Please note that the SSETA Candidacy Programme is still open for the following SAQA recognized APSO Designations

• INDIVIDUAL STAFFING PRACTITIONER (ISP) (Client and Candidate facing)
• INDIVIDUAL STAFFING PROFESSIONAL (ISPr) (Client and Candidate facing)

 Please ensure that you complete and submit the following documents for your application:

1. Certified copy of Matric certificate or National Qualifications Framework(NQF) and/or Certified copy of Highest qualifications
2. Certified copy of I.D
3. Detailed C.V
4. Employment Contract or Confirmation Letter of Employment on a Company Letterhead
5. Signed POPI declaration (Template attached)
6. Proof of address for application (not older than 3months)
7. Lastly, please complete the attached learner enrolment form. (Template attached)
8. Completed Employer Excel Spreadsheet (Template attached)

 All forms and documentation are required to be submitted by 31^st January 2020.

All Exams need to be successfully completed by the 20th of February 2020.

Among other documents, attached below is the APSO Professional Body brochure for you to know more about our designations.

APSO Professional Body Brochure
Company Info Needed
Congratulatory Letter
SSETA POPI


If you need clarity on any aspect, please don’t hesitate to contact Lizanne This email address is being protected from spambots. You need JavaScript enabled to view it. / 0861426282

Welcome to “Job Interview GPS”—conversation starters designed so you can reach your desired destination. Just like any journey, how you prepare (and begin) will establish your potential for success. For example, as you think about your viewpoint on the entire job interview process, how would you answer these questions:

• After exchanging pleasantries and introductions, who should speak first? Is there ever a time when the candidate takes the lead, and if so: why?
• Is it best to just answer their questions—or is there something more that top performers bring to the interview process?
• What can you say, or do, to establish yourself as the candidate of choice? What are the strongest icebreakers—choices you can make in the interview to build rapport and point towards your strengths?
• Are there certain actions in the job interview process that can make your story stand out amongst all the candidates?

In this post, I want to offer six icebreakers—six ideas for creating a connection and giving yourself every opportunity to succeed. (Take a look at the Five Step Story Process for more tips on making your narrative stand out). But first, another question for you: what do you think your interviewer really wants to know about you? Of course, you’re going to be asked a series of questions in an interview, whether it’s an online video interview or in-person. What questions do you anticipate - and what’s the real motivation for asking those questions? For example, if the interviewer asks “What’s your greatest weakness?” do they really want to know that you’re bad at technical writing and sometimes you lose your temper? Or is there a higher-level conversation that’s really going on?

1. “I’m guessing you’re wondering why I’m interested in this position”—a question that shows that you “get it.” Here, you’re already working to solve problems for your interviewer - you’re saying what’s top of mind, and the reason why you’re here. This simple introduction leads towards your interests, passion and desire for the role. Because wanting the role might be the first step towards getting it. Sharing your interest in a way that guides your interviewer towards your strengths, motivation and values is a great place to start. If you are interviewing for a management or leadership position, this kind of icebreaker shows you know how to lead a conversation. If you’re going to manage a team of 22 consultants or 16 customer service agents, doesn’t it make sense to show that you can take the lead in a simple interview conversation? I hope so. Point your interviewer towards your interest and your skills with this simple intro—and don’t be afraid to take the lead and initiative. Offer up the info you know they need to know.
2. “Let me go beyond what you see on my résumé”—Isn’t that what your interviewer wants, really? The interview is designed to show your values, not just your work experience. What is it in your past experience that showcases what you really value most of all? When I was vice president at a technology manufacturing company, our products were failing in the field. The failure rate was less than the 3% threshold (a standard in our industry) but for the people inside that percentage, the failures where a huge hassle—especially since our products were high-ticket items that went into consumers’ homes! I made a tough call - I suspended the production of the product in question until the issue could be sorted out. We lost revenues during our investigation but preserved the integrity of the brand. The sales team didn’t love my choice and customers were still upset about the failures - but ultimately the issues were corrected and operations resumed quickly. The one thing that was consistent through the process was my commitment to integrity, to our customers and to the company’s quality. That story isn’t on my LinkedIn profile, but it showcases some important values. What about you? What’s a story that’s not on your résumé—but it shows who you really are?
3. “You’re probably curious about why I was in my last job for less than two years”—If you’re like a lot of folks in the gig economy, you’ve probably moved positions recently. After all, a job search is a search—and sometimes you don’t find what you’re looking for. If you’ve got a short stint on your profile, come straight at it and speak honestly about the experience. Share what you were looking for and what was missing, always remembering this pivotal word: because. For example, it’s because of a bad breakup that I eventually met my wife. I’m not trashing an old girlfriend, laying blame on myself or her, or finding fault. I’m pointing to what put me on the path that I’m on today. Breakups happen, am I right? Maybe it’s time to say to yourself, “Thank god that’s over” and move on. Don’t sling mud on former bosses or employers (or dates)—because you’re the only one in the interview who will end up getting dirty. The difficult people in my life have made me a better person - how about you? Stop blamestorming and thank the past for making you who you are. Challenging times have helped me to achieve more because of what I experienced. How about you? I’m not a victim of circumstances—I’m writing this post because I’m more than the people and situations around me. Isn’t that true for you as well? Discuss your past with gratitude and show what you learned. Why? Because those circumstances are how you got to this interview!
4. “The one thing I value above all others is _________” —Here’s a powerful way to point out what matters most to you. In order to do this effectively, you have to understand how to tell a one-word story. Don’t you think that expressing your values would be important? Make sure that you have an example to support your ideas. Otherwise saying that you value relationships, customer service or business analytics is going to read like fake news. There’s a great example in this video of how a single word spurs an entire narrative. What’s that word for you?
5. “I’ll never forget the time when...” —This simple prompt introduces a specific story from your past. Utilized in the right way, it provides access to a memory - a place of authenticity that can be both powerful and compelling. This prompt accesses a place of empathy, especially if you’re describing an event that put you on the path that you are on today.
6. “How does the story I just shared fit for your goals for this position?” —Remember, the interview isn’t an interrogation. It’s a conversation. Have the courage to be curious: find out if your message is resonating, or if you need to retrace your steps. The last thing you want, in any interview, is to walk out of the room and not know where you stand. Don’t imagine that your stories are awesome just because your interviewer is smiling—courtesy is not commitment. A smile doesn’t mean you are closer to your dream job. Leaders aren’t afraid to solicit real-time feedback. Asking for guidance can help point your interview in the best possible direction.

The strongest job interview conversation is the one that comes from the heart. Taking someone through your resume in chronological order might be what you’ve been asked to do - but who says you can’t do (or say) more? Why not share what your interviewer really needs to know: your values, passion and insights. Let’s face it: the company is looking for someone who can provide a solution of some kind, right? Whether that solution impacts the space shuttle, customers at a pharmacy or the SAP practice at Boston Consulting Group, companies need people who can solve real problems. Don’t just say that you’re focused on finding solutions, demonstrate your commitment to a higher level of conversation. Leadership language isn’t just reserved for folks in the C-Suite. Take the lead in your career, and in your next career conversation, with a dialogue that goes beyond what everyone else is going to discuss. Show that you aren’t afraid to get real, and really innovate, with interaction that shows you are the best candidate for the job.

At the time I’m writing this, we’re slowly coming up to the end of a year, which always has me pondering what I want to work on next. Generally, once about mid-October hits, I start to plan out the remaining weeks and aim to tie up my client projects by mid-December. This gives me some downtime before the holidays to take it slow, work when I feel inspired, and be with family and friends when that feels more important. 

It’s a great time to assess your business in terms of what’s working, what’s doing alright, and what’s not working. It’s also a good time to take a look at what you want to focus on in the coming year. 

Today, I want to share the steps I take when I’m starting to feel that new-year-itch and end-of-the-year slowdown. 

HERE ARE THE STEPS I TAKE TO REFLECT + PLAN:

Step 1 | Reflect on the past year

There are 3 main questions that I ask myself first:

• What worked well?
• What worked ok?
• What didn’t work?

I like to do a general brainstorm about everything that I think went well with my business. Anything from client projects that went super smoothly to processes that worked to keep me on track and organized, to blog posts or social media posts that were popular - get it all down on paper for a bigger picture at what’s working for you in your business. 

After that, I jot down a bunch of things that were just meh...ok. Things that worked, but might be able to be improved on or made better in some way or another. For me, this included tasks during my client process that yes, are working, but could be even better for my brand experience. It also included some systems and processes that worked to get the job done, but that I think could be more efficient or less time-consuming.

Lastly, I jot down the things that just didn’t work for me during the past year. In my business, that happened to be things like my accounting software not being able to accept international clients (an important feature for me), bookkeeping that I kept putting off time and time again, a blogging process that had me procrastinating every time I tried to sit down and write. 

-

Step 2 | Reflect on your numbers

The second part of reflecting on the past year involves taking a hard look at the numbers within your business. 

I pay the closest attention to:

• Overall income that year
• Monthly income
• Number of client projects I took on
• Number of sales I made on digital and physical products
• Revenue broke out by revenue stream to assess which parts of my business I should focus my energy on most
• Social media and email community follower growth

It’s important to have a good sense of how your business is growing over a year. It also helps to go into a new year if you plan on setting any kind of tangible goals or financial targets. 

-

Step 3 | Brainstorm Session for the new year

Once I feel like I have a good handle on how my past year went down, I am ready to tackle a brainstorm session for everything on my mind for the new year. I start this process by setting a timer or just giving myself the freedom to take as long as I need to get everything down on paper. I grab a notebook and a pen and I just start jotting things down. 

There’s not much organization to how I do this. I just simply write out everything I’m thinking I want the new year to encompass. That usually means I jot down things like:

• Side projects I’m thinking of working on (new products, collaborations…etc.)
• Client projects that will go into the new year
• Financial goals I’m thinking of
• Words/feelings/habits to focus on
• Processes to refine
• To-do lists...etc.

I usually end up with about a page of randomness that I can then start to organize later on. 

-

Step 4 | Work through The Brand Planner

I’ve started to incorporate The Brand Planner into my routine for new year planning and it’s really helped me get a solid grasp on the big picture of my business. I work through the exercises to remind myself of my “why” as a business owner and to help keep me focused on what’s more important to my brand. 

Once I have the information from The Brand Planner in combination with my brainstorm notes, it’s time to get organized!

-

Step 5 | Break down financial goals

Referring back to my brainstorm session and notes from The Brand Planner, I start to break out all of my expenses that I am projecting for the new year. 

I usually make one section for personal expenses. Things like:

• Mortgage or rent
• Food costs
• Entertainment
• Nice-to-have things (like date nights, day trips, self-care)
• ...etc.

And one section for my business expenses, like: 

• Office space
• Cell phone
• Internet
• Apps and software
• Email marketing costs
• ...etc.

From here, I make a break down of my financial goals. Usually, my formula looks something like this:

PERSONAL EXPENSES PER MONTH

+

BUSINESS EXPENSES PER MONTH

+

SAVINGS PER MONTH

+

VACATION FUND (MONEY PUT ASIDE EACH MONTH FOR A TRIP)

+

30% BUFFER FOR TAXES

= MONTHLY GOAL

One more step for the financial stuff. Once I have a good idea about how much I would like to make in the coming year to support the lifestyle I want to be living I can start to figure out how that will break down in terms of how many clients I will need to book or how many products I will need to sell. 

To get this info, I get an average of all of my packages available. I also consider the passive income streams I have and think about a reasonable, but still challenging goal for those. 

I have 2 main income streams at the time of writing this. I have my design services and I have The Brand Planner. So if I take the monthly amount I would like to be making next year and multiply that by 12, I get a yearly amount.

For the sake of showing math, let’s look at some pretend numbers:

Let’s say my financial goal for the year is $100,000 to keep a nice rounded number. Based on my findings from last year, I might be able to know that I make 90% of my income from design services and 10% from my products. If you don’t have any info from the past year, don’t worry. Just make a reasonable estimate. 

So, if I’m thinking I want to expand on my product sales in the coming year, then let’s say 85% of my income next year will likely be from design services (as opposed to maybe 90% it was last year). That’s $85,000, and if my average client project costs, let’s say $4,500.00. That means I need to book about 18-19 new clients. It also means that my products might account for $15,000 next year and if each one sells for $50 then I need to sell 300. 

Thus... an exemplary new year for Function might mean 18 new clients and 300 book sales!

This is just some simple math to get you thinking about tangible ways to meet your financial goals. I’ve even gone so far as to break this out with my actual plan for next year and draw out the number of clients I want to take on as circles on a sticky note so that every time I take on a new project I can fill in a circle. Tracking things visually excites me (obviously) and helps me stay focused.

- 

Step 6 | Organize a plan

Based on the brainstorm session I did earlier in the process, I now start to pick out some of the bigger ticket projects and tasks I want to tackle. I’ll list them out along with tasks on another page in my notebook. The Brand Planner also has a nice, tidy section on setting priorities in your business and how to break them out into manageable tasks!

-

Step 7 | Decide on my 3 words

Each year, instead of committing to new year resolutions, which I think are great, but don’t really work for me, I set 3 intention words for the coming year. These are words I want to embrace and focus on in any aspect of my business and/or life. 

My words for the coming year: collaboration, nurture, sustainable. 

I’ll break it out in a little more detail for you:

Collaboration: 

• Plans for growth here at Function HQ this next year mean more collaborations and expanding our team. Of course, I could just take things on myself, but my mindset these days is all about asking for help and support so I can focus on my zone of genius.
• Collaborations with other business owners for new products/offerings. This might mean an in-person event (whaaaaat?!) and an art collaboration so I can get my hands dirty.

Nurture: 

• This coming year, I want to foster and support the things that are already in place here at Function. That means taking special care of my clients first (before finding new ones) and paying close attention to how I can support the people already in my community.
• Nurture the relationships that are nearest and dearest to me in life and business.
• Nurture and refine products and services I already put energy into creating.
• Taking care of myself to the best best BEST of my ability. Boundaries, self-care, self-love, creativity explorations and checking in with myself often are a few things on the list.

Sustainable:

• Even clearer boundaries and protection of my energy so that I can be the best version of myself in my life and for my clients and community!
• A focus on stabilizing my income month to month.
• Helping support small businesses by buying more from makers and entrepreneurs whenever I can.
• Being more mindful of my own consumption of things.
• Paying a whole lot more attention to my health and well-being.
• Scaling my business in a way that less is more.

There you have it. A 7-step guide to help you plan for your new year. A new year is a fresh opportunity to step back and figure out what you want this dream business of yours to look like and how you want it to support the life that you want to live. 

Wishing you the happiest of planning sessions, you keen entrepreneur, you!

As the year draws to a close it provides a perfect opportunity for reflection. It is an ideal time to assess your business and to evaluate what has worked for you, what the things were that you did right and what did not work. This information should form the basis of your focus and plans for the coming year.  We have undertaken this exercise at APSO and look forward to implementing these plans for 2020. 

The past year has seen several highlights for APSO, notably our Annual Recruitment and Staffing Conference in June of this year.  We look forward to building on this for 2020 and can confirm the date of 11^th June 2020 for Conference 2020. In addition, we have worked through the pains of implementing a new CRM system which will allow for more targeted and selective communication channels with our members.  We have also made significant progress with our Compliance Audit and would like to thank members that responded positively to this request for information. 

With the focus on the Future of Work and Lifelong Learning, APSO was pleased that your membership ensured that you had access to funding to attend the MDP and BMP programs run through the confederation CAPES, and fully funded by the Service SETA.  The 4IR has seen a significant impact on our industry and these programs provided an opportunity to engage with relevant and quality content which will contribute to the growth and sustainability of our industry.

For many 2019 has not been a year without challenges and we have certainly felt this through our engagements with members during the course of the year. Judging from the hundreds of calls we field and opportunities to meet with members face to face, trading conditions in 2019 were tough.  However there were equally a number of members who reported growth in their businesses and positive results for 2019, members who embraced change and sought new opportunities to add value to their clients.

At the end of November, APSO held its Annual General Meeting and we are pleased to introduce the Board and President.  We would like to thank the past President Roly Boardman and the Board for their assistance and guidance during the year.  Roly has steered the organization through some challenging times and his leadership and guidance are highly valued.  We look forward to working with the incoming Board.

APSO Board of Directors:

President:  Tsholo Ramodibe

Vice President (Capacitation): Khani Mhlongo (Think Careers)

Chair: Ethics & Professional Practice Committee: Roly Boardman (Impact HR)

Vice Chair: Ethics & Professional Practice Committee: Sanuja Barsathy (Workforce Group)

Chair: Member Engagement Alam Ellahi (Ellahi & Associates)

Chair: SME Veronica Matlaila (Ubuzwe Talent Solutions)

Chair: Corporate Membership Lerato Motsamai (MMD Consulting)

Treasurer: Ronny van der Sluys (Advtech)

Lobbying and advocacy initiatives are ongoing and 2019 has been a very active year.  APSO would like to take this opportunity to thank the CAPES team for their untiring support and outstanding efforts in positioning and advancing the interests of our industry.  Attached hereto the CAPES Annual Review for your perusal.
 

Thank you for your loyalty and support during 2019 and we wish you well over the festive season and look forward to further engagement in 2020.

Kind regards

Jacqui Ford

APSO: CEO

BY JOB MAIL STAFF WRITER · NOV 14, 2019

What is the aim of your job ads?

Having a clear aim will help you to create the best job ad. Your ads should intend to attract the right candidates for the position. The description you write needs to communicate a clear message to suitable applicants while creating a positive image of your company. Another key intention of the ad is to discourage unqualified jobseekers from applying. Your ad also needs to make it clear what steps job candidates need to take in order to submit their application.

Pay attention to the title

The titles you put in your job ads need to be short and simple yet engaging. The title is what stands out to jobseekers and makes them read the rest of the description. The title also needs to be specific and it should be an accurate reflection of the position. If you pick the wrong title, plenty of quality candidates won’t even take the time to read your ad.

Write a clear job description

Avoid placing generic job ads. Instead, write a description that is clear and concise. Use a few short sentences and use bullet points for additional clarity. If there are special skills that applicants need to have, make sure that you include it in the description. This will help to decrease the number of unsuitable applicants that you get.

Choose the right structure

Start your job ads with one or two sentences that summarise the position. Next, include the main requirements for the job, which should provide the applicant with enough information to determine whether they want to keep reading or not. After you’ve covered these essential details, you can give a more detailed description of the position. Complete the ad with a few interesting details that encourage suitable candidates to apply. Benefits of the job and other unique selling points are perfect for this section of the ad.

Showcase your brand in your job ads

If your company is well-known, make sure that you include branding in your advert. Companies with a good reputation will attract applications from quality candidates.

Include the salary

Research shows that job ads that include a salary attract more applicants. Salary is an important consideration for all jobseekers, and this is especially true for quality candidates. Including the salary will also save you time on reading applications for candidates that are out of your budget to hire. Another benefit of adding a salary is that it encourages the best candidates who are already employed to apply for the position. If they know that they could get paid more at your company, they are more likely to switch jobs.

Mistakes to avoid when writing job ads

While understanding how to write job ads is vital for your success, you’ll also need to make sure that you avoid these common mistakes:

• Writing short ads that don’t include the necessary information
• Unnecessary use of technical language
• Grammatical and spelling mistakes
• Creating boring job ads
• Including requirements that might go against the Employment Equity Act

Now that you know how to make your job ads stand out from the crowd, you can attract quality applicants to the vacancies at your company. Post a FREE ad on Job Mail and connect with candidates across South Africa today!

WHO you hire will be reflective of WHAT the market perception of your company will be in the end. Research shows that top dog companies representing the pinnacle of success and prosperity, revealed one common denominator present in all of them: INTEGRITY from the top to the bottom.

Pre-employment screening in South Africa relating to integrity testing is often reserved for mid to executive positions disregarding the lower or entry-level staff demographic in its entirety.

A massive faux pas if ever there was one. Drivers, cleaners, cashiers, retail assistants, couriers, call-centre agents, home health care aides, production workers, field service technicians and security guards, are the face of the company’s brand, working in the trenches directly with customers. They are also the ones closest to the company’s assets for example products, cash, utility and connectivity resources (aka the stuff you use to make money).

Hiring is a Risky Business

Think of every new hire is a security risk. The value in testing the moral compasses of the lower level, semi-skilled and junior employees, is to mitigate risk and prevent the corrosive effect of dishonesty on your bottom line (and a tarnished reputation splashed onto social media for the world to see).

From minor theft to serious fraud and embezzlement, the costs of dishonesty can add up quickly if not identified and contained. Even better, determine the risk factors before you hire.

Time to tighten the Recruitment Reigns

To eliminate the risk of hiring a dishonest apple, it is imperative to implement a stricter pre-employment screen processes that go beyond the basic checks. Conducting multiple interviews and reference checks is not a sufficient measures of integrity validation anymore.

"But the criminal check came back clean?". Fair enough, but this only means that your potential new hire has not been caught committing a crime. A criminal verification offers no assurance about future inappropriate behaviours relating to attendance, trustworthiness and work ethics.

Integrity tests are comprehensive assessment tools used for pre-employment screening of entry-level employees focussing on predicting the propensity for dishonesty, lying, disregarding rules, general reliability and dependability and their inherent risk to engage in counterproductive work behaviours (CWPs).

Unfavourable Outcomes

Let’s take it down to a nuts and bolts level. Is the odd skimming of office supplies by a store assistant, a driver making a few personal detours, or the call-centre consultant downloading an entire Game of Thrones series while connected to the office Wi-fi sufficient reason to make each new hire undergo an integrity assessment?

Perhaps cast a quick eye over the issues that integrity lacking employees may expose your business to:

• Theft of merchandise in a retail environment
• Safety violations in manufacturing settings
• Stealing of client belongings in hospitality environments
• Inside informants at security companies conspiring robberies
• Conflicts of interest cover-ups between employees and vendors 
• Collusion between vendors
• Defrauding the company finances
• Tender irregularities, vendor kickbacks and bribing
• Quid-pro-quo corruption
• Bid-rigging
• Price fixing and defective pricing
• Performance digression due to tardiness and absenteeism
• Employee moonlighting during working hours

The perks of Integrity Testing

Measuring honesty is beneficial in many ways. Companies perceived as bastions of integrity are seen as more credible to investors, clients and employees. Credibility generates trust, productivity, sales, market share and promotional opportunities, all of these being catalysts to maximising profit and establishing a stellar employer brand.

“Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don’t have the first, the other two will kill you. You think about  it; it’s true. If you hire somebody without, you really want them to be dumb and lazy.”

_ _ _

Author >>>

Kirsten Halcrow

• Company tried out 'Working Reform Project' giving 2,300 employees Friday off
• During the time employees also took 25.4 percent fewer days off in the month
• Much of the increase in productivity was attributed to the changing of meetings 

Microsoft Japan has taken a bold new move in a bid to improve work-life balance by introducing a three-day weekend for their employees.  

The company carried out a 'Working Reform Project' called the Work-Life Choice Challenge Summer 2019 for one month - giving 2,300 employees every Friday off.

This 'special paid holiday' did not come at the expense of any other holiday time.

The results showed that productivity went up by a staggering 39.9 per cent. 

Employees also took 25.4 per cent fewer days off during the month and used 23.1 per cent less electricity in the office which saved the company money. 

Much the increase in productivity was attributed to the changing of meetings. 

With only four days to get everything done for the week, many meetings were cut, shortened, or changed to virtual meetings instead of in-person. 

In addition, 92.1 percent of employees said that they liked the four day workweek at the end of the trial. 

Due to its success this year, Microsoft is planning on repeating it again next summer and potentially at other times as well.  

Some commentators weren't so impressed, saying: 'I'd love for this to be implemented more, but I feel like making it work at companies open all week could be difficult. They'd have to hire more workers to rotate through the days.'

'Microsoft is different from regular businesses, so I don't think this would work everywhere.'

The country routinely scores towards the bottom when it comes to employee satisfaction around the developed world in statistics. 

_ _ _

Original post >>> https://www.dailymail.co.uk/news/article-7644931/Microsoft-Japan-brings-three-day-weekends-sees-40-CENT-increase-productivity.html