1. 1
Mar -Apr 2015 - Issue 02
CollisionONE RECRUIT IS OFF TO:
Las Vegas
EXCLUSIVE
Strategy
Identify your
personal strategic
approach
SOHO
Office tips
Hiring when
working from
home.
DEVELOPMENT
70:20:10
Creating
Talent
Recruit
Hub
Fresh news on
recruitment
Writing down
your objective
when creating a
resume is critical
all set for

2. 2
contents.
08 28
16
SOHO TOP 5
Working from home
Cultural ideas
Assess your personal
culture
CollisionOneRecruit is off to the States
Strategy
04
Editors notes and a quick
look at our new issue and
Social Media.
06
Recruit Hub where all
the news on what’s
happening in recruitment.
08
SOHO and what’s
happening in the home
office of the new recruiter.
10
Must See strategies for the
leadership agility using the
CareerBirds.com website
12
Quick bite sized chunks of
information that is taken
from the course.
14
BSoCre8ive where you go
to learn about social media
and Digital Marketing.
15
Do you have the right
qualifications for the role
you are applying for.
16
Collision Las Vegas, Learn
all about how OneRecruit
will be in America in May
20
Resume Objectives, What
you think about you bring
about.
24
What you shouldn’t
discuss in interviews.
26
OneRecruit Enterprise
edition is a custom ATS
platform available today
28
The Culture Code - what
are your people saying
about your culture?
10

3. 3
13
30
24
36
34
Writing
Objectives
Helps you to deliver goals
70:20:10
Creating talent
Learning and development
InterviewsWhat you shouldn’t talk about
Role
ModelsGood or bad?
Credit
checksAre you prepared for what your employer will find
regarding your credit scores.
40
pages
Full of absolute
dynamic
creative
content!
22
30
Learning and Development
Discover how the 70:20:10
principle will change work.
32
World Jobs - all the jobs
that are currently available
through our ATS globally.
34
Role Models - They can be
good or bad.
36
Work related credit check
and what you need to have
in order.
38
Business - How mentoring
encourages self confidence.
39
Wellness in the workplace.
Small tips you can take to
ensure you’re eating well
39
Posture -How you stand, sit
and move can have great
impact on your health
40
The OneRecruit Applicant
Tracking System for
recruitment,
Strength
a strategic approach

4. FOUNDER
Martin Staael
DIRECTOR -CMO/Editor
Azhar Khan
DIRECTOR
Jeremy Stewart
COMMUNICATION MANAGER
Douglas Devere
PHOTOGRAPHY
Liam Byrne
SENIOR MARKETING
Anthony Levy
EDITORIAL DIRECTOR
Azhar Khan / Aviva Cohen
ART STUDIO
Howie Chang / Azhar Khan
CONTACTS
Studio - studio@onerecruit.com
Sales - sales@onerecruit.com
Editorial omag@onerecruit.com
Advertising - ad@onerecruit.com
Limits of Liability/Disclaimer
Of Warranty
The publishers and author of this magazine
and all products related to this magazine
have used their best efforts in creating this
product. Neither the publisher nor the authors
make any representation of warranties with
respect to the accuracy, applicability, fitness, or
completeness of the contents of this program.
They disclaim any warranties that are either
expressed and/or implied merchantability, or
fitness for any particular purpose. The Editor
and the publisher shall in no event be held liable
for any loss or other damages, including but not
limited to special, incidental, consequential, or
other damages. The advice of a competent legal,
tax, accounting or other professional should be
sought. You do not have the right to give this
book away, include it in any membership site, or
offer it as a bonus! You may not sell this book
unless granted permission or have become one
of our authorised affiliates. Violators will be
prosecuted to the full extent of the law.
editor.
from the
Azhar Khan.
Welcome to the March/April issue of OneRecruit
E
xciting times ahead
as OneRecruit is
one of 25 startup
companies in
the world that
been invited and
sponsored to visit
Las Vegas in May for Collision.
The event that brings together key
influencers in the tech community.
Bloomberg has referred to this
event as the DAVOS for geeks.
Visited by the worlds leading
investors, accelerators and leaders
of all kinds this event is the gold
standard of startup events on the
planet. Naturally we can hardly
contain the excitement of being
sponsored to attend and are
looking forward to meeting and
hanging out with some amazing
people in the industry.
We’ve also taken a little format
change as we explore the
best ways to provide you with
content that you find interesting
and relevant to your career.
We also welcome our fantastic
contributors who have bent over
backwards to help me pull together
content for this issue.
If you have something that you
would like us to consider in
the next issue please feel free
to contact us via the website
We look forward to bringing you
more exciting new developments in
our next issue and hope you enjoy
reading this one.
Boorer has been involved in hospitality
start-ups for the past 25 years turning
ideas into realities, building teams, creating
company visions, culture and strategies,
marketing, policies and procedures.
Lisa Boorer. MBA/MNLP
Stewart is an experienced executive
manager with more than seventeen years’
experience in a diverse range of business
functions ranging from industrial sales to
executive leadership appointments.
Jeremy Stewart. MBA GAICD, JP.Qual
Staael is the Founder of OneRecruit and
currently the CTO. Staael’s passion for
business solutions is defined by the clear
and concise applications he develops for
business and Human Capital Management.
Martin Staael.
Amanda Attard is a freelance author and
writer of cook books. She has been cooking
for over 35 years and creating her own
recipes for more than 20. Inspired by the
abundance of organic produce coming from
some of the world’s most fertile soil.
Amanda Attard.
contributors.
credits
Azhar Khan
Executive Editor - CMO
04

5. theUSUALsuspects.
09. SOHO Office Talk 13. Strategic Agility
18. OneRecruit World 22. Resume 24. Interviews
26. ATS Review 28. Culture 30. Development 33. Quick Tip
34. Learning 38. Business 39. Wellness
Office Rules.
Resume Objective.
Front Side.
World Jobs.
issue. let’s get
social.
inside
this
Issue 2: Mar/Apr 2015
Get some winning ideas on how
to handle working from home.
Recruiters are turning their
homes into the office to be more
productive and efficient.
Knowing why you write your resume
and for whom should be an essential
strategic approach to ensuring
your are not being haphazard and
careless with the way you portray
yourself to a potential employer.
Developing staff is an ongoing
process. This principle will guide
your staff to accept the most
efficient way to learn on the fly and
develop themselves whilst working
Where do you want to be. This
new feature section will display
any job using the OneRecruit
applicant tracking system across the
globe. The easy to use way for any
company to track their recruiting
process.
08.
17.
32.
22.
twitter.com/
onerecruit
facebook.com/
onerecruit
google.com/
onerecruit
linkedin.com/
company/
onerecruit
Keep in touch.
We thank you for your support.
#OneRecruit twitter
13 signs you should quit your
job?
@wef
Age is on a barrier, Tech Designer, 91, lands her dream job in Silicon valley
@edXonline
The top ten hourly highest
paying jobs
@frugalis
3 questions at the heart of improving
disability employment in Australia.
@mediaaccessaus
The ugly side of brand, culture and
flexibility in the workplace.
firebrandtalent
#OneRecruit facebook
Cheaper robots could take away
these jobs; is yours at risk?
Emirates247
Do you have the best job in the world? - The future of work
Lisa Evans
13 CEO’s share their favourite
job interview questions
businessinsider
Online hiring activity grows by 19% in
December; 2015 forecast looks bullish
businesstoday
The 20 best paying jobs for women
businessinsider
CareerBirds.com
WOTCULTURE.com WOTPersonality.com BSoCre8ive.com WOTTEVA.com
WOTTJOBS.comWOTTMETRICS.comSABISTAR.com
05

6. Recruit Hub
Eliciting values
What'shotthismonth
The latest news stories from the HR community
How do you choose the right candidates in a behavioural interview?
TOP STORY
GET THE BEST
FROM YOUR
RECRUITER
ONERECRUIT
SOFTWARE
RECRUIT
DELICACY
Ask your recruiter
to only refer you
candidates he has
done a cultural fit
assessment on.
If the candidate
matches the
values of your
company there
should be a
perfect fit for the
role they get.
Applicant tracking
software is part
of a much larger
toolkit that
encompasses
more than just
recruitment.
Azhar Khan talks
to our CTO about
OneRecruits plans
for the future.
Screening has
to be the worst
part of applicant
tracking and
whilst tools are
in place to make
life easier, many
great candidates
fall through the
cracks. Tell us
your favorite
ingredients for
dishing up great
candidates
RECRUIT
F
or most recruiters choosing
the right candidates in a
behavioural interview can be
a hit and miss result. Candidates
can appear great on paper and
on the phone can talk themselves
into an interview only to lose
themselves entirely in the interview
process. There is no right way to
do it or wrong way to screw it up,
so most people do what they know
best and rely on their gut feel.
Some recruiters just want to feel
comfortable around the candidates
to measure the likelihood that the
person they are interviewing is
the person they want to be sitting
down with to eat lunch with when
in a break. Some candidates just
stand out in behavioural interviews,
especially when they are being
recruited in groups. They ask the
right questions and they prepare
for the right answers. Making sure
that they have not been coached for
the interview can also be a red flag
for any recruiter. Those candidates
are just trying too hard and body
language is the tell tale sign for just
how much they are prepared to suck
up.
“I ask people one question. If I gave
you a cheque... then I write one out
for a million dollars and hand it to
them; what would you do with it?
Then I sit back and let them tell me
what they want to do with their
lives. If what they say aligns to the
role they are applying for and my
company they are hired on the spot.
“ says Human Behavioural Specialist
Dr John Demartini. “If you have a
multi-million dollar company hire
leaders that know how to handle
millions of dollars or risk losing it all.
Their values will tell you just how
much they value your company and
their priorities will lead you their
motives. Ask how they spend their
time and money, How they fill their
space and who inspires them most.
The results will be transformational
for your business.” Says Demartini.
Standing out in group interviews
06

7. ReflectionGetyour
work seen
New additions
to the world
of HR
Follow the evolution to recruit in the subtle way
Recruiter
podcast
Human Relationships or
Human Resources?
BLOG
I
’m a true baby boomer born in 1946, I
believed that all was possible for me if
I worked hard enough. The proved to
be somewhat true. Being well educated,
upper middle class and white helped
more that i understood, while being
female proved to be more of a drawback
than I ever acknowledged. Still the
mind-set that all things are possible,
has stood me in good stead in my life.
First you must believe it, then you can
do it. I still believe this and so it is self
reinforcing and is still true for me. I have
been successful in my work life and after
years of struggle, also in my personal life.
Work and Love, Freud says, is what we
all must face and master during our lives.
I can say at 66 I have learned to feel
comfortable and at ease with both. What
would I tell them about my life standing
where I am today? So many cliches come
to mind that are partially true, but not
totally true. Take care of your body with
the same attention you would give your
most treasured car. Our bodies won’t
last forever without maintenance and
regular check ups. Pleasure is not a bad
thing, it is just not the only thing. Turn off
your electronics and get outside more.
I guess the most important thing I would
pass on is to give the other person a
break. We have no idea the load each of
us carry, if we did we would have more
kindness toward one another and less
judgement.” Says retired baby boomer
Susan Darin Pohl on her blog.
Keep up to
date with
widget
plug-ins for your own
website
H
ot off the press is
OneRecruit’s new plug-
in that allows you to
integrate the job listings you have
directly on your own website by
simply adding a piece of code
that you can find in the setting
or directly from the blog. This
means you can easily integrate
with your own site without having
to program everything yourself.
What this means is that you can
load whatever jobs you have
directly into your OneRecruit
portal and have the content show
up on your own website. “Its a
simple HTML code you add to the
page and the system takes care of
the rest” says Martin Staael CTO
of OneRecruit.
The content does not need to be
formatted either. It automatically
assumes that the settings for
the website you are placing the
plugin on has it own CSS setting
and therefore uses the settings
that are relevant for your site.
It makes it the easiest adoption
plug-in for an ATS.
Ever heard of
an SMR or
SMH. They
are two roles that
have recently
appeared on the
HR scene. They
stand for Social
Media Recruiter
and Social Media
Headhunter. Two
new characters to
look out for.
As paper applications are
becoming less of an
advantage in the
recruitment process it stands
to reason that the more familiar
you are with online profiles, the
better you will be at leaving a
trail of interesting online gifts
for recruiters to find. This can
be a well SEO’ed professional
profile or a portfolio of articles
that pertain to your role that
they find online. Its the subtle
way to get head hunted and
results in a much better offer.
If you’re
looking for a
change in
career and
don’t know how
you can transfer
your skills to
another industry
you may want
to consider pod
casting. There are
plenty of people
wanting to know
your skill-set and
you can even
charge them for it.
Judging on what’s
on the AppStore
for recruitment
you would have a
head start.
Add an ATS directly to your site today!
More kindness, less judgement
Behance.net
CREATIVE SHOWCASE
From Pixar to portraits of animals
this Adobe website has a fantastic
resource to find and hire creative
talent. The galleries are amazing
and search facilities filter
candidates by schools of thought,
tools used and color.
Deviantart.com
BLEED AND BREED ART
Creative expression takes on a
new dimension on this website
as a place to view candidates
portfolios in the design and
creative space. With over 32
million members and 65m unique
visitors a month its the place to
meet successful artists
Shorts...
THIS
MONTH IN
SHORT
Tip...
Leave
online
gifts for
recruiters
PORTFOLIO
07

8. 1. Take it to the limit
Setting up your home office has its
own distinct set of advantages and
disadvantages. Therefore, you need to
recognize those before you decide to work
from home. The most obvious challenge lies
in the fact that you are at the comfort of
your own home and it is easy to be deceived
by the idea that you are not working. Hence,
you can assume a laid back approach at work
and achieve less than you normally would
when having to attend work at the office.
Finding a balance between work and home
life is vital. Most importantly, you need to
be able to separate the two. That is the first
step that you must take in order to succeed
with work from your home office. The most
important thing that should drive you to
work, even when you are right at home is
the delivery of quality work expected of you
from your clients. Below are some tips to
get yourself motivated and become more
successful with work at home.
2. Discipline Yourself
When at home, there are several
responsibilities to look after. Juggling
them proves to become more difficult
with the addition of work priorities. With
several things to attend to, it is easy to
compromise your work and make them
last in your priorities. However, you need
to create a boundary in terms of when you
need to work and when you must attend to
all these errands at home. Treat yourself
professionally, such that you have a specific
schedule dedicated for work. However, you
also need to ensure that your obligations
at home are not neglected when you focus
much of your time at work. The key here is
balance.
3. Come Up With A Plan
The best way to come up with a solid plan
concerning your home office and work,
break them down into short- and long-term
plans. Here is how you should approach
either one.
Short-term plans: Before starting your daily
work, you need to determine what tasks you
need to accomplish. This will allow you to
allocate how much time is allowed for each
one, so as not to forsake other necessary
tasks. If possible, do this daily planning
method a week ahead. This will help you
determine whether you have enough time
to squeeze in other rush tasks. In between
doing your tasks, take time to relax. This will
provide you enough strength and vitality to
finish the rest of the day’s tasks.
Long-term plans: Every month, take time
to review your business. Examine the
possibility of growth and adding up more
ideas to help your work at home business
thrive and grow. Since the market is
TOPFIVE
AWESOME
OFFICE
TIPSThe challenge of working
from home and achieving
business success...
Make a list of where you can build your
business by listing daily tasks.
08

9. continually evolving, you have to evolve with
it as well. This is also your opportunity to
assess where your business is headed to and
what you can do to improve it further.
4. Hire Assistance
Since you are still doing business, you can
opt to hire help from personnel that will
attend to different areas of your work.
Whether it is accounting, bookkeeping,
secretarial, scheduling appoints, and so on,
you will find that it is worth investing for. It
should be able to provide you with enough
organization and produce more work in the
same amount of time.
5. Pace Yourself Well
Never be too hard on yourself. When you
become your own boss, it could either be
a positive or negative thing. You can tend
to relax too much to forsake work, or you
can overwork yourself too. After every
accomplished task, take time to relax. It will
enable you to revive and gather enough
strength needed to complete the next set of
tasks. By doing this, you will also notice that
you produce more quality work.
Making a list of daily tasks and setting
priorities for them to the point that they can
be scheduled will help you to grow quickly
and easily pass on the tasks to others
efficiently.
This is where you will be able to start
recruiting the right staff for your business
and ensure they roles and duties are well
documented. If you know what you do and
what the role entails you can provide full
details and document the rest so that it is
easy to leverage your position to others.
Before you know it you will be employing
staff and ensuring that they have the right
place to work from will become another
issue you will need to consider. There are
plenty shared workplaces that help get you
started in that space.
IT
INSTANT GUIDE FOR THE
PERFECT DESKTOPS
OFFICE RULES
NEED TO KNOW
DON’T STACK:
It really becomes
too easy to stack
things on top of one
another. A cluttered
desk is a cluttered
mind. Take the
time to tidy up your space and respect
the space you are in. By having this
sense of concern for your immediate
surroundings you inherently give your
mind clarity in your objectives.
REWARD
YOURSELF:
Especially when
you have achieved
certain milestones
and goals. It does
not have to be
lavish or big. It just has to be a token
appreciation gift you give yourself
for winning, Having the attitude of
gratitude is an essential and critical
part of being an entrepreneur.
COFFEE TIME: Take
scheduled breaks
and know when to
walk away. Its not
the amount of hours
that you put in but
the quality of those
hours that you are engaged. More
often than not being overworked is
the most common reason for failure in
the SOHO space, If you have trouble
leaving your desk at the end of the day
then schedule a gym session at the time
you think you should leave. Even if you
just go in to use the treadmill. Walking
is better for your mind and health then
14 hours straight at a desk.
A clean desk is an essential tool
in working from home. The most
successful home workers clean every
day and at periodic scheduled times.
09

10. MUSTSEEIDENTIFY YOUR PERSONAL DECISION MAKING STRATEGIES
OUR APPROACH PRODUCES INSPIRATIONAL CREATIVE AND TIGHTLY-FOCUSED STRATEGY
Strategic Thinking
HOME STUDY
Foundation
This course assists you to identify your
personal decision making strategies as
well as your business decision making
strategies highlighting gaps that exist
between them both. In identifying the
gaps and the different success rates you
will be able to start to create a defined
decision making process that removes
emotions, knee jerk reactions and
ego. You will identity your motivating
factors, what is useful information, new
insights into yourself, the company
you are representing and the need for
collaboration.
Getting Stared -Know your bird type
Lift off
Take the self assessment and join up
at careerbirds.com. This part of your
learning will help you to identify your
leadership agility practices. Once you
are a member you can begin to obtain
access to the HomeStudy section.
Here you will find the course on the
Foundation of Strategic Thinking.
READINGS
Open your mind
Included in the course is a list of suggested
readings that will assist you in opening your
mind to the different internal and external
drivers for your current decision making
processes and the opportunity to change these
where required.
REFLECTION
Tools
The tool of reflective decision making
and gap identification will add another
dimension to your strategic thinking
giving you the tools to identify the right
style of person with whom you would
discuss and seek advice from. You will
be able to identify their strengths and
weaknesses and how these will hinder
or assist you enabling to cut out the time
wasters in your life. This will go a long
way in creating an outcome orientated
decision making strategic thinker.
Through research, collaboration and process, CareerBirds.com provides an
exciting strategic framework for your business. Download the homestudy
course to discover how you make decisions and how they affect all around
you.
BY LISA BOORER
10

11. STRATEGIC MAPPING
Focus Globally
With global business available to every
person with a computer the need to make
strategic decisions in the most effective
and least disruptive manner has become
extremely important, especially for those
who are the decision makers.
11

12. COMPANY/PERSONAL
Vision
Where are you heading,
where is the company
heading? What will it look
like when you have achieved
the vision? Does the picture
you are mapping fit with
the company brand; does it
support and strengthen the
current climate within the
industry?
COMPANY/PERSONAL
Sustainability
With the new strategy will the
company be able to sustain
the change with the current
levels of finance, systems and
resources? Will it support the
brand in the long term, from and
environmental and ecological
view point.
COMPANY/PERSONAL
Challenges
As a person and as a company
strategic mapper, have you
identified the different challenges
within yourself and the company?
This could include personnel,
finances, change management or
the belief system of those who you
are consulting with. Every challenge
is an opportunity, how are you
identifying with the challenge?
COMPANY/PERSONAL
Resources
Never enough! As you are forming the strategic map you must be
acutely aware of the cost of this project compared to the projected
returns, the people that it will include and if the company has all of
the qualified persons on staff or if this will be out-sourced and at what
cost. What state is the internal IT system operating at? Are you aware
of its limitations? The time and logistics of the map will need to be
considered when choosing the path to the desired outcome.
COMPANY/PERSONAL
Values
To be the strategist for any company
you must have an understanding
for the company values, they could
be honesty, integrity, ethics, team,
responsibility, faithfulness, do you
align with these core values? To
make sound strategic decisions the
values of the company has to be
supported for the long term
sustainability and for the
support of the team.
BREATHING STRATEGY AND SUCCESS
MUSTSEE
FINANCIAL
What level did the
company finances
have in your decision
making? What will
be the cost and the
projected return or
savings involved in
the strategy?
STAFF MORAL
Does the culture of
the company align
with the strategy?
How will this be
introduced to those
who will be affected
and what is the
assumed result?
ENVIRONMENT
Does the internal
and external
corporate
environment support
the changes that
your strategy will
incur?
12

13. COMPANY/PERSONAL
Strengths
As a strategic thinker are you aware
of your own strengths? You need to
identify the strengths of your com-
pany and how they align with your
own. For each strategic decision to
be successful you will need to work
with these strengths and balance any
challenges that the company has.
COMPANY/PERSONAL
Systems
Are you aware of the systems currently operating within
the company? What level of CRM, Project Management,
Risk Management, Data, Key point indicators, Internal
and External communication paths, does the company
currently operate. If these systems are capable of
operating the new strategies or will they need to be
updated or created.
COMPANY/PERSONAL
Culture
Not what country you are from, is the
company a family based culture, a collective
culture, linear or hierarchal. Identifying your
culture from the work force and not the top
end management will be important to the
success of your strategy.
Team
BuildingNow that you have identified your
career bird, this course will give
you the information needed to
create the ultimate strategic team,
decision makers and visionaries.
By identifying the birds you flock
with and those birds who’s traits
you lack, you will be able to create
a balanced team. This will ensure
that you have the support for the
changes required to make decisions
that will guarantee the longevity
of the business, the purity of the
brand and the drive to take the
business to the next level. .
NEW COMPETITORS
Are you considering,
customers current and
new, market share,
growth, products,
benefits, location,
scope, distribution and
research, and basing
your strategy on these?
STAKEHOLDERS
Does your strategy
provide them with the
answers and outcomes
to satisfy their decision
making? Are you aware
of the outcome that the
major stakeholders are
requiring?
LEGISLATION
Is this strategy
being made due to a
change in legislation?
Are you changing
your strategy to
remain in line with
best practices?
13

14. BSoCre8ive
The world of digital marketing has changed the dynamics of business and companies that have learnt to
embrace the challenges associated with new media are the ones that are consistently wining.
BSoCre8ive is a company that can help connect your company to the digital marketing space. We make
things easy to understand and build strategies for social media, client engagement, campaign planning,
producton and lead nurturing.
Visit our website and book yourself a specialist that can helpout with your plans.
www.bsocre8ive.com
14

15. QUALIFY TO THE MAX?
Are you in the market for work or a change of career?
If you are, you will likely come across a number of job listings,
some of which you may be qualified for and others that you may
not necessarily be qualified for. When it comes to applying for
a job, there are many job seekers who wonder if they should
bother applying for a job that they are not really qualified for. To
determine whether or not you should, you may want to examine
the pros and cons of doing so.
When it comes to applying for a job that you may not necessarily
be qualified for, the biggest pro of doing so is the unexpected.
You would be surprised how many employers just schedule
interviews without actually examining resumes first. This is most
often done when an employee needs to be hired right away or
when there weren’t a large number of applicants. When that is
the case, your resume wont necessarily do all of the talking for
you, your personality will. There are thousands of instances each
year where employers actually hire those that weren’t necessarily
qualified for the job in question. The reasons why they were hired
tend to vary, but many were just impressed with the applicants
personality, goals, and need to succeed.
Another pro or plus side to applying for a job that you may not
necessarily be qualified for is other opportunities, often from
the same employer. It is not uncommon for an employer to be
doing hiring for more than one position. Although you may not
necessarily be qualified for the position that you applied for, the
employer in question may have another position available; another
position that you may be better suited for. If an employer likes
your resume or your personality, if an interview was scheduled,
you actually stand a good chance of getting hired, even if it is for a
different position than the one that you originally applied for.
Is it
Worth Applying
for Jobs without
the right
Qualifications?
Although there are a number of pros or plus sides to applying for
a job that you are not necessarily qualified for, there are also a
number of cons or downsides to doing so as well. One of those
cons is the impression that you may end up giving of yourself.
Some employers easily get frustrated or fed up with those who
apply for jobs that they aren’t qualified for. From the perspective
of an employer, it is time consuming to sort through hundreds or
thousands resumes or job applications, especially when a good
portion of them are from those who aren’t even qualified for
the available position.
When it comes to applying for a job that you aren’t
qualified for, the decision as to whether or not you
want to do so is yours to make, but it is advised that
you use your best judgment. For instance, do not
apply for a position as a teacher or a doctor if you
don’t have the proper degree or required training.
However, if you are interested in becoming a
retail store manager and it is required that you
have a business degree, you may want to think
about applying for the job if you are currently
working on your degree, even just part-time, or if
you have the equal years work experience.
If you are able to land an interview, the question
as to why you applied for a job that you aren’t
qualified for may arise. When answering that
question, you will want to spin it in a way that
you will benefit you. For instance, respond with
something like how you are always up for a challenge
or go into detail about how you think you are qualified
in other ways. One thing you will definitely not want to
do is respond with “I was hoping that I would get lucky” If
you do, you will leave a lasting negative impression.
15

16. Collision is Web Summits’s sister event, and found a
home in Tony Hsieh’s Downtown project in Vegas. In four
short years, Web Summit has become Europe’s largest
tech conference attracting over 20.000 attendees
from around the world. Collision is the vision for a new
type of conference for America: A meeting place for
10.000 people who are both building the companies
of tomorrow and managing the companies of today.
The first Collision was held in Downtown Vegas in May
2014. It was the first Beta test. In 2015, Collision will
grow to a 10.000 person conference. OneRecruit will
be colliding with some amazing companies that all have
the potential to be the next big thing. It is why some of
the biggest names in the tech industry can’t keep away
from being seen at the event. “Its where talent meets
success, and it make sense for us to be represented
there” says founder and CTO, Martin Staael.
Where the tech industry’s high priests meet startups
Meet us at our booth
May 5 - 6
Downtown Las Vegas
16

17. OneRECRUIT is one of 25 companies
that have been sponsored to attend
all the way from surfers paradise
in Australia
17

18. The details are not the details
Web Summit started in a bedroom just over 4 years
ago. 3.5 years ago they migrated to the sitting room.
2.5 years ago to an office. Now they are 100 engineers,
data scientists and more, and growing faster every day.
They have gone from being a conference company to a
technology company
Scaling from 400 to 22,100 attendees in 4 years is a
product of having an approach that engineers serendipity
for an industry we’re passionate about: tech conferences.
Whilst traditional conference organisers hire event
managers, this team hire engineers and data scientists.
Why? In the words of Marc Andreessen from Venturebeat
“software is eating the world”, rapidly disrupting
every industry, and conferences will be no exception.
Media companies and conference companies still do a
fantastic job – don’t get me wrong – but data science
has the potential to change the value of conferences for
attendees, and dramatically.
The team at Collision have been slowly pioneering change
and so far enough people like what we’re doing that they
have been able to grow unexpectedly fast.
In Web Summit’s second year, 2011, 30 startups chose
to exhibit. For Collision’s second year, so far 403 startups
have chosen to exhibit. You’ll find a list of those incredible
startups below. By the time May comes around, over 1,000
startups from more than 50 countries are estimated to
have placed their trust in Collision and exhibit.
In other words, Collision is growing far faster than Web
Summit ever did, and by orders of magnitude. And yes, 400
to 22,100 in 4 years is fast, but Collision is going to get
far bigger, far quicker. And hopefully, in terms of quality of
outcome for attendees, it will be far more valuable than
year two of Web Summit because of the technology that
underpins how we structure everything from a seating
plan at dinner to the group you find yourself surrounded
by on a pub crawl.
Most importantly, interesting startups are invited to
exhibit. For example here are just 15 startups who
exhibited at Web Summit in November who have since
raised $270 million. Of course, that’s down to visionary
entrepreneurs, who are prepared to hustle, and then
hustle some more. But these startups don’t go to the
conference for the good of their health, they’re here to
meet people, and that’s something we’re getting better at
facilitating at an ever growing scale and sophistication.
So, we’ll be in Vegas in May, as will quite a number of
visionary entrepreneurs, young startups, respected
investors, seasoned CEOs and influential media. Collision,
are building something a little different for attendees as
compared to traditional tech conferences.
Either way, I hope to see you in Downtown Vegas, and if
not there then somewhere else in the world where we’re
sprinkling our software driven approach to conferences.
“OneRecruit are thrilled to be one of 25 companies to
be sponsored to attend the conference from Australia.
Our aim is to find and secure a local partner/investor in
America where the majority of our clients are now based.
This is a meet and greet tour for us and so feel free to
stop by our booth and introduce yourself. “ said Martin
Staael founder and CTO. “ Being based in Australia for
RD gives us an advantage over other startups seeking
investors at Collision as we don’t come with the overheads
of American startups. Plus its much cheaper to scale RD
in Australia whilst still being a global company, just like
Atlassian have done. “ Said Staael.
18

19. 10Sec
10X
30Minmba
Ad 2 My Account
Adatrix
Addapp
Adhishtaana
Adore Me
Adrapid
Adrapid
Aegis
Airdog
Algolia
Allgreenup
Allpet
Alugha
Alugha
Aluni
Andy Os
Appliana
Appreciation Engine
Apptentive
Ark Analytics
Askyuru
Atmospheir
Audienti
Augmented Class!
Auranest
Auranest
Baby2Body
Bazinga Technologies
Be Well Marketplace
Bebe2Go.Com
Bemychef
Benchit
Berkeley
Bettracks
Bewellmarketplace
Billy’S Billing
Binox
Bio3D Technologies
Bios Urn
Biowatch
Blooders
Boatsetter
Brabov
Branch
Branddy
Bravotipping
Bright
Bright.Md
Bugfinders
Bundly
Calide
Calide
Call-Levels
Campsited
Catchpool
Centschange.Com
Champio
Changers
Chilikids
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Chui
Cityfalcon
Clipcard
Cloudfind
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Clouds
Coinalytics
Collaborative Boating
Comb
Confiq
Congo
Connextor
Contract-Live
Cookstream
Cooljunk
Cosytech As
Countly
Crate.Io
Crayonstock
Creativ
Cronofy
Crowdedreality
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Cruise.Me
Cryptosigma
Cuipo
Curbninja
Customer360
Deliradio
Designsuccess
Digi.Me
Digon Games
Dime-Detroit
Discovereel
Dissolve
Dooing
Dreamquark
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Drizly
Dronekraft
Dropship
Dsco
Dstrux
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Dwelling Society
Dxlab Design
E Info Solutions Pvt
Ea
Eatt
Eclipse Wifi
Efabrika
Effectus Media D.O.O.
Efiester
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Emotuit
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Eslife
Eve Tab
Exovite
Expatmate
Facemedia
Favcy Dot Com
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Feex
Fern Software
File Expenses
Filestory
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Finova
Firstjob
Fishartis
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Fishidy
Fitly
Fitly
Floop Technologies
Foosye
Formisimo
Forter
Forter
Forthscale
Foxship Technologies
Foxtrot
Fractals
Fracture
Frontdesk
Frugoton
Fundbase
Gametime
Gdilab
Geekrowd
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Gestigon
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Givvr
Gladsome Studios
Glanse
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Haparo
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Harmonica Digital
Harmonica Digital
Heddoko
Hedgechatter
Helpya
Homeswipe
Homing In
Horyou
Huntup.Me
I.Me
Ibm Indonesia
Ice-Breakrr
Iifm
Import.Io
Innovativebrands
Intelie
Invibox
Islero
Jedlik Electric Sapi De Cv
Jobhive
Joomb
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Keeptrax
Key Authentication
Keyport, .
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Kompany.Com
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Kozo
Kozo Software
Latamvoices
Lately
Leadferret
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Ledger
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Liana
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Lightstream
Live
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Localmaven
Lootsie
Lost In Reality
Louise Eleanor
Luckylink
Luly
Magecloud
Maidsafe
Mailjet
Makerbloks
Maneer
Mantro
Marketman
Mashwithme
Matchful
Medyear
Meetey
Meetkali
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Mektron
Menyooo
Mirens
Mirens
Mobigraph
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Monese
Money Amigo
Mosaikx
Mouse Potato
Mouthful
Move This World, .
Movethisworld
Musella
Mybazinga
Myeffect
Mykeyport
Myvillage
N-Ix
Nama
Nanolive
Nicotrax
Nitekite
Nitrocam
Notesfirst
Numbridge
Nutshell
Nvrs
Ocean Print
Officerank
Ohava
Onerecruit
Onroute Digital Media
Orb Intelligence
Orbeus
Orderbird
Orderella
Overdog
Payandsplit
Peerbelt
Phenixp2P
Picstars .
Pinshape
Pitchbox
Pivotshare
Pixhug
Platypi
Pledgerunner
Pocketguard
Pokitdok
Prbb
Price Patrol
Pricelizer.Com
Priceshoppers
Printoo
Procurement Land
Proreturn
Pryynt
Pumpup
Qapint
Qbox
Qzzr
Rabbit
Radario
Ranggo
Rarenative
Raviteq
Re3D
Readdict
Redtree Robotics
Reesio
Referanza
Responsetap
Riddle
Ringaround
Ringcaptcha
Riverway
Robonica
Safello
Sailogy
Sales Prodigy
Samegrain
Samhoud Media
Sante
Sci Ventures
Sciencebox
Scriptbook
Selfstir
Selfstir
Servicegems.Com
Shake It
Sharewave
Sherpany
Shiphawk
Shippabo
Shopa
Showd.Me
Siberia
Siliconprime
Simplewan
Simplifly
Sinapsi
Sinterit
Skit!
Skitapp
Skyhitz Music
Skyworks Aerial Systems
Skyworksas
Slope
Smartmunk
Smartphonerecords
Smpu
Snapd
Soampli
Socialsafe
Softbot
Softtoll
Somewhere
Sonicvr
Souqalmal
Spacio
Sparkgig
Spaziodati
Speechmatics
Splice
Sporple
Sport Around Me
Sqor
Sqwiggle
Srpago
Stabtechs
Stampay
Standard Health
Steadybudget
Stockjock
Streamframe
Sunshine
Swift Shift
Synasource P.C
Syncano
Taabs
Tacit Innovations Corp
Talktochef
Taptax
Tblox
Tenderscout
Ternpro
Teslastudios
Testtracks
The Author Hub
The Credit Junction
The Daily Pundit
The Hunter Network
The Present
Thebeautyst
Thecreditjunction
Thegiantpixel
Theparty
Thermosiv Technologies
Theyoucloud
Thickbuttons
Timerepublik
Tinggly
Tinybeans
Toky
Topazresearch
Touchotel
Toyourdoor24
Tradewarrior
Transfercar
Transterra Media
Trialbee
Triposo
Truedash
Trustatom
Tryad Games
Tsisportsnet
Tvsmiles
Usercycle
Utrip
Vakast
Venteo
Verascan
Vinjavideo
Vulcantronics
Vyuu
Warren
Wegowise
Wiredin.Io
Wishdm
Wooepa
Wrappler
Xaptum
Xetal
Xpert Inventions
Xplenty
Yeepa, .
Yonderbound
Youcloud
Youmail
Your Music Company
Yousnapd
Yuru
Zeek Mobile
Zefly.Com
Zeuseye
Zipments
Zoobe
Zoomcharts
Zoopit As
19

20. WRITINGDOWN
YOUROBJECTIVEWRITINGTHERESUMEOBJECTIVESTATEMENTCOULDBETHEMOSTDIFFICULTSTAGEIN
THEWHOLERESUMEWRITINGPROCESS.ANDSINCEITISTHEMOSTDIFFICULT,ITALSO
OPENAWIDEGATEFORMISTAKESTHATWOULDCOSTEVERYRESUMEWRITERTHE
CHANCEFORAJOBINTERVIEW.
20

21. Ifyou
are
planning
to
create
a
resum
e,focusfirston
yourresum
e
objective
statem
entand
everything
would
follow
accordingly.Having
a
direction
foryourobjectivesislike
a
ship
plotting
a
course
forajourney.
Yourresum
eshouldhavethiskindoffocus.itslikeaplan
to
position
yourself
as
the
m
ost
likely
candidate
for
a
position
that
you
want
m
ost.
Your
dream
job
doesn'tjusthappen
orfall
into
place.
You
have
to
think
ofways
to
dem
onstrate
you
are
the
p
e
rfe
ct
choice
21

22. W riting the resume objective statement
could be the most difficult stage in the
whole resume writing process. And since
it is the most difficult, it also open a wide
gate for mistakes that would cost every resume writer the
chance for a job interview. Therefore, if you are planning
to create a resume, focus first on your resume objective
statement and everything would follow accordingly.
What is a resume objective?
Resume objective is located at the top-most part of the
resume usually below the your name, address, contact
number, email address, and sometimes website. It is a
short statement stating your desire for the job. Common
headings are professional objective or career goals.
Why write a resume objective?
Resume objective serves several purposes. First, it informs
the reader of your intention and the position you are
applying. Second it summarizes your main qualification
that should state the things you can contribute to the
organization. And last, it establishes your personal identity
as a professional.
Importance of resume objective...
Resume is the first contact you can make to your potential
employer and resume objective is the first line the reader
would look into next to your name. If you have an excellent
resume objective, it could start a spark to your potential
employer.
Common resume objective mistakes:
“To have the opportunity to work hard, prove my skill, and
be challenged so that my training and education would
H
ow
do
theyknow
to
pick
you?
To
position
yourselfasthe
obviouschoice
you
should
dem
onstrate
your
com
petency
22

23. Employers seek applicants who can help improve the
present state of their business. They are not there to
pamper individuals who want to use their company as
another training ground or a refugee camp.
Remember also that the employer is not and will never
be interested to what you want. Making it right...Resume
objective should state what you could do for the company
and not the other way around.
You can be very specific by stating your contributions to
your previous employers. Doing such would give you a
good chance in making it to the interview.
Say you were able to increase the previous company’s sales
by 40%. Don’t be shy to mention it. Wouldn’t the reader be
very interested in meeting you face to face if he reads this
kind of lines?
Resume objective should have the right ingredient in
providing you a paved way towards your goad so better
make it right.
be utilize.” What is wrong with this objective statement?
Does it contain the right purpose of a resume objective
statement? Is it attractive enough to make the reader
consider writer for an interview?
All the answers would be a big “NO”. So what’s wrong with
this statement? The self-serving words. Because no matter
how bad you want a job, if your resume objective contains
self-serving words you can never have any chance of
getting an interview.
OBJECTIVES
ARE POWERFUL
WAYS OF
SETTING GOALS
FOR LIFE.
W
hen
you
know
w
here
you
are
goingyou
give
yourselfperm
ission
to
m
aterialise
w
hatyou
w
ant.
23

24. What you shouldn’t
discuss at interviews
J
ob interviews, although nerve-
wracking, are often a lot easier than
originally thought. With that in
mind, there are preparation steps
that you can and should take to
ensure that your next job interview
is a successful one.
One of the most important tips
that you can remember, when
looking to prepare for an upcoming
job interview, is what not to say. There are
some topics that need to be discussed during
a job interview, but there are others that
should be left out of the conversation. For
more information on what you should or
shouldn’t discuss at one of your upcoming
job interviews, you will want to continue
reading on. One of the many topics that
you should refrain from discussing at one of
your upcoming job interviews involves your
personal life.
For instance, you may not want to talk about
your family or any friends that you may
have. If you are asked if you are a parent,
you will want to respond, as well as answer
any other questions, but you will want to
try and refrain from bringing up the topic
yourself. You will want to try to keep your
personal and professional lives separate.
Bad experiences at past jobs are another
one of the many topics that you may want to
refrain from discussing at job interviews. For
starters, your information may be deemed
as gossip. You will also want to refrain from
divulging important information about your
past employer, especially if they can be
considered competitors.
Simply taking the high road and avoiding
any topics that have to deal with poor
experiences at your previous places of
employment should help your public
perception. In addition to bad experiences at
one of your previous jobs, it is also advised
that you refrain from speaking poorly about
any of your former supervisors.
No matter if your boss was in the wrong, you
will want avoid speaking about the conflict.
That doesn’t mean that you should lie if
asked, but it does mean that you should at
IF YOU ARE LIKELY TO HAVE A NUMBER OF JOB INTERVIEWS COMING
UPINTHENEXTFEWWEEKSORMONTHS,YOUSHOULDBE PREPARED
GREAT MINDS DISCUSS IDEAS.
AVERAGE MINDS DISCUSS EVENTS.
SMALL MINDS DISCUSS PEOPLE
fighting in the workplace Bullying is not tolerated at any level red cards managers that have no endorsements from previous Staff on profiles
24

25. NEVER COMPLAIN ABOUT THE PAY. THINK ABOUT NEGOTIATING
least use your best judgment. You will want to show all prospective
employers that you have respect for management, even if you don’t
like the management members.
If you were ever terminated from a job, you will want to proceed with
caution during your job interviews. Discussing a job in which you
were terminated from may not work in your best interest. With that
in mind, it is important to examine the reason for your termination.
Anything serious such as sexual harassment or theft may want to
be avoided during a job interview. However, if you will receive
a background check, this information may come into light
anyway. Once again, you will want to use your best judgment.
Bad pay is another topic that you may want to refrain from discussing
in upcoming job interviews. It is not uncommon for pay to be
discussed during a job interview.
With that in mind, should you find the starting salary to be lower
than you may have thought, you will want to keep your composure. It
would be impolite for you to leave in the middle of your interview or
complain about the pay.
What you may want to do, instead, is spin it in a somewhat positive
matter that can still display your disapproval. You may want to
consider asking about the other benefits, like sick days or vacation
days, which can be used as other forms of compensation.
The above mentioned topics are just a few of the many topics that you
may want to leave out at your next job interview. Of course, during
a job interview it is important to answer all questions asked, but just
be cautious with your answers and do not divulge more information
than needed.
Outrageous statements Especially about your previous bosses or teammates
25

26. Applicant Tracking
Track applicants with ease. Get
full view of all communication,
notes and resumes in one place.
Career site
Create a Branded job site com-
plete with your own styling or add
to your own site. Your active jobs
will automatically be listed on the
site as you add them.
Recruiter friendly
Build searchable talent pools.
Set-up and manage job positions
unsolicited application pools for
your clients.
Team hiring
Make better hiring decisions as a
team. Invite your colleagues or ex-
ternal recruiters to upload, review
and screen candidates.
Search
Search all resumes and candidates
using powerful search engine.
Automation
No more Excel spreadsheets or
post-it notes. Send automatic
welcome and reject e-mails based
on applicant stages.
Spending time hiring for any business is
usually down to administrative tasks that eat
into profits and affect the bottom line.
OneRecruit helps you minimize the time
spent on administrative tasks, screening and
applicant tracking in a solution your team
will love using.
Keep track of all candidates, resumes,
correspondence and feedback notes. Invite
your team to help you find the perfect hire.
Enterprise Standard is an application in a box
platformthatcanbeusedbyanyorganisation
that has an email address.
This simple and easy to use cloud based
software as a service (SaaS) application can
be used by anyone with no training at all.
Enterprise Standard
FREE Starter Package
✓ Free basic applicant tracking
✓ Access 24/7 from anywhere
✓ No software installation
✓ No hosting required
✓ Multi-language support
✓ Integrate Jobs listings on your website
Get started today by visiting our website.
Save time and resources

27. ✓ Applicant tracking
✓ Hosted Careers Site
✓ Rate candidates
✓ Add notes
✓ Receive applications by e-mail
✓ E-mail templates
✓ Candidate workflow
✓ Fields control in Applicant Form
✓ Custom screening questions
✓ Notifications
✓ Talent pool
✓ Unsolicited applications
✓ Resume keyword search
✓ Advanced searching
✓ Resume parsing
✓ Application acknowledgment e-mail
✓ Notifications to unsuccessful
candidates
✓ Face detection
✓ Social Media integration
✓ Tiered Permission Levels
✓ VIP Support
✓ Enterprise storage tiers
Languages Supported
Enterprise Premium Enterprise Support
OneRecruit is built using
state of the art technology
supported by a host of
premium training and
customised support solutions
that include:
✓ Custom development online and mobile
✓ Project scoping and consulting
✓ Psychometric testing screening
✓ Learning and development planning
✓ Analytics and custom reporting
✓ On-site and Online Training
Features OneRecruit.com

28. FACTOR
In todays competitive and somewhat global world,
organisations are recognising that they should be
concerned with what is going on outside of the
organisation, as much as what is happening or being
manifested internally. Culture is not just about
geographic location. It’s so much more...
VALUES
Knowing the values, mission,
purpose, process, strategy and
payoff of a company can help you
navigate the companies ethos.
However peoples interpretation and
validation in upholding the credo
of the company may not always be
in sync. Especially if you have not
hierarchal structure.
WHAT TO DO: Does the secretary
answering the phone care about
the company culture? How do you
know? Building your companies
vision means that you have to get all
stakeholders no matter how small all
working on the same page. Everyone
wants to be valued for what they
do vocationally and its up to the
managers and leaders to ensure
that the ethos of the company is
upheld. Most people don’t leave
organisations because they hate the
company. They leave because of bad
management that didn’t value them.
Know your values and if recruitment
is high, change management.
PERSONALITY
People are very easy to understand
when you understand the triggers
that make a person do what they
are meant to do. The best cultural
practices and on boarding programs
I have seen don’t take this into
consideration. Assuming that
you have the right characters and
behaviours ironed out during the
interview process its essential to
consider how each personality you
hire will integrate into the company.
All it takes is the dynamic of one
person to change the productivity of
an entire team.
WHAT TO DO: Assess everyone
before they start and know where
they would be best placed within the
company. Having a great dynamic
team relies on people that support
and challenge one another.
“Dhaling you can’t put
flowers in an asshole
and call it a vase”
“Dhaling you must
be nicer to the staff,
especially the butler”
28

29. ONBOARDING
Getting people interested and
engaged is usually not hard at the
beginning. But somewhere around
the third month when they think the
probation is over is when they really
start to see the company what it is.
They call this period the end of the
honeymoon phase. Millennial staff
especially are very aware of this
phase and will quickly axe a job in
search of greener pastures if the role
is not stacked up to what was sold to
them in the first place. It is therefore
essential to have a program that
people can adopt and grow with.
Learning and development is
essential and training can be ongoing
throughout the life span of the role.
People like to know that they will get
as much as they will give.
GETTING THERE
WOTCULTURE.COM is a terrific
way to assess and learn about the
values and personality of a team
member before they start with you.
The free assessment can be taken
by any organisation and each person
can identify with 8 different culture
cats. Once you know what cat a
team member is , you can create
your own games to engage their
personal culture. The fun begins
when teams of tigers take on a pride
of lions to demonstrate loyalty to the
brand and increase productivity.
W
H
AT
TO
D
O
:
Cultureisbuiltby
thepeopleyou
hire
and
theteam
sthey
arem
ostlikelyto
beproductivein.If
you
treatpeoplelike
assets,they’lltreat
yourcom
panylikea
resourceand
you
w
ill
end
up
w
ith
abunch
ofbackstabber’s.
GAMIFICATION
Once new recruits start you must
keep the game alive for all staff.
Learning about the companies values
and what it stands for is one thing,
practicing it is another. And unless
you run a small business you will find
it hard to be everything to everyone.
WHAT TO DO: Create a game of
making people uphold the values
of the organisation. Put people
in teams to keep the games going
and let each team get some sort
of bonus prize for demonstrating
the honouring of the values of the
company in some way or form.
Have a trophy that can be
won by the team or even
activate a team bonding
exercise on a daily
basic level.
29

30. Front
SIDE A LEARNING AND DEVELOPMENT MODEL
MY EQUIPMENT
IS DIALED.
MY BODY IS
READY.
AND MY MIND.
ENGAGED.
GO FASTER - WORK HARDER
LEARNING ON
The saying that we never stop learning is an adage that many people
are likely familiar with. What is perhaps less well known is where our
cumulative knowledge and life lessons are typically gathered from.
Fundamentally, learning takes place through a combination of both formal and informal situations and
through our interactions with others.
In the context of personal development and todays demands for professionals to become more
effective in their vocations, the 70:20:10 model provides a simple, effective and widely used model
for culminating formal training and education, coaching and mentoring interactions and every day
experiences into how we can become better at doing what we do.
While Interpretations of the 70:20:10 model vary somewhat, general consensus provides an accepted
definition that 70% of the lessons learned by successful managers and leaders are gained from the
experiences found in on the job training and stretch situations while 20% is obtained from exposure
to coaching and mentoring interaction and 10% is gathered during education and formalised training
programs.
Application and Implementation
The application of the model is wide spread and used by many local and global corporations and
government departments. Nokia, SAP, Earnst Young, Price Waterhouse Coopers, KPMG, Del, Oracle,
HP, Sony Ericson, Morgan Stanley, NAB, Westinghouse, Caterpillar, Coca-Cola, L’Oreal, Maersk,
MODEL CHOICE
70:20:10
Creating
TALENT
Jeremy
Stewart
WE HAVE TO CONTINUALLY
BE JUMPING OFF CLIFFS
AND DEVELOPING OUR
WINGS ON THE WAY DOWN.
OTHERS HAVE SEEN WHAT
IS AND ASKED WHY. I HAVE
SEEN WHAT COULD BE AND
ASKED WHY NOT.
WKD
STUFF
30

31. GlaxoSmithKline, Princeton University, the Australian Federal
Government and countless others have acknowledged their use of
the model in varying guises.
According to a study by Deakin University, application and
implementation spans a broad range. One company studied used
the 70:20:10 model informally as a guide for employee development
while another company applied the model as their guiding metaphor
for all organisational development activities.
What is important to note is that the model provides flexibility
and can be tailored to suit the widely varying situations and
requirements of modern and traditional organisations and business
models. Specifically, the ratios are not rigid and can be moulded to
suit the requirements of a variety of situations.
For example, industries dominated by trade apprenticeships may
require an increased focus of classroom education and on the job
training in order to first establish the core skills needed and then
hone and ingrain those skills though practical application.
In comparison, industries requiring high levels of creativity and
innovation may preference higher ratios of exposure to mentors,
coaches and reflection on role models and reduced time in
classrooms.
Whatever the case, effective application relies on customising any
LD model to take into account the specific requirements of the
organisation, the resources available, the industry and the desired
outcomes.
Benefits and Challenges
One of the key benefits of the model is that it provides an anchoring
point for acknowledging that learning and development comes
in many forms. This anchoring point can lead to higher levels
of member engagement through the realisation that personal
development is happening all around.
Further, managers and supervisors can be encouraged to
become more involved in developing direct reports through their
involvement in coaching, mentoring and general interaction with
employees as they go about their daily duties and stretch targets.
What is not clear however is how to best measure the return
on investment and the impact of such programs. Further, not all
managers in an organisation may be competent in the coaching and
mentoring aspects that account for the proposed 20% of learning
and development.
Added difficulties may also include gaining buy in from key stake
holders such as Human Resource and Learning and Development
departments.
These challenges are not unique to the 70:20:10 model as many
other LD initiatives are often accompanied by challenges in
measuring their effectiveness. Regardless, the consensus is that the
benefits far outweigh the challenges.
Blended Learning Every Day
The 70:20:10 model, or indeed an
iteration of it provides an effective
framework for developing and
integrating a true blended learning
approach for organisations,
employees and individuals alike.
What’s more, it provides some clarity on where we gather our
cumulative knowledge from and allows users to expand their
perspectives on how they can continue to learn from not only
formalised training, but from interactions with others and from
every day activities to become more effective professionals.
TO BECOME YOUR NUMBER ONE PRIORITY.
THE FLY
EDUCATION
10%
70%
EXPOSURE
EXPERIENCE
20%
On the job training with daily
tasks, assignments and job
rotations
Interactions with coaches and
mentors. Observation of role
models
Formal education and training
31

32. AUSTRALIA
Hair Transplant Specialist
DHI Australia
Junior Hair Transplant Specialist
DHI Australia
Private Clinic Nurse
DHI Australia
Project Managers
Dialog Information Technology
AUSTRIA
.NET Softwareentwickler/in mit
Schwerpunkt Frontend
talent 2 talent GmbH
BANGLADESH
Software Engineer
Therap
BRAZIL
Professor de Língua Estrangeira
Instituto de Língua e Cultura
Brasileira
Deixe seu cv conosco para futuras
oportunidades
Keys Talent Recruitment
CANADA
Junior Unity Programmer
Archiact Interactive Ltd.
Software Developer in Test
Archiact Interactive Ltd.
Junior Programmer - Internship
Archiact Interactive Ltd.
DENMARK
Project manager
Zend ApS
Uopfordret ansøgning
Avodan
Bogholderi medarbejder
Avodan
Uopfordret ansøgning
APCOA PARKING Danmark A/S
Uopfordret ansøgning - Parker-
ingsservicemedarbejder
APCOA PARKING Danmark A/S
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timer
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Parkeringsservicemedarbejder dag
weekend
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Parkeringsservicemedarbejder
Esbjerg
APCOA PARKING Danmark A/S
Salgskonsulent (Fuldtid)
BluePhone
Freelance detektiv
Boysen Investigations
Sales manager
E-recruit
Blade repair technician
KLS Energy A/S
Key Account Manager
Mindbiz
Salgskonsulenter til salg af
3Business
Mondo Rekruttering
Salgskonsulenter til salg af e-cigaret
startpakker
Mondo Rekruttering
Salgskonsulenter til salg af online
markedsføring
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emedier
Mondo Rekruttering
Trainee søges til ejendomsbranchen
i nytÃ_nkende virksomhed
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RD-huset
Marketing manager
Zend ApS
Assistant HR Manager
Zend ApS
Software Engineer - Korea
Zend ApS
Sales and Marketing Manager - Berlin
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Client Care manager
Zend ApS
Marketing Director - Pharmaceutical
and Medical
Zend ApS
Auxiliar RRHH
DyC Consulting
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Rov-pilot general
Faroe Maritime Services
Chief Cook General
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Rigger General
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32

33. Coaching Jobs
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Home Support Worker Lincolnshire
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INDIA
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CV Ease
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NOC ENGINEER
IPAGE
MALTA
Mechanic
Paragon Office
MAURITUS
Customer Service Representatives
Attestado
NORWAY
HjúkrunarfrÃ_ðingur
Registration
POLAND
Intern - Recruitment
Europe Solutions
USA
Accounting Manager
Marcus Robinson .Ltd
Talent Pool
matchPeople
Interns
McCann Torre Lazur Group
Se Solicita Personal para
Restaurantes.
Meseras
RVRS Volunteer
Richmond Volunteer Rescue Squad
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33

34. Bad role models
can be good
JEREMY STEWART
MBA,GAICD, JP.QUAL
Accordingto theExpertsWhat do I want to be? Where do I see
myself in one, five, ten year’s time? What
is my plan on how to get there? What
role models can I follow and look to for
guidance?
T
hese are no doubt questions
that many of us have
asked at varying points but
perhaps what we rarely
consider is, what do we not want to
become and who do we not want
to be like? These can be equally
important questions.
An understanding of what we do not want to
be and acknowledging lessons from negative
role models can help us understand our goals
and aspirations, elevating us to a higher level
in a similar way positive goal setting and role
models do.
Early in my sales career, I regularly had
business dealings with the employees and the
owner of a construction company that by all
accounts, was run by a real tyrant. Not once
did I hear a positive word mentioned about the
owner.
The owner was rude and abusive to his staff,
employee turnover was high, and despite
the owner driving an expensive new Jag,
he regularly skimped on buying the right
equipment for the workers to do their job
efficiently, which created great resentment.
What stuck with me was how the actions and
behaviours of this owner negatively affected
everyone around him and I vowed that I would
never be like that.
When we work and interact with negative role
models, we often observe undesirable traits
or behaviours that we distaste personally.
Arrogance, rudeness, uncaring, manipulative,
the list goes on. These traits often strike a
deep cord with us as they conflict with our
values of say humility, politeness and sincerity;
traits that are commonly found in our chosen
positive role models. Because these negative
behaviours and traits strike a deep cord with
us, they can leave a deep impression on us
contrasting strongly against what we value,
and may lead us to become more in tune with
what we value and aspire to be. Perhaps even
clarifying and challenging our visions for
ourselves when we experience what we think
we want to be, but don’t like it when we see it
in others.
I am far from suggesting that we all adopt
and follow negative role models and pay
credence to their arguably undesirable traits
and behaviours. Rather, anti-role models and
negative experiences can and do play a part
in keeping us on track to reaching our dreams
and aspirations.
Several studies suggest that we can learn as
much, if not more from negative role models
and challenging experiences than we do
positive ones.
Across a series of studies conducted at the
University of Waterloo, Lockwood, Jordan and
Kunda found that the inspirational impact of
positive and negative role models depends on
the goals people are striving to achieve when
they encounter these models.
They go on to say that we may be especially
likely to be inspired by our chosen positive role
models, who represent aspects of a desired
self, when we are bent on pursuing success.
“In life, you realise that there is a purpose for
every person you meet. Some will test you,
some will use you, some will teach you and
some will bring out the best in you.”
Similarly, negative role models, who represent
a feared self, can inspire us when we are intent
on avoiding failure.
The take away is that both positive and
negative role models play a part in inspiring us
and focussing our development.
Positive role models, individuals who have
achieved outstanding success, are widely
expected to inspire others to pursue similar
excellence. So the Steve Jobs, Jack Welch’s
and others on yours and my list of positive
role models of course play a significant role
in providing guidance and clarifying a vision
for the behaviours we would like to see of
ourselves.
Examples of bad role modelling are not always
as stark as my construction company owner
example. They can come from all walks, from
the driver that flipped you the bird as they cut
you off to that colleague who always sees the
problems and negatives in everything.
Similarly, we encounter positive role models
who aren’t necessarily famous. Later in my
career, I had the opportunity to observe and
learn from what many people consider a great
leader. Despite their positional power at the
top of the organisation, they regularly spent
time at the coal face, knew the names of the
hundreds of employees and exhibited many of
the behaviours and traits that are essential for
being perceived a great leader; trustworthy,
authentic, honest, transformational and so
forth.
It was a fantastic learning experience and I
endeavour to model much of their behaviour.
Role models, both positive and negative are all
around us. Keep your positive role models and
learn from them, but be prepared to learn the
occasional lesson from the anti-role models
that breeze in and out of our lives.
34

35. PROSPERITYCAFE
SIMILARLY, NEGATIVE ROLE MODELS, WHO REPRESENT A FEARED SELF, CAN INSPIRE
US WHEN WE ARE INTENT ON AVOIDING FAILURE.
35

36. hen many of us think of
credit history, credit scores,
or credit ratings, financial
loans are often the first
things that come to mind.
While financial lenders are known for their
regular use of credit checks, did you know
that employers are also starting to perform
credit checks on their new hires? They are
and if you are looking for a career change,
this may have a negative impact on your
ability to obtain the job of your dreams.
When it comes to employment and credit
checks, you are either concerned or not
concerned at all. If you have a poor credit
score, you may be unsure as to whether
or not you should even apply for certain
jobs. In the past, many financial institutions
and insurance companies required credit
checks, but now more and more employers
are starting to do the same. In fact, if you
are looking to work in a fast food restaurant
or even as a stocker at one of your local
supermarkets, there is a good chance that
you may still have a credit check performed
on you.
If you are interested in avoiding all jobs that
check your credit, you will want to keep a
close eye on all of the applications that you
fill out. Many employers will outline their
hiring practices, such as whether or not
credit checks are performed, on their job
applications. If you are not filling out an
application, but rather sending in a resume,
you may be able to find what you are looking
for one the company’s website, should they
have one. If you are still coming up empty
handed, you should be informed of all credit
checks before they are performed.
Although your first impulse, as mentioned
above, many be to avoid applying for jobs
where your credit will be checked, you may
want to rethink your decision to do so. What
you need to remember is that more and
more employers are starting to check the
credit history of all new hires. By avoiding
these types of companies, you may seriously
hinder your ability to get a new job. Instead,
there are a few steps that you may want to
take and these steps are outlined below for
your convenience.
If you are currently employed and just
looking for a career change, you may want to
consider holding off on that career change.
Until you are able to repair your credit, even
just a little bit, you may want to refrain from
apply for new jobs, especially those that will
check your credit. What many individuals do
not know is that if you pay off only a couple
of your debts, your credit rating will improve.
When looking for new employees to hire,
employers are realistic. They know that they
will rarely be able to find employees with
perfect credit scores.
WORK RELATED
CREDIT
CHECKS
How to Handle Them If You Have a Poor Credit Score
Many great ideas go
unexecuted, and many great
executioners are without
ideas. One without the other
is worthless. If you do what
you always did, you will get
what you always got.
BY AZHAR KHAN
w
CREDIT CHECKS ARE BEING DONE
PAYING OF DEBT HELPS TO REPAIR
36

37. Great minds discuss
ideas. Average minds
discuss events. Small
minds discuss people.
EMPLOYERS ARE SEEKING TO UNDERSTAND YOUR FINANCIAL HABITS
CREDIT CARDS ARE THE BIG CULPRITS
PAY YOUR DEBTS AND WIN
THERES ALWAYS A SOLUTION
That is why any improvements that
you can make, no matter how large or
small, should help you.
Although controversial, there are
many who state that you should
openly discuss your credit history
with potential employers, especially
if they ask you about your credit or
ask you to okay a check on your credit
history.
If your debt is due to an unexpected
emergency, like a medical
emergency, you may want to state
so. As previously mentioned, most
employers are realistic; they know
that not everyone is perfect. Of
course, you will want to take every
step to improve your credit, but
having a good, verifiable excuse may
help your case. If you have a poor
credit rating, you really don’t have
that much to do lose, do you?
The above mentioned points are all
points that you will want to take into
consideration, when encountering
a company who wants to check
your credit. In some countries it
is against the law to ask for such
information. Be prepared to
answer this question with a firm but
tentative response that does not
imply the interviewer is an idiot for
asking. It may just be a screening
question to see how you handle
confronting situations. Especially if
you are applying for a role in finance.
Employers tend to think of their
companies as their babies and as one
owner put it. “Why would I entrust
my multimillion dollar business to
someone that isn’t a millionaire
themselves. If they can’t handle
their own finances, why in the world
would I think they would be any good
handling mine?”
37

38. Some of the benefits of
mentoring include:
• Becoming a standout
• Leadership abilities
• Working smarter, not
harder
These benefits may sound
simple, but when you
translate it in real life, you
can definitely feel that
mentoring is one of the best
options to succeed in your
career. Mentoring is actually
a two-way relationship and
both the mentor and the
protégé will learn something
from the mentoring program.
Primarily though, mentoring
programs are designed to
enhance the capabilities of
the protégé.
At the start of any mentoring
programs, both the mentor
and the protégé are
encouraged to clarify their
goals and expectations from
the program. They need to
create a well-designed plan
and follow a specific course
of action. There are a lot of
cases wherein the mentoring
program far exceeded the
expectations of the protégé
because the program
provided the following as
well:
• An insiders realistic
perspectiveonhiscareer
goals and progress
• Clearer understanding
of his career plans
• Exposure to varied
experiences and
perspectives
• Access to powerful
sources of information
• Access to resources
within the industry
• Greater knowledge
about yourself and your
goals
• A wider network of
Mentoring programs establish
the self-confidence and the self-
assurance of a protégé who
uses it as a tool for personal
and professional development.
There are certainly many
benefits you can expect from
joining a mentoring program
because you will learn from
someone who has the
necessary experience to coach
you on what you have to do.
HowMentoring establishes
Self Confidence
By Paul Cohen
BUSINESS
Never just lookat one great
companyor mentor. You don’t
want to be tainted byone
persons view. Especiallyifthey
turn out to be abad apple.
contacts
• Identification of any lacking
skill that is required for career
advancement
• Establishment of a foundation
for a lasting professional
career
• Access to a support system
during the critical stages of
your career growth
• But the mentor would not
be able to do everything for
you; you need to help yourself
as well. You need to do this
by listening to the mentor’s
ideas and suggestions,
try implementing these
suggestions if you feel that
these can help you in your
career. It is also essential for
you to listen to the feedback of
others especially the opinion of
the mentor during this critical
time so that you can adjust to
the situation accordingly. In
addition, you should have set
realistic expectations from
what you hope to achieve
from the mentoring program
because it is difficult to have
impossible goals and then
expect the mentor to help you
achieve these objectives.
• You likewise need to have the
willingness to learn and adapt
to the different situations you
might be facing at work. The
mentor is simply the person
you should count on for advice
and suggestions about the
path you should take.
Mentoring should not be seen as
the easy way out; rather, it should
be seen as a tool that will help you
grow further in your career and on
your personal life.
And these objectives are only
possible if you learn to believe in
yourself and know that you are
capable of doing great things in
your life. Mentoring programs can
help you reach this state and once
you are at this point, it would be
inevitable for you to enjoy the fruits
of your success.
As you can see, while the mentor
will provide you with guidance
during the mentoring program,
your success is entirely up to you.
38

39. Wellness in the workplace?
W
e spend roughly one-third
of every day, five days a
week in our workplaces.
And if you have a desk job, then that’s a
lot of time to be sitting down. With this
sedentary lifestyle it’s important that
we create healthy habits that not only
get us through our work hours but also
create lasting benefits so we can enjoy
the other two thirds of every day.
When we talk about being well, most
people think of diets and food and
whilst food plays an important role,
it’s not the only part of the wellness
puzzle. Wellness encompasses
nutrition, physical health and mental
health. And all three are important to
create wellness.
Food is designed to sustain us. We
have to eat food to survive, to keep our
bodies and our brains active and alive
and yet most of the time we eat food
that causes our brains to fog and our
bodies to feel lethargic. After a tough
day you might feel you want a pick
me up. Sometimes the easiest thing
to grab is a coffee or a snack from the
vending machine, however, these are
more likely to have the opposite effect
of what you really need.
One of the biggest reasons for poor
food choices is tiredness. Most people
know what to do to be healthy. Most
people are aware of the foods that
make their body feel alive and those
that make their body feel drained. And
yet so many people will still choose
the poor food choice. Why? Because
they’re tired, or it’s easier (because
they’re tired and it’s too hard to put
effort into thinking about good food
choices).
The best ways to be prepared is to
make extra dinner the night before
and take it to work with you. Prepare
extra meals when you have some free
time and freeze them so you always
have something on hand, ready to
reheat. And know in advance what
you’re planning on eating so you
always have the best food ready to eat.
If you haven’t done any food planning
before it can be difficult to prepare
for a whole week, so break it down.
Be prepared for two or three days, or
even one day if you’ve never done it
before.
If you love to have something sweet,
then be prepared and find something
sweet that will satisfy you.
Some of my favourite sweet snacks
are:
• a banana sliced down the
middle and filled with peanut
butter,
• dates filled with almond butter,
• chia puddings with fresh fruit
Some of my favourite savoury snacks
are:
• seed crackers topped with
avocado or hummus
• rice paper rolls
• falafels with spinach dip
These can either be prepared ahead, or
take the ingredients with you to work
and prepare it on your break.
Whilst you probably can’t be working
out during work time (unless you
work at a gym) it’s important to do
some physical activity every day. Early
morning walking, running or gym
sessions can set you up for a successful
healthy day. If the morning is not for
you, then head out after work for your
exercise. Knowing that you still have
to work out can help you watch out for
those cravings and not give in to them.
POSTURE - Self esteem and
lack of confidence is linked to
physiology
39
P
osture is really important
in everything we do. Bad
posture can lead to lethargy
and tiredness. One of the
best and easiest ways to ensure good
posture is to find a wall. Stand with you
back against it, on flat feet but as tall as
you can.
Press your heels, legs, back, shoulders
and head into the wall and hold it for
about thirty seconds. Then walk away
keeping the same posture. Try and hold
that posture whilst you walk. Repeat
this as many times as you can each day
and soon you’ll begin to notice how
much straighter and taller you are,
without the hunched over shoulders
that too much computer work can
bring.
Something as simple as good posture
can help with your wellness at work.
Straight posture allows you to breathe
more deeply and with every breath
you are getting more oxygen into your
blood stream. More oxygen means
more energy and more energy means
more life, self esteem and confidence.
If you invest great posture into your
life and energy, you’ll create alignment
in your workplace by linking your
physiology to your wellness you’ll bring
the best out in yourself.
By Amanda Attard - www.sweetsandgreens.com.au

40. 40
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