The Representation of Women in the Renewable Energy Workplace

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The representation of women and men in board positions is skewed…

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10 Tips for Writing a Stellar CV

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The first interview is one of the most important parts of the hiring process…

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What to Remember When You don’t Hear Back on a Job Application.

You found a great job online, you’ve put together the perfect application and clicked send, and now the wait begins. Waiting to hear back from a company after applying for a job can seem like a daunting process, but it doesn’t need to be. Our best recommendation would be to work with a recruiter from AltGen as our team provides you with feedback every step of the way, preventing you from feeling like you’re left in the dark. However, if that’s not the route you want to go, here are some points to keep in mind:
  • The company’s turnaround time: The average time it takes to hear back after applying is between 1 to 2 weeks or 10 – 14 days. If you apply for a job advertised by AltGen, we will send you an email acknowledging your application has been received, and if after ten days you haven’t heard from us, unfortunately, your application is unsuccessful. Every company will differ, and sometimes the urgency or volume of applications will influence the time it takes to hear back from a job application.
  • Review the job description or posting: If you are unsure of how long you can expect to wait before hearing back, relook at the job advert as it may include information on how long you can expect to wait. If you’re planning to follow up with the company, don’t reach out to them before the stated time is over.
  • Continue your job search: While you are waiting to hear back on your application, continue exploring the other vacancies. This will increase your chances of finding the job you’re perfect for and help alleviate any nerves as you’re not putting all your hope into one position.
  • Job requirements: Make sure that you only apply for roles where you meet most, if not all, of the requirements. Recruiters and employers won’t consider your application if the non-negotiables aren’t met. Save yourself and the recruiter time by only applying for the best-suited jobs, this will also increase your chance of hearing back about your application.
  • There is not enough time: We understand that you want to find out if your application is being taken further in the recruitment process, but it’s important to keep in mind that recruiters and company’s don’t always have the time to respond to every single application. It doesn’t mean that your application hasn’t been seen, it just means that after going through every application, the recruiter isn’t always able to reply to each one individually. A survey carried out by com found that a job advert will receive 118 applications on average!
  • Know when to look for other opportunities: If you’ve followed up with the company and the specified waiting period is over, but you still have not heard back, it’s time to consider moving on to other potential roles. As difficult as it is, you shouldn’t feel disheartened. There are plenty of vacancies on offer, and the right one will come along.
It is important to know when it’s time to move on. If you’ve followed up with the company and the specified waiting period is over, but you still have not heard back, it’s time to consider your application unsuccessful. Remember not to feel discouraged if you don’t hear back. Finding the right job isn’t always easy, and sometimes you need a bit of help and guidance. Make sure to follow us on LinkedIn to keep up to date with our latest job offers and helpful blog posts. If you are a professional in the renewable energy space, we would love you to add your CV to our database for our consultants to refer to when a suitable position becomes available. Click here to upload your CV.

How to Retain Staff When Your Top Talent is Leaving.

It can come as a shock when one of your top performer’s hands in their resignation out of the blue. What influenced their decision? Who else may want to leave? How will your business be impacted? It’s natural to be concerned about these things. Other staff members will be asked to take on additional tasks and responsibilities to make up for the gap, and you don’t want that to negatively impact their motivational levels. So how do you go about preventing this from happening? Here are some things to keep in mind:
  • Retention plays a role from the beginning in your recruitment process. It’s essential to know the culture and strategy you want to instil in your business and make sure your potential candidate(s) match those. When using a recruitment company, the company you’re working with must take time to fully understand you and your business needs in order to find you the ideal candidate. AltGen’s recruitment team will always set up a meeting with you before working on your role to ensure that everything about your vacancy and business is understood.
  • Pick a candidate(s) who has a history of longevity with previous employment. This is one way to ensure your potential employee won’t hop from one job to the next after just a few months, increasing the likelihood of a longer employment relationship with your company. Seeing a candidate’s dedication to previous companies gives you a better idea of who they are as a person – loyal, determined, willing to ride the waves and not jump ship.
  • When deciding on a new hire, another thing to keep in mind is, do their values, vision, and mission align with your company’s? Finding an employee who resonates with your company’s core values is a recipe for success from the get-go. There is a higher chance of longevity when individuals feel they share the same values, vision and mission with their company.
  • A more obvious retention solution is to ensure you’re offering competitive packages. Specific skills can be scarce, especially in the renewable energy industry, and while money can’t solve everything, it can be a significant influencing factor in an employee’s decision to leave. AltGen offers free salary advice to clients in the Renewable Energy space if you’re unsure of salary ranges for specific roles. Click here to get in touch with us to find out more.
  • Lastly, recognition goes a long way. It could be something as simple as going out of your way to thank an employee for going the extra mile, but it is essential your employees feel valued and appreciated. Your gratitude or lack of what they do for your company can significantly influence how they think about their work.
It’s important to keep in mind that your company is only as strong as your staff. AltGen is here to help you hold on to your talent, and we’re here to help you find exceptional employees.

How to Prepare for a Job Interview

You’ve applied for the job and great news; your brilliant CV has piqued the company’s interest – but now reality sinks in (along with some nerves) and you realize that very soon it is time for an interview! You may know the saying “first impressions count” and nowhere is this more true than in the hiring process! According to a Harvard study, it only takes seven seconds to make a first impression on another person, so there is not a moment to waste! But how do you best enable yourself to make a great first impression? We asked our recruiters for their professional advice on how to prepare and start your interview off on a good foot. Below are some points to keep in mind. Always remember – while a CV may describe you, an interview distinguishes you.

Understand and respect your own professional journey.

One of the easiest means of this is to know your CV, how it expresses your vocational narrative and how your next step fits into this. It’s important your CV is accurate to avoid being misconstrued by a question on your achievements and previous employment. It is much better to have a strong grasp on what you have done so far in your career compared to a weak understanding of something that features in your CV. Your recruiter will go through your CV with you in preparation – ask them for insight into what may be asked. It is also important to know why you’ve applied for the role and how this job ties in with your future goals. Being asked where you see yourself in 5 – 10 years is a popular question for a reason!

Find out as much as you can about the company and specific job.

Your recruiter will provide information about the company, but it is important for you to do research on your own. It is incredible how many candidates will spend years on qualifications but fail to spend time preparing for an interview. This is like having a Ferrari in the garage but leaving your house without the keys! The horsepower means nothing if you can’t get your foot in the door. Interviewers like to see that you’ve taken the time to find out about the company, and it is important to know exactly what the company does in case you get asked such a question. Not knowing what your potential employer does, does not make a good impression! You can also research the role you’ve applied for. This will help you to think of potential questions to ask during the interview.

Prepare yourself for common questions.

Your recruiter will run through basic interview questions with you, this is a great way to prepare your answers. During an interview, you want to avoid not knowing what to say where possible, so preparing for common questions such as ‘what are your strengths?’, ‘what are your weaknesses?’, ‘why do you want to work here?’ is a great way to be prepared. Knowing what to say before the time will also help you feel calmer and more relaxed during the interview.

Take steps to make yourself and the conversation as comfortable as possible.

Your recruiter will let you know who in the company you’re interviewing with, use this as your opportunity to get to know the person you’ll be speaking to. Look them up on LinkedIn and find out more about the role they play within the company. You can also use this to try to figure out what sort of questions you may be asked. If the interviewer is in Human Resources, there’s a good chance you’ll be asked culture-based questions as opposed to a Head of Department who might ask more technical questions.

Better to be an hour early than a minute late.

If you are having an in-person interview, plan how you are going to get there – what route you will take and what mode of transport you’ll use. Ensure you set your alarm to avoid oversleeping, and aim to arrive 5 – 10 minutes early to give yourself time to settle in. Due to Covid-19, more interviews are taking place online. If this is the case for you, make sure that you have a stable internet connection, and test out your camera and microphone beforehand to avoid any technical problems during the interview.

Believe in yourself!

Remember that the interview goes both ways. You need to learn about the company as much as they need to learn about you. Based on research you’ve done on the company and the role, prepare questions to ask when given a chance. It’s important to take time to think about what you need to know about the job and the company to ensure it’s the right role for you.

Closing the interview.

If this is the role for you, be sure to express your interest and thank the interviewer for their time. Your recruiter will want to find out from you how you felt the interview went, and they will provide you with feedback from the company as soon as they can. If you are asked for a second interview, be prepared for further questions about yourself and your CV. Once the interview process is over, if you are the successful candidate, your recruiter will guide you through the job offer stage to ensure a smooth transition into your new role!

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Protection of Personal Information Act – July 2021

The Act has been in play in South Africa since 2013 but has only become compulsory to enforce as of 01 July 2021. The POPI Act sets the conditions for responsible parties to lawfully process personal information.

Personal information is described as any information relating to an identifiable natural person or juristic person. This would include information such as name and surname; date of birth; contact details; age etc. The POPI Act is important as it protects people from harm such as identity theft and discrimination.

Each organisation is affected differently by POPI and the results of non-compliance can include fines, imprisonment, and reputational damage. As the Act becomes enforceable in South Africa, organisations are impacted by the way they process personal information, especially special personal information, children’s information, and account numbers.

In order to process information, organisations need to ensure that the following processing conditions are upheld:
  • Accountability: All legal entities need to be responsible, accountable and must comply with the conditions of the Act.
  • Processing Limitation: All legal entities need to know why they are processing and capturing private information. There also need to be limitations in place as to what information you process and how much there is.
  • Purpose Specific: The data must be captured for a specific and justifiable reason and the data subject needs to be aware of this.
  • Further Processing: Any further processing or use of information collected needs to be related to the original purpose of the information being collected.
  • Information Quality: All information collected must be correct, up to date and not misleading.
  • Openness: In order to ensure openness, notifications need to be sent to the party whose information is being captured.
  • Data Subject Participation: The party whose information you have, has the right to ask for any data you have about them. They can also request for this information to be deleted.
  • Security Safeguards: Firstly you need to identify the data that contains personal information and treat it with care. Secondly, all such information must be secured.
To ensure AltGen remains compliant, we have updated our internal policies and would like to bring the following changes to light:
  • Privacy Policy: Our Privacy Policy details why we make use of your personal information and the types of information we store about you. It can be found on our website here.
  • PAIA Manual: Our PAIA Manual, also found on our website, outlines how you may access information and who to contact within AltGen. See our manual here.

We also want to assure all our international clients and candidates out there that we are compliant with the GDPR.

AltGen respects the privacy of our candidates and clients. We will always provide you with the option to unsubscribe from marketing communication.

Our Information Officers are Lisa De Sousa and Lané Höll.

If you have questions – we are happy to help, just drop us a line.

AltGen Team.