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WCED Online Vacancy application guide

 

This guide will help you understand how the WCED Online Vacancy e- recruitment system works and how to apply for vacancies online. Here is an overview of the procedure to be followed for Western Cape Education Department Online portal:

  1. Register as a user (link below)
  2. Create a profile (CV)
  3. View vacancies & select the vacancy you wish to apply for.
    • (a) Select Experience set
    • (b) Apply for this post
  4. Review my CV
  5. View applications you have applied for by clicking “My applications”.

Information you need to have ready that will assist you with your online application.

  • Detailed CV
  • ID number: applicable to South African citizens.
  • The following are applicable to non-South African citizens:
    • Passport number
    • Work Permit Number
    • Work Permit expiry date
  • Qualifications
  • SACE number
  • Referees

GoTo Online WCED E-Recruitment System

 

WCED Online Vacancy application guide

 

This guide will help you understand how the WCED Online Vacancy e- recruitment system works and how to apply for vacancies online. Here is an overview of the procedure to be followed for Western Cape Education Department Online portal:

  1. Register as a user (link below)
  2. Create a profile (CV)
  3. View vacancies & select the vacancy you wish to apply for.
    • (a) Select Experience set
    • (b) Apply for this post
  4. Review my CV
  5. View applications you have applied for by clicking “My applications”.

Information you need to have ready that will assist you with your online application.

  • Detailed CV
  • ID number: applicable to South African citizens.
  • The following are applicable to non-South African citizens:
    • Passport number
    • Work Permit Number
    • Work Permit expiry date
  • Qualifications
  • SACE number
  • Referees

GoTo Online WCED E-Recruitment System

 

The 10 hottest developer jobs 2017

 

The 10 hottest developer jobs 2017 in no particular order Ruby, JavaScript, and full stack developers are among the most in demand positions in international enterprises this year. These are not far from South African information technology requirements.

  1. Ruby developers – Demand for Ruby programmers is most likely tied to the Ruby on Rails framework, which launched the programming language into mainstream development in 2004. Employers are building their websites using Ruby on Rails
  2. Mobile app developers – Mobile application development is the set of processes and procedures involved in writing software for small, wireless computing devices such as smartphones or tablets
  3. Information security software developers – Secure Software Development by following procedures to enhance security of software during the development process.
  4. IoT developers – The Internet of Things (IoT) is a system of interrelated computing devices, mechanical and digital machines, objects, animals or people that are provided with unique identifiers
  5. JavaScript developers – A JavaScript developer is responsible for implementing the front-end logic that defines the behavior of the visual elements of a web application
  6. Cloud developers – Infrastructure-as-a-service platforms  examples Amazon Web Services, Rackspace, Hewlett-Packard Enterprise, Citrix, Eucalyptus, VMware, etc
  7. Full stack developers – The term full-stack means developers who are comfortable working with both back-end and front-end technologies
  8. Machine learning developers – Artificial intelligence
  9. DevOps engineers – DevOps engineer are either developers who get interested in deployment and network operations, or sysadmins who have a passion for scripting and coding
  10. UX/UI developers – User experience ( overall feel of the product) / user interface developer (how the product is laid out)

Do you have any other developer jobs that should for part of the 2017 hottest developer list? Use the contact form and get in touch with us.

Creating desirable jobs by getting back to the basics

 

(BPT) – When it comes to hiring and retaining employees, companies are always looking at new alternatives to build their staffs. However, new research shows that when it comes to attracting top talent, many professionals prefer a return to the basics, meaning stable employment with competitive base pay with traditional medical and retirement benefits are key but are these the only important basic factors in creating desirable jobs? If not, drop us a message and we will update it (TYI).

Creating desirable jobs - people around boardroom tableThe findings come from a recent survey conducted by the Career Advisory Board, which was established by DeVry University in 2010. The survey asked employees to offer their insight into what is most important for them when looking for the right workplace. Below are some of the most interesting findings.

Predictability over perks

Employees responded resoundingly that they wanted their work life to be more in line with those of the generations before. Eighty-one percent of survey respondents said they would like to work a single, full-time job as opposed to contract work or several smaller positions. This desire rang especially true with millennials as 91 percent of those surveyed agreed.

Respondents also preferred going to the office every day (22 percent) compared to working from remotely full-time (18 percent). Millennials, in particular, were more likely to seek a job where they had to be in the office each day (27 percent).

Stable jobs were valued by 84 percent of survey respondents, while only 16 percent said they preferred a job that may come with riskier employment opportunities.

Employers looking to stay the course

For employers looking to attract and retain top talent, they should focus on solidifying their existing benefits package. A competitive salary remained the most important benefit employees consider in an employer, but traditional offerings such as medical/dental coverage, paid time off and retirement plans were heavily favored over newer perks, including onsite food, wellness offerings and day care.

Employers also don’t need to look at making dramatic changes to their existing organizational structure to attract employees. Thirty-six percent said they prefer working for a single manager, while 18 percent said they appreciated the opportunity to report to multiple managers. However, no matter how employers establish their hierarchy, they should always be looking for ways to give employees a chance to impact company decisions. Fifty-six percent said they prefer a job with “authority to make decisions that impact the entire organization,” a sign employees care deeply about where they work and want to have a vital role in its growth.

Employees seizing what they want

For employees looking for new positions, the job market is healthier and those with the right skills and attributes will have their pick of positions. As we move further away from the recession years and the economy improves, those who can afford to take their time in their job search are most likely to find a position offering the things most important to them.

“The survey results show us that businesses today need to be good employers, offering stable employment with competitive base pay and traditional medical and retirement benefits,” says Alexandra Levit, business and workplace consultant and Career Advisory Board member. “The average American worker isn’t necessarily looking for all the bells and whistles.”

To learn more about the study, visit www.careeradvisoryboard.org.

Three ways to help businesses attract and retain top talent

 

(BPT) – Many companies recognize that attracting and retaining top employee talent can result in a significant cost savings because employee turnover can result in productivity loss and involve additional expenses associated with hiring and training new employees. An employee parting ways may leave with a strong knowledge base of company projects, clients and procedures, and depending on the job level, it can take several months before a new hire becomes fully productive. So it’s best to retain top talent if you can.

attract and retain top talent - team working on diagramWhile there are various ways of addressing staffing challenges, there are steps companies can take to help with employee retention.

Identify top talent.

A company’s future growth is often dependent on hiring new employees or retaining the most important ones. Having the right employees in place to meet the ongoing demands of business objectives is a process. Job descriptions and employee evaluation forms can be useful to identify new and existing top talent, but assessing all aspects of employee performance can help employers identify their true all-stars.

Employers should look to identify successors for key positions and provide career development opportunities that align with organizational needs and foster a more engaged workforce that puts top talent in line for future leadership roles.

Return to the basics.

Recent data from Towers Watson’s, “2014 Global Talent Management and Rewards Study-At a Glance,” found that key drivers of attraction and retention continue to point to base pay, career advancement and job security.

Their research, “Under pressure to remain relevant, employers look to modernize the employee value proposition,” also found that top employees often consider the physical work environment important, another driver of employee retention sometimes overlooked by employers. Additionally, office arrangements such as open space plans, collaborative work spaces and hoteling may elevate the importance of the work environment and optimize work spaces to offer a compelling experience for employees that could potentially address talent retention challenges.

Work with the proper partner.

Companies can find talent development initiatives through working with outside partners like DeVryWORKS, the workforce solutions team from DeVry University. DeVryWORKS helps employers understand their critical business issues and workforce needs. The team also designs tailored education solutions with programs offered by DeVry Education Group’s institutions, as well as talent sourcing through DeVry University’s students and alumni.

DeVry has a history of working with leading employers to help companies attract and retain top talent while also supporting professional development and career advancement.

Not every employee retention concern can be addressed or promptly corrected, but those problems that can be solved may help companies hold onto what could be viewed as its most valuable resources while successfully competing in today’s global economy.

To learn more about ways that DeVryWORKS branded communications, recruitment campaigns and preferred partner tuition initiatives are designed to help companies improve their employee development and retention, visit DeVryWORKS.com.

Ann Baehr President picture

Your job interview is like a blind date!

 

Love is in the air. You know a little about your date and your date knows a little about you. The description of your blind date seems to be too good to be true – a perfect vision of your ideal partner. They have the right physical attributes and personal qualities. Your matchmaking friends are even more excited than you because they’re convinced you are perfect for one another. The date has been set. You can hardly wait! Same for the job interview.

The night arrives and you see your blind date walk through the door of the restaurant. So far so good. The introductions go very well. They are very attractive and have a great personality. They seem to like you too. You can sense each other’s nerves, and are very careful about saying the wrong thing and turning each other off. After about fifteen minutes of slightly awkward conversation mostly dominated by your friends, your date, who by the way is a nurse, says, “So, I hear you’re a successful pharmaceutical sales representative with one of the largest pharmaceutical companies in the country. That sounds so exciting. How did you get into pharmaceutical sales?

You begin by talking about how you’ve always been interested in medicine, enjoy selling, and never saw yourself at a desk job. You explain how you joined the company when they launched one of the best selling nebulizers on the market. As you humbly mention that you grew your sales territory to rank as one of the highest in the country, the waitress interrupts to take your plates and asks if you’d like desert. Wow, the conversation just flowed. You even forgot you were on a date! Your date was so interested in what you had to say, and they responded so well to the great questions you asked them about their work and family. Your date can sense you are truly interested in them. In the first half hour, you both realized you have so much in common. Deep down inside you are praying they like you as much as you like them, and hope they aren’t seeing anyone else. By the end of the night, it seems your date feels the same way. You both agree to a second date – this time alone!

Okay, let’s rewind the tape. You’re not in pharmaceutical sales yet. But, that is what you want to be. You’ve just graduated with a Bachelor’s degree in Biochemistry with a concentration in Psychology. You’ve had your resume professionally developed and it’s time to send it out. You scour all the job boards and classified ads, and talk to everyone in your personal network. Things are looking up. In less than two weeks, you have lined up four promising interviews.

So, if everything is going so well, why are you so nervous? Is it because you’re afraid you are going to fail at making a great first impression? Take a deep breath. There is a way to overcome this fear — and you hold the key. Remember that blind date? What was the hardest part? That’s right – it was the anticipation! Once you got there, everything went smoothly – especially when they asked you about your {future} job. Why did it go so well? Because it was about YOU! Know one knows you better than yourself, and that’s who they want to get to know better — YOU. THEY WANT TO MEET YOU. THEY ALREADY LIKE YOU!

And therein lies the secret. The very fact that they have invited you for an interview means they have PRE-QUALIFIED YOU FOR THE JOB! Can you believe that? It’s true! They are hoping that you are as good in person and you are on paper. If you are, like your blind date, they’re going to pray that you’ll stop interviewing with other companies and accept their offer to join their company.

So how do you gain the confidence you need to overcome your interview jitters? First, believe in yourself. Know how talented and knowledgeable you are. Remember, your resume says you are – and that’s why they want to meet YOU. Next, do your homework. Learn about the company. Ask genuine questions to show how interested you are in what their company does, why the position is available, what the position is about, and what the potential is to grow with the company. Volunteer to tell them what you know about their company, using it as a lead-in for a question you might have or save it as a response to a question they may have. Do not fail to ask questions! Do not wait until the end and say, “No, I think you answered all my questions (that were silently in my head!). BE PROACTIVE in the interview. As long as you know who you are and know something about them, you should have no problem hitting it off. If for some crazy reason they decide to offer the position to someone else, don’t be discouraged. There are other fish in the sea. Think of it as a great experience and opportunity to practice your interviewing skills.

In summary, the interview is a meeting between two interested people. They already know about themselves. So, it’s about YOU. They want to meet YOU. They want to get to know YOU. Just be yourself, be interesting, polite, and show your interest in them. If it is meant to be (hey, remember, you might not like them. Did you ever think about that?), you will be invited to a second interview or will be offered the position after the first meeting. Good luck!

Back to Jobs in Cape Town


About the author: Ann Baehr is a Certified Professional Resume Writer and President of Best Resumes of New York. Notable credentials include her role as former Second Vice President of the National Resume Writers’ Association and published contributor to over twenty resume and cover letter books by McGraw-Hill, Jist Publishers, and Adams Media. To learn more, visit Best Resumes of New York at http://www.e-bestresumes.com

7 Tips for Online Job Search Success

 

With the rise of the Internet, searching for a job has become a predominantly online process. With that reality in mind, this article contains seven tips and secrets for making the most of your online job search.

1. Let Employers Find You (Always Post Your Resume Online)
A 2005 study by ComScore Networks found that job seekers who added their resume to an online database were twice as likely to receive a job offer as those who simply applied to specific positions. Always keep in mind that many employers never advertise their openings, preferring instead to search a pre-screened database of applicants. Employers overwhelmingly prefer this method to the alternative of advertising a position online and being flooded with hundreds of unqualified applications. If your resume is not in the database that your dream employer is searching, you’ve already lost out.

2. See What Employers See
Most of the major online job boards have a section of their site where potential employers can conduct a free test search of their resume database. Before you post your resume online, use this feature to search for the type of job you want.

There are at least three advantages to doing this:
* You will see the Top 10 candidates for your keywords (i.e., your competitors) and you can then model your own profile and resume after these successful examples.
* You will immediately see that placing keywords in the Title of your profile and body of your resume are critically important (because that’s how employers search the database).
* You will learn what keywords work for your occupation and possibly discover others you hadn’t thought of.

3. Use Third-Party Job Search Engines
Job seekers don’t realize that the search functions on most job boards are intentionally set up to show you sponsored listings first. That’s the principal reason why your search results often bear little relevance to your search terms and always seem to include so-called “business opportunities.” To circumvent this problem, use one of the new third-party job search engines like www.indeed.com or www.simplyhired.com. The big online job boards give these search engines access to their databases because they effectively pre-sort incoming traffic, allowing the job boards to show better-targeted ads. By using one of the free services, you will get more relevant search results and gain the additional advantage of searching multiple job boards at once.

4. Save Your Money
Several online job boards offer paid packages that purport to place your resume near the top of the list when employers search for candidates in your field. Don’t waste your money. First of all, you have no way to measure how much higher your resume will rank over non-paid resumes. Second, for the most competitive fields, thousands of other people have purchased the same package, defeating their purpose. Third, both CareerBuilder.com and Monster.com, the two biggest online job boards, have publicly acknowledged that simply changing one word of your profile or posted resume on a regular basis will have the same effect (essentially getting you the outcome of the paid service for free.)

5. Protect Your Identity & Privacy
Unfortunately, online resume databases have become a favorite way for scam artists to find victims. To protect your privacy and identity while still effectively making your credentials available, consider these steps:

* Never list your home address on your posted resumes. Legitimate employers don’t need it in order to evaluate your credentials.
* Instead of listing your full name, just put your first initial and last name. Make sure you follow this practice for both your online profile and your posted resumes.
* Use a free email account (Hotmail, GMail, Yahoo, etc.) instead of one that identifies your current employer.
* If you can afford it, use an inexpensive voicemail box for your phone number. The reason is that a third-party voicemail phone number cannot be reverse-searched to find your home address and other personal details.
* To really protect your privacy, don’t put an email address on your posted resumes (in most cases employers can still send you email through the job board’s built-in system). The majority of job board scammers obtain target victims by using special software to “scrape” email addresses off posted resumes. Instead of listing an email address, just list your phone number. Some privacy experts suggest listing only an email (and no phone number). I think it should be the other way around. Here’s why: Legitimate employers and recruiters interested in your skills and qualifications will call you, but most scammers will not. The reason is that it is simple and convenient for scammers to send out email in bulk, but it is inconvenient, time-consuming and risky for them to place individual phone calls (and costly if they are located in another country).
Don’t be an easy target.

6. Always Complete the Online Profile (in addition to attaching your resume)
Why? Because when employers search the resume database, your profile is searched and shown before your resume. In fact, an employer won’t see your resume at all unless they first click on your profile and then scroll all they way to the bottom of the screen (which many won’t do).

7. Optimize Your Resume for Online Job Searches
Just like with normal web searches, when employers search online resumes databases the results are ranked based on the frequency and occurrence of certain keywords. As such, to optimize your resume for online job searches, you should do the following:
* Put your keywords in the title of your resume. For example instead of naming your resume “Bob’s resume – IT version”, try “SQL Developer, ORACLE, PeopleSoft, ERP.”
* Put your keywords in the fields provided for your former job titles. At several of the largest online job boards, the Title of your profile and the Title of your recent jobs are the ONLY fields that employers initially see when searching for candidates.
* Make sure your keywords appear in the body of your resume multiple times.
(Tip: If they don’t naturally fit elsewhere, create a “Skills” category at the end of your resume and incorporate them there.)

Knowledge is Power. Make sure you use it in your career search.

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©2006 Dyson Conwell. All Rights Reserved. Article Source: www.articledashboard.com Dyson Conwell is the founder and administrator of JobHuntingTalk.com [BROKEN LINK], an independent resource site and discussion forum about online job searching.

The Abundant Success Coach logo

Your Job: Should You Stay or Should You Go? New Job!

 

Have you been thinking about welcoming the new year with a new job or career? For most people, the idea of launching a job search is as exciting as it is nerve-wracking. Looking for a job can be a daunting task requiring time, effort, and preparation—not to mention the emotional and financial investment. Adding to the stress is the reality that if you’re successful, you’ll face change, which isn’t always synonymous with improvement. Sometimes the grass is greener on the other side but not always.

Jobs are like marriage; they have peaks and valleys. Most adults accept—even expect—some job dissatisfaction, and maturity often helps us deal with minor job grievances and frustrations. After all, work is work, and expecting to love every aspect of your job every day is as unrealistic as expecting every day of your marriage to be pure bliss. That said, you’re not married to your job, and there are legitimate reasons to find a new one. Here are 14 factors to consider when deciding if it’s time to brush off your résumé and start looking at your other options:

  1. Industry/Type of Business: Are you motivated and engaged at work or do you regularly feel bored? Do you find the type of business you’re in interesting and personally rewarding? Do you dread Monday mornings or look forward to them?
  2. Company/Organization: Do you feel that you work for a good company or that it falls short of acceptable? Do you agree with its policies? Does it treat employees fairly?
  3. Company Culture: How comfortably do you mesh with the company’s culture? How well do you get along with your coworkers? How in sync are the company’s atmosphere, size, and mission with your personality and style?
  4. Company Location: How do you feel about your commute to and from work? If the idea appeals to you, would your employer allow you the option of telecommuting?
  5. Hours/Schedule: What is your level of satisfaction with regard to the amount of hours you work and your schedule? Do you have any control over your hours/schedule?
  6. Department/Team: Do you think you’re working in the part of the company where you’ll feel most satisfied and valued? If not, is there opportunity to move to another department/team?
  7. Manager/Supervisor: How well do you work with your boss? Do you feel treated fairly, valued, and appreciated? Are there political/personality conflicts that are causing undue stress? Have you tried to resolve them? If not, what options are available to try to resolve them?
  8. Facilities/Support: How closely does your work environment match your ideal version of where you’d like to work? Does your employer provide you with the equipment and support necessary to perform your job effectively?
  9. Advancement: If you’re interested in advancement, does your current position offer room for additional training, responsibility, and promotion?
  10. Compensation: Do your salary and benefits fairly reflect of the value you bring to the company? How does your compensation plan compare to colleagues internally (in the same company) and externally (at other companies) doing the same job?
  11. Personal/Family: How well does your job complement your personal/family life? Is your work in line with your values and the things that are important to you? Is your job a good fit for your personality and a natural extension of how you perceive yourself and want others to perceive you?
  12. Knowledge/Skills/Abilities: Are you using the knowledge, skills, and abilities you want to use in your job and in a way that effectively meets your employer’s needs and allows you to feel successful and happy most of the time?
  13. Life Purpose/Goals: Is your job in alignment with your life’s purpose? How well does your job position you for achieving your long-range personal and professional goals?
  14. Security: How secure do you feel in your current position? Are there factors in your company, such as serious financial instability or the threat of a corporate merger, that suggest layoffs might be imminent or your job might be in jeopardy?

Over the course of your career, changing jobs can be a positive strategy for achieving career goals, making more money, and finding greater personal and professional satisfaction. Change jobs too often, though, without a clear strategy, and with the wrong motivation, and you risk being labeled a job hopper and can wind up hurting your career.

At the end of the day and regardless of your employer, you work for yourself. Keep your eyes on the big picture. Manage your career effectively by dreaming big, working hard, and making decisions (like whether or not to change jobs) strategically and within the broad context of your long-range goals.

Ultimately, when it comes to navigating the turns of your career, you’re in the driver’s seat. To make sure your career winds up where you want it, you’ll need to steer it carefully and intentionally, and the only person who can tell you with any certainty if it’s time for a new direction and a new job is you. Is it time for a new job? What do you think?

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For more information on certified career management coaching, please go to http://www.AbundantSuccessCareerServices.com.

Quest Recruitment solutions logo

Quest Recruitment Solutions Human Resource Outsourcing

 

Quest Recruitment ‘s Full Circle Staffing Solutions (FCS² ™) approach gives you all the options. Through us, you gain access to the most comprehensive range of staffing solutions in South Africa, and, all through a single point of contact. By partnering with Quest, for any of your bulk, outsourced or custom staffing needs, you can be sure of positive, high-impact results in HR effectiveness, efficiency and economy. We have helped more than 500 companies save both time and money through our tailor-made, staffing solutions.

By Partnering with Quest Recruitment:

  • You get the cutting-edge advantage and boost to your bottom line from our superior pool of top talent and our Level 2 BBBEE status. Our level 2 value-add supplier status means you can claim back 125% of your procurement spend with us.
  • We turn your business information into useful business intelligence to enable your strategic decisions.
  • We understand your needs and deliver bespoke solutions to best meet them.
  • We operate nationally as well as into Africa. We are therefore your perfect partner to support most, if not all, of your African operations.
  • Our unique staff measurement system – HPWS – ensures that each and every outsourced/leased staff member is contracted to clients’ aligned key performance area (KPA) which results in the enhanced productivity of the assignees and overall business effectiveness.
  • With excellent testimonials and referrals on our quality and service, you can rest assured that with Quest, quality will never be compromised.

Address:Cape Town
13th Floor, The Terraces
34 Bree Street,
Cape Town
Western Cape
8001
Tel:+27 21 413 4700

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West Coast Personnel logo

West Coast Personnel Staff Recruitment Cape Town

 

Personnel Established in 1996, West Coast Personnel Staff Recruitment has become one of the Western Cape’s leading names in the Recruitment Industry. We offer a quality service that helps take the guesswork out of employing staff.

We are recruitment specialists with the know-how and commitment to supply clients with the right staff.

West Coast Personnel is owner managed, with a hands-on personalised approach to ensure high service levels. With offices in Blaauwberg, Cape Town, West Coast Personnel places staff in Cape Town, the West Coast and South Africa. We serve a wide a client base from SME’s to corporate businesses, ranging from service, manufacturing, telecoms, IT, production and trade, to name a few.

Accreditations

BBBEE West Coast Personnel holds a valid BBBEE Verification Certificate:

– BBBEE Score: Level 4 contributor,
– Broad Based Procurement Recognition Level: 100%

Minimum Standards for a good CV

Here under the minimum standards a good CV should adhere to to make a good impression:

    1. As a rule of thumb a CV should not be much longer than 5 pages, but not less than one (don’t include certificates unless requested).
    2. Start with CURRICULUM VITAE OF JOE BLOGGS
    3. A good, recent professional picture of you (head and shoulders) compliments a good CV. There is nothing wrong with a smile either ☺. The passport size photo should be at the top of the first page, or between “Curriculum Vitae of “and “Personal Details”
    4. Remember that all Headings must start in
      Capital Letters. They all start with Capital Letters below:
    5. Personal Details: Your CV must contain your Full Names and Surname (and “also known as”), Date of Birth, more than one Contact No (e.g. Mobile, Work, Home), full Home Address (e.g. 28 Seagull Street, Sea Point, Cape Town, South Africa), Marital Status and No. of Dependants, Drivers License.
    6. Education: Highest Secondary Qualification at which School and Year. All Tertiary Qualifications: Qualification achieved; Where and When.
    7. A summary of Relevant Courses may be listed: Qualification, Where and When.
    8. Work History. Start with your Current/Last Position. List the following information: Position, at which Company or Institution, Nature of Business, Period (from MM/YY to MM/YY – state “current” if you are still employed), Duties and Achievements, Reason for Leaving. As a rule it should cover your whole employment history without omitting information.
    9. References: Name, Surname, Landline & Mobile Numbers of at least 3 Referees and your Association to the Referee. You may say “References on Request”, but have them ready when requested. Please include referees able to comment on your performance in a work environment over the last 5 years.
    10. A Cover Letter may be included, stating what functions you can perform best and which positions you would like to be considered for, in what area/industry.
    11. When mailing your CV, send it in an accepted format e.g. a MS Word document so that the recipient can easily open the document. Save it as CVSurnameNameDate for easy identification and proper version control.
    12. And lastly – PROOF READ YOUR CV BEFORE SUBMITTING. Put it through a spell checker. And then read it one more time! CVs with spelling and grammatical errors are usually rejected with disdain – one spelling mistake

CV Services
Need a professional CV drawn up?
Tel: +2721 5562313
E-mail: reinet@wcp.co.za

General Enquiries
Tel: +2721 5562313
E-mail: ct@wcp.co.za

Physical Address
West Coast Personnel
West Coast House
254 Blaauwberg Road, Table View
Cape Town, South Africa
Tel: +2721 5562313
Fax: 086 615 0927

Return to Recruitment Agencies in Cape Town top agency list according to Google

Corporate Placements logo

Corporate Placements a boutique staffing organization

 

We at Corporate Placements offer our services to a wide range of corporate clients from large internationals to medium and progressive small businesses.

 

Our Testimonials

We are a group of passionate designers & developers