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The Human Element to Recruitment

The Human Element to Recruitment

Recruiters face challenges on a daily basis. Of the many responsibilities that recruiters undertake, the task of managing expectations of both clients and candidates, proves to be a challenge in its own right. Managing this relationship involves managing a range of expectations that are often dependent on a variety of aspects. One such aspect is the nature of human behavior and with this, comes an array of obstacles. Dealing with Human beings is never easy and as recruiters we are ever aware of the countless aspects that determine or that can affect a person’s decisions.

Keeping in mind the interests of a candidate is vital when presenting them with a new opportunity or to a prospective company. A negative stigma has developed around recruitment and this is partly due to the hyped sales techniques and “numbers” game that some agencies have adopted as a stance. These approaches not only negate the interests of the candidates, but agencies run the risk of treating candidates as just another number and one begins to question the intent of the recruiter.

Headhunting plays an important role in recruitment and often candidates are unaware of the potential opportunities and positions that are well within their grasp. Recruiters sit in a unique position to make the unconscious, conscious, to make what some would never consider possible, a viable option. Provided the right opportunity is presented with the candidate’s best interests in mind, a recruiter would then begin to navigate the process with all parties involved ultimately achieving a happy medium with regards to the expectations of the client and the candidate respectively.

The use of recruitment agencies is often considered by companies who wish to out-source the hiring of skilled and qualified staff. This can often result in multiple agencies recruiting for the same company. Companies are then in a fortunate position to pick and choose from the proverbial cream of the crop. Although this may seem as an advantage for the company, the use of multiple agencies who in turn provide multiple candidates for a variety of positions, can somewhat desensitize the client to the human element of the recruitment process.

Recruiters are experts in identifying candidates who not only match the prescribed job description but who can be considered an ideal culture fit as well. Once a recruiter has contacted a candidate, explained the position and company in-depth and consent has been given from the candidate to put his information forward to the client, the onus is then on the company and the candidate to meet and impress one another. The reason I say impress one another is that this must be a win-win situation as the hiring company needs the skill set of the candidate and the candidate is now on the search for a better opportunity.

It is at this point where the skill of the recruiter comes in to play. The art of managing expectations, becomes vital for the process to continue smoothly. At this point it is important to also consider that there is a human element to the process and the human being is very complicated as everyone knows. Even though the recruiter may have done everything by the book, there are still other variables which will impact the decision making of the candidate or the client.  The position may be the best fit for the person with regards to the skill and company culture but there are also external forces which are at play outside of the working environment such as personality, emotions, stress, anxiety and so on.

There are several important factors that influence decision making. Significant factors include past experiences, a variety of cognitive biases, an escalation of commitment and sunk outcomes, individual differences, including age and socioeconomic status and a belief in personal relevance.

  1. The People

No, my number one consideration is not the money—it’s the people. Your boss, your team, and the co-workers that will surround you every day are crucial for your happiness and success at a job. Sure, it’s hard to judge people after only meeting them briefly, but think about how they treated you during the interview process.

Were they friendly? Did they ask personal questions as well as professional ones? Did they call you back in a timely manner?

The answers to these questions may reflect how your co-workers and superiors will treat you as an employee.

  1. The Environment

After an interview at a company the interviewee may decide against the environment of the company. The physical location’s also important to consider. A long commute or lack of lunch options may pull down your everyday attitude. Nothing is worse than going to a miserable work environment every morning and having to bring that misery home with you.

  1. The Stability

A lot of organizations can impress candidates with their past work or current profits, but some may just be a start up and even though they have big investors and a massive project underway a person may not want to move from an already well-established company to one where there is a smaller team and less stability. The opportunity of working for a startup is always exciting and lucrative for the right person but some people may change their mind after an interview.

  1. The Money

When looking at a job offer, or comparing two, often the most tempting thing to do is to go for the money, but that’s not necessarily the right approach. Take it from me—I’ve taken a job for the money and hated it, and taken a massive pay cut to work somewhere I love. I’ve learned that salary is only a small part of my happiness at work.

Consider what salary you could live with, as well as the amount that would make a job offer irresistible, and keep those numbers in mind (and of course, negotiate!). Think more about potential of the whole package and less about the numbers on your monthly paycheck.

  1. Your Gut

Finally, after you’ve weighed the important factors, take time to listen to what your gut is telling you. People often say when they’re buying a house, “when you walk into the one, you’ll feel it.” Same advice here: if you walk out of an interview and everything feels right (or wrong), pay attention to that feeling.

  1. Is the Timing Right?

It may be a small detail, but make sure to consider when, should you make that decision, you’ll begin your new job. Your future employer is probably eager to get you on board as soon as possible—but is it possible for you?


Finally, here is a situation from a candidate who did not accept a position at a client:

I declined the offer… I’m staying where I am.

The recruiter called me and asked why? This is one of the top companies.

What’s the counter offer?

Candidate: No counter offer.

1) I had 6 rounds of interviews.

2) I was grilled with questions but nobody took the time to explain what the job is like and did not even ask if I have any questions.

3) Lots of questions did not make sense – like why I am leaving my employer. I was not, your recruiter approached me and convinced me to come for your interview. Where I see myself in 5 years. They could not tell me where they see their company in 6 months.

4) The hiring process is too long, too disorganized.

5) The offer took too long.

6) The interviewers did not compare notes because during the 6 rounds of interviews they were asking the same questions. This should not look like an interrogation. They also looked tired and stressed.

If you want to hire talent, fix your basics. Treat candidates as people, not as applicants.

In conclusion, the aim of this blog post is to not only make recruiters and companies aware of the human element in the recruitment process, but to shed light on the importance of managing expectations on both ends of the spectrum.

Along with the managing of expectations, we do need to take into consideration the element of individuality as each client and candidate is unique. Further-more based on this individuality, we aim to show that there are countless factors that can attribute to the decision making of any human being regardless of their role or title.

A person’s career plays a vital part in their lives and we as recruiters need to be sensitive when dealing with this. Understanding the needs and interests of the candidate is vital during the process. Yes, we are passionate about the companies we recruit for and this plays a very important part in getting candidates interested in the first place. It is then of utmost importance to be detailed and honest in managing expectations to make sure the best interests of both parties are upheld.


IT Recruitment


7 traits to look for in an exceptional programmer!

7 traits to look for in an exceptional programmer!

Companies are often challenged to find the right talent when it comes to experienced programmers especially when salaries need to fit in with certain budget criterion. Most programmers work is conducted in front of a computer which makes the hiring process even more difficult.

Knowing the programmer’s language is important for your hiring process but this is not always possible for a recruiter or company hiring the right talent. The fact still stands that one needs to know the requirements for hiring the right programmer.

Here are some points that can assist you when searching for the right talent:

Impressive Technical Skills and Programming Languages

  • A mistake recruiters or companies make when hiring programmers is to work on a checklist. Instead of requiring 3 years of C++ and on year of Java look at the current and past language codes the programme has to offer. A most recent language to a portfolio can be a bonus to past experience the programme has.

Desire to Learn

  • Technology evolves daily, the skills a programmer has today might be outdated in the future. A great programmer will need to stay updated with the latest trends and will need to learn any new skills to stay updated with new technology.

Debugging Skills

  • Writing code is only one aspect of a programmer’s job. If Software is not working as it is supposed to it is the programmer’s job to find the root of the issue. Instead of looking for a programmer who puts in hours and hours of coding to work around the issue fins a programmer who is willing to search for the issue and contribute solutions.

Suitable Working Environment

  • When interviewing a programmer ask him/her about their suitable working environment. Some programmers thrive in chaos while others enjoy their silence. Clearing this up before hand can help you find the right candidate for the position at your clients firm.

Problem Solving Skills

  • A new project can be a daunting task and having the right people on your team can lead to its success. Programmers have the knowledge and experience on how to solve math equations. A great developer will find ways on how to make things work despite the factors working against him or her.

Ability to work under Pressure

  • People might not see it on the outside of a company but a programmer work is very stressful. Deadlines are important in the work of a programmer and a great programmer will now how to work under pressure an meet the necessary deadlines.

Good People Skills

  • One might think a developer does not work with people and that they sit in front of their computers the entire day but that is not true. Programmers need to communicate with mangers and co-workers to develop the end product. Programmers are often required to sit in meetings to explain how the software works.


It is not an easy to find a great programmer especially if your knowledge about programmers are limited. When hiring a new programmer to your team you might want to ask one of your current programmers to sit in on the interview to make sure you find the perfect fit.

We at Summit Consulting Africa only source the best of the best programmers for the job. We have the resources and experience to help you fill that spot!

Contact us at to help you source the best talent!


gender equality


4 Powerful ways to achieve gender equality in the workplace!

4 Powerful ways to achieve gender equality in the workplace!

Gender equality in the workplace can be achieved when both male and female employees have the same access, reward systems and resources available to perform their daily duties.

The Constitution of the Republic of South Africa encourages the state to reach gender equality. The Constitution wishes to create society that is based on democracy and equality throughout work places and our day to day citizen lives.

Companies can only benefit when hiring both men and women, it was established that companies with the most diversity in gender reaches their profit targets faster than those who don’t. A focus point for gender equality in the workplace is to accomplish equal outcomes for women and men. These outcomes are not necessarily the same for both genders.

To achieve gender equality, employers can do the following:

1. Re-evaluate job specifications.
Consider including experience specifications that broadens the pool of applications but still relevant to the position advertised.

2. Avoid or remove the gender pay gap.
Each position should have a pay bracket that outlines the salary for that role regardless the gender.

3. Eliminate discrimination against gender leave requests.
Family and other caring responsibilities differ between men and women. Working mothers will need time off and fathers are entitled to their parental leave.

4. Evaluations and Increases should be fair
Employee evaluations and increases should be judged on work performance and not on personalities, appearance or gender.

Gender equality in the work place is important, not only because it is ‘fair’ but because it contributes to South Africa’s economic performance. Gender equality leads to organisational performance and attracts talent and retains employees.


What’s the latest data on gender equality?

Employment shares by occupation and gender.


how to land your dream job


How to ACE the interview and land your DREAM JOB! | 7 Tips to help you ACE that interview

How to ACE the interview and land your DREAM JOB! | 7 Tips to help you ACE that interview

The word interview can be enough to send chills through your whole body. With the right preparation you can master your next interview. Here are a few tips to help you prepare for your next deal breaker!

1. Research the company and industry.

The recruiter or employer will test your abilities by asking you how much you know about their company and by giving a vague answer is not going to cut it. Put in effort and do the necessary research by visiting the company’s website, social media platforms and other business pages linked to the company. Rather know too much than too little and study their “about” section and rephrase it into your own words. Know ‘’who’’ will be interviewing you, small details such as the name, position held at the company and a photo of the person, will put you at ease already.

2. Examine the job description and specifications.

Make sure you understand what the position entails and what will be expected from you should you be a successful candidate. If there is something you cannot do and they ask you about it don’t lie, rather prepare and give a suitable answer such as: “Unfortunately this is not something I am familiar with but I am willing to learn.”

Examining the job description is also the perfect time to prepare for those awkward common questions that gets asked. Practice easy, yet informative answers which you are comfortable with.

3. Don’t wait till the last minute.

Stress levels can rise when you wait until the last minute. Prepare a copy of your CV, portfolio and certificates well in advance.

4. Don’t choose your outfit at the last minute; get it ready the night before. Dress to impress the right audience. Wear clothing that suits the company look and feel and be comfortable in it. There is nothing more uncomfortable than someone fidgeting while being interviewed.

5. Arrive early.

Arrive early, but don’t go inside until 10 minutes before the interview starts. By entering the interview too early can cause unnecessary pressure on the recruiter or employer and start the interview off on the wrong foot.

6. Ask and answer questions clearly

When the recruiter or employer asks you a question, answer clearly and don’t mutter. Speak with confidence and keep eye contact with the person performing the interview. Failing in doing so can put the recruiter or employer off as they may worry that you will not be able to communicate with other employees or clients.

There is nothing wrong with asking questions, this can indeed be you future so ask things you would like to know about the company. This is not just for your information but it will show your interest in the company.

7. Follow up on your interview

Send a follow up e-mail and thank the recruiter or employer for their time, you can also add notes to the e-mail which was discussed to add that personal touch. Use a good closing line such as, “Looking forward to your feedback”.

Preparation and confidence is the key to a successful interview. Know your audience, be yourself and ace that interview!

Looking for your dream job? Visit our vacancies page or e-mail us at for any enquiries.

tips to create the perfect cv


5 tips on how to create the perfect CV, what does a perfect CV look like?

5 tips on how to create the perfect CV , what does a perfect CV look like?

Trying to land your dream job is not as difficult as you think. You have the qualification, you have the experience to take your next step, so what is missing? The perfect CV…
Yes, we have 5 AWESOME tips to help you perfect the CV and MORE… We might just have your dream job waiting around the corner too!

Recruiters spend less than 6 seconds to review a CV before they make a decision to read further or not. The most valuable advice we at Summit Consulting can give you, to create a CV that stands out from the rest, is not to be the “average Joe” who gives general and vague details. Focus on the position you are applying for and tailor your CV accordingly by focusing on the relevant details for that field.

Your 5-step checklist:

1.The Cover Letter

Create a short and sweet cover letter. This bids as an introduction to what type of candidate you are and the position you are applying for. Write a short yet relevant cover letter stating the position you are applying for and what makes you a successful candidate for this position.

2. The Perfect Layout

The information you add onto your CV and where you place it can play a big part in landing “the” dream job.

  • Your contact information should always be on the top of the first page on your CV.
  • Always start with your most recent experience first. A recruiter or employer will most likely only look at you recent experience.
  • Add the company details of your previous employer accompanied by the sector you have worked in. It is also nice to see a company website link if possible. Don’t feel obligated to add a reference, the recruiter or employer will request it if need be.
  • Add your skill set in bullet points so that it is easy to read and stands out.
    Achievements is important but you need to give facts such as the:
    – role(s) you were in,
    – what strategies did you implement,
    – what was achieved and
    – give examples of your work.

3. De-clutter

List your tertiary education and qualifications only. Don’t list your tertiary education and qualifications with the dates and duties. This is way too much detail for recruiters to read and they may lose interest quickly.

4. Be Creative, but remain professional

Being creative is great but know when enough is indeed enough.

  • Keep your CV professional, clean and readable.
  • Stick to two colours, your text colour which is preferably black and one creative colour for your icons and skill set bars.
  • Use a readable font and a good font size.
  • If you wish to add a photo of yourself choose the photo wisely! DON’T use selfies or a couch potato look alike.
  • Take a professional shoulder length photo against a clear background.

5. Hold back on those documents!

When applying for a position spare the recruiter or employer the frustration to search for your CV between all the documents you attached. Send your cover letter accompanied by your CV only unless specified otherwise in the job specification. Things such as your ID document and driver’s license can be sent on request.

Job hunting can be exhausting so do it right from the start and you will possibly get invited to an interview the first time around. It does not only take determination and education but it a well written 2 page CV, as the good old Robert Browning quote goes “Less is More”.

An extra golden nugget, just because we know you have what it takes!

Don’t over think it. Life is too short too short to not do the things you love! Look through our vacancies now, find your dream position and let us help you get your foot in the door!

Visit our vacancies page or e-mail us at for any enquiries.


10 Ways Smart People Stay Calm

The ability to manage your emotions and remain calm under pressure has a direct link to your performance. TalentSmart has conducted research with more than a million people, and we’ve found that 90 percent of top performers are skilled at managing their emotions in times of stress in order to remain calm and in control.

If you follow my work, you’ve read some startling research summaries that explore the havoc stress can wreak on one’s physical and mental health (such as the Yale study, which found that prolonged stress causes degeneration in the area of the brain responsible for self-control). The tricky thing about stress (and the anxiety that comes with it) is that it’s an absolutely necessary emotion. Our brains are wired such that it’s difficult to take action until we feel at least some level of this emotional state. In fact, performance peaks under the heightened activation that comes with moderate levels of stress. As long as the stress isn’t prolonged, it’s harmless.

Read More



Importance of Effective Recruitment & Selection

Employing the right person for your small business might be the most important part of your venture. An effective recruitment and selection process reduces turnover. These processes match up the right person with the right job skills. Interviews and background checks ensure that you employ a candidate who is reliable and carries out the objectives you planned for providing quality services and goods to your customers.


It is important to list the skills your new hire will need to fulfill his duties. You get much better results in your recruitment process if you advertise specific criteria that are relevant to the job. Include all necessary skills, and include a list of desired skills that are not necessary but that would enhance the candidate’s chances. If you fail to do this, you might end up with a low-quality pool of candidates and wind up with limited choices to fill the open position.

Screening and Interview Process

Your screening process provides a vital opportunity for you to focus on what candidates can offer your company. It is important that you screen heavily, either by using your own judgment or by enlisting the help of managers you trust. The interviewer must know what the job is and what will be required for a new hire to perform well. The interview process also allows you the opportunity to express your company’s vision, goals and needs. It is vital that the interview elicits responses from applicants that can be measured against your expectations for the position. If you don’t use the interview to effectively eliminate applicants who don’t fit into your company culture, you might find yourself dealing with turnover, confusion and disgruntled employees.


When you choose a candidate based upon the qualifications demonstrated in the resume, the interview, employment history and background check, you will land the best fit for the position. Base your decisions about a specific candidate upon specific evidence rather than any gut instincts. If you hire people who can do the job instead of people you merely like, you will have higher productivity and quality in your products or services.

The Long Haul

Your goal in hiring responsible and reliable employees should be to make your small business profitable and efficient on a long-term basis. The recruitment and selection process is the time you not only identify a candidate who has the experience and aptitude to do the job that you are looking to fill, but also to find someone who shares and endorses your company’s core values. The candidate will need to fit in well within your company’s culture. Your selection and recruitment process should provide you with an employee who adapts and works well with others in your small business. Failure to recruit and select for the long term can result in high turnover.


When you effectively recruit and select the right employee, there is a domino effect. Your new hire will do her job well. Employees will see that you make wise decisions. You will gain respect from your workforce, and you will get higher productivity as a result of that respect. This positive attitude will affect the quality of your products or services, and ultimately, your customers’ perceptions of your company.

The Human Element to Recruitment
IT Recruitment
7 traits to look for in an exceptional programmer!
gender equality
4 Powerful ways to achieve gender equality in the workplace!
how to land your dream job
How to ACE the interview and land your DREAM JOB! | 7 Tips to help you ACE that interview
tips to create the perfect cv
5 tips on how to create the perfect CV, what does a perfect CV look like?
10 Ways Smart People Stay Calm
Importance of Effective Recruitment & Selection
Why is Psychometrics important in Recruitment
Why You Should Never Accept A Counter Offer When You Resign