By Auguste (Gusti) Coetzer*, Director at Signium Africa www.signium.co.za

Do search engines and other online innovations have the power to redefine professional relationships across industries? The question gathers urgency among corporate achievers looking to take the reins of major companies as an ongoing digital revolution threatens to overturn established business models, even in areas where long-established practice seemed entrenched. Perhaps the biggest single indicator of the impending shake-up is the current rethink of marketing strategies that have traditionally dominated the global pharmaceutical industry.

The old norm was characterised by facetime with doctors, free samples to encourage product trial and perhaps ‘gifting’ to cement relationships between pharma brand and physician. According to industry-watchers in the USA, this model is being overtaken as the medical sector adjusts to new online realities. The pharma industry’s traditional target audience – physicians – confront an online challenge in the shape of ‘Dr Google’ as search engines create instant consumer access to medical information. Online tools called symptom-checkers make it easy for consumers to obtain a DIY diagnosis. Research shows 35% of US adults have gone online to identify a medical condition.

Hypochondria now has a digital equivalent, cyberchondria. As a result, doctors are witnessing huge behavioural shifts, requiring pharmaceutical concerns to do the same. The Journal of the American Medical Association says occasional misdiagnosis by doctors is a concern, though a recent JAMA paper indicated physicians significantly outscore computer algorithms for diagnostic accuracy (84,3% against 51,2% by one measure).

However, flesh-and-blood doctors gave an incorrect diagnosis 15% of the time. Doctors – initially hostile to Dr Google – increasingly look at ways of augmenting their services by the use of digital tools while trying to educate patients to the difference between medical data and medical advice. Some even recommend that patients visit sites that provide credible assistance. Meanwhile, the Google trend and related developments have alerted the pharmaceutical industry to opportunities for a new relationship with medical professionals. Physicians were early adopters of mobile technology, including beepers, pagers,

PDAs, smartphones, tablets and handheld devices for consulting patient records and reference works. As long ago as 2009, one US source put the healthcare sector’s investment in handheld devices and similar technology at $8,2 billion.  Clearly, gadget-friendly doctors are open to new avenues for marketing interaction.

The process is already underway. Facebook, LinkedIn and Twitter create space for physicians to organise online communities while US sites like Physicians Interactive and Sermo (for MDs only) reach nearly a million medical professionals.   Such platforms enable pharmaceutical companies to engage doctors in new ways. Some pharmaceutical companies are therefore looking to retool their marketing strategies and embrace the cyber-future. Hiring medical communication specialists to engage online with doctors is one route forward.

One marketing consultant says online interventions could help doctors cut information clutter and facilitate links with clinical trials, research papers and opinion-leaders. The retail, hotel and travel industries have already had to adjust to new cyber-realities. A second wave of industries looks set to make similar adjustments. It is little wonder major companies increasingly look for leaders who show acute awareness of digital trends and demonstrate flexibility and a spirit of innovation in the face of change. Being steady and dependable is no longer enough. To lead an organisation into the future, you may have to be radical, even revolutionary, thinking out of the box!  

*Auguste (Gusti) Coetzer is a Director of Signium Africa (previously Talent Africa), a leading South African-based executive search and talent management company servicing sub-Saharan Africa. Website:  www.signium.co.za Tel: +27 11 771 4800

Issued By: Tale Spin Media & Marketing
Zelda Williams 082 461 0689 | This email address is being protected from spambots. You need JavaScript enabled to view it.
Gillian Schmid 082 960 3233 | This email address is being protected from spambots. You need JavaScript enabled to view it.

By Mosima Selekisho*

Women’s Day is a good time to share a secret … recent events give women executives a big opportunity to fulfil their potential as key contributors to corporate success as they are ideally placed to meet the growing need for a new type of corporate leader. A spate of organisational failures and mis-steps highlights the shortcomings of power leaders (corporate kingpins who operate on some elevated plane and go unchallenged for years) and self-serving leaders (who do well personally while their operations go to the dogs). Most women find it hard to ‘man up’ and embrace hard-driving, hard-nosed leadership styles.

Now they don’t have to. Increasing focus, worldwide and locally, falls on the advantages of servant leadership. The concept has been discussed for more than a generation by business gurus and corporate consultants. Simply put, servant leaders are there to serve the people and the organisation. Rule through fear or hierarchy is out. Rule through shared purpose and teamwork is in.

Most women have to make few adjustments when adopting this leadership style. Traditional roles as a mother and the pivotal figure in the household give them a head start. A key characteristic of servant leadership is listening skill. Any woman with children knows the importance of listening and absorbing information from several sources at once while being a calming influence.

Children with a problem want mother to fix it. Subordinates with problems want the same. The servant leader responds by getting them to open up, share perspectives, look at options and together decide the way forward. Leaders like this are not there to further their own agenda. They are happy to meet the needs of others. Peers and subordinates go to them to tap their knowledge, experience and skills, which the leader is happy to share. A servant leader (like mother) shows empathy. This type of leader is accessible. Insights are shared. Feedback is constant.

Suggestions can be made and ideas debated. No one worries about who gets the credit (or blame) as the team and the wider corporate vision are more important than individual ego. Servant leaders lead by example, not by dominating every meeting and conversation. Just like mum, the servant leader knows you cannot say one thing and do another – the kids notice and credibility suffers. So, you go the extra mile and put yourself out, knowing that subordinates are more inclined to put in long days and nights when they know the boss does the same. The leader draws on an inner belief in excellence; that only the best will do. Leadership by example ensures this culture is quietly instilled. Mothers know they are rearing the next generation.

They take pride in every accomplishment notched up by their offspring. Servant leaders are much the same. They are happy to share power by encouraging others to take responsibility for delivery in this area or that. When success is achieved, they are delighted to acknowledge the team’s contribution. Servant leaders are resilient and reliable.

They get the job done without fuss and fanfare. In so many respects, they are just what South Africa needs … and a high proportion of them will be women.  

*Mosima Selekisho is a Director at Signium Africa (previously Talent Africa), a leading recruitment company based in South Africa offering executive head-hunting and leadership consulting - servicing sub-Saharan Africa.  www.signium.co.za 

A Groundbreaking Concept to Facilitate Employment For Candidates And Companies Via Video 

Durban, KwaZulu Natal: Today, First Interview launched a brand-new portal aimed at putting job seekers in front of employers - without actually putting them in front of each other! Job hunters simply upload a two-minute video introducing themselves to prospective employers – who can then view the video at their leisure. This short-cuts the entire recruitment process by cutting out time-consuming CV-sifting and initial screening. 

If employers like what they see and hear on the video, they can contact the job hunter via the portal, requesting their CV and personal details. Candidates have no idea who has viewed their profiles, and have no access to employer contact details, making the entire process confidential and secure.  First Interview founder, Angelique Laaks, says, “Our portal is free for both job seekers and employers. It’s simple and easy to use, and it’s local. Most importantly, however, it allows employers to ‘meet’ the job seekers in two minutes - without having to scan through CVs, set interview times, schedule time with HR, and so on. It’s also easier for job seekers, as they don’t have to take time off work, or arrange transport to and from screening interviews.” 

The whole idea behind First Interview is that it helps prospective employers get a feel for who a candidate actually is – something that’s hard to gauge from a personality-free, one-dimensional CV. The portal is highly beneficial for all job seekers, but particularly for new graduates, and those looking for front-line positions in the customer service, hospitality and retail sectors. These are candidates who are hired for who they are - their personality and how they present themselves – and is more important than a list of qualifications on a CV. 

About First Interview

First Interview is a free portal that provides the missing link in the recruitment process by changing the selection procedure and allowing employers to meet candidates first via a short, pre-recorded introductory video. It makes the recruitment process faster, easier and cheaper for both parties, and gives employers and candidates a better chance of finding each other. First Interview is not a recruitment company, so it doesn’t charge fees or commissions. Nor does it guarantee placements. For more, visit www.firstinterview.co.za

Students can walk away with tangible learnings that will benefit them instantly”

SABC Education Career Indaba has attracted the support of top companies, including Anglo American, Auditor General South Africa and Allan Gray, who will be at the expo this year at the Sandton Convention Centre from 19-20 May. Career Indaba, to which entry is free, is aimed at South Africa’s youth.

International opportunities
Career Indaba’s event director Tanya Jackman explains: “there are a multitude of opportunities for learners of all academic capabilities and financial backgrounds to pursue their dream of international travel and studying abroad. Our connections in these international universities have told us that South Africa is now becoming a top priority for student acquisition and Career Indaba was identified as the perfect event to partner with to promote their bursaries and scholarships”.

She goes on to say, “Career Indaba has made huge strides this year by bringing an international element to the show. Ensuring students that studying abroad is a possible option. This is why it is important to expose South African youth to International possibilities.”

With international universities from China, Russia, Japan and America participating in Career Indaba parents are encouraged to accompany their children to meet with these connections face to face.

Encouraging local development
“We want to help learners and young people to take the next step in their education and career development. Career Indaba puts the needs of the student first by presenting them with exciting and relevant local careers and further education options in one location,” says Tanya.

Top South African universities and employers will be looking for bright young students to recruit. Tanya adds: “what better way to prepare for your academic or working future than to get advice from the experts themselves? Our Interactive Zone offers that personal engagement whereby students can speak directly with some truly inspirational individuals and walk away with tangible learnings that will benefit them instantly”.

Students have access to all the answers they might be looking for from top corporates, universities and employers.

Visitors can register online for their free ticket on: www.careerindaba.co.za/register  

SABC Education partnership
SABC Education has signed a three-year agreement with Career Indaba and African EduWeek which entails pre-event promotion to its radio and television audience as well as a strong presence onsite during the events. At Career Indaba, the SABC will have a highly interactive feature area focusing on the different career opportunities in broadcasting, including two OB (outside broadcast) unit’s on the expo floor.

Dates, times and location:
Dates:  Monday and Tuesday, 19-20 May 2014
Times:  Monday 09h00-17h00; Tuesday 09h00-15h00
Location:  Sandton Convention Centre, Johannesburg

For more information, interviews and media accreditation:
Marketing Coordinator: Zara Eckles
Email: This email address is being protected from spambots. You need JavaScript enabled to view it.
Tel: +27 21 700 3541
Fax: +27 21 700 3501

{pp}he international online recruitment solutions provider Global Talent Pools launches its newest product, the Africa Business Talent Pool, in South Africa. The Africa Business Talent Pool is a specialised job and career platform focused on the African job market. It is dedicated to business professionals from middle to senior management, students and graduates of commercial studies. They can browse through job profiles, read industry related news, upload their CVs and inform themselves about potential employers.