1. THE RECRUITER’S
SURVIVAL TOOL KIT
CV’S that give you the Edge !
CV’S vs. Résumé's
CV’S Prerequisites
Candidate Assessment
Core Competencies
Reference Taking Skills and Style
Basic Telephone Prerequisites
Future Employees Attributes
Competent Employers Check list
Candidate Interview Techniques
Future Career Management

2. CV’S THAT GIVE
YOU THE EDGE !
Decision Makers commit no more than 75 seconds unless
provided with an incentive to further study a visually inviting
CV which is exceptional enough to stand out from the rest!!
Whilst Skills may render your Candidate employable only a
Professional CV enables an Applicant to secure and survive
that Life Changing interview!!
As CVs must mirror your Candidate to win trust, excite and
exhibit potential!
Poor Formatting, Bad Grammar and Typing errors are therefore
Totally Unacceptable!!
Remember luck is a Matter of Preparation meeting
Opportunity!!

3. CV’S THAT GIVE YOU
THE EDGE!
We are what we repeatedly do –Excellence then is not an
Act but a Habit!
You do not want to be considered the Best at what you
do! You want to be known as the Only one who does what
you do!
The measure of Success is not whether you have a tough
problem to deal with, but whether it is the same problem
you had last year!

4. CV’s VS RESUME’S
RESUME = Concise personal and catchy account of candidates
Education and Professional Experience describing candidates unique
profile as a value contributor to future employers.
It highlights the Candidates key features and benefits on offer to
a specific future Employer reflecting sufficient passion to interest the
Employer by creating an Identifiable listing of relevant skills in
response to his advert analysed and appropriately aligned utilising
the following headings:
Personal Information
Current Position
Current Responsibilities
Previous Experience
Career Interests
Core Competencies

5. CV’s vs Résumé's cont
CV =A clinically accurate and up to date, detailed, chronological
document of personal data, career specialisation and progression
including educational qualifications and employment record under
appropriate headings. It must be up to date for representation to
Placement agencies, HR departments, Tender evaluations,
Procurement officers, Contractors, Bankers, Bursary committees,
Governing bodies and Chairmen of seminars, Conferences and
workshops. A recommended Format should include:
Personal Details and a willingness to relocate
Education, Courses and Qualifications
Computer Literacy
Detailed description of recent working experience
References
Current Income Package
Anticipated Remuneration / Availability

6. CV’s -
Prerequisites
Complete Identification and Contact info
Structured, concise, uniform and logical presentation
Clear and specific truth only – with no ambiguity
Accurate details re previous Employers, Educational
Institutions, Qualifications and Memberships
References, Full names, Job titles and all Current
contact details
Career Achievements proving tangible contributions
Core Competencies (see slide 9)

7. CV’s –
Prerequisites cont
Use smart nouns and action words
Hobbies, sports, interests and Continuous
Professional Development
Highlight Community and Green involvement
Align candidates experience to job
specifications
Avoid tired dull style/ use crisp language
Number pages to ensure C V copy complete
Reveal demonstrated abilities and potential
applications on offer

8. CV’s – Assessment of
Candidate
Smart / Competitive / Creative
Sophisticated / Calm / Presentable
Astute / Self-assured
Presence / Respected / Authorative
Behaviour / Assertive / Genuine
Global Knowledge
Operational Agility / Convincing
Technical Literacy / Current
Style / Adaptable
Personality / Honest / Sincere
Attitude / Positive / Flexible
Character / Dependable / Trustworthy

9. CV’s -
Core Competencies
Cognitive Knowledge = KNOW WHAT – Accountants must know
about Accounts, Budgets, Cash flows, Taxation, Working Capital,
Profit Margins and Interest Rates
Application Skills = KNOW HOW – Accountants acquire ability to
produce accounts reconciliations and to report accurately
Systems Thinking = KNOW WHY – Accountants must know and
understand the dynamics of reinforcing and balancing the
outcomes when they take action and become agents of change
Performance Instinct = CARE WHY – Accountants respond to
passions, preferences and instincts which determine their
behaviour and performance in the workplace .Some are obsessive
about their freedom to create, face and overcome challenges
whilst others prefer the security of being part of a large
structured team
Remember every person comes to work to find
gratification for those passions which dominate
them!!

10. CV’s –
Future Employer Attributes
“Non toxic” = Respects Human Resources and encourages
contribution from staff
Practices timely Acknowledgement of Demonstrated
Initiative
Highly rated by International / Local competition
Strong local Corporate Responsibility conscience
Invests in Human Capital building
Multi-National Product portfolio
International Workforce / Associates
Significant Offshore Asset base and Revenue streams
Offers International Exposure & Training (3% of operating
Budget committed)

11. CV’s -
Future Employer Attributes cont
Performance Measurement and Career Development
Share participation schemes / Retention bonus
Established Brand identity = Employment security
Positive Market Place Image( both Vertically and Laterally)
Growth Industry offering market penetration and
sustainability
Bold Mission Statement and Strategic intent
Record of Organic Growth of Core Business( devoid of
Mergers and Acquisitions)
Good IR record and relationship with Trade Unions
Active Website illustrating positive Performance History
Reward offered, Location and Working hours
Effective and Tangible Career Growth on offer

12. CV’s -
Competent Employers
Checklist
Availability of candidate to accommodate Ideal Starting Date
Do candidates skills, knowledge, experience and track
record align or relate to our Job Specifications?
What attracted him to apply? Challenges / Career
enhancements / Job Security?
Does candidate demonstrate personal influence, network of
contacts, physical presence and style?
Culture fit and Propensity to Add Value by application of his
proven prior achievements?
References meaningful and genuine?
Outcomes of Aptitude Testing?
Do Candidate’s Strengths outweigh his Weaknesses?
Are qualifications / experience appropriate for position
Do his specialised Core Competencies differentiate him from
rival applicants?

13. CV’s -
Competent Employers
Checklist - continued
Is Candidate well groomed, distinguished and professional?
Is Candidate a sincere, open and spontaneous communicator?
Is Candidate a Team Leader or Team Player? Does he share /
acknowledge role inputs and experiences (not “I” but “we”)
What Key projects has he started and successfully
completed?
Is his attitude positive or negative about Life, Government and
Local and Global Economies?
Did he show interest in our Industry from personal research
homework and preparation?
How strong is his work Ethic and Balance of Life Style?

14. CV’s -
Candidate Interview
Techniques
Punctuality – get directions/do dry run/ allow for traffic! Being late = Going
fishing with no rod or bait and the Tide is Out!
Personal appearance (neither over-dressed nor too casual)
Limited jewellery, firm friendly handshake and make eye contact
Listen showing enthusiasm, sincerity and interest by correct body posture
Be prepared and concentrate on how to answer instead of what to answer
Establish rapport, but be polite and not over friendly
Speak truth slowly, clearly and in a polite manner you only have 1 chance!!
Answer in a brief and effective manner (no longer than 2 minutes)
Anticipate / Rehearse answers which demonstrate and highlight your
achievements in a humble manner
Ask appropriate questions about Company and position
Present your portfolio of life values and beliefs
Do not bash present / previous employers and express your future
aspirations
Discuss strengths/ weakness to demonstrate your competitiveness and
share just 2 of each and how you turned a weakness into a strength

15. CV’s-
Candidate Interview Questions
Why do you require someone for this position. Is it new or as a result of a
promotion with no Internal substitution?
What are the day to day responsibilities?
What types of projects would I be involved in?
Will I work alone or with a team?
What are the major challenges for this position?
Are employees encouraged to contribute new ideas?
Will I be asked to relocate?
How many people would I supervise?
Is there an organogram which indicates my line of reporting?
How many people have held this job in the past 5 years?
What would be my career route and criteria for promotion?
What are your expectations on my deliverables?
How will I be evaluated / performance managed?
Is there induction / initial training to bring me up to speed?
What are the employee benefit details?
What are your company’s future plans – any mergers / acquisitions?
How soon will you decide on your successful applicant?

16. CV’s -
Candidate Interview
Techniques cont
Share your core competencies to demonstrate confidence and conviction
List reasons why you want to work for the company
Identify expectations and job fulfilment which you require for career
success
Reveal passions that align job offerings and the Management’s
Performance Incentive Programmes
Market your organisation savvy to eliminate rivals by smart communication
Achievements should indicate Team work, Networking and Best Practices
Discuss hobbies / leisure activities evidencing healthy balanced life style
Acknowledge any influential Mentors and Role Models to project ambition
Indicate balancing of demands and ability to cope with stress
Highlight successful conflict resolution by identification of root cause
Share Time Management style: Priority ranking, Time allocation, Graphic
milestones, recording and reminders
Loyalty comes with Job satisfaction, progress, freedom to deliver
and personal growth
Show pride in your achievements and growth status
Indicate long term plans of Career growth and goals

17. CV’s –
Future Career
Management
Target your own job search through consultation with professionals
Analyse and understand job requirement of advertisement
Research prospective new employer and prepare intelligent questions
prior to Interviews
Update and align Core Competencies and experience to position offered
Refresh C.V. Current position ,Emoluments and latest achievements
Conduct yourself in a professional/ planned manner at Interviews
Manage your Career Performance by understanding your Employer’s
Culture , Environment, but mostly your Connectivity with your Seniors
Exercise initiative, network and grasp all learning opportunities
Adopt Best practice and be a Star follower
Encourage energetic momentum and participative Team work
Develop Organisation Savvy and show dedication to the Organisation
Communicate smartly with Influential People and project a proper Image
Attend Seminars/ Upskilling courses to develop you Management Library
Review your Performance Management in terms of Financial, Non
Financial as well as Internal and External factors to realise objectives

18. CV’s -
Questions and Answers
Should Core Competencies include Skill Advancement? Y/N
Core Competencies being an Agent of Change? Y/N
Do Core Competencies enhance Performance Instinct? Y/N
Do people come to work to gratify their dominant passions? Y / N
How crucial is a Candidate’s availability? Y/N
Is the “Culture Fit” always important? Y/N
Do Core competencies differentiate us from rival applicants? Y / N
Is Environment/Culture really important? Y/N
Is Grooming and Professional appearance essential? Y/N
Is proper Research and Preparation necessary? Y/N
Is Work Ethic and Balance of lifestyle important? Y/ N
Is the “Connectivity factor” really crucial? Y/N
Is Preparation/Rehearsal that important? Y/N

19. CV’s -
Questions and Answers
Are CV’s a history of Candidates Education and experience ? Y / N
Are resumes detailed chronological documents? Y/N
Do resumes include references and current income package? Y / N
Do CV’s describe Candidates key features and attributes? Y/N
Do resumes illustrate Core Competencies? Y/N
Do CV’s align Candidates experience to specific assignment ? Y / N
Is timely Acknowledgement of Initiative important? Y/N
Is strong corporate responsibility important? Y/N
Is Training exposure a “nice to have”? Y/N
Is Performance measurement necessary? Y/N
Are location and working hours important? Y/N

20. CV’s -
Questions and Answers
At interviews is personal appearance important? Y/N
At interviews should eye contact be made Y/N
Is sincerity, enthusiasm and manner essential Y/N
Should achievements be demonstrated at interviews Y/N
Should portfolio of life values and beliefs be discussed Y/N
Should strengths and weaknesses be discussed Y/N
Should hobbies / leisure activities be discussed Y/N
Should ambition and career progression be mentioned Y/N
Is evidence of a balanced lifestyle really important Y/N
Are demonstrated conflict resolution skills important Y/N
Is thorough preparation and key-word delivery important? Y/N

21. Reference Taking:
Adverse or Beneficial to a
Successful Placement:Intro
“Reference Taking”- is an objective evaluation of a
Candidate’s Past Job Performance, based on
confidential conversations with people who have
actually worked with an individual long enough to
express an objective opinion
After Consent a Thorough Preparation coupled with a
calm, focused and professional conversation (not a
vague rushed friendly chat) will provide a successful
conclusion and a unique marketing tool!!!
On completion take referee’s e-mail and revert to him
on the outcome. Keep your promise and thank him for
his time afforded you, and remind him that should his
Company require Staff you can deliver. You have
established a meaningful contact and recognition of
your Professionalism (follow up 2 months later)!!!

22. Reference Taking:
Adverse or Beneficial to a
Successful Placement:Intro
References can be Personal (written and
confidential) or Professional (ability to fulfil task )
or Social (Friend or Pastor).
Ensure Referees are up to date and ascertain if
spoken to recently, as Fresh References are inspiring
and help you confidently market the Candidate!
Remember written references are a Permanent record
and supplied on request when employment changed.
Beware THE HO HUM/ GOOD AS GOLD!!! “To whom it
may concern” photo stated copies of references??
References must honestly reflect familiarity with
Candidates tasks, Work style, Ethics, Hands-on ,
Application, Strengths /Weaknesses and Achievements
in a PARTICULAR working environment

23. Reference Taking:
Adverse or Favourable to
Successful Placement:Intro
References must be supplied during Interview, on a
separate sheet) and check that they prove that the
Candidates abilities are really aligned to the Tasks
and Duties ahead
Ask if he thinks his or her Qualifications were fully
utilised or suitable upskilling was provided
Next ,run the reference ,ONLY AFTER THOROUGH
PREPARATION FROM FINAL C.V. to confirm your own
evaluation of the candidate’s ability to REALLY
perform the specific Job you are recommending
A Candidate who enjoys positive current References
and legitimate Certifications enables you to present
him/her with confidence!!!

24. Reference Taking:
Adverse or Favourable to a
Successful Placement:Intro
Remember that the Future Employer is making a Huge
Investment in your Candidate and a Poor/ False or
Exaggerated Reference could cost you the Placement!
Ask whether his/her Qualifications were fully utilised
in performance of their duties ?
Remember previous Employers are not allowed to say
anything negative about their former employee during
a documented check e.g. Sexual harassment/Jealousy
/Philosophical difficulties!
Check when there are difficulties/differences in a
position ,when a specific reference is just left out. A
Social security call/ UIF phone call could provide the
answer!

25. Reference Taking:
Adverse or Favourable to a
Successful Placement: Intro
Historical / Written References should not be made
accessible until after your interview and used purely
to confirm your first Assessment and Impression!
Remember never assume once a company has hired a
candidate that references don’t mean a thing! Non-
Delivery during probation/guarantee period can Blow
your Placement and you will TOIL for a FREE
SUBSTITUTE to preserve A.O.C NAME –Negligence costs
Beware if a candidate says they have SUED their
Employer so they can’t say anything. Once a new
employer phones to verify your reference and is told
of that a legal file exists you have No Chance!
Check if Candidate maintains contact and coaches
their SOLID references by the supply of a current C.V.

26. Reference Taking:
Adverse or Favourable to a
Successful Placement:Intro
Assess if his/her Qualifications were fully utilised ?
Be factual and objective to assess Real contributions
on an Honest basis!
References can be extracted from Past/Current
Employers, Voluntary Supervisor, Customer, Co-
worker, or Board member.
Remember should previous Employers not wish to say
anything negative about their former employee during
a documented check e.g. - alert Management
Most Companies will direct you to H.R. who will not
say anything bad. Therefore listen and use your own
assessment of their tone of voice to make a decision!

27. Reference Taking:
Adverse or Favourable to a
Successful Placement:Style
GET YOUR TERMINOLOGY STRAIGHT AND ONLY ASK
QUESTIONS THAT RELATE TO THE JOB FUNCTION !!
Referees Name, Position and Company’s activities?
Confirm Start & End dates?
Confirm Salary in broad terms?
Length of time reported directly ?
Relationship direct/indirect?
Actual Job title, Tasks and Ultimate Responsibility?
Job performance and success of delivery?
Describe Work ethic, was ownership take seriously?
Attendance record and Time keeping?

28. Reference Taking:
Adverse or Favourable to a
Successful Placement:Style
GET YOUR TERMINOLOGY STRAIGHT -CONTINUED
Attitude: astute/confident/humble/teachable/patient?
Behaviour: calm/ assertive/committed/respectful?
Character :influential/ethical/trustworthy/consistent?
Ambition :decisive/creative/inspired/planner?
Productivity: energetic/focused deadline orientated ?
Communication: authorative/adaptable/convincing?
“Customer” orientation and flexibility?
Relationships with superiors /peers or subordinates?
Staff control/active supervision/ talent development?
Any promotions earned in recognition?

29. Reference Taking :
Adverse or Favourable to a
Successful Placement:Style
GET YOUR TERMINOLOGY STRAIGHT -CONTINUED
Conflict Handling/ positive resolution outcomes?
Strengths/Core Competencies- What,why,how,when?
Any serious weaknesses preventing task completion?
Biggest accomplishment/added value contribution?
Reason for leaving?
Could you recommend for a similar position?
Would you re-hire if opportunity arose?
Your overall assessment?
Anything else you wish to share?
Thank you for your valued input and time afforded!!!

30. Reference Taking:
Adverse or Beneficial to a
Successful Placement :Test
Which reference is best? - Subjective (A) or Objective (B) A/B
Can a Social (A) or Professional (B) reference convince your Client? A/B
Is a Current (A) or Personal (B) reference best? A/B
Should you rely on an old photo copy Reference? Y/N
Must Candidate be able to utilise his Qualifications in Workplace? Y/N
Is the “Culture Fit” always important to application skills? Y/N
Do Core competencies differentiate your candidate from rivals? Y/N
Is Environment (A) or Location (B) important to Career? A/B

31. Reference Taking:
Adverse or Beneficial to a
Successful Placement :Test
Is proper research and thorough preparation necessary? Y/N
Must Work ethic and Balance of lifestyle be discussed/ referred? Y/N
Is the “Connectivity” crucial to Candidates Career Development? Y / N
Is thorough Preparation/Rehearsal prior to reference important? Y/N
Do Current informed referees really help us? Y/N
Can Sexual Harassment (A) Sports Ability (B) Religion (C)
affect references? A/B/C
Is a reference from a co-worker important? Y/N

32. Reference Taking:
Adverse or Beneficial to a
Successful Placement :Test
Core Competencies include? What (A) Sports (B) When (C) Why (D)
Community service (E) Care (F) Ethics (G) and How (H)? - A/B/C/D/E/F/G/H
Do Core Competencies strengthen Referee’s focus at all ? Y/N
Do Core Competencies enhance Performance Instinct? Y/N
Is listening to the referees voice any use in your evaluation? Y/N
Is Time attendance (A) or Ethics (B) really important to referees? A/B
Is the “Culture Fit" an important reflection on a reference? Y/N
Do Core Competencies differentiate rival applicants? Y/N

33. Reference Taking:
Adverse or Beneficial to a
Successful Placement :Test
Does Environment really affect your candidate’s delivery? Y/N
Is Reference Taking ? An Analytical tool (A), Confirmation of
Candidate’s experience (B) or Proven Skills application (C) A/B/C
Is Conflict handling ability an important characteristic? Y/N
Is the “Connectivity” (A)" or Popularity (B) really crucial? A/B
Do weaknesses indicate a Candidates ability or not ? Y/N
Is Reference Taking really a UNIQUE Marketing TOOL? Y/N

34. Reference Taking:
Advanced Telephone Skills:
A Crucial Prerequisite
The Telephone has been described as the Greatest Nuisance
amongst Conveniences and the Greatest Convenience amongst
Nuisances!
Can be really a effective Time Saver or a Time Waster: Take
control before you Lose control!
Utilise latest guaranteed Technology as well as enjoying Effective
Cost Saving!
Adopt Professional Screening Procedures to ascertain purpose of
call to decide if it requires Research, Immediate resolution or
commit to a turn around time!
Discipline yourself to keep calls brief minimise time.
Stand up when you make the call just before Lunch or
just before closing to keep within your Schedule !

35. Reference Taking:
Advanced Telephone Skills:
A Crucial Prerequisite
Plan and rehearse your outgoing calls, listed by Priority Schedule!
Prepare all your Candidates details (CV, Partially filled-in
Reference sheet and your Interview Profile on hand!
Get to the point, in the first sentence quickly introduce yourself
and the purpose of your call!
Don’t “chit chat” or contribute to a conversation that is not going
anywhere!
When leaving a message, adopt different techniques to different
callers, a complete message when you don’t want a response or
an open message if there is still business to complete!
Don’t play “ping pong”, let your caller know when you will be
available and flag your diary for response!

36. Twenty Keys to Successful
Career Planning

37. UNDERSTANDING
1. CAREER PLANNING BEGINS WITH YOU UNDERSTANDING YOUR SKILLS AND
MOTIVATIONS!
• What makes you tick–regular evaluation?
• What are your main strengths?
• What drives you with your job? “Success comes from clear
vision.”
• What circumstances make you happy to do your job best?
• Measure yourself to be top person!
• Are you aware of Managements’ HR Policies, Employment,
Legislation, Training & Development?

38. LEARNING FROM THE PAST
2. LOOK BACK AND LEARN FROM YOUR SUCCESS & FAILURES TO
MAXIMISE POTENTIAL!
• Are you having fun ? Follow a desire!
• Use your background and experience effectively
• Be happy to provide genuine “In-flow” into your job.
• Identify reasons why you failed and apply “your talents”
• Adopt a mentor who can grow you with understanding –
help develop new capabilities.
• How do you really handle criticism?

39. PLANNING
3. LOOK AHEAD AND THINK CLEARLY ABOUT WHERE YOU WISH TO BE!
• Do not float like a cork
• During times of change a clear and positive goal become more
important.
• Use your goals as a compass and maintain direction and
purpose.
• Flexible strategies accommodate Final Achievement in 3 – 5 –
10 years.
4. BALANCE YOUR WORK WITH THE REST OF YOUR LIFE!
• Work should enable you to enrich your life not dominate it
• “Whole life” also consists of family recreation, friends, health
and community as well as work.
• Become and remain a corporate athlete with proper diet and
exercise.

40. FOCUS
5. FOCUS ON A CAREER PATH NOT JUST A JOB!
• Accommodate changes to your job description.
• Try to identify any concerns your employer may have.
6. FOR CAREER SUCCESS FIND A JOB YOU LOVE!
• There is no greater punishment that futile and hopeless labour.
• Organizations should create meaning in the work place.
• Don’t always vote with your feet, change the job internally.
7. JOIN BUSINESSES WHERE YOUR SKILLS CAN BE DEVELOPED!
• Is your organization a market leader along with new challenges?
• What value does this job add to my employability?
• Make sure you are growing by contributing and not standing still.
8. SUCCESS = FOCUSING ON STRENGTHS AND MANAGING YOUR
WEAKNESSES!
• Focus on your strengths = source of your success.
• Do more of what you are good at and become more successful.
• Develop strategies to minimize your weakness.
• Jack of all trades but master of none.

41. GROWTH AND TIMING
9. GET OUT MORE AND EXPAND YOUR OWN NETWORK!
• Find and maintain friends who you can work with and learn from.
• Establish effective working relationships with complementary sound people by
listening and taking time to get a feel of the pulse of the organisation .
• Communicate regularly with these people you have chosen
• Don’t imitate your competition at work just listen and learn from the encounter.
10. KNOW WHEN TO MAKE A CAREER CHANGE!
• Do not get caught in comfort zone and stop developing.
• reaching a peak and then declining in motivation and challenge.
• Find and challenge somewhere you can practice compelling
• Maintain purpose /clear perspective and courageous persistence.
11. TO PROGRESS BREAKOUT OF YOUR COMFORT ZONE!
• Stretching and growth can be slightly uncomfortable.
• Consider different areas and challenges
• Identify activities at work that make you uncomfortable and learn
to manage discomfort.
• Learn new things outside work to keep ahead.
• Display willingness to take charge of a situation.

42. AWARENESS
12. BE ALERT OF OPPORTUNITIES WITHIN YOUR CURRENT JOB!
• Build a track record of success in your current job.
• Excellent performance plus attitude = Visibility.
• Use initiative and expand your job responsibility.
13. SEEK MORE INFLUENCE ON CRITICAL DECISIONS!
• Participate – Be part of the solution
• Become a decision maker
• Management always move “with the movers.”
14. PLAN AHEAD AND PREPARE FOR AN UNCERTAIN FUTURE!
• Develop an appropriate and alternative career plan
• Planning = survival
• Adaptability = Longevity
• Know your own course of action to cope with growth,
retrenchment and business as normal.

43. FLEXIBILITY / INTEGRITY
15. RIDE “TRENDS” NOT “FADS”!
• Anticipate, predict and understand future and then turn it to your
advantage
• Where are you illustrated ….
• Making it happen?
• Watching it happen?
• Wondering what happened?
• A Trend = Slow but significant change in social economic
• Technologies like Ageing or Life Cycles.
• A Fad = short lasting fashion ie fireworks.
16. SUCCESS = REALISTICALLY REPRESENTING YOURSELF!
• Do you have both the sausage and the sizzle?
• How is your image – now be honest?
• How do people /friends rate your brand identity?
• Perception is reality .

44. VISION
17. ALWAYS LOOK AT THE BIG PICTURE!
• Ambitious high flyers differentiate themselves from the pack by both
the SIZE and SCOPE of their recommendations and thinking.
• Look at the long-term benefits of your “Recommendations” which
do not have to be clever but offer your organisation practical and
genuine “Added Value Contribution.”
• These “Added Value Contributions” will influence management and
your successful career path.
18. KEEP THINGS SIMPLE!
• We can’t “do it all” or “have it all.”
• Don’t be confused over vast range of things available to us.
• Focus only on what will give your career the best boost.
• Focus on Critical Career Plan Paths.
• Say no to “Nice-to-do” projects as this disturbs priorities.
• Be ruthless about time-wasting at workplace and outside .
• Focus on few real and critical projects which contribute to your
organisation and accelerating your career progress.

45. CONTINUOUS PROFESSIONAL DEVELOPMENT
19. ENSURE ACCELERATED CAREER PROGRESS- KEEP YOUR SKILLS UP TO DATE!
Widen set of your skills through:-
• Continuous product knowledge expansion.
• Compliant and Competency delivery of tasks in workplace
• Attending development courses to accelerate your own up-skilling
plans.
How transferable are your skills and competencies?
20. ENSURE ACCELERATED CAREER UP-SKILLING BECOMES A LIFE-LONG HABIT
FOR LIFE-LONG SUCCESS!
• If you analyse your strengths and weaknesses when retrenched
this is too late.
• Continuous accelerated up-skilling is not for debate.
• Review your progress and re-set goals to accommodate “our ever-
changing world.”

46. 20 Keys-
Questions and Answers
Do you understand what planning a career involves? Y /N
Have you learnt from past mistakes and re-orientate? Y/N
How thorough and structured is your planning really? Y/N
WhatShould achievements be demonstrated at interviews
Y/N
Should portfolio of life values and beliefs be discussed Y/N
Should strengths and weaknesses be discussed Y/N
Should hobbies / leisure activities be discussed Y/N
Should ambition and career progression be mentioned Y/N
Is evidence of a balanced lifestyle really important Y/N
Are demonstrated conflict resolution skills important Y/N
Is thorough preparation and key-word delivery important? Y/N

47. THE RECRUITOR’S
SURVIVAL TOOL KIT
Thank you for your attention!!
I trust that you will utilise this
Survival Kit as you focus, manage
and develop your own brilliant and
successful Career!!
God bless and Take care!!