Six Career Mistakes You Need to be on the Lookout for;

“A step backward, after making a wrong turn, is a step in the right direction.”- Kurt Vonnegut

career_mistakeAnyone seeking to grow in his or her career will make mistakes along the way. Some of the mistakes made as one seeks to grow career wise will be costly. Some of them will hardly be noticeable. Regardless of the mistakes you have made in your career, there are valuable lessons that can be learned by reflecting on the mistakes, owning them and learning from them. If you are just starting out career-wise, here are some of the mistakes you need to look out for and avoid:

#1:  Pursuing Status at The Expense of the Growth of Skills

In a world that is increasingly becoming image oriented, many people get lost in the pursuit of success. We interview candidates who want to look the part but do not want to do the hard work. In the process, they lie, put in very little or no effort yet they desire to be applauded for barely showing up. The problem with this approach is that it keeps you from taking advantage of some useful career opportunities that do not necessarily come with a high status. It is often said that opportunity is missed by most people because it is dressed as work. That entry-level marketing job might be an opportunity to develop meaningful networks that will help you grow two or three years down the line. The drab accounting job could be an opportunity to hone skills that will help you become an auditor.

Pursue the skills that matter, the status will come. Pursue the status, you will never develop the skills you need to succeed in your field.

# 2: Staying in the Comfort Zone

It is easy to get comfortable in one’s current position. You rarely take any risks in your comfort zone. The environment is predictable. There is a certain way of doing things which ensures that you get the expected outcome hence uncertainty is greatly reduced. Successful people are not necessarily the people who take big risks. They take small risks every day which prepare them for the big leaps that they need to take in their careers.

#3: Not Asking People for Help

You cannot get the help you need unless you ask for it. It is often assumed that the most successful people have it all figured out so they do not ask for help. This could not be further from the truth. The quickest way to avoid mistakes that would waste your time and effort is by asking those who have gone ahead of you in your field for advice. You just need to ask in the right way and you will get the help you need.

#4: Getting Distracted by the “Shiny Object Syndrome

There will always be a position that seems more attractive than your current position. This position might be in your organization or outside your current organization. Because it is often said that all that glitters is not gold, the allure of a certain office or position can become a trap. Countless hours that should be spent being the best you can be in your current position can be wasted as you try and reach out for the elusive position. In addition to this, the “shiny object” might not necessarily be as attractive as you think it is. A higher position with better pay requires a certain level of dedication, skill, experience and commitment. You can only develop this by giving your best in your current position.

# 5: Assuming that Your Career Should Be Linear

The current job market is characterized by rapid technological changes as well as nonlinear career trajectories. Most successful people in this age did not just “move up the ladder.” Some of them have to “jump” in order to advance to the next level. The “leap” is different for everyone and can only be made based on a high level of self-awareness and personal drive. Successful people do not wait for their experiences to fit into a linear career trajectory. They seek opportunities to grow their skills and make the leap once the right opportunity comes along.

#6: Assuming That What You Have at Level 1 Is Sufficient to Keep You Going at Level 2

Most people assume that being good at their craft is enough to get them noticed. While it is important to grow one’s skills, it is equally important to go the extra mile. You need to be emotionally intelligent in order to grow. You need to learn how to identify gaps in your company and provide solutions. You need to learn how to work with people. You need to an avid reader who can tell where your industry will be in the next couple of years based on an in-depth understanding of current trends.

If you are ready for a career change, then reach out to us, as Crystal Recruitment is a Leading Recruitment Agency that connects top talents to top brands every single day.

Five Things that Many Candidates Miss in Job Postings

images WE ARE HIRINGThe information age has resulted in the bombardment of consumers with too much information. As a result of this, it has been reported that attention spans are increasingly becoming shorter. Most of us have lost the art of reading. Instead, we have adopted the habit of scrolling through information in search of what we consider important. This often happens when candidates are going through a job posting. Based on the applications and resumes we have received over the years, it is not hard to see that most candidates spend less than a minute reading through a job posting before hitting the “ Apply” button. As a result of this approach, most candidates miss out on opportunities that they are qualified for.

What should you be on the lookout for in a job posting? Here are some of the key elements of a job posting that you should be on the lookout for;

The Job Title

It sounds obvious, right? It is right there in front of you. It is in bold font. Most candidates still miss out on it. If you are applying for a job via email, make the job title the subject of your email. Make it the filename of your resume before you send your resume. At any given moment, recruiters have to sift through hundreds of resumes as they seek candidates for various jobs. Make your application and your resume stand out of the crowd by demonstrating that you know the position you are seeking.

The Recruiter’s Name

Should the job application you are about to send be addressed to a recruiter or human resource manager at a particular organization? Knowing the recruiter’s name is important as it will help you customize your application appropriately. In some job postings, the title of the person you will be reporting to will be included in the job description. For instance, a marketing manager may be reporting directly to the chief operations officer. Before you send your application, try and find out some information about the person you will be reporting to through professional networks.

If you are applying via email, can you learn anything from the address? It is not uncommon for con artists seeking to fleece desperate job seekers to create dummy accounts using Gmail or Yahoo so be on the lookout for such email addresses. A legit job posting from a credible organization will not mention the name of the person you will be reporting to. It will also include the name of the organization. For instance, if you are applying for the position of an intern at XYZ fashion, the job posting will state that all applications should be addressed to: recruitment@xyzfashion.com.

Instructions on How to Apply

Job postings will include instructions on how to apply for a particular position. If an organization is seeking a photographer who must include a sample of his work, ignoring these instructions will dim your chances. In some job postings, candidates may be required to include the job title and a reference number in the subject line. Adhering to such instructions gives you an edge over the other candidates. It also shows that you pay attention to details and you can follow instructions.

Keywords to Use in Your Application

Read and re-read the job description very carefully. Ask yourself the following questions:wood-cube-abc-cube-letters-48898

  • What are the skills that are required for the job?
  • What are the academic qualifications required for the job?
  • What are the roles and responsibilities you will be required to carry out as part of your job?

Your answers to these questions should shape your application. Most recruiters use software that sifts through applications based on relevance. The relevance is based on specific keywords that the employer wants to see in your application.

When writing your resume, avoid making it too long even if you have the professional experience and academic qualifications that would make it long. Most recruiters do not have the time to read through a novel. Instead, make it about two pages long with key highlights.

Qualifications Required

Most organizations will clearly spell out the qualifications that are required for a particular job and the skills that are relevant to that role. Do not worry if you do not have some of the skills. For instance, a job may require a candidate with five years of experience yet you only have three years of experience in a similar role. Highlight your achievements in those three years. Demonstrating that you have the ability to deliver results could actually make you stand out.

As a candidate, you need to spend a little more time reading the job posting before sending your application. The clues you need are often tailored into the job posting. All the best in your search!

We at Crystal Recruitment work with candidates by connecting them to great career opportunities with Potential Employers. Reach out to us via Email and let us talk about your next career move.

Six Factors to Consider Before Promoting an Employee

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How do you know it is time to promote an employee? Identifying internal candidates who should be promoted is not a walk in the park. Apart from using tools such as performance appraisals and reviews, it is also important to be on the lookout for character traits that distinguish a candidate from the pack. Some organizations who have embraced Talent Succession planning often compile a list of individuals who would take up the vacant roles when they arise. Below is a guideline that can help you identify employees within your organization who are ready for promotion:

  1. They have a good work ethic

A good work ethic is characterized by good prioritization skills, punctuality, consistency and commitment to continuous improvement. An employee who is always rushing to beat the deadline is a poor manager of his or her time and lacks the ability to prioritize. An employee who burns the midnight oil in the office is not necessarily the most productive employee. Research is increasingly pointing towards the need for productivity at work instead of long working hours. Sweden led the way a few years ago with an experiment on the effect of a 6-hour working week.

Toyota services in Gothenburg switched to a six-hour working week about 13 years ago and reported that the employees were happier and more productive as a result of this shift. Your organization may not be in a position to make the working day shorter but it should encourage a culture of balance.  Workers should work within reasonable working hours and be rewarded for respecting the limits of the working day and meeting their targets within those limits.

  1. They are oriented towards solutions to problems within the organization.

It is often stated that there are two types of people in the world: those who create problems and those who solve problems. An employee who works towards solving problems regardless of their position should be given an opportunity to exercise his or her problem-solving abilities. One’s ability to solve problems is often evidenced by creative thinking, eagerness to learn and implement new ideas and the ability to ask the right questions. Your organization should foster an environment in which employees can thrive as they solve day to day problems that are being encountered by the organization. A valuable employee does not always have the right answers to problems but he or she is willing to consider the possibilities and explore them.

  1. They are respected by their co-workers

pexels-photo-1438510An employee who is ready for a promotion easily earns the trust and the respect of co-workers through their diligence, ability to work with others and the support that they offer to others in the process of working with them. An employee who has already earned the respect of his or her co-workers will thrive when he or she is given more responsibilities since he or she will lead others towards the attainment of organizational goals. In addition to this, he or she will foster a culture of collaboration thereby minimizing the effect of toxic competition within the team.

  1. They take responsibility

Progress, not perfection is one of the key elements you should consider before promoting an employee. An employee who is ready for a promotion takes responsibility for his/her actions at work and has a clear sense of direction for the progression of his/her career. In every organization, decisions are made concerning the day to day running of the organization. An employee who is ready for a promotion makes decisions based on the company’s vision and goals. They have the company’s best interests at heart. Whenever such an employee makes a mistake, he/she does not shut down. They own up, learn from it and moves forward.

  1. They ask for feedback and take it well

There are very few employees who ask for feedback and actually consider it. If a member of your team is eager to get feedback and consider it, take note of their ability to listen to others. An employee who is keen on their current performance level, what they need to improve and what they need to do in a different way is not only capable of taking initiative but is also keen on growing beyond their current role.

  1. They seek opportunities to share knowledge

An employee who is keen on being promoted is not afraid of sharing knowledge with his or her colleagues. Such an employee will be enthusiastic about training new employees in addition to sharing the knowledge they have acquired in some aspects of the job with their team members. Sharing knowledge is an indication that the employee cares about the growth of others as well as his. Such employees also actively seek out opportunities to gain knowledge that will help them improve in their areas of weakness. They seek out resources from other departments and try out new ideas.pexels-photo-260024

At Crystal Recruitment, we make it our business to find the right talent for your company as we are a leading Recruitment Agency in Kenya. Talk to us today and let us help you find the right talent. We endeavor to work with candidates who have such qualities. 

Five Untruths You Need to Address Before Engaging an Offshore Recruitment Partner

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As the world increasingly shrinks and becomes a global village, most organizations find themselves grappling with the need for offshore talent. For most organizations, it is better to partner with an offshore recruitment partner than to rely on internal recruitment networks which take time to set up and manage. Making the most informed decision about offshore recruitment can be difficult because there are certain misconceptions that are associated with offshore recruitment partnerships.  Surveys that have been carried out across the globe indicate that most hiring managers are unsure as to whether they are working with the most suitable recruitment agency. This uncertainty particularly applies to offshore recruitment partnerships where the financial implications of recruitment errors are much higher. While the fears are based on valid reasons, there are certain untruths that also prevent organizations from engaging offshore recruitment partners:

Untruth #1: Offshore Recruitment Partners in Low-Cost Destinations Have Poor Infrastructure

What comes to mind when you think of an offshore recruitment partner? Offshore recruitment firms are often judged by their physical addresses. A fancy address does not always mean that an offshore recruitment firm is competent, techno-savvy and customer focused. A startup offshore recruitment firm might be the best offshore recruitment partner because of high levels of employee morale, dedication to its customers, investment in the best technological tools and data-driven decision making. For these reasons, an organization seeking an offshore recruitment partner should evaluate offshore recruitment partners based on their track record, competence and ability to make sound recruitment decisions that are backed by data.

Untruth # 2: Offshore Recruitment Firms are Not Dedicated to A Single Business Entity

Some organizations avoid engaging offshore recruitment firms because of the fear they have about the team structure. This is based on the belief that all of the firm’s employees are not dedicated to a single client hence they end up submitting the same candidates to a number of competing clients. Some organizations consider this threatening because it slows down the hiring process as a result of a low submittal-hiring ratio. While this may happen in some instances, not all offshore recruitment agencies are willing to compromise on their results and ability to deliver. Competent offshore recruitment agencies understand the organization’s culture and best practices hence they are dedicated to proper offshore candidate sourcing and screening practices.

Untruth #3: The Metrics of Offshore Recruitment Firms are Difficult to Determine

This misconception not only applies to offshore recruitment firms but it also applies to onshore recruitment firms. It is a byproduct of years of having incompetent recruitment firms that fail to develop metrics that are significant to their customers. This problem is further compounded by lack of transparency and accountability in the process of offshore recruitment. Prior to engaging an offshore recruitment firm, it is important to work with your preferred offshore recruitment partner to fine tune the metrics and align the recruitment services being offered with the objectives of your organization.

Untruth #4: Offshore Recruitment Makes an Organization Lose Control of Its Recruitment Process

Having an offshore recruitment partner can make one lose control of their recruitment process especially if the metrics are unclear. To avoid this, an organization should work closely with the offshore recruitment partner in order to give its input as the process of recruitment is going on. Unlike internal recruitment networks, offshore recruitment partners can provide an objective look into your organization’s talent needs and give a much needed fresh perspective.

Untruth #5: Offshore Recruitment Partners are Expensive

This misconception is often guided by a one-sided look at the recruitment process. Some organizations only look at the cost of engaging a recruitment partner but fail to consider the return on investment. A good offshore recruitment partner not only performs well but also provides a return on your investment as an organization. Some of the ways of evaluating an offshore recruitment partner’s ROI are:

  • Satisfaction ratings: Previously conducted surveys can give an indication of whether the firm’s offshore clients are satisfied with the services that they have been provided with.
  • Placement per recruiter: An effective offshore recruitment partnership should be measured by its effectiveness in placing candidates per recruiter.

In evaluating the cost of engaging an offshore recruitment firm, the organization should determine whether it wants to engage the firm on a permanent or on a temporary basis. It is advisable to have this in writing in the terms and conditions prior to any engagement. Your organization should also leverage the nature of the relationship it wants to engage in with the firm when negotiating the price.

To maximize on the ROI, an organization should ensure that its offshore recruitment partner provides some form of guarantee. For instance, it can offer a free replacement for a candidate who fails within the probationary period. The terms and conditions should also cover any eventualities such as waiting period for work permit approval.

At Crystal Recruitment, we make it our business to find the right talent for your company as we are a leading Recruitment Agency in Kenya. We have recently started engaging candidates who would like to work abroad in Dubai.

Talk to us today and let us help you find the right talent in Kenya, Uganda, Tanzania, Rwanda, Zanzibar and for your offshore Needs in Dubai!