Since 2016, Millennials and Gen Z have become the majority of today’s workforce. According to Inc Africa, 75% of the global workforce is expected to constitute these two generations by 2025.  To attract and retain them, companies must build a culture that is reshaped by their values, motivations, needs and expectations. For these generations, a job is no longer just about the salary, it has more to do with purpose and with the workplace. It’s important for them to find work that’s personally fulfilling. Learn more about the characteristics & motivating factors of Millennials and Gen Z and how they have reshaped the workplace.

Millennials and Gen Z character traits and the opportunities they bring to the workplace

Technical skills are the knowledge and experience you need to perform a particular job. It can vary across industries and jobs. Some examples that are currently in demand in the workplace:

Tech-savvy and connected Millennials

It is no doubt that Millennials and Gen Z are a digital generation. They are always updated with today’s ever-changing world of technology, and they have a huge amount of technical expertise. Their ability to quickly understand and adopt new tools is stunning, and this is the most important strength that they bring to the organization.

Adventurous and curious generation

These generations are hungry to expand their skills. They look out for new experiences and are not afraid to go out of their comfort zone. Their fresh eye can bring new ideas and develop strategies that will ultimately encourage business growth.

Team-oriented

Millennials and Gen Z are fond of networking. They come from a modern age of diversity, which makes it easy for them to communicate regularly and openly. They work well in teams and have a high tolerance toward difference and are open to other opinions. This modern mindset creates a positive work environment and high performing team.

Gen Z, as well as Millennials, are resourceful 

Their resourcefulness is impressive. They are quick to learn and bring unique solutions to problems. They also come up with better and faster ways of getting things done to increase efficiency. Bottom line? Their creativity, fresh eye, insights and knowledge are very valuable to an organization.

Competitive and growth-oriented

They are known for their new way of work and empowerment to challenge the status quo. Their aim is to find meaning and purpose in the work they do and to use their skills to make a difference. They always ensure the best result, which helps keep a company moving forward. They like to be seen as a thinker with strategic mindsets.

Multitaskers

They have the ability to juggle different tasks and pay attention to them simultaneously. Likewise, they are focus-oriented, which enables them to absorb new information quickly and adjust to dynamic change. This is definitely a big advantage for the modern-day workplace, where changes keep happening and one needs to stay ahead of current trends to remain competitive.

What are Millennials and Gen Z looking for from their employers?

We have, in our team at Proactive, hosted several groups of Millennials and Gen Z for a round table and discussions after their first few months or years in employment. What they gave us as insights and feedback are genuine and very straightforward. Quality of life and partner time are the common grounds, but grit and pushing the limits of their knowledge are seen in Millennials as much as in Gen Z.

Work-life balance and flexibility

They are not ready to sacrifice their personal life for their careers, and they like to work in companies whose values align with their desire for work-life balance. It has become the new normal for companies to offer flexible working options to match Millennials and Gen Z lifestyles like flexitime, compressed hours and remote working. Giving them the freedom and autonomy to work from anywhere and trusting them to get the job done. The pandemic has revolutionized the way they connect with one another.

Constant Learning and Development

Opportunities for continuous learning and development are important for these generations. They will join an employer who will enable them to expand their skills and where they feel supported to advance and develop their careers. Companies need to establish regular training and coaching programs based on their needs. Research shows that Millennials and Gen Z are more likely to stay longer within an organization if they have the opportunities to progress, be empowered and take on leadership roles. 

At Proactive, we have designed and curated our learning and development courses in line with your needs and demands.

Employer’s ability to nurture Diversity, Equity, Inclusion and Belonging

Communicate your organization’s commitment to DEIB across all your employer branding channels. Millennials and Gen Z will be more attracted to your organization if they see that you are nurturing and encouraging diversity. According to them, it’s the ideal workplace as diverse team members foster better ethics, develop talent and promote creativity.

Moreover, they want to feel valued and heard; get them involved in decision-making and give them the freedom to share their ideas and contribute to the organization’s strategy.

Attracted by recognition and reward programs

Effective recognition and reward strategies create a sense of purpose, mission and values. Millennials and Gen Z want to feel recognized and rewarded for their achievements, as well as any steps they take above and beyond their duties. It encourages them to work hard and increases their job satisfaction. As an employer, you need to make them feel like what they are doing is important.

There are many opportunities and benefits that Millennials and Gen Z can bring to your workplace. It is very important for an organization to tailor their recruiting efforts, engagement and benefits initiatives to attract and retain these energetic generations. They can be top talents if employees find the right way to unlock and promote their strengths.

The war of talent is real. In today’s competitive workplace, companies are giving less importance to degree requirements and are emphasizing more on soft-skills requirements in their job adverts and testing hard skills through certifications, evaluations and other methods.

Employers generally seek a combination of both. It is therefore very important for candidates to understand what skills are in high demand to give them a leg up on the competition and become more marketable.

Looking for a new job, either a graduate or professional? Learn more about the top skills you need to land a job in 2022:

Technical skills needed in different industries

Technical skills are the knowledge and experience you need to perform a particular job. It can vary across industries and jobs. Some examples that are currently in demand in the workplace:

Project management

Organizing resources, managing budgets, and people from conception to project implementation. Choosing a career in project management involves developing these technical skills:

  1. Budget planning
  2. Project planning
  3. Project management tools 
  4. Quality assurance
  5. Risk management

Data analysis

Nowadays, nearly every industry today relies on data to help in decision-making. Employers are looking for someone who can collect, organise, and then interpret these valuable insights

The most common data analytic skills are:

  1. Research
  2. Data mining
  3. Database management
  4. Data presentation
  5. Forecasting
  6. Data visualization

Programming and coding

Whether you are applying as a software engineer or web developer, you need to have a good knowledge of coding and programming. Expertise requires for this job is:

  1. C++
  2. HTML/CSS
  3. Java
  4. JavaScript
  5. Python
  6. SQL

Information Technology Security

With businesses moving online and migrating to cloud storage, there is an increased demand for information technology security experts. These specialists can control data breaches and ensure that organizations retain their brand positioning and reputation. Those skills include:

  1. Network and system administration
  2. Cloud computing
  3. Cybersecurity
  4. AI
  5. Data mining & analysis
  6. Programming and coding
  7. Software engineering

Digital Marketing

As we all know, social media and digital marketing have become a major part of marketing strategies in most businesses. Everyone can mention “experience in social media” in their resume, but if you are able to quantify your Marcom results with facts and figures; well-defined KPIs, and goals conversion achieved with the hiring managers, you will be able to stand out from the competition.

   Here are common marketing skills to consider:

  1. Content creation
  2. Graphic design
  3. Data analysis
  4. Email marketing
  5. SEO
  6. Social media ads
  7. Copywriting

Digital Media

Another common career which is growing in today’s modern age is digital media. It requires a mix of both creativity and technical skills. When choosing a career in digital media, you need to learn and develop the following skills:

  1. Adobe suite
  2. Digital Photography
  3. Video production
  4. Audio editing
  5. UX design

Accounting & Finance

The accounting and finance industry is growing rapidly. If you are interested in joining this booming field or are looking to take the next step in your accounting career, now is the time to start developing your accounting skills. Nowadays, job positions in this industry don’t require only a credential (degree or ACCA) but having a set of well-honed skills will make out the right candidate. The key skills are:

  1. Billing
  2. Bookkeeping
  3. Accounting software
  4. Microsoft Office
  5. Financial planning & analysis
  6. Reconciliation
  7. Risk Management
  8. Budgeting and forecasting

Soft skills in demand to get a job in 2022

Soft skills refer to character traits and interpersonal abilities. They are less about your qualifications and more personality-driven. Experts say that soft skills are more important than technical skills.

When applying for a job, consider developing these soft skills to ensure you appear to be the best candidate:

Communication

As an able communicator, you should be able to adjust your tone and style according to your audience, comprehend and act efficiently, and explain complex issues to clients. Ask yourself whether you can convey a key message with as few words as possible? Or close a deal by asking the right question at the right time? Remember that no matter how complicated a situation is or how difficult a customer/co-worker can be, the ability to communicate effectively still holds the high card.

The most common communication skills are: 

  1. Verbal communication
  2. Written communication
  3. Presentation
  4. Constructive feedback
  5. Active listening

Problem-solving

This skill requires a particular mindset. It’s about how fast you can think and how quickly you can act. Candidates who can approach a problem with a cool head will often find a solution more efficiently than those who cannot. It is important to show the employer how you have handled a challenge with your head up and point out that you are able to think critically and creatively even under pressure.

These are the skills associated with problem-solving: 

  • Analysis
  • Logical reasoning
  • Observation
  • Brainstorming
  • Decision-making

Dependability

Dependability skills have great importance in the workplace. In today’s remote and hybrid work culture, the employer should be able to trust you can complete any task, and that you will do it well. A dependable employee produces consistent work, meets deadlines, is self-sufficient and reliable, makes commitments, and follow-up on what has been done. At work, being dependable can come with some good rewards.

Emotional Intelligence

Emotional Intelligence (EI or EQ) is the awareness and management of one’s emotions and that of others. Mrs Sarah Sabin, Transformational Leadership & Business Coach, quoted, “Emotional intelligence is the strongest indicator that an employee will be a high performer”. 

You need to demonstrate how, during a workplace/life challenges that you experienced, you have listened to the concern of others and came up with a solution for a win-win.

Employers know that candidates with high EQ manage change perfectly, respond well to feedback, make wise decisions and are able to work effectively. 

Learn more from Daniel Goleman on the 12 components of Emotional Intelligence.

Innovation & Creativity

Creative thinking is the process of looking for new ways to do things to reach fresh solutions. Every organization requires some level of creativity and innovation. It can range from art or design to questioning and experimenting. So if you want to have a competitive advantage and be in demand, you need to be creative.

Now that we’re in the modern tech age, you have plenty of knowledge at your fingertips. You need to prove to the employer that you can come up with a unique approach e.g.; how to cut costs, streamline the processes, close a sale, produce a compelling marketing campaign or even launch a new and innovative product.

Resilience

Resilience is the ability to bounce back swiftly from failure and adversity, not just returning to the status quo, but also making use of the opportunity to learn and grow. It is considered an indispensable skill needed in a job.

If you have the ability to prioritize strategically, adapt to changes and keep working towards the long-term goals even if there are short-term setbacks, you are the ideal candidate for the hiring managers.

Below are some interview questions, hiring managers will ask you to assess your resilience, including:

  • How do you deal with challenges?
  • What has been your biggest failure, and how did you deal with it?
  • Tell us about a time when you had to deal with a major crisis
  • Describe a time when something didn’t work out as well as you’d hoped. What did you do, and what did you learn from it?
  • How would you respond if you received negative feedback from your seniors?

Or you can be invited to participate in a role-play where the employer will give you a challenging situation and assess how you would respond in a real-life work environment.

As industries and consumer behaviour are evolving, so do the top skills in demand that companies value. In the remote and hybrid culture of today’s workplace, where skills like adaptability and resilience have come to the fore, employers need candidates with a solid mix of technical and soft skills. While some skills are innate, others can be developed through study and practice to enhance your career.

Mauritius is projected to maintain its 93.00% employment rate by the end of the second quarter of 2022 and maintain it throughout 2023. As per Trading Economics and Global Macro Models, job opportunities in Mauritius are widely available and accessible to Mauritians as well as expatriates.

Important Industries in Mauritius, which are recruiting the most:

  1. Tourism
  2. Textiles
  3. Financial services
  4. Sugar
  5. Information and Communication technology
  6. Hospitality
  7. Property Development
  8. Seafood
  9. Healthcare
  10. Agriculture
  11. Renewable energy like biomass, hydro-energy, wind energy, and solar energy
  12. Education
  13. Professional training

Highest In-Demand Job Profiles in Mauritius

Do you want to work in Mauritius or enhance your career here with us? Here are some highest in-demand job profiles in Mauritius to help you on your new career path.

The job opportunities on the island extend across various different industries as follows:

  • Digital Marketing
  • IT and web developers
  • Engineering, Manufacturing and Construction
  • Health and Welfare
  • Finance (including FinTech)

Digital Marketing

As a result of the epidemic, there has been a growth in online business, e-commerce, and digital transformation. Mauritius’ businesses are attempting to extend their online presence in order to reach a larger audience. As a result, candidates with digital marketing experience are now required. From content writers to social media administrators to designers, digital marketers have become one of the most sought-after positions in sales and marketing departments

IT and web developers/software engineers

Promoting ICT development has become a major player in Mauritius. The government aims at making Mauritius the leading ICT destination in the African region. 

As more and more businesses are getting online, there is a rapid growth for web developers and software engineers. And it is expected to increase continuously over the years. Web developers play a big role in building an optimized and high-quality website to enhance user experience and ensure businesses get the necessary brand visibility. 

Also, we are now seeing a rise in mobile usage and the businesses are capitalizing on this to bring their e-commerce activities to the next level by building a mobile app. As a result, software engineers are in high demand. Both jobs are known to be creative forces as they develop, design, test, write, modify and debug.

Engineering, Manufacturing and Construction

According to the trading economics, GDP From Construction in Mauritius increased to 7338 MUR Million in the fourth quarter of 2021. The construction industry is known to be a driver of Mauritius’s economic development. As the government is investing more and more in projects like metro, hospitals, smart cities etc, further job opportunities are created.

Among them are civil engineers. They are responsible for designing, building as well as managing and supervising infrastructure projects. Other skilled workforce needed in this sector are masonry, plumbing and electrical.

Health and Wealth

As we face more and more pandemics and health-related diseases, we observe an increase in health and welfare demands in Mauritius. Besides, the government’s plan to build more hospital facilities will create further job opportunities. The medical occupations which are expected to grow the fastest are nurses, medical assistants, specialists, physicians and surgeons.

Since Mauritius is also becoming an ageing population and a popular retirement option, we are likely to see a high demand for personal care assistants whether in the patient’s home or nursing homes. They are responsible for personal care tasks such as feeding, bathing, and dressing, as well as medical tasks, mostly for the elderly and disabled persons.

Finance (Including FinTech)

As Mauritius is rebuilding its economy, the demand for accountants has become the highest. They are vital in helping businesses regain their financial stability. Their responsibilities involve maintaining and analysing financial record, reconciliation, bookkeeping, budgeting, billing and any other ad-hoc tasks. Qualifications required for these jobs are either a degree in accounting or ACCA.

We have been witnessing a drastic change in the financial industry with advanced technology known as FinTech. This industry is becoming lucrative, especially with the increased usage of smartphones and other devices and Mauritius is the first African country to develop a FinTech hub, thereby creating opportunities for new players mostly in the Big 4.

Top careers in FinTech are data/financial analyst, cybersecurity, blockchain developer, engineers overseeing AI, innovation driver, product managers, and crowdfunding. People looking for a job in FinTech need to have a mix of both technical and soft skills.

Job opportunities in Mauritius

Find the best jobs in Mauritius. At Proactive Talent, we offer a wide range of job opportunities every day. As a recruitment agency, we represent the best employers in various industries. Apply now on: https://www.proactive.mu/find-a-job-in-mauritius-browse-all-vacancies/ to kickstart your career.

So, your outstanding CV got you to the interview stage? Well done! Now let’s get prepared for the interview. Our aim is to help you nail the interview! How will you get your interview questions right? Read further.

No matter their age, experience, or position, most candidates feel under pressure during interviews. You will be facing a hiring manager who will judge your accomplishment, skills, aptitude, personality, character, ethics, and motivation. And let’s not forget about your ability to fit in the firm, or even your promise for the future. It gets even more stressful when you will face not just one manager, but a panel of interviewers.

However, with some preparation, you can nail the next job interview

During the interview, what does the hiring manager look for?

In general, you may go through 3 phases of an interview – phone, remote, and in-person.

The phone interview is mainly a pre-screening (barely 10 minutes) to allow the recruiter to see if your profile matches the requirements for the open position. Do not be surprised if you are questioned on your salary expectations and availability. Your interviewer is simply filling the missing parts from your CV. During the call, you may also be assessed on your language skills (fluency, vocabulary, and articulation).

Since the start of the pandemic, companies are shifting from in-person to remote interviews – usually via Zoom. Unfortunately, many are so flustered by the technology that they pay little attention to the details that make the difference to clinch a job offer:

·      Being late for the interview

·      Not practising with the technology beforehand

·      Interviewing with a messy background

·      Poor lighting

·      Distractions  

·      Choosing the wrong outfit

·      Low bandwidth

Most employers favour in-person interviews for roles that require strong social skills (client-facing or leadership positions). Depending on the seniority of the role, there may be one to three levels of in-person interviews. Essentially, the hiring manager needs to clarify three critical elements:

·      Can you do the job?

·      Do you really want the job?

·      Will you fit in?

7 tips to ensure you nail your interview

Thorough preparation will increase your chances of nailing the interview. If you are familiar with the company’s products, services, competitors, and nature of business, you will feel more comfortable speaking with the hiring manager.

  1. Investigate the company. There are multiple sources of information (website, social media, LinkedIn, CBRS, financial statements, brochures, friends or ex-colleagues) to help you get a solid sense of what the company does and how they are performing.
  2. Research about your role. You also need to know what your role would be. Go back to the job description and take another look at the responsibilities and characteristics for which they’re looking.
  3. Find out all you can about the interviewer(s). Usually, you will be told ahead of time who you’ll be meeting (their name and job title). Use this information to research your interviewer(s) and get a sense of what they do and how they do it.
  4. Anticipate the questions. You will feel prepared and less caught off-guard if you anticipate the questions and prepare the answers. Refer to the sample questions below.
  5. Choose your questions wisely. Seize this opportunity to get a much deeper understanding of what you’d be signing up for if you take this job. E.g. “What are you hoping this person will accomplish in their first six months and in their first year?”
  6. Dress appropriately. It is easy to be under or overdressed for an interview. Get a feel for the company’s dress code by looking at the website, else use your judgement based on the industry standards.
  7. A “Thank You” note. After the interview, drop an email to thank the interviewer(s) and seize the opportunity to highlight the discussions and reiterate your desire to join the firm. You’ll also have the opportunity to mention anything you wish you had said during the interview but didn’t get the chance to discuss.

Straight forward Interview Questions you may be asked (DO’s & Don’ts)

Here is a list of straightforward interview questions you may be asked by the hiring manager or recruiter:

  1. Tell us about you. Unless you’ve been asked to introduce yourself from birth to the moment you reached the interview room, consider focusing your answer in relation to the job you applied for. It’s your opportunity to show how your studies, work experience, and passion all line up for this position. Don’t waste everyone’s time by telling what’s written down on your CV already.
  2. Why should we hire you? Avoid the cliché of comparing yourself to other candidates. Instead, highlight your key strengths, experience and achievements linked to the job. Employers also want to know if you are someone who can grow in the firm. Maybe, help the firm grow, bring new ideas, new business, or even improve product/quality/service/cost.
  3. What will you bring to the company? Unless you research the company thoroughly, you will be unable to answer this question effectively. You can discuss your achievements while showcasing your knowledge of what the firm does, as well as tie in your experience and skills with what the job requires.
  4. When are you available to start? Though you have not got the job offer yet, you should find out about the tentative timeframe to join the firm. Check your contract of employment about your notice period; that way, you’ll be prepared to respond when the question is asked.
  5. What are your salary expectations? This question could disqualify you from consideration for a job. However, it is not a bad thing, since you might not be able to accept a job that is underpaid. Therefore, you should figure out your salary expectations in advance, propose a range, or even flip the question back to the interviewer.

Typical Competency-based Interview Questions

Over and above the technical questions pertaining to the job, seasoned recruiters usually ask competency-based interview questions; these aim to find out how you have used specific skills in your previous experience and how you approach problems, tasks and challenges.

The interviewer has a list of set questions, each focusing on a specific skill, and your answers will be compared against pre-determined criteria and marked accordingly. The competencies being tested will be in line with those competencies required for the role you have applied for. Employers generally look for the following:

  • Adaptability – describe a situation where you were asked to do something that you’d never attempted previously
  • Commercial awareness – what are the biggest issues our company/industry faces today?
  • Communication – tell me about a time when your communication skills improved a situation
  • Conflict resolution – Tell me about a time when you encountered conflict in the workplace and how you handled it
  • Decision-making – tell me about a time when you had to make a very important decision
  • Independence – share an example of when you showed initiative and took the lead
  • Leadership – describe a situation in which you led a team
  • Problem-solving – give an example of a situation where you solved a problem in a creative way
  • Organisation – share an example of when you had to work on multiple projects at the same time
  • Resilience – tell me about a time when you achieved success even when the odds were stacked against you
  • Teamwork – how do you maintain good working relationships with your colleagues

How to answer these Interview Questions?

Using the STAR technique, structure your replies in a clear and cohesive manner to present your answers (situation, task, action, and result). On Nova resume, you will find some sample answers to help you formulate your responses.

Think of your interview as a conversation. Many interviewers welcome casual conversations, while others tend to keep it formal. You should assess your interviewer and see what kind of persona he/she has. Read the body language, understand what is being expected from you based on the initial questions, and then proceed from there.

All the best for your next job interview!

Recruiters spend less than 8 seconds reading a CV before making a GO or NO-GO decision. Well, they don’t really read the CV; instead, they merely “skim” it for details. Now, if you’re thinking “did the recruiter even get to page 5 of my CV”, I suggest you stay with me on this one. Proactive has put together the best way to build a CV (résumé) to get noticed for you in this article. Recruiters receive many applications, the majority of which are irrelevant to the job. So, if you are unable to get past the CV screening, you may forget about the interview altogether.

What are recruiters looking for in a CV (résumé)?

A recent study by The Ladders sheds some light on recruiters’ decision-making behaviour. This research highlights the link between the quality of a CV and the job seeker’s chances of being noticed. Recruiters are looking for your work experience, education, skills, and achievements that relate to the specific job opening or application – all these within only 8 seconds.

Things to avoid putting on a CV to avoid it from ending up in the bin

If your CV fails to present your experience accurately and highlight your skills that are relevant to the job you’re applying for, then it is a poor CV. The hiring manager or recruiter will read that CV and may think that you need to work on your attention to detail and immediately choose to move to another applicant on the list.

You can be sure your CV will end up in the (recycle) bin if some of these are apparent:

  • Clutter
  • Poor layout
  • Confusing flow
  • Bad formatting
  • Too many pages
  • Unexplained gaps
  • Lacking keywords

Focus on the “must-have” criteria as listed in the job description; these are non-negotiable, and if you do not have them in your CV, then it is a NO-GO. Well, you shouldn’t even be applying for the position in the first place.

Six tips to make your CV stand out

Each time you apply for a job, you will need to adapt your CV! Start off by reading the job description; take notes and highlight everything you can satisfy, and all the bits you can’t. With the areas where you’re lacking, fill in the blanks by adapting the skills you do have.
  1. Two pages max. Keep it concise and to the point; no more than 2 pages.
  2. One size doesn’t fit all. Avoid using the same CV to apply for every single job. Consider adapting it to match the job profile, competencies, and experience.
  3. Use keywords. Ensure you use keywords that match the job posting (including jargon).
  4. Structure the layout. Organize the information (including the order of each section and the general information that you put in each of those sections).
  5. List your skills & competencies. If you have them, ensure you mention the skills and competencies that fit with the position you are applying for (as per the job description).
  6. Highlight your accomplishments. Instead of listing your duties and responsibilities, focus on your accomplishments in your role (preferably quantitative).

You can skip the part about your marital status, date of birth, or complete home address; the hiring manager has no intention to come to your home for tea. It’s okay to add a headshot (as long as it portrays an image of you that fits with the role/company’s culture and values).

CV templates and further reading recommended by Proactive

You can find excellent CV templates on Novorésumé; they are free to use. However, if you want to take full advantage of all their premium features – including personalization, and cover letter templates – then you’ll need to upgrade. Once you have updated your CV with our tips, you are now ready to send your applications on our portal.

Resilience is the ability to bounce back swiftly from failure and adversity, not just returning to the status quo but also making use of the opportunity to learn and grow.

A high-performing salesperson understands how to accept “no.” They recognize that sales is all about setbacks, the inability to close deals, and missing revenue targets. They have the determination to keep playing regardless of the odds or the number of failures. Any salesperson’s success hinges on their ability to recover quickly after losing a contract and move on.

The pandemic taught us that we had no choice but to demonstrate resilience in times of sheer unpredictability.

Why is resilience important in the workplace?

According to the Centres for Disease Control and Prevention, 25% of all employees consider their employment to be the most stressful issue in their life. We’ve all heard that sales is a high-stress job with a significant chance of burnout. Burnout, as we all know, leads to higher absenteeism and lower productivity as a result of the negative influence on employees.

Being resilient allows you to improve your mental health, enabling you to develop a more positive mindset and gain more control over the difficulties you face. Resilient salespeople are seen to be capable of not just surviving, but even thriving, in the face of adversity. As a result, employers reap the benefits of increased productivity. It’s a win-win situation.

How do sales professionals become resilient?

One good thing is that resilience can be learnt and enhanced over time by anyone. As the saying goes, practice makes perfect. Similarly, practising resilient behaviours, ideas, and actions can equip you to meet any crisis and emerge even stronger

1. Anticipate failures

One of the most important and basic steps to building resilience in the workplace is to anticipate failures. As a salesperson, you must be willing to take a chance and accept the fact that not every deal will be successful.

2. Manage your Emotional Intelligence

Emotional Intelligence is the ability to understand and manage one’s emotions and that of others. Often, we hear that sales is a stressful job especially when salespeople are not able to meet their monthly targets. This whole sales process triggers an emotional experience for both the salesman and customers.

Become more self-aware and consider what you may have done better to prevent the difficulties. After all, failure isn’t a state that lasts forever. Make the mental shift to believe that tomorrow is a new day and that failures are opportunities to perform better the following time. “Every no brings you closer to a yes,” stated billionaire entrepreneur Mark Cuban.

The customers shouldn’t feel pressured into making a purchase instead as a sales professional, you need to build a solid relationship by actively listening to the client’s needs and giving them time to process and make a decision.

3. Be persistent

Statistics from HubSpot and Forbes show that 50% of sales happen after the 5th call. And on average, it takes between 7 and 10 contacts before a potential buyer becomes a solid lead. Building resilience in the workplace means preparing yourself to make these many contacts.

You need to believe in the power of small steps like reaching the decision-maker, setting up meetings with potential clients and doing presentations. A skilled seller understands that striking gold requires a lot of effort.

4. Ask more strategic questions

Do not let one sales rejection affect your ability to perform on the next. By asking the right questions, you prepare for future scenarios, and you open your mind to different approaches and new opportunities for future sales.

·  Who are the decision-makers?

·  Was my content/presentation relevant to the needs of the clients?

·  When is the best day to prospect?

·  What are the right communication channels?

·  Have I built trust with the prospects?

·  What are the external factors affecting the clients’ decisions?

Here are some valuable sales questions to help you better understand your prospect and shape your solutions to avoid failure:  

https://sendoso.com/sales-prospecting/sale-prospecting-questions/

It is important to note that there isn’t just one right answer but having these pieces of data-driven evidence can help you sell smarter and be better than you were yesterday.

More than ever before, being resilient has become one of the most critical abilities in today’s world. Without it, your sales approach will fail. It’s all about learning to grow through adversity. Salespeople must learn how to bounce back after being knocked down. One advantage is that resiliency can be developed and strengthened over time. Through our Bootcamp workshop, business developers will learn more about managing uncertainty, emotional agility and emotional intelligence.

March 20, 2022. Proactive Talent Solutions and Aetheis have partnered with Rocket School, a digital school in France, to strengthen the digital skills of salespeople to help companies boost their sales.

Together, they are launching Business Developer 3.0, a year-long training program aimed at equipping any salesperson, regardless of their professional background, with the means to generate results quickly. A presentation of the project was made to the directors of the main groups in the country, at the Labourdonnais hotel on March 17, 2022, by Jennifer De Comarmond, founder and general manager of Proactive Solutions, Marc Israel, founder of Aetheis, and Cyril Pierre de Geyer, co-founder of Rocket School.

Business Developer 3.0

“In a few years, everything related to commercial prospecting has evolved enormously. Digital has changed the game. And it’s a chance. By mastering it, salespeople can increase their salesexplains Cyril Pierre de Geyer. Business Developer 3.0 relies on the “Rocket methodology”, developed by the school itself. It consists of three parts: a personality test; a three-month “bootcamp” focused on the practical methods, tools and techniques for generating leads; and follow-up for nine months in the company, on the principle of an alternation. At the end of this intensive program, the sales teams become real “hunters”, who know how to take full advantage of digital tools to identify customers, establish contact and convert them into “leads” for business growth.

At the start of the Business Developer 3.0 program, Proactive Talent Solutions will carry out personality tests, thanks to its psychometric tools. “It is not the CV that determines access to this training, but the personality, what we call “soft skills”. Regardless of their background, their age, a good salesperson is one who goes to people, is persevering and curious, likes challenges. Our tests will identify the right persons for the job, regardless of their level of training,” explains Jennifer Webb De Comarmond. Trainers from the recruitment agency as well as Aetheis coaches will then lead the “bootcamp”, based on the proven Rocket School program.

Our Pedagogical approach

Cyril Pierre de Geyer, co-founder of Rocket School explained the originality of the school. “Our original goal was to bridge the gap between those who had the personality to be good salespeople and a labour market that lacked these essential resources,” he commented. “Like France, this is a challenge facing Mauritius. Our training is aimed at sales teams who are already in business but also at unemployed people or entrepreneurs who wish to learn how to develop their sales skills. Today, too many sales professionals still follow an outdated classic pattern. The sales techniques of American start-ups that manage to achieve double-three-digit growth every year are based on digital technology. Our pedagogical approach has been developed from these successes”

For Proactive Talent Solutions and Aetheis, who share the same analysis of the challenges posed by the future of work, this project comes at the right time for Mauritius. According to Jennifer Webb, Business Development be the rebound lever for our companies and digital sales is one of the jobs of tomorrow. “Our goal is to offer accelerated qualifying training that will allow the rapid deployment of competent people. The development of talents will pass in the coming years through training in trades.

The World Economic Forum has declared that 50% of the working population will have to “reskill or upskill”, she says. Marc Israël, information technology expert and founder of Aetheis, has often advocated for more attention to be given to IT training in Mauritius. “The Business Developer 3.0 program, which consists in training the salesperson of the 21st century, fills a gap and meets the current needs of organizations. Embracing new technologies and exploring the possibilities they offer to improve our skills is the future of work,” he says.

The Proactive-Aetheis-Rocket School Partnership

Each partner brings to this project different and complementary know-how. Their collaboration will start with the Business Developer 3.0 program and will evolve over the next three years with new training courses:

  • 2022 – Launch of the Rocket School in Mauritius and the first cohort of Business Developers
  • 2023 – Launch of the Rocket School campus in Mauritius and the first cohort of Growth Hacker (growth developers)
  • 2024 – Launch of the first cohort of Customer Success Manager, Bachelor and Reunion Campus.

The Program

Business Developer 3.0 starts in April 2022, with a cohort of 20 participants. This “bootcamp” will last three months, in hybrid mode (online and face-to-face), with a total of 155 hours of intensive courses. The price of this program is 145,000 MUR (43,500 MUR after reimbursement by the HRDC or 65,000 MUR via the GTES).

The Efficient Sales Organization 3.0; to familiarize CEOs and sales managers with the digital skills needed today in terms of lead generation, prospecting, sales conversion and sales organization, a program is specifically intended for them. It will take place over two half-days, from March 31 to April 1, 2022, in hybrid mode, at a cost of MUR 23,000 (MUR 6,900 after reimbursement by the HRDC).

More details on our programs: https://www.proactive.mu/services/training/

About Rocket School & Aetheis

Rocket School was co-founded by Cyril Pierre de Geyer, who is also a professor of marketing and innovation at HEC Paris. This renowned digital school in France trains students in the new generation of commerce and marketing. Its philosophy: give everyone a chance, train the right person for the right job, super-accelerate careers. It prepares students for the license (Bac +3) and masters (Bac +5). It is labeled GEN (Grande école du Numérique, label issued by the French government to schools of excellence). Rocket School has more than 400 partner companies that it supports in strengthening their business skills. It has six campuses established throughout France.

Aetheis is a consulting firm founded by Marc Israel. An engineer by training in industrial robotics and automatic systems, Marc made a career at Microsoft, where he was Chief Technology Officer. Today as a start-up coach, in Mauritius and Africa, he advises organizations on their digital transformation and the implementation of cloud, blockchain and artificial intelligence technologies. He has conducted hundreds of training and public presentations for his own clients as well as for private and public organizations such as Microsoft, The Himalaya Times and the government of Côte d’Ivoire.

Read more on: https://rocket-school.com/

What companies think of this project?

The presentation of the training proposal was made in front of an audience of business managers and COOs. They share their views on this project:

Shashi Puddoo, Group Head of Human Resources and Organization Development at Poivre Corporate Services Ltd:

“Today there is a lack of skills in all commercial professions. This partnership will therefore be of great advantage because it will allow us to better professionalize this profession. We need to improve the skills of our current sales representatives, which will help us identify and recruit the necessary profiles of potential candidates for this profession. The partnership with Rocket School will greatly benefit our businesses as well as Mauritius.”

Vincent Bourelly, Chief Operating Officer at Elytis:

“This collaboration is something new and currently rare in the local market while it is common in other countries. Such initiatives will help make new sales strategies that are data-driven and heavily technology-driven accessible to as many people as possible. The contemporary tools that are offered are essential for anyone looking to build a career in sales. Access to these technically sophisticated solutions opens up positive prospects for the future workforce of Mauritius”.

We are all preparing to close 2020! Everyone is juggling between their Christmas shopping, the preparation for the Christmas Eve or hosting family gatherings. However, by doing so, stress is undoubtedly accumulated. It can show up at work!

Therefore, holidays are the ideal time to set up some team building activities in the workplace. The purpose? Relieve the stress among employees and help them work together more effectively.

Here are three ideas of team building activities to make the workplace less stressful during the End of Year season.

Organize a Charity event

It is the perfect time of the year to give back. Giving to charity is soulful and precious. Not only it promotes goodwill, but it can bond coworkers as they strive in helping someone else.

What’s your favourite family dessert? 

A competition idea. Set up a table in the break room and ask employees to sign up to prepare and bring their favourite family dessert. The participants must write up a short note about why this is a family favourite and tips about themselves. In the end, coworkers will have to guess who prepared which dessert and they will perform a vote on who prepared the best dessert. Offer a gift card to the winners and those who guessed correctly. Having this type of team building activity will help your employees to get to know each other in a pleasant way, after all, never underestimate the power of food.

Secret Santa

Plan this activity ahead of time.
Each employee draws a coworker’s name.
It is essential to pre-define the value of the gifts, for instance, it should not exceed a certain budget, and to define expectations to avoid hurt feelings.
Each person’s Secret Santa will be revealed at the company holiday party while giving the gift.
With this activity, coworkers will get to know each other, by asking questions to everyone, being careful to not spoil the surprise.

1. In anticipation of the end of the lockdown, what are your 30-60-90 days’ priorities as the HR Leader of your organization?

Our main priorities are saving jobs and keeping the company alive as it is the case for a lot of companies, within different sectors. The Tourism industry is amongst those which will take off at the end and this may alter the way we do business significantly.

Read more