Career Development Guide

CAREER DEVELOPMENT GUIDE

2009 Magnet Communications Yearbook 2009

Job Search iews An Effective ns and Interv o ti a c li p p A h Throug Secure a Job Success ps to Career te S r e ff O s rt Expe ork r Skills for W Updating You yers .’s Top Emplo Exploring S.A

Magnet Communications Yearbook 2009

CAREER DEVELOPMENT GUIDE

From A to Z South Africa’s Top Employers Career Planning Useful Tips & Career Advice

2009 Magnet Communications, Research and Media (Pty) Ltd. All rights reserved. Distribution of material in this publication is prohibited without the approval of Magnet Communications (Pty) Ltd. Publisher Peter Johansson | Media Director Carol Johansson Assistant Director Bianca McKechnie Production Co-ordinator Erin Lee Saunders | Sub-editor & Writer Sean Samson | Consulting Editor Rod Prodgers | Art Director Lyn Eadie, Nobull Studio Printer CTP Printers | Address Magnet Communications | 203 Greenmarket Place | 54 Shortmarket Street | Cape Town 8000 | Telephone 021 422 4822 Email [email protected] | Website www.magnetcommunications.co.za

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PLAY SHARE TOUCH © Nokia 2009.

Nokia 5800 XpressMusic Big sound stereo speakers Full touch screen Quick touch-access music player 8 GB memory nokia.co.za/playlist

dear reader As a student you dream about the day you’ll finally graduate, standing in your black gown celebrating your achievement – but what happens next? If you decide to work after finishing your degree, where do you start? This can be a scary process, but the following pages have been put together to prepare you for this day. Drawing on the experience of industry professionals, 23 career centres and our own independent survey to identify your top career goals, we help to set you on the path to your career. An exciting opportunity exists to tailor this valuable advice to your own goals. Imagine the pages of a colouring book: we provide you with an outline, but how you fill it is up to you. Choose your colours wisely. What can I offer an employer? This year we ask you to think about yourself as a brand. We offer advice on how to market yourself – identifying your selling points, to finding that ideal buyer . . . um employer . . ., flaunting your skills in your CV, and speaking to those skills in an interview. What can I expect at my new job? Since this is an ongoing process, we introduce you to your new working environment by demystifying words such as ‘organisational culture’ and ‘mentoring’, but our approach is anything but one-size-fits-all. Your product is as unique as you are and the career path that you decide to follow will reflect this. Whatever your path, we wish you well on your career journey.

Good luck and enjoy!

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Contents page >> Career Planning 06 The Job Search





Avoid circling endless job ads and learn the rules to recognising a job, that suits you

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Anything but Ordinary



Target your CV to a specific employer and identify your unique selling points

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Cover Letters



Write an attention-grabbing front page that makes the most of your skills

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Career Fairs and Info Sessions



Make a lasting impression when employers visit your campus

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Assessment Centres and Tests



Make the grade when recruiters test your performance

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Beating the Stereotype The skills you’ve gained from an Arts degree make you an attractive employee



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The Interview

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Questions in Your Interview



Be prepared both to be questioned and to ask questions in your interview

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Phone Etiquette



Reasons why you shouldn’t underestimate telephone interviews

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The Job Offer



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Factors to consider before you accept an offer

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Campus to Corporate Life



Make a stress-free move to life as a young professional

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Ongoing learning



Why you should keep your skills up-to-date

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That first hurdle



How to behave when you’re new to the office

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SA’s Top Employers

>>University Contributions



from A to Z

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Absa

74 Edward Nathan Sonnenbergs

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42

Accenture

76 Ericsson

110 Old Mutual

44

Allan Gray

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Anglo Group:

Ernst & Young

Nokia

112 Optimum Coal

80 Eskom

114 Pfizer

46 Anglo American

82 Exxaro

116 PwC

48 Anglo Coal

84 FNB

118 SAB&T

50 Anglo Platinum

36 Goba

120 Sandvik

52 Kumba Iron Ore

86 Group Five

122 Sanlam

88 Hatch

124 Santam

56 BDO Spencer

90 Implats

126 SARS

58 BHP Billiton

92 Industrial Development Corporation

14 Sasol

60 British American Tobacco

94 KPMG

128 Shell

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Auditor General South Africa

62

Citi

96 Mazars Moores Rowland

130 Tata

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City of Cape Town

98 McKinsey & Company

132 TOTAL

66

CSIR

100 Moore Stephens

134 Tsogo Sun

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Deloitte

102 Murray & Roberts

136 Volkswagen

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Department of Foreign Affairs

104 Mutual & Federal

138 Webber Wentzel

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Department of Land Affairs

106 Nedbank

140 WesBank

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Dimension Data

108 Nestlé

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>> JOB SEARCH



The Job Search

identifying skills that appeal to your market

Circling job ads in their local paper is the first step for many job seekers. Put down that pencil! While this is a good way of seeing which jobs are out there, the adverts give little information about what the positions actually need. When you apply for a job, you’re selling yourself and your skills. Selling to your market means being sure about what you’re selling and what your market needs.

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ooking closely at your skills often uncovers the type of job you’re best suited to, and can help in situations where you have more academic than professional experience.

exact requirements of a specific job. In these cases you could cite examples from your time at university, including the societies you belonged to, where you’ve displayed the skills needed for the role.

Start by asking yourself three broad questions:

Employers are keen to see

• • •

evidence of the following

In which areas do I excel? What makes me unique? Why did I choose my course at university and my degree?

There are no right or wrong answers to these questions, but they’re useful in getting you to think about where your strengths lie. For instance, you may have chosen some of your courses because of friends, or because the required reading for the course seemed slim. This doesn’t mean you left the course with no valuable skills; perhaps you did well in writing or communication, or found that you excelled in presentations to an audience. These skills might be just what your future employer is looking for. Remember that your chosen degree doesn’t necessarily determine the direction your career takes, which is why an analysis of skills is very important. Throughout your education you develop skills that can be used in your future career. This becomes especially important if you don’t completely meet the

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Remember that while job search websites offer many opportunities for jobseekers, they don’t advertise all vacancies since many employers prefer to recruit internally by promoting or seconding a member of staff. They may also draw on personal contacts. The key here is making yourself known to potential employers.

attributes:

• • • • • • •

Intellect and a willingness to learn Teamwork Self-motivation Written and verbal communication skills Drive and enthusiasm Commitment and reliability Creativity and problem-solving abilities

In marketing themselves to an employer, many recent graduates don’t even attempt the sales pitch as soon as the word ‘EXPERIENCE’ pops up. The job search needn’t stop there since there are some ways to tackle this problem. First, all work – paid or unpaid – is valuable. Volunteering may help you broaden your skills, but also shows your ability to work with others. Secondly, short-term contracts, or ‘temping’, might also be a way for you to get your foot in the door. Be flexible about the duties you take on, which will speak to your adaptability, but you’ll also gain valuable knowledge about company processes.

The job search process doesn’t only require matching your skills to a chosen employer – you must decide whether the company suits your career path. You don’t want to give your product to just anyone! Large employers who are household names tend to offer structured development and recruit a cohort of graduates into trainee programmes, developing and identifying skills over a set period. With small and medium-sized enterprises the environment may not be as structured, but here you could be involved in many areas of the entire company from the start. Also, smaller companies generally offer you the benefit of building a relationship with more staff members. An analysis of your skills doesn’t only filter the job search process but also clarifies your marketability.◼



JOB SEARCH << The job search can be a long process and may not give you the results you want. In this case you should try and vary your job search. Below are some tips on where to look: Newspapers: This is still a popular choice for

job hunters, but keep an eye out for specialist recruitment publications like JobMail. Company websites: Some companies list their

vacancies on their websites. With an online application process that allows you to upload your CV, even if your skills don’t suit the vacancies advertised, the company will have a record of your details. The website will also provide useful information about the company culture. Recruitment websites: Recruitment agencies do

online recruitment for companies. You can register

Whatever route your job search takes, consult your campus Careers Centre about the opportunities it provides for you to meet with

your CV online and the website will send you new job postings in an email. The most useful route for students would be Career Weeks on campus: During Career Weeks, recruiters from different industries put up stands on your campus. Companies invite applications during this period or provide you with details about the application process. Later in the academic year, companies give on-campus presentations. These presentations usually give information about their graduate recruitment programmes. Both types of event give you the opportunity to interact with the company you’d like to work for.

companies. This is important not only during your job search but also once you’ve identified the companies you’d like to apply to, to

Example of a Job Advertisement

help you tailor your CV and skills to match your employer of choice. ◼

Ask yourself: • What does this company value? • What are the skills I require? • How do I express these skills?

Tilman Group Tilman has been a consulting service of choice for the past 20 years, dealing and pension markets in the financial services sector.

particularly with life insurance

and objectives into systems The approach we take in delivering value to our clients is translating vision of expertise and tailor it to the and processes that succeed. Our strength as a group is to translate our years strong and ongoing relationships experiences and needs of our clients. To aid growth and delivery we develop . with our clients. Our business and tradition is based on ‘service for progress’ Vacancy: Trainee Account Manager required to assist in the Training will be provided for the junior position. The candidate would be a vision to manage within two with s strategie management of key accounts, develop and update previous years.

Location: Cape Town, Western Cape Apply: Please send your CV to Ms. Sharon Lester at [email protected] line.

using JAM09 in the subject

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>> JOB APPLICATION



Anything but Ordinary

avoiding the trap of a general cv

You’ve listed your contact details, your work experience and your education from beginning to end. You’ve included the name of the lecturer who gave you a first-class pass under ‘Referees’. You’ve put all this information in a CV template you found in the computer program you work on all the time. This means that you’ve just completed your CV, right? All you need to do is send it to the company who will surely be your future employer.

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general CV is the biggest mistake a young graduate can make. This document represents your life, but should show your suitability for a

particular job, and a particular employer. This means that your CV is different for every application you make – never think of your CV as ‘done’. Not only does it need

to be updated, showing progress in work and education, but it also needs to be suited, highlighting parts that will catch your employer’s eye. ◼

Even though the CV is flexible, it should have the following sections: your personal details:

• Give a contactable physical and email address that reflects well on you.

>> This means that an address like horndog_inheat@ mail.com should be avoided. • You can include your date of birth, but it’s not mandatory because of the laws preventing age discrimination. Your youth could be an advantage in certain instances. • Your nationality is useful in clarifying your suitability to work in a specific country. • Marital status, gender and health status don’t have to be included unless it’s specifically requested by the job. Personal profile/Career objective:

• Use this section to demonstrate your career goals and aims. It’s useful to give evidence of your key strengths, but a lot of this information could be mentioned in your cover letter. Education:

position you’re applying for. You may choose to include the skills you’ve acquired.

>> Example: Teamwork and presentation skills developed during group projects – Final-year advertising course. Experience:

• All your work experience counts, whether it’s paid or voluntary. • Work backwards from your most recent job. • Focus on your responsibilities in the role – the skills you’ve used and those that were developed. • You could create a separate section for experience particularly relevant to the post you’re applying for.

>> Example: December 2007: Roles in customer service including telesales and bartending – Developed skills in communication and customer service. Referees:

These are individuals who’ve supervised, lectured, or taught you and can confirm your skills and work ethic.

• Work backwards from your last qualification.

• Two referees are the norm, but some employers require more.

• Include the period you’ve attended the institution, the name of the institution and the town.

• Include the referee’s phone number, email address and title.

• Think about how relevant the information you’re providing is. Would your prospective employer need to know that you got an ‘A’ in matric biology?

• Ask their permission first! You may also want to chat to them about your career aspirations before listing them on your CV.

• You could include information about courses or dissertations you’ve completed relevant to the

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JOB APPLICATION <<

Example of a Chronological CV: The tone and language in your CV should be professional and succinct.

PERSONAL DETAILS contactable and professional

JASON JONAS Talesbury Mews Kenilworth Rd. Claremont Cape Town

Tel: 021 691 9691 Cell: 076 144 908 Email: [email protected]

PERSONAL PROFILE aims, goals & strengths

Multi-lingual Finance graduate with financial experience and strong communicati on skills seeks a career in financial accounting. EDUCATION AND QUALIFICATIONS 2008 (January-March): Claremont College Business Communication 2004 – 2008:

University of Scarletsville BCom Accounting Deans Merit List Semester Abroad at Cambridge University

1996 – 2003:

Durbridge Senior Secondary (All subjects on the higher grade) Mathematics (A), Accounting (A), Economics (A), English (A), Afrikaans (A), French (A), Art (A)

FINANCE RELATED WORK EXPERIENCE 2006 (June-August): Timeline Management Audit Assistant • Working with senior auditor analysing company systems • Performing checks to check financial information systems 2005 (June):

Trinity Worldwide • Assistant Bookkeeper • Data Capturer

2004 (December):

Unpaid Financial Assistant – Joybury Solutions • Matching invoices to statements made on account

OTHER WORK EXPERIENCE 2008 (Jan-Nov):

Level Senior Secondary • Mathematics Tutor • Teaching Grade 8-12

2007 (June-Nov):

Librarian, Commerce Library

LANGUAGES IT SKILLS



French, fluent English, fluent Afrikaans, read and write

EDUCATION relevant information

EXPERIENCE skills you’ve used & developed

Avoid long-winded paragraphs and rather use bullet points.

Microsoft Office, Word and Excel Basic Web design

VOLUNTARY WORK EXPERIENCE 2003: (Jan – Dec): Claremont Community Centre Arts Instructor (Year 5-6) ADDITIONAL

Enjoy Art and Graphic Design Possess valid driver’s license

REFERENCES

(Available on request)

Never use acronyms, abbreviations or sms text language.

NEVER TYPE YOUR CV IN CAPS! It seems like you’re shouting.

REFERENCES confirm your skill & work ethic

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>> JOB APPLICATION



Cover Letters

writing that page-turner

The cover letter is your way of introducing yourself to your employer. It also serves to give some context to your CV. Technically; this is the first page of your CV and should make the selectors want to continue. Think of the entire CV as a TV ad – the cover letter should keep recruiters glued to their seats.

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verall, the cover letter shows that you understand the organisation and highlights the parts of the CV that

make you an attractive candidate. It should include a brief introduction indicating the position you’re applying for and also showing your

knowledge of and suitability for that position.◼

An Example Of A Covering Letter to Accompany Jason’s CV For The Tilman Group

Ms. Sharon Lester Graduate Recruitment Officer Tilman Group Trainee Account Manager Dear Ms. Lester in I am writing to apply for the Trainee Account Manager post as advertised tion. the Career Start publication 2009 and enclose my CV for your considera A representative of the Tilman Group, Darren Carpenter visited the Scarlettsville Careers Fair in December 2008. After spending some time interacting with Mr. Carpenter I was impressed by the opportunities for growth within the Group, as well as the information on offer at the Group’s stand. Through further research I’ve conducted on the Tilman Group, specifically the number of junior to senior managers who began their careers as trainees, I feel confident that this position suits not only my career goals, but also my skills.

The Tilman Group has a focus on two main areas, ‘client service’ and ‘updating a financial strategies’. I feel that my academic qualifications have given me Group, the benefit would that theory and principles firm footing in financial I but it is through my involvement with the Scarletsville Business Club that Using . strategies l traditiona improve and analyse to best displayed my ability the corporation, Keys International, as a case study, I analysed the strategies have that led to their 2005 downfall, and developed a business plan that would prevented this – as a result, I was awarded the ‘Best Business Plan’ award. A focus on ‘client service’ requires excellent communication. My eagerness to acquire these skills is evident in the short course I took in Business es as a Communication, where I passed with distinction, but also my experienc tutor and instructor. The Tilman Group offers me the opportunity to learn, but also to gain I experience, leading to a wide range of opportunities which I find exciting. to hope that after considering my CV, you will be persuaded of my potential perform and make a valuable contribution to your corporation. Yours sincerely Jason Jonas

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Your cover letter should answer the following questions: • Why are you interested in this type of work? • Why are you interested in working for this employer? (Feel free to indicate your knowledge of the company’s successes, involvements, values and clients.) • Why are you suitable for this position? (Here, refer to your key strengths and the experience in your CV.) • Are there any gaps in your CV? (These could include long gaps in your work history or ways in which you don’t match the selection criteria. The cover letter should speak to this.) Regarding style – the cover letter should be addressed to a named person. Phone the company to identify who you should address the cover letter to. Write the cover letter in a style that shows how you can contribute to the company rather than how the company will benefit you. Lastly, paragraphs should be clearly focused and deal with separate topics, with the entire letter being no more than one page in length.



JOB SEARCH <<

the mystery behind

Career Fairs & Info Sessions Usually companies will introduce themselves to university students by setting up stalls at campus Career Fairs. Company representatives may also conduct information sessions to provide additional information about the company. The info session usually begins with a presentation by company reps, followed by a question and answer session, and ends off with an opportunity for the reps to interact more closely with students. There are a number of ways to prepare for both types of event: Do your research! The more information you have about the companies the more intelligent your questions will be. You’ll also be able to engage the visitors in conversation about the companies they represent. Bring a targeted copy of your CV along to the Career Fair. Some representatives accept CVs from

students who show interest in the company. You may choose to prepare a short introduction, summing up your interest in the company. Make sure that your introduction doesn’t seem too rehearsed. Prepare your questions! You’ll make a great impression if you’re able to ask career- and companyspecific questions.

Magnet Communications strongly recommends that you explore the career development support available at your university. Career development staff have many years of experience and have frequent contact with your potential future employers. Central University of Technology Workforce Development Centre Enquiries: (051) 507 3721 Web: www.cut.ac.za Durban University of Technology Co-operative Education Unit Enquiries: (031) 373 2657 Web: www.dut.ac.za Mangosuthu University of Technology Co-operative Education Enquiries: (031) 907 7115 Web: www.mut.ac.za Nelson Mandela Metropolitan University Student Counselling, Career and Development Centre Enquiries: (041) 504 3222 Web: www.nmmu.ac.za North-West University Career Centre Enquiries: (018) 299 2835 Web: http://www.nwu.ac.za/careercn/ Rhodes University Careers Centre Enquiries: (046) 603 8180 Web: www.ru.ac.za Stellenbosch University Careers Office Enquiries: (021) 808 3560 Web: www.sun.ac.za/counselling

Tshwane University of Technology Career Counselling at TUT Enquiries: (012) 382 5010 Email: [email protected] Web: www.tut.ac.za University of Cape Town Career Development Programme Enquiries: (021) 650-2497 Email: [email protected]   Web: www.careers.uct.ac.za University of Fort Hare Student Counselling Unit Enquiries: (040) 704 7017 Email: [email protected] Web: www.ufh.ac.za University of the Free State Career Development Enquiries: (051) 401 2853 Web: www.uovs.ac.za University of Johannesburg Careers Centres Auckland Park Kingsway Campus Team Leader: Mr. Ian van den Berg Tel: (011) 559 2592 Email: [email protected] Administrator: Mrs. Liesl Scheepers Tel: (011) 559 2601 Email: [email protected] Career Consultant: Ms. Kim Baldry Tel: (011) 559 3280 Email: [email protected]

Doornfontein Campus Career Consultant: Ms. Andrea Stein Tel: (011) 559 6042 Email: [email protected] Auckland Park Bunting Road Campus Career Consultant: Mr. Philip van den Berg Tel: (011) 559 1318 Email: [email protected] Soweto Campus Career Consultant: Mr. Keketso Rabotho Tel: (011) 559 5752 Email: [email protected] University of KwaZulu Natal Student Counselling & Careers Centre Edgewood – Tel:  (031) 260 3665  Howard College – Tel:  (031) 260 2668  Medical School – Tel:  (031) 260 4595  Pietermaritzburg – Tel:  (033) 260 5233  Westville – Tel:  (031) 260 7337  Web: http://scc.ukzn.ac.za University of Limpopo Centre for Student Counselling Enquiries: (015) 268 2437 Web: [email protected] University of Pretoria Career Placements Enquiries: (012) 420 5294 Email: [email protected] Web: http://web.up.ac.za

University of South Africa: Bureau for Counselling, Career and Academic Development   Enquiries: Pretoria: (012) 4293513 Web: www.unisa.ac.za University of Venda Career Development Unit Enquiries: (015) 962 8466 Web: www.univen.ac.za University of the Western Cape: Student Development Enquiries: (021) 959 2436 Web: www.uwc.ac.za University of the Witwatersrand: Enquiries: (011) 717-9140/32 Email: [email protected] Web: http://web.wits.ac.za University of Zululand Guidance and Counselling Enquiries: (035) 902 6825 Web: www.uzulu.ac.za Vaal University of Technology Co-operative Education Enquiries: (016) 950 9496 Email: [email protected] Web: www.vut.ac.za Walter Sisulu University Centre for Counselling, Disabilities and Career Development Enquiries: (047) 502 2806/2572 Web: www.wsu.ac.za

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>> JOB SEARCH



Assessment Centres and Tests Assessment Centres are part of the ongoing selection process. They usually occur after the first round of interviews and before the final selection is made. Because the process can last two days or longer it gives different selectors the chance to see you perform over a longer period of time. Through your CV and during your interview you told recruiters what you’re capable of; these centres are about them seeing what you can do in a variety of situations.

What can I expect?

• Social and informal events where you meet a variety of other people – other candidates, selectors, recent graduates and senior management. • Information sessions where you’re given details about the company. This may include information about the available roles. • Tests and exercises designed to test your capabilities.

C

Tips

al, Even though the events may appear inform ol, alcoh of ses exces avoid – behave professionally . glass a you offers MD the if even n selectors are • Don’t try to guess the type of perso ine! genu Be for. g lookin dual • Selectors are measuring your indivi so there’s no n etitio comp a not It’s ce. rman perfo look bad. s idate cand need to make the other

•

andidates can be tested in a variety of ways. These include Psychometric Tests (Aptitude Tests and Personality Inventories) as well as In-tray Tests.

measure intellect. Rocket scientists aren’t required! Personality inventories are used to measure how you would react in different situations. They are used to test your ‘fit’ with the company.

The more straightforward of these tests are aptitude tests. They are taken under exam conditions, and

In-tray tests are simulated exercises. You may be given a heaped in-tray or a full email inbox

Examples of Psychometric Tests

The Aptitude Tests are designed to test your reasoning ability and can take many forms, some of which test your verbal or numerical ability. Below is an example of a verbal test which tests spelling. Choose the pair of words that best complete the sentence: 1. Jonathan should have been given the (a) to make a (b) case. (a) A. opportunity B. oportunity C. opportunnity D. opportunety (b) A. suficient B. sufficient C. sufficcient D. sufficeint You could also be tested through word relationship questions: 1. Medicine is to illness as law is to . . . A. anarchy B. discipline C. treason D. etiquette 2. King is to throne as judge is to . . . A. lawyer B. bench C. court D. trial In testing your numerical ability, question may deal with basic arithmetic to number sequences and data interpretation: Arithmetic Questions: 1. 15% of 300 = A. 20 B. 43 C. 40 D. 35 2. ½ + ¼ x 3/4 = A. 3/8 B. 13/8 C. 9/16 D. 3/4

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and be asked to sort through it. These exercises don’t test you on the content of the role, but rather test your performance in simulated activities – how you sort through tasks, whether you’re accurate, and whether you perform well under pressure. ◼

Number Sequences: 1. _ _ 19 23 29 31 A. 12 B. 15 C. 16 D. 17 2. 54 49 _ _ 39 34 A. 47 B. 44 C. 45 D. 46 Personality Tests

When writing a personality test, in some cases it would be difficult to choose an answer, since it is possible that none of the options match your exact preference. In these cases choose the answer that comes closest to matching your personality. Below are some examples from a personality test: 1. It is important to me to A. understand my emotions B. I don’t spend much time looking inward 2. When faced with a decision, I am most likely to: A. act on impulse B. Consider all the options with care, so as to make the best choice C. be indecisive



JOB SEARCH <<

What’s the difference between a humanities student and a pizza? ANSWER: A pizza can feed a family.





T

he range of career options open to humanities students is very broad. Many choose a career directly related to their majors, while others focus on the skills they’ve gained from their entire degree. Some graduates enjoyed their majors and feel that a career that deals with this sort of specialised knowledge is suited to them. Careers in this field may also require further postgraduate study in order to become a specialist:

• Research (academic research/ research assistant) • Historian, linguist or sociologist • Translator/interpreter

Beating the Stereotype For years, humanities students have been victim to this taunt. There seems to be an assumption that graduating with a BA makes one less employable, but this is not the case. Often, because of the many different areas humanities students focus on during their degrees, they can find a variety of ways to feed the family. • Government (research officer/ analyst) • Media – journalist, radio broadcaster • Film – editor, cameraman

. . . and many more.

While these careers are suited to the specialist knowledge you’ve gained during your degree, many employers are more interested in the skills you’ve gained overall. Be aware of these skills so that you can draw attention to them in your interview. A humanities degree proves useful in providing students with the following skills:

• It equips students with research skills and asks them to question previous knowledge. • It requires students to grasp and understand information. • It tests both verbal and written communication skills. • It also asks students to think critically.

A lot of your success as a humanities student is determined by the way you plan your career. This can begin with choosing your part-time jobs carefully – here you can develop specific skills for a vocation. You may also want to consider postgraduate study, where you can specialise in knowledge, making you more employable. ◼

What was your dream job growing up?

I was always attracted to journalism. I wanted to work in media and always got excited watching the news on TV. I was a very curious child and always read the paper which earned me the nickname ‘Zitini’ (What is the news?). What have been some of your career highlights?

Definitely the missions I was posted on. From 1999 to 2001 I was posted to Geneva and at the end of 2001 to February 2006 I was posted to New York as part of South Africa’s mission to the United Nations. Name: Mr. Xolisa Mabhongo Role: Chief Director: United Nations Political, Department of Foreign Affairs Number of years in that position: 2 ½ years Educational Background: BA Journalism and Politics, Rhodes University

Being head of the UN desk during the time South Africa was a member of the Security Council in 2007/2008 was a career highlight. In this role I was tasked with giving policy advice on a day-to-day basis to management.

Postgraduate diploma in Diplomatic Studies, Oxford University

Humanities graduates have skills they can bring to different organisations. They know how to interact with different people and different cultures and also have the ability to do comparative studies. These are skills many employers look for. ◼

Masters in Public Administration, Columbia University

What advice would you give humanities students in particular?

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You can apply now by visiting www.sasolbursaries.com or by calling 0860 106 235 before 28 February 2009.



INTERVIEW <<

The Interview

The face-to-face sale

You’ve sent in your CV and made the best of both your professional and academic experience. While your skills read well on paper, do they translate into the face-toface interview?

D

uring the interview you’ll be expected to speak to the skills highlighted in the CV to test whether you’re suitable for the job. The process can be a scary one, but, like any good marketer, you need to prepare so do your research! The interview can take different forms – be sure to find out what you’re about to face. In one type of interview you will be asked a standard set of questions. Recruiters have a set of criteria that they’re measuring your answers against. Be sure to take note of the capabilities that are mentioned in the job ad to give you an indication of these criteria. Another type takes a more specific approach, where the interviewer chooses to move through your life chronologically (from the earliest to latest points on your CV), formulating questions directly related to the activities you’ve mentioned.

Interviews can be specifically structured in terms of the type of job you’re applying for or the sector you’re working in. If you have applied for a technical job, such as engineering or IT, recruiters may test your knowledge by giving you a real/hypothetical technical problem. Be prepared to do your best in these tests, but if you don’t know the answers to the questions, make your eagerness and ability to learn very clear. Sometimes interviews seem unstructured and informal, and feel like a chat with a friend. While this interview format will make you feel comfortable and relaxed, be aware that it is a technique and exercise the same degree of professionalism and preparation as the other formats require. Other interviews are characterised by the number of candidates or recruiters present. You can expect to be interviewed by a panel of recruiters, or be in an interview setting where several candidates are present.

The interview can take different forms – be sure to find out what you’re about to face

Telephonic interviews may be an initial screening method and sometimes you will be informed in advance, where recruiters will prearrange a time with you. However, be prepared for an unannounced phone call. Whatever the interview format or technique, each requires selfknowledge and knowledge of the organisation. Why did you send your CV to this particular company? This question should link the skills you’ve highlighted to the vacancy. What sets you apart from other candidates? Are there specific activities/instances that prove this? Lastly, look at recent information about the company, be aware of their competitors, and make sure that you’re up-to-date with developments in the sector in which you’re applying. This information will also help you develop questions for the interviewer. ◼

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>> JOB SEARCH



Questions in Your Interview Your first interview with your potential employer can be a tricky situation. You should be prepared both to be questioned and to ask questions. The more detailed the preparation and research you do on the company, the better your questions will be.

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efore you prepare the questions you will ask in your interview, think about the possible questions the interviewer will ask you. Reflect on your past work, academic and extra-curricular experience. While you can’t predict exactly what the interviewer will ask, there are areas he or she will focus on.

Consider the position you’re applying for – think about what the role requires, what it can offer you, and where you want that particular role to take you. Plan where you want to head in the company but also the skills you bring to this particular employer. You can work on some responses to these questions:

Think about why you want to work for that particular company and the aspects of its culture (its values and beliefs, what it stands for) that attract you. If you had a previous position, what were your duties there and what are the skills you acquired? You can then work back to your days at varsity. Think about the reasons why you went into your particular field and chose your course of study.

• What would you list as your main strength and your main weakness? • Which moment in your life (career or personal) are you most proud of? • What has been your biggest challenge and how have you overcome it?

Interviewers will give you the opportunity to ask questions about the position you are applying for and the company. You can ask

questions about the team or group you will be working with, their average age and their backgrounds. You can ask questions about the goals of the department and the division that you will be working in. The questions you ask should be determined by your own values. If career advancement is important to you, you can ask the interviewer about advancement opportunities within the company. If you are interested in furthering your own education, you could choose to ask if the organisation sponsors further learning, or offers courses or seminars you can attend. You can ask the interviewer for the reasons why the position is now vacant, the skills someone who fills that position needs in order to succeed, and the major obstacles you could face in the role. ◼

The Etiquette of Phone Interviews First things first! You’re hunting for a job so even your voicemail says something about you. Avoid having one that’s too long or just plain silly.

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e sure that your family members or roommates understand the importance of the job search so that they can take detailed messages. If you’re expecting the call, try and prepare by having a friend call you to do a mock interview so you can get a feel for it. Make sure you’re in a place where you can read notes, take notes, and give the phone call all your attention. If you can’t give the interviewer enough time, suggest an alternative

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time when you can call him or her back. This way you can be mentally prepared when you make the call. It’s a good idea to keep some notes on hand so that you have a clear idea of the points you want to cover with the interviewer. You don’t want it to sound too rehearsed or scripted, but you don’t want to forget important points either. Also, have your CV in front of you so that you can refer to some of your experiences and accomplishments.

Experts say that standing up and dressing professionally benefits even the phone interview because you behave, and therefore sound, like a professional. While you don’t have to fill all the silences during the phone interview, when the interviewer takes a break, ask him or her, a question about the position, possibly related to your last response. ◼



JOB SEARCH <<

The Job Offer You’ve spent months courting various companies, circling job ads, sending applications and attending interviews. Through your efforts and skills you’ve received a number of job offers.

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hat factors should you consider when evaluating a job offer? Is the income package offered to be the deciding factor, or should you take the corporate culture and your employer’s management style into account? Should you prioritise health benefits or opportunities for advancement in the company? Some of these may be more important to you than others and your personal requirements demand your attention: Salary: Are you being offered a

worthwhile package? A good way to find out would be to ask what others in your industry and at

your job level are earning. Usually your Careers Centre will have information about this. Work atmosphere: The atmosphere in some companies can be very formal, while much more relaxed in others. What do you notice in the company’s offices? Is it open-plan? What are people wearing? Judging the atmosphere means paying attention to the look and feel of the office. Does this suit you? Is this where you want to spend at least 8 hours of your day, every day? Corporate culture: The

corporate culture of a company

would include its values, attitudes and beliefs. Do your research on the company and find out what it stands for. Does the company believe in social investment? Does it have eco-friendly practices? Decide whether or not you would feel comfortable with these beliefs even if it won’t affect your day-today activities. If your final decision is to decline the job offer, be sure to reject it formally by contacting the person who made the offer. It’s important to be polite even if you’re not accepting the job, since you may have the employer as a superior, client or colleague one day. ◼

Campus to corporate life Adapting to your new work environment after years of worrying about essay deadlines, classes and exams can be a difficult transition because there are many confusing contradictions a young graduate will encounter when entering corporate. 1. You have to be confident

in your ability to perform, yet demonstrate your eagerness to learn.

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he most important task for a young graduate entering corporate life would be adapting to the company environment – specific to each company. This means learning the company policies, the written rules for how things should be done. You can familiarise yourself with these rules through the employee handbook,

2. You need to blend in at your new company, yet demonstrate that you stand out from your peers.

organisational charts, and annual reports. By reading these you’ll gain knowledge not only about your role but also about the company itself. Then there are unwritten rules about how things are done in the company. The first step here is observation. Observe those around you, preferably senior members of staff. How do they communicate

from backpack to briefcase

3. Lastly, you need to function in a team, but still be able to work independently.

with others? How do they behave in a meeting? How do they dress? Being clued up on these unwritten rules might also require talking to your colleagues about issues such as your employer’s management style. Pay attention to issues even if you think they are minor, e.g. lunch hours and stationery. ◼

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ONGOING LEARNING <<

That ‘New Job’ First Hurdle Many graduates struggle with their first year on the job. While there are ways to make the transition from campus to corporate life easier – how are you expected to behave in your new role? It is difficult becoming accustomed to a new job since you need to familiarise yourself with what the role requires, the different personalities you work with, and your employer’s likes and dislikes.

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here are four main areas you need to pay attention to:

Your new team: You should try

to avoid confrontation with your boss and colleagues and be sure not to criticise them in public since this reflects badly on the whole organisation.

In your role: Improving your oral and written skills benefits you in any role you occupy. If there’s a specific part of your role that you’re struggling with, be sure to ask questions. Prove that you’re invaluable to the company by keeping abreast of technological developments in your field to keep your skills current.

Show that your supervisor can depend on you by knowing

your limits: If you can’t meet the deadline for a task, let your superiors know. Arrive on time and keep your word regarding making phone calls and memos and emails you agree to send.

Your fit with the company: You don’t have to become best friends with your new colleagues, but participate in social activities so others can get to know you better. Part of your ‘fit’ is determined by whether you can be a team player. ◼

Ongoing Learning Change happens everywhere – so why shouldn’t it happen in your career? You wouldn’t want to be left behind because of advancements in technology, procedures and strategies in your field. This means that you need to update your skills and knowledge to adapt to the changing environment.

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here are many ways for you to undergo training that will benefit your career:

• Seminars and workshops run by your organisation • Home study through tapes or online material • Courses at an educational institution

Be sure to seek training at a reputable institution. Find out if any of your colleagues have

you never really put that backpack down

graduated from this institution. Did they find the course useful? How did it benefit their career or their efficiency? Remember that the process of ongoing learning has to add to your armoury of skills, making you more valuable to an employer. Ask yourself: ‘How does this course and acquiring these skills fit into my overall career plan?’ This means setting goals for what you would like to achieve and where you

would like your career to head. Be realistic about these goals – avoid setting them too low or too high. Make sure that you’re specific about what you would like to achieve and give yourself concrete deadlines to reach them. ◼

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Students,

make your voice heard!

...and earn some extra cash! Part-time work is ESSENTIAL in preparing students for the Working World! Magnet Communications, a global leader in Employer Branding are looking to employ students to act as Magnet ambassadors on each university campus. You will be required to help distribute the survey to your fellow students on campus, and to return completed questionnaires. This survey will now be undertaken in South Africa for the sixth time, to help improve and develop the communication between employers and their future ideal employees – that is, YOU! We are interested in all students (1st to final-year) to be our eyes and ears on campus!

The best performing Magnet Ambassadors countrywide will get the chance to spend the day at their Ideal Employer, arranged by Magnet Communications. A great opportunity to make invaluable networking contacts for your future career!! We have worked out a payment structure which ensures that the more correctly filled-in and complete questionnaires you bring back, the more money you can earn! To apply for this part-time position please send a ONE PAGE CV, outlining your activities at university and a cover letter explaining why your fellow students would be inclined to fill out our survey. Successful applicants will be contacted by Magnet Communications.

>>Send your ONE PAGE CV to [email protected]

THE MAGNET STUDENT SURVEY

shape your working life! >>Magnet Research Manager Vanessa Addison

Tired of wasting ink? This isn’t one of those surveys where you tick a couple of boxes and never see the benefits. The Magnet Student Survey is designed to give you a voice, and help you take control of your future career now! 20 minutes of your time will give you the chance to tell employers exactly what you need while studying and after you graduate. We can guarantee that SA’s top employers are listening. What does Magnet Communications do? Magnet Communications is an Employer Branding company – this is the sixth time we’re conducting the survey in South Africa to help employers attract graduates and professionals to their company, and listen to their needs after they’ve been hired. Why should I fill in this survey? What’s important to you? Is it flexible hours, travel, or the chance to be a leader? This survey gives you the opportunity to tell employers exactly what you need to be successful. We will then feed this information to SA’s top employers. The survey also gives your university the chance to understand your career goals better, so that they can give you the material and services you need. Where do I complete the survey? Magnet ambassadors will be distributing surveys on your campus from August to October this year. Their bright orange t-shirts guarantee that you won’t miss them. Your university will also send you an electronic version of the survey – so remember to check your inbox. Who can complete the survey? All students (even Honours and Masters) studying Commerce, Engineering, Science, Law or Humanities degrees. The study is independent and you will remain anonymous. You can also see what you and students around SA had to say at www.magnetcommunications.co.za and in the media.

Complete the Magnet survey and win great prizes. 21

pe Town University of Ca gy sity of Technolo Tshwane Univer iversity Un Metropolitan Nelson Mandela itwatersrand University of W azulu Natal University of Kw uth Africa University of So ersity North West Univ etoria University of Pr nda University of Ve ty of Technology Central Universi

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Many would argue that this is the best time of your life. People say this because of the freedom they associate with being a student. Emerging from this flexible academic environment as a student to an efficient and productive professional in your first job can be a daunting task. Professionals all agree that it all starts with being prepared.

In the following pages, career experts from universities across South Africa give you the tools to first identify, and then achieve your career goals, your way.

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UCT’s Anne Short provides an overview of the key skills for career development.



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o be aware of your own career development process you have to acknowledge that employers are looking for more than academic qualifications. For some students a strong and direct link exists between what they have studied and their chosen career, but many graduate opportunities do not require you to have studied any specific subjects. Fostering key skills is the most effective way to develop your career. Even degree programmes that are ‘vocational’ can’t fully prepare you for entry into the working world. Formal qualifications are just one aspect of your application. Managing your own career development requires a particular set of skills which can be cultivated consciously and also applied during your university life, both in and out of the classroom. Effective career development hinges on four key skills: Self-awareness, Opportunity awareness, Decisionmaking skills, and Transition skills. Developing self-awareness means that you should become aware of your own strengths and weaknesses, your values, goals, motivators, interests and abilities. Importantly, though, you also have to become aware of how these change over time and how they develop with your own experience. You also need to develop an understanding of the range of opportunities available, but be careful to acknowledge the demands of these opportunities, and weigh up the rewards they may offer. Make informed and reasoned decisions about what to study, but also how to achieve a healthy balance between your studies and other activities. This means that you would also need to be realistic about the things you need to prioritise and bear in mind the things you need to achieve, while constantly reviewing your goals and the decisions you’ve made. You need to develop the skills that will enable you to cope with significant change. The move from campus to work can be a particularly challenging one, and you need to learn to manage a variety of choices, as well as many uncertainties. You also need to learn to deal with setbacks and disappointments.

Anne Short Director, Career Development Programme University of Cape Town

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We all use these skills, often at points in our lives when key transitions are being made, such as entering or leaving university, but constantly developing these skills forms part of managing your own learning and personal development. The key here is that you develop a sense of ‘career-mindedness’, and fulfil your own potential rather than try to match with specific jobs or career paths. ◼



CAREER ADVICE <<

Joany answers some burning questions on career planning. Joany L. de Bruyn “Don’t be idealistic! Be realistic! Nothing comes easy in life.” What are the steps I should take in my job search?

Whether you’re talking about employment, job, vocation, labour, occupation, trade, career, profession or craft, it all boils down to one word: WORK. If you want a rewarding job, be prepared to work for it. Finding a job is a committed, serious move. Apply the same dedication to your job search as you would to a permanent job. Be serious about finding work; spending one or two hours on a job search is not enough. There is a range of paths you can take in your job search. Attend recruitment drives and information sessions on campus – not just in your final year, but in your first year of study, and build up a networking database of companies and employees. You can then identify some of the companies you would like to work for. Word-of-mouth is a powerful networking tool so speak to people (family, friends, fellow students, guidance counsellors, lecturers, people in the industry etc.) about the kind of work you’re looking for. Read newspapers and job journals regularly to find out about vacancies, but also learn about developments in your field by listening to the news and reading

Programme Facilitator & Co-ordinator Co-operative Education & Employability Service s Directorate: Co-operative Education Tshwane University of Technology

the business section of your paper. Having this knowledge will make a good impression when you meet prospective employers, but be careful not to be Mr /Ms KnowIt-All. When a job advert appeals to you, take care to note how many positions the company is advertising. This may be part of a larger recruitment campaign. Apply even if the position advertised isn’t suited to your specific qualification (within reason). What do you have to lose? How do I go about applying for the positions I want?

You should always have a wellwritten, descriptive cover letter and always change both the CV and the cover letter for each position you are applying for. Be specific and explain why you are applying for that particular position in the cover letter. Also, use the cover letter to mention where you heard about the company and the position. Remember, don’t trust Spellcheck – always PROOFREAD!

HAVE work-related experience. What and why have you been studying, doing assignments, writing exams or doing workintegrated learning? This is all experience related to the working environment. Use it to your benefit! Remember there is no substitute for sound knowledge about your field of study and the employer you’re applying to. Many companies are using online applications because it enables them to do specific searches and control mass unsuitable applications. After you’ve applied online, remember to visit the site regularly and update and add information – this will show your interest in the organisation. Be careful about your word choice and get to the most important information quickly since structured templates restrain creativity and restrict the space to market yourself, which is why knowledge about the position and the skills you’ve acquired to fulfil it are especially important and should be highlighted. ◼

Use your CV to highlight the specific qualities you have, e.g. work-related experience. Many students falter here by saying, ‘I don’t have work experience, or relevant work experience.’ Hey! You

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>> CAREER ADVICE

Ronel gives you the following advice during your job search… What are the steps I should take in my job search?

The Nelson Mandela Metropolitan University (NMMU) has the following recruitment programmes enabling you to search for the perfect job: Experiential Learning / Work Integrated Learning:

Many of you are privileged to have embarked on qualifications with a compulsory experiential learning component. These range from engineering to nursing programmes. This benefits both

Ronel Rizzo Current: Manager – Co-operative Education & Service Learning Centre for Academic Engagement & Collaboration Nelson Mandela Metropolitan University

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you and the employer as there is no commitment for permanent employment, even though the retention rate is quite high as this gives the employer an opportunity to determine your capability. Graduate Recruitment Programme:

We run a very successful Graduate Recruitment Programme from July to October of each year. Final-year students in various disciplines are given the opportunity to apply to top companies all over the country. Employers are hosted on campus for presentations, guest lectures and interviews. Law Recruitment Programme:

Some universities also have a separate Law Recruitment Programme where representatives of Law Firms are hosted on campus over a two-week period in March for the purpose of recruiting law students for their articles. Careers Fair:

The units for Graduate Placement and Co-operative Education have co-hosted the NMMU’s first ever very successful Careers Fair over a two-day period in July 2008. This was history in the making as 70 employers from all over the country participated in the event. Careers Fairs provide you with the opportunity to personally interact with employers for the purpose of experiential learning, graduate placement, bursaries, internships and learnerships. Our 2009 Careers Fair is scheduled to take place on 29th and 30th July. Positions are advertised electronically via email and via campus notice boards by the Graduate Placement and Cooperative Education units. You are advised to participate in our Keys to Success workshops, which will groom you with the soft but vital skills required to be a wellrounded graduate. It is essential for

proposed incumbents to accept a job offer in writing before deciding on ending their job search. How do I go about applying for the positions I want?

Write your covering letter in response to the advertisement and market yourself by identifying your core competencies. Include a neat, concise curriculum vitae and make mention of all previous work experience and involvement in student societies. Assistance should be provided by your Writing Centre. It is advisable to follow up an online application, with an email. What happens when a company likes my application?

The first round of the screening process is when the Human Resources staff member of the company works through the CVs to compile a shortlist of candidates to be interviewed. The shortlist is generally communicated to the placement officer, who schedules the appointments on behalf of the company. If you pass the first interview, in some instances you will be requested to attend an assessment and, based on the success thereof, may be required to attend a final interview. If you are faced with more than one job offer, evaluate your offers in terms of the culture of the organisation and benefits offered by the proposed employer. What happens if I decide to take a different route with my career?

Financial constraints may lead to you taking a gap year or working abroad. A suggestion would be for this period to be kept to a minimum as their might be curriculum changes at your home institution. Where possible, you should try and complete your qualification within the prescribed time. ◼



CAREER ADVICE <<

Raj guides you through your job hunt. What are the steps I should take

Raj Naran

in my job search?

I think it is important to emphasise that the preparation for the job search should ideally start in first year and perhaps even earlier. Developing skills to facilitate a successful job search entails more than just the composing of a CV, the ability to write a cover letter, and to answering some interview questions. The best job seekers are usually the ones who have worked at developing a range of ‘soft skills’ that entail an understanding of self; how one responds in conflict situations; the role one plays in teams; aspects of leadership that one displays; and how one manages anxiety and stress. Having said this, I believe that if you haven’t given too much thought to the development of soft skills or emotional intelligence, there is no need to despair. The development of soft skills or emotional intelligence is a lifelong endeavour. Constantly look at attending at least one training workshop each year. Student Counselling Centres at the different universities are usually a good place to start. The spinoffs of enhanced selfawareness are that you are likely to display to recruiters a greater capacity to engage with people in the workplace and to deal with life’s rigors such as conflict, stress, anxiety and diversity. In addition to developing soft skills, you should spend some time looking at your experience and skills in a positive way. There is often a tendency for students not to see their experiences as learning events. Every job done, every committee you’ve participated in entails the development of some transferable skill.

Career Development Educator Counselling and Careers Development Unit University of Witwatersrand

What happens when a company likes my application?

How do I go about applying for the positions I want?

Due consideration should be given to the recruiting company’s application and selection process, the only exception being if this process is unfair and contrary to labour law. Most organisations would, however, have a procedure in place for applications and selection, and this should ideally be spelt out to you. Key points of information for you are: 1. Do I meet the basic criteria for application? 2. Does the job or organisation represent a strong enough match with my career goals, interests, abilities and personality? There is no need to search for a 10/10 score on each item here, but one would like to have a strong enough sense that there is a reasonable overlap between the goals of the individual and the organisation or job. 3. Having decided that this is a desirable option, you may choose to apply for the sake of job search experience or because you are really serious about the application. The likelihood is that the selection process is going to be a good learning experience if it is taken seriously.

The application simply means that you look good on paper. No company makes a job offer simply on the basis of the CV and the cover letter. Strong preparation for the interview is essential. Some basic interview questions should be reviewed, although students should be mindful not to learn answers by rote. This can be very embarrassing and get in the way of listening to questions and structuring appropriate responses that speak positively about your ability to communicate well and think under pressure. A number of companies may require applicants to engage in further selection procedures. These can include psychometric assessments and assessment centres. What happens if I decide take a different route with my career?

It is increasingly common for careers to take different routes to those they intended to follow when they started out at university. This should not be a frightening scenario and often follows a period of growth in self-awareness and emotional intelligence, coupled with a clearer picture of the opportunities that are available. Planning and goal setting are usually the keys to managing the change of career direction. Basic guidelines would usually include due consideration for one’s personality, abilities, interests and values, together with a sense of realism. ◼

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Belinda advises you on how to be a leader and manager in your career.

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ast research has identified leadership as one of the foremost skills desired by employers. What exactly is leadership? In essence, it is the ability to motivate a group of people towards a common goal. Leadership skills therefore include your ability to develop visions, set goals, motivate others, take initiative, communicate effectively, make decisions, manage resources, and facilitate the development of the team that you lead.

available to help you develop these skills. Opportunities such as peer education, tutoring programmes, sport, SRC, campus media and cultural/religious societies are just a few examples of what is available on campus. Unfortunately, not all students make use of these opportunities and therefore struggle to develop, and then articulate, the leadership skills they may possess when seeking employment.

Belinda Davis

Good leaders also have welldeveloped communication skills, the ability to think on their feet, and integrity, empathy and respect for others. However, you don’t learn leadership skills from your academic classes alone. The most powerful leadership training happens during your involvement in extra-curricular activities while at university, and there are numerous opportunities

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Also, think about your participation in student organisations as being more than just something extra that you are doing and rather as something critical for improving your marketability when you are applying for a job. Join organisations that are focused on leadership development and provide an environment where leadership skills are nurtured and encouraged.

Mariam Jassat

Student Employment Officer Student Counselling & Careers Centre UKZN: Pietermaritzburg Campus

Remember that leadership is about serving others and selfmanagement, and is not about being in charge and taking full control. In addition, effective leadership is also likely to involve ‘leading by example’. Leaders are visible to those around them and the adage of ‘practice what you preach’ will go far in inspiring those around you to follow your vision.

value of such activities in helping you to develop your skills.

Careers Counsellor Student Counselling & Careers Centre UKZN: Pietermaritzburg Campus

We often hear that ‘leaders are not born but are made’. So how do you make yourself a good leader? How then do you develop these essential skills that will empower and prepare you for the world of work? Some courses present you with the opportunity to develop your leadership skills. When selecting your courses, look for modules that will provide you with a chance to work in groups and lead projects. Also look out for life skills modules offered within the curriculum as well as workshops and programmes offered by Student Counselling and Career Centres or Student Development Centres which will allow you to enhance your leadership skills. Understand the

Looking for opportunities to learn valuable leadership skills while at university is a big challenge as this involves balancing your academic workload with part-time and volunteer work as well as your membership of clubs and societies. An important factor in addressing this challenge is to ask yourself what skills you want to acquire while at university that will give you the competitive edge when entering the job market. Those of you involved in student clubs and societies or volunteer work can attest to the learning acquired and the satisfaction experienced through this kind of involvement. “Every activity that adds to your academics teaches you valuable skills like multi-tasking, organisational skills, communication, teamwork, leadership skills” (Muniraa Matjila: 2007 UKZN graduate). ◼



CAREER ADVICE <<

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s a Unisa student you develop transferable skills differently when compared to traditional university students because it is an open distance learning (ODL) institution. You do most of your academic work independently and do not attend lectures, except for discussion classes once or twice a year, per course. A variety of skills is required to be a successful Unisa student, but all students should seek to develop these skills since they are often what recruiters look for. Employers generally look for self-starters, who are disciplined, can motivate and manage themselves and their time, work under pressure, research independently, and who can meet deadlines. Often, if you are successful academically you already have these skills, but if not, they can be developed. There are certain challenges you could face: I have noticed that procrastination is one of the chief challenges to successfully developing these skills, in particular, meeting deadlines. Secondly, you may find that the lack of close interaction with other students and lecturers cause you to feel isolated, especially if you are a student at a distance learning institution. Thirdly, many of you find it difficult to balance your studies and your personal or work lives. This is something that could be a problem later, in your professional life, when you seek work / life balance. Lastly, many of you struggle with your study load – this is often due to poor time management, yet there are ways of overcoming these challenges. Effective planning means that you will devote the necessary amount of time to each task in order to meet a deadline. For some of you this could mean using a chart to mark off how much time you’ll devote to certain tasks, others may decide to use a calendar and devote certain parts of the day to finishing an essay or studying for an exam. You could overcome isolation by networking with other students through social networking websites if face-to-face interaction is not possible. You could also participate in extra-mural activities – it’s surprising to see the range of skills these activities can develop. Lastly, communication skills are not only developed through interaction with other students but also through interacting with lecturers and tutors. These meetings are useful not only to ask questions about your work or assignments but also to discuss your progress. This sort of review can also be applied to your relationship with a future employer.

Mandu shows how developing certain skills now can prepare students for a competitive and challenging workplace – a top goal for her students.

It is important for you to note that if you are looking forward to working in a competitive and challenging environment, it will be highly important for you to develop these skills. Info on Careers Office The Careers Office at Unisa runs workshops and seminars that educate you in developing the abovementioned skills. Over and above this, you are encouraged to do vacation work (those who are not employed), work shadowing, participate in community and university activities, participate in activities organised by professional organisations and bodies, have mentors, and engage in life-long learning (formally and informally). ◼

Mandu Makhanya Career Development Advisor University of South Africa

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Bernice takes you through the initial stages of your job search.

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Your job search is a process and begins the moment you start thinking about life after you’ve completed your studies, and continues until you have accepted a job offer.

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tart your job search on a solid foundation by understanding how the process works and work your way successfully through each step towards your ultimate goal – your new job. Finding a job and finding the right job are two very different things. If you want to be successful in your job search, you should

”

focus on finding the right job. An important key to accomplishing that goal will be to spend the necessary time to properly prepare you for your job search. The first step in your job search is self assessment. In order to properly market yourself, you need to take time to discover yourself.

Take personal inventory of your: •

Education: Think about your favourite subjects, best subjects and academic achievements. What have you learnt from your academic, paid and volunteer experiences?

•

Abilities: They could be interpersonal, artistic, creative or organisational. List the jobs, tasks, or activities that you have most enjoyed. List things that you truly disliked about the work you have done. What are your work-related skills? Which skills do you enjoy using? Which skills are your strongest? Knowing who you are and what you have to offer will increase your job search success since you will be able to clearly communicate how your skills, strengths, and abilities match up with the job description and requirements.

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The better you know yourself, the better you will be able to make a match between what you are looking for in a job, and what an employer is looking for in you. Successful job seekers will take time to identify their specific skills, talents, abilities, interests, values, needs and goals.

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Interests & hobbies: These would include recreational activities, involvement in the community. What interests you? Consider the type of organisation you prefer. Small, medium, or large? Flexible or tightly structured? Think about work conditions – do you mind to travel? Are long hours okay? How much time do you need for non-work activities?

•

Goals: These include what you want to accomplish, the type of lifestyle you want to have or your ideal future. Consider your life goals as well as your work goals. What kind of position are you seeking? Where do you want to live? If you had no constraints, what would you like to be doing five years from now? What would help you to get there? Define your career goals. If you are not clear about what you want, you may wind up with a job you don’t want.



CAREER ADVICE << You must know yourself to the extent that you can look a prospective employer in the eye and tell him/her what professional and personal skills and characteristics you have that qualify you for the position you are applying for. Self-awareness helps you to conduct a more focused job search and seek out the best-fitting

job opportunities. This step is the foundation of your job search. After self-assessment, you should be able to research and explore career options that match your skills, interests, values and personality. Having a clear idea of who you are, what you can do, what you want to do, and in what

Try the following methods to gather information:

•

environment you want to do it, will enable you to develop your career objective. You need a plan of action for your job search. You need to identify employers and know specific information about each employer. How will you develop a list of potential employers and how will you contact them?

If the company is very small, do call them and ask them to send you some information.

•

Online assistance – visit the websites of the

organisations that interest you, online recruitment agencies, career related sites, job listing sites, employer directories, resume databases. •

•

Networking is an important part of you career development – make contacts, create alliances, build a support group and befriend people with similar career interests. Questions to ask people working in your field of interest might include: What do you like, or dislike, about working in this field? Could you describe an “average” day in your profession? Do you have any recommendations for someone interested in this field?

•

Check the NWU Career Centre Events and

Have a look at career books to see the sort of

jobs available. •

Read the annual reports of different

organisations that interest you. •

•

Speak to as many people as you can to find out what they do or have done in the job areas that interest you. Visit all career related events: information

sessions, workshops and career fairs to learn about the types of positions available in your field.

Calendar frequently – use the Career Centre’s

resources and advisors.

“Looking for a job proactively is not easy.” Looking for a job proactively is not easy. It requires commitment and lots of discipline. But those who continue to try will eventually reap the benefits. The key to a successful career choice is knowing yourself and what you want from your career, knowing what is available in the market place and being able to market yourself accordingly. The crucial element to securing a job is preparation. In today’s competitive job market, you are judged from the outset. In order to get an interview make

sure that your CV and covering letter are going to be noticed. Your curriculum vitae and your cover letter are the two most basic marketing tools for your job search. Developing an effective CV and a good, targeted cover letter is therefore essential. Getting the interview is the ultimate goal of your marketing tools. ◼

Bernice Smit Head: Graduate Recruitment North West University

31

>> CAREER ADVICE



Melodie and Lizanne offer advice to those of you who want to achieve work / life balance. Work / life balance through the eyes of a student

Q: How do you experience the challenge of balancing work and personal life? A couple of TUKS students give us their opinion.

>> ‘Work/life balance is about work I do for a living and aspects relating to my family, health and other interests taken together to form the work/life balance equation. Family and health is the biggest challenge to achieve this balance because it takes up so much time and energy, while work tends to enjoy priority.’ [Anonymous, 33, Technology Management Masters]

>> ‘Being able to do both without one interfering with the other.’ [Mpho Sehlako, 23, 3rd Year BCom Finance]

>> ‘For me, work/life balance means making a personal choice. Personally, I work to live instead of living to work, but that is my choice. Part of making that decision is to figure out for yourself what is important in your life. We all have 24 hours in a day and that is the reality, we need to divide our time between work, social and personal demands, and be flexible enough to compromise when necessary.’ [K N Rynners, 25, MCom Industrial Psychology]

Melodie Wheeler & Lizanne Conradie

University of Preto ria

32



CAREER ADVICE << Work / life balance in essence You all have an ongoing desire to achieve this balance. I think that in practical terms this means that you believe if you earn more, you’ll be able to relax on weekends and evenings and have a rewarding personal life as well as being successful professionally. The struggle ‘I struggle to achieve this. I always want to work less and enjoy life more but then you need to work to earn income (sic) so you can enjoy life.’ [Mpho Sehlako, 23, 3rd Year BCom Finance] Most of you will realise that your first job will not pay as much as you thought. After graduation, many students want to move into their own homes, perhaps get married, and because of this they need extra cash. Many graduates take on extra work and second jobs so that they can afford what they feel will be a rewarding personal and social life. Because of the extra hours, and hectic schedules, many feel burnt out within two years of graduating. ‘Students take two jobs in order to actively manage their expectations because they are fast spenders. Students want to meet every need they have instantly by spending so fast, and as a result, they get exhausted very fast because of overworking themselves.’ [Anonymous, 33, Technology Management Masters] Another challenge you might face is the myth that, if you participate in sport, belong to the culture society, take on an extra module, take a job as a waiter at the local restaurant, and attend all the social gatherings, you are a balanced person and therefore you will get a good graduate job. As one of our

Masters students, K N Rynners puts it: ‘Personally, I struggle at times, especially to meet all the demands placed on my time and energy, and the biggest challenge for me is to say “NO”. Sometimes you need to set realistic priorities, and follow through on them, despite what others may say. Another major challenge I face is procrastination, which has an enormous impact on my work / life balance. Delaying work or important activities just puts further pressure on the other facets of life.’ The solution You have to understand that work / life balance will not be achieved if you set your goals too high. Achieving this balance would become especially difficult if you work two jobs. This means prioritising your needs – knowing the difference between a necessity and a luxury. Some sacrifice early on can benefit you later. Working a second job to supplement your income could also affect your productivity in your main job – where you don’t give 110%. The exhaustion caused by the second job could affect your ability to perform well at your main job and jeopardise your possibilities for promotion. You should rather try and live on the income from the one job, shine there, and get promoted. Companies find graduates attractive since they have the opportunity to grow within the organisation and your future employer will recognise that you are giving the job your full attention. ◼

CAREER PLACEMENTS is a division of the Client Service Centre of the University of Pretoria. Over the past three years, Career Placements has grown into a one-stop job shop, assisting more than 150 employers in recruiting TUKS graduates through facilitating an annual Graduate Recruitment Programme on our campus. This includes events such as the Career Expo, Career Week (presentations), and the IT Employer’s day. Melodie Wheeler is the Deputy Director of Operations of the Client Service Centre at the University of Pretoria. She overseas numerous divisions including, Career Placements. The CSC provides a one-stop service for all the administrative issues that support their clients academic studies, such as student accounts, financing and bursaries, residence placements, cashiers, access cards, course consulting and more. Lizanne Conradie is the co-ordinator of the Career Placements centre in the CSC. She liaises with all the role players to ensure that students’ job placements are professionally facilitated, through the numerous channels and projects she manages annually.

33

>> CAREER ADVICE

Tshimangadzo answers some of your burning questions.

Tshimangadzo Daniel Sikhwari Student Counsellor: Career Development Unit University of Venda

What are the first steps I should take in my job search?

Looking for a job is one of the most important processes in the life of any individual. The job search process requires time, effort and commitment. This process also requires you to know possible sources of information which can lead to the job you want. Some of these sources are: newspapers (daily and weekend); personnel agencies (government and private); Career Fairs; personal contacts; and Career Centres. You may prefer to work through a personnel agency in your search for a job. The Department of Labour,

34

for example, has placement offices in major urban centres in South Africa, where graduates can submit their applications. Another option is to contact a private employment agency to assist in looking for a job. Career Fairs are very convenient sources of job information, in that employers come to the institutions to make presentations about job opportunities and how you can apply. So, it is important that final-year students and graduates should attend all the Career Fairs at their respective institutions. You can contact professionals working in the industry you are interested in. The contact can be in the form of informational interviews or by attending workshops and seminars on relevant topics. A visit to the Career Centre at your institution can also help you in your job search process. For example, you can look for information on companies/ institutions dealing directly with your career and try to find out about your job prospects. Can I use one covering letter for all my applications?

No. The purpose of the covering letter is to ensure the reader knows exactly what you are applying for, introduce you as a person, and make an impression. A strong covering letter should create an immediate favourable impression, illustrate your suitability for the position, and excite the employer’s interest. Remember that if the letter is written badly, the employer might not bother to look at your CV. The introductory paragraph should state the exact position for which you are applying. Refer to where you saw the advert and name the newspaper advertisement and date published. In the middle paragraphs, you could mention:

• what degree you are presently studying for, or have completed • your career and life goals • a summary of your personal expertise, skills and personal qualities • what your contributions to the company could be • why you want to work specifically for that company (in other words, why is that company the best one to work for) • any practical work experience you have had which would be of use in the position you are applying for The concluding paragraph should announce an interest in hearing from them soon, and a ‘thank you’ for their time. Sign your letter using your full name and always end on a positive note. How can I be a leader or manager one day?

A good choice of a career and achieving it is only possible after careful self-analysis and a thorough knowledge of that specific occupation. For managing people, you must have an interest in working with people; you must be a person who enjoys taking the lead and is able to work well with all kinds of people. It is advisable to seek professional advice when you want to find out what your interests are. You can consult career counsellors in your respective Career Centres. Career counsellors can also help you with information concerning your specific career. If possible, get a leadership position in student management structures within the institution or civic organisations in the community. ◼



CAREER ADVICE <<

Maritha gives you advice on how to be a leader and manager in your career.

O

ne does not have to be tall, well-spoken and goodlooking to be a successful manager/leader. A leader combines the attributes of a positive attitude, ambition, enthusiasm, integrity, determination, discipline, and work ethic. It is important to have clearly defined convictions and, more so, to have the courage of one’s convictions to see them manifest into reality. Leaders are not easily pigeonholed by age, gender, ethnicity, or any other demographic. What makes them stand out in a crowd is their record of achievement in their studies and careers. There are some important dimensions of leadership/management that are requirements for success: Vision

A leader has to generate a shared and common understanding of a dynamic and evolving vision for the future. To achieve this, a leader has to tap into all available networks to continually create new knowledge. Vision alone is not enough; it must be combined with inspiration and action.

while staying true to his/her values and living by example. Authenticity

Authentic leadership implies a lack of pretence. An authentic leader recognises his/her limitations and strives for excellence. Achieving authenticity in a world where our identities are created for us by mass-market media and the immediacy of the Internet is not easy. It requires courage, selfknowledge, compassion, and strong personal conviction. Mentor / role model

One of the most significant shifts in leadership recently is the renewed emphasis on mentoring and team development, which focuses on growing the next generation of leaders – leaders who will help others to grow and learn new skills, who will present people with new challenges and opportunities, and who will offer honest feedback and appraisal. A good leader listens – he/she picks up on other people’s emotions, supports them in the bad times, and encourages them in the good times.

Integrity, humility and wisdom

A leader earns people’s trust by being truthful, by honouring commitments, and by having the courage to stand up and be counted. A leader who respects people will in turn earn their respect. A leader can influence people by sharing knowledge and experience, which is enriched by learning and synthesis. Thus, any leader must ground his/her values in truth, commitment and courage

Any student can follow the National Career Development Guidelines Framework of America’s Career Resource Network to reach their full potential in becoming a leader/manager. • Develop an understanding of self to build and maintain a positive self-concept. • Develop positive interpersonal

Maritha Bosch Careers Officer Central University of Technology

skills, including respect for diversity. • Balance personal, leisure, community, learner, family and work roles. • Attain the necessary levels of education and performance to achieve personal and career goals. • Participate in ongoing, lifelong learning experiences. • Create and manage a career plan that meets one’s career goals. • Use a process of decision-making as an important component of career development. • Use accurate, current and unbiased career information during career planning and management. • Master academic, occupational and general employability skills in order to secure, create, maintain and/or advance employment. • Integrate changing employment trends, societal needs and economic conditions into one’s career plans. The most important words for a manager to remember to say are: “I admit that I was wrong.” “You did a great job.” “What do you think?” “Could you please . . .” “Thank you.” “We” The least important word: “I” References: http://www.acrnetwork.org http://www.leadership.co.uk Brian O’Connell: The Career Survival Guide. 2003. McGraw-Hill

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What is the difference between finding a job and embarking on a fulfilling career path? It means that you need to take the time now to find the right working environment for you – one that motivates and stimulates you – that makes you want to get out of bed in the morning!

In the following pages we explore your employers of choice. You have assessed what you are looking for from your future employers, so continue reading and discover which of these employers offer what you are looking for!

39

ABSA

A B

A

bsa is one of South Africa’s largest financial services groups offering a complete range of banking, bank assurance and wealth management products and services. Absa’s business is conducted primarily in South Africa. In addition to this, the Group has equity holdings in banks in Mozambique, Angola and Tanzania. At 31 December 2007, the Group had 679 million shares in issue and a market capitalisation of R75 billion. Absa made banking history by amalgamating four South African banks into the Amalgamated Banks of South Africa (Absa) in 2001/2. Absa is a subsidiary of Barclays Bank PLC, which holds a stake of 58,8% in the Group. recruitment 2009

We recruit for various vacancies throughout the year. Please visit our website for existing vacancies: ‘www.absa.co.za’. The Absa Graduate Development Programme recruitment starts on 30 April 2009 and closes 20 July 2009.

contact

FACTS

C D

number of employees

36 893 permanent employees offices

E

We have a footprint in every region in SA with equity holdings in Mozambique, Angola, Tanzania and Namibia.

F G

employee profile

Finance, Economics, Commerce, Accounts, Marketing and Sales, Strategy, Management, Operations, Legal, Maths and Stats, Actuarial Science, Business Administration, Information Technology and HR. salary policy

Individual salaries, based on the role, level, business area, qualifications and experience. average age

Visit our website ‘www.absa.co.za’.

34

trainee programmes

I J K L

gender

The Absa Graduate Development programme is aimed at final and postgraduate students as an access for entry level talent. Internationally aligned leadership programmes across all management levels, and performance related career and growth opportunities are in place for internal staff.

H

34,4% female and 65,6% male

M

personnel turnover

N

13,6%

O

ethics statement

P

Absa’s relationship with its employees is based on the organisation’s values of diversity, fairness, communication and transparency. Absa’s values are widely embraced within the organisation, and well entrenched in the daily activities of all our employees.

Q R

career paths

A key focus for Absa is an investment in, and recognition of its people by developing them through talent management, and rewarding them for outstanding performance. This is supported by a robust process focused on identifying high potential employees, with a view to developing them as future leaders.

S

i have:

vision

To be the best financial services provider in SA and selected African markets.

T

NOTES called he

e-mailed

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/ she said:

W

Absa will participate in most Career Fairs around the country and present to students at most universities. Find out more at your Careers Office on campus or on www.absa.co.za/ students (Absa Graduate Development Programme).

www.absa.co.za

U

X Y my impression:

Z 41

Choose Accenture for a career where the variety of opportunities and challenges allows you to make a difference every day. A place where you can develop your potential and grow professionally, working alongside talented colleagues. The only place where you can learn from our unrivalled experience, while helping our global clients achieve high performance. If this is your idea of a typical working day, then Accenture is the place to be.

www.accenture.co.za/southafrica/careers

© 2008 Accenture. All rights reserved.

It’s not where you started, it’s where you’re going that matters. Just another day at the office for a Tiger.

Accenture

A B

A

ccenture is a global management consulting, technology services and outsourcing company. Combining unparalleled experience, comprehensive capabilities across all industries, business functions and extensive research on the world’s most successful companies, Accenture collaborates with clients to help them become high-performance businesses and governments. With more than 186,000 people serving clients in over 120 countries, the company generated net revenues of US$23.39 billion for the fiscal year ended Aug. 31, 2008. recruitment 2009

FACTS

C

industry

D

Consulting markets

America, Asia Pacific, Europe, the Middle East and Africa. head office

contact

[email protected] or call 011 208 3000 or 021 408 3000.

trainee programmes

We offer a Trainee Programme to IT students.

ethics statement

Our Code of Business Ethics reinforces our core values and drives our culture of compliance, ethical decision-making and accountability. Our core values shape the culture and define the character of our company. They guide our behaviour and subsequent decisions. Accenture has six core values that continue to serve us well as an organisation: Stewardship, Best People, Client Value Creation, One Global Network, Respect for the Individual and Integrity. These simple yet powerful values have continually guided our decision-making, as well as our interactions with clients, the communities in which we work, and each other in pursuit of our vision.

F G

Chicago (USA) number of employees

We encourage you to engage closely with our graduate recruiting team to learn more about specific programmes on your campus. You can reach the team by sending an email to [email protected] or visit www.accenture.co.za/southafrica/careers to find out what’s new. We are in the process of continuous change and improvement.

E

1738 (South Africa)

H

offices

I

Johannesburg, Pretoria and Cape Town. employee profile

Our Systems & Integration Growth Platform looks for students who are budding technologists. We look for students with a background in Computer Science, Information Systems, IT, Software, Electronics and Computer Engineering. Our Management Consulting Growth Platform looks for students who are well versed in Strategy and Commerce. This positions them to deliver high-performance results to our clients. salary policy

We offer a total rewards package that comprises a base salary, benefits, bonus pay as well as training and development opportunities.

J K L M N O P

average age

31

Q

gender

career paths

People who choose Accenture discover a great place to work where exceptional career opportunities are as diverse as they are dynamic. As one of the world’s leading management consulting, technology services and outsourcing companies, we offer new recruits the opportunity to become high performing business consultants.

vision

To become one of the world’s leading companies, bringing innovations to improve the way the world works and lives.

45% female and 55% male

R S T

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If you want to challenge yourself with interesting work focused on delivering innovation and solutions, which enable our clients to achieve high performance, raise your sights and tell us more about yourself – by applying at ‘www.accenture.co.za/ southafrica/careers’.

www.accenture.co.za

U

X Y my impression:

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Allan Gray

A B

E

established in 1974, Allan Gray Limited is the largest privately owned investment management firm in southern Africa. Its clients comprise of institutional investors, principal retirement funds, medical aid schemes and endowments, and individuals. Clients invest through segregated accounts or collective investment funds. recruitment 2009

FACTS

C D

industry

Investment Management

E

markets

Allan Gray has offices in South Africa, Botswana and Namibia. head office

F

Cape Town

G

contact

number of employees

H

trainee programmes

offices

Vacancies are advertised on our website. Visit www.allangray.co.za/careers and follow the online application process.

615

[email protected] Various in-house training programmes are aimed at final-year and postgraduate students.

ethics statement

Allan Gray’s values are the fundamental cornerstones of how we recruit, manage and promote. Our values are: integrity, individual accountability, independent-mindedness, long-term orientation and passion.

career paths

If you are the kind of individual we are looking for, you probably have many companies competing for your attention. So why join us? We believe we have a compelling offer because we have: • A long-term track record of success • A professional, performance-driven work environment • A growing company, which provides lots of opportunities • Competitive remuneration aimed at rewarding the individual’s contribution • Distinct company values and culture

I

Cape Town, Durban, Johannesburg and Pretoria. All graduate trainees would be required to work in Cape Town, initially. employee profile

Administration, Compliance, Contact Centre, Distribution, Finance, HR, Investment Management, IT, Marketing and Risk.

L M

Market-related

N

average age

31

O

gender

P

56% female and 44% male

Q R S

vision

T

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W

Allan Gray representatives will be at selected universities as part of Career Fair days and on campus, company presentations. Come and hear about the opportunities available to you as a graduate.

www.allangray.co.za

K

salary policy

Due to our sustained business growth there are a range of opportunities for individuals in our client servicing, administration, finance, business analysis and IT environments. We strictly adhere to the principle of meritocracy and promote exceptional talent quickly. Long-term wealth creation for our clients.

J

X Y my impression:

Z 45

A lot of our best work is hidden beneath the surface

Unearth your true potential

You have far-reaching career ambitions that involve becoming a leader in your field. At Anglo American, we have set our sights on becoming the world’s leading global mining company. For us, this means being viewed as the investment, partner and employer of choice. We offer extensive training and development opportunities that will help you unearth your true potential. Join us in our journey of becoming the global leader. Visit us at www.angloamerican.co.uk

ANGLO GROUP

ANGLO AMERICAN

A B

A

nglo American is a global leader in mining and natural resources focused on adding value for shareholders, customers, employees and the communities in which the Group operates. The Group owns a well-diversified range of high quality assets covering gold, platinum, diamonds, coal, ferrous and base metals as well as industrial minerals, underpinned by considerable financial strength and technical expertise. Anglo’s businesses are involved in an array of value-adding products and services along a pipeline that extends from the initial mining or production of raw materials to, in some products, the ultimate consumer. recruitment 2009

We employ 200 graduate trainees each year. Applicants can apply throughout the year but as there are limited opportunities, it is advisable to apply as soon as your academic results are available.

contact

Visit our website ‘www.angloamerican.co.uk’.

trainee programmes

We have the Achiever Programme, the Management Development Programme and the Advanced Management Programme. We have also added a new programme called the Leaders in Anglo.

ethics statement

FACTS

C D

industry

Mining, Resources, Steel and Metals.

E

markets

Anglo American has operations in over 60 countries. head office

London

G

number of employees

H

Anglo American has 80 000 employees at its managed companies in southern Africa.

I

offices

S.A. head office in Johannesburg with operations all around the country.

J

employee profile

K

Engineers, Miners, Commerce, Information Technology, Finance and Geologists.

L

salary policy

Market-related salary and performance-based bonus.

M

average age

N

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Ensuring good relations between our operations and those communities that are affected by them is a key business priority for Anglo American. Prosperous and stable communities will support the success of our businesses.

O

gender

12% female and 88% male

P

career paths

Q

We are a mining and resources company. Our needs therefore span from geologists, geo-physicists and metallurgists to mining and rock engineers, through to corporate finance people. We have a great breadth of diversity of businesses. There are opportunities to work on international assignments as well.

R S

vision

A significant part of our vision is to be a global leader in mining, focused on adding value for shareholders, customers, employees and the communities in which we operate.

F

T

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W X

Our training in long-term initiatives are ongoing, with the number of trainees continuing to increase.

www.angloamerican.co.uk

Y my impression:

Z 47

The opportunity to reach your full potential

If you want the best for your future, join Anglo Coal for excellent, all-inclusive bursary opportunities, exciting vacation work opportunities and challenging and innovative graduate development programmes! Multiple sites across the country and globally. At Anglo Coal there are no limits to where your future can take you. We want: • Mining Engineers • Electrical, Mechanical and Industrial Engineers • Geologists • Metallurgical Engineers • Environmentalists and many more… Our website: www.angloamerican.co.uk Anglo Coal – we are an employer of choice!

ANGLO GROUP

ANGLO COAL

A B

A

nglo Coal is a division of Anglo American plc, a global leader in mining and natural resources. The Group’s coal interests are held through its wholly-owned Anglo Coal division, which is one of the world’s largest private sector coal producers and exporters. Up until 1997, Anglo Coal operations did not extend beyond South African borders. However, owing to the company’s strategic imperative of growth, it has enlarged its footprint to include Australia, Colombia, Canada, China and Venezuela, and will eventually include regions such as Russia. Anglo Coal produces thermal and metallurgical coals for international customers in the Med-Atlantic and Med-Pacific markets as well as customers in South Africa and Australia. A member of the World Coal Institute, Anglo Coal seeks to promote the concerns and interests of the wider coal industry’s environment, and to ensure the sustainability of the company in years to come. recruitment 2009

We award at least 40 bursaries on an annual basis. Our bursary selection process takes place between May and July of each year. Apply soon so you don’t miss an opportunity! We have between 120 and 140 graduate trainees on our world-class development programmes at any given point in time. Recruitment takes place on an ad hoc basis should a demand for additional skills be required.

contact

Visit our website ‘www.angloamerican.co.uk’.

trainee programmes

For graduates entering the world of work, there are dynamic development programmes in all disciplines. Once in our employ, the learning never stops. We have a range of development programmes that are offered and are often associated with renowned institutions like GIBS, Wits, Duke and others. The suite of programmes include: Anglo Achievers Programmes; Management and Executive Development Programmes; Leaders in Anglo and many more.

FACTS

C D

industry

Mining, Resources, Steel and Metals.

E

markets

Anglo American has operations in over 60 countries. head office

London

G

number of employees

Anglo American has 80 000 employees at its managed companies in southern Africa. Anglo Coal has close to 11 000 employees across its business units.

I J

S.A. head office in Johannesburg with operations all around the country.

K

employee profile

Electrical and Mechanical Engineers, Mining Engineers, Industrial Engineers, Commerce, Finance and Geologists. salary policy

Market-related salary and performance-based bonus. Continuous research to ensure we remain competitive.

L M N O P Q

We are a mining and resources company. Our needs therefore span from geologists, geo-physicists and metallurgists to mining and rock engineers, through to corporate finance people. We have a great breadth of diverse businesses. There are opportunities to work on international assignments as well. You are the owner of your destiny and although there are formalised career paths for all disciplines, a graduate can map out a career path that will allow him/her to best utilise their strengths.

vision

H

offices

career paths

A significant part of our vision is to be a global leader in mining, focused on adding value for shareholders, customers, employees and the communities in which we operate. The safety and health of stakeholders is of paramount importance.

F

R S T

NOTES i have: called he

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U V

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W Active participation in Career Fairs across the country. We will see you at your universities!! High performing graduates are given global opportunities!!!

www.angloamerican.co.uk

X Y my impression:

Z 49

A

GRADUATE DEVELOPMENT PROGRAMME

nglo Platinum is a large and

Graduate Development Programmes

successful mining and resources company that operates mines and metallurgical processing facilities in the North West, Limpopo and Mpumalanga provinces. It is the world’s leading primary producer of platinum and accounts for some 37% of the world’s newly mined platinum.

These training programmes are designed to give our graduates broad and generic skills in all aspects of the respective disciplines. Graduates are moved to several work sites within the group during their programme so as to obtain broad exposure and to benefit from centres of excellence that exist within the group.

In addition to this primary product, the company also produces significant quantities of the other platinum group metals including palladium, rhodium, osmium, ruthenium and iridium, as well as the base metal by-products nickel, copper and cobalt sulphate. The company has access to massive deposits of platinum ore that will last for a period of well over 50 years.

If interested please forward your CV and supporting documents to The Bursaries Department, PO Box 450, Kroondal 0350 or tel : (014) 596-0190/0333.

The people Anglo Platinum invests in the development of young professional people in a significant way through its large bursary scheme and graduate development programmes. Students who are in their final year of study in any of the following disciplines: Mechanical and Electrical Engineering, Analytical Chemistry, Metallurgy/Chemical Engineering, Geology, Rock Engineering, Mining Engineering, Mine Survey, Accountancy, Information Technology and Human resources (including Industrial Psychology), are eligible for entry into the company’s Graduate Development Programmes.

1

ANGLO GROUP

ANGLO PLATINUM

A B

A

nglo Platinum is a large and successful mining and resources company that operates mines and metallurgical processing facilities in the North West, Limpopo and Mpumalanga provinces. It is the world’s leading primary producer of platinum and accounts for some 37% of the world’s newly mined platinum. In addition to this primary product, the company also produces significant quantities of the other platinum group metals including palladium, rhodium, osmium, ruthenium and iridium, as well as the base metal by-products nickel, copper and cobalt sulphate. The company has access to massive deposits of platinum ore that will last for a period of well over 50 years.

FACTS

C D

industry

Mining and Resources

E

head office

Johannesburg

F

number of employees

Anglo Platinum employs about 60 000 permanent employees and contractors at its various operations.

G

locations

H

Anglo Platinum has its operations in the North West, Limpopo and Mpumalanga provinces.

recruitment 2009

We employ approximately 100 new graduates across disciplines every year. Although the bulk of this intake comes through our bursary scheme, we also invite external applicants from graduates, notably from Engineering disciplines.

contact

Visit our website www.angloplatinum.com or contact our bursary department on (014) 596 0190/0333.

trainee programmes

Anglo Platinum invests in the development of young professionals in a significant way through its large bursary scheme and graduate development programmes. Students who are in their final year of study in any of the following disciplines: Mechanical and Electrical Engineering, Analytical Chemistry, Metallurgy/Chemical Engineering, Geology, Rock Engineering, Mining Engineering, Mine Survey, Accountancy, Information Technology and Human resources (including Industrial Psychology), are eligible for entry into the company’s Graduate Development Programmes.

employee profile

Mechanical and Electrical Engineers, Mining Engineers, Chemical Engineers/Metallurgists, Rock Engineers, Geologists, Mine Surveyors, Analytical Chemists, and Finance.

I J K L

salary policy

Market-related salary

M

average age

39

N

gender

O

10% female and 90% male

P Q

These training programmes are designed to give our graduates broad and generic skills in all aspects of the respective disciplines. Graduates are moved to several work sites within the group during their programme so as to obtain broad exposure and to benefit from centres of excellence that exist within the group.

R S T

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W X Y

Look out for us on your campus in 2009.

www.angloplatinum.com

my impression:

Z 51

All inclusive done deal, you get: • Registration & tuition fees. • Residence and meal fees. • Book fees and pocket money. • Calculator and Computer allowances. • Paid vacation work.

We offer bursaries for studies in the following disciplines: • Bsc Geology / Engineering Geology. • Mining Engineering. • Metallurgical Engineering. • Mechanical Engineering. • Electrical Engineering (heavy current) . • Industrial Engineering. • Civil Engineering.

Exceptional Graduate Programme: • Formal and informal training for 2-3 years with a Mentor’s guidance. • Opportunity to register as a professional engineer with your professional body. • Opportunity to participate in the annual symposium with fabulous prizes to be won including a trip overseas. • Opportunity to further your studies • Comprehensive salary package including bonuses and bi-annual salary increase.

Not only a bursary, but a life time opportunity. Spot the dots to success.

We see what could be Spot your opportunity at www.kumba.co.za

ANGLO GROUP

Kumba Iron Ore

A B

K

Kumba Iron Ore is the best mining company to work for based on the prestigious Deloitte Best Company to work for Survey (2008) and listed in the top 10 companies overall in the same survey. Kumba Iron Ore is a focused producer of high grade iron ore and the fourth largest supplier of seaborne iron ore in the world. Currently, approximately 73% of Kumba Iron Ore’s total annual production is exported to 30 major customers in various geographical regions. Kumba Iron Ore’s principal operating assets are Sishen and Thabazimbi mines. Together, these two mines produce 32Mtpa of iron ore. The combined resources of the two mines exceed 2 billion tonnes of high quality iron ore. Kumba Iron Ore is a member of the Anglo American plc group.

FACTS

C D

industry

Mining

E

markets

Global

F

head office

Pretoria

G

number of employees

approx. 6000

H

employee profile

I

Engineers, HR, Finance, Marketing and SCM.

recruitment 2009

Application for bursary and graduate programmes in the Engineering fields of study can be done online at ‘www.kumba.co.za’. Bursary applications can be submitted from 1 March to 30 April of each year. Graduate recruitment is an ongoing process.

J

salary policy

Individual competitive salaries

K

average age

38

contact

Visit our website ‘www.kumba.co.za’.

L

gender

trainee programmes

Two to three year training programmes aimed at final-year and postgraduate students in Engineering disciplines. Various in-house training programmes also available.

12,4% female overall (5% in core mining) and 87,6% male

M N

personnel turnover

5%

O

ethics statement

We are passionate about integrity! Kumba Iron Ore has a comprehensive code of ethics all employees have to adhere to.

P Q

career paths

Kumba supports development of employees and opportunities within Kumba and the wider Anglo Group.

R

vision

S

To define a new frontier of operational and people performance in the mining industry.

T

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W If you want to be part of a winning team and the best mining company, Kumba Iron Ore is the right place to be. Join Kumba now and see what could be.

www.kumba.co.za

X Y my impression:

Z 53

AUDITOR-GENERAL OF SA

A B

T

he Auditor-General of South Africa (AGSA) has existed for approximately 95 years. Although the AGSA audits the public sector, it is not part of this sector. In 1993 the AGSA gained autonomy and was set apart from the public sector, so it is not bound to public service rules and regulations. The Constitution also ensures the AGSA’s independence. As a state institution that supports constitutional democracy, the AGSA is legally, financially and operationally independent and reports directly to Parliament. The AGSA is governed by its own act, the Public Audit Act, No. 25 of 2004 (PAA). To generate income, the AGSA charges government institutions for the audits it conducts. recruitment 2009

AGSA takes pride in developing a world-class group of professionals in its bid to deliver quality service to its clients. As such, it seeks to attract high achievers with its lucrative remuneration and developmental programmes. We are revamping our trainee programme, moving towards a paperless environment, as people will have access to our e-recruiting function and will be able to apply for positions online. We will focus on presenting our new, exciting programmes to universities and schools, ensuring that the AGSA brand is highly visible on campus.

contact

Recruitment Division, Auditor-General of South Africa, PO Box 446, Pretoria, 0001 Email: [email protected]

FACTS

C D

industry

Auditing

E

markets

Public sector

F

head office

Pretoria

G

number of employees

2200

H

offices

I

In all nine provinces of South Africa.

J

employee profile

Commerce, Accounting, Human Resources, Media, Reputation and Stakeholder Management, Governance, Finance, Transformation, Strategy and Information Technology. salary policy

Market-related salaries and performance-based incentives.

AGSA offers a Trainee Auditor Scheme made up of three learnerships which lead to the auditing profession. The learnerships are for those with undergraduate and postgraduate qualifications in Accounting, Auditing and Information Systems Auditing.

ethics statement

AGSA has a constitutional mandate and, as the Supreme Audit Institution (SAI) of South Africa, it exists to strengthen our country’s democracy by enabling oversight, accountability and governance in the public sector through auditing, thereby building public confidence.

24

approx. 51% female and 49% male

P

personnel turnover

Q

20%

R

turnover

R980 million to R1 billion

S

To be recognised by all our stakeholders as a relevant Supreme Audit Institution that enhances public sector accountability.

T

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vision

he

e-mailed

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W

AGSA offers undergraduate and postgraduate bursaries to eligible and deserving candidates who are set on studying for the professional qualifications of chartered accountant and registered government auditor.

www.agsa.co.za

M

O

gender

career paths

AGSA invests in a variety of careers servicing the Auditing and Corporate Services business units, where employees are developed to offer services of the highest quality to clients and other stakeholders.

L

N

average age

trainee programmes

K

X Y my impression:

Z 55

BDO Spencer Steward

A B

B

DO Spencer Steward provides auditing, risk advisory, tax consulting and financial advisory services to a wide range of clients. We are part of BDO International, one of the world’s leading accounting networks. We have the flexible, personal characteristics of a local firm, together with the expertise, worldwide network and strength of a large scale global player. Hence we are able to offer an excellent learning environment. At BDO Spencer Steward, you are not treated like a number. You’re at the heart of our business. You’ll receive all-round training on a range of interesting clients, within a supportive and fun working environment. So why not think differently and think BDO? recruitment 2009

We recruit throughout the year. Visit www.bdo.co.za or check us out on Facebook ‘www.thinkdifferent.co.za’.

contact

FACTS

C

Auditing and professional services.

D

markets

E

industry

BDO has over 670 offices in 110 countries.

F

head office

Brussels

G

number of employees

700

H

offices

I

Johannesburg, Cape Town, Durban, Pretoria and Port Elizabeth employee profile

Visit our website ‘www.bdo.co.za’.

trainee programmes

We are looking for ambitious, motivated trainee accountants who wish to qualify as chartered accountants. We offer training contracts in accordance with the South African Institute of Chartered Accountants training programmes.

ethics statement

We all subscribe to the firm’s Core Values, which are underpinned by our statements of Values Behaviour. Our Values are: - a passion for principles - fun is fundamental, teamwork is everything - exceeding expectations, every time - inspired thinking brings inspired results

career paths

Our staff work in the following service lines: Auditing, client accounting, risk advisory (including internal auditing), taxation (corporate and individual), corporate finance, company secretarial, employee benefits, financial services, HR consulting and IT consulting.

K

salary policy

N

Market-related base salaries.

32

To be the preferred accounting firm in our chosen markets, and a credible alternative to the bigger firms, able to provide the advantages of a global firm with flexibility, personal service and an intimate knowledge of local markets.

approx. 50% female and 50% male

Q

2,5%

R

turnover

S

R240 million

T

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M

P

gender

i have:

vision

L

O

average age

personnel turnover

As a growing mid-tier auditing firm, qualified staff have the opportunity to advance their careers fairly quickly and can progress to partner level early within their careers. Being a multi-disciplinary firm, we offer a variety of career choices for our staff once they qualify. There is also a chance to work internationally on secondment to another BDO firm. Partners make time for and invest in our employees. Each audit trainee is mentored through a career path which is set out when they join us.

J

e-mailed

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W BDO Spencer Steward will visit a number of university Career Fairs around the country and we will expand our collaboration with universities. Come and visit our stand to tell us more about you and learn more about us.

www.bdo.co.za

X Y my impression:

Z 57

BHP BILLITON ENERGY COAL SA (BECSA)

A B

B

HP Billiton Energy Coal South Africa (BECSA) is one of the largest producers of energy coal in South Africa. BECSA operates three collieries in the Witbank/Middleburg area of Mpumalanga. We are also fully committed to growing and developing Mpumalanga through its mineral wealth and believe in the equitable distribution of mineral resources, with the aim of realising its vision of being BEST IN CLASS. BHP Billiton is all about smart technology, innovation and great talent. If you want a challenging career and a chance to explore resource opportunities as well as your ambitions, we’re the company for you. Think Ahead. Think BHP Billiton. recruitment 2009

http://www.bhpbilliton.com/bb/peopleEmployment.jsp

FACTS

C D

industry

Resources

E

number of employees

5298

F

offices

Witbank and Middleburg.

G

employee profile

Engineering (Mining, Metallurgical, Chemical, Mechanical, Electrical), Geology, Health & Safety, Environmental, Finance & Accounting, HR, Administration and Project Management.

Visit our website ‘www.bhpbilliton.com’.

trainee programmes

Undergraduate and postgraduate bursaries, two-year Graduate Trainee programmes, internships, vacation work and workplace conversion programmes.

ethics statement

To prosper and achieve real growth, we must: • Actively manage and build our portfolio of high quality assets and services. • Continue the drive towards a high performance organisation in which every individual accepts responsibility and is rewarded for results. • Earn the trust of all stakeholders.

Our employee proposition starts with the BHP Billiton culture, includes exciting career opportunities, working for the industry leader and ends with a competitive remuneration package. gender

L M

personnel turnover

N

0.22%

O P Q

Employees have clear job requirements and their performance, adherence to values and behaviours are assessed in a consistent, fair and transparent manner. This includes balanced and realistic feedback and the identification of development and training needs, to realise their full potential.

R S

vision

T

NOTES

‘BEST IN CLASS’

i have: called

www.bhpbilliton.com

K

18% female and 82% male

career paths

A total of 89 students have been awarded bursaries and will be enrolled for the Graduate Trainee programme at BECSA. Within this total of bursars 78% are female and 22% are male. In 2009 we will spend R21 million on research and development in support of empowerment and transformation.

I J

salary policy

contact

H

he

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W X Y my impression:

Z 59

BRING YOUR DIFFERENCE At BAT South Africa, we’re always looking for highly talented, energetic and dedicated people who can make a real contribution to our continuing success. We want people who never stop learning - continually building their own capabilities and sharing their successes and failures within a global organisation. This is an exciting place to work. We hand out responsibility early and reward flair and success. Our commitment to teamwork is strengthened by our emphasis on diversity and individuality. Our people are completely engaged in their work, passionate about what they do and fulfilled by their careers. Most of all, we’re looking for people to generate ideas that can build a truly competitive advantage and can help make our company outstanding.

If you are committed to development and eager to launch a career in an exciting global organisation, Bring Your Difference by logging on to www.batsacareers.co.za and apply. BRING YOUR DIFFERENCE

British American Tobacco

A B

B

ritish American Tobacco South Africa (BATSA) is the largest manufacturer of cigarettes in South Africa. Our company enjoys over 90% market share in a country where one out of every four adults chooses to smoke or use tobacco products. Globally, we are the largest tobacco group, listed on the stock market by market share, outside the USA. BATSA believes that its success can be attributed to the attitude and talent of its human capital. It invests more than 6% of its payroll in development and training, which makes the company one of the top investors in people, in South Africa. We currently spend over R30 million annually on corporate social investment projects, mainly in the areas of sustainable agriculture, empowerment, civic life and HIV/Aids. recruitment 2009

We recruit annually. New vacancies will be announced on our careers webpage ‘www.batsacareers.com’.

FACTS

C D

industry

Fast Moving Consumer Goods

E

markets

180 markets globally

F

head office

London (UK)

G

number of employees

2000

H

offices

I

Nine distribution and trade marketing offices located throughout South Africa; a head office in Stellenbosch and a factory in Heidelberg (Gauteng).

contact

employee profile

trainee programmes

Finance, Strategic Planning, Operations and Supply Chain, Marketing, Human Resources, Information Systems, Communications and Legal.

[email protected] The Global Management Trainee Programme – British American Tobacco’s graduate development programme – is a substantial and rigorous programme. It extends over approximately two years and is designed to prepare graduates to become our next generation of leaders.

K L M N

ethics statement

O

Our Standards of Business Conduct set out key expectations for the British American Tobacco group and employees worldwide. The standards form an integral part of the Group’s corporate governance and, together with the business principles, underpins BAT’s commitment to corporate responsibility.

P Q

career paths

R

The Global Management Trainee Programme is designed to attract, develop and feed high-performing talent into the leadership pipeline after a structured two-year programme. The programme has an ambitious aim to grow and groom the new generation of potential leaders.

S

vision

T

NOTES

No.1 For Everyone

J

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W Managers from BATSA will visit a number of universities around the country in 2009. More information may be obtained at your university careers centre.

www.bat.com

X Y my impression:

Z 61

Citi

A B

C

iti has emerged as the most exciting financial services company in the world, a place where clients want to do business and employees want to build their futures. As a result, we are able to provide our employees with a breadth of career opportunities that is truly without equal. The people of Citi put customers first and are constantly striving to improve their performance. Ours is a company for people who have a sense of urgency and excitement, who are candid, insightful and creative, and who thrive in an environment of change, challenge and competition. We value people who are committed to excellence in whatever they do, and we, in turn, are committed to creating an environment in which they can thrive and build a solid career. recruitment 2009

All vacancies are advertised on our website – ‘www.citibank.co.za’.

contact

[email protected] or [email protected]

FACTS

C D

industry

Markets and Banking

E

markets

Global

F

head office

New York

G

number of employees

374 in South Africa

H

offices

I

Johannesburg, Cape Town, Durban and Port Elizabeth.

J

employee profile

trainee programmes

A two-week Vacation Programme aimed at providing students with exposure to the Corporate and Investment Banking world. The Management Associate Programme is aimed at rotating candidates throughout the bank and across the division.

ethics statement

Every day, in the more than 100 countries where we do business, Citi’s 340,000 employees carry forward a legacy some 200 years in the making. It is a legacy of service, integrity, and leadership. With this legacy and the role we play in the global economy, come great responsibilities that are shared by every employee on behalf of our clients, each other and our franchise.

career paths

Citi is a great place to build a career. No financial institution is as well positioned as we are to take advantage of today’s international opportunities. The strength of our brand is unmatched by any other company in our industry. We are proud of our diverse workforce and fully support global opportunities.

Finance, Management, Business Administration, Commercial Marketing, Economics, Commerce, Human Resources, Information Technology, Law, Logistics and Accounting.

K L M

salary policy

Salaries are market-related with a discretionary bonus based on performance. average age

N

34

O

gender

P

approx. 42% female and 58% male

Q

turnover

Over US$300 million

R S

vision

We continually seek new talent and set high standards for those who join our team. We want every employee to have a vested interest in our company – to care about each other, the quality of our products and services, and to deliver value to our clients and shareholders. This forms the basis of our core values.

At Citi, we have a strong tradition of attracting bright and diverse employees who are driven to succeed for our clients and make a difference in the lives of people, organisations and communities around the world. We will be making presentations during Graduate Recruitment weeks at universities across SA.

www.citi.com

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Z 63

Do you want a Day job or a fast-moving, high learning career? You are soon to start your career. Either you can sit comfortably in just any day job or you can choose a challenging ride at the City of Cape Town. This pulsating city of over 3 million people is experiencing a wave of urban growth covering everything from mega new housing developments to the replacement of infrastructure and preparations for World Cup 2010 and beyond.

Growth like this will lead you to high early responsibility, 360 degree project involvement, exposure to management at every level, interaction with other professionals, a career-enhancing depth and breadth of experience and a team spirit, so infectious, you’ll be regularly outperforming yourself. Even our remuneration packages will come as a pleasant surprise! • Architecture • Auditing • Civil Engineering • Electrical Engineering (HC) • Financial Accounting • Forensics • Health Professionals • Horticulture • IT & Systems • Land Surveying • Landscape Architecture • Legal • Mechanical Engineering • Project Management (Engineering & The Built Environment) • Quantity Surveying • Risk Management • Town & Regional Planning • Traffic Engineering • Transport Engineering • Transportation Planning • Urban Design. If you’re soon to graduate in one of these fields, please e-mail your CV and covering note in confidence to [email protected]

ayanda mbanga communications (cape) 16809

This will get you on to our newly launched recruitment database that we’ll very soon be vigorously mining to maintain our exciting growth rate.

City of Cape Town

A B

B

esides being the premier holiday destination of choice, the City of Cape Town is a world-class employer. Employing over 22 000 members of staff in a wide range of professional disciplines, the City provides ongoing personal challenges and career opportunities. With close attention to career pathing and personal development, the City is finding ways to ensure that professionals are able to develop and grow. So too the challenges inherent in being a 2010 host city as well as the need to foster economic growth in the region, make for exciting opportunities to be innovative. As a key service delivery provider to the citizens of Cape Town, we provide a home for professionals seeking to make a difference. recruitment 2009

The City is actively recruiting for a number of positions across multiple disciplines.

contact

[email protected]

trainee programmes

Trainee programmes include internships, learnerships, graduate training programmes and bursaries (internal & external). A wide range of training interventions linked to Personal Development Plans. The City has an annual training budget of R44million.

FACTS

C D

industry

Public Sector/Local Government

E

markets

The citizens of Cape Town.

F

head office

Cape Town

G

number of employees

22 600 in South Africa.

H

employee profile

I

Our service offerings are so diverse that we employ and develop across multiple professional disciplines. Currently we are focusing on areas of scarce skills such as all professions within the built environment (specifically engineers and planners), Finance, Legal, IT, Forensics, Audit and Medical.

ethics statement

career paths

The City invests in the continuous development of its employees and has developed the frameworks for creating career paths with succession planning, personal development plans (linked to performance), as well as the supporting developmental interventions.

L

We offer competitive salary packages aligned to private and public sector markets.

M

average age

N O

personnel turnover

approx. 6%

P

turnover

Q

Total Capital Budget of R5.4 billion Total Operating Budget of R20 billion

R S

vision

A prosperous city. Effective and equitable service delivery. A well-governed and efficiently run administration.

K

salary policy

42

The City, as diverse in the services it delivers as the people it employs, subscribes to the ethics of equitable and effective service delivery, an administration responsive to the needs of the communities it serves, promoting fairness in the workplace coupled with care and concern.

J

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W Build up to the 2010 FIFA World Cup: Exciting, ground breaking transport related projects, multiple projects that foster economic growth and a sustainable future.

www.capetown.gov.za

X Y my impression:

Z 65

CSIR

A B

C

onstituted by an Act of Parliament in 1945, the CSIR is one of the leading scientific and technology research, development and implementation organisations in Africa. The organisation undertakes directed and multidisciplinary research, technological innovation as well as industrial and scientific development to improve the quality of life of the country’s people. The CSIR is committed to supporting innovation in South Africa to improve national competitiveness in the global economy. Science and technology services and solutions are provided in support of various stakeholders, and opportunities are identified where new technologies can be further developed and exploited in the private and public sectors for commercial and social benefit. recruitment 2009

New vacancies are announced on ‘www.csir.co.za/vacancies.html’.

contact

Phone: +27 12 841 2911, Facsimile: +27 12 349 1153, Email: callcentre@csir. co.za or visit our website ‘www.csir.co.za’.

trainee programmes

Various career development programmes: internship programme, studentship, research professionals development, exchange programme, sabbaticals programme, postdoctoral programme. See website for information: ‘www.csir.co.za/career_development.html’.

ethics statement

The CSIR is committed to fairness, transparency, honesty, objectivity, credibility, integrity and, most importantly, accountability in its business affairs, inside and outside the organisation. This is based on a fundamental belief in honest, fair and legal conduct in all business activities.

career paths

The CSIR is a place of continual learning with formal career ladders and personal enrichment programmes. We help our people to use their diversity, ingenuity and energy to realise tomorrow’s potential. Here you can be part of a team that changes people’s lives for the better!

FACTS

C D

industry

Research and Development (R&D)

E

markets

International collaboration

F

head office

Pretoria

G

number of employees

2 300

H

offices

I

Pretoria, Johannesburg, Nelspruit, Port Elizabeth, Durban, Stellenbosch, Pietermaritzburg, Hartebeesthoek. employee profile

Research base: Scientists, engineers, technologists Professional: Management, legal, information technology, human resources, communication, finance, skills & training.

L M

Individual salaries based on job bands.

N

average age

25-40

O

gender

P

39% female and 61% male

Q

turnover

Operating income (2007/08): R1 217,9 million

R S

To improve the quality of life of South Africans and to empower industry through relevant R&D.

www.csir.co.za

K

salary policy

vision

The CSIR is committed to transformation and offers a workplace where people are allowed space to realise their potential in an environment that enables creativity and innovation, whilst fulfilling their personal ambitions and goals. 2009 will see an intensified outreach to learners and students across South Africa. There are myriad growth opportunities and further training and development programmes within the CSIR. Formal relationships with tertiary education institutions exist, identifying areas of research collaboration and skills development. We also participate in career expos and relevant shows.

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Z 67

DELOITTE

A B

D

eloitte Touche Tohmatsu is an organisation of member firms devoted to excellence in providing professional services and advice. We are focused on client service through a global strategy executed locally in nearly 150 countries. With access to the deep intellectual capital of 120,000 people worldwide, our member firms (including their affiliates) deliver services in four professional areas: audit, tax, consulting and financial advisory services. They serve over one-half of the world’s largest companies, as well as large national enterprises, public institutions and successful fast-growing global companies.

recruitment 2009

We welcome talent applications throughout the course of the year. Have your most recent academic transcripts and an updated copy of your CV ready.

FACTS

C D

industry

Auditing and professional services.

E

markets

Deloitte has offices in 150 countries.

F

head office

New York

G

number of employees

3 600

H

offices

I

Johannesburg, Pretoria, Cape Town, Port Elizabeth, Durban, Pietermaritzburg and Richards Bay. employee profile

contact

Auditing, Tax, Corporate Finance, Legal, Technology, Financial Advisory Services and Consulting.

www.deloitte.com/za 0861 CALL DT Facebook

Structured around total cost to company.

trainee programmes

ethics statement

Deloitte has a code of ethics which comprises two components: firstly, ethical principles, which have been adopted by all members of the international DTT organisation and secondly, our code of professional conduct that sets our guidelines on the application of the ethical principles to everyday situations.

M

average age

35

N

gender

55% female and 45% male

O

turnover

P

R2 billion

Q

career paths

R

Aligned to our aim to exceed clients’ expectations, is the time and investment we make in challenging and growing our people. As a multidisciplinary firm, there is a range of career choices open to our people.

S

vision

To be recognised as the “standard of excellence” among professional firms in southern Africa.

K L

salary policy

We offer Training Inside Public Practice (TIPP) during our three-year training contracts.

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Be on the lookout for very exciting announcements by Deloitte.

www.deloitte.com

Y my impression:

Z 69

The DeparTmneT of foreign affairs

mission

We are committed to promoting South Africa’s national interests and values, the African Renaissance and the creation of a better world for all.

sTraTegic objecTives

1.Through bilateral and multilateral interactions to protect and promote South African National interests and values. 2.Conduct and co-ordinate South Africa’s international relations and promote its foreign policy objectives. 3. Monitor international developments and advise government on foreign policy and related domestic matters. 4. Protect South Africa’s sovereignty and territorial integrity. 5. Contribute to the formulation of international law and enhance respect for the provisions thereof. 6. Promote multilateralism in order to secure a rules-based international system. 7. Maintain a modern, effective and excellence-driven department. 8. Provide consular services to South African nationals abroad. 9. Provide a world-class and uniquely South African State Protocol service.

values

The Department of Foreign Affairs adheres to the following values: • Patriotism • Loyalty • Dedication • Ubuntu • Equity • Integrity • Batho Pele •

Together – working for a better life for all

www.dfa.gov.za

DepARTMENT of Foreign Affairs

A B

T

he Department of Foreign Affairs is committed to promoting South Africa’s (SA’s) national interests, its values, the African Renaissance and the creation of a better world for all. Its key role involves the conduct and co-ordination of South Africa’s international relations, as well as the promotion of the country’s foreign policy objectives through bilateral and multilateral interactions. The Minister assumes overall responsibility for all aspects of South Africa’s international relations, in consultation with the President and the Cabinet. Other focal areas include the promotion of investment, trade and tourism. The Department also provide consular service to its citizens abroad. The Department is interested in people possessing the will to promote SA’s national interests.

FACTS

C D

industry

Diplomacy

E

markets

123 Missions across the world.

F

head office

Pretoria (RSA)

G

number of employees

1634 in South Africa

H

offices

I

Pretoria

recruitment 2009

We have two recruitment cycles annually – February and July. However, recruitment takes place during the year in response to the Department’s capacity needs. Our posts are advertised in the Sunday Times and City Press newspapers. Applicants are required to respond to an advert and adhere to the requirements stipulated in the advert.

contact

J

employee profile

Graduates in International Relations / Diplomacy, Humanities, Commerce, General Management and ICT.

L

salary policy

Basic salary and service bonus. Additional: Performance-based bonus, medical aid subsidy, pension fund, study bursary and housing subsidy.

www.dfa.gov.za or call (012) 351 1000.

trainee programmes

The Diplomatic Academy is responsible for the training of South African Diplomats. General skills training and bursaries are also offered to full-time employees. Special Programmes include the following: Cadet, Internships and Learnerships.

ethics statement

We are committed to the following values: Patriotism, Loyalty, Dedication, Ubuntu, Equity, Integrity and Batho Pele.

K

M N

average age

34

O

gender

54% female and 46% male

P

personnel turnover

Q

9%

R

career paths

The Department of Foreign Affairs offers a range of career choices in the fields of International Relations and Law, as well as in Management and Administration (ICT, HR, Marketing & Communication, Finance, Internal Audit and Supply Chain Management).

vision

Our vision is an African continent that is prosperous, peaceful, democratic, non-racial, non-sexist, united and which contributes to a world that is just and equitable.

S T

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W The Department will be participating in SABC Career Exhibitions in different provinces. We will also be participating in university career programmes.

www.dfa.gov.za

X Y my impression:

Z 71

Dimension Data

A B

F

ounded in 1983, with its head quarters in South Africa, Dimension Data is a specialist IT services and solution provider that helps clients plan, build and support their IT infrastructures. The company applies its expertise in networking, security, operating environments, storage and contact centre technologies and its unique skills in consulting, integration and managed services to create customised client solutions. Dimension Data’s rich history in networking has placed the company at the forefront in helping clients simplify and consolidate their IT infrastructures through Internet Protocol (IP) convergence. In addition to bringing strong domain expertise in implementing IT infrastructure, Dimension Data works closely with its clients to solve critical business issues through technology. recruitment 2009

Due to our rapid growth, we recruit continuously via our website: www.dimensiondata.com as well as other leading online sites and we have our own internal recruitment division – ‘[email protected]’.

contact

FACTS

C

industry

D

Information Communication Technology markets

Middle East & Africa (including South Africa), Europe, Australia, Asia and the Americas. head office

Johannesburg (South Africa)

trainee programmes

We have a one-year graduate fast track programme that runs annually aimed at IT (Information Technology) graduates, as well as a one-year learnership programme. There are various in-house training programmes offered through our corporate university, DDU (Dimension Data University).

ethics statement

The Dimension Data Group embraces the highest standards in its business activities. It is open, honest and considerate in its dealings with customers, suppliers, members of staff, associates and all groups and individuals with whom it has contact and dealings.

career paths

Over 5 000 in the Middle East and Africa (including SA) and over 10 000 globally. offices

Johannesburg, Cape Town, Durban, Port Elizabeth and East London; Nigeria, Kenya, Botswana, Namibia, Angola, United Arab Emirates and Saudi Arabia – as well as in our global territories such as Asia, Americas, Europe/UK and Australia. Information Technology/Systems, General & Project Management, Solution Architects, Desk Top Engineers, System & Voice Engineers, HR, Finance, Marketing/ Communications, Administration and Call Centre staff. salary policy

We are guided by our Global Reward and Peformance Policy which aims to ensure we offer market-related packages and that we appropriately reward high performance. average age

34

vision

approx. 14% per annum Over R8 billion for the Middle East and Africa. $4.5 billion globally.

www.dimensiondata.com

he

K L M N O

e-mailed

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J

R

turnover

i have:

In 2009 we will be launching our Saturday School mentorship programme which aims to give our employees the opportunity to mentor a disadvantaged Grade 12 pupil, offering career guidance and other key lifestyle skills. The Saturday School programme has been going since 1995 as one of our key corporate social investment initiatives, aimed at helping pupils reach their full potential by bolstering their maths, science and computer science skills to ensure they are adequately equipped to pursue a tertiary qualification.

I

Q

personnel turnover

To be the world leaders in the provision and management of IT infrastructure solutions to help our clients meet their business goals.

H

P

gender

31% female and 69% male

Dimension Data invests heavily in our employees across our four learning centres: Leadership & Management, Sales, Technical & Delivery and Business Skills. Each employee has a Personal Development Plan (PDP) which is discussed and documented, this then maps out their development goals and achievements.

F G

number of employees

employee profile

For graduate recruitment, contact: ‘[email protected]’.

E

had a meeting

U V

/ she said:

W X Y my impression:

Z 73

johannesburg +2711 269 7600 cape town +2721 410 2500 stellenbosch +2721 808 6620 durban +2731 301 9340 [email protected]

Edward Nathan Sonnenbergs

A B

A

s one of the country’s oldest, largest and most respected law firms, we at Edward Nathan Sonnenbergs (ENS) are devoted to providing top-quality legal, tax and forensics services to our clients, offering innovative and creative solutions tailored specifically to individual client needs and wants. We maintain our reputation by constantly re-inventing ourselves and challenging employees to create inspired solutions which mirror the changing political, social, economic and environmental landscape of South Africa. ENS was the first law firm in the country to have established pro bono offices in the heart of historically disadvantaged communities – Alexandra in Johannesburg and Mitchells Plain in Cape Town. From these offices, practitioners provide free legal advice and related services to the underprivileged.

FACTS

C D

industry

Legal Tax Forensics

E

markets

Global, but mainly Africa and South Africa

F

number of employees

691

G

offices

Johannesburg, Cape Town, Stellenbosch and Durban.

H

employee profile

I

Law, Tax and Forensics.

recruitment 2009

We actively recruit new talent by participating in open days and attending road shows at universities across the country. To be part of our mid- or end-of-year VAC programme, or to do your articles at ENS, send a winning motivation letter, comprehensive CV, full academic transcripts and any supporting documentation to: [email protected], [email protected] or [email protected] or alternatively fax it to (011) 269 7899 / (021) 410 2555.

J

ethics statement

Our company culture is defined by eight core values to which all employees subscribe and are happy to be measured against. These values are Collegiality, Diversity, Excellence, Integrity, Passion, Social Responsibility, Teamwork and Transformation. These values set the tone and culture of the firm.

K L M

contact

average age

34

N

trainee programmes

gender

approx. 65% female and 35% male

O

personnel turnover

P

[email protected] ENS has put in place a Training and Development Task Force who focus on driving the firm’s training programmes, as well as internal seminars and workshops to develop ideas and grow business intelligence. A formal mentorship programme aimed at developing young practitioners is also in place. All principals at ENS are obliged to involve their CAs as deeply as possible in their practices and their own performance is rated according to the training they deliver.

approx. 5%

Q

turnover (sa only)

R500 million

R

career paths

S

ENS invests heavily in recruiting, developing and retaining top SA talent. Because ENS is committed to hiring talented employees, we set the benchmark for salaries in the legal industry, have a comprehensive medical aid scheme and a flexible maternity leave programme.

i have:

vision

Our vision is to be the African law firm of choice - innovative, world-class and solution driven.

T

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W

Come and visit our stand at road shows and universities throughout the country. Visit our website problemsolved.co.za for more information on the firm and how to apply for positions at the firm.

problemsolved.co.za

U

X Y my impression:

Z 75

ERICSSON

A B

E

ricsson is a world-leading provider of telecommunications equipment and related services to mobile and fixed network operators globally. Over 1 000 networks in 140 countries utilise our network equipment, and 40 percent of all mobile calls are made through our systems.Through our Sony Ericsson Mobile Communications joint venture, we offer a range of mobile devices, including those supporting multimedia applications and other services allowing richer communication. We invest heavily in Research and Development, and actively promote open standards and systems. Also reflecting our ongoing commitment to technological leadership, we have one of the industry’s most comprehensive intellectual property portfolios, containing over 20 000 patents. recruitment 2009

We are always looking for talent – all over Africa! To find out more visit: ‘www.ericsson.com/ericsson/careers/join_us/job_search/index.shtml’.

contact

‘www.ericsson.com’ or ‘[email protected]’.

trainee programmes

Ericsson currently has opportunities for graduates to grow their careers in the sales arena. Our two-year graduate programme incorporates international and local training as well as work exposure. A technical or commercial qualification is required. A graduate programme in Services has been established and a graduate programme in System Integration is planned for the future.

ethics statement

We believe that all employees and potential employees must clearly understand what our company stands for and where our opportunities lie. According to CEO Carl-Henric Svanberg, “The future of Ericsson depends on strong leadership that adheres to a core set of values and principles. These define the way we work. They also shape the way our customers see us and strengthen the bonds of their trust. When employees in 140 countries consistently apply our values and principles, we gain the most powerful advantage we have for attaining our vision of global leadership.”

career paths

FACTS Telecommunications

E

markets

Global

F

head office

Stockholm (Sweden)

G

number of employees

H

681 – South Africa 1751 – sub-Saharan Africa

I

offices

Johannesburg

J

employee profile

Engineers, Business Consultants, Sales, Marketing, Finance/Commerce, HR and IT Specialists.

Working in a competitive market Ericsson recognises that remuneration packages must be aggressively positioned to ensure that the right talent is acquired and retained. average age

M N

approx. 36/37

O

gender

P

approx. 30% female and 70% male

Q

personnel turnover

approx. 7%

R S T

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Ericsson recognises the current economic situation which impacts 2009, but we nevertheless continue to forge ahead in our persuit of excellent talent.

www.ericsson.com

K L

salary policy

i have:

Our vision is to be the prime driver in an all-communicating world! Creating a world where people can communicate with whomever they wish, without limitation, will yield a remarkable freedom: Freedom of communication that will knit together the people of the world with threads of unprecedented mutual understanding and respect.

D

industry

Ericsson has Career Models per business unit. Jobs are plotted from entry level to senior level, along with job descriptions and recommended competence plans. Our Individual Performance Management system allows individual growth and career development planning. As a high growth market, Ericsson Market Unit sub-Saharan Africa (MUSA) offers dynamic career opportunities and travel.

vision

C

Y my impression:

Z 77

Day one is just the beginning Day one. It’s where all the hard work pays off. Where you set your goals, achieve your ambitions and reap the rewards. It’s where the future is there for the taking. And your best is yet to come. From the day you join us, we’re committed to helping you achieve your potential. So, whether your career lies in assurance, tax, transaction, advisory or core business services, shouldn’t your day one be at Ernst & Young?

What’s next for your future? www.ey.com/careers

!@#

About us...

Ernst & Young

A B

S

ome 130,000 people in 114 different countries are united by the FACTS C company’s shared values Company and an unwavering commitment to name Ernst & Young Ernst & Young is a global quality. Ernst &ofYoung employees by helping industry leader in the provision Industrymake a difference Global leader in the provision of assurance, tax, transaction and D advisory We servicesGlobal leader in the provision of assurance, tax, clients wider communities achieve their full potential. assurance, tax, and transaction transaction and advisory services. Europe, the Middle Markets We are positioned in Western and Eastern recently integrated 87 country in Western and Eastern Europe, and advisory services. Somepractices E East, India and Africa the Middle East, India and Africa into a new EMEIA Area. 130,000 people in 114 markets Head office London different countries are We are positioned in Western and Eastern Europe, the F Number of employees 130 000 people Middle in 114 different united by the company’s East, India and countries Africa. recruitment 2009 Competition forand places is intense. On receiving$18.4 many billion Turnover / Revenue shared values anat Ernst & Young G head office applications, commitment we look for quality unwavering to rather than quantity. We offer over 200 London positions each year. Visit our website In www.ey.com/za/careers to develop South Africa quality. Ernst & Young H your understanding of us, and the opportunities we offer. Number of employees 2050 employees make a number of employees difference by helping clients Offices Johannesburg, Cape 2050 *Town, Durban, Pretoria, Bloemfontein, contact I Port Elizabeth,Pietermaritzburg www.ey.com/za or [email protected] and wider communities offices and advisory Employee profile Audit, tax, transactions achieve their full potential. J Johannesburg, Cape Town, Durban, Pretoria, trainee programmes Average age 74% under 35 & 26% over 35 We recently integrated 87 Bloemfontein, Port Elizabeth and Pietermaritzburg Our graduate programme offers extensive development opportunities, which country practicestraining in Western 47% male include three-year contracts Gender for our Assurance business52% unitfemale, and K and Eastern Europe, the possible permanent employment contracts in other sections of our business. Turnover/Revenue Over R1 billion employee profile Audit, tax, transactions and advisory. Middle East, India and Africa Trainee programmes Our graduate programme offers extensive development L ethics statement into a new EMEIA Area. opportunities, which include three-year training contracts for

salary policy Ernst & Young has a clearly defined set of values to which all employees our Assurance business unit and possible permanent M Competitive salary packages subscribe, and the first and most important value its staff demonstrates is employment contracts in other sections of our business. For more information, integrity. Ernst & Young has a clearly please visit www.ey.com/za Ethics statement average age defined set of values to which all N employees subscribe to and the26% first and 74% under 35 and over 35*most important value career paths its staff demonstrates is integrity. Our people take ownership of their own career development. This entails Career paths ownership of their own career development. O investing time, money and energy into analysing their strengthsOur and people take gender This entails time,and money and energy into analysing 52% female 47% male* weaknesses; working with their counsellor and /or mentor to further developinvesting their strengths and weaknesses; working with their counsellor P their skills and knowledge. We offer a wide range of career choices in our and /or mentor to further develop their skills and knowledge. We turnover company. offer a wide range ofR1career Over billion* choices in our company.

Q

vision

Vision Our promise is “to deliver seamless, consistent, high-quality Our promise is “to deliver seamless, consistent, high-quality client service client service worldwide.” R * As at June 2008 worldwide.” Recruitment 2009 Competition for places at Ernst & Young is intense. On receiving many applications, we look for quality rather than quantity. We offer over 200 positions each year. Visit our website to developS Having won the Corporate Research Foundation – Best your understanding of us, and the opportunities we offer. Company to Work For 2006 and being Top Ten ranked in the www.ey.com/za/careers T

NOTES Best Employer 2007/8 survey, puts us in a position to retain Salary policy Competitive salary packages our staff by offering them flexible working arrangements, a i have: U Student news 2009 Our vacation programmes and our business experience called e-mailed had a meeting people wellbeing programme, a mentorship programme, as programmes are ways for you to find out more about us and for well as a host of other programmes which help achieve us toafind out more about you. We are also offering extensive V he / she said: healthy work / life balance. Our vacation programmes and our training programmes for our students throughout the year to enrich business experience programmes are ways for you to find their out experience and equip them for work. W Contact www.ey.com/za or [email protected] more about us and for us to find out more about you. We are in 2009 for our students Having won the Corporate Research Foundation - Best Company also offering extensive training New programmes X to Work For 2006 and being Top Ten ranked in the Best throughout the year to enrich their experience and equip them Employer 2007/8 survey, puts us in a position to retain our staff for work. Y by offering them flexible working arrangements, a people wellbeing programme,mya impression mentorship : programme, as well as a host of other programmes which help achieve a healthy work/life www.ey.com Z balance.

79

Eskom

A B

E

skom is one of the top 13 utilities in the world by generation capacity, and among the top nine by sales. It generates, transmits and distributes electricity to industrial, mining, commercial, agricultural and residential customers and redistributors. Additional power stations and major power lines are being built to meet the rising electricity demand in South Africa. Eskom buys electricity from, and sells electricity to the countries of the Southern African Development Community (SADC). The future involvement in markets outside South Africa that is the SADC (African countries connected to the South African grid) and the rest of Africa, is limited to those projects that have a direct impact on ensuring security of supply for South Africa.

FACTS

C D

industry

Electricity (Parastatal)

E

markets

Eskom operates in South Africa but has operations in other African countries. head office

Sandton (South Africa)

G

number of employees

H

35 404

I

offices

recruitment 2009

Eskom continues with its ambitious recruitment plans. Follow the links on www.eskom.co.za to view a list of vacancies and apply online.

Sunninghill, Sandton

J

employee profile

contact

Engineering, Mining, Commerce, Information Technology, Finance and Geology.

trainee programmes

salary policy

Visit our site ‘www.eskom.co.za’. Skills development is a prerequisite for all employees; it is managed through individual development plans, their acquired competencies and the associated training they have completed.

K L

Market-related salaries with performance management and an incentive scheme, as well as flexible benefits.

Eskom has established an Ethics office to maintain an effective ethics programme within the Eskom Group.

career paths

The critical skills Eskom is looking for are in the engineering, financial, commercial and project management fields.

vision

“Together building the powerbase for sustainable growth and development” through its core business focus on electricity generation, transmission, trading and retail. It entrenches the values of excellence, innovation, customer satisfaction and integrity across all business operations.

40

O

gender

29% female and 71% male

P

personnel turnover

Q

6.8%

R

turnover

R44 448 billion

S T

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Bursaries are available for tertiary studies at universities and universities of technology. In 2008 there were a total of 5368 bursaries and learnerships awarded to students.

www.eskom.co.za

M N

average age

ethics statement

F

X Y my impression:

Z 81

Exxaro

A B

E

xxaro is a South African-based diversified resources group, listed on the JSE limited. Exxaro has a world-class commodity portfolio in coal, mineral sands and base metals, with exposure to iron ore through a 20% interest in listed Kumba Iron Ore. As the fourth largest South African coal producer with a capacity of 45 million tonnes per annum, and the third largest global producer of mineral sands, Exxaro is a significant participant in the coal and mineral sands markets and provides a unique listed investment opportunity into these commodities. As South Africa’s largest black-controlled, diversified mining company, Exxaro is well positioned to grow domestically as well as internationally. recruitment 2009

Exxaro is expanding its operations and new vacancies are becoming the norm. Vacancies are announced on the webpage: www.exxaro.com (click on ‘careers’) and are also advertised in national and local newspapers.

FACTS

C D

industry

Mining

E

markets

South Africa, Namibia, Australia and China.

F

head office

Pretoria

G

number of employees

10 000

H

offices

I

Pretoria

J

employee profile

Geologists, Engineers, Finance, Human Resources, Information Technology, Supply Chain Management, Projects, Safety, Health & Environment (SHE) and Sustainable Development.

contact

www.exxaro.com

trainee programmes

Training programmes include the following: - In-house training - Opportunities for attending external courses and seminars - Postgraduate and undergraduate training - Practical training opportunities

ethics statement

Exxaro has ensured that exacting attention to the rules of good corporate governance is entrenched within the company, as well as externally, through the implementation of its code of ethics.

average age

M

gender

N

10% female and 90% male

O

personnel turnover

10%

P

turnover

Q

Exxaro invests in continuous training and development plans. Career management through performance and succession planning, aims at aligning the individual’s needs and goals to the company’s goals and strategy.

R S

vision

Through our innovation and growth we will be a powerful source of endless possibilities.

www.exxaro.com

T

NOTES i have:

Exxaro will participate in a number of Career Fairs around the country and will continue its ongoing collaboration with academic institutions. Look out for Exxaro’s recruitment drive for graduate and undergraduate programmes in engineering and other disciplines. Exxaro continues to make great strides with its new culture, values and philosophy. In 2009, it plans to focus its energy on high performance culture drives and competency-based training.

L

39

R10.16 billion

career paths

K

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W X Y my impression:

Z 83

First National Bank

A B

A

s the oldest bank in South Africa, FNB’s history is firmly grounded in the needs of the people we serve. Our roots can be traced all the way back to 1838, to the Eastern Province Bank in Grahamstown. Today, FNB stands as a division of FirstRand Bank Limited with branches throughout South Africa, Swaziland, Lesotho, Botswana and Namibia. As a bank, we’re dedicated to serving the needs of our clients, offering a range of banking products, including forex, home loans, day-to-day banking and financial products – catering to the needs of all our clients, including businesses, corporates and government. As a proudly South African company, we’re proud to be a National Supporter of the 2010 FIFA World Cup as the first South African company to sign a sponsorship deal for FIFA’s coveted National Supporter status. recruitment 2009

Graduate recruitment takes place annually; online applications open in May and close at the end of August. Details of vacancies for experienced personnel across FNB can be found online at ‘www.fnb.co.za’. The FNB Graduate Recruitment teams will be visiting campuses countrywide for the Career Fairs and career presentations. The schedule of our campus visits will be posted on www.fnb.co.za by May 2009.

contact

Visit our website ‘www.fnb.co.za’.

FACTS

C D

industry

Retail Banking

E

markets

The general population in southern Africa.

F

head office

Johannesburg

G

number of employees

28 198

H

offices

I

We have a national presence.

J

employee profile

Accounting, Engineering, IT Specialists, Actuaries, Customer Service representatives, Marketing and Human Resources.

L

salary policy

Market-related

trainee programmes

We offer permanent employment opportunities to graduates from various academic disciplines. Our programme includes a Graduate Development Programme aimed at equipping graduates for a career in banking. We also offer additional graduate opportunities in Risk Management and Training Outside Public Practice (TOPP).

ethics statement

First National Bank prides itself on being a values-based company. The values we live by guide collective beliefs that are central to the achievement of our vision. We aim to create an environment that upholds accountability, respect, innovation, pride and ubuntu. Values which empower us to lead, teach and manage our people, everyday.

K

M

average age

mid 30’s

N

gender

65% female and 35% male

O

revenue

P

R22.5 billion

Q R

career paths

Formalised mentorship programmes to guide new employees in terms of career development – Leadership Development Programmes. Several Junior Boards exist within FNB where young leaders have the opportunity to get exposed to decision making on a more senior level, and get to work across business units.

S T

NOTES

vision

To be a great business helping to create a better world.

First National Bank (FNB) is proud to be the lead sponsor of the Universities Business Challenge (UBC) SA which aims to give university students the ultimate career break and an opportunity for students to develop their understanding of how businesses work, improve their decision-making skills and enhance their team-working abilities. The competition which is to be held annually is open to all university students, across all faculties and who are in their final year of study.

www.fnb.co.za

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Z 85

ExcEptional providEr of building, infrastructurE and EnginEEring solutions.

If it’s to be, it’s up to me. Attitude and ambition guarantee the perfect fit.

Join Group Five and start building your future, one piece at a time.

Visit www.g5.co.za

GROUP FIVE

A B

G

roup Five was registered on the JSE on 1 May 1974. As one of the top three construction, materials manufacturing and construction materials companies in southern Africa, the Indian Ocean Islands, the middle East and Eastern Europe, the group’s strategy over the past few years has been to move from being a contractor to a diversified construction services, materials and investment group focusing on large multi-disciplinary contracts. recruitment 2009

We are recruiting on an ongoing basis, as and when the need arises within our operations. New vacancies are published on the careers section on the webpage ‘www.g5.co.za’.

contact

Visit our website ‘www.g5.co.za’.

trainee programmes

Engineers in Training Graduate Development Programme in: Civil Engineering, Quantity Surveying, Construction Management, Mechanical Eng, Property Development and Chemical Engineering. Learnership Programmes: Construction Supervision. We also have various in-house training programmes via our G5 Academy.

ethics statement

The attainment of our organisational goals is dependent on the combined efforts of all our employees. It is imperative that we all apply ourselves diligently to our jobs, and in a manner that reflects good business practices and good governance; as well as displaying respect, confidence and a high standard of ethics in our dealings with our customers, fellow employees, business partners, suppliers, communities and the environment.

FACTS

C

industry

D

Engineering and Construction. markets

South Africa, Africa, Middle East and Eastern Europe.

F

head office

Johannesburg

G

number of employees

12 159

H

offices

Johannesburg, Cape Town, Kwazulu Natal, Dubai and Eastern Europe.

I

employee profile

J

Engineers / Technicians; Quantity Surveyors; Building & Construction Managers; Project Managers; Commercial; Risk/Legal; Health, Safety and Environment; Finance; Information Technology; Human Resources; Business Administration and Management/ Strategy and Business Development professionals. salary policy

P Q

personnel turnover

15%

R

turnover

S

R8 899 578,000

To be an exceptional provider of building infrastructure and engineering solutions.

T

NOTES i have:

www.g5.co.za

M

37

vision

We have a total of about 160 bursary students in 2009. We are excited as a company to be able to also offer vacation work and future employment to our bursars. We visit tertiary institutions every year to recruit new bursars and potential employees; do look out for us. We also host an annual student event which brings together our students and key leaders in the company. Awards are presented to deserving students at this event.

L

O

average age

approx. 11% female and 89% male

Group Five prides itself in investing in the ongoing development of its employees and offers local, regional and international career opportunities. Employees are required to have individual development plans, as well as ongoing progress discussions with their line managers, as part of the performance management system.

K

N

We offer competitive and market-related remuneration.

gender

career paths

E

called he

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had a meeting

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W X Y my impression:

Z 87

Engineering Opportunities

Graduate into our world! Many exciting and rewarding career possibilities await you at Hatch! Whether in mining and minerals, infrastructure or energy, your path will cross with really great engineering projects. Determine your niche in project delivery, operations support, consulting or technology services - your choice is limitless! Be part of a world class team of approximately 9 000 Hatch employees currently managing projects worth in excess of $20 billion. You can work in any of our offices spread across 52 countries. Based in park-like surroundings in Woodmead, ample parking and other conveniences such as a gym, creche, restaurants and coffee shops are available. Our employees also enjoy a comfortable canteen with subsidized snacks and meals. With all this on offer you are sure to find your place at Hatch!

Become part of this team. Graduates with 0-3 years experience from all disciplines and with excellent academic performance as well as an innovative, enthusiastic personality could earn one of many sought after positions in our organisation. Bursaries are also available. To apply: • Visit our graduate recruitment web page on www.GradX.net • Only online applications submitted through this press room will be accepted. • Applications close by end August each year. • Bursaries - full or partial - are available for high performing individuals from their 2nd year of study onwards.

Global Experts 8865

Hatch

A B

H

atch is a leading global consulting, engineering, technologies, information systems, and project and construction management organisation that serves the mining & metals, energy and infrastructure sectors. The business units and affiliates of the Hatch Group provide a full range of technology-driven, value-adding solutions and services through a network of more than 80 offices worldwide. Programmes and projects under management have an aggregate value in excess of US$50 billion. Hatch is an employee-owned company of more than 10 000 employees globally. recruitment 2009

FACTS

C

industry

Engineering Consulting, Project Delivery, Operations Support and Technology Services. Hatch operates in mining & metals, infrastructure and energy sectors.

D E F

markets

Europe, Canada, Americas, Asia and Africa

G

head office

Mississauga (Canada)

H

number of employees

The recruitment deadline for graduate positions and bursaries is end of August each year. Applications are completed online at ‘gradx.net’. All five sections need to be completed for your application to be considered.

contact

www.hatch.co.za and gradx.net to apply.

1300

I

offices

J

Woodmead (Johannesburg) employee profile

trainee programmes

Hatch’s ultimate goal for our young engineers is to gain professional ECSA registration. This is achieved through our PDP (Professional Development Programme) coupled with a structured mentoring programme. In addition, we have an in-house training centre to further develop our young engineers.

ethics statement

We value our clients, technical excellence, continous innovation, our staff and a commitment to the community. Our clients’ projects are our first priority. We value each member of our staff and maintain a climate of openness, while encouraging professional and personal development.

career paths

At Hatch, we believe that you will determine your niche in either project delivery, operations support, consulting or technology services.

Diverse consulting services covering business development, engineering design, project management, operations support and on-site technical support.

We structure competitive packages based on market guidelines provided by SAGRA (South African Graduate Recruitment Association). We offer top medical aid and a competitive pension fund.

M N O P

average age

39

Q

gender

25% female and 75% male

R S

We are an innovative organisation committed to helping our clients achieve unprecedented results. Our clients appreciate our added value, trust, open communication and ability to transfer our expertise globally.

T

NOTES i have: called

www.hatch.co.za

L

salary policy

vision

Hatch’s presence is experienced at several universities throughout South Africa by taking part in the annual Career Fairs. Top decision makers at Hatch are also present at these fairs to engage with prospective graduates and bursars. Hatch will be embarking on an exciting new project to attract graduates from universties of technology.

K

he

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Z 89

ImpLATS

A B

I

mpala Platinum Holdings Limited (Implats) is in the business of mining, refining and the marketing of platinum group metals (PGMs) – especially platinum, as well as nickel, copper and cobalt. Implats is also involved in the secondary sourcing of material through Impala Refining Services (IRS), which enables it to capitalise on the group’s competitive advantages in processing and refining. The group’s operations on the Bushveld Complex in South Africa (Impala Platinum, Marula Platinum, the Leeuwkop project and Two Rivers) and the Great Dyke in Zimbabwe (Zimplats and Mimosa) give it a significant base of attributable reserve and resource ounces of platinum. Implats employs approximately 55 000 people (including contractors) across its operations and is one of the most efficient and lowest cost primary platinum producers in the world. recruitment 2009

Implats continuously keeps an eye out for talented people to fill challenging opportunities. These opportunities are mostly advertised in the national press. Our HR department’s contact details for the location you are interested in are available on our website, ‘www.implats.co.za’. We also encourage the advancement of our employees and promote from within.

contact

www.implats.co.za/careers

trainee programmes

Implats offers discipline-specific training programmes aimed at final-year and postgraduate students and learnerships as well as various in-house training programmes to equip our employees to contribute to the achievement of our strategic objectives.

ethics statement

FACTS

C D

industry

Mining

E

markets

Asia, North America, Europe and South Africa.

F

head office

Johannesburg, South Africa

G

number of employees

approx. 55 000 (including contractors)

H

offices

I

Johannesburg, Rustenburg (North West), Springs (Gauteng) and Burgersfort district (Limpopo). employee profile

Health/Safety & Environment, Mining Engineering/ Chemical Engineering, Ventilation, Metallurgical/Civil & Electrical Engineering, Human Resources, Finance, Information Technology, Geology and Marketing.

career paths

Implats has a talent management team in place which identifies internal and external individuals with promise, and develops and advances those people. It includes succession planning and various committees have been set up to assist with talent management.

M N O

39,8 years

www.implats.co.za

P

gender

female 5,8% and male 94,2%

Q

turnover

R

Sales revenue – R34.5 billion

S T

NOTES i have: called

Implats will continue to focus on attracting and retaining top talent. We will visit a number of Career Fair Days around the country, participate in graduate recruitment programmes and expand our collaboration with universities. Come and visit our stand on one of these days or contact us directly to discuss what Implats can offer you as an employee and tell you more about how we can assist you to jump-start your career.

L

In order to remain competitive, we actively benchmark and review our remuneration packages and practices.

vision

Implats’ vision is to be the world’s best platinum producing company delivering superior returns to shareholders relative to our peers.

K

salary policy

average age

Implats has a bona fide code of business practice and all employees and suppliers are expected to adhere to the ethical standards contained in the code. The policy outlines conflicts of interest, the prevention of dissemination of company information, the acceptance of gifts, and protection of intellectual property and patent rights of the company.

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Z 91

If development is your passion, we have a career for you. I f yo u a re p a s sionate abou t mak ing a di fference, yo u w i l l f i n d a home at the IDC. TM

Ebony & Ivory 10203

Bein g h o n o u re d w i t h a T o p T e n B e s t E m p l oye r a cco l a d e ( a wa rd e d by C R F ) high l i g h t s o u r co m m i t m e n t t o h e l p i n g o u r e m p l oye e s d e ve l o p t o t h e i r f u l l p o t e n t i a l.

w w w. i d c. co. z a

Industrial Development Corporation

A B

T

he Industrial Development Corporation of South Africa Ltd (IDC) is a self-financing national Development Finance Institution (DFI). It was established in 1940 to promote economic growth and industrial development in South Africa. Our mandate now includes the rest of the African continent and we are active throughout the entire region. We operate in a broad spectrum of industries and, with our specialised knowledge and experience, are able to offer financial assistance to a wide variety of individuals and companies. The challenge of sustainable development compels us to maintain our financial independence by applying sound business principles to everything we do. recruitment 2009

We are recruiting continuously. Vacancies are announced on our website www.idc.co.za and published in the career sections of daily or weekly newspapers.

FACTS

C D

industry

Development Finance Institution

E

markets

We are active throughout the entire African continent. head office

Sandton, Johannesburg

G

number of employees

614

H

offices

I

Sandton, East London, Cape Town, Durban, Bloemfontein, Polokwane, Kimberley and Rustenburg.

contact

Contact our call centre at 086 069 3888 or email us at ‘[email protected]’.

trainee programmes

We offer Training Outside Public Practice (TOPP) for prospective CAs. We also offer further development and training through our Academy of Development Finance. In support of ASGISA and JIPSA initiatives, we offer work readiness programmes for unemployed graduates.

F

employee profile

Project Development (Engineering, CA(SA)), Corporate & Structured Finance, Legal, Economic Analysis & Forecasting, Business Administration, Film & Media and Portfolio Managers.

J K L M

salary policy

Market-related salaries

ethics statement

At the IDC we are committed to the highest standard of ethics in all our dealings. Our code incorporates best practice on issues such as declarations of interest, cooling-off periods, recusals, gifts and insider trading. All our stakeholders are required to comply with our code of business conduct.

N

average age

37

O

gender

career paths

We believe in the benefits of working in multidisciplinary teams. Developing and sharing subject matter expertise. Personal, management and executive development programmes result in a number of career choices available to our people.

48% female and 52% male

P

turnover

Q

R7.3 billion

R

vision

To be the primary source of commercially sustainable industrial development and innovation to the benefit of South Africa and the rest of the African continent.

The IDC awards 100% bursaries to university and technikon students studying in the Engineering and Commerce fields. The bursaries cover costs of tuition, accommodation, meals and books and are for the full study period. We continue to deliver on our strategy of leadership in development and are increasing our development impact. We are focusing on sector development and the proactive identification and development of projects or industry initiatives that will have the greatest sustainable development impact for our country and the African continent.

www.idc.co.za

S T

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Z 93

What’s the

plan?

So you know where you want to go

but not how to get there? Well We’ll provide the hands-on experience and professional training to help you develop your skills, realise your potential and choose a career path that’s right for you. We like to think our blueprint is big enough for you to forge your own path and strong enough to support your decisions. In fact, quite a few people in your position went on to be global players in the KPMG family, crossing quite a few industries and international date lines in the process. Of course they continue to make a difference – to their companies and in their communities. Well balanced individuals those KPMG professionals. Get all the facts and figures you need to become a member of this leading global family. To put yourself in the KPMG equation, visit www.kpmg.co.za or SMS ‘apply’ to 32176.

KPMG

A B

K

PMG is one of the world’s leading professional services organisations – a global network of member firms operating in 150 countries. Our firms offer Auditing, Tax and Advisory services to thousands of clients, from some of the largest multinationals and best-known brands to public bodies and private individuals. This work takes us to the heart of the business world – we help clients grow and develop, advising on risk and helping improve their financial performance. We are committed to offering our firm’s clients an exceptional experience and we know we can only achieve this if we recruit and retain the best people across the globe. recruitment 2009

We are recruiting continuously. SMS the word “apply” to 32176 and we’ll call you to complete your application telephonically. You can also apply via our website. A list of KPMG offices in South Africa and their contact details can also be found on our website. If you have any further queries, you may contact the graduate recruiting team at our national office in Johannesburg on (011) 647 7111 or be sure to visit KPMG LIVE on campus.

contact

FACTS

C D

industry

Audit, Tax and Advisory.

E

markets

Global

F

head office

Holland

G

number of employees

3201 staff members

H

offices

I

Our offices include our national office in Johannesburg and regional offices in Bloemfontein, Cape Town, Durban, East London, Nelspruit, Pietermaritzburg, Polokwane, Port Elizabeth, Pretoria and Secunda. With over 3 000 staff and more than 250 partners we are one of the largest Audit, Tax and Advisory firms in the country. employee profile

www.kpmg.co.za or e-mail [email protected]

trainee programmes

We offer graduate programmes in the following areas: Chartered Accountancy, Information Technology/Informatics, Internal Audit, Finance, Tax and Forensics.

KPMG operates as an international network of member firms offering Audit, Tax and Advisory services. We work closely with our clients, helping them to mitigate risks and grasp opportunities.

ethics statement

career paths

We offer graduate programmes in the following areas: Chartered Accountancy, Information Technology/Informatics, Internal Audit, Finance, Tax and Forensics.

L M N

P

gender

54,6% female and 45,4% male

Q

personnel turnover

R

19.8%

S

vision

T

NOTES

To be the leaders in our chosen markets.

K

O

average age

31

Our values are at the heart of our Global Code of Conduct, which defines the standards of ethical conduct we require of employees in KPMG member firms worldwide.

J

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W If you are studying towards Chartered Accountancy, Information Technology/Informatics, Internal Audit, Finance or Tax, be sure to visit KPMG LIVE on campus.

www.kpmg.co.za

X Y my impression:

Z 95

do you really count? bean part of Mazars means u do! Expand your horizons – we’re looking for entrepreneurial people who are passionate about business. If this sounds like you, then Mazars Moores Rowland is the place to be. Get to know us better and apply online at www.mazars.co.za – where you make all the difference.

MAZARS MOORES ROWLAND registered auditor

– a firm of chartered accountants(sa)

an approved financial services provider

audit

•

ta x

•

advisory

MAZARS MOORES ROWLAND

A B

M

azars is an international, integrated and independent organisation, specialising in Audit, Accounting, Tax and Advisory Services. Mazars can rely on the skills of 10 500 professionals operating in 50 countries. As the market challenger, Mazars is able to provide large corporate multinational firms with seamless tailored solutions. Its complete, adaptable and flexible range of services also makes Mazars perfectly capable of serving smaller companies and owner-managed businesses as well as high net-worth individuals.

FACTS

C D

industry

Audit, Tax and Advisory Services.

E

markets

Europe, Africa, America and Australasia.

F

head office

Paris (France)

G

number of employees

recruitment 2009

Recruitment takes place throughout the year. If you are interested in joining Mazars by signing a Training Contract, participating in our Vacation Work Programmes or Bursary Opportunities, please visit www.mazars.co.za to apply.

contact

Visit our website ‘www.mazars.co.za’.

720

H

offices

I

Bloemfontein, Cape Town, Durban, George, Johannesburg, Paarl, Plettenberg Bay, Port Elizabeth and Pretoria. employee profile

trainee programmes

Mazars offers the following SAICA accredited Training Contracts: Three- and four-year Training Contracts for graduates and postgraduates who are studying towards or who have completed a BCom Accounting, BBus Sci, BCompt or B Accounting Degree with or without GDA/Honours/ CTA. Five-year Training Contracts to undergraduates studying part-time towards a SAICA accredited accounting qualification or all diploma candidates who want to continue their studies to becoming a Chartered Accountant. At Mazars we want people who can thrive within a dynamic and growing culture – if you are a bright young bean with attitude and ambition – then we want you!

Auditing, Accounting, Taxation, Financial Services, Risk Management, Employee Benefits and Remuneration, Wills, Trusts and Estates, Corporate Finance, Internal Auditing and Forensic Services.

J K L M

average age

25 – 35

N

gender

50% female and 50% male

O

turnover

P

750 million Euros, globally

Q

vision

Mazars seeks to make a difference to our clients, our team, and our communities by providing high-calibre services in a personal, principled and professional way, all the while striving for excellence

R S T

NOTES i have:

At Mazars Moores Rowland we aim to dispel the rumour that accountants are dull people in grey suits. We are a colourful firm consisting of great people of different ages, backgrounds, and perspectives. The roles at Mazars Moores Rowland are diverse – we aim to offer you a varied, professional and inspiring career opportunity. Mazars – where you make all the difference.

www.mazars.co.za

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Z 97

If you don’t have all the answers, make sure you have all the questions Deciding what to do with your future after you graduate is one of the biggest decisions you will ever have to make. Do you know enough about your options to make that choice? As one of the world’s most respected consulting firms, McKinsey & Company is an unrivalled environment in which to start your career. From the outset you will work closely with exceptional people including African experts and global leaders on obstacles and challenges, to affect extraordinary impact and enduring results. You choose your own path and shape your future while experiencing personal growth and expanding your horizons Our Business Analyst programme offers all the above opportunities, as well as the potential to undertake a sponsored MBA at an international business school of your choice thereafter http://www.mckinsey.com/locations/Sub_Saharan_Africa/

McKinsey & Company

A B

M

cKinsey & Company is a pre-eminent global management consulting firm. We are the trusted advisors to the world’s leading businesses, governments and institutions. We help leaders make distinctive, enduring and substantial improvements to the performance of their organisations. Regional experts in our Sub-Saharan Africa office are dedicated to helping our private, public and social sector clients across the continent overcome their biggest challenges. Our local focus is underpinned by our powerful global networks and our collaborative working style, which ensure that our best resources are engaged in solving our clients’ problems. We will only take on a client engagement if the impact we provide is substantially greater than the costs for our services. We are dedicated to attracting and retaining exceptional people by providing them with challenges and opportunities in an unrivalled environment. We support and develop our people as they expand their horizons and experience real personal growth.

FACTS

C

industry

Strategy consulting across all major industries and sectors. head office

recruitment 2009

E

Johannesburg

F

offices

84 offices in 46 countries.

G

employee profile

H

We are looking for exceptional graduates with a four year degree with any background. Our consultants include music majors, veterinarians, doctors, engineers, actuaries and CAs.

I

salary policy:

We are recruiting for Business Analyst positions in 2009. Please visit our website for further details on these roles and how to apply. In July 2009, we shall start our graduate recruiting drive for final-year students. Please see our website for details of presentations and more information on how to apply for both the Winter Internship Programme and graduate positions.

D

Market-related salary, benefits plus performancebased bonus.

J K L

average age

29

M

contact

N

trainee programmes

O

Visit ‘www.mckinsey.com/locations/Sub_Saharan_Africa/’. We offer extensive internal training programmes in functional, industry and communication skills. Depending on performance and preference, it is also possible to undertake an MBA at an international business school through our graduate Business Analyst Programme.

P Q

ethics statement

As professionals, we: • Put our clients’ interests first and strive to deliver more than is expected • Uphold complete integrity • Tell the truth as we see it • Operate as “One Firm.” Worldwide, our consultants maintain the same standards of quality and ethics • Deliver the best of our Firm to every client in a cost-effective manner

career paths

During your career at McKinsey you will experience personal growth while you take on challenges that matter with people that matter in organisations that matter. You will have an opportunity to have a real impact in Africa and expand your horizons. You will engage in meaningful work with global leaders as well as African experts to ensure enduring results.

R S T

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W

We offer a Winter Internship Programme for third-year students during the winter vacation from June to July 2009.

www.mckinsey.com

U

X Y my impression:

Z 99

Moore Stephens

A B

M

oore Stephens is a leading mid-tier accounting practice, forming part of an international network of over 358 member firms and 621 locations in 95 countries in Europe, North America, Latin America, Australasia, the Middle East and Africa. Known for smart solutions and personalised client service, it offers a broad range of services, from basic audit and tax compliance, through to more strategic offerings such as transfer pricing assistance and corporate governance advice. Moore Stephens is known for excellence, smart thinking, innovation and personalised client service. recruitment 2009

We recruit throughout the year. Visit our website for more information: ‘www.moorestephens.co.za’.

contact

Visit our website ‘www.moorestephens.co.za’.

FACTS

C

industry

Auditing and Business Financial Advisory Services.

E

markets

Moore Stephens is represented in 95 countries. head office

London

Three- to five-year SAICA & SAIPA training programmes for graduates and postgraduates.

464 in South Africa

H

offices

I

Cape Town, Stellenbosch, Johannesburg, Durban, Port Elizabeth, Humansdorp, Jeffreys Bay and East London.

Auditing, Tax, Corporate Finance, Payroll Services, Financial Advisory Services and Consulting. salary policy

ethics statement

To provide an efficient and comprehensive service to our clients by adhering to professional standards as laid down by IRBA and SAICA; to encourage service excellence from directors and staff without compromising independence or integrity and to provide staff with training and growth opportunities.

career paths

We believe in investing in the future of our staff, and ensure that they receive the training support and breadth of experience necessary for success. Our international affiliations enable us to offer secondment opportunities worldwide.

Trainee accountant salaries are based on qualifications and the years of training already completed. average age

K L M N O

gender

P

approx. 60% female and 40% male

Q

turnover

R125 million

R

To be the best mid-tier firm in the market.

www.moorestephens.co.za

J

30

vision

“Already ranked 9th in South Africa by the International Accounting Bulletin, Moore Stephens SA is fast-growing and its modern, dynamic approach to the profession is attracting exceptional staff and a diverse client base – from entrepreneurial clients to listed companies.” Moore Stephens SA collaborates closely with the commerce faculties and career counselling units at universities across South Africa. Explore your career options with us at the next Career Expo on your campus.

F G

number of employees

employee profile

trainee programmes

D

S T

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Z 101

The on-line application process will run from 1 June - 31 August 2009. For on-line applications log onto www.careers.murrob.com For enquiries contact Murray & Roberts Client Service: E-mail: [email protected] or Tel:+27 11 456 1144 Designed by Atomic Design Studio. Produced by Coralynne & Associates Tel: (011) 422-1949

Murray & Roberts

A B

M

urray & Roberts offers a unique combination of multiple disciplinary capabilities in design, engineering and various construction skills, and has a proven track record in major project implementation. Major projects include the Gautrain, the preparation of the Green Point Stadium for 2010 and the Dubai Airport. We supply the construction markets of southern Africa with quality service, materials and products through our technical capabilities in concrete, asphalt, steel and clay. Our fabrication and manufacture cluster is involved in infrastructure projects, mining, power, water, energy and transport. From the platform created over more than 100 years, since 1902, we have a significant contribution to sustainable socio-economic development in South Africa. recruitment 2009

Bursary and graduate recruitment is done online from 1 June to 31 August 2009. Murray & Roberts will be attending a number of Career Fairs across South Africa, as well as doing presentations on various campuses. Please come and visit us and find out how we can kick-start your career.

FACTS

C

industry

Murray & Roberts is South Africa’s leading engineering, contracting and construction services company. markets

South Africa, Africa, Middle East, Southeast Asia, Australasia and North America.

Visit our website ‘www.careers.murrob.com’.

trainee programmes

Our Graduate Development Programme is a 12 month programme that provides our graduates with a unique opportunity to develop a full and diversified career, in a world class organisation with a global presence. On-the-job development is strongly encouraged and various in-house training programmes are available. Support is provided for those wishing to pursue professional registration.

E F G

head office

Home-base in Johannesburg, South Africa and an international coordinating office in the United Kingdom. There are principle offices in Australia, Botswana, Canada, Namibia and the United Arab Emirates. number of employees

H I J

30 361

K

offices

Johannesburg, Cape Town and Durban.

contact

D

employee profile

L

Engineers i.e. Civil, Mechanical, Electrical, Industrial, Chemical / Process, Metallurgical and Mining. Quantity Surveyors and Building / Construction Managers.

M

salary policy

Market-related salaries and competitive benefits are offered.

N O

average age

ethics statement

Murray & Roberts is committed to enhancing the growth of its business and adding value in a responsible and sustainable manner. We recognise that we have a duty to create value for our current stakeholders and future generations of employees. Murray & Roberts has made a non-negotiable commitment to sustainable earnings, growth and value creation.

P

41 gender

Q

approx. 10% female and 90% male personnel turnover

R

10%

career paths

As industry leaders we offer exciting careers on some of South Africa’s top projects.

R16.737 million – 2008 Financial year

vision

Murray & Roberts aspires to world class fulfilment in everything it does, through its core competence in industrial design, delivering major projects and services primarily to the development of emerging economies and nations.

We offer all our employees and their dependants a fully funded, personal support programme – The Murray & Roberts Employee Assistance Programme. A qualified counsellor can provide you with support on a range of issues including emotional problems, family concerns, work-related worries or other individual problems.

www.careers.murrob.com

S

turnover

T

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Z 103

Avoid a short career moment. Become a part of our team, check out www.mf.co.za and select the ‘Join our Workplace’ link for more info.

Contact your broker or visit www.mf.co.za. Authorised Financial Services Provider.

Mutual & Federal

A B

M

utual & Federal is one of the leading short-term insurers in southern Africa. We strive to be the strongest and most successful short-term insurer in our chosen markets through providing superior insurance solutions to protect our clients’ assets. The company operates through a network of branches located in all major centres in South Africa, Namibia, Botswana and Zimbabwe. We offer reliability and peace of mind through an extensive range of products that provide cover for both individuals and commercial clients. recruitment 2009

We recruit continuously for a wide range of positions. Vacancies are advertised through selected agencies on www.careerjunction.co.za or interested candidates may visit our website – ‘www.mf.co.za’.

FACTS

C D

industry

Short-term Insurance

E

markets

Southern Africa

F

head office

Johannesburg

G

number of employees

2 000

H

offices

I

Nationwide in all major centres.

contact

www.mf.co.za

J

employee profile

trainee programmes

Mutual & Federal is an accredited training provider and offers various trainee programmes. The company offers learnerships and internships to Grade 12 and postgraduate students. Training and study support for professional, management and leadership development is offered in association with leading local and international business schools.

ethics statement

Our reputation is one of our most important assets, so Mutual & Federal maintains the highest ethical standards in carrying out our business activities. One of our responsibilities is to maintain the trust and confidence of all those with whom we deal. In all our operations we use our set of core values to guide and direct the way we do business.

career paths

Mutual & Federal is committed to the growth and personal development of its employees. We offer various career opportunities in the short-term insurance business and specialist areas such as HR, IT, finance, call centre, sales and marketing.

Business Administration/Management/Strategy, Commercial Marketing, Education, Economics/ Finance/ Commerce, Human Resources, Information Technology, Sales and Marketing and Call Centre. salary policy

Market-related salaries according to company salary bands. In addition, performance-related bonus, medical aid and pension options are offered. Many employees benefit from shares and options as part of the performance incentive scheme. average age

M N O P

gender

Q

60,37% female and 39,63% male

R

turnover

R9159 million

S

vision

T

NOTES i have:

www.mf.co.za

L

38

To be the strongest and most successful short-term insurer in our chosen markets..

The newly launched Mutual & Federal business support and claims hubs are based in our regional offices in the major centres such as Durban, Cape Town, Johannesburg, Bloemfontein and Port Elizabeth. These hubs offer an ideal starting ground for persons who have yet to decide on a field of study or career, and part-time students who work during the day to finance their studies will benefit from the opportunity to earn while they study.

K

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Z 105

GREAT

THINGS

BEGIN WITH

GREAT

PEOPLE

Nedbank

A B

N

edbank Group Limited (formerly Nedcor Limited) is a bank holding company that through its principal banking subsidiary Nedbank, together with the other members of the Nedbank Group, operates as one of the four largest banking groups in South Africa. The group offers a wide range of wholesale and retail banking services through three primary business clusters: Nedbank Corporate, Nedbank Capital and Nedbank Retail. The principal services offered by the group comprise corporate and retail banking, property finance, investment banking, private banking, foreign exchange and securities trading. Nedbank Group also generates income from private equity, credit card acquiring and processing services, custodial services, unit trust and trust administration, asset management services and bancassurance. recruitment 2009

We will be presenting opportunities on our Graduate Development Programme at several campuses across the country. Details about our Graduate Development Programme can be found on our website.

contact

[email protected]

trainee programmes

We offer a 12-month Graduate Development Programme for qualified graduates across multiple disciplines. We also offer Training Outside Public Practice (TOPP).

FACTS

C

industry

Banking

D

markets

E

Nedbank has operations throughout southern Africa.

F

head office

135 Rivonia Road, Sandton

G

number of employees

approx. 25 000

H

offices

Headquarters in Sandton, Johannesburg, with large operational centres in Durban and Cape Town, complemented by more than 1 000 outlets (including Africa and abroad). employee profile

Our service offering is so diverse that we employ and develop across multiple professional disciplines, such as Accounting, Project Management, Engineering, Information Technology, Logistics, Human Resources and many more. However, because we are in the Financial Services Industry, we focus largely on recruiting people with a commerce background. average age

ethics statement

We are committed to high ethical standards and we conduct our business honestly, scrupulously and with integrity. At the core of our Code of Ethics are our values; integrity, accountability, respect, being people-centred and pushing beyond boundaries, which are used to guide and direct the way we do our business. We know that business depends on trust. We do all we can to earn it and nothing to impair it.

career paths

There will always be opportunities for enterprising, dynamic and self-motivated people with the drive and determination to ‘make things happen’. We make information available for all jobs that exist within the organisation and encourage the growth and development of our employees.

vision

To become southern Africa’s most highly rated and respected bank – by our staff, clients, shareholders, regulators and communities.

At Nedbank we look for people who are smart, with heart, and we have several exciting opportunities for our staff and our clients to get involved in community-related initiatives. The Nedbank Graduate Programme has been redesigned and a component of the programme will be delivered by a recognised academic institution.

www.nedbank.co.za

I J K L M N

35

O

gender

P

approx. 62% female and 38% male

Q

personnel turnover

approx. 11,5%

R

revenue

R24 592 million as at Dec. 2007

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NestlÉ

A B

N

estlé continues to be the leading food and beverage company. With our roots in Switzerland, over 276 000 people make this company tick in over 80 countries. We support this workforce with training and development opportunities as well as wellness programmes; this ensures that our employees are always well taken care of and developed, not only professionally, but personally too.

FACTS

C D

industry

Fast Moving Consumer Goods

E

markets

Americas, Europe, Asia,Oceania and Africa.

F

head office

recruitment 2009

Vevey (Switzerland)

If you hold a Bachelor’s degree or higher, please send us your CV and academic transcript to [email protected], quoting reference CC09. As always you can check us out at your university’s Careers Fair or attend our campus presentations. Come talk to us and see what we can offer you.

G

number of employees

3 449

H

offices

I

contact

SA head office in Randburg, Johannesburg; 10 factories and 3 distribution centres throughout the country.

trainee programmes

employee profile

Visit our website ‘www.nestle.co.za’. A 24-month rotational development programme, supported by internal and external training courses, a mentor and a stuctured development plan. Permanent employment with the opportunity to take on a middle management position upon completion of the programme.

ethics statement

Whether you’re a graduate in Engineering, Supply Chain, HR, Marketing, Finance, Manufacturing, IT or Communication, Nestlé has great opportunities for you.

J K L M

salary policy

Since it’s founding, Nestlé’s business practices have been governed by integrity, honesty, fair dealings and full compliance with all applicable laws.

career paths

As an international company, we believe in the continuous development of our talents and provide great opportunities for graduates. Successful completion of the development programme, together with pro-activeness, being a self-starter with leader capacity and a results orientation, will ensure progression and an exciting career with Nestlé.

At Nestlé you will find our packages to be highly competitive within the FMCG market. This is because our packages are reviewed and benchmarked on an annual basis.

Between 30 – 40

Q

gender

31% female and 69% male

R

vision

S T

NOTES i have:

www.nestle.co.za

O P

average age

To be a leading, competitive Nutrition, Health and Wellness company delivering improved shareholder value by being a preferred corporate citizen, preferred employer, preferred supplier, selling preferred products.

Nestlé will now be offering full bursaries to first-year Engineering students. This will give us the opportunity to invest in the development of the youth whilst helping to increase the pool of scarce skills in our country. Also, to retain our position, we constantly invest in new innovative products that we hope will become an integral part of South Africans’ lives.

N

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Z 109

Calling all Graduates Take control of your future. Invest in your success with a career at Old Mutual.

Are you an above-average graduate thinking about a career in financial services? We’re serious about investing in enterprising young pioneers, who are eager to move forward. As a leading provider of investment and savings solutions, Old Mutual is alive with possibilities, offering proactive candidates workplace experience in a dynamic and highly stimulating financial services environment. Individual talents, creativity, enthusiasm, as well as a hunger for growth are recognised and equally rewarded. With a range of exciting career opportunities to choose from, take control of your future as a number one candidate with a number one financial organisation, and apply now.

Visit www.oldmutual.co.za/gap

ayanda mbanga communications (cape) 17303

OLD MUTUAL

A B

E

mploying more than 50 000 employees world-wide, Old Mutual’s interest spans Asset Management, Life Assurance, Investments, Corporate Solutions, Healthcare, Savings, Banking and General Insurance. Our people are part of a company that is leading the way in transforming our country, Old Mutual’s BEE transaction resulted in 13% black ownership of the group’s African Operations. As part of a diversified international group, there are many opportunities for people to develop their careers, through the Old Mutual Learnerships, Old Mutual Business School, BEE Partners etc. We are a strong brand, with a rich tradition of helping people to make the most of their lives through various initiatives. recruitment 2009

We are continuously recruiting, all vacancies are advertised on the Old Mutual website, ‘www.oldmutual.co.za’. Old Mutual visits a number of universities across the country by attending Career Fairs and lunch time presentations on the university campuses. We are currently expanding our presence at universities in terms of our graduate offerings as well as products available to students.

contact

Visit our website ‘www.oldmutual.co.za/gap’.

trainee programmes

Various graduate programmes across the business including: Graduate Development Programme, TOPP, Actuarial, Learnerships, Old Mutual Foundations (LEAP & Tshiba) as well as various in-house (Old Mutual Business School) training programmes.

ethics statement

Despite our geographic and cultural diversity, we are bound together by our Group values and expect all our employees to practice and be judged by these values (integrity, respect, accountability and pushing beyond boundaries).

FACTS

C

industry

Asset Management, Life Assurance, Health Care and General Insurance. markets

F

head office

G

Gauteng

H

number of employees

16 000

I

offices

Johannesburg, Cape Town, KZN – with regional offices across SA as well as internationally.

J

employee profile

K

Business Admin, Actuarial, Investments, Sales and Distribution, Corporate Governance and Risk Management, Legal Advice, Properties, Marketing and Communications, Strategy, Human Resources, Finance and IT. salary policy

M

O

average age

35

P

gender

approx. 55% female and 45% male

Q

turnover

R16 864 million

R S T

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Improved branding of the Old Mutual Employer brand across all recruitment practices and programmes, this includes but is not limited to; university offerings, graduate recruitment, permanent recruitment, employer websites etc.

www.oldmutual.co.za

L

N

Salaries are market-related.

Old Mutual supports continuous development via drafting performance contracts, and personal development plans for its employees which are reviewed regularly between the employee and the direct manager during performance appraisals and career discussions..

vision

E

UK, Europe, Latin America, United States, southern Africa and Asia Pacific.

career paths

To be a premier international savings and wealth management group.

D

W X Y my impression:

Z 111

Make the most of an Optimum opportunity for a bright career in the coal mining industry! Take your first step towards a great future and a great career Be part of a South African team achieving great things Find out more about the career opportunities at Optimum Coal

Optimum Coal is a private coal mining and exploration company with the vision to become the country’s benchmark black owned and controlled coal mining and exploration group. Optimum Coal is a significant producer of thermal coal and supplier of coal to Eskom for energy generation. Optimum Coal is also South Africa’s fourth largest coal exporter. Optimum Coal has a team of highly talented people with recognised relevant experience and skills in coal mining that have together embarked on a journey to create prosperity for all its people. Being built on the vision of talented founders, we aim to attract and retain talented people, deploy them where they can excel and let them build their personal prosperity. We are committed to equality and we value diversity in our people.

Visit our website at www.optimumcoal.co.za or request more information via e-mail to [email protected]

Optimum Coal

A B

O

ptimum Coal is a private coal mining and exploration company with the vision to become the country’s benchmark black owned and controlled coal mining and exploration group. Optimum Coal is a significant producer of thermal coal and supplier of coal to Eskom for energy generation. Optimum Coal is also South Africa’s fourth largest coal exporter with a significant shareholding of the Richards Bay Coal Terminal and an export allocation of 6.5 million tonnes of coal per annum through the port. Optimum Coal is a truly South African and black controlled mining group with economic empowerment as a key objective. People are regarded as the key asset of Optimum Coal. recruitment 2009

Optimum Coal is an exciting and growing company. All applicants seeking to join Optimum Coal are evaluated carefully for skill and suitability both for the role, and the company, as we value the talent and contribution of our people as our most valuable asset on the way to a bright future.

contact

Visit www.optimumcoal.com or e-mail ‘[email protected]’.

FACTS

C D

industry

Coal Mining and Exploration.

E

markets

Southern Africa

F

head office

Johannesburg (South Africa)

G

number of employees

1200

H

offices

I

Our offices include our national office in Johannesburg, Optimum Colliery and Mpumalanga. employee profile

Engineering, Mining, Geology, Finance, Commerce, Project Management, Human Resources and Information Technology. salary policy

trainee programmes

We have structured graduate training programmes.

ethics statement

Aligned to our vision, the management and employees of Optimum Coal are committed to the principles of sustainable development in all Optimum Coal’s business activities. The values we uphold in Optimum Coal are integrity, empowerment, care, respect, being purpose-driven and accountability.

career paths

As a mining and exploration business we have careers across mining, engineering and geology disciplines. We attract talented people, and deploy them where they can excel in helping build their personal prosperity.

We offer competitive packages, performance bonuses and our employees are 12.5% shareholders in the business. average age

J K L M N

40

O

gender

P

14% female and 84% male

Q

personnel turnover

8%

R S

vision

Optimum Coal has the vision to become the country’s benchmark South African owned and controlled coal mining and exploration group.

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W We offer bursaries, internships and graduate programmes. We will be visiting various institutions during 2009.

www.optimumcoal.com

X Y my impression:

Z 113

pfizer

A B

P

fizer is the world’s largest research-based pharmaceutical company. We are committed to helping people improve their health by discovering and developing medicines, as well as informing consumers and healthcare providers about our medicines and the medical conditions they treat. Through multiple initiatives we aim to ensure access to treatments as well as educate, empower and motivate consumers to take necessary steps to lead longer, healthier, happier lives. Our goal is to discover and develop innovative medicines, help make them available to patients, share health information and partner on public health programmes..

recruitment 2009

Employment is based on skills, knowledge and experience in line with the positions we are recruiting for. Visit our website on www.pfizer.co.za and register your CV online.

contact

Visit our website ‘www.pfizer.co.za’.

FACTS

C D

industry

Pharmaceutical (Health Care)

E

markets

Pfizer has products in over 120 countries.

F

head office

New York

G

number of employees

Under 400 in South Africa.

H

offices

I

Sandton, Cape Town and Durban.

J

employee profile

Healthcare professionals, Researchers, Pharmacists, Accountants, Nurses, HR Practitioners, IT Professionals and many more.

L

salary policy

trainee programmes

Pfizer has established a trainee programme and has a medical representative learner in place. This programme is in its pilot phase.

ethics statement

To achieve our purpose and mission we affirm our values of Integrity, Respect for People, Customer Focus, Community, Innovation, Teamwork, Performance, Leadership, and Quality.

career paths

As the world’s number one pharmaceutical manufacturer of prescription medication for both humans and animals, the landscape is always changing and there are many new challenges. Our environment is suited to develop people both professionally and personally.

Our competitive performance-based compensation and rewards, reflect the high value we place on our people.

36

O

gender

61,94% female and 38,06% male

P

personnel turnover

Q

16,51%

R

turnover

S

To reach our full potential in striving for a healthier southern Africa.

T

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“Ours is a dynamic and ever-changing environment. We are in a process of continuous change and improvement. We have exciting plans in place and a robust innovation pipeline to bring new medicine to the market.” We are committed to creating a learning company and developing colleagues throughout the organisation.

www.pfizer.co.za

M N

average age

R1 billion

vision

K

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Z 115

Is this you? Ambitious Confident Driven Focused Committed Join us today in our professional services and vast industry experience in Assurance, Tax and Advisory. Do it now! Make your great talent and ability count with PricewaterhouseCoopers.

Visit www.pwc.com/za/careers © 2009 PricewaterhouseCoopers Inc. All rights reserved. PricewaterhouseCoopers refers to the network of member firms of PricewaterhouseCoopers International Limited, each of which is a separate and independent legal entity. PricewaterhouseCoopers Inc is an authorised financial services provider.

PricewaterhouseCoopers

A B

P

ricewaterhouseCoopers provides industry-focused assurance, tax and advisory services for public and private clients. More than 150 000 people in 153 countries connect their thinking, experience and solutions to build public trust and enhance value for clients and their stakeholders. PricewaterhouseCoopers refers to the network of member firms of PricewaterhouseCoopers International Limited, each of which is a separate and independent legal entity. In South Africa there are over 4300 partners and staff operating out of 20 offices. recruitment 2009

Visit our Careers page on our website at www.pwc.com/za/careers to view career opportunities. For students who are serious about becoming Chartered Accountants, we recommend you start applying for vacation employment and training contracts as soon as possible. Check our website for details.

contact

FACTS

C

industry

Auditing, Tax and Advisory Professional Services.

E

markets

PricewaterhouseCoopers has offices in 153 countries.

F

head office

New York

G

number of employees

H

4 440

I

offices

20

J

employee profile

Visit our website ‘www.pwc.com/za/careers’.

trainee programmes

Our programmes are 100% compliant with SAICA’s requirements. In addition to our core training and study leave, we also offer a Public Practice Examination (PPE) Preparation Programme.

D

We employ staff with a wide range of skills and expertise, from Chartered Accountants and Actuaries to Tax Specialists, IT Specialists, Business Advisors and Engineering/Project Management specialists.

K L M

salary policy

Base salary and performance-based bonus.

ethics statement

Our global Code of Conduct sets out the standards we expect from all our people. Based on our core values, the code offers guidance on issues such as confidentiality, independence, respect and corporate citizenship.

N

average age

25

O

gender

career paths

Being part of PricewaterhouseCoopers means you’ll join an international team, experience different regulatory environments and develop your expertise. We provide seamless, industry-focused assurance, audit, advisory and tax services to our public, private and government clients in all markets.

54% female and 46% male

P

turnover

Q

US$25.2 billion

R

vision

Our ambition is to be the world’s leading professional services organisation, thereby solving complex business problems for clients in global, national and local markets.

PricewaterhouseCoopers once again topped the list as South Africa’s top “Auditor/Business Management Consultant Firm” according to the 2008 Markinor/Sunday Times Top Brands Survey. Often just seen as auditors in the marketplace, the award recognises that we are also leaders in providing a broad spectrum of business and management advisory services. Such an opinion is also reflected in our staff. In 2008, our Global People Survey showed that the majority believed in the importance of relationships, teamwork, integrity, values and improving products and services.

www.pwc.com

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Z 117

SAB&T

A B

S

AB&T was established in 1994 and has grown dramatically over the last 14 years. We have nine offices throughout the country and two international offices, one in London and the other in Perth. Currently we have 26 Directors and approximately 400 employees.

FACTS

C D

industry

Auditing and Professional Services.

E

markets

Southern Africa, opportunities in Australia and the UK.

recruitment 2009

We recruit all year round. Please visit www.sab-t.co.za and complete the application form. Please feel free to visit our stand during your university’s Careers Fair. We pride ourselves on visiting all SAICA accredited universities in order to attract the top talent that our country has to offer.

contact

Visit our website for our contact details, and feel free to talk to any one of our HR Officers.

trainee programmes

We offer a three-year Training Contract (Articles) registered with SAICA. All BCom Accounting Science / BCompt graduates are invited to apply.

ethics statement

SAB&T has explicit values which all our employees abide by. We encourage all our staff to strive for: - Inviduality - Excellence - Success

career paths

We believe in assisting our trainees in achieving their maximum potential, and to this end we have put stategies in place to assist each trainee in competently completing their articles as a CA(SA).

vision

“Living a culture of excellence, individuality and success.”

head office

Centurion (South Africa)

F G

number of employees

400

H

offices

I

Centurion, Cape Town, Durban, Bloemfontein, Kimberley, Nelspruit, Polokwane, Port Elizabeth and Rustenburg. employee profile

Accounting, Auditing, Company Secretarial, Risk Advisory, IT Consulting, Tax and Business Consulting. salary policy

J K L

Market-related – dependant on qualification.

M

average age

N

28

O

gender

45% female and 55% male

P

personnel turnover

9%

Q

turnover

R

R145 million

S T

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To reach the pinnacle within the auditing environment through far-reaching engagement with business, community and international partners; shaping the future success of our trainees; operating in the global environment and advancing the prosperity of our country.

www.sab-t.co.za

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Z 119

Imagine Your Tomorrow “I imagine Africa tomorrow, the world leader in renewable energy and sustainable food production. “I imagine Africa with a world-class mining sector, vibrant industry, dams, roads, public buildings and houses. I imagine good housing, healthcare, education and life opportunities for everyone. “I imagine being part of that tomorrow.” Sandvik is a global industrial group that produces highly specialised equipment for the mining, construction, materials technology and tooling sectors. We are at the heart of building a new tomorrow for Africa and its people, and we want you to be part of that. Sandvik is founded on human capital, on the skills of staff across all disciplines, from engineering to geology, technology, computer science and commerce. We are deeply committed to training young people to be at the forefront of Africa’s development in the new century, and offer

thirteen university bursaries a year, as well as an extensive in-house training programme. The bursaries may be used to study at any recognised university, and include full tuition fees, as well as provision for books, residence costs, extra tutorials and a personal allowance. And, as importantly, we offer paid on-site work experience during your studies, as well as placement in one of the group’s business areas on graduation. After that, your career and your contribution is limited only by your imagination.

Imagine your tomorrow; imagine Africa’s tomorrow.

For further information about the Sandvik bursary programme and to enquire about recruitment opportunities, visit www.sandvik.com or contact Karin Oosthuysen on 011 929-5300.

Sandvik

A B

S

andvik is a global industrial and engineering organisation with a presence in 130 countries throughout the world. The company has three main business areas: Tooling, Mining and Construction, and Materials Technology. Sandvik Tooling manufactures, markets and distributes tools and tooling systems for metal cutting, blanks and components. Sandvik Mining and Construction manufactures, markets and distributes equipment, tools and services for mining and construction. Sandvik Materials Technology develops and sells stainless steel and special alloy products for niche applications, resistance materials and steel belt process systems. recruitment 2009

We are continuously on the lookout, particularly for technical skills – engineers and artisans. Vacancies are announced on the global webpage www.sandvik.com and advertised in local media. For 2009, we will have 13 engineering bursars, with two of these bursars being first-year students. Our BCom bursary student completed her Honours degree in 2008 and will be placed in our Finance department in 2009. All of our engineering bursars have completed six weeks of practical work during their vacation time during November and December.

contact

011 929 5300 or visit ‘www.sandvik.com’.

trainee programmes

Apprentice training to qualify learners as artisans (earthmoving equipment mechanics, electricians and fitters). Bursaries offered to mechanical engineering students.

FACTS

C D

industry

Engineering

E

markets

Europe, Australia, America, Africa, Latin America and Asia. head office

Johannesburg (South Africa) and Sandviken (Sweden).

G

number of employees

H

2500 (local) and 50 000 (globally)

I

offices

Johannesburg, Rustenburg, Burgersfort and Delmas. employee profile

Technical (artisans, technicians, engineers), Finance, Human Resources, Business Administration, Management, Strategy, Commercial Marketing and Information Technology.

career paths

Salaries are based on job grades, individual skills and competencies, as well as performance.

vision

The focus is going to be on the aftermarket business i.e. service. With the drop in commodity prices, and the global “doom and gloom” outlook, the mining, engineering and construction industries are repriotising their capital spend and are moving into a cost efficient consciousness of attaining customer service excellence i.e. more for less. This situation has impacted the way Sandvik does business, whereby there is reduced focus on business development but with more priority placed on the aftermarket business.

www.sandvik.com

L

N O

gender

P Q

personnel turnover

13%

R

turnover

We want to be seen as our customers’ Productivity Partner.

K

35

approx. 15% female and 85% male

Sandvik invests in the continuous development of its employees through bursaries, an in-house training academy and international career opportunities. Through the use of performance management, career paths are developed for each employee.

J

M

salary policy

average age

ethics statement

Sandvik has three core values that govern the way in which its business is run: Open Mind, Fair Play and Team Spirit.

F

S

R5.5 billion

T

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Sanlam

A B

T

he Sanlam Group comprises of a diverse cluster of financial services businesses spanning many cultures within South Africa, with an increasing presence in other countries. Sanlam has come a long way since it was established in 1918 and has developed into one of the most important organisations in the South African economy. At Sanlam, we are determined to become the leader in wealth creation by building on the exceptional platform set over the last few years of delivering stakeholder value. We pride ourselves in being more than a financial insitiution. We’re a place for individuals to contribute and excel and it is this philosophy that helps us to attract and retain the best talent in the industry.

FACTS

C

industry

Financial Services

D

markets

E

South Africa, Africa and India.

F

head office

Cape Town (South Africa)

G

number of employees

11 561

H

offices

recruitment 2009

We’re a place for individuals, and if you think that you can add your unique skills to our organisation, take a look at our website www.sanlam.co.za for updated vacancies.

contact

Visit our website ‘www.sanlam.co.za’.

I

In all the major centres in SA. employee profile

Finance, Investment Management, IT, Distribution, Client Servicing, Risk and Compliance, HR and Marketing. salary policy

trainee programmes

Various development opportunities are available to staff, including formal training programmes, bursary schemes, study loans and on-the-job training. Staff are provided with information and guidance as to which opportunities to embark on.

We offer market-related salaries and the flexibility to structure packages according to individual needs. Remuneration is driven by individual performance and various levels of incentive mechanisms exist.

ethics statement

career paths

Due to our size and complexity, there are a range of opportunities available. Employees are empowered to take responsibility for their own career development and are supported in realising their career aspirations.

approx. 64% female and 36% male

M

P

personnel turnover

17%

Q

turnover

R

Funds received from clients, which amounted to R116, 9 billion for 2007.

To be the leader in client-centric wealth creation and protection.

www.sanlam.co.za

L

O

gender

vision

Sanlam is well positioned to meet the demands of 2009. There is a lot on the cards in terms of exciting new ways of doing business and relating with customers. We will continue our expansion into Africa and India and will increase our brand presence in the SA market. Sanlam will expand its collaboration with the universities in 2009 so look out for more information at your university.

K

N

average age

37

Sanlam has adopted a Code of Ethical Conduct by which all Sanlam employees must abide in order to maintain the highest level of integrity and ethical conduct.The Code of Ethics is governed by an Ethics Committee and an Ethics Hotline is available for staff to report any ethical transgressions.

J

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Z 123

SANTAM

A B

S

antam Limited, the leading short-term insurer in Africa, first opened its doors for business on 1 May 1918 in Cape Town. In the 90 years the company has been in the business of insurance, it has built up a policyholder base in excess of 650 000, has assets exceeding R12 billion, and a local market share exceeding 20%. Santam offers personal, commercial, and corporate insurance solutions and insures the majority of the top 100 companies that are listed on the Johannesburg Stock Exchange. The company has been rated the top primary insurance company for 2006 on the African continent by the global insurance and reinsurance publication, Reactions, as well as that Santam came second in the large company category, in the Best Company to Work for Survey 2008. Santam has recently set off on a new strategic journey to make life safer and nicer for employees, brokers and clients. recruitment 2009

We are recruiting continuously. New vacancies will be announced on the webpage ‘www.santam.co.za’. CVs can be forwarded to the following email address: ‘[email protected]’. CVs can also be registered online at ‘www.santam.co.za’.

contact

Chantal Syce - [email protected]

trainee programmes

One-year training programmes aimed at final-year and postgraduate students are offered as well as various in-house training programmes.

FACTS

C D

industry

Financial Services

E

markets

South Africa, UK and Namibia.

F

head office

Cape Town (South Africa)

G

number of employees

2605

H

offices

I

Johannesburg, Cape Town, Durban, PE, East London, Bloemfontein, Namibia as well as 59 branches all over South Africa. employee profile

Business Administration/Management/Strategy, Commercial Marketing, Education, Economics/ Finance/Commerce, Journalism and Media, Human Resources and Information Technology.

Santam invests in continuous development for its employees and offers study assistance, coaching and mentoring. The foundation for every employee’s development is the performance management process carried out twice a year and continuous career discussions.

L M

Individual salaries

N

average age

O

38.5

P

gender

career paths

K

salary policy

ethics statement

We have a strong tradition of personal integrity. We protect our hard-earned reputation so that our business, our people and shareholders and the communities in which we conduct our business may flourish.

J

55% female and 45% male

Q

turnover

R

R12 billion

vision

S

To be the best in everything we choose to do.

A recent Macro Impact Overview done by Santam has shown that various external factors could influence the short-term insurance industry and the company in 2009 and beyond. Ian Kirk, Santam’s CE, states that due to the rise of an emerging middle class and other growing markets, Santam would have to ensure that its offering appeals to these markets. Furthermore, we will meet the challenge of a predicted skills shortage by investing in training, development and recruitment. We can answer this by positioning Santam as a truly South African organisation that is dedicated to transformation and consumer protection.

www.santam.co.za

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Z 125

“Fly me to the moon let me shin e among th e SARS Gr

aduate Recr

Calling all high flyers:

uitment & D

SARS.”

evelopment

Minimum requirements: • SA citizenship or permanent residence (SA ID)

Programme

• Completion of a degree or 3-year diploma • Overall average of 60% with no working experience • Computer literacy & sense of responsibility • Good communication & analytical skills

Programme details: • 12-month contract with competitive remuneration • Work as a Trainee with support of a mentor

All Graduates & Final Year students are welcome to apply now !

• Your performance is reviewed and assessed regularly • You may apply for a permanent position after contract expires.

For more information, visit our website www.sars.gov.za Or alternatively e-mail [email protected] Contact numbers: (012) 422 4255 or (012) 422 4299

HELP US MAKE SOUTH AFRICA GREAT

SARS

A B

S

ARS is mandated by the South African government to collect and administer all national taxes, duties and levies, provide protection against the illegal importation and exportation of goods, effectively facilitate trade, and advise the Minister of Finance on all revenue matters. The past few years has seen SARS increase revenue collections exponentially – much of which can be attributed to the much improved infrastructure and much improved business processes. Together we can make South Africa great!

FACTS

C D

industry

Tax Administration for South Africa.

E

number of employees

14 979

F

offices

152 offices throughout South Africa.

recruitment 2009

We are continuously looking for talent to join the SARS team. Graduate Recruitment & Development Programme (GRDP) as well as the Training Outside Public Practice (TOPP) programme welcome all potential candidates to apply. To see if you have what it takes visit our website at ‘www.sars.gov.za’. Apply today and let SARS take you to the skies.

G

employee profile

Taxation, Auditing, Finance, Economics, Law, Risk Management, Information Technology, Human Resources and Communications. salary policy

One of the best salary packages in South Africa.

contact

For everything you need to know about work opportunities at SARS as a Trainee, please visit our website ‘www.sars.gov.za/home.asp?pid=205’.

trainee programmes

TOPP Articles – three-year contract: For those who are striving for the CA (SA) qualification. Graduate Recruitment & Development Programme – 12- to 24-month contract depending on the business needs and curriculum structure: For those who have completed a degree or a three year National Diploma.

H I J K

average age

36

L

gender

63% female and 37% male

M

revenue

R571.8 billion collected – 2008 Financial year

N O

ethics statement

SARS adheres to an ethics code that is about giving substance to our stated values as an organisation: Mutual respect and trust; fairness; honesty; transparency; courtesy and commitment.

P Q

career paths

There are many wonderful opportunites within SARS. We offer candidates the platform to work hard and let their performance determine where they should be.

R S

vision

Our vision is to be an innovative revenue and customs agency that enhances economic growth and social development, and supports our integration into the global economy in a way that benefits all South Africans.

SARS is about to launch its Brand Ambassador Programme at various tertiary institutions across the country (primarily in the Gauteng Province). The project’s primary goal is to have a constant SARS presence on campus – achieving maximum exposure, communication and promotion to all potential candidates through SARS Ambassadors.

www.sars.co.za

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Z 127

Shell

A B

S

hell today operates a number of oil-related businesses in South Africa. Shell refines product through the 180 000-barrels per day SAPREF refinery, a joint venture with BP. We also blend lubricants in a joint venture blending facility in Durban at Blendcor and at Cera. In 2005, we underwent a major structural reorganisation as the near century-old partnership between Royal Dutch and Shell Transport and Trading was dissolved and one company was created. In 2007, Shell was rated best employer in South Africa and was also recognised by the Orange Index as the best petrochemicals company in South Africa. recruitment 2009

Shell prides itself in developing talented individuals by means of the Graduate Develop Programme. You can build a rewarding career, with one of the world’s most successful businesses, in any of our exciting classes of business or functions. Shell will be present at Career Fairs at different tertiary institutions around the country. Come and visit our stand and we will tell you more about a career at Shell and what we can offer you as an employee. Find out from your Career Centre for details of when Shell will be visiting your campus.

contact

Visit www.shell.co.za or email ‘[email protected]’.

trainee programmes

Shell offers a Graduate Develop Programme. ‘Develop’ is a framework that supports graduates within their first three years with Shell. Graduate assignments are tailored and structured, therefore graduates take on ‘real jobs’.

FACTS

C D

industry

Oil, Gas and Chemicals.

E

markets

Africa, Australia, America, Asia and Europe.

F

head office

Hague (Netherlands)

G

number of employees

1 400

H

offices

I

Johannesburg, Cape Town and Durban.

J

employee profile

Human Resources, Marketing, Retail, Lubricants, Communications, Legal, Marine, Aviation, Distribution, Chemicals, Manufacturing, Supply and Trading, Office Services Fuels and Bitumen. salary policy

Market-related salaries and performance-based bonus.

ethics statement

approx. 39% female and 61% male

P

$1.5 billion

Q

career paths

R S

vision

Shell is going live in October 2009 with the biggest SAP implementation in the world! This means exciting changes in how we do business. We are changing to make a better future with improved customer interfaces, more rewarding jobs, competitive advantage and business growth. Our aim is simple, standard processes: more satisfied customers.

www.shell.co.za

M

O

Shell is continuously giving employees and graduates an opportunity to be exposed to international careers. Our business is energy. The energy business is unique and not only does it have a huge impact on global development, it offers international career prospects and outstanding challenges. Shell is at the heart of the energy and petrochemical business, and one of the world’s most successful organisations.

L

N

gender

turnover

Shell employees share a set of core values - honesty, integrity and respect for people. We also firmly believe in the fundamental importance of trust, openness, teamwork, professionalism and pride in what we do.

K

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Critical situations. Ruthless competition. Unforgiving customers. Thankfully you can be absolutely sure of your IT solutions with Tata Consultancy Services (TCS). As one of the world’s fastest growing technology and business solutions providers, TCS has built a reputation of delivery excellence based on world-class IT solutions that are on time, within budget and consistently deliver superior quality. So, it comes as no surprise that we pioneered the concept of the Global Network Delivery ModelTM. Developed Innovation Labs and Solution Accelerators. Achieving a level of delivery excellence that provides greater value to our customers and is the industry benchmark. Enabling our clients to experience certainty. To learn how your business can experience certainty, visit www.tcs.com

Tata Consultancy Services Limited

A B

W

e’re looking for top-flight professionals committed to creating and implementing innovative solutions that help transform businesses. If you’re looking for a career that challenges and inspires you, consider TCS. TCS associates have diverse backgrounds, talents, experiences, and interests, but share a spirit of teamwork, a commitment to delivering quality results and the desire to keep growing professionally. TCS offers IT services, Business Solutions, and Outsourcing Services to its clients with a level of certainty that no other competitor can match. TCS offers solutions across various industry verticals including Banking & Financial Services, Insurance, Telecom, Government and Healthcare.

FACTS

C D

industry

Information Technology

E

markets

North America, Latin America, Europe, Africa, Middle East, APAC and Asia. head office

Mumbai (India)

G

number of employees

H

170, of which 20 are South African.

I

offices

Johannesburg and Cape Town.

recruitment 2009

We are recruiting continuously and are also looking forward to hiring experienced professionals along with fresh graduates in the near future so that there is fair mix of experience amongst employees.

contact

J

employee profile

Administration, IT , Sales, Finance, Human Resources and Alliance Roles.

27

trainee programmes

We have instituted a policy to provide training facilities to associates based on a need basis to upskill themselves and also to cater to needs of the job and project.

ethics statement

All employees of the Tata Group are governed by the Tata Code of Conduct, which takes care of ethics, discipline, conduct in office etc.

K L

average age

Visit our website ‘www.tcs.com’.

F

M

gender

approx. 15% female and 85% male

N

personnel turnover

13%

O

turnover

P

US$30 million

Q

career paths

In Tata Consultancy Services you can choose different career paths, based on your interest and capability to take up different roles. Employees have even moved from IT to HR or Finance.

R S

vision

The Overall TCS Vision is to be Global Top 10 by 2010.

T

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www.tcs.com

X Y my impression:

Z 131

TOTAL

A B

E

stablished in 1954, TOTAL South Africa is part of the multi-national French-based energy company. The parent company TOTAL has a controlling interest in TOTAL South Africa owning 50,1% of the shares. TOTAL South Africa’s black economic empowerment partner TOSACO holds 25% and the remaining 24,9% is held by Remgro. TOTAL South Africa has 530 service stations.

FACTS

C D

industry

Petroleum Industry

E

markets

North America, South America, Latin America, Asia, Middle East and Africa. head office

recruitment 2009

We have an intern training programme which accomodates 25 new graduates annually. The aim is to provide the company with a pool of talented employment equity graduates with potential for permanent employment within the company. TOTAL is proud to provide bursaries for qualifiying candidates to study at all levels. We are now offering bursaries for postgraduates to study in France with no strings attached.

contact

[email protected]

trainee programmes

Our internship and bursary scheme programmes are cross-functional, and the majority are aimed at equipping candidates with technical skills.

ethics statement

At TOTAL South Africa, we are guided by our core values of Pride, Professionalism, Diversity and Transparency. These core values are derived from our local organisational culture, the Group Ethics Charter and Group Code of Conduct. The TOTAL South Africa Code of Ethics is therefore a locally relevant expression of TOTAL’s global commitment to responsible business conduct.

F

Paris (France)

G

number of employees

H

826

I

offices

Johannesburg, as well as Namibia, Lesotho, Swaziland and Botswana.

J

employee profile

K

Engineering, Sales and Marketing, Logistics, Finance, IT and Human Resources. salary policy

Our remuneration philosophy is to reward competitively, on the basis of good performance, in line with the general and petro-chemical markets. Performance-based bonuses are also paid.

L M N O

average age

39

P

gender

career paths

TOTAL encourages staff to try different career streams, with its training and development initiatives supporting such flexibility. Almost any career aim can be fulfilled, almost anywhere in the world where TOTAL has a presence.

41% female and 59% male

Q

turnover

R

R19 billion

vision

Our mission is to be an excellent corporate citizen, to be number one with our customers and to make TOTAL South Africa a great place to work. By achieving this, we will deliver sustainable shareholder value. Above all, we believe in the success which diversity brings – diversity amongst our staff, our shareholders, our customers and suppliers.

S

i have: called

TOTAL’s Employee Volunteer Programme (EVP) supports staff who are involved in commununity volunteer work. The Programme is designed to assist employees who want to share their time, knowledge and skills with less fortunate people, thereby making a visible and sustained contribution to the communities in which we operate.

www.total.co.za

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Tsogo Sun GAMING

A B

T

sogo Sun Gaming is one of two companies owned by Tsogo Sun Holdings, the largest black empowerment company in the leisure industry in South Africa. Tsogo Sun Holdings has controlling interests in Tsogo Sun Gaming, which consists of five strategically located properties, and the largest hotel and entertainment group in South Africa – Southern Sun Hotels. As the employer of choice in the gaming and leisure industry, we are proud to employ industry leaders and some of the most highly qualified and knowledgeable people in the industry, and to provide our valued staff with benefits which make a difference to their lives.

FACTS

C

industry

Gaming and Entertainment.

D

markets

E

South Africa

F

head office

Fourways (Johannesburg)

G

number of employees

recruitment 2009

Our strategy is two-fold, for a select path we attract people who have never worked before and our objective is to grow these people. For the other positions we attract “the best of breed” in order to fulfil our strategic obligations.

contact

2898

H

offices

Fourways (Johannesburg), Durban, Nelspruit, Witbank and East London.

J

employee profile

Visit our website ‘www.tsogosun.com’.

trainee programmes

One of the cornerstones of Tsogo Sun Gaming is Attracting and Developing gifted people, and we nurture and develop talent through training, mentoring and coaching. Tsogo Sun offers a Senior Management Development Programme and, in partnership with THETA, we offer a Graduate Development Programme.

ethics statement

Tsogo Sun Gaming is committed to helping our employees realise their own potential, to ensure that we eradicate principles identified by our staff as being unacceptable and to fostering the principles which embody the culture and spirit of a successful company.

career paths

Tsogo Sun employs the right people, with the right attitude for the right job. We invest in the continuous nurturing and development of talent through training, mentoring and coaching. The foundations for every employee’s development are General Performance Plans and Objectives, set on an annual basis.

Finance, Human Resources, Administration, Information Technology, Business Intelligence, Gaming (Tables, Slots & Cashdesk), Security, Surveillance, Marketing, Mind & Mood, Compliance and Food & Beverage. salary policy

Market-related salary packages with competitive benefits are offered. average age

L M N O

gender

P

approx. 47% female and 53% male

Q

personnel turnover

approx. 7,6% per annum

R S

To become and remain the most successful gaming and entertainment company in South Africa.

www.tsogosun.com

K

31

vision

We will be focusing on entrenching The Tsogo Way culture throughout our company and ensuring that each person lives this philosophy in their daily working lives. Our vision is to provide world-class Gamertainment for all our guests, and will be focusing on leveraging every opportunity to create the ‘Wow’ and the ‘Sizzle’ – to build our presence and raise our profile. This includes events such as the SA Tennis Open, High School Musical – The Full Stage Production and other high-profiled events that create unique and memorable experiences for our guests.

I

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“I love that at VWSA I am more than just a number.” JOHN MAREE

“Let what you do, be what you love.” MBUSO NDLOVU

JOIN THE LEGEND

“It’s great to know that my daily work has a global impact.” SISANDA TISO

“Being a Grad has given me a solid foundation to the start of my career.”

2008 VOLKSWAGEN GRADUATE INTAKE

LINDA PEMBA

Volkswagen of South Africa offers opportunities in a company that is both globally connected, and woven into the fabric of our society. We are looking for high performance people who want to carve a career in a company that is globally competitive, rich in local heritage, and makes and sells cars that people love. Become part of the legend by joining our Graduate Training Programme. For more information, visit our website www.vw.co.za, and apply online between 1 June and 15 August.

BEGIN YOUR JOURNEY

“The best thing about working for VWSA? Working with the brand I grew up with.” NELLYS SIWELE

Volkswagen

A B

V

olkswagen was founded in the late 1930’s in Germany and the popularity of its vehicles has grown to such levels that it has become Europe’s largest carmaker. Today Volkswagen South Africa (VWSA) contributes as a significant player in one of the four major Volkswagen regions globally. VWSA was established in 1946 and the first locally-made VW Beetle appeared in 1951. Since then, Volkswagen has become one of the main passenger car manufacturers in the country, to such an extent that, one in five cars sold is a Volkswagen. VW is one of the largest foreign employers in South Africa, employing 5500 people and together we have made history again and again, and like our cars we have no intention of slowing down. The legend lives on, will you be a part of it?

FACTS

C D

industry

Automotive Manufacturing

E

markets

Europe, Australia, Asia, North America, South America and Africa. head office

F

Wolfsburg (Germany)

G

number of employees

H

5500

recruitment 2009

Applications for our training programmes open from June to mid August every year and can be found on our website www.vw.co.za/about/careers under the careers tag. General vacancies can also be found here. VWSA believes in close interaction with students and will be present at many Career Fairs/Days on campuses around the country.

contact

For information go to: www.vw.co.za or for queries email: ‘[email protected]’.

trainee programmes

Our Graduate Trainee Programme is a 12-month intensive on-the-job training programme that is designed for motivated, driven and dedicated individuals who possess excellent leadership potential and are good communicators. Other programmes include the Technician Trainee Programme & Bursar Programme.

I

offices

Johannesburg and Uitenhage (Port Elizabeth). employee profile

Business and Office Administration/Management/ Strategy, Sales and Marketing, Economics/Finance/ Commerce, Journalism and Media, Human Resources, Information Technology and Engineering.

We pride ourselves on maintaining the highest level of ethics and honesty. We subscribe to a group-wide ombudsman system, which provides every employee with a confidential platform to report any unethical behaviour.

M N O

35

P

gender

Q

12% female and 88% male

If you are looking for a career that will introduce you to dynamic new concepts of cutting-edge technology, and an exciting work environment in an ever-changing industry, both locally and globally – then join us and become part of our legendary status. For more info log onto ‘www.vw.co.za’.

R S

vision

At VWSA we have invested extensively in a complete plant overhaul, and have introduced world-class technology and processes into our production environment. We have also been acknowledged as a leader in people development. All this is an indication of our stability and long-term commitment to the future. Planned new product launches will further entrench our position as a leading company in the motor industry.

www.vw.co.za

L

Individual base salary, medical aid, provident fund, lease car, annual bonus and performance-based rewards.

career paths

World-class people, producing world-class quality products, for satisfied customers around the world.

K

salary policy

average age

ethics statement

J

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Johannes

burg

|

Cape To wn

|

London

WEBBER WENTZEL

A B

A

s one of the leading law firms in South Africa, Webber Wentzel (WW) offers its clients a unique combination of professionalism, insight, experience and talent. In the 140 years that we have been in existence, generations of clients have enjoyed the benefit of these qualities. But, there’s another aspect to WW which serves to set us apart from our competitors, and that is enthusiasm. There’s a positive energy that permeates our business. It extends to everything we do. Clients experience it as unparalleled commitment and a quiet determination to provide them with the very best service available. Employees experience it as a culture that embraces their individuality and encourages their personal and professional growth. recruitment 2009

Visit our website – www.webberwentzel.com and experience our new online application process. Webber Wentzel will visit a number of Career Days at universities across the country. Come and visit our stand and we will tell you more about what we as an employer can offer you.

contact

Visit our website ‘www.webberwentzel.com’.

FACTS

C D

industry

Legal Services

E

markets

South Africa, the rest of Africa and London.

F

head office

Johannesburg

G

number of employees

630

H

offices

I

Johannesburg, Cape Town and London.

J

employee profile

Legal practitioners and employees in areas such as Information Technology, Finance, Human Resources, Corporate Affairs, Knowledge Management and Operations. salary policy

trainee programmes

In-house Candidate Attorney Programme, Vacation Clerk Programme as well as various other in-house and external learning and development opportunities. In-house legal programmes are conducted by our most senior and experienced practitioners.

ethics statement

Webber Wentzel subscribes to six values which accurately describe the way we aspire to conduct business, and the way we interact with our clients and colleagues. These are: Integrity & Respect, Exceptional skills & Client service, Leadership, Transformation & Diversity, Teamwork and Best People.

Webber Wentzel has adopted a pay for performance and contribution philosophy to remuneration.

The average age of our legal practitioners is 34. gender

M

O

approx. 64% female and 36% male

P

personnel turnover

Q

8%

R

career paths

S

vision

T

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We are launching our very exciting “Top Ten Reasons to Work for Webber Wentzel” graduate recruitment campaign. Visit our website and our stand on campus to experience it for yourself. We are also expanding our legal business in Africa.

www.webberwentzel.com

L

N

average age

Weber Wentzel focuses on the continuous development of all its employees. As a multi-disciplinary firm, there is a range of career choices open to our staff, including local and international assignments. To be the law firm of choice in Africa in complex and important commercial matters, and dispute resolution.

K

W X Y my impression:

Z 139

WesBank

A B

W

esBank is proud to be recognised as a market leader. We are proud to be a South African organisation and have an inclusive culture. We contribute to our community through social upliftment initiatives and by being environmentally friendly. Our success is built on our solid partnering skills that ensure mutually beneficial and sustainable relationships. WesBank once again was recognised as the Top Large Company to Work for in the Deloitte’s Best Company to Work for 2008 survey. Our continued performance in this survey is evidence of a long-term and sustainable approach to ensure that we are an employer of first choice. recruitment 2009

Our strategy to engage people who have the appropriate attitude, expertise and passion, and who are entrepreneurially focused, means that whilst applicants are subject to rigorous recruitment and selection practices, our processes remain fair, equitable and consistent. Visit www.wesbank.co.za to register your application. One of WesBank’s key strategies is to create a talent pipeline of developing professionals. WesBank actively recruits graduates (degree/diploma/higher certificate) for available vacancies and learnerships throughout the year.

contact

Visit our website ‘www.wesbank.co.za’.

FACTS

C

industry

Vehicle and Asset Finance.

D

markets

E

South Africa, Botswana, Swaziland, Namibia, Lesotho and UK. head office

G

Johannesburg number of employees

4423

H

offices

I

Johannesburg, Cape Town, Durban, Port Elizabeth and East London. employee profile

Sales & Marketing, Human Resources, Operations, Information Technology, Financial, Risk, Credit and Legal. salary policy

trainee programmes

Through facilitation of training interventions, WesBank strives to create an environment of continuous learning. Furthermore, as an accredited Training Provider with BANK SETA, WesBank is in a position to award credits which contribute to qualifications registered on the NQF Framework.

Remuneration is reviewed at appropriate intervals to motivate and retain staff, by offering and maintaining market-related remuneration in line with their performance and outputs for particular roles.

FirstRand is a unique federation of business entities in which the whole is greater than the sum of the parts. Harmony amongst operational units is maintained by market and environmentally regulated checks and balances, giving rise to an interdependence that is clearly understood.

career paths

61% female and 39% male

www.wesbank.co.za

N

S

R3,563 billion

T

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he

M

R

revenue

called

WesBank relocated to new premises in April 2008. The building has been called an “architectural and functional masterpiece” by the press because it is environmentally friendly, celebrates our African heritage and provides our people with the very best working environment. In response to our employee’s suggestions, we have incorporated banking facilities, a clinic, convenience store, gym, coffee bar and shortly a crèche.

L

Q

personnel turnover

vision

WesBank is to be the acknowledged leader in Asset Finance and related services, in terms of customer service, profitability and size.

K

P

gender

15,4%

We encourage both a blend of lateral and vertical career paths that create a solid foundation for employees to grow and perform from. The diversity of WesBank’s business and relationships with subsidiaries as well as associates, offer employees a variety of careers in different business environments.

J

O

average age

35

ethics statement

F

e-mailed

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U V

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W X Y my impression:

Z 141

Company Website List: Career Compass 1. Absa

www.absa.co.za

2. Accenture

www.accenture.co.za

3. Adams & Adams

www.adamsadams.com

4. Alexander Forbes

www.alexanderforbes.com

5. Allan Gray

www.allangray.co.za

6. Anglo American

www.angloamerican.co.za

7. Anglo Platinum

www.angloplatinum.com

8. AngloGold Ashanti

www.anglogold.com

9. Aspen Pharmacare

www.aspenpharma.com

10. Auditor-General South Africa

www.agsa.co.za

11. Avusa

www.avusa.co.za

12. Barloworld

www.barloworld.com

13. BDO Spencer Steward

www.bdo.co.za

14. BHP Billiton

www.bhpbilliton.com

15. BMW South Africa

www.bmw.co.za

16. Bowman Gilfillan

www.bowman.co.za

17. BP Southern Africa

www.bp.com

18. British American Tobacco

www.batsa.co.za

19. Cadbury South Africa

www.cadbury.co.za

20. Cell C

www.cellc.co.za

21. Chevron (formerly Caltex Oil SA) www.chevron.com

22. City of Cape Town

www.capetown.gov.za

23. Clicks

www.clicks.co.za

24. Cliffe Dekker Hofmeyr

www.cliffedekker-hofmeyr.com

25. Coca-Cola

www.coca-cola.com

26. CSIR

www.csir.co.za

27. DaimlerChrysler South Africa

www.daimlerchrysler.co.za

28. De Beers

www.debeersgroup.com

29. Deloitte

www.deloitte.com/za

30. Denel

www.denel.co.za

31. Deneys Reitz

www.deneysreitz.co.za

32. Department of Agriculture

www.nda.agric.za

33. Department of Foreign Affairs

www.dfa.gov.za

34. Department of Land Affairs

land.pwv.gov.za

35. Department of Trade & Industry (DTI) www.dti.gov.za

36. Dimension Data

www.dimensiondata.com

37. Discovery

www.discovery.co.za

38. Edcon

www.edcon.co.za

39. Edward Nathan Sonnenbergs

www.enf.co.za

40. Engen Petroleum

www.engen.co.za

41. Ericsson

www.ericsson.com

42. Ernst & Young

www.ey.com

43. Eskom

www.eskom.co.za

44. Exxaro

www.exxaro.com

45. First National Bank

www.fnb.co.za

46. Foschini Group

www.foschinigroup.co.za

47. GlaxoSmithKline South Africa

www.gsk.com

48. Gold Fields

www.goldfields.co.za

49. Grant Thornton

www.grantthornton.com

50. Grinaker-LTA

www.grinaker-lta.com

51. Group Five

www.g5.co.za

52. Harmony

www.harmony.co.za

53. Hatch South Africa

www.hatch.ca

54. Hewlett Packard South Africa

www.hp.com

55. Hollard Insurance

www.hollard.co.za

56. IBM South Africa

www.ibm.com/za

57. Implats (formerly Impala Platinum) www.implats.co.za

58. Industrial Development Corporation www.idc.co.za

59. Investec

www.investec.com

60. Johnson & Johnson

www.jnj.com

61. JP Morgan Chase Bank

www.jpmorganchase.com

62. KPMG

www.kpmg.co.za

63. Kumba Iron Ore

www.kumba.co.za

64. LG Electronics South Africa

za.lge.com

65. Liberty Life

www.libertylife.co.za

66. L’Oréal

www.loreal.com

142

67. Maersk Line

www.maerskline.com

68. Mars Africa (formerly Master Foods) www.mars.com

69. Mazars Moores Rowland

www.mazars.co.za

70. McKinsey & Company

www.mckinsey.com

71. Media24

www.media24.com

72. Metropolitan

www.metropolitan.co.za

73. Microsoft

www.microsoft.com

74. Mittal Steel (formerly Iscor)

www.mittal.co.za

75. Momentum

www.momentum.co.za

76. Mondi

www.mondi.co.za

77. Moore Stephens

www.moorestephens.co.za

78. MTN

www.mtn.co.za

79. Murray & Roberts

www.murrob.com

80. Mutual & Federal

www.mf.co.za

81. National Prosecuting Authority (NPA) www.npa.gov.za

82. National Treasury

www.treasury.gov.za

83. Nedbank

www.nedbank.co.za

84. Neotel

www.neotel.co.za

85. Nestlé

www.nestle.co.za

86. Network Healthcare (Netcare)

www.netcare.co.za

87. Nissan South Africa

www.nissan.co.za

88. Nokia

www.nokia.com

89. Old Mutual

www.oldmutual.co.za

90. Petro SA

www.petrosa.co.za

91. Pfizer Laboratories

www.pfizer.co.za

92. PKF (previously Fisher Hoffman PKF) www.pkf.co.za

93. PricewaterhouseCoopers

www.pwc.com

94. Public Investment Corporation (PIC) www.pic.gov.za

95. Rand Merchant Bank (RMB)

www.rmb.co.za

96. Rand Water

www.randwater.co.za

97. Reckitt Benckiser

www.reckittbenckiser.com

98. Routledge Modise Eversheds

www.routledges.co.za

99. SABC

www.sabc.co.za

100. Sanlam

www.sanlam.co.za

101. SAP South Africa

www.sap.com

102. Sappi

www.sappi.com

103. Sasol

www.sasol.com

104. Shell Southern Africa

www.shell.com

105. Shoprite

www.shoprite.co.za

106. Siemens

www.siemens.com

107. South African Airways (SAA)

www.flysaa.com

108. South African Breweries (SAB)

www.sabreweries.com

109. South African Reserve Bank (SARB) www.reservebank.co.za

110. South African Revenue Service www.sars.gov.za

111. Standard Bank

www.standardbank.co.za

112. Standard Chartered

www.standardchartered.com

113. Statistics South Africa

www.statssa.gov.za

114. Telkom

www.telkom.co.za

115. Tiger Brands

www.tigerbrands.co.za

116. TOTAL

www.total.co.za

117. Toyota South Africa

www.toyota.co.za

118. Transnet

www.transnet.co.za

119. Truworths

www.truthworths.co.za

120. UCS Software

www.ucssoftware.co.za

121. Umgeni Water

www.umgeni.co.za

122. Unilever

www.unilever.co.za

123. Virgin Active

www.virginactive.co.za

124. Vodacom

www.vodacom.co.za

125. Volkswagen South Africa

www.vw.co.za

126. Volvo

www.volvo.com

127. Webber Wentzel

www.webberwentzel.com

128. Werksmans Attorneys

www.werksmans.co.za

129. WesBank

www.wesbank.co.za

130. Woolworths

www.woolworths.co.za

143

NOTES

144