NEDBANK YES BOOKLET

Exploring your
Future Career Options

#YoungDifferenceMakers

see money differently

A

FOREWORD

Dear YES Youth

With the advent of Covid-19 the world as we know it has changed forever. As the world
continues to change, so we are compelled to move forward by continually developing,
growing, reinventing and starting new conversations – not just to keep up, but also to stay
ahead and take advantage of the many opportunities that will present themselves. ‘How
do we recognise these opportunities?’, you may ask. The answer is by being clear about your
mission and purpose and staying focused, on your goals.

At Nedbank, we are a values-led and purpose-driven organisation – we believe in using our
financial expertise to do good for individuals, families, businesses and society. It is with this
in mind that we launched the first ever Youth Employment Service (YES) programme at
Nedbank in May 2019. In considering this initiative, we had to ask ourselves how we could
provide a pivotal learning experience for young people with ambitious hopes and dreams. We
also considered how we could maximise this life-changing opportunity so that on completion
of the programme, you would be equipped with the tools to begin a successful career journey.
After all, the work landscape is designed to enable young people to update their skills
continuously, keep themselves relevant, leverage their digital footprint and demonstrate their
competence to future employers.

As you take a deep breath and prepare for your career journey ahead, I encourage you to use
this guide to enable self-learning opportunities that you may not have considered before.
We are all different and we grow at different speeds, with life experiences that shape and
challenge us. The opportunities will enable you to be the champion of your self-development,
prepare you for greatness and help you to think critically and engage with clarity.

While workplace expectations differ from employer to employer, the intention of this guide is
to give you the tools to develop practices and learn behaviours that are expected in general.
These tools will lay an excellent foundation for your success in your work experience, work
placement and future work opportunities. And, as this guide reiterates – the starting point to
success is to know yourself intimately.

I hope that the work experience during the past year at Nedbank has helped you to discover
where your passion lies and to understand your personal strengths. We also hope that it has
enabled you to make valuable connections and networks that will benefit you in the future,
and to inspire you to be the best possible version of yourself that you can.

As a people-centred organisation, our belief at Nedbank is that our value lies in our people.
We believe that every one of us must use our opportunities to make a difference. We hope
that your YES workplace experience and the information contained in this guide will act as
your partner for success and enable you to be a force for good in your chosen career path.

Continue to work hard and believe in yourself, as we do!

Wishing you every success in your future career.

Best wishes

Deb Fuller
Group Executive: Human Resources

B

CONTENTS

SECTION Pg
2
1 Preparing to find a job 8
10
2 First-time job seekers 16
24
3 Researching job opportunities 26
28
4 How to compile a CV and a cover letter 30
31
5 Job boards and recruitment agencies 32
44
6 Your social media profile
48
7 Your LinkedIn profile
51
8 Completing an online application 52

9 While you wait for a response 53

10 The job interview 57

11 Assessments

12 Nedbank’s pre-employment screening
guidelines and process

13 An offer of employment

14 Making a good impression

15 Alternatives to formal employment –
starting your own business

References

1

Section 1

Preparing to find a job

Preparing to find a job is daunting, but the starting point is getting to know
yourself; considering career choices in terms of your personal values, motivations,
interests, needs, qualifications, skills and experience; prioritising and setting career
goals; and then planning to reach these goals.
Take some time to reflect on the following as part of getting to know yourself. This
will help you to be clearer on what your career could look like and provide you with
more focus and confidence:

What motivates you and makes you happy?

This will give you some insight into your personality.

What do you love to do?

This will give you some insight into your interests.

What is important to you?

This will give you some insight into your values.

2

What are you good at?

This will give you some insight into what skills you have currently.

What career options align with what you have learned
about yourself?

This will help you find a career in which you will be happy and fulfilled.

By using the following proactive strategies, you can make looking for
employment easier:
1 Research your target companies – get a feel for the company culture and
research the roles that the employees occupy and the salaries that are offered.
2 Ensure that your CV is tailored to each position that you apply for – your CV
is one of the most critical tools for your job search. Make yourself a perfect fit
by studying and applying the words used in the job description. The recruiter
will know immediately that you match the skills they are looking for.
3 Create an online career brand – potential employers search the web to find
ideal candidates for the opportunities they are recruiting for. LinkedIn is often
the primary search tool and it is a great tool to position yourself to employers.
4 Get organised – keep track of the jobs you have applied for by using a spread
sheet. Develop a system that works for you.
5 Build your network of contacts – having a strong network of contacts makes
sure you can ask for a referral and have someone who is able to assist you in
your search for a position. Hiring managers prefer to interview people who
come recommended.

3

6 Do not limit yourself to online applications – contact internal recruiters or
schedule informational interviews with people who work in those companies.
Also, if possible, be geographically mobile and cast your job search net as wide
as possible.

7 Aim to complete a few job-related goals daily – this will help keep you
motivated and build a foundation for success.

8 Develop examples that showcase your skills – people remember stories!
Having your examples prepared will help when you are asked for examples
of your achievements, how you solved a problem or assisted a client.

9 Prepare for all interviews – develop answers for common interview questions.
The more prepared you are, the more comfortable you will feel.

10 Remember finding a job takes time, effort and patience.

11 While you search for your next role, continue to upskill.

Top skills that employers typically look for include
the following:

Analytical and Employees need to be able to confront a problem, think it
problem-solving skills through and apply solutions decisively. These are known
as analytical skills. The level of analytical skills required
will vary, depending on the job and the industry. Closely
aligned with analytical skills, employees are expected to
organise, plan and prioritise effectively. Problem-solving
skills may seem a bit like analytical or interpersonal skills,
but problem-solving is often considered a separate skill.
You may have to deal with problems arising that require a
quick response and resolution.

Communication skills The ability to communicate effectively — both verbally
and in writing — is essential. Strong communication skills
are in high demand, regardless of the job or industry.
You need to be able to communicate successfully with
employees, managers and customers in person, online, in
writing and/or over the phone.

Interpersonal skills Interpersonal skills, also known as people skills, are those
you use to interact and engage with others. Many people
are hired quickly based solely on their ability to connect
with people.

4

Leadership skills When companies hire for leadership roles, they seek
Positive attitude employees who can successfully interact with employees,
colleagues and customers. Even if you’re not applying for
Teamwork management jobs, leadership is a valuable skill to bring to
an employer.
Technical
Computer and Attitude may not be everything, but it’s extremely
technology skills valuable. Employers want employees who are positive
even in stressful and challenging circumstances. Positivity
Social media skills denotes your level of resilience. Employers want to hire
applicants with a ’can do’ attitude and who are flexible,
dedicated and willing to contribute extra effort to get the
job done in the face of challenges.

Regardless of the job, employers want to hire people that
are teamplayers — people that are cooperative and work
well with others. They don’t want employees who are
difficult to work with. When you are being interviewed,
be sure to share examples of how you worked well on a
team. Your level of teamwork indicates your ability to
collaborate effectively with a wide variety of people.

The technical skills you need will vary, of course,
depending on the job. However, most positions require at
least some technical skills. This includes experience using
industry software, completing higher-level education or
being experienced at highly specific tasks.

Having at least some computer skills is a given in
almost any job out there. Most jobs now require some
computer literacy, whether using Word, Excel or even
more advanced software. If there’s specific software
that a company is using, you’ll probably get trained on it.
If you are not experienced in all the software programs
highlighted in the job posting, it would be helpful to
demonstrate to the employer your ability to learn new
software quickly. These days, technology shapes the
world we live in. That’s why many employers want to hire
people already equipped with certain technological skills.

If you’re working in a specific field that involves
communications, you’ll likely need to sharpen your social
media skills. This doesn’t just mean learning how to use
the platforms, though. You should also know how to use
social media sites effectively, and employers often ask
you to demonstrate that you are a user of a particular
social media channel. Learning how to get your message
across on social media will help make you an attractive
candidate.

5

The world of work is fast evolving and a lot of research focuses on skills
anticipated for the future. Below are examples of the skills the University of
Witwatersrand has researched and believes you will need to succeed in your
career:

Cognitive flexibility Cognitive flexibility is flexible thinking. Essentially, it is
the ability to think flexibly to move from one train of
Digital literacy thought to the next, as well as to perform or think about
and computational more than a single concept simultaneously. This is based
thinking largely on the transfer of knowledge and skills beyond an
initial learning situation. The rise of digital technologies
means you’re going to need to be able to handle the
opportunities and challenges that come with it. You will
need to change and conceptualise several complex ideas
all at once.

Digital literacy refers to an individual’s ability to find,
evaluate and compose clear information through
writing and other media on various digital platforms.
Computational thinking is the process of approaching
a problem in a systematic manner and creating and
expressing a solution in such a way that it can be carried
out by a computer. Digital literacy is evaluated by an
individual’s grammar, composition, typing skills and
ability to produce text, images, audio and designs using
technology.

Computational thinking is an approach
to problem-solving that involves critical and logical
thinking to solve problems in the same way a computer
would. Pattern recognition is finding similarities within
the problem and among other problems, using what has
worked before to help you solve the task at hand.

As the world continues to rely on highly technical and
continuously evolving technologies, the need for those
with the digital skills to match also increases. You’ve most
likely heard of STEM, but have you heard of SMAC (social,
mobile, analytics and cloud)? Being digitally literate offers
capabilities beyond what was once thought possible
when it comes to emerging technologies, such as artificial
intelligence, machine learning, Internet of Things and
data science.

6

Judgement and This refers to a person’s ability, capacity or faculty to
decision-making make considered and effective decisions, come to sensible
conclusions, perceive and distinguish relationships,
Emotional and social understand situations and form objective opinions,
intelligence especially in matters that affect action. Although robots
and automation technology may be better than humans
Creative and in doing calculations and diagnostic solving, it’s still going
innovative mindset to be humans who have to deal with the subjective side
of data analytics. Considering we’re on the cusp of the
Fourth Industrial Revolution, we’re still going to need to
have somebody who can show the world what numbers
mean and their significance.

Social and emotional intelligence is the ability to be
aware of our own and others’ feelings in the moment
and use that information to lead yourself and
others. For everything that can be replaced by digital
technologies and artificial intelligence, emotional and
social intelligence remain uniquely human capabilities.
In some sectors these qualities are crucial. The demand
for jobs in healthcare, for example, are on the increase
– demonstrating how some roles will always require
a human element. Your future job is more than likely
going to include working closely with others, so having
empathy, the ability to collaborate, as well as excellent
communication skills is something you’re most definitely
going to need.

Creative thinking helps you to look at an issue from
different perspectives, for example thinking outside-
the-box, outside-inward looking and lateral thinking.
Innovative thinking involves converting or commercialising
a creative idea into practical usage. You will do well to
keep on top of your creativity skills and maintain an
innovative mindset. Much like having an excellent sense
of social intelligence, natural creativity can’t be easily
replicated by the latest digital technologies. If you can
think outside the box, you’ll be just fine.

7

Section 2

First-time job seekers

Depending on your current situation, the following may help you to find a job:

Matriculants

Finding a job can be time-consuming and, in cases where you do not receive
immediate response, quite demotivating. However, it is important to invest as
much time as possible into it as it paves the way for your future.

The following are important to help you focus and stay on track with your
job search:

• Look for opportunities online, in newspapers and through recruitment
agencies, and apply for those that match your career criteria.

• Keep people you meet informed about your search. Have copies of your CV
available to give to people in your network who could help with your job
search.

• Stay positive – employers are impressed by confidence, resilience and good
energy.

• Volunteering is a good way to gain experience and will stand out on your
CV. You can consider volunteering at your church, community centre or sports
club, and making a good impression will assist you to build credible references
for your character and work ethic.

• Also consider opportunities in small businesses that want to hire young,
enthusiastic people who are willing to learn and invest in the business goals.

• Do online courses to enhance your knowledge and workplace skills. Free online
courses to consider include EDX, Coursera and various tutorials on YouTube.

Recent graduates

Finding a job as a graduate without any formal experience can be challenging
and daunting. Many graduates lack familiarity with the basics of job searching
or how to sell themselves to employers when they have minimal work experience.

Here are some helpful guidelines to help you:

• Invest time in building your professional digital footprint by creating
an impressive LinkedIn profile, network on Twitter or start Instagram feed to
showcase your interests and hobbies.

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• Until you find work, volunteer your free time or apply for internships. Every
bit of experience counts! Internships can lead to fulltime, paid roles and offers
you valuable work experience that can help you secure a permanent position.

• Network and connect with recruiters online. Harness the power of social
platforms in your job search.
• As potential employers seek out social profiles to identify great candidates,
audit your online profiles to make sure that your content is something you
would like future employers to see.
• Try not to let your job search overwhelm you. You may feel torn about whether
you are following the correct career path. Research and give good thought to
your career passion and interests. Avoid feeling pressured by friends who
may have secured permanent jobs. Keep your head up and remember this is
just the start of your career journey and staying positive is key!

HELPFUL TIPS

Whichever stage you are in job hunting, the ideals are the same. Stay positive
and focused, and practise the following:
• Don’t quit your current job if you are currently employed, before you have a
firm job offer in writing.
• Address empty gaps in your CV by taking online courses or opportunities to
gain experience in your current role.
• Ensure that your CV portrays you as the best person for the job – address
empty gaps and sell yourself.
• Make sure that you read the fine print of a potential job contract. Beware of
unclear job offers.
• Do not burn bridges with your current employer. You will need the reference
and you would like to leave with a good reputation intact. One day you may
even want your old job back.

9

Section 3

Researching job opportunities

An important step in finding a job is to think about what type of job environment
and organisational culture you will enjoy working in. How you feel about the work
environment will significantly influence your work experience and motivate you to
want to be at work, deliver your best work and will also be reflected in the quality
of your work.

Look out for the following:

• A work environment where there is focus and a clear purpose. Employees
know their roles and responsibilities and work towards a collective
organisational goal. The company also has a positive mission statement
that outlines its goals and values that demonstrate quality and service
excellence, as well asethical behaviour, is important in how the company and
its employees operate.

• Employees are given meaningful work and are enthusiastic and invested in their
work, and therefore strive to do their best and deliver top-quality products and
services. They also take responsibility for their actions and decisions. This is
often recognised by the clients of the company.

• Teamwork and collaboration – these are key qualities of a great workplace.
Team members who work together on goals often achieve more than
individuals can.

• Employees feel appreciated and hard work is recognised and acknowledged
through genuine compliments, rewards, bonuses, promotions, etc.

• Communication is clear, concise and consistent and difficulties are solved in
a positive way, and honest and transparent feedback is given as an
opportunity for growth.

• Creativity and innovation are encouraged, and employees are empowered to
come up with new ideas to improve operations. The company also embraces
change and accommodate new trends and technology, and employees are
encouraged to develop new skills.

• The leadership provides positive role models for the team and guide and
mentor colleagues and employees.

• Employees have the best possible tools of the trade, resources or equipment
available to do their work in a safe and efficient manner.

• Relationships are professional and often co-workers become friends and care
for each other’s wellbeing. Signs of this include can-do, go-the-extra-mile and
win-win attitudes and there is a sense of camaraderie, cooperation and

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empowerment. Employees also have fun at work. When employees face
challenges such as accidents, illnesses, personal tragedies and natural
disasters, kindness and understanding prevails and employees are treated
with understanding, compassion and respect.

Also research the various industries and consider their size and contribution to the
economy in terms of gross domestic product (GDP). This will give you insights into
growing or declining industries and job opportunities within the industry.

According to a recent article in Brand SA, South Africa has a diverse economy, with
key sectors roughly contributing to GDP* as follows:

Agriculture 2.,%
Mining 10%
Manufacturing 13,3%
Electricity and water 2,6%
Construction 3,9%
Wholesale, retail and motor trade, catering and accommodation 14,6%
Transport, storage and communication 9%
Finance, real estate and business services 20,7%
Government services 17,6%
Personal services 5,9%

* Percentages based on third-quarter 2015 GDP data from Statistics SA.

It may also be useful to research the various industries and specific companies
within South Africa, depending on your preference in terms of work environment.
Useful websites include the Department of Trade and Industry (www.thedti.gov.za)
and specific consultancies such as:

• McKinsey;
• Bain and Company;
• EY;
• Deloitte; and
• PWC among many, which conduct ongoing industry research.

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Examples of PWC industry research categories are as follows:
Explore our industries

Agribusiness International development assistance

Asset and wealth management Liquified natural gas

Automotive Media

Banking Medical schemes

Blockchain Metals

Capital projects and infrastructure Mining

Chemicals Oil and gas

Cities Pharmaceuticals

Energy, utilities and mining Power and utilities

Engineering and construction Real estate

Financial services Renewable energy

Forest, paper and packaging Retail and consumer

Government and public sector Retirement funds

Healthcare Technology

Higher education Technology, media and telecommunications

Hospitality and leisure Telecommunications

Industrial manufacturing Transportation and logistics

Insurance

NOTES

12

Another option is to research the company on LinkedIn, Glassdoor or similar
internet sites:
https://www.linkedin.com/

https://www.glassdoor.com/index.htm
Lastly, you can research specific companies using their company careers pages.
For example: Nedbank – Work at Nedbank
https://www.nedbank.co.za/content/nedbank/desktop/gt/en/careers/work-at-
nedbank3.html
‘At Nedbank, we recognise that our people are our organisation. That’s why we
believe in empowering our employees to explore and enhance their skills throughout
their careers.
We believe that, by providing a working environment that values individuals and
encourages them to keep growing, we invest not only in those individuals’ careers
and wellbeing, but also in our business and its future.

13

‘Through our wide range of wholesale and retail banking services, and our
insurance, asset management and wealth management businesses, we can offer
an extensive and diverse range of career opportunities for ambitious and dynamic
young South Africans with varying interests to thrive in.
‘We are a vision-led and values-driven organisation, and we strive to build a culture
wherein all of our employees, irrespective of their level, embrace our values of
respect, integrity, people-centredness, and accountability, ensuring that Nedbank is
always a great place to work, bank and invest.
‘We’re looking for individuals who want to make a positive financial change and
who want to work alongside the best of the best. Nedbank is a place for diverse,
intelligent, eager and innovative people who choose to think and do differently. We
want individuals who think they’ve got what it takes to join our growing team of
money experts. It’s a journey of growth and transformation, for their careers and
for those communities that need our help.’

HELPFUL TIPS

Many organisations also ask that interested candidates complete a profile and
register for job notifications or alerts if they don’t currently find a suitable job
being advertised. Follow the prompts and when related jobs are advertised, you will
receive an email from the organisation notifying you to review the advert and apply
with your profile.

14

Also remember to look at company competitors and clients when searching for new
job opportunities, and consider using job boards and/or recruitment agencies.

NOTES

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Section 4

How to compile a CV and a cover leter

DID YOU KNOW?

Remember that first impressions count!

So, what makes a great CV?

A great CV has simple language, contains no technical jargon and gives context to
your career moves. Your CV should list your accomplishments – it shows the value
that you have added to your job. Furthermore, show intrinsic motivation – how did
you go above and beyond to help your company/team achieve goals?

Great CVs are customised per job application by using keywords from the job
description. Remember to avoid buzzwords. A well-formatted CV will catch the
recruiter’s attention. Place your skills and expertise above your work experience –
this will make you stand out – and remember keywords! Use of keywords shows
insight into your understanding of the job description. Lastly, aim for two to three
pages maximum, with your most recent role being the most descriptive.

What should be included on your CV?

1 Your basic details. Take up minimal space with this section to allow for greater
content in the rest of your CV. These details will include the following:
• Name and surname (place at the top so that it cannot be missed).
• Email address (use a professional name and avoid nicknames).
• Reliable contact details.
• LinkedIn profile.

2 An introduction/profile/personal statement
Recruiters go through several CVs in a day and you want to make your CV stand
out because it speaks for you. To get their attention create a punchy profile at
the top of your CV. This will make them want to read further.

16

What should you include in your personal statement?

• Education and qualifications (start with the most recent).
• Industries you have worked in.
• Do you have any high-level skills, for example the ability to sell?
• Problems you may have solved in your current or previous role.

HELPFUL TIPS

Remember:

• Sell yourself!
• Be bold and brag a little.
• Also, tailor your skills and experience to suit the position that you are
applying for.
• Grammarly is a free online tool that can assist you to check your sentence
construction and spelling.

3 A core skills section
To make an immediate first impression to the recruiter include a core skills
section after your profile to highlight your most important skills that are
applicable to the role you are applying for.

Core skills • Banking and retail
• Money transfers
• Customer service • Fluent in French and German
• Transaction processing
• Complaint handling

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4 Your work experience
This must be the most descriptive section of your CV.

If you do not have any work experience yet, include school projects, work
placements and voluntary work.

List your work in reverse chronological order, which means that you start with
your most recent role and finish with your oldest job experience. Recruiters are
interested in your most current role to determine your capabilities.

5 Your role descriptions
Describe who you have worked for, the skills you have used and the
achievements in those roles.

Use bullet points to highlight your responsibilities and the knowledge you apply.
Your achievements prove that you have made an impact for your employer.

6 Your education and qualifications
While you should mention your most important qualifications at the top of your
CV in your profile and core skills, the detailed listing of your education should be
saved for the bottom of your CV.

The level of detail you include in your education will depend on your level
of experience.

IMPORTANT

Don’t ….

1 Lie on your CV – it’s not worth the risk. Recruiters will check your details!
2 If you have gaps in your employment, be honest and do not try to hide it on
your CV.
3 Avoid photographs – recruiters make hiring decisions based on skills
and experience.

On the point of references:

There are various conflicting views about whether references should be included
on CVs. While this may appear as a sign of transparency, the following are
reasons why references should not be included:

• They are not needed at the early stages of the application.

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• It is not fair to circulate another person’s information. The personal
information of your reference can be posted and circulated online. This could
potentially leave the individual at risk of receiving unsolicited calls from less
scrupulous recruiters.
• References waste space. Your CV must be about two pages. Maximise
the space by detailing your experience, skills or knowledge.

HELPFUL TIPS

Instead of references add the following on your CV:

• Show your reporting line. This proves that you have good relationships with
important figures in the organisations you have worked at.
• Prove your impact in roles. If you use your role descriptions to prove the
impact your work has had on your employer or customers, then it’s a great
way of proving your value as an employee.
• Add quantified achievements. Include achievements that have had a big
positive effect on your employer or customers. This displays your contribution
to team goals.

DID YOU KNOW?

1 Your CV should be between two and three pages.
2 There is no reason to include your reasons for leaving each job on your CV, but
be prepared to answer these questions in your interview.
3 Current salary details should not be included.
4 Only send additional paperwork, for example your identity document, on
request. This is to safeguard you from identity theft.
5 It is not necessary to put in every bit of information you can think of. Have a
main CV and adjust it to the position you are applying for.
6 Avoid overused buzzwords like ‘go-getter’ and phrases like ‘can think outside
the box’.
7 There are various online CV templates for you to download, such as
onhttps://jobnexus.com/CV-templates.

Many organisations ask you to submit your CV together with a cover letter as
part of your application for a job.

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HELPFUL TIPS

The following steps outline how to write a cover letter.

Step 1:
Use a professional header

Your header should include the following key information:
• Your name.
• Your contact details.
• Your email address.
• The date.
• The name of the hiring manager and their professional title.
• The name and address of the company to which you’re applying.

Important things to remember

• You can include links to your professional website and/or LinkedIn account.
• Avoid using your current work email address. Instead use your personal email
and ensure that the address is professional.
• Ensure that your contact information is consistent across your CV, cover letter
and social media profiles.
• If you do not have the name of the hiring manager available, address the
cover letter to the relevant department to which you are applying for the role.

Step 2:
Open your cover letter with a professional greeting

• Your greeting might be the very first thing the recruiter sees. This is a great
way to capture their attention.

Important things to remember

• Once the hiring manager sees their name in the greeting of your cover letter,
it will feel personal. The impression is that whatever comes next might just be
the exact information they are looking for.
• For corporate cover letters it is best to use the addressee’s last name.

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Step 3:
Write a catchy opening paragraph

• The first few sentences will determine whether the recruiter or hiring manager
will read your cover letter further and want to look at your CV.
• You need to make your introduction hold the hiring manager’s interest.
• Highlight your achievements, show your understanding of your prospective
employer’s needs or express your enthusiasm.

Step 4:
In the second paragraph explain why you are the perfect
candidate

• In the first sentence show that you have the skills for the job.
• Don’t keep on bragging.
• In the next sentence highlight how your previous experiences will help your
future employer achieve their goals.

Step 5:
Tell them why you are eager to join

• Show the hiring manager why you want this specific job and not just any job.
• Your future employer will want you to feel that you will enjoy working for them
and recognise the benefits of company.
• Identify with the brand of the organisation.

Here’s the easiest way to do it:

• Start with a fact – for instance, an upcoming company project.
• Explain why you find it interesting.
• Reiterate that your experience and skills will help you succeed with the project.

Step 6:
Make your offer in the closing paragraph

• This is where you provide value.
• Let the hiring manager know that you’re looking forward to meeting in person
to discussing how your experience and knowledge can help the company
achieve its goals.

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Step 7:
Use the right formal closing

Sample cover letter signoffs are as follows:
• Thank you
• Best regards
• Kind regards
• Sincerely
• With best regards
• Respectfully yours

Important things to remember

• Avoid making spelling mistakes.
• Create a few basic templates – this means that the groundwork is done. You
must personalise your CV according to the job.
• The cover letter should never be longer than a page.
• Sign the letter and provide your contact details.

NOTES

 

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Section 5

Job boards and recruitment agencies

Job boards are one of the easiest and most popular ways of finding a job in South
Africa. A job board consists of a database of employers and recruiters connecting
jobs with potential candidates. A job board is a job search website – HelloYouth
referred to job boards as being ‘like Google but just for jobs or vacancies’.

DID YOU KNOW?

How do job boards work?

Companies and agencies post job opportunities on job boards in search for talent,
whereas job seekers can search and apply for jobs on these job boards. On job
boards you can generally search by location, region and province or by category
or function for available jobs. The site also warehouses CVs that they sell to
employers to access them.

Some of the most popular job boards include:

LinkedIn Careerjet Career Jet
Indeed Bestjobs Giraffe
Glassdoor JobMail BizCommunity Jobs
Careers24 Jobspace Google Jobs
Career Junction Jobvine Recruit My Mom
PNet Careers Portal

Recruitment agencies in South Africa play a vital role in creating a relationship
of trust between employers and potential employees. With the huge move to
online recruiting, it is worth developing and maintaining a relationship with a
reputable recruitment agency. It is vital that you check the credentials, history and
reputation of any recruitment agency before engaging their services. As with any
huge industry, the recruitment industry in South Africa is open to exploitation of
job seekers.

The most common misconception about recruitment agencies is that they will
find you work. In most cases, recruitment agencies do not find jobs for people,
rather they find people to fill the positions that their clients are wanting to fill.

24

A recruitment agency is a company that works as a ‘middle man’ between the
company looking for candidates and the candidates themselves. The recruitment
agency does the advertising and wades through all the submissions and shortlists
the best candidates. They usually do background checks (criminal record checks,
credit rating checks, reference checks and qualification checks), and they normally do
a first interview of the candidate before sending them to the client for an interview.

Recruitment agencies also keep a database of candidates to enable them to
sometimes fill positions without even advertising.

Companies normally do not use recruitment agencies to fill entry-level positions.
They would normally pay a recruitment agency’s commission only for positions
that are harder to fill. So, if you are newly graduated, you are unlikely to find work
through a recruitment agency. They will usually only be useful to people with at
least two- or three-years’ experience, and the higher level you are, the more likely
you will be to find work through them. But remember that agencies aren’t normally
trying to find a position to suit you; they are trying to find people to fill a position,
so you can sometimes be in for a long wait after uploading your CV to an agency’s
database. You should still also apply for jobs directly, and through job boards or
portals. Don’t think that just because one agency has your details that they will
find a position for you.

NB Remember that to register with a job board and/or recruitment agency is free.

What is Unlocked.Me?

Unlocked.Me by Nedbank is a platform created with youths between the ages of
16 and 26 in mind. Not only will you be able to get the most epic deals on fashion,
tech and experiences, you will also find out how to unlock your potential in the
job market, grow in your career, and build a solid side hustle.

We also give you tools and information to help you manage your money, as well
as access to everyday banking designed for you. Check out our zero-monthly-
maintenenace-fee bank account – the Unlocked.Me Account, which also gives
you free transactions and other monthly lifestyle benefits, for those aged
between 16 and 26, and earning up to R62 500 per year.

To apply go to https://apply.nedbank.co.za/login/#/login

25

Section 6

Your social media profile

Don’t underestimate the power of social media profiles to show off your skills
– give employers a peek into your personality and it could land you a job. Most
recruiters visit your social media accounts to get a better view of who you really
are, and this can make or break your job application.

What is a digital footprint?

This describes the trail, traces or ‘footprints’ that people leave online.
The information you submit online, such as forum registration, emails and
attachments, uploading videos or digital images leaves traces of personal
information about you and is openly available for public viewing.

Important to remember when using Facebook

1 Do not slander your current employer.
2 Compromised photos (like you are drunk at a party) leave a negative
impression and not a professional image of yourself.
3 Think twice before posting negative political or religious comments.
4 Delete offensive comments from friends on your wall. Consider adjusting the
privacy settings to ensure that you evaluate content when someone posts.
5 Check for information that contradicts your details. Ensure that your personal
information is reliable. This shows that you are attentive to details.

26

DID YOU KNOW?

Your Twitter profile

1 Follow experts in your industry. A Google search on them will bring up their
Twitter profile details. Engage with them, ask for advice and find out more
about the industry.
2 Follow recruiters, job portals and other job sites.
3 Use Twitter’s Advanced Search option to look for vacancies.
4 Twitter allows only 280 characters and uploading photos takes away
that space.

Hint: Type in ‘#Jobs’ into the hashtag field and type ‘South Africa’ (or your city/

town name) in the ’Near this place’ field and click on ’Search’.
And tweet often about relevant topics.

NOTES

27

Section 7

Your LinkedIn profile

LinkedIn is the biggest professional social network with over 500 million users. On
this platform you can engage with people you have worked with, want to work
with or want to know professionally. It is a space for your work and professional
interests. You can browse various job opportunities, apply for those that suit your
skills and read interesting articles written by people you admire. LinkedIn is the best
place to note all your work experience, education and training, skills and expertise
you have gained on the job. An advantage of LinkedIn is that, unlike a formal CCV,
it is visual, dynamic and adaptable. Having an editable profile means you can focus
on goals that are most important to you.

Why is LinkedIn a big deal in the professional world?

• It’s the future of searching for professional opportunities.
• It’s an easy way to engage with other professionals.
• You can display your work history to your favour.
• It allows you to build your personal online brand.
• It connects millions of people for a dynamic professional reach.
• It helps keep you updated on events such as webinars from companies you
may admire.
• It allows you to connect with the network you have already acquired.
• Follow Nedbank on LinkedIn to keep up to date with company news.

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How to build the perfect LinkedIn profile

• Add a professional photo: This helps to create a multidimensional impression
of who you are. Suddenly you’re not just an anonymous applicant!
• Use keywords: A search tool is hugely important to recruiters as they will seek
profiles that match the experience they are looking for. Using keywords
helps you capitalise on these searches. Look at your ideal job and profiles.
What keywords pop up again and again?
• Write a killer summary: Your summary section is another opportunity to
showcase your profile and make yourself stand out to recruiters.

Your public LinkedIn profile is what people will see when they search for you
using Google (and other search engines). And LinkedIn will let you decide just
how much information you would like to share on your first Google page! Try it
out with someone who inspires you professionally!

How important is your headline?

Your headline is your calling card. It sets the tone for your profile and invites the
recruiter to read further.

When you are active on LinkedIn, that is commenting on a post, there are only
three identifiers that people see:

1 Your photo ✓
2 Your name ✓
3 Your headline ✓

NOTES

29

Section 8

Completing an online application

Many companies that advertise jobs make use of online application systems. This
is done through the company website (the careers page) or an online portal. Avoid
emailing your CV to the company unless the job advert requires this. You will need
internet access and an email account to apply on an online platform.

• Before the application process, you will be asked to register on the job website
and create a profile.
• This will involve creating a login name and password.
• Often, your email address is used as your login.
• Each job website that you apply on will require a separate profile.
• Once you have created your profile, you will be told how to enter your CV
details. Usually your information is added by attaching a file of your CV saved
on your computer or a USB.
• The most common format requested is a PDF.
• The application will let you know if your file has been successfully uploaded.
• Alternatively, you can copy and paste your entire CV into the application.
• In this case you will highlight all the content on your CV, right click on
your mouse, select ‘Copy’ and then paste the information onto the
application system.
• Or you may be asked to enter your details into one field at a time.
• The fields in the manual application may be named differently to those on
your CV. If you’re having trouble completing the application, look for a ’Help’
button or link.

30

Section 9

While you wait for a response

Online applications may generate an automatic email confirmation. Use this as
reference this if you contact the company roughly two to three weeks after the
closing date. If you send an email to enquire about the status of your application,
you should maintain a professional and polite tone and reiterate your interest in
the position. Ask about the next steps in the recruitment and selection process and
when you are likely to hear from the organisation.

Use this time to do more research on your potential employer, the industry and
their competitors, in preparation for future conversations and possible interviews.

Once you have had an interview, you must just wait for a response. Stay motivated,
don’t obsess about the outcome and improve your marketability as much as
possible.

While you wait for a response, you should focus on acquiring new skills or gaining
more experience.

HELPFUL TIPS

This could include:

• Learning a new language or skill.
• Starting a blog/vlog or podcast.
• Staying active.
• Doing some freelance work.
• Volunteering for work.
• Staying optimistic and active in your job search.

While you are waiting to hear from the company, continue to apply for other
positions – you never know something more suitable or interesting may just be one
click away.

Finally, remember sometimes companies place positions on hold when budgets are
frozen. Normally companies will advise you of this outcome. And it may sound a bit
of a cliché, but things happen for a reason.

31

Section 10

The job interview

IMPORTANT

Before the interview make sure you are familiar with the company and, if possible,
the person you will be interviewed by. This will ensure that there is no lull in the
conversation. Also, prepare your portfolio ahead of time and practice using it so
that you know where everything is located. Have multiple copies of your CV and
organise any other materials you are taking with you.

Do not be late! Give yourself an extra 20 minutes and be conscious of potential
traffic. Turn your cellphone off. Putting it on vibrate is not an option. Carry a
notebook and a pen or pencil so that you can make notes or jot down a question.

And make no mistake: appearance matters – so dress appropriately. The way you
dress for an interview will create the first impression to your potential employer
of how you present yourself professionally. You may look good on your CV, but if
you do not dress appropriately for the interview, the impression will be that you
do not respect yourself or the interviewers you are meeting with. The first thing
your potential employer will note is your judgement skills. Should you be applying
for a professional job in an industry where the culture is to wear suits, showing
up in anything else demonstrates that you did not do enough research about
the organisation and that you are not reading the situation correctly. Dressing
appropriately is not just about looking professional – it also means that you
recognise and respect the standards that need to be followed. Even if you believe
that you should be judged on your skills and experience, dressing appropriately for
the situation shows that you have respect for your potential employer and their
clients, and you are willing to follow the directives in the workplace.

When you look your best, it has the potential to bring out your best performance.
It gives you confidence and sets the correct frame of mind for work. Dressing
well demonstrates basic competence as well as attention to detail. Dressing
appropriately for an interview shows that you’re serious about the job and that
you respect the interviewer’s time. It further demonstrates that you are genuinely
interested in the position. The interviewer will get the impression that you
understand the company’s corporate culture and can fit in easily.

NB Remember: The interviewer’s first impressions will be based on what your

clothes are saying before you open your mouth.

32

During the interview

• Be polite and friendly, and remember to smile.

• Display confidence through your body language – don’t slouch in your chair or
look down when you are speaking.

• Speak loudly and clearly.

• Prepare for the question ‘Tell me about yourself’ by planning out your focus
and emphasising your skills.

• Portray yourself in a positive light and avoid negative statements.

• Try to frame your answers in a way that they relate to the job and why you
are the best candidate for it.

• Be honest – it is better to turn down a job that you are not a good match for
than to fake it.

• Prepare yourself for curveball questions – and take your time answering them.

• Ask for time to think if you need a moment to formulate your thoughts.

• If you are unsure of what an interviewer is asking you, politely ask for a more
detailed explanation.

Interviews can be done in person, by telephone or by video.

Telephone interviews

When employers ask for telephone interviews they are often still in the screening
and selection phase to find out if you meet the role requirements. This is a more
efficient way of interviewing multiple candidates and telephonic interviews are
often used when a potential candidate is from a different location.

What can you expect from a telephone interview?

1 It will usually be just one person on the call and not a panel interview.

2 The purpose of the call is for the hiring manager to get more information
from you to determine if you fit the role requirements. Simultaneously, the
purpose could also be to find characteristics that could potentially eliminate
you for the role – for example, if you are not punctual for the call and do not
pick up on time.

33

3 The interviewer may adopt a casual or formal style of questioning, as this is
the initial touchpoint.

4 Expect to answer questions about your personal life, such as availability,
languages you speak and ability to travel.

5 There may be a discussion about your salary expectations.

6 The recruiter will always expect your attention, so make sure you are in an
environment free from distractions.

7 Ensure easy back-and-forth dialogue – listen carefully to the question being
asked and answer accordingly.

8 The interviewer will ask several standard job interview questions.

9 Don’t expect a ‘next interview’ promise. However, you can ask for clarity about
the next steps in the recruitment process after the interview.

HELPFUL TIPS

Telephone interview tips

You may speak to a recruiter instead of the hiring manager. If the recruiter is
happy, you will move onto the next stage. However, should they get a poor or
incomplete impression of you during the interview, things are unlikely to progress
to the next stage. This is therefore a critically important part of your job search.
The conversation will typically take 30 minutes or less. Therefore, consider a
phone interview as your opportunity to sum up what’s most attractive to you
about the job and the company, as well as an opportunity for you to showcase
your qualifications, skills and experiences. The interviewer will set the tone of the
call, so it is crucial that you listen first. For example, the interview will mention
job expectations, any challenges in the role, etc. Take quick notes while they are
speaking so that you can answer appropriately. Take the interview as seriously
as you would a face-to-face interview.

NB Important things to remember

1 Confirm the scheduled time a day before the interview. Make sure you pick
up the call immediately at the confirmed time. Your punctuality makes the
first impression.

2 Reschedule if you are unable to make the scheduled time. This will ensure you
are ready for the interview and it promotes honest communication, which is a
valuable skill the potential employer will be looking for.

34

3 Research the company by reviewing its website and social media accounts.
This will give you a glimpse of the company values, goals and culture. Mention
them should the opportunity arise and how they align with your own. It will
show the interviewer that you are passionate about working there.

4 Know who will be calling you. Will it be the recruiter or hiring manager? To
determine this, you can do an online search of the interviewer’s role in the
organisation. A recruiter will pose more general questions, while the direct
manager will ask indepth questions relating to the role industry.

5 Study the job description to understand the responsibilities and experience
criteria of the role. This will help you to answer the interview questions.

6 Listen attentively, ask insightful questions and engage with the recruiter.
Practise ahead of time with a family member or friend.

7 Be professional. It is important to be respectful throughout the interview as it
leaves a great positive impression.

8 Smile. Although the interviewer cannot see you, smiling promotes a positive
tone in your voice.

9 Think about your salary expectations. Research the average salary in your
industry, but be reasonable with your request. This displays your flexibility.

10 Ensure that your phone is charged and in good working condition. Be ready 10
to 15 minutes before the interview.

11 Have your CV on hand should you be required to refer to any information.

12 Prepare key notes should you wish to mention any specific points during
the interview.

13 Consider possible interview questions. If you anticipate these questions, you
will be able to answer more confidently.

14 Speak clearly. Articulate your words and take your time answering. The
interviewer will be assessing your communication skills.

15 Dress professionally. Consider dressing as if you were having an in-person
interview. This will help boost your confidence.

16 Find a quiet environment so that communication is loud and clear. Remove
any background noise and distractions.

17 Set a professional voicemail. If you cannot answer the phone immediately,
leave a good impression by having a professional and friendly voicemail.

18 Ask about the next steps.

35

Video interviews

Video interviews are gaining popularity in the recruitment field. If you are
camera shy, it’s time to work on your confidence, as many prospective employers
now use digital methods including video interviews to screen potential
candidates. It saves time, allows you to host interviews with multiple panel
members who may be in different locations, enables the ability to record and has
the advantage of reaching candidates in far-off areas. Platforms used include
Skype, FaceTime, Google Hangouts, Microsoft Teams and Zoom.

HELPFUL TIPS

Video interviews therefore require a good deal of preparation.
Take note of the following:

1 Choose the right setting. Find a quiet, private, and well-lit place to do the
interview. Avoid busy spaces where you can’t control the background noise.
Make sure the room that you choose has no clutter in your background.
You don’t want anything to distract from your face. Having a professional
communication stance, will separate you from the other hundreds of
applicants. Lighting is also important – ensure there is no shadow over you so
that the interviewers can see you clearly. Avoid sitting in a swivel chair —
it’s hard to resist the urge to twist back and forth, which can make you
look nervous.

Tip: Do a test run on the day of the interview to be sure everything is right.

2 Move your pets to another part of your home during your interview. However,
given pets’ unpredictability, for example your dog barking suddenly, inform
the interviewer at the start of the meeting. Then should the barking erupt, it
will provide a little comic relief rather than discomfort.

3 Test your technology. Avoid the stress of joining a video interview and realising
then that your connection does not work. Log in 30 minutes before to ensure
that you are not required to download any software. Some interviews may
involve recording and uploading your answers using a computer with a
webcam or a smartphone. If you’re not familiar with Zoom, Skype or
BlueJeans, you can go to YouTube and get some tips. Check your audio and
make sure that your device is fully charged. You will need a good and
stable Wi-Fi connection. As a backup plan, exchange cellphone numbers and
email addresses ahead of time so that you have an alternative method of
communicating should technology fail.

36

4 Dress the part. Although you’re not going into an office to meet with the
interviewer personally, you still need to dress appropriately for a video
interview. Use a nice shirt or blouse or a suit and a tie if it is the culture of
the organisation. Even if you are sitting down, make sure that you dressed
appropriately as you never know when you may need to stand up mid
interview to possibly adjust a light, etc. Dressing appropriately will also make
you feel more professional.
5 Mind your body language. Maintaining good eye contact is crucial during a
video interview. Make sure that your camera is at eye level. It does not make
a good impression if you continuously look up or down when you are speaking.
Smile and nod when appropriate – do not cross your arms and sit rigidly
without moving. Practise recording yourself in advance answering interview
questions to ensure that you are not talking too quickly or taking enough
breaths. Take notes, but do not lose eye contact.
Interview questions
Interviewers use several different types of questions. These could include more
common interview questions, competency-based questions as well as more
technical job-related questions. The key thing to remember is to keep your
answers brief and to the point. If you are faced with a difficult question, make
sure that you stay calm, don’t get defensive and take a moment to think about a
response before you answer.

NOTES

37

Common interview questions

Some common interview questions are listed below – remember to try and
personalise your response as much as possible:

Tell me about Start off by describing your qualifications, career history
yourself and range of skills you have acquired – focus emphasis on
the skills relevant to the job you have applied for.
What have your
achievements Think about a recent work-related achievement and
been to date? consider the skills you used in the achievement. Also, in
your example focus on what benefit the company derived
What are your from this. For example, savings achieved.
strengths?
This question is asked in almost all interviews. Discuss your
What is your main strengths, for example learning quickly, resilience,
greatest positivism or being a teamplayer. You may need to provide
weakness? examples.

Why have you Don’t say you have no weaknesses. One way to answer
applied for this this question is thinking about areas in which you lack
job? experience. Or else look at any of the following skills but
don’t choose one that is one of the job-related skills listed
in the job advertisement: Teamwork, time management,
sharing responsibility, patience, focus, shyness,
organisation skills, sitting still, writing skills, delegating
tasks, public speaking, multitasking or command of a
particular foreign language.

The employer is looking for evidence of suitability for the
job – your general aptitude and things you enjoy doing.
Make sure you have a good understanding of the role and
the organisation, and that you are able to describe the
attributes of the role and organisation that interest you
most.

Other common interview questions to prepare for include:

1 Are you a self-starter?
2 What makes you unique?
3 What can you bring to this organisation? What are you looking for in
a company?
4 What should we know about you that is not on your CV?
5 How do you feel about working long hours and/or weekends?
6 Where do you see yourself in five years?

38

Competency-based interviews

Competency-based interviews, also called structured, situational or behavioural
interviews, are based on the premise that past behaviour predicts future
behaviour. The interviewer asks questions about specific situations and the
candidate answers by describing how they have handled similar situations in
the past.

If you’re not used to answering competency-based interview questions, the
STAR method is a useful way of communicating key points clearly and concisely.
Use a wide variety of examples where possible, including during school or higher
education, any previous employment or work experience, and in your daily life
in general.

S Situation Identify the situation or problem you encountered or solved.

T Task What was the task or targets (who, what, when, what’s
required).

A Action Detail your specific action (what did you do, how did you
do it).

R Result Explain the results and quantify the impact (savings,
accomplishments, recognition, etc).

Examples of key competencies and competency-based questions include:

1 Communication skills

• Describe a situation where you had to explain something complex to a
colleague or a customer. What problems did you encounter and how did you
deal with them?

• Tell us about a situation where your communication skills made a difference
to a situation.

• Tell us about a situation when you failed to communicate appropriately.

The right candidate will be expected to:
• have empathy;
• be able to handle customer and colleagues well;
• adapt their communication style to different situations and people;
• influence and persuade stakeholders and decision-makers;
• select the right information, for the right person at the right time; and
• be able to help colleagues or members of the public understand complex
information and ideas.

39

2 Decision-making

• Tell us about a decision you made too quickly and got wrong. What made you
take that decision?
• What big decision did you make recently? How did you go about it?
What are employers looking for?
• People who can keep a clear head and use sound judgement based on solid
knowledge when making decisions or offering advice.

3 Leadership

• When did you get a team to improve its performance? What were the
problems and how did you address them?
• Describe a time when you were less successful as a leader than you wanted
to be.
• When did you have to influence a senior manager, stakeholder or partner and
how did you go about it?

You’ll need to show how you:

• Inspire others to improve their performance.
• Anticipate and plan for change.
• Delegate when appropriate.
• Recognise how teamwork delivers more value than people working
individually.
• Set goals and devise plans to achieve them.

4 Client service

• Please provide an example of when you delivered excellent customer service.
• Tell us about a time when you had to calm an angry customer.
• Give us an example of time where you couldn’t solve the customer’s problem.
How did you handle the situation?

Employers want people who can display a balance of empathy and
assertiveness when dealing with customers.

5 Strategic thinking

• Describe a time when you developed and updated good practice in your area
of work.
• How does your current role fit into the department’s overall objectives?

40

• Describe a time when you failed to engage at the right level in your
organisation. How did you handle the situation and what did you learn
from it?

What are employers looking for?

A person who can see the big picture and have an indepth knowledge of the
organisation and industry you work in.

6 Teamwork

• When was the last time you worked as part of a successful team? What did
you do to contribute to it?
• How do you bring difficult colleagues on board? Give us an example where you
had to do this.
• Give us an example there was conflict in the team. What was the cause?
What did you do to help resolve the situation?
• What are employers looking for?
• Many employers value teamplayers. They do not just want to hear about how
you work well in a team. They also want to know why you’re good at it.
If you’re a true teamplayer, you’ll excel at three key skills: communication,
judgement and responsibility.

7 Working under pressure

• It’s a busy day with conflicting priorities and deadlines: What do you do?
• Which recent project or situation has caused you the most stress? How did
you deal with it?
• Give us an example of a situation where you worked under pressure.

Employers are looking for people who understand priorities and timescales, and
who can work with a sense of urgency to meet deadlines.

NOTES

41

HELPFUL TIPS

After the interview:

Thank the interviewer for their time.
Give the interviewer samples of your portfolio if you have copies for them
to keep.
Provide a good, final impression with a nice, firm handshake.
Follow up with a ‘thank you’ email, letter or phone call.
Prepare for your follow-up interview, if applicable.
Do not share the details of your interview on social media. Your interviewer
may be checking your online profile.

Writing a ‘thank you’ email after an interview:

1 Create a clear subject line

Sample subject lines are as follows :

• Thank you, [Interviewer’s Name]!
• Thank you for your time and advice.
• Thank you for the interview yesterday.
• I enjoyed learning more about [Company Name].
• Thank you.

2 Open with a personal greeting

Address the hiring manager directly by name.

3 Express your appreciation

• Open with a ’Thank you!’
• Be sincere and authentic when expressing gratitude or appreciation.
• Show that you appreciate the time the interviewers spent with you
highlighting the details of your position.

42

4 Restate that you’re interested in the job

If the interview made you realise the job is not the right fit for you, state that
in your email. The hiring manager will appreciate your honesty, and you will help
them save time.

5 Refer to something specific you discussed in an interview

To personalise the interview experience, identify what’s particularly interesting
to you about the position that was highlighted in the interview process and
explain why.

6 Say you can provide additional information

Be brief and polite.

Tip: Sending an email within 24 hours is crucial as it reaches the interviewer

prior to a hiring decision. Your meeting is still top of mind and it leaves a positive
impression.

NOTES

 

43

Section 11

Assessments

It is of strategic importance for companies today to attract and hire the right
talent. High-performance organisations want to achieve the right fit between the
role and the employee as this will lead to higher levels of employee engagement
and performance. Hiring the wrong talent could have a profound impact on the
success and sustainability of the company. Assessments are designed to assist
companies with making critical choices to align talent with the needs of the
organisation. Many organisations use psychometric or behavioural assessments as
part of their recruitment and selection process.

Psychometric assessments are a standard and scientific method used to measure
individuals’ mental capabilities (or cognitive abilities) and behavioural styles.
These assessments are designed specifically with the aim to measure individuals’
suitability for a role based on the required behavioural characteristics and aptitude
(or cognitive abilities).

There are many psychometric assessment styles and formats.The three main areas
of measurement are:

1 Aptitude assessments

Aptitude assessments are used to determine an individual’s ability or potential
to succeed in a certain task, with no prior knowledge or training. Aptitude
assessments are frequently used as part of a pre-employment assessment.
There are many types of aptitude assessments.

Some of the main types include:

• Numerical reasoning, which is designed to identify your comfort level for
making accurate deductions from numerical information such as tables,
graphs, percentages, ratios and number sequence.

• Verbal assessments, which are used to evaluate your ability to understand the
information and tone expressed in written text.

• Logical assessments, which are mainly non-verbal. A few examples of logical
reasoning tests are:

‒ Deductive reasoning, which are designed to examine your ability to apply
a set of rules onto a specific example.

‒ Diagrammatic reasoning, which involves drawing logical conclusions
based on visual representations.

44

The type of assessment that you may be exposed to will depend on the
requirements of the role. For example, in roles that require working with
numbers, it is likely that you will be exposed to a numerical assessment.

2 Behavioural and emotional intelligence measures

These assessments are intended to highlight specific behavioural preferences
or traits that could indicate suitability for specific roles. They are self-report
questionnaires or surveys. Behavioural and emotional intelligence questionnaires
are not timed. It is important for you not to ponder on the questions or over-
analyse. The purpose of behavioural assessments is to understand your
preferences, your likes and dislikes. These assessments also aim to determine
your preferences for certain work environments in order to identify both a role
and culture fit. The most typical format includes a Likert scale, where you will be
asked to select on a continuum from most agree to least agree. Other formats
include ipsative scales, where you will need to select statements that describe
you best or least.
For example:
Select the option that most accurately describes you and the option that least
describes you:

1 I am careful of the impression I make on others.
2 I often become upset with rude customers.
3 I prefer working in a tidy space.

NOTES

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3 Skills assessments

Technical assessments and case studies are based on the duties and activities
that an incumbent will perform in the job. These assessments are designed to
measure job-related skills and specific duties of the role, for example booking
of meetings and taking minutes of the meeting for secretarial or executive
assistant roles.

These assessments take place online or on paper and usually mimic the
computer package, programme or documents that you will be working with to
execute your tasks. The format of these assessments will differ, depending on
the type of assessment you will be exposed to. These assessments measure your
specific knowledge. An example of a technical assessment is inserting a graph
into an Excel document with data that is given to you.

These assessments are generally timed. You will receive the instructions and
all the material you require at the start of the assessment. Read through the
instructions and make sure you understand what is required of you.

HELPFUL TIPS

How to prepare for an assessment

• Find out what the employer is looking for in the ‘right’ job applicant.
• When advertising and seeking to fill a position, all employers want the best
person for the job by finding the ‘right’ applicant. It’s about hiring the person
who will best ’fit’ the job from a skills, competence and cultural perspective.
You need to make sure you know what the employer is looking for in the person
to fill the position.

Quick steps to prepare for an assessment include:

• Reviewing the job advertisement stating the relevant skills and competencies.
• Calling the talent acquisition consultant to find out what the attributes of the
right person would be.
• Reviewing the organisation’s website to ensure that you are familiar with the
culture and values of the organisation.

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Make sure you are well rested before the assessment
• Psychometric assessments, especially cognitive assessments, will require you
to concentrate, think clearly and perform under pressure. Thus, you need to
ensure that you are well rested and free of distractions to perform at your best
during the assessment process.
• Exhaustion, trauma and severe stress are likely to have a negative impact on
your assessment results. Prior to taking your assessments, please ensure that
you get enough sleep the night before and advise the assessor of any factors
that may negatively impact on your performance.
• It is important that you mention to the assessment administrator or
assessment team if you are experiencing any trauma or you feel unwell. Based
on your explained circumstances, the assessor or assessment representative
who has invited you for the assessment, will advise the best way forward. You
may be able to postpone given your circumstances. The risk of not completing
assessments during a selection process may mean that you withdraw from the
selection process.

NOTES

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Section 12 Nedbank’s pre-employment

screening guidelines and process

Something that continues to be essential to business success is the appointment
of the right people with the right skills, qualifications and experience for
a position. Failing to do so can cause the bank serious financial as well as
reputational harm.

Pre-employment screening guidelines

• Record clearances (pre-employment screening) will be carried out on all
applicants prior to their appointment on a permanent, contractual or
temporary basis to any position in Nedbank.

• It is the responsibility of the human resources consultant or line manager to
request a record clearance for all applicants being offered employment.

• All record clearance enquiries and integrity-related screening processes are
centralised within Personnel Integrity Management in Nedbank Group Risk
(Financial Crime, Forensics and Security).

• Contractors, consultants and temporarily employed staff are subjected to the
same integrity selection process and monitoring as permanent employees.

• If a record clearance has been refused, the applicant must not be appointed.

• A record clearance could include (but is not limited to) the following:

Verification types Comments
Criminal record
checks Criminal record verifications in South Africa are
legally required to be verified by using a set of
Credit bureau checks digitally captured fingerprints.

Interbank database Credit checks are conducted with the objective of
check for employees determining an applicant’s credit history and activity.
dismissed for
dishonesty The database is established as a central point of
reference of employees in the banking industry
Debarment (and closely aligned stakeholders) who have been
dismissed for dishonesty-related offences or found
guilty of dishonesty-related offences.

Checks are conducted to ensure that any applicant
applying for a FAIS-affected position has not been
debarred from acting as a representative, key
individual or FAIS compliance officer in the financial
services industry.

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