News

Looking for Career Advice?

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Are you looking for career advice? Do you need help getting interviews for your next career move? Are you rejected after attending interviews?

Summit Recruitment & Search are offering a free career counselling on the last Wednesday of every month (except December 2016). The session for this month will be on 23rd Wednesday 2016 between 10:30 am – 1:00 pm.

We want to assist you in reaching your goals and we believe this would be a great way for you to ask any questions you may have an receive advice from any of our highly experienced consultants.

Contact us now to book your appointment. “First come, first serve basis!”

Email: hr@summitrecruitment-search.com 

Phone: +254 713 461 279

We look forward to seeing you soon.

The Hidden Art of Selling

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Your job title may not necessarily put you in the front line of Sales and Business Development but for today’s professional it is essential to hone in on your sales prowess in order for you to sharpen your communication skills and fuel that all important growth within the business. Below are three easy to implement mindset changes to help you stand out from the crowd.

Elevate your thinking

I can’t begin to tell you how many people I meet that have a negative perception of sales professionals and Recruitment Consultants in particular (just check your LinkedIn feed!). Unfortunately there are certain people that do not understand why someone would want to work in the industry or that being in sales was indicative that you couldn’t find a career elsewhere.

My belief is that to be truly successful in sales you need to look at it from a completely different angle. The very best salespeople focus on helping others get to where they want to go.

In recruitment for example you only succeed when you help others achieve their goal, from a clients perspective you have solved a skill gap issue which will allow them to achieve their business targets and the candidate has landed their dream move with an organisation aligned with their career aspirations.

Tip – Elevate your thinking and identify the wider impact of your sales activity.

Question Time

The very best salespeople I have worked with always lead with intelligent, probing questions. I know there are a billion articles online highlighting the importance of questioning however it really is key to becoming a more effective communicator and salesperson.

Effective questioning does two things, firstly you display a level of humility that will serve you positively in any interaction. Secondly and most important of all you will start to receive key information that your competitors could only dream about. It is truly powerful for both parties when great questions are being fired around in a sales presentation.

Tip – Prior to your next sales meeting do your research and ensure you come prepared with great open questions to get under the hood of your clients needs.

The Problem Solver

One easy way to make you stand out from your competitors is to become obsessed with solving your client’s problems whilst at the same time delivering real value in your market place. You will see that salespeople within your organisation who are at the top consistently do not look at a prospect as a sale; they look at it as an opportunity to solve a problem.

You should be utterly obsessed with solving your client’s problems, and when you start to do this regularly your business and life will transform.

You will be known as the problem solver not the salesperson.

For further career advice contact Summit Recruitment and Search: +254 713 461 279 and info@summitrecruitment-search.com

Published by: Sue Withers – Managing Director

We are delighted to be recruiting the following roles in Finance & Accounting:-

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1) Finance & Operations Manager: http://bit.ly/2cQ99c6  
2) Finance Manager: http://bit.ly/2e6DXIj
3) Financial Accountant – Kigali, Rwanda: http://bit.ly/2d2tPOu
4) Finance Manager: Juba, South Sudan: http://bit.ly/2dbdmFk
5) Accountant: http://bit.ly/2cMOSaj

Meet The Team: Introducing Hellen Nduta Recruitment Consultant

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• What made you join Summit Recruitment & Search?

I was seeking for a career shift and a way to enhance my HR skills. I heard about Summit Recruitment & Search through my classmate and friend who spoke highly about the team and company and in one of our conversations she mentioned there was an opening and I decided to give it a go. I always wanted to get more involved with talent management, head hunting and executive search and recruitment. This gives me the perfect opportunity to work across East Africa and South Africa and learn about new cultures.

• What does your day entail?

My day depends on the roles I am handling at the time and entails the following;

• Source, executive search and attract candidates by using databases & headhunting.
• Client relationship management through client meetings and updates.
• Conducting interviews and assessments. All our candidates undergo rigorous psychometric testing, including Myers Briggs (MBTI), OPQ32.
• Screen candidate’s resumes and job applications.
• Sifting through CV applications for various roles in Kenya and East Africa and South Africa through our database.
• Performing background checks for the candidates.
• Offer advice to candidates to career path or goals.
• Analyse the psychometric tests done by the candidates.
• What’s the most enjoyable part of your day?

That would be definitely interacting with people from all walks of life. When you get to listen to candidates, you learn something either about life in general or about the companies and jobs. Also,the thrill of not knowing what will happen the next minute you walk in the door. It might be a client loves a candidate so much they offer them the job on the first interview or a perfect candidate about to accept a job pulls out at the last minute; there is nothing better than the feeling of bringing together a qualified candidate with a great career opportunity. In Summit I have been able to experience it all.

• Tell us a little bit about yourself.

I am an extrovert who loves people, nature and wildlife. I spend most of my free time with my 2 kids who are a handful but love it either way. I love baking a lot and swimming (even though I can’t ha-ha). I spent most of my “young life” in the wild, am in love with wild animals well “almost all” apart from the snakes. I can’t watch them on TV, Books or life. They freak me out totally and that’s a fear I don’t wish to overcome. Am currently a working mum and a student, I try to find a balance of all 3 to ensure I stay sane.

For further career advice contact Summit Recruitment and Search: +254 713 461 279 and info@summitrecruitment-search.com

A Day in the Life of a Recruitment and Executive Search Consultant, based in Nairobi, covering East Africa and South Africa.

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6:00 am – Open eyes. Yawn. Rub eyes. Get up. Open curtains. No! Rain! I suddenly go into hyper-mode. The traffic will be awful so I need to get a move on….
….fast forward

7.30 am – Arrive at the Office and turn on my computer to find 136 emails awaiting me. A coffee is placed in my hand – thank you Camilla!

8.30 am – 80 emails done, but I have a few problems to resolve. 1 candidate has rejected an offer made yesterday by Z Dynamics. Odd – everything was agreed. I wonder why John rejected the offer? 2 new roles have come in; 1 from a company called WE R Useless and they are asking for a mature Project Manager with 10 years experience, but the salary is Ksh12,000 per month! How could a company believe that is a sensible salary for the role? The second role is for a CEO – that looks for interesting. I shall call them and try and arrange a meeting to better understand what they need. 4 candidates have interviews today with Blah Company at 11am.

9:30 am – John says he changed his mind about the job, so now I have to go back to Z Dynamics and make HUGE apologies AND start the search all over again. Urgh!

10:00 am – WE R Useless are of the opinion that Ksh 12,000 is a good salary for a Mature Project Manager, so much so, that they want CV’s today! I have explained that the task is impossible.

11.15 am – Oh no – my internet has gone down! Better make some calls instead! Just talked to Blah Company, who were interviewing at 11am. Only 2 of the 4 candidates turned up. Have called the 2 guilty no-shows. 1 has turned off his phone and the other one says he has changed his mind about the job – having confirmed 24 hours before. Why do people do this? So annoying and makes us look really bad to the client. 1 of the interviewees hadn’t shaved and had a ripped shirt on. Don’t think he will get the job!

12:00 pm – 3 candidates are in our offices for interviews. They are all interviewing for the Brand Marketing position in Naivasha and are busy doing the psychometric tests and skill set tests.

2:00 pm – Have spent the last 2 hours interviewing and have forgotten lunch. Never mind. Only 1 of the 3 candidates was a ‘fit’ for the Brand Marketing role – but I shall do their references and send the 1 over to the client. Whilst I was interviewing one lady – her teeth fell out – that hasn’t happened before!

Hurrah! The internet is back on!

2.30 pm – Have just been shouted at by the MD of WE R Useless who still insists that he wants CV’s for mature Project Managers. I shall send the CV’s – with the proper salaries…he can then decide what he wants to do. Tried to explain again that they need to increase the salary.

3.30 pm – A new client has just walked into the office and says she wants to open a company in Kenya and will need 8 roles filling. However, she wants CV’s instantly and doesn’t have a single job description! So, I will now need to pull off sample JD’s and give them to her to amend to her liking.

4.30 pm – Finally I have finished the rest of my emails. 3 new jobs put up on our website, with JD’s and I shall await the responses. WE R Useless have been on the phone again and I have sent over the Project Managers – on sensible salaries. I can see the phone ringing again and I think this is one call that can wait until tomorrow….

10.30 pm – Lights out. End of another day. So to sleep…..

Meet The Team: Introducing  Bree Bichanga Talent Sourcing & Social Media Specialist.

##1. Bree Bichanga

• What made you join Summit Recruitment & Search?

I was hoping for an Internship position that would enable me to acquire on the job experience and a feel of the business marketplace. Summit Recruitment and Search advertised an Internship placement for a Social Media and IT Intern. Given my background of IT and business I thought it would be a good match therefore I applied for the position and was successfully shortlisted and got the position. It has been 2 years and 9 months down the road.

• What does your day entail?

On the social media aspects:

• Ensuring the website is optimised in different search engines.
• Manage the database.
• Update different social media pages.
• Update the website.

On talent sourcing and acquiring:

• Head hunting and Executive Searching for specialized roles across East Africa, South Africa, Nigeria and Ghana.
• Client relationship management through client meetings and updates.
• Conducting interviews and assessments. All our candidates undergo rigorous testing.
• Engaging both passive and active candidates.

• What’s the most enjoyable part of your day?

Getting a chance to share what Summit Recruitment and Search does with the outside world on a day to day basis. In addition to this I enjoy the process of searching for specialized talent skills. This affords me a chance to interact with passive candidates who are not looking on job boards, but more than happy to explore exciting career opportunities.

• Tell us a little bit about yourself.

Accomplishments can be taught, but passion is innate. Passion to me is what keeps me up, restless, as I attempt to figure out how to work something. I am easy going, enjoy dealing with people, fashion, technology and travelling. I am a big fan of the TV series, Game of Thrones and winter is coming!
I love change and I believe there is a reason for everything – we connect the dots later on.

For more information regarding the team at Summit Recruitment & Search: http://bit.ly/21FOkR

What are the basic elements of a good C.V?

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We aren’t born knowing how to write a great CV, so it’s up to you to find out for yourself how to get the basics right. From font size and format to photos and filling in the gaps, there is a certain etiquette that should rarely be broken. Recruiters and employers receive constant streams of applications – don’t let a basic mistake send yours straight to the bottom of the pack.

Below is a guide that answers 6 crucial questions:

1) How long should a CV be?

When it comes to length, try to think of your CV as a tasty appetizer that will get people coming back for more.
It should be around 2 pages long to ensure that you get your message across quickly, without dragging on like an old encyclopedia, boring employers and recruiters.
If you feel your experience is as good as gold (and listing it all will make you a shoe-in for the job), don’t worry too much about going over. Just be sure to keep it at 3 pages or less.

2) What font should I use in my CV?

The saying ‘keep it simple stupid’ exists for a reason and is unquestionably a principle that applies here.
Use a simple font that looks professional and is easy for recruiters and employers to read. For example (Tahoma, Times New Roman and all time favorite Cambria).
Size matters too – you can’t go wrong if you stick around the 10/12pt mark.

3) Should I include a photo on my CV?

Generally speaking, your best profile picture didn’t grace its presence on your CV.
Unless you are applying for an acting or modelling job (which would most likely specifically request photographs), there is no need to include one on your CV. It will take up space that could be better used with text that demonstrates the value of hiring you. Show them how you’re so much more than just a pretty face.

4) Should I hide employment gaps on my CV?

Take the guesswork out of your CV.
You don’t want recruiters or employers scratching their heads trying to fill the gaps themselves, so if you have long periods of unemployment you should be up front and explain them. Keep this short and sweet, after all, it’s just to let them know what was keeping you occupied during that time.
Ideally use constructive reasons such as personal projects, study or travelling.

5) Should I include interests on my CV?

As a general rule, only include interests if they are relevant to the roles you are applying for and will make a positive impact on your applications.
If you feel including your passions or pastimes adds to the profile you want to show your employer, put them in, but don’t get too carried away. Always keep it as professional as possible.

6) Should I include my date of birth on my CV?

Age is only a number, right?
Employers do not make recruitment decisions based on a candidate’s age, so there’s no need to include your date of birth.

For C.V writing tips and advice, contact us today;
Phone: +254 (0) 707 293 147 / +254 (0) 713 461 279
Email: info@summitrecruitment-search.com  
Website: http://bit.ly/1Pjq2p1

Meet the team: Introducing: Amina Ali Senior Recruitment Consultant.

Amina Ali - Meet the team

Amina Ali is a Senior Consultant at Summit Recruitment & Search specializing in Senior Executive Roles in the following industry sectors; Agriculture, Retail and Manufacturing.

• What made you join Summit Recruitment & Search?

I wanted a job with Summit Recruitment & Search about 5 years ago, but they did not have any positions available for my skills at that time, but then Summit called me a couple of years later and asked me back as a Junior Consultant. Growth and immense development professionally is what I would describe as key achievements in my time in Summit.

• What does your day entail?

Depending on the roles I am handling at the time my day entails the following;

• Headhunting and Executive Searching for specialized roles.
• Client relationship management through client meetings and updates.
• Conducting interviews and assessments. All our candidates undergo rigorous testing!
• Sifting through CV applications for various roles through our database.
• Performing background checks for the candidates.
• Offer advice to candidates to career path or goals.
• Analyze the psychometric tests done by the candidates.

• What’s the most enjoyable part of your day?

I must say it’s the people interaction. I get to understand a part of the candidate’s life (personally and professionally) which will inevitably assist in setting the pace regarding their career growth. I think of it as a small window to a candidate’s soul that I have the privilege and honour of viewing. Not many jobs offer that on a daily basis.

• Tell us a little bit about yourself.

I am a fiercely optimistic person whose view of life has always been a glass is half fulll!! I enjoy spending time with my 3 year old son David, crafting, cooking (Chef in the making :-)), writing (cool kids call it blogging) and exploring new frontiers. I thrive on sunshine and flowers and all things chocolate. Most importantly is trying to juggle motherhood (no manual provided by the way), work and me time. All in all so far so good!!

Meet the team: Introducing: Kate Mbithe Senior Recruitment Consultant.

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Kate joined Summit Recruitment & Search 3 years ago as a Junior Consultant and has been promoted over the years. She is now a Senior Consultant, specialising in Senior Executive Search positions, such as C-suite positions, GM’s, Directors, VP’s and Managers and tends to deal in the legal, private equity, agricultural, marketing/branding and manufacturing sectors.

• What made you join Summit Recruitment & Search?

I came to Summit seeking a change in my career. I knew about Summit through a friend and Summit was highly recommended. I applied for a role and was invited for assessments. I left only to be called 20 mins later by our MD to inform me that she had a role, a different one, which she felt I was a perfect fit for. It was to join the Summit team!
Three years later, after much growth and continuous development I am a Senior Recruitment Consultant.

• What does your day entail?

My role provides a vital link between clients and candidates. The role is demanding and diverse and involves:

 Client meetings to better understand their mission and vision.
 Perform job and task analysis to document job requirements and objectives.
 Source and attract candidates by using databases & headhunting.
 Screen candidate’s resumes and job applications.
 Conduct interviews using various reliable personnel selection tools/methods to filter candidates within schedule.
 Assess applicants’ relevant knowledge, skills, soft skills, experience and aptitudes.
 Reference checks.
 Monitor and apply HR recruiting best practices.
 Provide analytical and well documented reports to the rest of the team.
 Act as a point of contact and build influential candidate relationships during the selection process.

• What’s the most enjoyable part of your day?

I am a people’s person. I tend to enjoy meeting new clients and interviewing candidates for roles I find exciting e.g. CEO, Finance and any PR and/or communications roles. Aside from that, it gives me a platform to understand different cultures from different parts of the world. I find it exciting placing candidates in places like Rwanda, Nigeria, Tanzania, South Africa and Ethiopia – in fact anywhere! It feels like every candidate’s journey for employment is a journey we take together.

• Tell us a little bit about yourself.

I am a fun loving person who loves cooking and watching football (especially when Manchester United is playing!!). I am terrified of chameleons. I don’t understand how such small creatures with their colour changing capacity can move so slowly without having a hidden agenda. That being said I enjoy watching National Geographic to at least try and find out how to deal with a chameleon attack! I have a hectic schedule that entails school, work and private life. It’s not always easy but having a planned day/week helps incredibly.

What happens to your resume when you apply for a jobs online?

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Are you applying for lots of jobs online and not receiving any feedback? You could have all the skills and experience to make you the best candidate for a role but no reaction to your job application.
Below is what happens to your resume when you apply online;

• First applications are received 200 seconds after a job is posted
• An average of 250 CVs are received for each job position – but only 4 to 6 of this people would be called for an interview
• Average time spent looking at a CV is 5-7 seconds
• One spelling or grammar mistake and your CV will be chucked in the bin
• 88% job rejection rate if you have a CV with the wrong layout or format
• 76% of CVs are ignored if your email address is unprofessional
• 10% of job seekers have applied for 50 or more jobs without hearing back
• 68% of employers will find you on LinkedIn
• 17% chance that your cover letter will be read

For more information on upcoming C.V writing and Career Advice which will ensure you stand out from the crowd, contact us today:

Phone: +254 707 293 147 / +254 713 461 279
Email: info@summitrecruitment-search.com
Website: http://bit.ly/1Pjq2p1

Out of work? Don’t despair, below are top 10 jobs of the week.

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• IT Manager; http://bit.ly/1XGFhNL
• Camp Manager ( Single or Couple ) – Maasai Mara, Kenya; http://bit.ly/1XGFEYw
• GM & Site Manager; http://bit.ly/258ODr4
• Head Chef; http://bit.ly/1pEto0n
• Bar Supervisor; http://bit.ly/1VtXHCO
• Refrigeration Technician; http://bit.ly/1LABfpp
• Assistant Accountant – Mombasa, Kenya; http://bit.ly/1R9K3CV
• Junior Accountant – Mombasa, Kenya; http://bit.ly/1ScwNfO
• Human Resource Manager; http://bit.ly/1Vu4n3Q
• Horticultural Commercial Manager; http://bit.ly/1RZW3Di

For the latest job opportunity available in East, West, South and North Africa, please follow the link; http://bit.ly/1Kn4omS

Business For Sale: Amazing Opportunity To Own A Profitable Company.

5) Website Business For Sale - Fresh Ideas ( 450 )

KHS 1,250,000 /=

• The business exists of a holiday letting company plus an existing website listings company.
• Both website were created in the UK by a very competent web designer and are of a very high quality.
• The business already has a solid existing client base.
• Fully incorporated with supporting paperwork and accounts.
• Would suit an individual willing to take the company to the next level.
• Someone who is outgoing and sales orientated.
• Reason for sale is relocation from Kenya.

PLEASE CALL +254 708 160876 or +254 713461279 for more information.

Email: bree@summitrecruitment-search.com

Meet  the Summit Recruitment & Search Team

Introducing: Grace Kamau: Finance & Consultant at Summit Recruitment & Search

Summit Recruitment & Search

Grace joined the Summit Recruitment & Search agency 5 years ago and has gone through 3 office moves, as the company has expanded! Grace is a specialist consultant in Finance and IT recruitment.

What made you come to Summit Recruitment & Search?

I was looking for a change having been with Don Bosco Institute of Computer studies for 8 years. I was a trainer and also did some of the recruitment and I thought my skills could be used elsewhere. When I saw the Finance and Admin Consultant role at Summit Recruitment & Search, I thought this was something I could do well, so I applied and luckily got the job! In the early years I did a bit of everything because we were much smaller 5 years ago, but now I concentrate on everything to do with Finance!

• What does your day entail (job description)?

I do most of the Finance roles and so I respond to clients, inquiries and send out invoices. I also do the Finances for Summit, making sure all our clients have paid us on time!

• What’s the most enjoyable part of your day?

I love interviews best, and what I have learnt is that you know straight away if someone will be right for a job. Or maybe wrong for the job! I enjoy people’s passion and enthusiasm. I also love solving payment issues and of course now that Summit operates in so many East African and indeed African countries, I have to make sure that these payments are made correctly and we don’t lose the money in transit from say Ethiopia to Kenya!

• Tell us a little bit about yourself?

Well, I am neither extrovert nor introvert – probably somewhere in the middle! I love numbers and I love solving problems. I am a team player and every day, my colleague Kate and I take it in turns to bring in our food to share and happily share with anyone else who has either forgotten theirs or would like some!

For more information about Summit Recruitment & Search team, kindly follow the link; http://bit.ly/21FOkRR

Meet the Summit Recruitment & Search Team

Introducing: Jessica Beaumont – Intern at Summit Recruitment & Search

Jessica Beaumont - Summit Recruitment & Training Intern
Hi. My name is Jessica Beaumont and I am half English and half Swiss and live in Switzerland. I am currently in my gap year after finishing my A-Levels at an English boarding school. I decided to go to Kenya on a 3-month internship to a leading recruitment company based in Nairobi, Kenya called Summit Recruitment & Search, because I wanted to be able to explore Kenya whilst gaining work experience.

So far I have been able to see many aspects of Summit Recruitment, joining client meetings, to meeting the nervous candidates before having their interviews! The clients I have met range from hospitality, manufacturing and blue chip companies, but I know Summit do handle many other business sectors.

I find this job to be extremely rewarding, if the candidate takes it seriously, as we as a team are able to help them find a maybe much-needed job. Summit Recruitment & Search doesn’t just work in Kenya they reach out to people in South, East, West and North Africa.

My favourite part of the job has been, being able to help out with the advertising and reaching people, through executive searching and head hunting. Also creating blogs, such as this one, has been very enjoyable.

The job that they do here at Summit Recruitment & Search is very thorough; they have various psychometric tests that all candidates must go through numerous interviews and thorough background checks.

Coming from Switzerland, Kenya has been an exciting and culture shocking adventure! Firstly, being able to have two summers in a year is definitely a bonus. Also, I very much enjoy seeing the wildlife right outside the door and it being the norm. I love that. The power cuts are a definite excuse to play card games or chess and I have had to get used to ceilings leaking during the heavy rains! It’s strange how 2 places can be so completely different, I find that immensely fascinating.
For more details about our team, kindly follow the link; http://bit.ly/21FOkRR

Are you looking for a career move into Sub-Saharan Africa? Below are  two exciting opportunities in Ethiopia.

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1) C.E.O – Ethiopia;

Our client, a leading Food Manufacturing Company in Ethiopia is seeking to recruit a Chief Executive Officer to oversee the company through its current phase of growth and transformation. The preferred candidate MUST have prior work experience in the food manufacturing sector.

For more details, please follow the link; http://bit.ly/1nXwlr6

2) C.O.O – Ethiopia;

A Leading Food Manufacturing Company based in Ethiopia is looking to recruit a Chief Operating Officer who is very technical to oversee all the operations of the Company. The successful candidate MUST have prior experience working in a Food Manufacturing Industry and MUST be Gujarati speaking.

For more details, please follow the link; http://bit.ly/1SfFqIN

New Job? How to spot a positive working environment

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If you have just been offered a new job, remember it isn’t just the job description you should focus on. It’s just as important to look for an organisation which will be a good fit for you, making it a great place to work. It’s where you will spend a significant amount of time and, outside of your family, work is said to be the biggest thing to influence how happy you are. Plus, the more comfortable you are in your workplace, the better you’ll be at your job.

So how can job seekers find out more about a company’s culture and whether they are likely to be happy there before accepting a job?

a) Internet research
Most candidates will do internet research ahead of job interviews to ensure they feel prepared to answer any tricky questions. Use this time to also look out for signs of what the company would be like to work for. The website may have a section about the company culture, values and staff wellbeing policies. Social media can show more about the way they like to portray the business, whether it’s fun and light hearted in tone, or serious and professional.

b) Ask some probing questions during the interview
Use the interview to dig deeper into what it will be like to work there. Asking the interviewers to describe the company culture from their perspective and what their favourite thing is about working for the organisation can provide some excellent insights. Questioning when they would expect the busiest periods be in your new role could help you to gauge more about expected working hours, while asking how often staff get together will give an idea about the culture of meetings in the organisation and potentially open up a discussion about general socialising, both in and outside of office hours.

c) Explore the office environment
Ask for a tour of where you will be working, including any communal areas. While the work place environment doesn’t necessarily need to have the wow-factor of the famed Google offices, it does need to be appealing to you. Being able to picture where you will be spending your time will help you to build up a picture of what day-to-day life will be like. It’s also a good opportunity to pick up on some more visual clues about the workplace culture and the type of people you’ll be working with. Are desks filled with family photos and mementos? Is the office space designed to be funky and creatively inspiring, or sleek, formal and professional? What are the team members wearing?

d) Ask those in the know
Ask friends and family to put you in touch with anyone they know who already works for the company. Ask them if colleagues get frequent training and subsequently take on new responsibilities? Can staff implement their own ideas in the workplace? What’s the staff turnover like?

e) Discuss with your recruitment consultant
If you are using a recruitment consultant, call and discuss everything with them. A good consultant will have done their own research into the organisation as part of the process of helping them to recruit the right people. We want the people we place to be happy and to thrive and in their new role, as this gives the organisation the skilled, motivated person they need. It’s just as important to us to find the right ‘fit’ and we’re always happy to discuss this in more detail.

For recruitment, head-hunting, talent search and psychometric testing contact us today:

Phone: 0713461279 / 0738555033

Email: info@summitrecruitment-search.com

Website: http://www.summitrecruitment-search.com/

Career at a crossroad? Below are top 10 jobs available for mid-level management.

10 . Website Blog - 450

1) Tanzanian National FMCG Sales & Marketing Manager – Arusha, Tanzania; http://bit.ly/1m6AnfV
2) Procurement Manager – Rift valley, Kenya; http://bit.ly/1O8g1jg
3) Head chef – Nairobi, Kenya; http://bit.ly/1YjSFfi
4) Logistics Manager – Kikuyu, Kenya; http://bit.ly/223SX9r
5) Accounting Manager – Kigali, Rwanda; http://bit.ly/1OxO7HL
6) Administration & Human Resource Officer; http://bit.ly/1m9uCOy
7) Commis Chef; http://bit.ly/1m9uIpq
8) Logistics Assistant & Store Clerk; http://bit.ly/1mphNjN
9) Shop Manager; http://bit.ly/1Yk80fY
10) Filing Clerk; http://bit.ly/1Qur5r5

The  Power of a Smile

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Opinions differ on what constitutes a strong approach to Customer Service. There are some who would argue that efficiency is everything – providing the customer with what they require, when they require it without them needing to ask for it.

Being positive and friendly in customer interactions plays a major part in ensuring that a customer walks away from the experience having felt that everything was done in a way that suggested the customer is valued. This may impact on how much they spend in a single transaction, and just as important, whether they return to the business with more customers, because of their positive experience. In this respect, a smile can make a world of difference to how the customer feels about their treatment, and about the business in general.

Having a smile on your face makes you look more welcoming. It is something that cannot be overestimated as a customer service and retention tool. If you were to walk into a store, and saw two sales assistants – one who looked cheerful and open and one who looked like they had just opened an overdue credit card bill – instinct would dictate that you approached the cheerful one should you have an enquiry about the item you wanted to buy. Therefore it is advised that in dealing with customers you are always alert, friendly, and personable. Even if you are not particularly feeling that way, it has been argued by body language experts that the act of smiling releases endorphins which make you feel happier. So it is worth making the effort to put a smile on your face however you are feeling.

For more information on upcoming Customer Service skills training which will ensure you stand out from the crowd, contact us today:

Phone: 0702369224 / 0713 461 279
Email: training@summitrecruitment-search.com
Website: http://bit.ly/1GxcrZX

Deal or no deal, that’s usually the question

1. Website Sales - 450

You have worked hard to get your foot in the door, you’ve explained the benefits of your product to your customers and responded to any objections they might have. Now it’s time to seal the deal. Or is it? A good sales person needs to know when it’s time to close and how to go about doing it.

Misidentifying the moment to close can carry numerous problems with it, not least the fact that a customer with extra thinking time can very easily suddenly decide that they are not so interested after all, and a customer who is pressed to complete the deal too early can be left with a negative impression of the salesperson- one which may be impossible to conquer.

The point at which it is advisable to close on a deal will be fairly obvious to any experienced sales person. The moment will become apparent, usually after you have gone through a typical sales pitch, responded to the potential customers objections and talked them around, they have begun to give a positive impression with regards to buying- whether they do this verbally or through their body language and non-verbal comportment.

For more information on upcoming Sales Fundamental skills training which will ensure you stand out from the crowd, contact us today:

Phone: 0702369224 / 0713 461279

Email: training@summitrecruitment-kenya.com

Website: http://bit.ly/1zP1pMQ

An amazing opportunity to own a profitable existing company.

10. Website Business for sale - 450

• The business exists of a holiday letting company plus an existing website listings company.
• Both website were created in the UK by a very competent web designer and are of a very high quality.
• The business already has a solid existing client base.
• Fully incorporated with supporting paperwork and accounts.
• Would suit an individual willing to take the company to the next level.
• Someone who is outgoing and sales orientated.
• Reason for sale is relocation from Kenya.

Please call: 0708 160876 or 0713461279 for more information.

Email: info@summitrecruitment-kenya.com 

Price: Ksh. 1,250,000 /=

How To Nail The Job Interview

# Nail job Interview

Problem solver, Creative and Works well under pressure.
These are key personality traits employers will be seeking no matter what position they’re hiring for—and chances are, your resume probably already showcases them. To demonstrate at an interview that you are the right fit at a role, interview preparation is vital.
Here are some (very real) interview questions that might be in your future and how to answer them:

1) Tell me about yourself; This is a commonly asked interview question designed to break the ice.
A strong, succinct answer will quickly gain the interviewer’s attention and separate you from other candidates who may be tempted to divulge their life story. Give a brief, concise description of who you are and your key qualifications, strengths and skills. Tailoring your answer to the role offered by declaring the strongest benefit that you offer an employer will leave the interviewer compelled to know more.

2) What Are Your Greatest Weaknesses? The interviewer is trying to gauge your self-awareness. We all have weaknesses, so it’s best not to say you don’t have any. Avoid using the word ‘weakness’ and instead talk about an ‘area for improvement’ that is not vital for the job, or specify a ‘challenge’ that you are working to overcome. Demonstrating a willingness to develop yourself and face challenges turns the answer into a positive.

3) What Have Been Your Achievements to Date? The interviewer wants to know if you are a high-achiever and ascertain how your accomplishments will be beneficial to them. Select one or two recent accomplishments that are directly related to the job offered. Identify the situations, the actions you took, skills you used and the positive outcomes, quantifying the benefits where possible. Show how you can bring what you learned to the new role.

4) How would your friends describe you? The best way to find out is to ask them now–or pose the question on Facebook and let everyone chime in. Choose replies that would work well in a job setting, such as “dependable” or “trustworthy.” As a bonus, you get a peek into what the people around you really see as your best side.

5) What Are Your Goals For The Future? A sense of purpose is an attractive feature in an applicant, so this question is designed to probe your ambition and the extent of your career planning. Your commitment is also under question, but avoid blankly stating, “I want to be with your company.” Instead, describe how your goal is to continue to grow, learn, add value and take on new responsibilities in the future that build on the role for which you are applying.

For more information on upcoming interview skills courses which will ensure you stand out from the crowd, contact us today:

Phone: 0702369224 / 0713 461 279

Email: training@summitrecruitment-kenya.com

Website: http://bit.ly/1CeXp67

Rushed off your feet? Let us help you on your job search, below are top 10 jobs of the week.

11. Website wea re hiring - 450

1) Technical Sales Executive;  http://bit.ly/1LZDnWF  

2) C.E.O – Addis Ababa, Ethiopia;  http://bit.ly/1ObGHeG

3) C.O.O – Addis Ababa, Ethiopia; http://bit.ly/1M86Z4a

4) Assistant F & B Manager; http://bit.ly/1Lf2fDX

5) Public Relations Officer; http://bit.ly/1NlkLk4

6) Sales & Marketing Manager – Dar Es Salaam, Tanzania; http://bit.ly/1PWLh0U

7) Training Manager; http://bit.ly/1JO9Hs1

8) General Manager – Retail; http://bit.ly/1NbXFfL

9) Senior Coffee Trader; http://bit.ly/1i1sUNJ

 Shaking in an Interview? Below are 4 ways to shake of Interview Anxiety;

2) Website Shakey Interview - 450

Nerves—they affect the best of us. Even politicians, big-shot business professionals and other world leaders have experienced some form of anxiety and stress in their life time; so don’t beat yourself up too much if you feel extremely nervous before or during a job interview. It’s completely normal.

But that doesn’t mean that you have to let your nerves be all-consuming—after all you could jeopardize your chances of employment if you’re “too” jittery. That said there are several (and simple) things you can do to shake off any pre-interview anxiety and land your dream job.

1)Plan ahead: This cannot be stressed enough. All too often job applicants get knots in the pits of their stomachs because they don’t know what to expect. Not knowing what kind of curve balls employers can throw at you can be pretty nerve wrecking. But an easy way to walk into your scheduled interview with confidence is to plan ahead and think through all of the worst-case scenarios.

This includes not only formulating answers to common interview questions such as “why do you want to work here?” and “why should we hire you instead of the other applicants?” but also jotting down answers to the questions you fear the most. For example, is there a particular question that you are just dreading that the interviewer will ask? If so, face your greatest fear and try coming up with an answer that is both honest and will reflect you in a positive light.

2) Have a good laugh:They don’t say laughter is the best medicine for nothing. Not only has studies proven that laughing can help cure the body of certain diseases and illnesses, but it can also reduce the levels of stress hormones and anxiety. This is because when one laughs, the body releases “feel-good” chemicals called endorphins. These are the same chemicals that are released when we exercise and the same chemicals that naturally help fight-off depression.

So to replace any negative, jittery feelings with positive, confident ones simply fill the hours leading up to the interview with laughter. Go visit your funniest friend or watch that one movie no matter how many times you see it always leaves you in stitches.

3) Start the interview on the right note: Start the interview with a strong confident handshake and big smile. Remember to look the interviewer in the eye. Shifty eyes looking downwards or sideways sends a very bad signals.

4) Be open about nervousness: Lastly, if you start feeling nervous during the interview remember that it’s ok to admit it. During the beginning of the interview or if you start to stumble on a question, it’s ok to say something like,

I apologize, I’m extremely nervous. This is my first interview” or “It’s been quite some time that I’ve been in this position.” This will only make you appear more human and the interviewer may just be able to relate to you more. Who knows, the interviewer may even be just be as nervous as you are.

For more information on upcoming interview skills courses which will ensure you stand out from the crowd, contact us today:

Phone: 0702 369 224/ 0713 461279

Email: training@summitrecruitment-kenya.com

Website: http://bit.ly/1CeXp67

What is your MBTI personality type and how it affect your career path and growth.

Website MBTI - 450

Developed in the 1960s by mother daughter pair, Katherine Cook Briggs and Isabel Briggs Myer, the Myer-Briggs Type Indicator (MBTI)  is based on theories by prominent psychologist, Dr Carl Gustav Jung. Each year, more than 1.5 million MBTI personality tests are conducted across different individuals to help them explore various goals.
It’s usually employed by 89 of the fortune 100 companies to assess the job-fit of a potential candidate, improve their communications with their colleagues and to enhance team unity in an organization. This is achieved by increasing one’s self-awareness of his or her strengths and weaknesses through personality type identification.

What does MBTI Access?

The MBTI is based on the idea that our personality is made up of 4 dimensions which have 2 opposites (dichotomies). We can be:

• extraverted (E) or introverted (I)
• sensitive (S) or intuitive (N)
• thinking (T) or feeling (F)
• a judgmental (J) or perceptive (P)

Let us take a look at what this aspect mean:

Extraversion (E) – Introversion (I):

“Outward-turning” (extraversion) refers to the tendency to be sociable and energized by action and people, while “inward-turning” (introversion) refers to the tendency to be more thoughtful and preferring to have deep conversations with fewer people.
It is a case of either focusing on the internal world of ideas and reflections or to experience life through the external world of behaviour, action, people and things.

Sensing (S) – Intuition (N):

How do we perceive and make sense of the world around us? Sensing people prefer precedents, facts and details. On the other hand, intuitive people love to explore relationships, patterns and imagination.
Being dominant in one area significantly affects how we habitually see things.

Thinking (T) – Feeling (F):

This part of the personality predisposes us to how we make decisions on a regular basis. Scoring high for thinking (T) means that one is able to stay consistent, logical and objective during the decision-making process while people who prefer feeling (F) will consider the emotions and the needs of other people.
Put simply, thinking people emphasize tasks while feeling people are more into social relationships.

Judging (J) – Perceiving (P):

The last dimension of personality involves our preference for either Judging (Thinking – Feeling) or Perceiving (Sensing – Intuition) when it comes to dealing with the outside world (i.e. behaviour, action, people and things).
A judging individual will want things to be settled quickly and will exhibit either thinking or feeling styles in their decision-making process, whereas a perceptive individual will be more open and flexible to views and less interested in coming up with conclusions. He or she is more interested in perceiving the world through either sensing or intuition.

Henry Ford famously quoted “Coming together is the beginning, keeping together is progress, working together is success”.

For more information on MBTI training, contact us today:

Phone:  0702 369 224 / 0713 461 279
Email:  training@summitrecruitment-kenya.com
Website:  http://bit.ly/1Nq8lGt

A neglected area of job hunting is writing a   good cover letter.

2. website cover letter - 450

As a Job Seeker you may find writing the cover letter for different jobs very difficult. However, a well-written cover letter can very well be the key factor that distinguishes you from other job seekers.

At best, a cover letter can help a job-seeker stand out from the pack. At worst, it can make a promising candidate seem like an uncreative cut-and-paster. Sadly, the vast majority of cover letters read essentially the same: (Rereads of resumes that ramble on while repeating the obvious.)
Of course, the Internet is full of tips and tutorials on writing a cover letter, but few of them give much useful information other than the obvious (“Use good grammar!”).

A quality cover letter not only shows your potential employers that you value their employment opportunity, but it also demonstrates to them that you can communicate effectively. Here are some tips on how to carve out that impressive cover letter that will capture your potential employer’s attention.

Keep it short : Less is more

Address Nobody: Sometimes, you don’t know exactly who you should be addressing your letter to. Nix the generic and bland “Dear Hiring Manager” or “To Whom It May Concern”. If you absolutely don’t know who you should be addressing, then don’t address anybody. Instead, just jump right into the body of the letter.

Send it in PDF: You have more control on how it appears on someone’s screen.

Never ever, ever use the following phrase: “My name is ___, and I am applying for the position as ____”. They already know this, and you’ll sound inexperienced.

For more information on cover letter & C.V writing which will ensure you stand out from the crowd, contact us today:

Phone: 0702369224 /0713461279

Email: training@summitrecruitment-kenya.com

Website: http://bit.ly/1CeXp67

Securing the interview the first time !!!

1. Website Hired

90% of what we communicate during a job interview is through how we look, how we sound and the signals that our bodies and eyes send out! Sure, we need to get the words and answers right, but just think about how convincing we could be if our body language shouts out that we are the best candidate for the job.
Body language covers a multitude of sins. Did you know that … ?
Shifty eyes that avoid eye contact with others warn others that you could be untrustworthy!

Arms crossed in front of your body makes you appear unapproachable, on the defense and that you have something to hide!

Hands covering your mouth sends the signal that you are lying or have something to hide!

Fidgeting, tapping, or shaking incessantly makes your interviewer feel uncomfortable too and they won’t relax into the interview.

Legs wide open, arms stretched out, taking up lots of space says you are clearly comfortable with yourself and don’t mind being noticed, but in a small space can be perceived as thoughtless and arrogant.

A shirt tail out, a missing button or a stain on your shirt shows that you shouldn’t be taken seriously. If you don’t take pride in your own self, will you take pride in your work?

For more information on upcoming interview skills courses which will ensure you stand out from the crowd, contact us today:

Phone: 0702 369 224 / 0713 461 279

Email: training@summitrecruitment-kenya.com

Website: http://bit.ly/1CeXp67

What is redundancy and how to go around it as an employer.

1. Website Lay off notice - 450

Redundancy means loss of employment, occupation, job or career by involuntary means through no fault of an employee. Redundancy may occur under various circumstances including and not limited to:

• Closure of a plant, factory, mine, or other workplace, with the total or near-total loss of jobs.
• Job losses arising from a reduction in staffing requirements due to efficiency gains or falling demand for the company’s products or services.
• Job losses arising from a downsizing in operations or restructuring of the workforce following, for example, privatisation or merging causes.

What should I do, as an employer, if I plan to undertake redundancy?

The Employment Act, section 40 specifies matters of redundancy to an employer who is contemplating or planning to carry out redundancy:

• Where the employee is a member of a trade union, the employer should notify the union concerned and the labour officer in charge of the area where the employee is employed of the reasons for, and the extent of, the intended redundancy not less than a month prior to the date of the intended date of termination on account of redundancy.
• Where an employee is not a member of a trade union, the employer should notify the employee personally in writing and the labour officer.

Is an employer supposed to pay the worker who is affected by the redundancy?

Yes. The worker who is affected by the redundancy is entitled to be paid by the employer prior to the close down, re-arrangement or amalgamation. Payments stated are:
• The accrued leave days due to an employee who is declared redundant, paid off in cash.
• Not less than one month’s notice or one month’s wages in lieu of notice.
• Payment of severance pay at the rate of not less than fifteen days’ pay for each completed year of service.

What should an employer consider in determining the terms and conditions of employment of a worker who has suffered diminution?

The employer should take into account the past services and accumulated benefits, if any, of the worker in respect of the employment. The employer should consider the seniority and the skill, ability and reliability of each employee affected by the redundancy.

How do I, as an employer, establish the redundancy pay and terms and conditions of payment of affected workers?

The redundancy pay and the terms and conditions of payment are subject to negotiation between the employer or representative of the employer on the one hand and the worker or the trade union concerned on the other.

Where should an employer make a complaint in case there is a dispute regarding the redundancy pay and the terms and conditions of payment?

An employer may refer any dispute concerning the redundancy pay and terms and conditions of payment to the labour officer or industrial court (section 87).

Are there any particular categories of workers who should not be covered by the redundancy pay and other terms of conditions?

The following categories of workers are not covered:
• Workers under a probationary contract. This contract should not be more than six months.
• Workers engaged under a contract  of employment for a specified period of time or for specified work.
•  Workers engaged on a casual basis.

For recruitment, corporate and individual training, outsourcing HR services and psychometric testing contact us today:

Phone: 0713461279 / 0738555033

Email: info@summitrecruitment-kenya.com 

Website: http://www.summitrecruitment-kenya.com/

How do you handle a bad reference in your CV?

1. Bad Reference

We all make mistakes in our career at some point or other;

sending an email copying your Boss by accident, falling out with a particular colleague or simply having a personality clash with your superiors.

However, it is important to show an interviewer that you have learnt from the experience and can show through examples how you have addressed a mistake. The worst thing you can do is try and cover up the job on your CV.

Sooner or later a good recruiter will find out – either through other references, putting dates of jobs started and finished and find the gaps in your CV.

If you left a job on bad terms and you know a reference will not be good – it is much better to say this at an interview if asked. Explain what happened and how you have progressed since. Of course, if you were fired for fraud or theft, this is a different scenario – many employers will not be prepared to take a risk. But generally, if you tell the truth and give a compelling reason why an employer should employ you, many companies are prepared to give you a chance if you have the right skill set and positive attitude for the job.

Please check our website regularly for upcoming new jobs in Kenya and across Africa:

Phone: 0713461279 / 0738555933

Email: info@summitrecruitment-kenya.com

Website: http://www.summitrecruitment-kenya.com

How to “Out-Customer Service” your Competitors

1. A 24TH SKILLS TRAINING

 

 

Here are four of our top customer service tips. Paste these to your mirror, work on them daily, and your competitors will never know what hit them.

1. Obsess over the beginning and ending of the customer interaction. Because of how human memory works, you have to get these moments right if you want your customers to remember their time with you pleasantly.
—for example–
• Empty that rubbish bin out front of your office. Touch up that landscaping by the front door. Make it clear where you’re supposed to park your car, or chain your bicycle (not, by default, to the rail of the wheelchair ramp). Have plenty of change ready if customers have to use metered parking.
• Hire nicer people to do your online chats, answer your phone, handle your email inquiries.
• Make every page (not just the homepage) of your website welcoming, clear, and complete — in mobile and full-sized versions.
• Make sure you’re truly accessible, online and off, to people with disabilities, and to people who just aren’t all that familiar with how you do business.
Note: Not only are beginnings and endings crucial, but they often start before you know it. ‘This principle is exemplified by Disney obsessing not just about how their actual parks look, but about how the surrounding neighborhood looks as well: because the guests’ entrance to “the park experience” starts before the actual entrance.
The same is true—maybe even more so—online: What is their first impression of you online? (It’s probably not your website.) Is there anything you can do to improve this?

2. Do the hustle. A perfect product, delivered late, feels like a defect. (And the timeline for what customers consider “late” is continually getting shorter.)
If you have to be slow, you’d best work hard to re-define expectations or to change the customers’ experience of time.

3. Don’t just be good—be memorably good. If you don’t create a memorable experience for your customers, your story won’t spread. Customer service is indeed the new marketing, or at least it is an incredibly powerful support that makes your marketing resonate by matching it with the truth of your business.
So don’t only be nice; be nice in a memorable way. Extra nice, quickly nice, authentically nice, even quirkily nice… you get the idea.

4. Learn to apologize. Things will go wrong. (Things will go right and yet customers will perceive them to be wrong–it’s the same thing.) Prepare for this, emotionally as well as operationally.

For performance-changing training on Customer Service Skills get in touch with us today:

Phone: 0702369224 / 0713461279
Email: training@summitrecruitment-kenya.com  
Website: http://bit.ly/1GxcrZX  
( Shared from Micah Solomon )

3/ 4 workers do not take time off when ill. Are you one of those risking burn out?

1. A Sick Leave

Under the Employment Act, section 30, an employee is entitled to paid sick leave after a period of two consecutive months of service.

How long is sick leave?

The minimum period of entitlement is seven days with full pay and seven days with half-pay for every twelve months, subject to production of a certificate of incapacity to work duly signed by qualified medical practitioner.

The top 50 Soft Business Skills you need to get promoted! How many do you have?

1. A Training

 

Most people get their first jobs because of the skills and qualifications that they have. But most people only progress in their career because of the soft, interpersonal and communication skills that they develop. Some skills come naturally, some have to be learnt. How many soft skills do you have to do well in the office?

For more information on all courses that Summit Training offers, follow this link; http://bit.ly/1Cj3mD7  

01. Courtesy.
02. Honesty.
03. Grammar.
04. Reliability.
05. Flexibility.
06. Team skills.
07. Eye contact.
08. Cooperation.
09. Adaptability.
10. Follow rules.
11. Self-directed.
12. Good attitude.
13. Writing skills.
14. Dependability.
15. Self-supervising.
16. Good attendance.
17. Personal energy.
18. Personal integrity.
19. Ability to negotiate
20. Positive work ethic.
21. Interpersonal skills.
22. Motivational skills.
23. Valuing education.
24. Personal chemistry.
25. Willingness to learn.
26. Common sense.
27. Being a good leader.
28. Managing your time.
29. Critical thinking skills.
30. Coaching and mentoring.
31. Wanting to do a good job.
32. Reporting to work on time.
33. Good personal appearance.
34. Ability to follow regulations.
35. Basic spelling and grammar.
36. Reading and comprehension.
37. Willingness to be accountable.
38. Ability to make production quotas.
39. Supervising and motivating others.
40. Awareness of how business works.
41. Staying on the job until it is finished.
42. Ability to read and follow instructions.
43. Caring about seeing the company succeed.
44. Ability to listen and document what you have heard.
45. Commitment to continued training and learning.
46. Willingness to take instruction and responsibility.
47. Ability to relate to co-workers in a close environment.
48. Not expecting to become a supervisor in the first six months.
49. Willingness to be a good worker and go beyond the traditional eight-hour day.
50. Communication skills with public, fellow employees, supervisors, and customers

 

 

What is the difference between an Executive Search Company, Headhunting Agency and a Recruitment Company? 

1. A Executive Reruitment Company

Trying to find a partner to assist your organisation with talent acquisition is somewhat daunting! The whole language of recruitment has evolved and now many large companies will have a Talent Manager AND an HR Manager.

Essentially anyone with Talent in their title is responsible for hiring and also firing and sometimes will incorporate training and development needs within an organisation!

So does your organisation need a Recruitment partner or an Executive Search partner? Essentially both are the same, but the way in which the talent (candidates) are found, is somewhat different.

With recruitment, adverts are usually placed, the candidates are invited for interview, tested, reference checked and then a shortlist is sent to the client or company for interview. In the case of Executive Searches or head hunting, the agency pro-actively contacts suitable talent for a particular role and invites the individuals for interview. Often a large company may well know who they want to approach for a role, but cannot be seen to be ‘poaching’ individuals, so use an outsourced Executive Search company to do this for them. Usually this method would apply to senior positions where the remuneration of the talent is higher and therefore the payment made to the Executive Search company is also higher.

For extremely specialised roles or Board level management positions, it is usually advisable to use a specialised outsourcing Executive Search company. You can take references from other clients before making a decision. Equally, if cost is an issue, you can look at a recruitment company and again, check previous roles recruited by the organisation and check client references. There are many times when you may want a combination of the two and in this case, check that the outsourcing recruitment company has the channels through which to source and find suitable candidates for your particular company and particular roles.
As long as you know your own budget, have an open relationship with your partner, you can usually find exactly what you are looking for at the right price!

For recruitment, corporate and individual training, outsourcing HR services and psychometric testing contact us today:

Phone: 0713461279 / 0738555033

Email: info@summitrecruitment-kenya.com

Website: http://www.summitrecruitment-kenya.com/

When selling, if you remember nothing else … remember this!

Sales blog

1. It’s not what you say; It’s what your customer believes. You can have the best sales presentation in the world, but if the customer doesn’t believe your proposition, then you don’t have a chance. Take the time to engage with the customer. Ask them questions and let them tell you their wants and needs. Yes, many times they don’t know what their needs are and you’ll have to guide them, but in the end, if they don’t believe it, you don’t have a chance.

2. Never go into a sales call not knowing how you’re going to close the sale. If you don’t know where you’re going, then how will you get there? The most common part left out of any presentation is the close. Plan for it upfront by developing the strategy and your course of action.

3. Have a dedicated time set aside either daily or weekly to do making your prospecting calls. Too many salespeople find themselves spending far too much doing everything else but prospecting. If you don’t schedule it and hold yourself accountable, you won’t do it.

4. Believe in yourself and what you’re doing to help your customers. Why should anyone buy anything from anybody if the person from whom they are buying doesn’t even believe in it? There’s a reason why confident salespeople are more successful.

5. Show up and show up on time. More sales are lost because the salesperson either failed to show or failed to follow-through. It’s a sad comment that something that basic and easy could deter more sales, but it’s a fact.
For performance-changing training on Sales Fundamental Skills, please follow the link; http://bit.ly/1zP1pMQ

Call: 0702369224 / 0713461279

Email: training@summitrecruitment-kenya.com

Details Shared by Mark Hunter)

Investment Opportunity – Management & Financial Consultants

1. A Equity Partner

Investor needed for a successful Finance, Accounting, and Strategic Management Consulting Company based in Kenya.
Do you have following:

• The Drive to be an Equity Partner

MUST be a fully accredited Chartered Accountant.

• Minimum of 10 years’ experience in finance, taxation and due diligence.

• The energy, drive and enthusiasm ability to source new clients.

• Entrepreneurial self-starter with “hands-on” approach.

• Good network of business contacts in Kenya.

• Excellent interpersonal skills with an ability to partner with a dynamic team.
If you want to become a partner rather than an employee this is the opportunity for you.
PLEASE CALL 0702 004944 or 0713 461279 for more information.
Email: opportunity@summitrecruitment-kenya.com 

BUSINESS FOR SALE

KHS 1,250,000 only

• An amazing opportunity to own a profitable existing company.
• The business exists of a holiday letting company plus an existing website listings company.
• Both websites were created in the UK and are very high quality.
• The business already has a solid existing client base.
• Fully incorporated with supporting paperwork and accounts.
• Would suit an individual willing to take the company to the next level.
• Someone who is outgoing and sales orientated.
• Reason for sale is relocation from Kenya.

 PLEASE CALL: 0702 004944 or 0713 461279 for more information.

Email: opportunity@summitrecruitment-kenya.com

 

How to “Out-Customer Service” your Competitors

 

 

MAIN CS

First Class Customer Service

Here are five of our top customer service tips. Paste these to your mirror, work on them daily, and your competitors will never know what hit them.

1.Obsess over the beginning and ending of the customer interaction.
Because of how human memory works, you have to get these moments right if you want your customers to remember their time with you pleasantly.

—for example–

• Empty that rubbish bin out front of your office.
Touch up that landscaping by the front door.
Make it clear where you’re supposed to park your car, or chain your bicycle (not, by default, to the rail of the wheelchair ramp). Have plenty of change ready if customers have to use metered parking.
• Hire nicer people to do your online chats, answer your phone, handle your email inquiries.
• Make every page (not just the homepage) of your website welcoming, clear, and complete — in mobile and full-sized versions.
• Make sure you’re truly accessible, online and off, to people with disabilities, and to people who just aren’t all that familiar with how you do business.

Note: Not only are beginnings and endings crucial, but they often start before you know it. ‘This principle is exemplified by Disney obsessing not just about how their actual parks look, but about how the surrounding neighborhood looks as well: because the guests’ entrance to “the park experience” starts before the actual entrance.
The same is true—maybe even more so—online: What is their first impression of you online? (It’s probably not your website.) Is there anything you can do to improve this?

2.Do the hustle. A perfect product, delivered late, feels like a defect. (And the timeline for what customers consider “late” is continually getting shorter.)
If you have to be slow, you’d best work hard to re-define expectations or to change the customers’ experience of time.

4.Don’t just be good—be memorably good. If you don’t create a memorable experience for your customers, your story won’t spread. Customer service is indeed the new marketing, or at least it is an incredibly powerful support that makes your marketing resonate by matching it with the truth of your business.
So don’t only be nice; be nice in a memorable way. Extra nice, quickly nice, authentically nice, even quirkily nice… you get the idea.

5. Learn to apologize.Things will go wrong.(Things will go right and yet customers will perceive them to be wrong–it’s the same thing.) Prepare for this, emotionally as well as operationally.

Please let us know if we can help your business grow!

Email : training@summitrecruitment-kenya.com

Website: http://bit.ly/1GxcrZX

Telephone: 0713 461 279 

 

The myths and fact about sales training 

Sales TR

MYTH: I hire experienced salespeople. They don’t need training.
FACT: Experienced salespeople, if trained properly, are the ones who benefit the most from sales training as they’re capable of quickly understanding and then implementing new concepts and successful sales techniques. Most “experienced” athletes have a coach and benefit by regular coaching sessions. Staying on top of one’s profession is a continual process and is rarely achieved without a program of ongoing coaching, self-evaluation and self improvement.

MYTH: Sales training may not provide lots of benefits in my industry.
FACT: Sales training can boost sales results in most industries provided the program is tailored to that industry and the client company. In particular, if you are experiencing any of the following, sales training can usually provide substantial benefits.
1. You have at least several good competitors
2. Building long-term relationships is key to sustaining and growing sales volumes
3. You are not the low-cost provider and must sell based on value
4. There are significant revenue attainment differences between your top and bottom sales performers
5. Lead generation and prospecting are consuming a disproportionate amount of sales time

MYTH: Sales training is an expense.
FACT: A leading US Telecoms firm, which invests about 7% of payroll in training, has averaged a 20 percent productivity improvement over the last 4 years, compared with 2-5 percent for its competitors. Several years ago, the company did two studies to gauge the return on its education investment. Result: every dollar invested in sales training returned $29 in incremental revenues. A number of other firms have documented similar results.

MYTH: The major cost of sales training is for the training firm, the instructor and the materials.
FACT: In fact, almost 90% of the cost of sales training programs stem from the time salespeople are not out “selling.” If the average salesperson generates $1.5 million in revenues and there are 10 salespeople, the cost of 5 days of sales training in terms of lost revenues to the company is $300,000. Thus, the primary goal should be to reduce “off-the-job” time by targeting the training specifically to the skills employees lack. Besides being more tailored to your industry, firm and sales staff, this customized sales training approach translates into fewer days out of the field, better training results and a better return on your sales training investment.

MYTH: Sales training will not “stick”
FACT: Without follow-up, salespeople will lose 80-90 percent of what they learned in training within just one month! All sales training programs should include follow-up reinforcement and/or coaching by either the training firm, sales managers or both. This follow-up is key to leveraging the investment in training, increasing retention and improving sales performance.

MYTH: Sales training is not a strategic, executive-level decision; it’s strictly operational.
FACT: Sales training best practices should be viewed within the context of a company’s overall direction, strategy and vision. There should be a direct link, or relationship, between the corporation’s business goals and sales training objectives. Strategic sales training programs focus on providing the skills needed to achieve critical corporate objectives, both now and in the future.

MYTH: Sales training is not a highly-effective means to improve employee productivity.
FACT: A study of 540 companies shows that continuous investments in training and reinforcement result in over 50% higher net sales per employee, nearly 40% higher gross profits per employee and a 20% higher ratio in market-to-book value.
The same study found that leading-edge companies:
1. Spend some 6% of payroll on learning
2. Train almost 90% of their employees during a given year, on the average
3. Are 11-18% higher than the industry average in the use of outside training organizations

MYTH: Sales training effectiveness is difficult to measure.
FACT: Evaluation of sales training should occur at four levels:
1. How learners and their managers react to specific sales training events (e.g. program evaluations)
2. The degree to which learners acquire the knowledge and skills that the sales training was designed to provide (e.g. via testing knowledge of course materials)
3. Knowledge transfer and on-the-job application of skills which trainees can apply after they return to their job. (e.g. observations of performance in the field and on the phone)
4. What impact sales training has on results (e,g. improvement in revenues and profits per salesperson)

MYTH: You can’t see a direct result of sales training.
FACT: Many sales training programs fail because they do not relate to specific, measurable performance objectives. If performance objectives are established and then training is designed to provide specific sales tools and sales processes to achieve these objectives, sales training can be highly effective and specific results and outcomes can be measured and tracked.

MYTH: All sales training is pretty much the same and covers the same basic materials.
FACT: There are a number of different types of sales and a number of industry differences that require specific sales techniques. For example, one-call close sales situations demand (1) basic communication skills (questions, listening, etc), (2) basic sales skills (building rapport with customers, handling objections) and (3) a framework within which to utilize communication and sales skills: a sales process. In more complex selling environments such as those involving extended sales cycles, proficiency in up to seven major content areas is necessary if sales training class is to be effective: (1) organizational knowledge (2) product knowledge (3) selling strategy skills (4) industry awareness (5) sales support/account management and (6) team selling and (7) complex sales processes.

MYTH: A good sales training class is mostly a matter of “pumping up” the salespeople.
FACT: Be clear that a motivational experience isn’t the same as real sales training class. After rah-rah sessions, salespeople may show increased motivation levels for a short period of time—but this increase in motivation does not last long. The things that may have demotivated people in the past, such as low closing rates or high levels of rejection, are still issues after motivational sessions have taken place. The best way to improve long-term motivation is to provide salespeople with successful sales techniques that they can use to boost their overall effectiveness, their personal earnings and ultimately, their self-confidence.

MYTH: We can do sales training ourselves and save money in the process.
FACT: Effective sales training includes a preliminary analysis of salesperson and management needs. This analysis measures the current sales skill levels of each salesperson as well as the gap between where they are currently and where they need to be. An experienced sales training organization, using a needs analysis, can be more effective in developing and delivering sales training classes. They already have highly-developed programs they can tailor to your needs as well as sales trainers experienced in training and motivating salespeople. Moreover, salespeople often find successful sales techniques and ideas introduced by outside firms to be more credible than what their managers tell them to do. Indeed, experienced sales managers often choose NOT to invest their valuable time preparing and delivering sales training classes themselves. Instead of focusing on saving thousands, they have their eye on the big picture: developing and closing millions of dollars of sales opportunities.

MYTH: When a sales professional is performing poorly, training is the answer.
FACT: Sales training is one possible intervention when there are performance problems. You should engage in a careful analysis and diagnosis of the performance gap, the cause(s) and the best means of intervention before simply committing to a sales training program.

Shared by The Sales Alliance Inc.

For performance – changing training on sales skills contact us today: http://bit.ly/1zP1pMQ  

 

To outsource or not to outsource – that is the question!

hire or outsourcing

To outsource or not to outsource – that is the question!

 

Why outsource recruitment?

Well, there are many reasons to do so and a few less positive reasons not to. Ultimately outsourcing talent acquisition to a reputable company should save your company money (whether it is an SME or larger organisation). The cost of mis-hiring is huge. According to management guru Peter Drucker, for an employee earning US$100, 000 per annum, the cost of mis-hiring to the company can be up to US$1.5 million. This figure includes the hard and soft costs; recruitment time, compensation, benefits, severance, missed business opportunities, disruption, management time etc…

So, by using a professional recruitment company or executive search organisation, you are reducing the risk of getting the recruitment wrong. Most companies, whether they have a dedicated HR department or recruitment department are not recruitment specialists and therefore the recruitment will be outside the core business of the company. Secondly, a recruitment company will have access to many more potentially good candidates than an in-house HR department. Thirdly, by outsourcing recruitment needs, if there is a spike in new hires, a recruitment company can handle an increase in demand for roles.

Of course I am biased, as an owner of a reputable established recruitment, executive search and training company in East Africa. But I have also worked on the other side of the fence, inside a global corporate environment. My workload allowed me very little time to spend interviewing, but like all companies, we needed excellent people.

To get the right people, requires an enormous amount of time interviewing and sifting through CV’s. It also requires recruitment experts, who are trained and experienced enough to know what and who to look for. So, having seen both sides of this age old debate, I firmly believe that companies waste an inordinate amount of time, energy and mis-hires by not outsourcing recruitment.

Who to use?

Having established the need to bring in experts, it is equally as important to partner with the right recruitment company. Are you simply going to receive 100’s of irrelevant CV’s which do not match your requirements? Does the recruitment company understand the culture of your organisation and the type of individuals you want? Do they have your interest at heart or theirs? In my experience the longer term partnerships are always the best and this applies more than ever in recruitment. Until a recruitment company fully understands your needs, they cannot possibly supply the right candidates. To gain this understanding requires a substantial investment on the part of the recruitment firm and may well be reflected in the overall price you as company pay. However, it means the candidates presented to you will be of a high calibre and a suitable ‘match’.

So analyse your own attrition rate of employees – not natural attrition – this is normal. But rather the employees leaving the company or being made redundant. Do you have a large % of A-list employees? If the answer is not ‘yes’ then you need to seriously consider outsourcing recruitment.

Just make sure you partner a reputable company and invest in that partnership.

As Jim Collins (Author of Good to Great) says “The most important decisions that leaders make are not the WHAT decisions but the WHO decisions.”

Sue Withers – Managing Director

Leaving a company

I quit

Leaving a company

Whenever we find ourselves interviewing candidates and going through their career history, we usually ask a person why they left a certain job – particularly if they were not in the role for long.

We expect to hear answers such as; ‘I left because I was head-hunted’, ‘career growth’, ‘the company downsized’ etc. We do not expect to hear answers such as ‘I hated my boss’ or ‘I was tired’’.

When you answer a simple question like this, you are revealing your integrity, loyalty to a company and therefore, are being judged on how you will operate in a new environment and organisation.

You may well have fallen out with a boss and he or she may have been a psychotic lunatic, but you cannot ever say this in an interview situation! If you talk poorly or complain, it sends a red flag that you are unprofessional and cannot manage conflict to the interviewer.So think carefully about how you would handle this question. Decide in advance how you can answer such a question in an honest, yet diplomatic, way.

One approach is to say that you had differing professional attitudes that were not conducive to a long-term relationship. Most interviewers will get the message, but you also need to ensure that there is no doubt in the mind of the interviewer about your personal performance or ability to handle conflict in the work environment.

So again, try and make sure you convey that you DO manage conflict well.

Sue Withers – Managing Director

 

Top Tips for a Successful Sales Call

Sales

Too many people in business look at the telephone as an anchor – that’s how they feel about lifting it when they have to make outgoing calls to potential clients.

For some, you’d think it was covered with spiders or that it might electrocute them if they touch it. That reaction revolves around the fear of rejection. Granted, not too many people are brave enough to willingly put themselves in a position to be rejected. However, those who do will find all sorts of long-term rewards for the temporary pain they’ll experience.
With the right attitude and by paying close attention to what happens, each rejection you deal with will be a learning experience.

You’ll learn what not to say and when not to call. The key here is to turn that around so you can master what to say and when to call. With every rejection, you’ll want to take a quick moment to analyze the situation in order to benefit from it. Rather than letting it ruin your attitude for the next call, you should find yourself saying, “Well, that didn’t work. What’s a better way to say it?”
With proper fine-tuning, you’ll soon find your calls being well received and you’ll experience fewer rejections.

To save you some time on this learning curve, here are eight points you need to consider before making any business calls.

1. Develop a professional greeting. Don’t just say hello and jump into your telephone presentation without taking a breath or allowing the other party to participate. Your greeting should err on the side of formality. Begin with Mr., Mrs. or Ms, as in “Good morning, Mr. X.” Or “Good evening, Mrs. X.” Everyone else says, “Hello.” Be different. Be professional.
2. Introduce yourself and your company. “My name is Grace X with ABC Company. We’re a local firm that specializes in helping businesses like yours save money.” Don’t get too specific yet. Don’t mention your product. If you do, that allows the other party to say, “Oh, we’re happy with what we’ve got. Thanks anyway,” and hang up. By keeping your introduction general, yet mentioning a benefit, you’ll pique your prospect’s curiosity and keep them on the line longer.
3. Express gratitude. Always thank the potential client for allowing you a few moments in his busy day. Tell him that you won’t waste a second of his time. “I want to thank you for taking my call. This will only involve a moment of your time so you can get back to your busy schedule.” Don’t say that you’ll “just take a moment.” The feeling evoked by them hearing that you’ll take anything from them will put them off.
4. State the purpose of your call. It’s best if you can provide the purpose within a question. “If we can show you a way to improve the quality of your product at a lower cost, would you be interested to know more?” This is very likely to get a yes response. At this point, you’re ready to start selling an opportunity to meet this person or to get their permission to provide them with more information. You’re not selling your product yet–you’re selling what your product will do for him.
5. Schedule a meeting. Get a confirmation to meet, either in person or to teleconference to get the information you need in order to give a solid presentation. If he’s so interested that he wants to do it right then and there, that’s OK.
6. If a face-to-face meeting is the most appropriate next step, use the alternate-of-choice questioning strategy. Offer him two times, “Mr. Johnson, I can pop by your office at 2:15 p.m. today to discuss this further. Or would 9:45 a.m. tomorrow better suit your schedule?” You didn’t say, “When can we meet?” When you use the alternate of choice, you take control of getting the appointment. And note: Asking for an off-hour gets you noticed. There’s something about setting a meeting at an off-hour that says you’re a salesperson who’ll be punctual and respect your prospect’s time. Try it.
7. Thank them for their time today and for the upcoming appointment. Reconfirm the date, time and location of the appointment. Ask for directions if you need them. Tell him how much preparation you’ll do in order to make the best use of the time you’ll share. Give him your contact information this way: “If anything else comes to mind that I should be aware of prior to our meeting, please contact me at 0706 11111111.”
8. Follow up.If your meeting is more than a few days in the future, send a letter of confirmation immediately. If the meeting is tomorrow, send an e-mail confirmation. Keep it short and upbeat.

Learn more about selling successfully at our Sales Fundamentals training course on Friday 27th February; http://bit.ly/1zP1pMQ 

Shared from Entrepreneur.com