Archive for category: Global

Everyone talks about toxic leaders but few talks about toxic employees ruining the workplace. They are often disruptive and can be a drain on resources. They may have a negative impact on office morale and productivity.

A toxic employee is someone who has a pervasive pattern of irrational beliefs and feelings that contribute to destructive behaviours not only for themselves but others as well.

How to identify toxic employees? Here are 6 traits you should look out for at work:

The narcissist

They want praise for everything they do and think their role and efforts are the most important in the organization. They are the biggest obstacles that prevent a team from achieving its fullest potential.

The professional underminer

They seek to level up and shine in the spotlight by putting their co-workers down. Instead of focusing on developing their own strengths, they take every opportunity to point out the shortcomings of others.

The complainer

No matter what, these types of employees will never be happy or satisfied. They will always complain about the workplace, their team members, and everything else. In doing so, they bring so much negativity and lower the mood in the office.

The excuse maker

They are the ‘that is not my job,’ person. They show a lack of interest, motivation, and higher absenteeism. Likewise, they do the strict minimum and refuse to carry out assigned tasks.

The pessimist

The one who always feels negative about a project or customers. They continue to do this out of habit when they disagree, and they criticize.

The Gossiper

They spread malicious rumours or bad-mouthing colleagues or management

How to deal with them?

• As a leader you need to establish and state very clearly what behaviour do you expects from your employees, not only for yourself but for your other team members and other key stakeholders. Let the employees know what behaviors that are appropriate and acceptable in the workplace.

• You need to find out what is truly happening in order to determine whether you can do anything to help with the situation. Discuss your observations with the staff in private. You might learn that the employee is juggling important personal issues. The most important thing is that you take the time to identify the precise reason for the person’s odd behavior. Simply put, set aside time to sit down with them, meet with them, and find out exactly what is going on so you can provide the best support. Remember that it can require several meetings to resolve the problem. Don’t anticipate a quick fix.

• Steer clear of making assumptions-based judgements. Give the employee your direct, frank feedback by approaching them. Believe it or not, toxic employees frequently lack the self-awareness necessary to understand how their words, actions, and behaviors affect other people. They are frequently shocked to learn that they are offending people or making the workplace more challenging. Make sure to illustrate the behavior using precise, factual examples. Continue by describing why the behavior is rude, harmful, unprofessional, or inconsistent with the organization’s principles.

• You must agree and coordinate on the employee’s future steps after having an open discussion and giving direct feedback. The following steps can involve having a weekly check-in meeting to see how they are progressing, making clear goals for their behavior moving ahead, or outlining what will happen if their behavior does not change.

• You contribute to the development of some immunity by separating the toxic individual from the rest of the team. To lessen the possibility of a team disruption, ensure that the matter is brought up with the entire department.

• According to studies, the individuals closest to the toxic employee will suffer the most because of their actions. Here are some strategies for doing that:

1. Put this person physically apart from the rest of the group. Rearranging workstations or assigning projects, for instance

2. Request that they work a few days per week from home.

3. Reduce the frequency of department or all-hands meetings in areas where they might be damaging.

• Get ready to make hard decisions. It’s important to keep in mind that some toxic employees won’t ever improve. They are simply poisonous. If your efforts to change their poisonous behavior have been ineffective, it may be time to let them go.

Written by Karishma Pattoo, Content Specialist at Proactive Talent Solutions

Companies are finding more ways to attract and retain talent. Since the pandemic, flexibility has remained at the forefront. One of the new working models adopted by many companies across the world is the four-day work week under an alternate shift pattern. The challenge here is to work with the same workload but fewer hours. Leaders need to embrace the uncertainty that comes with new changes.

What is a four-day work week?

There isn’t a one size fits all approach to the four-day work week. Employers have implemented it in two different ways:

1. Compressed work week

This implies that an employee is expected to work the usual 40 hours in a week but over four days, that is, 10 hours per day.

2. Shortened work week 

It represents a shorter working week with reduced hours. So, the employees work for only 32 hours in a four-day work week and continue working 8 hours a day while keeping the same salary. This model is called the 100:80:100 whereby employees receive 100% of their pay while working 80% of their time and giving 100% productivity.

What Are the Advantages of a 4-Day work week?

The advantages for employers and employees include:

• Work-life balance and flexibility lead to happier employees
• Higher productivity and efficiency
• Reduced absenteeism 
• Better employee engagement
• Higher employee satisfaction
• Better attract and retain top talents
• Reduce carbon footprint

What Are the Disadvantages of a Four-Day work week?

Every new changes in any organization have its challenges and disadvantages. The four-day work week can result in:

• Increase stress and burnout due to the compressed work week
• Increased pressure with deadlines
• Not suitable for all industries
• Higher costs for some employers (labour costs to support on the fifth day when needed and overtime costs of longer working)
• Disrupted customer service and satisfaction if they expect a five-day-per-week service

How to implement a four-day work week?

Implementing a four-day work week can be a challenge as it requires the right support, technology and workplace culture. Each company and industry has their own approach how to implement the four-day work week.

1. Set clear goals 

It is important to have clear goals for employees and management. What do you want to achieve? For example, to increase your organization’s efficiency, employee productivity employee engagement, retention rates etc.

Every area of a business is impacted by this new change – HR, legal, marketing, and each unit need to be involved in writing the policy that works most fairly for everyone to achieve maximum results. Ensure that every process put in place is documented and easily accessible.

Here are some points that need to be addressed:

1. Whether you want a compressed or shortened work week
2. Deciding with days or hours employees should take off
3. How to avoid the changes impacting negatively on customers and other stakeholders? 
4. Defines KPI’s
5. How to measure success? 
6. 2. Communication is key

Leaders need to communicate constantly with employees, customers and other stakeholders about the changes in the operating hours. Clarify what changes are happening and address any concerns each party may have.

Employees need to be reassured that they will not have any pay cut due to the reduced hours, nor lose out on any other benefits. Encourage ideas on how to improve productivity – doing more in less time.

Set an out-of-office auto-reply for customers, as a reminder. You will find some templates from www.desktime.com

Speak to external stakeholders to discuss expectations and any potential concerns. It will give you a better understanding of specific work demands, and what may or may not be feasible for them

3.  Rotate the days off

Create a plan for a 4-day working week on rotation, depending on business and employee needs. One way of doing this is part of the team is off on Mondays and the others are off on Fridays. At the end of the day, everyone will have a day off during the week while ensuring business continuity.

4. Offer flexibility

Allow employees to set their own schedules, based on their workload. Leaders need to monitor and adjust accordingly. The four-day work week is a huge shift, and It is important for leaders to provide support and empathy to ensure the success of the four-day week.

5. What other strategies you can adopt?

• Don’t schedule calls or communication on the days off
• Build a culture of trust, transparency and accountability
• Reduce and shorten meetings
• Build a business contingency and risk mitigation plan
• Measure outcomes, not hours
• Use automation where possible
• Prioritize tasks
• Have regular employee feedback 
• Defined output expectations

Keep track of the four-day work week results

Once implemented, you need to analyse the results to measure success and help identify and overcome ongoing challenges. We recommend assessing the results within a 3-6 months period.

Conduct group interviews which provide insight on employees’ experiences and surveys to identify the trends, what worked and what to improve. The metrics of success are:

1. Productivity – output based on deadlines and goals. It makes sense to focus on sales, the average time to close deals, conversion rates etc.
2. Stress level
3. Employee happiness and engagement
4. Overall employee satisfaction
5. Process and efficiency workflows

The other metrics to look at are the level of absenteeism, and sick leaves to identify whether employees feel less burnt out. It’s also important to understand how employees are optimizing their work: Are they working faster, doing overtime, reducing meetings, and taking fewer breaks? After all, you don’t want them to cut on their breaks or rush to work. 

Statistics showing the success of the 4-day work week

Written by Karishma Pattoo, Content Specialist at Proactive Talen

Mauritius is known to have a lot of opportunities for foreign workers looking for a job whether you are an investor, a professional or self-employed. Learn more on the different type of permits, how to apply for work visas allowing you to get a job and live in Mauritius as a foreigner and where to find jobs related to your expertise.

What are the permits allowing non-residents to work in Mauritius?

Foreigners can work and live in Mauritius through various permits namely the Occupation and Residence Permit, Permanent Residence Permit and Young Professional Occupation Permit

Occupational and Residence Permit

It is both a work and residence permit that allows foreigners to work and live in Mauritius. The self-employed and investor’s occupational permit is issued for a maximum period of ten years and is renewable. While for professionals, the permit shall be issued for a maximum period of three years or, depending on the duration of the contract of employment, and is renewable. Dependents of occupational permit holders may also apply for residence permits for the same duration as the main holder.

Permanent Residence Permit

This permit allows foreigners to work and live in Mauritius for a period of 20 years and is renewable for another 20 years depending. To be eligible for a Permanent Residence Permit, you need to:

1. Investor: 

• Holder of an occupational permit for at least 3 years
• Have a minimum annual gross income of at least 15 million Mauritian Rupees for 3 succeeding years prior to the application for permanent residence

2. Professional: 

• Holder of an occupational permit for at least 3 years
• Have a basic monthly salary of at least 150,000 Mauritian Rupees for 3 succeeding years prior to the application.

 3. Self-Employed: 

• Holder of an occupational permit for at least 3 years
• Have an annual business income of at least 3 million Mauritian Rupees for the 3 succeeding years prior to the application.

Young Professional Occupation Permit

This permit is available to foreign students who studied in any tertiary institution in Mauritius. It is valid for a maximum period of 3 years, depending on the duration of the contract of employment. The foreign student needs to meet the following criteria to be eligible for a Young professional occupation permit:

• Undergraduate degree completion in any tertiary institution in Mauritius, recognized by the Higher Education Commission.
• International recognized professional certification completion similar to at least an undergraduate degree in a registered institution in Mauritius.
• The permit application must be submitted within 6 months after the date of publication of the results.
• Field of study:

1. AI
2. Architecture and Design
3. Biotechnology
4. Communication and Media
5. Engineering
6. Fintech
7. Financial Services
8. Information Technology
9. Logistics and Supply Chain
10. RoboticsFinding a job in Mauritius as a foreigner
11. Travel, Tourism and Hospitality

How to apply for permits in Mauritius?

For more info and to apply for an occupation and residence permit, visit the National E-licensing System at https://business.edbmauritius.org

For the young professional occupation permit, the employer must submit the application of the concerned individual by email at op@edbmauritius.com.

Work Visas to get a job in Mauritius as a foreigner

Since 2020, Mauritius has introduced a new travel visa, the Premium Visa, to any foreigner who wishes to stay in Mauritius as a professional along with his/her family to carry out business or work remotely from Mauritius. The visa is valid for one year and is renewable.

To be eligible for a Premium Visa, foreigners need to show proof of their long stay plans and have enough travel and health insurance for the period of stay and abide by the following:

• Non-citizens cannot enter the Mauritius Labour market;
• Place of business and source of income and profits should be on an international level
• Provide evidence to support the application such as reasons for visiting, accommodation etc
• Meet the immigration requirements.

For more info and to apply for a premium visa, visit https://business.edbmauritius.org

Find a job in Mauritius as a foreigner

At Proactive, we aim to accelerate the development & employment opportunities for both Mauritian and non-citizens talents to make them future-proof. As the leading recruitment agency, we streamline your job search and ensure you find employment opportunities to push your career forward. 

Visit our job portal www.careers.proactive.mu to find available vacancies in the Finance, Auditing, Marketing, Engineering, IT and construction industry.

Written by Karishma Pattoo, Content Specialist at Proactive Talent

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.

Written by Karishma Pattoo, Content Specialist at Proactive Talent

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!

Written by Ashish Khatry, CXO at Proactive Talent