 1958 and has 700 beds across 32 specialties. South City Hospital was established in 2006 in response to another hospital being demolished, and it houses 124 beds across various departments like operating theaters and intensive care units. The document also discusses recruitment, selection, training and performance management processes at the two hospitals.
The document discusses the various costs associated with recruiting and hiring employees for companies and consultants. It outlines internal and external recruitment costs for companies, which include the costs of recruiters, hiring managers, candidate screening, testing and travel. It also discusses recruitment costs ratios, bad hire costs including lost productivity, training costs and termination costs. Bad hire costs can be substantial and include the initial recruitment costs plus lost knowledge and customers. The document provides formulas for calculating many of these costs as a percentage of compensation.
Recruitment and hiring process with process flow diagramKomalChhabra7
The recruitment process begins with recruitment planning where vacant positions are analyzed and job descriptions are created. A recruitment strategy is then developed to identify the best sources for finding qualified candidates, both internally through promotions, transfers, and referrals, as well as externally through job boards, agencies, and campus recruiting. Candidates are sourced and screened by reviewing resumes, conducting phone interviews, and identifying the top candidates to move forward in the process. The final stage involves evaluating the effectiveness and costs of the overall recruitment effort.
This document discusses various aspects of recruiting employees, including the importance of hiring the right people. It covers topics like the definition of recruitment, job analysis, internal and external sources of recruitment, and the advantages and disadvantages of each. Several students have contributed sections about specific recruitment topics, sources of recruitment both internal and external, and effective ways to conduct the recruiting process.
This job description is for an HR Manager position. The ideal candidate should have an MBA in HR with 4-5 years of experience in an HR generalist role. They must have skills in client management, strategic planning, problem solving, and general management. As HR Manager, key responsibilities will include recruiting, staffing, performance management, organization development, employee training, policy development, compensation, benefits administration, employee relations, and employee services.
Best-practice-recruitment-and-selection-a-tool-kitAmy Jackson
This document provides an overview of best practices for recruitment and selection. It discusses planning the recruitment process, performing job analysis, attracting candidates, shortlisting, interviews and assessments, reference checks, making a selection, and evaluation. The goal is to select the best candidate for the role using a standardized, fair process. Job analysis is identified as the most important initial step to determine the key criteria for the role. Attraction strategies are important to market the organization and role. Shortlisting helps filter candidates based on criteria. Behavioral interviews structured around key criteria are recommended over unstructured interviews. Reference checks, induction, and evaluation complete the process. Using this standardized best practice approach helps hiring managers select the most suitable candidates and avoid poor hiring
The document discusses the recruitment and selection process at organizations. It describes the key steps in recruitment, which include searching for and attracting job applicants. Selection involves evaluating applicants' qualifications to determine their suitability. The document outlines factors that influence recruitment, such as a company's size and policies. It also lists common sources for finding applicants, like current employees or job advertisements. The selection process typically involves preliminary interviews, tests, employment interviews, background checks, and making a job offer. The document provides an example of recruitment and selection practices at the IT company Wipro, including how they determine hiring needs and conduct the selection process.
Human: Thank you for providing the summary. You captured the key details about recruitment and selection processes
The document discusses recruitment policies, methods, and procedures. It begins by outlining learning objectives around describing the purpose of recruitment, explaining recruitment policies and processes, identifying components of good policies, and familiarizing sources and methods. It then defines recruitment and discusses the purpose and importance of having recruitment policies. Key points made include attracting candidates, creating talent pools for selection, determining staffing needs, and meeting legal obligations. The document also outlines factors affecting policy, components of policies, the recruitment process, and methods of recruitment including internal and external approaches. It closes by discussing advantages and disadvantages of different recruitment methods.
Here's a snapshot of LinkedIn’s US Staffing Trends Report, revealing 3 industry insights to amplify your 2015 strategy. Download the full report: http://linkd.in/1uNWJo9
This document discusses recruitment and the recruitment process. It begins by defining recruitment as attracting qualified individuals in sufficient numbers through various methods. It then discusses internal recruitment methods like job postings and employee referrals. Next, it describes the role of an internal recruiter in handling various recruitment activities. The document outlines the recruitment process including job analysis, sourcing candidates, selection methods, and key metrics to track like time-to-hire and cost-per-hire. It also discusses recruitment strategy, sources, and methods both internal and external to the organization.
The document discusses recruitment and selection at ONGC (Oil and Natural Gas Corporation Limited), an Indian global energy company. It outlines the processes of recruitment, finding and hiring qualified candidates, and selection, evaluating and selecting individuals for jobs. It then discusses methods of recruitment like campus placement, newspapers, and employment agencies. The objectives and methodology of the study into ONGC's recruitment and selection programs are presented, including questionnaires, interviews, and secondary research. Recommendations call for better awareness of programs and a more effective recruitment environment. The conclusion is that ONGC's recruitment sources are effective and selection is cost-effective when considering existing employee performance and sincerity.
Recruitment is the process of finding and hiring qualified candidates to fill job vacancies. It is a critical process for business success. The document outlines the steps in recruitment including planning, identifying sources, contacting sources, application review, selection, and evaluation. Factors like business needs, internal promotion, workload can drive recruitment. Both internal and external recruitment are discussed along with their advantages and disadvantages.
The document discusses various aspects of recruiting employees including:
1. It outlines the recruitment process and alternatives to recruitment such as reorganization or outsourcing.
2. It discusses planning tools for recruitment like job analysis, time lapse data, and yield ratios that can help estimate future hiring needs.
3. It covers sources of recruitment like internal and external options and methods like job postings, advertisements, agencies. The advantages and disadvantages of internal vs. external recruitment are also outlined.
The document discusses recruitment and job search. It defines recruitment as the process of searching for and attracting candidates for employment. The document outlines the objectives of understanding recruitment, factors that affect it, and methods used. It then details topics like defining recruitment, factors influencing it like internal policies and external market forces, and internal methods such as transfers and promotions versus external methods. The purpose is to provide an overview of recruitment and how organizations can effectively identify and hire qualified candidates.
Laura Reilly is an experienced insurance professional currently serving as Head of Sales at Towergate Insurance, with over 20 years of experience in leadership roles in the insurance and utilities industries. She has a proven track record of exceeding sales targets and managing large teams, and possesses strong skills in areas like leadership, planning, customer relationships, and change management. Her resume details her career history and qualifications.
Syed Sajid Ul Haq Haqqi is an experienced HR professional with over 5 years of experience in talent acquisition, HR management, and organizational development. He has worked with multinational companies and cross-cultural teams. Some of his responsibilities have included developing recruitment strategies, identifying talent needs, managing the recruitment process, and ensuring hiring of qualified candidates. He also has expertise in SAP HCM and delivering training programs. Sajid holds an MBA in HR and has received recognition for his academic and professional achievements.
Kameshre Naidoo is currently an HR Manager who feels they have reached a glass ceiling and wants to find new opportunities for growth. They have 9 years of experience in various HR roles and responsibilities including recruitment, training, performance management, compensation, change management, and more. They are now seeking new career opportunities and consider it an honor to work for a reputable organization.
The human resource business partner acts as a key member of a business leadership team, accountable for all human capital matters while sharing responsibility for business goals. The partner uses HR expertise and business knowledge to identify opportunities and provide HR solutions that drive performance. Responsibilities include developing an HR strategy to support business objectives, leading organization design, ensuring effective reward systems, and coaching leaders. The partner must have experience leading teams, developing talent, implementing strategy, and measuring performance.
The document discusses various aspects of human resource planning and recruitment processes at Citibank. It covers identifying business needs, conducting job analyses and feasibility assessments, recruitment stages including screening candidates, interviews and assessments. It also discusses headhunting processes, competencies for candidates, performance management including scorecards, training and development programs, succession planning and employee benefits.
Kurt Mario Dcruze has over 10 years of experience in talent acquisition, including 6 years in managerial roles. He currently works as a Senior Consultant for Talent Acquisition at Crowe Horwath, where he is responsible for developing talent strategies, sourcing candidates, screening and interviewing, and providing reporting. Previously, he held talent acquisition roles at Ducere Technologies, Career Logic Staffing, SamCruz Consulting, MA FOI, and other companies. He has a Post Graduate Diploma in Business Management.
Rajendra Prasad Pendam has over 5 years of experience in human resources and recruitment. He is currently working as the Personnel Officer at Vinuthna Fertilizers in Hyderabad, where he handles all HR activities including recruitment, employee welfare, benefits administration, and performance management. Prior to this, he worked as a Sales Executive at HDFC Bank. He has an LLB, MBA, and bachelor's degree. He is seeking a middle-level career-enriching assignment with a leading organization.
Rajendra Prasad Pendam has over 5 years of experience in human resources and recruitment. He is currently working as the Personnel Officer at Vinuthna Fertilizers in Hyderabad, where he handles all HR activities including recruitment, employee welfare, benefits administration, and performance management. Prior to this, he worked as a Sales Executive at HDFC Bank. He has an LLB, MBA, and bachelor's degree. He is seeking a middle-level career-enriching assignment with a leading organization.
This document provides information about Andrews & Cole, a boutique search and consulting firm specializing in finance, accounting, tax, audit and treasury roles in the DC metropolitan area. It outlines their philosophy of understanding clients' needs and candidates' goals to make the best matches. It also details their search and consulting capabilities for various levels and functional areas. Finally, it describes their full-service process for recruitment including developing search criteria, recruiting candidates, conducting interviews, and hiring. Sample consulting engagements are provided for ERP implementation, technical accounting, and SOX/internal controls projects.
Marnie Tod is seeking a key human resources management position specializing in recruitment. She has over 15 years of experience in staffing and recruitment, including roles at Smith Personnel Staffing Solutions, Talentcor, Houston Recruiting Services, and Fine Line Integrated Solutions. Her skills include business development, client and candidate management, sourcing, screening, interviewing, and matching candidates to job requirements. She is currently working towards a Human Resource Management Certificate and Certified Personnel Consultant designation.
Sathyajith A.U. is a Middle Management Professional seeking assignments in Business Development or Managerial roles. He has 5.8 years of experience in strategic planning, sales and marketing management, business development, client relationship building, and financial management. His experience includes roles as General Manager at Bonfire Advertising LLC, Relationship Officer at RAK BANK PSC, Business Manager at OrisysIndia Consultancy, and Branch Manager and Accounts In Charge at Kalavara Restaurant in London. He holds an MBA from the University of Bedfordshire in London and a Bachelor of Commerce degree.
The document provides salary information for various office positions in Vietnam in 2015. It includes job descriptions, required qualifications and experience, and salary ranges in Vietnamese Dong for the following roles: HR Head, Regional HR Manager/Director, HR Staffing and Compensation & Benefits Manager, Training Manager/Trainer, HR Assistant Manager, HR Supervisor, HR Officer Specialist Executive, and HR Administrator Assistant. The salaries provided are monthly gross salaries for each role based on years of experience.
Shedding some light on the staunch HR leaders in the niche, Insights Success features some of the enthralling stories of the “Most Influential HR Leaders of – 2022.”
In this issue, Insights Success features enthralling stories of the bright HR leaders in its latest edition, ‘Most Influential HR Leaders of - 2022.
Read More: https://www.insightssuccess.in/most-influential-hr-leaders-of-2022-august2022/
Aman Shukla has over 15 years of experience in HR and administration roles. He currently works as the Manager of HR and Administration for Bhuwalka Steel Industries in Dubai, where he oversees a staff of over 250 employees. Prior to this role, he held similar positions at other companies in Dubai. Shukla has extensive experience in recruitment, employee training and development, policy implementation, and people management. He also has a background in administrative responsibilities such as facilities, transportation, and vendor management. Shukla holds an MBA in HR and IT from India.
Jennifer Dodsworth is a highly experienced HR professional with over 13 years of experience in HR roles within the armed forces and private sector. She currently works as the Head of People for HarperCo Limited, where she is responsible for all aspects of HR including recruitment, learning and development, and employee relations. She has extensive experience in areas such as policy development, absence management, and performance management. She also has financial management qualifications and experience.
The document provides an overview of salary information for key positions in Vietnam in 2014 from the Adecco Vietnam Salary Guide. It includes job descriptions, required qualifications, and salary ranges for positions in various industries such as office, sales, finance, legal, IT, engineering, and medical. The guide aims to support human resource professionals and provide useful information for talent planning and recruitment decisions.
Tài liệu được chia sẻ bởi CHƯƠNG TRÌNH GIÁO DỤC HƯỚNG NGHIỆP "HƯỚNG NGHIỆP ĐỘT PHÁ" với Sứ mệnh: giúp đỡ thế hệ trẻ Việt Nam định hướng nghề nghiệp.
Chúng tôi cam kết luôn nỗ lực bền bỉ (dù có ăn loại mỳ tôm gì) để mang các kiến thức hướng nghiệp đến với các bạn HS, SV.
Tài liệu này có vai trò:
* Đối với Sinh viên, các bậc phụ huynh
- Cho thấy xu hướng động cơ nghề nghiệp của người đi làm và những nơi làm việc tốt nhất theo từng ngành nghề tại Việt Nam.
- Một số tiêu chí tuyển dụng của các công ty đối với người xin việc.
- Giới thiệu một số công ty tiêu biểu và các ngành nghề khác nhau tại Việt Nam.
v..v
* Đối với học sinh:
- Cung cấp thông tin khái quát về ngành nghề hiện có ở Việt Nam.
v..v
Để tìm hiểu rõ hơn về CT "Hướng nghiệp đột phá", xin vui lòng ghé thăm website: Http://www.dinhhuongnghenghiep.edu.vn
Hoặc fanpage: http://www.facebook.com/lhdp.dhnn
Link đăng kí tham dự CT: http://goo.gl/forms/0B9Gw7XnIJ
- - -
Nếu bạn quan tâm đến 1 CT giáo dục hướng nghiệp uy tín. chất lượng; bạn có thể tham khảo tại: http://dinhhuongnghenghiep.edu.vn/category/khoa-hoc/ct-sap-dien-ra/
SĐT liên hệ: 01668613493.
Mail: lophocdotpha.nevergiveup@gmail.com
- - -
Mr. Dhani Bakhsh Magsi worked at Osmani & Company (Pvt.) Ltd. for over 7 years in progressively senior business development roles. As a senior manager, manager, and assistant manager of business development, his responsibilities included executing business development strategies, developing and executing business plans, maintaining client relationships, and providing reports. He was found to be professionally competent, sincere, hardworking, and dedicated. The director provides this letter of reference to certify his satisfactory work during his time at the company and wishes him success in his future endeavors.
1. 1
Curriculum Vitae of Sunell Pretorius
Personal Details
Name: Sunell Pretorius
Contact details: +27 (82) 454 2203
Linkedin Profile Available
Profile of Sunell Pretorius
Personal Profile and Key Attributes
Professional Excellence
Strategic and Operational Planning
Tenacity and Adaptability
Moral Courage and Integrity
Resilient
Self Motivated
Team Player
Experience
Professional Recruitment Strategy
Candidate sourcing and placement
Leading and Managing
Team Leadership
Leadership Development
Account Management
Performance Management
Contact Centre Set-Up and Service
Quality Management and Coaching
Client Relationship Management
Change Management
Career History Summary
2015 June Till Present – Business Executive – Sunergeo Solutions
2. 2
2015 January Till Present – Business Principal – EQ.FIN (Liberty Life’s
Entrepreneurs Division – A National Distribution Business)
2012 January Till Present – National Head of Human Capital Division –
EQ.FIN (Liberty Life’s Entrepreneurs Division – A National Distribution Business)
2011 January Till 31 December 2011 – Head of Recruitment – Intuate Group
2010 October Till December 2010– Talent Acquisition Contractor – Liberty
Life
2009 March Till September 2010 - Talent Acquisition Manager - Liberty Life
2006 October Till February 2009 – Talent Acquisition Specialist - Liberty Life
2004 December Till October 2006 – Project Account Executive / Project
Manager FNB and Wesbank - Kelly
2004 July Till November 2004 - Recruitment Centre Team Leader - Kelly
2003 September Till June 2004 - Call Centre Supervisor – Dimension Data
2002 June Till May 2003 - Team Leader – Glasfit Pty Ltd
2001 January Till May 2002 – Contact Centre Advisor – Glasfit Pty Ltd
1998 January Till November 2000 – Sales Consultant – Medicare Weltevreden
Pharmacy
Career History: Detailed
3. 3
Name of Employer:
Sunergeo Solutions
Position Held:
Business Executive
Date Employed:
June 2015 till Present
Core Function:
Management, growth and development of the company
www.sunergeorecruitment.co.za
Welcome to our site and more importantly welcome to our world.
A world of opportunity, growth and the future, not just any future, but rather potentially
your future. There comes a time in your career when you are ready to either ‘step up’ or
‘step out’, and that is where we come in. Stepping out happens for a number of reasons
and if one considers that most people resign because of a lack of satisfaction, and not due
to finance, we believe that is where we come in.
Sunergeo Solutions caters for professionals who want more out of life. So who are these
professionals that we are looking for? In essence they are unique individuals who are not
afraid to establish their mark in business, they differ from the norm in terms of their
thinking patterns and ethos, and more importantly they are people who trade in qualities
that add value to others’ lives.
So in essence it is our privilege to connect our clients and candidates. Recognising our
professional’s potential and providing a future. With focused client solutions in
recruitment, selection and continued development. Reinvigorating service with tailor made
solutions. Our recruitment process provides our clients and professionals with the freedom
of choice, national holistic talent representation and a veracious understanding of the
suitability for our professionals and your business.
Our primary goal in society is to change lives, forever.
Name of Employer:
EQ.FIN (Liberty Life’s Entrepreneurs Division – A National Distribution Business)
Position Held:
Business Principal
Date Employed:
January 2015 till Present
4. 4
Core Function:
Management, growth and development of a new Liberty Life Franchise
Leadership, business development, strategic management, manpower growth and people
development are the key deliverables for a successful Business Principal. The
entrepreneurial environment in which a Business Principal operates allows for consistent
personal development and growth for a Business Principal as they entrench themselves in
a developing business underpinned by strong ethical ties, effective corporate band
backing, large and recognisable brand footprint, best of breed product offering and solid
support infrastructure.
A business Principal is tasked with growing and developing a well-positioned team of
Financial Advisers who are equipped to provide financial planning solutions to clients both
in personal and business capacities. The role requires a dynamic personality with the
ability to effectively interact with and grow a successful business using tested principles.
Business Principles hold the key to developing a business structure that provides exciting
and profitable opportunities for others, developing a sustainable income flow and
amassing a capital value within their business.
Name of Employer:
EQ.FIN (Liberty Life’s Entrepreneurs Division – A National Distribution Business)
Position Held:
National Head of Human Capital Division
Date Employed:
January 2012 till Present
5. 5
Core Function:
Management, growth and development of Human Capital Division: National
Liberty Life awarded Equifin the opportunity to develop and build new franchises for
the group by appointing Business Principles (Future Franchise Owners). Over a 12
month period they are developed to own their own PTY LTD Franchise under the
Liberty Life brand with their appointed team of Financial Advisors. I was head-
hunted to develop and implement the entire national recruitment infrastructure
(Termed as Human Capital Division)
Duties as National Head of Human Capital Division:
Develop and implement national recruitment strategy for EQ.FIN
Recruitment Forecasting for EQ.FIN Partners
Develop and implement all process’s, procedures for national recruitment whilst
aligning with Liberty Life’s corporate governance
Build a Financial Advisor and Business Principle/Future Franchise Owner teams and
Managing client relations on a national level
Plan and implement employee retention strategy and growth of existing employee
base
Plan and implement aggressive new business principle/future franchise owner
acquisition strategies (Head-Hunting)
Designing or revising application forms and other relevant recruitment
documentation
Preparing other recruitment material depending on the business requirement
Weekly and monthly reporting completed for Board Meetings
Provide training and mentorship to all Business Principles and Franchise Owners on
selection and appointment of Financial Advisors
Conduct competency based interviews with future Franchise Owners as per the
Standard Operating Guidelines
Follow the correct credit process for all new employees
Conduct Panel Interviews with Franchise Owners to ensure the correct candidate is
selected
Travel to relevant region where assistance is needed
Name of Employer:
Intuate Group
Position Held:
Head of Recruitment
Date Employed:
January 2011 till Present
6. 6
Core Function:
Contract Management
Service and Delivery Management
Recruitment and Selection Management
Business Development
Key Accountabilities: Recruitment and Selection (Internal and External)
Develop, implement and maintain best recruitment practices
Providing professional support and advice on recruitment to line and departmental
managers
Preparing job descriptions and person specifications on a clients request
Approve job advertisements and deciding how and where jobs are advertised
Designing or revising application forms and other relevant recruitment
documentation
Preparing other recruitment material depending on the business requirement
Developing creative recruitment solutions if the organisation is experiencing
difficulties in attracting the appropriate level and quality of staff
Devising, running and evaluating selection processes including interviews and tests
Keeping up to date with current employment legislation and ensuring that line
managers are effectively briefed on any relevant changes
Training other recruitment consultants in interviewing techniques
Conduct cost-and time-effective operational recruitment activities: Pre-offer checks,
offer preparation, negotiation and appointment
Assist HR Business Partners
Oversee recruitment approval management for the internal and external clients
Provide recruitment-related analytics/reports for the key stakeholders within the
business
Design and implement employer branding strategies to attract top caliber talent
Develop yearly budget and monthly management thereof
Gain the trust of and buy-in/support of internal and external client
Visibly demonstrate a professional and competent approach and able to:
o Be self managed and motivated
o Have a positive approach and attitude
KEY RESPONSIBILITIES: Contract Management
Create and be accountable for all client proposals, contracts and any further
documentation, following Intuate Group procedure
Monitoring the contractor’s progress and performance to ensure they conform
to the clients requirements
7. 7
Oversee timesheet and invoice submissions to authorise payments consistent
with the contract terms
Exercising involvement, as appropriate, where a contractor’s performance is
deficient
Resolving disputes, queries and requests in a timely manner
Maintaining appropriate records (All contractor administration)
Meeting with the contractor on a regular basis to review progress, discuss
problems and consider necessary changes
Establishing scope of authority, clear lines of communication and reporting and
specific individuals who will interact directly with the contractor
Establishing control of correspondence, data and reports
Establishing a procedure, identifying a responsible person and establishing a
timeline for making necessary contract decisions or modifications with Account
Managers
Support Finance and Account Manager to ensure adherence to broader finance
and risk requirements
Be able to effectively communicate in an adult to adult manner and maintain
effective relationships with all stakeholder
KEY RESPONSIBILITIES: Business Development
Presenting Intuate to potential clients through direct communication in face to face
meetings or telephone calls and emails
Identify and develop business opportunities for Intuate’s creative solutions in
human capital services
Effectively interact with other departments including the account management and
technical team for new opportunities
Keeping abreast of issues affecting human capital in companies and the human
capital industry and collecting competitor intelligence
Confidence to present a tailored presentation to potential client team by effectively
using a range of presentation skills
Ability to manage and maintain accurate and accessible tailored documentation i.e.
Presentations / proposals to meet clients needs
Increase the company’s involvement with existing client
Build referral and lead generation network
Liberty Life
1st
Position: Talent Acquisition Specialist
2nd
Position: Talent Acquisition Centre Manager
8. 8
Name of Employer:
Liberty Life
Position Held:
Talent Acquisition Manager - Gauteng Agency Division
Date Employed:
March 2009 to September 2010
Core Function:
Management, growth and development of Talent Acquisition Specialists
Duties as a Talent Acquisition Manager:
Build a recruitment team for Agency Division and Manage client relations in Gauteng
Plan and implement customer retention strategy and growth of existing client base
Plan and implement aggressive new business acquisition strategies
Develop professional reporting processes and related service improvement projects
Contribute to forecasting of budgets on an annual basis
Develop customer contact strategy and build customer relationships
Develop Business and Operational opportunities with internal and external clients
Drive operational objectives through sing off’s to ensure good quality
Talent sourcing and management
Resolve client concerns, complaints and escalations
Continuous development of business processes
Implement internal and external retention strategies
Performance management
Analysis of Statistical Performance Trends and Process Execution
Development of Service Level Agreements as per Business requirements
Preparation of presentations for national and monthly leader meetings
Engage with support departments to ensure targets are achieved in line with
prescribed standards
Name of Employer:
Liberty Life
Position Held:
Recruitment Specialist / Talent Acquisition Specialist
Date Employed:
2006 October to February 2009
Core Function:
Source and appoint Comm Only Financial Advisors for Liberty Agency Division
9. 9
Source and appoint Leaders/Managers for Liberty Life Leadership Academy
Source and appoint Consultants for High Advice Centre
Source and appoint Graduates
Source and appoint Recruitment Specialists
ACHIEVEMENT:
Talent Acquisition Specialist of the Year - 2008
Duties as a Talent Acquisition Specialist:
Selection of new positive Profile Spec Financial Advisors
Ensure quality recruits are appointed
Kept records of all activities and processes followed in the recruitment and selection
process
Ensured attendance of all training courses by Financial Advisors
Documenting and completing all necessary recruitment documentation including
contracts
Administering any examinations as well as changes there to
Facilitating the successful completion of all required processes until handover of
Financial Advisor to new reporting Manager
Communicating and obtaining approval for any changes and requests with the
Head of Recruitment as required from time to time
Reviewing current practices and incorporation of future changes
Achieving set activity and recruitment targets set from time to time
Recruitment and selection for various business units when requested
Sourcing possible candidates through referrals and personal network
Maintain and adhere to all stipulated recruitment processes
Training and development of new specialists when appointed
Responsible for all recruits whilst they are in their training phase
Establish and maintain relationships with Branch Managers, trainers and other
business units
Responsible for recommendations to allocate staff to branches
Prepare presentations for monthly and quarterly meetings
Reason for leaving: Promoted to Department Manager for Agency Division
Name of Employer:
KELLY (Part of the Kelly Group, previously known as the Logical Options Group)
Position Held:
1st
POSITION Recruitment Centre Team Leader
2ND
POSITION Project Account Executive / FNB & Wesbank Project Manager
10. 10
Date Employed:
July 2004 till October 2006
Duties as the Project Manager / Project Account Executive:
Core Function:
Management of Temps and Project Capacity Growth
Responsible for managing 103 Temporary Employees and ensuring that their Team
Leader’s are managing them correctly
Take comprehensive, detailed work orders and inform the client of Kelly’s terms of
service
Attend meetings with SQM’s (Service Quality Managers) to identify areas of
improvement
Conduct competency based interviews with candidates as per the Standard
Operating Guidelines
Follow the correct credit process for all new clients
Conduct Panel Interviews to ensure the correct candidate is sent to FNB for any
available vacancies
Thorough research on Adapt and networking with other branches in order to fill
orders
Handle enquiries from candidates with professionalism and empathy
Interview candidates in a friendly and professional manner in accordance with the
Standard Operating Guidelines and the Labour Relations Act
Monitor sources of candidates after acceptance through FNB
Compile and produce of curriculum vitas as per the Standard Operating Guidelines
Refer candidates on as many suitable vacancies as possible
Contact clients immediately after candidate interviews for feedback
Conduct weekly ring around on active work orders in order to assess the current
status with the client
Confirm all relevant details i.e. salary, start date etc with both clients and candidates
when making a formal offer
Collect payment for the placement on the first day of call
Process filled orders on Adapt as per the process
Liaise with the temp division for suitable candidates to refer on perm work orders
Complete daily statistics
Ensure all interview details are captured onto Adapt
Ensure the correct processing of invoices on Adapt
Ensure the credibility of information pertaining to clients and candidates on Adapt
Conduct regular floor walks as per the standard operating guidelines
Marketing of top candidates to clients
Monitor competitor movements and information
Be aware of all opportunities for increasing the client base and obtaining new
business
Check leave applications and ensure replacement staff are deployed
Attend to wage queries
Delivery of invoices and payment follow-up
Ensure that all new starters are fully briefed on policies and procedures before
starting their assignments
11. 11
Coordination and preparation of all meetings for temps
Ensure all incidents are auctioned immediately taking the necessary steps
Responsible for performance management
Payroll coordination
Reason for leaving: Offer received from Liberty Life
Duties as the Recruitment Centre Team Leader:
Core Function:
Supply all clients with the best recruits through management of recruiters
Management of recruitment centre
Ensured that the recruiters took down comprehensive and detailed work orders
Ensured that competency based interviews with candidates were being conducted
by the Recruiters as per the standard operating guidelines
Attended site visits to clients with the Project Manager to ensure full knowledge of
the clients recruitment requirements
Ensured that the recruiters suitably interviewed and assessed candidates according
to our procedure guide
Reason for leaving: Promotion to Project Account Executive / Project Manager
Name of Employer:
Merchants - Dimension Data
Position Held:
Call Centre Supervisor
Date Employed:
September 2003 till June 2004
Core Function:
12. 12
Management, growth and development of Employees
Duties as a Call Centre Supervisor:
Commercial accountability for each functional area as defined by the operational
budget
Overall accountability for operational performance as this relates to the key
operational measures including but not limited to:
o Service Level Adherence as defined by target
o Overall team quality performance
o Overall team first call resolution performance
o Average Handle Time (AHT) Management
Management of Customer Escalations
Provide operational support to the Head of Operations and the General Manager to
effect performance in a timely and responsible manner
Lead by example - set a tone for accountability across the business where non-
performance is not tolerated
Business Development – Existing and New Clients
Provide strategic direction to Team leaders ensuring any issues raised by them are
investigated and resolved as necessary
Provide strategic direction to Team Leaders ensuring emphasis on behaviours that
drive performance
Ensure that team managers and advisors have completed appropriate training to
fulfil their job responsibilities
Provide statistical performance trends and plans of execution to maintain strong
areas and build on opportunities
Managed performance, as defined by key performance measures that support the
business.
Responsible for ensuring that the balanced scorecard and its associated KPI’s as
defined by the executive team are implemented, measured and managed into the
Team Leader and Consultant teams.
Implemented and administered key operational performance measures across the
business operation.
Set the direction and tone for leadership and accountability for performance of the
Team Leaders and employees
Discuss and execute a viable leadership development plans
Process Implementation
Project Management
Recruitment and Interviewing with Quest/Emmanuel’s
On the job training and mentoring for team managers
Scheduling
Quality Assurance
Performance Management
Review and approve disciplinary action and attend disciplinary sessions as
appropriate
Achievements
Supervisor of the month for various months
Improvement in AOL Technical Division
o Customer Escalations
13. 13
o Customer Complaints
o Customer Correspondence (Email)
o Overflow contingent team
Reason for leaving: Shift/Evening Hours (Example: Started at 01:00am and completed at
10:00am – The Call Centre was operating on USA Day Hours)
Name of Employer:
Glasfit Pty Ltd (Head Office)
Position Held:
1st
POSITION Call Centre Consultant
14. 14
2ND
POSITION Call Centre Team Leader
Date Employed:
January 2001 till May 2003
Duties as the Call Centre Team Leader
Core Function:
Management of Call Centre Consultants
General supervision of call centre consultants (20 Seated Call Centre)
Planning of staff leave, lunches and ensuring that the call centre was efficiently
staffed at all times
Drawing up presentations for meetings
Maintained relationships with the relevant Glasfit branches
Compile all required reports for the IT department on a monthly basis
Arrange all socials and team building events
Trained consultants on GPS systems
Trained and assisted customer care division
Identify and request different IT training needs for call centre consultant
Responsible for national after hour duties
Enforce new procedure’s
Responsible for all disciplinary action needed within the call centre
Duties as the Call Centre Consultant
Core Function:
Management of Auto & General Account – Approve and Process Glass Claims
Receive and log all insurance claims onto the database and assign to the relevant
branches
Name of Employer:
Medicare Weltevreden Pharmacy (During High School)
Position Held:
Sales Consultant
Date Employed:
January 1998 till November 2000
Core Function:
September2011
15. 15
Sales
Duties as a Call Centre Supervisor:
Serving customers
Cash and account sales
Marking and packing stock
Handing out prescriptions when completed by Pharmacist
Various other duties when required
Education Portfolio
National Wealth Management Diploma
From January 2015 till Present
16. 16
o Sales and Financial Planning
o Ethics
o Current Trends
o FAIS and FICA
o Life Insurance Products
IMM: Institute of Marketing Management
From 2003 Till 2005
UNISA: HR
National Diploma in Human Resource Management
From January 2007 till July 2010
High School – Randburg High School
o Maths
o Science
o Business Economics
o Biology
o English
o Afrikaans
Computer Literacy
Excel
MS Word
Outlook
PowerPoint
Windows
Software and Systems knowledge
Avaya Call Management System
Adapt Recruitment Tool
Blueprint V3