Land That job!!

” the best way to predict the future is to create it”

Abraham Lincoln

Finding a job is hard enough, so here are ways to make it a little easier to LAND THAT JOB! This blog entry will be about how to write a killer CV, how to dress for success, ways to ace the interview and how to find your feet in the world of work.

1. Writing your killer CV:


“Almost everyone will make a good first impression, but only a few will make a good lasting impression”

-Sonja Parker

So having that in mind, the most important part of job seeking is having a CV, and not only an ordinary one, but one that will stand out and give a “good lasting impression”.

Firstly, a Curriculum Vitae (CV) is a summary of your education, professional background or experience and other relevant information. It must be concise, relevant, professional and true reflection of your qualifications, skills and experience. The content of your CV should consist of your personal details, education, experiences and references.

Why Personal Details?

  • The Employment Equity Act promotes equal opportunity in the workplace and ensures equitable representation in all job categories and levels
  • The demographics of a company should represent the demographics of the country
  • So, the following should be included:

-Name and Surname




-Disability (if applicable)

-Contact details

(NB, provide an alternative contact number – make sure your dream employer can get hold of you!)

Education and Experiences:


  • Chronologically
  • Year, institution, qualification, subjects
  • Achievements that are relevant (academic, sport, leadership, etc)


-Part-time positions:

  • Dates
  • Position
  • Duties / Responsibilities
  • Reason for leaving

Help, I have no experience! #SOS

  • Example:


House-sitting during the holidays



Date:  2016 – Present

Position:  House- and pet-sitting


  • Ensuring safety by activating the alarm daily
  • Feeding pets and plants
  • Ensuring that electricity is working

This part-time position has taught me valuable skills, including

  • Time management
  • Punctuality
  • Responsibility
  • Multi-tasking
  • Reliability and trustworthiness

Reason for leaving:

Part-time position

3.Part-time positions



6.Duties / Responsibilities

7.Reason for leaving


  • Attach written references from your school, lecturers or employers


  • Provide contact details for at least two references:
  1. Company or institution
  2. Name
  3. Position
  4. Contact number

2. Dressing For Success:

“You cannot climb the ladder of success in a costume of failure”

-Zig Zigler

Dressing professionally shows respect for yourself, the interviewer, and the company. You may not have to dress like this every day, but you are more likely to be taken seriously when you present yourself in a professional manner and take the time to attend to details.

3. Acing The Interview:

Research the Company

  • Know what the Company does
  • Know their values, management, how long they have existed etc
  • Prepare questions
  • What their intern / student program covers
  • Who you will be reporting to
  • What are their expectations
  • NB:  Do not ask about salary in the first interview!

Be Yourself!

  • Answer questions truthfully
  • If the interviewer is impressed with you for who ou truly are, it means that you will fit in well with the company
  • Remember that every interview is an opportunity to gain skills and confidence and even getting to know yourself better!

Questions to expect

  • Many Companies use an interview process called Targeted Selection
  • This is a way of testing important skills by asking you to give practical examples
  • Think about a practical situation, what you did and what the outcome was
  • Example:  Tell us about a time when you had to meet two important deadlines at the same time.  What did you do?

Be prepared to answer the following typical questions:

  • Why would you want to work for that specific company?
  • What skills / experience can you contribute?
  • What sets you apart from your peers?
  • What are your long-term career goals?

NB:  Always thank the interviewer for the opportunity to be interviewed. (Give a firm handshake and make eye contact!)

3. Finding Your Feet In The World Of Work:

Accept your ‘Newbie’ status and the work that comes with it!

  • In the beginning, you will have mundane tasks like filing, making coffee and answering telephones
  • You need to show off your work ethic even if you’re stuck doing tasks you don’t like
  • Revel in working hard no matter what the job is. You might be smart and clever, but you have as little work experience as all other interns.
  • A solid work ethic is the main thing that’ll separate you from all the other viable candidates
  • If you do basic tasks well and with a positive attitude,  you will soon be given a little more responsibility

Be organised and never miss a deadline!

  • One of the best things about a new job is the incredible learning experience that it provides
  • Every single person you’ll work can teach you something valuable, and each of them can be a friend and mentor in your career
  • Your office is full of intelligent, thoughtful, and experienced people. Get to know them. Treat them with respect. Ask them questions. Learn from them.  And importantly, have fun in the process!

How to deal with criticism

  • Criticism, especially when it’s coming from your boss or a coworker that you respect, can cause feelings of hurt and self-doubt
  • Be humble.  Remember that you are new and you are bound to make mistakes
  • Professional criticism is not personal criticism. Not every supervisor or colleague will always be tactful. Keep in mind that the feedback is about your work,  and not about you as a person
  • View criticism as an opportunity to grow.  Reflect whether the feedback is valid and how you can improve in the future
  • If you’re unsure exactly what you should do better next time, don’t be afraid to ask for specifics as it is the best way to grow professionally


“Success is a journey, not a destination. The doing is often more important than the outcome.”

-Arthur Ashe

So good luck and have fun!!

The End.




The Dawn of a New Generation – The Benefits of Recruiting Generation Z

by Sandra Botha

“If you just give me a small chance, I will prove to you that I will become one of the best decisions you’ll ever make”

I was recently invited to a networking event with final year diploma students, which turned out to be a great privilege. Whilst a war has continuously been raging between conservative Baby Boomers and entitled Millenniums, a new generation has been growing up and is now studying to soon enter the workplace, namely Generation Z (Post-Millennials born approximately mid-1990’s to early 2000’s).

Generation Z students describe themselves as “loyal, thoughtful, compassionate, open-minded and responsible”, being a mature and focused group of students who have concern for others. They are “independent people who are both excited and fearful for the future”. ¹

Through my interaction I learned that many of these students run a minimum of one part-time job (on average two to three) to be financially independent and are not interested in meeting the company’s CEO or learning how fast they will be promoted, but rather what they can do to best position and market themselves for the world of work. They have grown up in an era of unemployment and therefore value education and realize that they need to set themselves apart in order to successfully start and grow a career. They are determined to succeed and have a strong sense of accountability.

Although employers can be reluctant to hire students or interns due to their lack of skills and experience, there is a great opportunity for employers to boost the employment of these young work seekers.

1.    Employment Tax Incentive (ETI)

The ETI was introduced in January 2014 and rewards employers for increasing employment of the youth and assisting them to gain relevant experience to take up full-time employment in future². It reduces the cost of hiring through a cost-sharing mechanism with Government by allowing the employer to reduce the amount of Pay-As-You-Earn (PAYE), whilst leaving the wage received by the employee unaffected

2.    Skills Development Levy (SDL)

The SDL encourages learning and development in South Africa.  Employers must pay 1% of their workers’ pay to the Skills Development Levy, which goes to Sector Education and Training Authorities (SETAs) and the Skills Development Fund to pay for training. Employers receive a rebate from the SETA if they train their employees. This includes providing students, learners and interns with the required practical experience in order to complete their qualifications³.

As fewer employers are hiring on-campus due to the challenging economy, there is an untapped opportunity to select and retain top talent that is comfortable with technology, innovative, agile and eager to learn and contribute. To remain progressive as an Employer of Choice, there seems to be few valid reasons not to take the lead in growing this future talent pool.

  1. Seemiller, C.& Grace, M. (2016). Generation Z goes to college. Jossey-Bass. San Francisco, CA


Who we are:
At Square One Talent Solutions, it is about ‘getting back to square one’ with the management of talent.  It is not simply about making placements, but building long-term relationships with our clients and candidates.  We believe in being part of every step of the talent management process by gaining an in-depth understanding of our clients’ culture and specific requirements, as well as our candidates’ unique talents and abilities, resulting in the right people in the right jobs, doing things right.

What we do:
As an owner managed company, we have over 15 years’ experience in recruitment, organisational development and talent management.  As a client or candidate of Square One Talent Solutions, you will have one port of call throughout the process, committed to strong ethics, respect, trust, resilience and a drive to deliver against our promise.

Our services include:
•  Recruitment of permanent and contract staff
•  Recruitment of students
•  Career assessments
•  Employee engagement
•  Change management
•  Performance management

Why use us:
At Square One Talent Solutions, we believe that every client and every candidate is different, with unique circumstances and requirements.

Our Service Level Agreement is not a ‘one size fits all’, but agreed for each assignment based on the unique requirements of the job and your business, whether it is a large national company, a medium-sized enterprise or a small professional operation.


  • Career Choices: 

We provide career guidance based on personality, abilities, interest and values.  This way, you can find the right job that has been made just for you.

  • Recruitment:

We offer flexibility in terms of interview times, venues and communication, making your job search journey a little easier.  During our meetings, we will ensure that your CV best reflects your qualifications, knowledge, skills and experience, and will provide you with advice and feedback every step of the way.