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"Our client is a leading manufacturer of premium darts, dartboards and accessories, who export their products all over the world.

They are looking for a seasoned manager who has experience in Operations, General Management and/or Logistics Management. The Manager will assist in the running of the day-to-day operations within their production plant.

You will be based at their production office in Athi River, Kenya."

Senior Manager
N/GM/1

Combining local knowledge with global expertise.

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Data Protection Policy

Our promise to you:

Is to hold your data securely;

Share only where you agree;

Use your data to tailor the information we provide you, put you in control by allowing you to update, delete and access your data;

This policy covers how we, By Appointment Africa collects, uses, discloses, transfers and stores your data. Our website www.byappointmentafricacom is the official website for our company.

Please read the following information carefully. We will take all reasonable steps necessary to ensure your data is treated securely and in accordance with this privacy policy. Kindly inform us in writing, in advance of forming a contractual relationship with you, if you do not agree with any particular aspects of this privacy policy

The personal information we collect and when and why we use it

The sort of personal data we collect will be information such as name, address, email address, telephone number, date of birth, and Curriculum Vitae. In addition, we may also be required to obtain your passport details or Identification details, copies of your educational certificates and reference letters in order to conduct reference checks should you be considered for candidacy for a position.

How we use this personal information. We use your personal information to:

  • fulfil our services with you and our client to complete the recruitment process.
  • update you on your progress on your position application
  • personalise the service and offers you receive and communicate and interact with you at each step of the recruitment process
  • communicate with you and our clients to improve the products and services we offer or help us to create new ones
  • conduct customer satisfaction surveys so that we can obtain a better understanding of how we can continue to improve the products and services we offer or help us to create new ones. During these surveys we may collect personal information from you relating to your thoughts/comments about your experience with us
  • market our products and services to you
  • manage our business such as for systems testing, IT maintenance or development training, benchmarking and performance measurement
  • use in connection with your online account as you may authorise or consent to additionally from time to time

We do not generally collect special categories of personal information from you, but where we do, we seek to handle it with extra care. We also share this information with third parties (who help manage our business and deliver services such as those parties who provide wheelchairs at airports) and other companies (who we may need to contact for reference checks or referrals), and we transfer it globally. Where you provide us with special categories of personal information you agree that you have voluntarily provided such information, and you consent (and you warrant that your referee so consents) for us to use that information for the purposes for which it was collected.

If you have any queries about any of our products or services, compliments or complaints, we will need to collect information from you, including your contact details, in order for us to respond to your query or provide you with assistance. We will collect this information when you, send us an email, call our customer service centre, visit our office or contact us via another form of communication such as through social media or an online chat tool.

Personal information we collect and use for legal, compliance, regulatory and crime detection and prevention purposes

We process your personal information so that we can meet our legal, compliance and regulatory obligations, for legal purposes, such as to respond to a valid legal claim, summons or regulatory order, and to protect our property, rights and interests as well as the property, rights and interest of other persons.

We also process your personal information for crime prevention and detection purposes, including the prevention of fraud for online payments, for identity verification, for credit checking and credit scoring purposes and accounting or audit purposes.

Personal information we collect and use from third parties.

We collect personal information from third parties who you have authorised to provide your personal information to us (for example, another person who has acted as a referral, your previous employer, your referee,  our promotion partners, social media and other digital website). We also collect personal information from individuals who may refer you as a friend to our products or services. We ask these individuals to confirm that you are happy to hear from us.

Personal information we collect and use when you are making a payment

We collect different personal information depending on your payment method (such as credit card, bank transfer, cash). For example, for credit card payments we may collect the credit card holder name, address, card number, expiry date and CVC code.

Legal basis for using your personal information

We will only collect, process use, share and store your personal information where we are satisfied that we have an appropriate legal basis to do this. This may be because:

  • We need to use your personal information to perform a contract or take steps to enter into a contract with you. For example, to manage your recruitment process with us, to take payment for your services, or to register for career counselling.
  • We need to use your personal information for our legitimate interest as a commercial organisation. For example, we may record calls to our customer service centre so that we can review how we handle calls. We may also capture your interactions with our website via tools on our website in order to identify errors or issues and ensure your customer experience meets expectations. In all such cases, we will look after your information at all times in a way that is proportionate and that respects your privacy rights.
  • We need to use your personal information to comply with a relevant legal or regulatory obligation that we have.
  • we have your consent to using your personal information for a particular activity. For example, where you consent to us sharing with you special offers which we think may be of interest.

Sharing your personal information with others

We share your personal information in the manner and for the purposes described below: to improve the products and services we offer or help us to create new ones and for marketing, profiling and analytics as detailed below; and for the purposes described in this Privacy Notice.

with third parties who help us manage our business and deliver our products and services. These third parties have agreed to confidentiality obligations and use any personal information we share with them or which they collect on our behalf solely for the purposes of providing the contracted service to us. These third parties include service providers who help manage our IT and back office systems, detect fraudulent transactions and security incidents, provide customer service center support, manage communications and tailor marketing and advertising; verify payments such as banks and payment card companies; provide internet services; host our facilities and conduct research that assists us with understanding consumer interests.

  • with third party advertising and social media website to provide advertising
  • bank and payment providers to authorise and complete payments;
  • with governments, government organisations and agencies, border control agencies, regulators, law enforcement and others as permitted or required by law to generally comply with all applicable laws, regulations and rules, and requests of law enforcement, regulatory and other governmental agencies;

Personal information we collect and use for marketing purposes, profiling and analytics

  • How we use personal information to keep you up to date with our products and services

We may use personal information to let you know about our products and services that we think may be of interest to you. This may be based on your preferences, derived from Cookies, inferred from your interactions with us including on our social media accounts or market research. We may also let you know about our corporate services which we believe may be relevant to you in a professional capacity.

We also work with social media and other digital websites to provide you with advertisements within those websites. We provide them with your name and contact details (such as your email address or phone numbers). If these social media and digital websites match profile information provided by us with your profile information held by them then they will serve you our advertisements. The social media websites will not identify you or share other personal information in your social media account to us.

We will only send you direct marketing, whether about us, carefully selected third parties or partners, products or services, in accordance with your marketing preferences. We may contact you by email, SMS/text, social media, or through other communication channels that we think you may find helpful. If at any time you would like us to stop sending you marketing material please contact us in writing or choose the relevant “unsubscribe” option available in any of our media platforms including our website .

  • How you can manage your marketing preferences

To protect your privacy and to ensure you have control over how we manage marketing with you :

  • we will take steps to limit direct marketing to a reasonable level;
  • only send you communications which we believe may be of interest or relevance to you and at all times in line with your permissions, which, as

appropriate, may include:

o telling you about developments in the products and services available through us and those of our carefully selected partners (provided that we will communicate these to you in conjunction with our own marketing);

  • you can click the “unsubscribe” link that you will find at the bottom of our emails which you receive from us, or you can unsubscribe by contacting us in writing or changing your account settings which will remove you from the relevant marketing list;
  • if you do not want to be served with our advertisements within social media or other digital website, please inform us in writing.

If you unsubscribe or if we unsubscribe you completely from our marketing communications we may be unable to notify you of tailored offers to meet your needs. If you do unsubscribe from marketing communications you will still receive operational and service messages from us.

  • When and how we undertake analytics and profiling

Analytics

We aggregate personal information and remove any identifying elements in order to analyse patterns and improve our marketing and promotional efforts, to analyse website use, to improve our content and products and services, to customize our website’ content, layout, products and services, and to support our business operations and we may appoint third parties to do this on our behalf. We gather certain usage information like the number and frequency of visitors to our website. This information includes which webpage you just came from, which webpage you next go to, what browser you are using, your device ID and your IP address. This collective data helps us to determine how much our customers use parts of our website, and do research on our users’ demographics, interests, and behaviour to better understand and serve you. One of the ways we do this is by installing and using Cookies on your browser or device.

If you use buttons on our website linked to social media or similar sites (for example, “Like” and/or “Share” buttons), content from our Website may be sent back to those sites and, depending on your privacy settings, may be privately or publicly visible (for example, to friends, followers or generally to anyone who has access to your profile page).

Profiling

We use personal information such as your date of birth, gender, country of residence, transactions (for example, payments made with us and services engaged), information derived from Cookies and your preferences and behaviours for profiling. Some of the legitimate purposes we profile personal information include:

  • to obtain a better understanding of what you would like to see from us and how we can continue to improve our services for you;
  • to personalise the service and offers you receive from us, including with invitations to special events;
  • to provide you with tailored content online and optimise your experience of our Website;
  • to provide you with tailored advertisements on other website you visit and social media and digital website;
  • to share marketing material we believe may be of interest to you, including from our third party partners;
  • to help us operate our services more efficiently;
  • to authenticate log-ins on our Website and detect and prevent fraud.

We will take steps to ensure that prior to profiling your personal information for a legitimate interest that our legitimate interest is not overridden by your own interests or fundamental rights and freedoms.

Transferring personal information globally

We provide recruitment services within Africa, which means your personal information may be transferred and stored in other regions which may be outside your country of residence. Some of these countries are subject to different standards of data protection than your country of residence.

We will take appropriate steps to ensure that transfers of personal information are in accordance with applicable law, and we only transfer personal information to another country where:

  • we are satisfied that adequate levels of protection are in place to protect your information; and
  • the transfers are fully managed to protect your privacy rights and interests and are limited to countries which are recognized as providing an adequate level of legal protection or where we can be satisfied that alternative arrangement are in place to protect your privacy rights.

To this end:

  • where we transfer your personal information outside our company or to third parties (who help us to provide our products and services), we obtain contractual commitments from them to protect your personal information; or
  • where we receive requests for information from law enforcement or regulators, we carefully review and validate these requests before any personal information is disclosed.

In the event your personal information is transferred to a foreign jurisdiction, it may be subject to the laws of that jurisdiction and we may be required to disclose it to the courts, law enforcement or governmental authorities in those jurisdictions.

You have a right to contact us for more information about the safeguards we have put in place to ensure the adequate protection of your personal information when this is transferred as mentioned above.

  • How we protect and store your personal information

Protection of your personal information

We have implemented and maintain appropriate technical and organisational security measures, policies and procedures designed to protect the personal information that you share with us and safeguard the privacy of such information. For example, the measures we take include:

  • placing confidentiality requirements on our staff members and service providers;
  • destroying or permanently anonymising personal information if it is no longer needed for the purposes for which it was collected; and
  • following security procedures in the storage and disclosure of your personal information to prevent unauthorised access to it; and
  • using secure communication channels on our website such as SSL (“secure sockets layer”) for transmitting data that is sent to us. SSL are industry standard encryption protocols used to protect online transaction channels.

Storage of your personal information

We keep your personal information for as long as is reasonably necessary for the purposes for which it was collected. For example, to provide you with any relevant products or services, as explained in this Privacy Notice. We will ensure that it is disposed of in a secure manner within a reasonable time and in any event as prescribed by any law applicable at the time.

In some circumstances we may store your personal information for longer periods of time, for example, where we are required to do so in accordance with legal, regulatory, tax, or accounting requirements. In specific circumstances we may store your personal information for longer periods of time so that we have an accurate record of your dealings with us in the event of any complaints or if we reasonably believe there is a prospect of litigation relating to your personal information or dealings.

Cookies

A “cookie” is a small computer file which is downloaded to your device. It collects information as to how you navigate our Website and the internet and helps us provide better website services to you.

Cookies may collect personal information about you. Cookies help us remember information about your visit to our website, and other settings and searches. Cookies enable us to understand who has seen which webpages and how frequently, and to determine which are the most popular areas of our website. They can also help us to operate our website more efficiently and make your next visit easier and customise your view of the website to reflect your preferences and activities. They also help us tailor our marketing and advertisements to you on our website, other website you visit, social media website and your other devices.

Legal rights available to help manage your privacy

You have certain rights in relation to your personal information:

In order to exercise your rights, we may ask you for additional information to confirm your identity and for security purposes, in particular before disclosing personal information to you.

You can exercise your rights by emailing us at info@byappointmentafrica.com or by sending us a communication to PO Box 1605-00502, Nairobi. Subject to legal and other permissible considerations, we will make every reasonable effort to honour your request within 30 days or inform you if we require further information in order to fulfil your request.

We may not always be able to fully address your request, for example, if it would impact the duty of confidentiality we owe to others, or if we are legally entitled to deal with the request in a different way.

Right to access personal information

You have a right to request that we provide you with a copy of your personal information that we hold and you have the right to be informed of: the source of your personal information; the purposes, legal basis and methods of processing; the data controller’s identity; and the businesses or categories of businesses to whom your personal information may be transferred.

Right to rectify or erase personal information

You have a right to request that we rectify inaccurate personal information. We may seek to verify the accuracy of the personal information before rectifying it.

You can also request that we erase your personal information in limited circumstances where:

  • it is no longer needed for the purposes for which it was collected; or
  • you have withdrawn your consent (where the data processing was based on consent); or
  • following a successful right to object; or
  • it has been processed unlawfully; or
  • the personal information must be erased for compliance with a legal obligation under European Union or Member State law to which the we are subject.

We are not required to comply with your request to erase personal information if the processing of your personal information is necessary:

  • for compliance with a legal obligation; or
  • for the establishment, exercise or defence of legal claims.

Right to object to the processing (including direct marketing) of your personal information

You can object to any processing of your personal information which has our legitimate interests as its legal basis, if you believe your fundamental rights and freedoms outweigh our legitimate interests.

You can request that we stop contacting you for marketing purposes.

You can request that we not transfer your personal information to unaffiliated third parties for the purposes of direct marketing or any other purposes.

If you have joined our mailing list, you can manage your marketing preferences automatically by clicking the “unsubscribe” link that you will find at the bottom of our emails which you receive from us or by writing to us directly to omit you from our mailing list

Right to obtain a copy of personal information safeguards used for transfers outside your jurisdiction

You can ask to obtain a copy of, or reference to, the safeguards under which your personal information is transferred outside of the European Union.

We may redact data transfer agreements to protect commercial terms. Right to restrict the processing of your personal information.

You can ask us to restrict your personal information, but only where:

  • its accuracy is contested, to allow us to verify its accuracy; or
  • the processing is unlawful, but you do not want it erased; or
  • it is no longer needed for the purposes for which it was collected, but we still need it to establish, exercise or defend legal claims; or
  • you have exercised the right to object, and verification of overriding grounds is pending.

We can continue to use your personal information following a request for restriction, where:

  • we have your consent; or
  • to establish, exercise or defend legal claims; or
  • to protect the rights of another natural or legal person.

You have a right to lodge a complaint with the Information Commissioners Office if you have concerns about how we are processing your personal information.

If you have any concerns regarding data that we hold, please contact the Data Controller at By Appointment Africa, P. O. Box 1605-00502,  Nairobi and/or info@byappointmentafrica.com

 

 

 

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Direct Pay Online attains high level certification

News posted in the Business Daily, a Nation Media publication, on 5th September 2017.

Direct Pay Online Group (DPO) has received Payment Card Industry Data Security Standards (PCI DSS) level 1 certification for operations in 12 African countries.

The high security and privacy certification for payments industry comes after comprehensive audits in the group’s global headquarters and its African head office based in Nairobi, which runs all other markets in 11 countries.

PCI DSS applies to entities that store, process or transmit cardholder or sensitive authentication data.

The certification is administered by the PCI DSS council, which was founded by Visa Inc, MasterCard Worldwide, American Express, Discover Financial Services and JCB International.

“As Direct Pay Online, our goal is to keep up with the highest level of security, privacy and standards in any market we go into…This compliance certificate demonstrates that our systems are at par with international security standards,” said DPO group chief executive Eran Feinstein on Monday in a statement.

DPO offers payment services to over 25,000 online merchants including over 50 airlines, hotels, restaurants, travel agents, tour operators, schools, insurance and other players in the e-commerce sector.

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What’s the Worst Interview Question to Ask?

You’ve probably experienced plenty of job interviews in your time, and whilst you may have prepped yourself as much as possible, there is always that one question you hated being asked. In fact, you hated it that much that now that the shoe is on the other foot you probably avoid asking that question yourself when you are recruiting.

Our panel of 10 recruiting experts share their thoughts on what they think is the worst interview question to ask

Leela Srinivasan

Any question that begins with, “How would you…?” is subjective and not based in reality. If you ask a candidate a hypothetical question, their answer is necessarily made up, and you risk hiring the person who knows what the answer should be rather than the person with the experience to do the job. Much better is starting with ‘Tell me about a time when…’, then probing deeper to understand how the candidate handled the situation and their role in driving impact. In other words, behavioural interviewing for the win :).

Leela Srinivasan, Chief Marketing Officer at Lever.

Amy Volas

Do you have kids? Are you pregnant? Are you in a relationship?  What do you think about today’s political climate?  If you were on an island and had to escape and you didn’t have tools, food or water, what would you do and how long would it take you?

Amy Volas is Chieftain of Avenue Talent Partners.

Lars Schmidt

“Where do you want to be in 5 years?” It’s irrelevant to the current interview, and an obvious stock question.

C’mon, you’re better than that. Show some creativity!

Lars Schmidt is the Founder of Amplify.

Chad MacRae

What’s your biggest weakness? People just make things up. It’s important to be self-aware, there are other ways to ask that question. Otherwise, you’ll get canned responses. Instead, you might ask: What skill do you feel like you’re still missing?

Chad MacRae is the Founder of Recruiting Social.

Stacy Zapar

I think everyone’s tired of “your greatest weakness” by now. Most answers are pretty canned and uninformative anyway. There are different ways to ask that question and get more meaningful responses. Perhaps ask about an area of opportunity in a past review and what steps they took to improve and how it all turned out. ​Much better than hearing “I’m a perfectionist” again and again.

Stacy is the Founder of Tenfold & The Talent Agency.

John Feldmann

Interview questions are like a stock investment portfolio – diversification is key. Asking too many of any one type of question most likely will not provide the adequate information required to identify a successful employee. Generic “tell me about yourself” questions, behavioral “tell me about a time when…” questions, Google-type brain-teaser questions – which are the worst? Limiting the interview process to only one type of question instead of incorporating them all – that would be the worst.

John Feldmann is a writer for Insperity Recruiting Services.

Erin Wilson

Rather than pick specific questions I would say the worst interview questions come from ad hoc interviewing practices. It’s amazing how many companies just wing it. The go through the trouble of lining up 5-6 people or in other words $500-600 of time spent interviewing one person on site. Would you ever spend that kind of money without putting one second of thought into it? I expect to see hiring teams partner with their talent teams to co-design thoughtful processes down to the question showcased by models and an overall interview architecture.

Erin Wilson is Founder and Tech Engineer at Hirepool.io

Maren Hogan

“Tell me about yourself.” Not only is this an awkwardly, broad question, many people ask this question. You want to ask those curveball questions that generate interesting responses. Especially with our ability to source social media, asking candidates to describe themselves during the interview is an empty question. Ask impactful questions like: what do you do best? Who inspires you and why? What are your expectations? What motivates you to come to work every day? These speak volumes.

Maren Hogan is CEO and Founder of Red Branch Media.

Craig Fisher

“What is your current or most recent salary?”.  Why?  In the U.S. women earn, on average, 79% of what their male counterparts earn.  One of the few ways to break that cycle is to stop requiring salary history to dictate what a job will pay an applicant.  Ask salary expectations if you must.  But a job should pay an equitable wage, period.

Craig Fisher is Head of Employer Brand, CA Technologies, and Allegis Global Solutions.

Will Staney

The worst question to ask someone is “What is your biggest weakness?” You’re never going to get an honest answer during an interview. It’s almost setting the interviewee up to lie on your first meeting, setting a precedence that you very well don’t want to set early on. Let the candidate reveal their character early on or by asking other questions and not with silly questions like this one.

Will is the Founder & Principal Consultant at Proactive Talent Strategies.

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SOCIAL ENGINEERING ALERT!

TO APPLY FOR A ROLE WITH US, NO FEES ARE REQUIRED TO FAST TRACK CANDIDATE APPLICATIONS OR CERTIFICATES FOR VACANCIES, WHETHER YOU ARE A BAA CLUB MEMBER OR NOT.

WE HAVE HAD ATTEMPTS OF SOCIAL ENGINEERING WHERE CON MEN HAVE TRIED TO CREATE THE IMPRESSION THAT THEY HAVE BEEN DEFRAUDED BY ALLEGED FRAUDSTERS. WE HAVE STRONG EVIDENCE TO SUGGEST THAT THESE ALLEGATIONS ARE FALSE .

SHOULD YOU RECEIVE A CALL FROM ANYONE PURPORTING TO BE A BAA STAFF MEMBER,  ASKING FOR MONEY FOR ANY REASON, PLEASE REPORT THEM TO US ON OUR OFFICIAL NUMBERS OR EMAIL ADDRESSES.

PLEASE BE VIGILANT. 

WE REMAIN COMMITTED TO OFFERING YOU QUALITY SERVICES.

 

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A Rant About Recruiter Rumours

Agency recruiters are susceptible to pretty harsh reviews sometimes.

This week I attended a Q & A session with social media expert and million-dollar business builder, Gary Vaynerchuk. He talked about success factors; work ethic, believing in yourself, persisting, having patience and well, you get the point. One thing that really stuck out to me was his take on misconceptions, and dealing with things that are out of your control. That includes dealing with falsities that he has little power over. He talked about his competitors stealing his ideas and advice, repackaging it and selling it back to his fans, who buy it. Frustrating stuff. Does he care? Not really; he seemed super confident that truths would come out eventually.

It got me thinking about the bad reputation and rumours that hard-working, honest and passionate recruiters have to deal with. I guess every industry has it’s generalisations and stereotypes. Real Estate Agents? Slimy. Journalists? Nosy. Actors? Self-obsessed. Teachers? Bossy. You get it.

In all of these cases, it’s largely a matter of a some bad eggs ruining the public’s perception of everybody else in their line of work. Agency recruiters aren’t exempt from being generalised, and tend to cop it pretty badly. For a bunch of professionals who, at the end of the day are trying to help people realise their dreams and find work, some get a pretty bad reputation. I know there are some absolute slime balls out there, but it’s just a fact of life that these types of people will pop up in every corner of the globe, irrespective of industry.  I believe there are several misconceptions about people working in agency recruitment. So, let’s set a few things straight.

 Every Tom, Dick & Harry could not do the job

Not just anyone can be a successful recruitment consultant on agency side. It is true that a lot of people do just ‘fall’ into recruitment. A lot of people come from completely contrasting careers to give it a go. Sure, you can study HR or Business Management at university, but there isn’t a Bachelor’s Degree in Recruitment on offer. Why? Because there is no rigid set of requirements to what it takes to be a great recruiter. The recipe for success in recruitment is made up of a mix of organisation, people skills and determination. Recruitment tends to operate on an open-door policy; if you want to give it a go, the option will be out there for you. But that doesn’t mean you’ll stick at it and be great, there’s a lot more to it than a lot of people think, and some people just aren’t cut out for the challenge.

In regards to why there is an open door policy, it’s not just to let every man and his dog in for number’s sake.  More than 100,000 people work in the recruitment industry in the UK alone, but there is  still a genuine talent shortage in recruitment, and competitiveness among firms. One of the biggest struggles agencies face is hiring and retaining top talent. Considering the variety of backgrounds great recruiterscould come from, it makes sense for managers to give eager people a go, and a chance to succeed. Whether they’ll actually make it or not is another matter altogether.

Recruiters are not serial liars

I feel like there’s always talk about recruiters just telling people what they want to hear. I’v heard people hold the viewpoint, “Oh, they will just say whatever it takes to make the placement, whether its unethical, immoral and goes against the best interests of client and/or candidate”. I just don’t agree. Agency recruiters operate on a consultative basis where their reputation is everything and referrals are the make-or-breakers of their career, on both the candidate and client side. Lies eventually come out and bad recruitment decisions attributed to the recruiter involved will only damage their career. Recruiters have to think of their long term strategy, and lying isn’t conducive to longevity in the industry.

What I do believe, however, is that recruiters are excellent sales people. They have to be because at the end of the day, recruitment is a career in sales, where people are not only the purchasers, but the product too. Any sales person has to be persuasive and clever-talking, knowing what to say at the right times. Anyone working in a business setting knows they have to carefully craft what comes out of their mouth in order to get people on board with their company, vision, product or idea. Being persuasive is called ‘doing your job’ and being successful.

Everyone in the industry is not making it rain

It would be great if this was the case, but it’s just not true. A lot of recruiters make great money, there’s no doubt about that. It’s certainly a lucrative industry and there’s no denying that either. The UK turnover in 2015 was £31.5billion. Apparently the average annual sales for a consultant is around £96k. When you team statistics like that with testimonials of high billers dressing to perfection, going out for expensive dinners, driving super speedy cars and holidaying at the world’s best locations, it’s easy to assume everyone is well off in recruitment.

The thing is, recruitment is full of extremely high highs and really low lows. Some people have nailed the consistency, but a lot of consultants will make it rain for months, then simply won’t bill for two consecutive quarters. And then there are consultants who do what they can, but work on much smaller margins and are subject to less generous commission schemes. Yes, you can make a lot of money in recruitment, but everyone doing it isn’t high-rolling all of the time.

It is not only about the money

First of all, let’s wind this one back a little bit. I agree that this is a HUGE reason why people are in recruitment. What I don’t understand is why it’s so wrong. I’m pretty sure cleaners don’t clean for fun – it’s for the money. A lot of bankers would probably prefer to babysit puppies all day, but instead they choose to slave over reports and other strenuous tasks. Work, at some point, has to be about money. People need to eat and get their hair done. Yes, work should be about enjoying what you do, making a positive impact on the world and all of that other lovely, wonderful stuff. But work is called work for a reason. You work. You get paid. It has to be about money. So why is it so wrong for recruiters to be in it for the money?

Secondly, a lot of recruiters love the work they do more than you could ever know. They live and breathe it. They love the networking, the human interaction, the satisfaction of helping people, the challenge that comes with filling a client brief, the consultative role they play, the numbers, the sales, the chase. They love what they do and they are passionate, loyal and lively people. This is why it’s terribly inaccurate to slap a ‘money hungry and that’s all’ stamp over recruiters’ foreheads. That is such an insult to all of the genuinely dedicated and determined recruitment experts out there!

 

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6 Simple Rules to Keep Your Resume Effective

Have you ever wondered why you didn’t get a call back after submitting your resume for your perfect job?  Sending out more job applications to more companies doesn’t always equate to more call backs and interviews.  The chances are your resume was a fast track into the trashcan because you weren’t following these simple rules for effective resumes.

Keep it short and easy to read:

For most individuals a 2 page resume has enough space. Senior professionals may run to a third page but a recruiter is looking for easy to read information. A nice simple typeface, clear use of bullets, paragraphs, punctuation and only bold and italics where necessary.

If you have space a few horizontal lines to break up areas of content can be helpful. Don’t waste space including references or even state reference available on request – a recruiter will ask for reference at the appropriate time and that could be several lines of unnecessary content.

Experience and successes are the foundation content:

All good resumes should have details of work experience listed – start with the latest or current job and work backward.

State when you worked there, the job title and no more than one line of job description followed by three to five bulleted key achievements. For example:

April 2006 – May 2012, Area Sales Manager, ACME Products Inc. – leading a team of 24 sales representatives across 7 states in the North West.

  • Increased area sales from $240,000 in 2006 to $2.1million in 2012
  • Improved customer satisfaction levels from 85% in 2006 to 97% in 2012
  • Developed 8 new recruits to meet all sales targets with 6 months of hire
  • Managed pilot of new household product lines in 2010, providing customer feedback and product knowledge to HQ development team

 Make qualifications and education count:

  • Include academic achievement in the form of degrees.  Also a professional credential such as Project Management Professional (PMP) should be included.
  • Other relevant college courses and job specific courses but nothing that has no purpose for this job application.
  • As a rule of thumb, state academic achievement, followed by professional credentials and then additional relevant certifications and courses.
  • For each state when, where and what it is and any relevant grades or levels of pass.
  • Additionally, it is best to only add completed education programs to your resume and avoid simply adding the name of the school attended followed by “some college/courses complete.”
  • Even if it is only a two year degree, as long as you finished what you started it shows you have merit and determination to see things through.
  • Another aspect to consider is continued interest learning. There are a lot of free MOOC college courses online that offer letters of completion. If the course is relevant to your job it may be beneficial to list that as an accomplishment as well.

Include professional volunteer achievements:

If you have given your time for free to a cause or professional organization DO include it. Your time leading volunteers or providing a free consulting service can shine out on your resume as well as showing a bit of humanity and humility for a potential employer to know they are hiring a person not a robot.

Keep it honest

It’s easy to fall into the trap of embellishing resume content. It won’t work. A good recruiter will spot an untruth very easily – no matter how well you think it’s concealed. Saying you are an excellent customer service agent is great, but don’t say you were the best in your company for 5 years straight – unless there’s evidence to prove it. In the age of the internet so many things are easy to verify.

Keep it flexible:

  • Make sure your resume can be updated easily. Each job you apply for should have its own unique resume – it may be 99% the standard content but have a unique objective or personal statement that talks directly to the company or role.
  • Often a personal statement or objective isn’t needed when a good cover letter will meet this needThis component is critical to getting your resume in the door.  Technology makes it very easy to send your resume out to dozens of companies all with the click of the button, but you still need to address your audience directly and grab their attention.

Hiring managers and recruiters spend 10 seconds or less scanning your resume for the relevant information they are searching for.

To win their further attention a good resume should easy to read and relevant to the job description.  Much of what is covered here to some may be simple common sense but to career seekers overlooking a few of these key points it can be detrimental to finding your next job.  It may be helpful to have a family member, colleague, or the recruiter you may be working with to read your resume and offer some feedback. Now review your current standard resume and check how much of these techniques you are using and if not make the changes before you apply for your next job – successfully of course!

Author: Bob Bozorgi is the COO of Executive Trackers, LLC, a sales, marketing, and executive search firm based out of the San Francisco Bay Area.

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Newsletter

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BAA’s New Office

We would like to take this opportunity to thank you for your continued support over the years.

Please note that we have moved office from the Stables Office Block on Karen road, to the main house at Marula Manor on Marula Lane.

We look forward to welcoming you to our new office!

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Closing of Office for Festive Season

We would like to take this opportunity to thank you all for your continued support throughout 2014.

Please note that the office will remained closed as from Friday 19th December 2014 and will open on Monday 5th January 2015. 

Happy holidays!

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Somalia invites energy companies to explore for oil

The price of oil may have fallen off a cliff recently, but that has not deterred energy giants like Exxon Mobil, Royal Dutch Shell, BP and Chevron from reactivating plans to drill in Somalia.

The Horn of Africa country could be the next focus for the energy industry, as the government claims the nation will be producing oil within six years.

London-based Soma Oil and Gas, which is backed by Russian billionaire Alexander Djaparidze, has completed an onshore and offshore seismic survey and it is encouraged by the results. Details are expected to be published by the end of the year.

Security remains a concern for foreign investors, but Somalia says with the help of troops from the African Union, it is making progress against the Islamist insurgents al-Shabab.

Nevertheless attacks continue in the region, with ones in the capital, Mogadishu, the south-central town of Baidoa and north-eastern Kenya, near the Somali border, in the last week alone.

Soma Oil and Gas chief executive Bob Sheppard, told the BBC the company’s seismic survey covered thousands of kilometres without any security worries.

“We’re able to do that with zero security incidents. What we’ve been able to demonstrate is that you can conduct offshore operations safely and securely,” he said.

A seismic survey involves firing an audio signal underground and analysing the sound waves that bounce back, which can indicate if there are deposits of oil or gas.

Territorial dispute

The government in Mogadishu will reward Soma for carrying out the seismic survey with licences to explore for oil.

“The government have recognised they need to stimulate exploration. They need to stimulate the creation of a hydrocarbon regime because they are in a prospective area,” says Mr Sheppard.

He notes that the region’s geology looks positive. “The analogous area would be the north-west coast of Madagascar, which has oil, because back in Triassic time (205 to 248 million years ago) they were joined. So we think the same hydrocarbon environment may exist,” he said.

“We’re hopeful about oil.”

Another thing that could disrupt development of Somalia’s oil and gas is a territorial dispute with Kenya over the offshore border between the two nations.

Talks between Nairobi and Mogadishu have failed to resolve the dispute and tensions increased after Kenya issued exploration licences to drill in the region.

Somalia has filed a case with the UN’s International Court of Arbitration.

Petroleum and Mineral Resources Minister Daud Mohamed Omar is confident Somalia will win its case.

“We do not believe that it is a disputed area. We believe it’s the property of the Somali nation,” he said.

“As we have hired maritime lawyers, we have hopes that the outcome would be a mutual understanding between the two countries or we will have to wait for the ruling of the court,” he said.

Another complication for the government in Mogadishu lies in the fact that the autonomous regions of Puntland and Somaliland have also issued exploration licences.

‘Hottest opportunity’

East Africa is the new frontier for the world’s energy industry, as reserves of gas are being developed off the coast of Mozambique, Tanzania is exploring offshore and oil has been discovered in Kenya and Uganda.

“East Africa is regarded within the oil and gas industry as having huge untapped potential,” says Steve Robertson, a director with the energy analysis group Douglas Westwood.

“It has been regarded in recent years as one of the hottest opportunities available to both independent and larger international oil companies,” he told the BBC.

Abdulkadir Abiikar Hussein, the director of oil and gas exploration at the Ministry of Petroleum and Mineral Resources in Mogadishu, is confident Somalia can attract the world’s big oil companies to start drilling.

“Comparing to what we have seen in the region. From Mozambique through Tanzania, Kenya, that has proved there are gas resources.” And the bulk of the Indian Ocean is with Somalia so that’s why there is a rush to Somalia these days,” he said.

Mr Hussein also insisted stability is returning to the once war-torn country.

“The Indian Ocean is safe enough these days. There was the problem of piracy and piracy has dwindled. In terms of al-Shabab and other problems, that is a continental problem, but not in the Indian Ocean, so as a priority the Indian Ocean has to be explored first,” he said.

“There is a tremendous improvement in security in Somalia at the moment,” he added.

New port

Companies like Royal Dutch Shell and Exxon Mobil are being encouraged to reactivate dormant contracts to explore for oil and gas. They withdrew from Somalia two decades ago after civil war broke out in 1991.

They may be encouraged by Somalia’s plans to develop the country’s infrastructure.

According to Mr Hussein, “there is an expansion going on to Mogadishu port and initially that will be adequate enough to receive the movements of rigs and things like that into Somalia.

“But there will be another project that will include building a new port to handle the massive equipment imported in by international oil companies,” he added.

Somalia is confident it will be producing oil within a few years, but given the planned development of oil and gas resources elsewhere in the region, notably Uganda and Kenya, the government in Mogadishu would do well to remember an old Somali proverb: “One cannot count on riches.”

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