| Job ID | Date Posted | Job Title |
| 584 | 08/06/10 | E-Marketing Business Developmet Co-ordinator New! |
| 583 | 08/06/10 | Multi Media Designer New! |
| 582 | 08/04/10 | Senior Business Intelligence Specialist New! |
| 581 | 08/02/10 | Designer: 2x New! |
| 580 | 08/02/10 | Content Manager: Social Media New! |
| 579 | 07/28/10 | Call Centre Agents: Foreign Languages New! |
| 578 | 07/28/10 | Fraud Screening Consultant New! |
| 577 | 07/28/10 | Screening and Investigations Team Leader New! |
| 576 | 07/28/10 | Business Systems Analyst New! |
| 575 | 07/28/10 | Sales Manager - Outbound Call Centre New! http://www.syncconsulting.co.za |
Showing posts with label new jobs south africa. Show all posts
Showing posts with label new jobs south africa. Show all posts
Saturday, August 7, 2010
Staff needed Sync Consulting
Monday, May 24, 2010
Sync Consulting does all the checks for you!
You need never worry about bad staff if you use Sync Consulting Global
as your resource provider!
The adage "a persons past behaviour is a good predictor of their future behaviour" is supported by Employers' Mutual Protection Service (EMPS) annual screening statistics from 2009, which showed that 40 percent of job applicants with criminal convictions were convicted of two or more crimes.
Kirsten Halcrow, managing director of EMPS, says the latest screening tool that can now be used by employers to look at past employment behaviour of job candidates is a CCMA check. It will show whether candidates have any CCMA awards or Labour Court judgments against or in favour of them. A further CCMA transcript check can then be done to get the full CCMA transcript report.
She says checking an applicant's CCMA records when used as part of a safe-hiring process can serve several purposes.
"It can reduce the chance of a negligent hiring decision. The threat of liability gives employers reason to be cautious in checking an applicant's past.
"CCMA checks can also help identify false or inflated information supplied by job applicants. Because of such a high incidence of CV fraud, employers should be wary of accepting anyone's word at face value.
"CCMA records are vital sources for verifying information submitted in job application forms and verifying an individual's reason for leaving previous employers. They also help determine whether applicants are fit for the job.
"The ultimate purpose of any screening programme, once credentials have been verified, is to ensure a good job fit. Using previous employment references and CCMA data could prove valuable in establishing job fit.
"CCMA commissioners do not always find against job applicants, there can also be cases won in favour of applicants, that explain possible negative employment references, by disgruntled previous employers."
Halcrow says CCMA checks will discourage applicants with something to hide and encourage honesty. Application forms should directly ask applicants about any CCMA records or previous disciplinary history.
"Most honest job applicants are not concerned about background checks, but others are uncomfortable with the idea of anyone poking around in their personal history.
"In-depth background checks could unearth information that is irrelevant, taken out of context, or just plain wrong.
"It is of the utmost importance that employers use accurate sources, get signed consent from applicants and only use data that is relevant to the position applied for," says Halcrow.
as your resource provider!
The adage "a persons past behaviour is a good predictor of their future behaviour" is supported by Employers' Mutual Protection Service (EMPS) annual screening statistics from 2009, which showed that 40 percent of job applicants with criminal convictions were convicted of two or more crimes.
Kirsten Halcrow, managing director of EMPS, says the latest screening tool that can now be used by employers to look at past employment behaviour of job candidates is a CCMA check. It will show whether candidates have any CCMA awards or Labour Court judgments against or in favour of them. A further CCMA transcript check can then be done to get the full CCMA transcript report.
She says checking an applicant's CCMA records when used as part of a safe-hiring process can serve several purposes.
"It can reduce the chance of a negligent hiring decision. The threat of liability gives employers reason to be cautious in checking an applicant's past.
"CCMA checks can also help identify false or inflated information supplied by job applicants. Because of such a high incidence of CV fraud, employers should be wary of accepting anyone's word at face value.
"CCMA records are vital sources for verifying information submitted in job application forms and verifying an individual's reason for leaving previous employers. They also help determine whether applicants are fit for the job.
"The ultimate purpose of any screening programme, once credentials have been verified, is to ensure a good job fit. Using previous employment references and CCMA data could prove valuable in establishing job fit.
"CCMA commissioners do not always find against job applicants, there can also be cases won in favour of applicants, that explain possible negative employment references, by disgruntled previous employers."
Halcrow says CCMA checks will discourage applicants with something to hide and encourage honesty. Application forms should directly ask applicants about any CCMA records or previous disciplinary history.
"Most honest job applicants are not concerned about background checks, but others are uncomfortable with the idea of anyone poking around in their personal history.
"In-depth background checks could unearth information that is irrelevant, taken out of context, or just plain wrong.
"It is of the utmost importance that employers use accurate sources, get signed consent from applicants and only use data that is relevant to the position applied for," says Halcrow.
Thursday, February 11, 2010
Sync consulting - worth looking at
501 02/10/10 DTP Operator New!
500 02/10/10 Systems Support Specialist / BI Data Analyst New!
499 02/10/10 Systems Analyst/Data Analyst New!
498 02/10/10 Snr IT Operations Manager New!
497 02/10/10 HR Executive/Affirmative Action position New!
496 01/29/10 IT Retail Account Manager New!
495 01/29/10 IT Account Manager New!
494 01/21/10 Email Marketing Specialist
“I met Nicole while trying to get professional contacts regarding SAP projects/respectively employers in South Africa. Her professional and personal approaches are remarkable and I would always seek her expertise in any matter concerning my professional career.”
Matthias Frankenberg, January 3, 2010
500 02/10/10 Systems Support Specialist / BI Data Analyst New!
499 02/10/10 Systems Analyst/Data Analyst New!
498 02/10/10 Snr IT Operations Manager New!
497 02/10/10 HR Executive/Affirmative Action position New!
496 01/29/10 IT Retail Account Manager New!
495 01/29/10 IT Account Manager New!
494 01/21/10 Email Marketing Specialist
“I met Nicole while trying to get professional contacts regarding SAP projects/respectively employers in South Africa. Her professional and personal approaches are remarkable and I would always seek her expertise in any matter concerning my professional career.”
Matthias Frankenberg, January 3, 2010
Wednesday, October 21, 2009
Sales Executive/Client Relations wanted in SA
Sales Executive/Client Relations
Job Type Full-time
Job Status Sourcing
Date Posted 10/15/09
Location Northern Suburbs
Start Date January 2010
Duration Permanent
Job Description My client offers the services of world class multi-purpose venues to the exhibitions, events and concert promotions industries.
An exciting opportunity exists for an individual with a strong sales background in the exhibition, event and hospitality industries.
Responsibilities include :
* Sales of the venue facilities to potential clients
* Client Services to existing key clients;
* Management & sales of the tenant space available at venue;
* Assist the Events Department during events;
* Drawing up quotes, contracts and lease agreements;
Requirements:
* Minimum of 2-years sales experience, preferably in the events/exhibitions and/or hospitality industry;
* Strong people & communication skills;
* Good administrative skills;
* Advanced level of computer literacy. Basic requirements are: MS Word, Excel, Outlook;
* Knowledge of the Exhibition industry will be a further advantage.
* Ability to work after hours and over weekends
Qualifications Matric
Compensation R12500 - R14500 CTC
Highest finished education High School
How to Apply Email cv's
Email Resume To nicole@syncconsulting.co.za
Contact Info Nicole
Contact Phone: +27-11-678-3403
Contact Email: nicole@syncconsulting.co.za
Apply for Job
Job Type Full-time
Job Status Sourcing
Date Posted 10/15/09
Location Northern Suburbs
Start Date January 2010
Duration Permanent
Job Description My client offers the services of world class multi-purpose venues to the exhibitions, events and concert promotions industries.
An exciting opportunity exists for an individual with a strong sales background in the exhibition, event and hospitality industries.
Responsibilities include :
* Sales of the venue facilities to potential clients
* Client Services to existing key clients;
* Management & sales of the tenant space available at venue;
* Assist the Events Department during events;
* Drawing up quotes, contracts and lease agreements;
Requirements:
* Minimum of 2-years sales experience, preferably in the events/exhibitions and/or hospitality industry;
* Strong people & communication skills;
* Good administrative skills;
* Advanced level of computer literacy. Basic requirements are: MS Word, Excel, Outlook;
* Knowledge of the Exhibition industry will be a further advantage.
* Ability to work after hours and over weekends
Qualifications Matric
Compensation R12500 - R14500 CTC
Highest finished education High School
How to Apply Email cv's
Email Resume To nicole@syncconsulting.co.za
Contact Info Nicole
Contact Phone: +27-11-678-3403
Contact Email: nicole@syncconsulting.co.za
Apply for Job
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