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Human Resource Consultant Job at DPC Recruitment, Kenya

A Human Resource Consultancy firm is looking to recruit a Human Resource Consultant. The overall role of the Human Resource Consultant will be to provide day to day human resource services and support in the areas of recruitment and human resource consulting per the clients’ requirements and also perform day to day administrative tasks.

The Human Resource Consultant will be reporting to the Managing Director and the Operations and Client Services Manager.

The Human Resource Consultant must have previously worked in a human resource consultancy agency and will specifically be responsible for:

HR Consultant Job Responsibilities

Recruitment projects

• Sourcing for recruitment projects;
• Meeting with clients to understand their recruitment needs;
• Drafting engagement letters;
• Creating job adverts and ensuring they are sent out using various media;
• Shortlisting candidates as per the minimum requirements set out in the job descriptions;
• Identifying and contacting candidates for first selection interviews;
• Conducting first selection interviews;
• Drafting and presenting recruitment reports;
• Liaising with clients on selection of candidates to be interviewed and ensuring second interviews with the client are scheduled and subsequently conducted;
• Scheduling psychometric assessments (if applicable);
• Following up with clients for final selection of candidate(s);
• Conducting reference checks on candidates;

Human Resource Consulting Projects

• Sourcing for human resource consultancy projects;
• Liaising with various clients to understand their organisational needs;
• Carrying out organisational reviews, design and development for various clients;
• Performing job analysis, job evaluations;
• Undertaking salary surveys;
• Carrying out skills gap analysis;
• Developing performance management systems;
• Developing human resource policies and procedures;
• Planning and on occasion delivering training as is requested by the clients;

Office Administration

• Responding to Request for Proposals, Expressions of Interest;
• Drafting client contracts;
• Updating and filing personnel files;
• Processing payroll on generating payslips for both internal and ousourced staff;
• Generating invoices, sales receipts, account statements for clients;
• Following up on outstanding payments;
• Receiving invoices and subsequently preparing monthly payments;
• Remitting statutory payments;
• Managing petty cash;
• Renewing of business licenses, memberships and insurance; and
• Responding to general enquires.

The successful candidate should have the following qualifications:

Qualification for HR Consultant Job

• Bachelors degree in Human Resource Management or relevant field;
• Three (3) – five (5) years experience in a similar capacity;
• Experience in managing human resource issues for a companies with complex and growing human resource needs;
• Experience working in a customer focused HR function;
• Be a member of the Institute of Human Resource Management (IHRM) or any other recognized professional HR body;
• Possess knowledge and experience of relevant labour laws;
• Possess strong personal customer service orientation;
• Possess excellent verbal and written communication skills;

How to Apply

• Please apply for the position by sending applications to [email protected]. Only qualified candidates shall be contacted

Are you struggling to write that winning CV that’s going to land you your dream job? In Today’s society we know that it’s becoming ever more difficult to make yourself stand out from the crowd. What is important on a CV is equally what it looks like and what it says. So how do you make yourself stand out on paper? Here are some guidelines and tips to writing that CV.

The key elements to have on your CV:

Your Personal Details

Personal details include things like your name, surname etc. and relevant contact details. Always make sure to double check that your contact details are correct.

Work history

Although I say work history this does not mean that you should jot down the time you were a waiter/waitress in high school, what you should do is tailor this section of your CV to the job you are applying for.

Education history

Once again you should include only what is relevant, so you can start from which high school you attended to any tertiary education thereafter or even short courses which you completed.

Skills

Being able to juggle five knives while blindfolded does not count (unless you’re applying for a job at the circus). Try and avoid saying phrases like ‘energetic’, ‘good communicator’ as this should speak for itself from your CV as a whole.

Achievements

This section should be what makes your CV unique. Achievements may include for example any specific training you did at your previous job.

Remember that your CV represents you so it should be honest, accurate and relevant. Try avoiding things like spelling errors and poor grammar. Do not trust your computers spell check, but rather get someone to double check your CV for you. Avoid copying your previous job description – rather write down what you achieved whilst you were working there. Other things to avoid would be long paragraphs, being vague and breaking the two page rule.
Tips to help you make your CV stand out are the use of bullet points to break text into more ‘manageable’ sizes, the use of fonts such as; Georgia, Arial, Calibri etc. as these fonts are quite clear, for the main page header it is recommended to be 22points in size, subheadings 14points and for the body text 10-11points and remember to be consistent with fonts.

These tips should be sure to land you an interview and remember the golden rule when it comes to writing a CV would be to not lie or over exaggerate.

So, you’ve got a bunch of friends who keep getting promoted and landing awesome new jobs (with accompanying awesome titles) and you’re feeling like your career is falling behind. You just can’t stop asking yourself how you’ll ever catch up.

Remember that old story about the tortoise and the hare? Well, as someone who’s always been in a hurry to get to the next level, I’ve come to realize that slow and steady is actually a really great approach. There is simply no substitute for hard-earned experience if you truly want to be successful in your chosen field.

My career’s journeyed for over 20 years through the airline industry, the music business as it was imploding, sports footwear, apparel, and nutrition where I ended up as Global President of Gatorade, and finally my most recent role as President of Equinox, the leader in the fitness industry. I’ve had some amazing team successes on my journey that’ll forever take me to that happy place in my mind—and I’ve also had some epic, epic fails.

Yeah, I’m not talking the type of fail like when you mistakenly forward an email to a giant CC list and announce a crush on your co-worker to your entire company. Nope. I’m talking the kind of fails where you get fired, laid off, and lose your legal right to work in this country. My path is certainly not one that’s for the faint of heart!

And what I can say from my experience is that every time the big blunders happened, it was almost always when I had gotten ahead of my skis. Like when someone had promoted me to a big job with an even bigger title because I interviewed really well and came across as a smart thinker. But whenever that happened and someone had overlooked my lack of experience (no doubt because I had regaled them in the interview with my daaaaaarling Kiwi accent and my witty repartee)—that’s when I got into trouble.

Now don’t get me wrong , I don’t have any regrets. Because in the end, after lots of bumps and bruises, it’s all worked out. But what I do know to be true is that there’s no substitute for experience. You can’t jump the line of experience—you really need to get in there and do it to have the depth, resilience, and strength it really takes to be a powerhouse leader.

Here are three big reasons why:

1. Depth Gives You Credibility

The higher up you get in an organization, the more people will look to you for assurance that you actually know what you’re doing. And here’s the truth: There’s going to be a lot of stuff that you’re asked to weigh in on that you actually don’t know much about and you’re going to feel really unsure of yourself a lot more than you’d like.

But if you have real depth in just one specific area—what one of my bosses used to call “your hit pocket skill”—then you’ll have one place in which you know you’re adding value to the team. And that’s where you will turn when you need a confidence boost.

This in turn will make you more comfortable to be more vulnerable and open to asking questions in the areas that are foreign to you. Leaders never have all of the answers, and one of the greatest traits of good managers is the willingness to acknowledge what they don’t know and ask for help. So, if you know you’re kicking ass and adding value because of your depth and expertise in one area, then you’re going to be far more likely to ask for help with your weaker bits. And that will make you far more well-rounded and less likely to have big, ugly blind spots that could drive your team into trouble.

2. The Power to Have Influence Comes From Real Experience

Leadership’s so much about your ability to influence others, especially with the pace of change in organizations today, and a major cultural shift away from “command and control” style leadership. Ultimately—even when you have a big title like President or Chief Something—people are not going to really follow you if you can’t inspire and influence them to do so. And it’s not just the folks that report to you—very often the toughest audiences are your peers or other stakeholders you need to get onboard with your team’s plan.

I’m a huge fan of Wharton Professor Adam Grant’s book, Originals: How Non-Comformists Move the World. In it, he discusses his research around “power without status.”

“When people sought to exert influence but lacked respect, others perceived them as difficult, coercive, and self serving. Since they haven’t earned our admiration, we don’t feel they have the right to tell us what to do, and we push back.”

It reiterates the fact that you really can’t influence people until you have had the experiences that earn you the right to do so.

I experienced this when I joined Equinox. Even though I came on board as the president of the company, I had this distinct feeling in my first year or so that people thought of me like a new season’s TV show. They might have DVR-ed me, but they hadn’t yet committed to watching because they didn’t know if I was going to be worthy of following!

So I spent time getting out into our field, working every position that I could in our clubs, from maintenance to front desk, to selling a membership and being a “floor trainer” handing out fresh towels to members. Not only did I have a blast, but by the time I came back to start thinking about the future of our company, I was so much more grounded in what really makes the business work. And, not surprisingly, employees were far more willing to give me input knowing that I had experienced the business properly.

3. You Need to Have the Courage of Your Convictions

To be a great leader, you have to be able to see a future that others are unable to see. And what that means is that you’re going to come up against weeks, months, and probably even years of conversations with people telling you all the reasons why your ideas won’t work. And let me tell you, it’s really freaking hard not to be affected by that. But if you have real depth of time and experience that enables you to see that future so clearly, you’ll have light years more resilience and drive to get to the future than if you don’t.

In my case, leading Gatorade from the world of sports drinks to the world of sports nutrition, or seeing Equinox as an “always on fitness lifestyle partner” instead of a gym—both of those experiences were hugely necessary in teaching me the grit required to drive innovation and change, and giving me the courage to launch my own business, EXTREMEYOU.

While I’ve had countless people tell me why this might not be for me—mostly because starting a business presents a very different set of challenges to revamping an existing one—I know the time is right for me to do this. With 20 years of experience under my belt, I have the mentors and relationships that provide the kind of moral support that’s hugely needed when you’re embarking upon something new and scary. And critically, I have legitimate subject matter depth on the topic of human potential, which is the area my business idea is focused on.

So, no matter where you are in your career: Remember that story of the tortoise and the hare. It’s important to keep feeling and encourage your restless desire to progress, but just remember, you can’t skip over the important experience steps if you want to really get the most out of your own potential in the long run.

Credit : themuse.com

You’re poking around while job searching and there it is: the dream position.

But, before you can get too excited, you see the requirements. At first glance, based on your degree or work experience, this role looks out of reach. Before you give up, though, know that’s not always the end of the story.

A student from my Code School Capstone course recently found herself in a similar spot. She wanted to become a product manager at a tech company, but she’d spent her career to date at an art gallery. She asked me: “How can I possibly compete with computer science majors—or anyone else with practiced ‘hard skills’—I’m finishing up a product management class now, but still.”

My advice to her was to remember that the best product managers are well-rounded, and that’s true for most roles.

Listen, I understand that you don’t want to waste your time applying for a role you have no shot at. (Hiring managers don’t want to waste their time either.) However, there’s a difference between not being qualified and having strong transferable skills that you’re not even aware of.

Here’s how someone who wants to change careers can decipher between the two:

Step 1: Inventory Your Career “Raw Materials”

Few people appreciate the full scope of what they bring to the table. Get started by listing as many of your experiences, skills, accolades, and past wins as possible.

Go beyond standard resume blurbs like “fluent in SQL” or “graduate of FIT.” (Don’t self-censor; you can pare back later.) Ask yourself:

• What good things would past supervisors and co-workers say about me? What about friends, mentors, or professors? Who else thinks I’m awesome—and why?
• How have I contributed measurable results in the past?
• How have I contributed beyond what’s easy to measure? Am I a natural leader? Have I served on a company culture committee? Have I won awards?
• What have I accomplished that is generally seen as badass (even if it seems unrelated to the role)?
• How have I failed spectacularly in the past? Count this as a win too, because a willingness to stick your neck out can be a win if positioned properly (this is especially true in tech).
• What might my prospective company need based on its unique situation (maturity, industry, stated objectives, culture, employee demographics, competitors, trends) that I might be able to provide, even if it’s outside the official job description?
• What degrees or certifications do I hold, including online courses?

This is going to be a long list, and that’s OK. I’m not suggesting you send this whole document, well, anywhere. It’s a jumping off point, and so you want the list to be as extensive as possible before you start cutting it down.

Pro tip: Try this exercise across at least two sittings to get the most out of it.

Step 2: Understand What the Very Best People in Your Desired Role Actually Do

To get the full story of what your dream role entails—and get a better sense of if you could actually do it—speak with friends (or friends of friends) who excel in positions similar to the one you want.

To get beyond the job description, ask a lot of questions. Some good ones include, “What do the very best people in this role do that the average ones don’t?” and “What’s required of this role that [company] wouldn’t actually say out loud?” Sniff for the unspoken (and potentially more important) requirements.

If you can demonstrate a better understanding of the role and company than other candidates, discrepancies in experience will matter less (within reason). I’d rather hire a comparatively less experienced person who really gets it than a more experienced candidate who doesn’t.

Credit : themuse.com

Just a few years ago, the job title “social media manager” didn’t exist. Fast forward to today, and almost every company has someone on staff who is responsible for social media. At smaller companies, the person who manages it might be the same person who handles public relations or marketing. At bigger companies, there is usually a dedicated employee who could command a salary of $50K or more.

So, what exactly does a social media manager do? Most people tend to think that social media management means simply answering customer questions on Facebook and Twitter. And while that kind of engagement is a large piece of the puzzle, the job actually goes far beyond answering questions and garnering follows, likes, comments, and shares.

In my experience running ShortStack.com, I’ve come to realize that social media efforts should be managed by someone who knows how to expertly track, measure, and improve social media efforts—not by someone who merely knows how to use Facebook and Twitter.

Whether you’re looking to get hired or you’re currently recruiting for the position, here are five skills every social media manager should have—plus a few tools that will make the job much easier.

1. Targeted Communication

The purpose of social media is to be a voice for your brand and to communicate with your customers—existing and potential. But it shouldn’t be one generic blanket of information over the entire social media spectrum; the content you share on each platform should be slightly different.

The challenge is to understand what content is best suited for Facebook and what’s better for Twitter, Instagram, Pinterest, or any number of other channels. Then, you should be able to craft posts that are effective for each specific platform.

For inspiration, take a look at the social media strategy of a big brand like Starbucks or Clinique. The companies promote the exact same products on the two channels, but the image and copy are slightly different, and the message tends to be more overtly sales-oriented on Facebook than on Instagram.

To make this easier, there are many tools available that can help you find, share, and promote great content. Two of my favorites are BuzzSumo and Buffer. BuzzSumo tracks content on all social networks, ranks it based on the number of shares it’s received across every network, and suggests which platform the content is best suited for.

Buffer is a scheduling and sharing platform that allows you to schedule your posts across your social networks, as well as follow the feeds of your favorite blogs and websites.

2. Creativity

While writing is a major part of the job, the ability to create visual content is just as important. Eight out of 10 small businesses use social media to drive growth. That means there’s a lot of competition for eyeballs.

To stand out in the crowd, you need to have the ability to create a powerful visual brand across all your social channels, and you need to have a posting strategy that includes a variety of creative and eclectic content, including images, videos, ebooks, promotions, and landing pages. The more diverse your content portfolio is, the better chance you have of being a successful social media manager.

One of my favorite tools for this kind of content is Canva, an easy-to-use design tool for creating photos for Facebook posts and ads to images for your social profiles, presentations, blog, business cards, posters, and invitations.

3. Marketing and Advertising Know-How

Any job description for social media management is guaranteed to include an expectation along the lines of “interact and engage with existing and potential customers.” Engagement includes responding to comments, inspiring conversation, and getting your audience to share your content. You’ll need to know how to talk to customers in a way that’s appropriate for the company.

However, a big part of engaging your audience is making sure they see your posts—which is where Facebook’s advanced ads-creation tool, Power Editor, will come in handy. You can use Power Editor to create ads with extensive copy—much more copy than is allowed when you create ads in Facebook’s Ads Manager.

In general, anyone entering the industry should have a thorough knowledge of Facebook ads. If you need help learning how to use them effectively, I recommend checking out Jon Loomer. He’s been training businesses on how to use Facebook ads effectively since Facebook’s ad program first launched, so any question you have is likely addressed in his blog.

4. Intuition

Long gone are the days where businesses are on social channels to simply grow their following. Social networks hold a vast amount of customer information that’s just waiting to be discovered by brands.

As a social media manager, you’ll need to have an understanding of what kind of customer information is most valuable for your business or brand. For example, do you need to collect email addresses for future marketing efforts? Could crowdsourcing help you figure out what kinds of products and services your existing customers might be interested in?

The easiest way to collect this data is to run promotions and giveaways. People are generally willing to share certain information about themselves—especially email contact information—if there is the potential of a prize in it for them.

If you take the time to learn how to build and host a contest, giveaway, or sign-up form (which you can do using a tool such as ShortStack.com), you’ll be golden.

5. Critical Thinking

The last piece to the puzzle is the ability to analyze the results of your efforts. A social media manager should be able to determine, for example, the times of day and days of the week posts get the best engagement, whether your followers like videos more than photos, or if you see a spike in new followers when you host a giveaway. These are the types of insights that will ensure a brand’s content is seen by as wide an audience as possible.

When businesses first started using social media, there were limited tools available for measuring the success of campaigns and other efforts, but now, social media managers are expected to be familiar with multiple analytics tools.

Each platform has its own analytics tools, but there also plenty of third-party tools, including Google Analytics. Aspiring social media managers should take the time to learn how to use a few different options, as each one will provide different value to a company. I recommend starting with Facebook Insights, Google Analytics, Buffer, and BuzzSumo.
The role of social media manager has become a necessity for businesses, so keep your resume and skills fresh and up to date by staying on top of the latest trends, tools, and best practices—and you’ll have better odds of landing the job you want.

Credit : themuse.com