By *Annelize van Rensburg - www.signium.co.za

Qualifications fraud is a big problem in South Africa and, although not prominent at executive level, it does happen. To stamp out this practice, the National Qualifications Framework Amendment Act 12 of 2019 was signed into law on the 13th of August this year. It provides that people presenting false qualifications could serve up to five years in prison.

Being a businessperson who depends on honest, qualified staff, I am very happy about this development. In a country where corruption is exposed daily and where honesty and trust need to be reinstated, it will help prevent further fraud and corruption. At least there is now a material penalty to deter recruits from using forged qualifications.

However, the law does not solve the larger issue of candidates lying on their CVs.

In a struggling economy, jobseekers may be tempted to falsify information that could help them gain employment or skip some rungs on the ladder to the career and lifestyle to which they aspire. They might lie about previous titles held, their actual reward packages, their scope of responsibility, having a criminal record, being blacklisted or any other facts that either hinder or help their quest for their next top paying position.

Verification firm, Managed Integrity Evaluation, says that of 552,000 CVs it checked in 2017, 14.3% of candidates had misrepresented themselves or lied about their qualifications.

Executives typically face rigorous background checks and generally know better than to lie on their CVs. However, there are exceptions to the rule. For those who lack integrity, their desire to get ahead may tempt them to obtain false qualifications, withhold past wrongdoings or fabricate achievements.

Such actions are not only criminal but could bring into question the integrity of the hiring organisation's governance framework as well as having a negative impact on its growth and sustainability.

Yet, to cut costs, some companies are forgoing the extensive checks performed by executive search firms through their validation partners and the resulting analysis that gives assurance of a sound hire.

Executives are sometimes appointed by virtue of being a member of a trusted circle of business associates. Reward packages may be negotiated over a game of golf, and the position awarded without independent background checks. This is extremely risky.

Research has proved we’re not as good at reading people as we think. Knowing you can trust executive hires through fact-based research, trumps feelings of trust derived from regular social or business interactions. An appropriate rule of thumb is “better the devil you know” because that’s the devil you can avoid.In a time of public demand for better corporate governance, as well as transparency and justification of executive remuneration, every organisation must ensure the executives it employs have faultless track records. By using impartial executive recruiters or so-called headhunters, that engage trusted verification agencies to validate qualifications down to the finest detail, it will find the leaders it deserves.

*Annelize van Rensburg is a director of Signium Africa (previously Talent Africa), a leading South Africa-based executive search and talent management company servicing sub-Saharan Africa.

Career risk mitigation – the way to go for corporate high flyers by Michelle Moss* (Signium Africa: www.signium.co.za) 2019 Obsolescence. It happened to VCRs. It also happens to executives, even high flyers; especially the tunnel-vision variety that obsess about the job on hand.

Obsolescence no longer takes decades. It can happen at pace as technologies change and businesses react to new legislation, heightened competition and more demanding customers. Forward-thinking executives increasingly realise they have to be fit for purpose today and in five years’ time. Obsolescence is a career risk and like any risk can be managed by putting proper mitigation strategies in place.

Talent search and management companies – so-called corporate head-hunters – face increasing calls from individuals for a heads-up on changing competency requirements. Often, the request comes from the mid-life CEO, the high achiever who took a leadership role aged 45 and is determined to be in place (or to have moved on to bigger and better things) by the time he or she is 55. Competency-focused future-spotting is driven by the desire to mitigate the risk of a stalled career. However, parameters widen almost immediately.

Reference to relevant literature like the World Economic Forum’s ‘Future of Jobs Report 2018’ and the work of the MIT Initiative on the Digital Economy indicate that personal competencies are inextricably linked to the corporate future. The business or industry vision invariably shapes the personal quest for continuing relevance by individual executives.

A global player like Riverwaves (a world leader in bespoke competency-based HR solutions) is close to these developments. Alexandra Pascu, Riverwaves’ GM - Middle East and Africa, notes: “Customised competency models drive business strategy while delivering benefits across the board - at individual, HR department and organisational levels.”

According to studies on the statistical validation of competency models**, the tangible return on investment includes a 63% reduction in staff turnover through increased employee satisfaction (attributable to greater clarity on performance expectations), a 19% improvement in employee performance and a 12.5% rise in sales and profits (a by-product of competency-based training). Adoption of a bespoke competency model enables organisational vision and values to be translated into employee behaviour.

According to Pascu, the corporate embrace of competency modelling has been accompanied by a global increase in demand for in-house competency training for line managers and talent professionals. So, we see shared focus on future-ready skills by both the organisation and its people (including those in the C-suite).

Individuals looking to avoid personal obsolescence increasingly find themselves working in a de facto partnership with organisations that are just as eager to stay current and relevant. The result doesn’t have to lead to a total immersion in new technologies. We may find ourselves working alongside robots and co-bots while dealing with digitisation and artificial intelligence, but very human attributes will make us special and keep us on top.

The World Economic Forum believes workforces will become even more diverse (multi-racial, multi-cultural and multi-generational with greater female representation). Orchestrating the input of ‘gig’ workers, freelancers, short-term project teams and consultants will be vital as structures become more flexible. Such scenarios help explain a quick competency to-do list suggested by MIT’s Erik Brynjolfssons. He advises us to put our focus on: o Creativity o Emotional intelligence (interpersonal skills, teamwork and leadership) o Passion for our work Apparently, love never goes out of style.

Not even love for what you do.

-- ENDS --

*Michelle Moss is a Director at Signium Africa (previously Talent Africa), a leading South African-based executive search and talent management company servicing sub-Saharan Africa. www.signium.co.za **Meta-analysis study reported in “The economic value of emotional intelligence competencies and EIC-based HR programmes”, Lyle Spencer. In Cherniss, C. and Goleman, D. eds. The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups and Organisations. San Francisco, CA: Jossey-Bass/Wiley 2001. Spencer, Lyle, “Competency Model Statistical Validation and Business Case Development.”www.inscopecorp.com/resources-papers-statistics.aspx, 2004.

Website: www.signium.co.za Tel: +27 11 771 4800 Issued By: Tale Spin Media & Marketing Zelda Williams 082 461 0689 or Gillian Schmid 082 960 3233 This email address is being protected from spambots. You need JavaScript enabled to view it. This email address is being protected from spambots. You need JavaScript enabled to view it.

Software development isn’t just about data structures, algorithms and measuring computation complexity. It’s about problem-solving, connecting people, improving business processes, and being commercially savvy.

SMSPortal has just taken on four interns for software engineers, and Brett Skinner, SMSPortal’s software development manager has noticed something they all seem to have in common, and might be an indication that a computer science degree and career as a software engineer might be for you. “Our interns have an eagerness to learn,” comments Skinner. “They come with fresh ideas from university and combine it with what they can learn from our experience, and create new and novel solutions to problems that we need to solve.”

So what are the signs, according to Brett Skinner, that a job in software engineering is for you?

You're a problem-solver Intern Lodewyk van der Westhuizen says “I love solving puzzles, and the message I had to decipher to apply attracted me – and I cracked the puzzle – that’s a huge sense of achievement.” And that’s just it. Many will tolerate problems without looking to solve them, but if you enjoy the challenge of solving problems, and understand the importance of timeframes and budgets in a commercial environment, then that's a sign you could be suited to software development. 

You like computer games Gaming can be good for you, especially games of strategy. These types of games, such as chess, help hone your ability to make decisions whilst taking into account short and long-term consequences.  Even 3D shooters contribute to a brain that likes to solve engineering problems.  The shoot-em-up style of games work in a 3D space and help your ability to visualize problems and their solutions.

You are able to convey your message You are able to get your point across by making logical and well-structured arguments. This skill is vital in teamwork and big problems often take teams to solve.

You are creative Do you get a sense of satisfaction from building something? In the digital world your constraints are different to those in the physical world.   When coding, you have to deal with time and space constraints.

You like the theory Knowing what has come before, helps you to avoid re-inventing the wheel. A solid computer science background is an important aspect of a software engineer’s skillset. By knowing what others have discovered, allows you to use their ideas correctly and build on them.

You’re a team player Coding is collaborative. By working together, you shake out bugs, and refine code to create something which adds value to a business and its customers. For this reason, prospective software engineers need to enjoy working together, and able to feedback and improve the team’s work.

You have a love-hate relationship with technology You love seeing what is new and what has been made possible. But hate that we are not further and always yearn for more. 

Software development in business exists to support the business, its activities, and to help change the way a company performs. SMSPortal continually looks to source talent for its growth. Each year, SMSPortal offers four, two-week paid internships to third-year students at its Cape Town offices.

If you are thinking of a career in software development, SMSPortal’s always looking for new talent for its internships, keep an eye open for the next opportunity. 

Written and distributed for SMSPortal by Sapphire Street. For more information please call Kimberley Clare Ogden on 076 321 8918 or email This email address is being protected from spambots. You need JavaScript enabled to view it..

Notes to Editors Established in 2002, SMSPortal has grown to be South Africa’s leading bulk SMS provider with direct links to national and international cellular networks.

Based in Cape Town and Port Elizabeth, SMSPortal has the leading SMS gateway as well as offering: bulk SMS purchasing and sending, long and short code numbers, short code keywords and an international service. 

SMSPortal has fostered long-term relationships and forged a reputation built upon a carefully developed, user friendly, reliable, high capacity, online SMS platform. Clients include: well-known retail banks, and clothing stores and supermarkets.