The Gender “LEAK” Must Stop for Socio-Economic Sake!

    The Gender Leak must stop

    The idea that the ideal employee is male with no family responsibilities is outdated in this day and age. Sadly discrimination against women, and particularly women with children in the workplace is something we as South Africans experience on a daily basis.

    The day-to-day reality in most homes is that the care requirements of a family lie with the Mom of the home. Whether it is the WHO and UNICEF recommended exclusive breastfeeding period of six months and supplemented breastfeeding of up to two years, early childhood development or homework assistance required in an ailing education system. Not forgetting the day to day running of the home or supporting loved ones affected or infected with illnesses such as HIV, cancer and more, most Moms take the brunt of family care.

    Despite the reality of the primary care coming from the Mom in the home, most women want to remain in the workplace. In the USA a study shows that 57% of stay at home Moms wish to return to work. Not only is this good news for employers, it’s good news for society at large.
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    Essential Success Elements to Implementing Flexible Work Arrangements in the Work Place

    Flexible Work Arrangements
    Rentia Landman - Industrial Psychologist

    Author: Rentia Landman – Industrial Psychologist | Professional Coach | HR Consultant | OD Specialist and owner of Landman Consulting

    Following on from the article Key for change: Employment with a future mindset where I discussed the need for the change concerning flexible working arrangements, I trust that you are convinced that the time has come to make flexible working in South Africa the norm. You might even be willing to give it a try yet find yourself asking: where do I begin and how do I know it is going to work?

    In this article, I will be sharing some ideas as to what I believe are essential success elements for flexible work arrangements.  I trust this will help identify the ideal starting point for your organisation and in the process give you the courage to take the first step. I do not believe that you have to wait for the perfect circumstances, having everything in place, before starting the flexible working journey in your organisation. Knowing the critical elements required for successful flexible work arrangements and understanding the potential risks and challenges of flexible working are essential in preparing you for this change journey.

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    Filling the Skills Shortage with On-Demand Recruitment

    Filling the Skills Shortage with On-Demand Recruitment

    Since the early days of the internet back in the nineties, the explosion of technology has made enormous leaps forward in the way people are being employed.

    Back in the day, long-established rules entrenched by decades of strict work principles, dictated that workers should sit at a desk in an office from 8 to 5.

    The ever-growing need for flexible employment and the momentum this need has created – by both employer and employee – is making a notable difference in filling the work void. Continue reading

    The Key for Change: Employment with a Future Mindset

    Rentia Landman - Industrial Psychologist, Change Management

    Author: Rentia Landman – Industrial Psychologist | Professional Coach | HR Consultant | OD Specialist and owner of Landman Consulting

    The increased demand for flexible working is one of the key driving forces behind the rapidly changing nature of work (source: Key trends for global employers in 2018 by Baker Mackenzie).  It is essential for anyone making employment and hiring decisions in South Africa to be prepared and equipped to respond to the evolving needs of the modern workforce.

    This is not by any means a new insight, nor is it one that we are surprised to see listed, but it is interesting to note the rate of prevalence has grown so quickly. Employers have been fielding requests – or more recently increased demands – for flexible working conditions for years. Appeals for increased flexibility come from parents, millennials, introverts, unconventional and forward-thinking employees in almost every sphere of business worldwide.

    Significant research has been done on the need for and benefits of flexible working, as well as the risks and challenges. Polycom’s Global survey of 24,000+ workers unearths the need for flexibility in the workplace in order for businesses “to thrive”. Another example is Regus’s research, The Workplace Revolution, which canvasses the opinions of over 20,000 senior managers and business owners, exploring the increasing trend in flexible working around the world.

    Despite global changes to accommodate a more flexible workforce, we have seen a slow adoption rate amongst South African employers. Locally, most positions are still advertised as full-time, permanent, in-office positions. In rare cases where flexible working is offered, the perception is that the employee is being granted an extraordinary allowance and it is expected that they be grateful, disproportionately so in comparison to other benefits. If flexibility is still viewed by some as an inconvenience to the employer, we aim to explore possible reasons for this and uncover ways to overcome these challenges – ultimately unleashing the international trend of flexible working in South Africa.

    The lessons have been learnt globally and the time is right for us to embrace this knowledge, prepare ourselves and make the change which we all know is radically needed in our way of working.

    Company Culture – Adjusting a Mindset

    Perhaps having read so far, you’re thinking it sounds great in theory, but to try and implement a new “pro-flexibility” mindset at your company is going to be easier said than done. Our goal is to enable anyone in a hiring capacity, including small business owners, managers of SME’s and HR professionals to take up the role of behaviour scientists/specialists and partner with their businesses to make these changes possible. It is vital that you do, not only for the benefits of employees but also – and perhaps more so – for the sake of the business. Globally, companies that are not implementing more flexible work policies are falling behind and feeling the impact of losing the war for talent.

    In South Africa, while other companies hang on to old working structures, those driving change will have a competitive edge. For some, resisting change by choosing to believe flexible working is just the latest trend – adopting the attitude that… this too shall pass – could mean seriously missing out on some of the best skills and talent. To be blunt, addressing those companies: I am afraid you are wrong. You need only switch on the radio to hear this “case for change” broadcasted over the airways.

    To name a few recent examples:

    • As part of Cape Town’s “Day Zero” contingency planning, employers were encouraged to prepare for employees to work from home.
    • The “traffic congestion crisis” – which sees ongoing and ever-increasing traffic problems in most of our metropolitan cities – where thousands of productive hours are lost daily by people trying to get to work. It has been stated many times that the solution is in more efficient transportation systems: an expensive, radical change. Flexible working conditions, staggered hours and especially remote working could a true solution to this.
    • In the news once again: National transport strikes and bus drivers’ strikes. In anticipation of the strikes, an official announcement was to employers encouraging them to prepare for employees to work from home.

    There are many more examples of this. The point is, this is not a passing phase… the time has come to equip ourselves and make the changes toward flexible working in our employment practices. If we accept this and buy into it, why does it feel as though it might be an insurmountable challenge to sell the idea to the chief decision makers and heads of our companies?

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    Dressing For An Interview

    Most people would refuse to turn up at a gym wearing flip-flops and a sundress to run on the treadmill, while a 2-piece business suit would invite ridicule in a spinning class. Neither would be allowed on a golf course.

    Failure to comply with dress codes would mean having to choose another pastime. Dominoes or Tiddlywinks anyone?

    It perplexes recruiters and interviewers that, when seeking employment, not everyone understands or respects the importance of presenting themselves as well-groomed and well dressed.

    What should I wear to a job interview?

    Female interview dress codes differ depending on the company culture where you’re being interviewed. It should go without saying that you must do your homework about the company before your interview. Surprisingly (to us, anyway) most candidates do not do any research about companies before turning up for interviews. With information so readily accessible nowadays, there’s really no excuse not to gain some basic insight.

    What if there really is no company information online?

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    What Our Constitution Says About Human Rights and Labour Relations

    Who doesn’t enjoy a day off work to enjoy the sunshine before the winter sets in?

    As summer starts to fade and the first hints of autumn appear, on 21 March we enjoy a day off work.

    Though grateful for the time off, many South Africans are scratching their heads wondering what public holiday it is.

    Sound familiar?

    Human Rights Day #RememberSharpeville

    With a tumultuous history such as ours, the question gets asked more than most would like to admit…

    Q: Human Rights Day, 21 March – what’s this day all about?

    A: It marks the anniversary of the Sharpeville massacre in 1960. 

    In total, 289 people lost their lives, amongst them were 8 women and 10 children. Among those injured were another 31 women and 19 children. The history behind the massacre is not only harrowing but heartbreaking and serves as a reminder to all just how dangerous it can be when human rights are exploited or ignored.

    As mothers, we feel these types of tragedies on a deeply emotional level when we start to examine the history and the personal stories of the victims and their legacy.

    Human Rights Day

    While it’s important to us to run a professional and successful business, one of our core values at RecruitMyMom is to treat everyone with respect and this really encapsulates what our South African Constitution is all about.

    Since the day RecruitMyMom was launched, the goal has been to empower and uplift women to realise their full potential professionally once they started their families. Taking a look at the Constitution, often described as the best written constitution in the world, we examine carefully why it is so unique and strong, in terms of employment and what this means for our candidates and for our employers.

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    Watch your Language: How to Make a Great First Impression

    Watch your language - how to make a great first impression

    If first impressions are made within less than twenty seconds of meeting, our written words create the same impression in our physical absence.

    We know that a badly written introductory letter or CV can jeopardise one’s interview and job opportunities, while for the already employed, poorly written reports and terribly written communication could demolish any chance of promotion.

    Today, we are going to give you some great tips to make sure your CV is top-of-the-pile once you’ve wowed potential employers with your impeccable grammar in your cover letter.

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    How to Create a Great Cover Letter

    How to write a great cover letter

    Did you know that recruiters decide – within five to seven seconds of glancing through a CV – to reject or investigate the contents further?

    Research indicates that often they don’t even get as far as examining the CV, having discarded a too-short, hastily written cover letter or a lengthy, boringly worded motivation within those first vital seconds.

    Here are some general guidelines to help you along the way.

    Steps to crafting a perfect cover letter:

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    Are Part-time and Contracting Accounting Jobs Right for You?

    Are Part-time and Contracting Accounting Jobs Right for You?

    Accounting specialists are finding part-time and temporary, or contract employment an increasingly attractive option in today’s labour market. Part-time accounting jobs offer unique perks. For those accounting and finance professionals who have recently undergone a career setback or are looking to make a career or lifestyle change, flexible work arrangements can provide an ideal source of income. Even better, there’s a strong demand for such work:

    A recent Accountemps survey found that one-third of CFO’s use temporary assignments to evaluate potential hires.

    It’s important to recognise that, although temporary, contract and part-time work are all ways to gain professional flexibility, they aren’t synonymous.

    A temporary job can require anything from a few hours a week to a 40-hour commitment but lasts for a defined period of time. Contracts can be much longer. Part-time accounting jobs, on the other hand, involve fewer hours per week than full-time jobs but are ongoing. The U.S. Bureau of Labour Statistics, for example, defines part-time work as 1 to 34 hours per week.

    Whatever path you choose, here’s how temporary, contracting and part-time accounting jobs can help you:

    Access to new skills

    An advantage of temporary, contracting and part-time jobs is the opportunity to learn new job skills, making you a better candidate for promotion and more marketable the next time you decide to test the employment waters.

    The thrill of the new

    A big plus of taking contracting accounting jobs is the sheer variety of the work you can do. Because many contracted assignments last for just a few weeks or months, interim workers are always exposed to new projects and employers. That makes this career option a great way to network with a wide range of accounting and finance professionals and use your experiences at different workplaces to determine the right career path for you.

    Competitive compensation

    You might be surprised to learn that you can earn competitive compensation through temporary and part-time accounting jobs.

    In a recent survey, nearly 7 in 10 accounting and finance professionals said if they were given the opportunity to go back in time and change their career, they would stay put. 

    Employers are extending traditional perks to temporary and part-time accounting workers in some instances because more and more people are working in these roles. In fact, in some segments of the industry, a large percentage of individuals hold part-time positions — about 25 percent of bookkeepers are part-time, for instance. At the same time, we are seeing steady growth in contracting jobs, and employers now regularly use interim accounting and finance professionals to fill short-term demands. As a result, hourly wages for both part-time accounting jobs are usually on par with — if not better than — full-time salaries. This is especially true for individuals who possess specialised skills.

    Flexibility to the max

    Temporary, contract and part-time accounting jobs offer the opportunity to better balance work and personal priorities because you’re not tied to a traditional full-time schedule. Parents, students and individuals nearing retirement, in particular, are often attracted to this type of work for this very reason.

    The opportunity to take on more

    Temporary  accounting jobs put you in a good position to pursue full-time work if you eventually decide to go that route. Employers often look to existing part-time, contracted and temporary workers first when filling new full-time positions. Managers know these professionals — what their work ethic is like, how they’ve performed in the job, how they fit with the corporate culture — so converting part-time or temporary workers to full-time status makes the hiring process quicker, easier and less risky.


    Register for free on Once registered, complete your online CV to start searching for part-time work in Johannesburg, Pretoria, Durban and Cape Town. We operate nationally in South Africa, and globally for virtual assistants.

    This is What Flexible Working Really Means

    This is what flexible working really means

    Flexible working can be viewed on a continuum of flexibility: from no flexibility at all to working-from-home and being measured on productivity, rather than physical presence. Being able to offer flexible-working arrangements is a powerful way to attract and retain high-level skills particularly amongst women. Gender diversity within companies can be enhanced by offering flexible working arrangements during child-rearing years.

    Here’s how Michelle Obama negotiated flexible work while her children were small.

    If you had to ask ten people to explain what working flexibly means you may get 10 different answers, all of which would probably be correct to some extent.

    Here, we break down the most common flexible work arrangements for you to use these when engaging with employers or employees on discussions around flexible working arrangements.

    Flexible Start and End Time

    The lowest end of flexible working arrangements, the employer may stagger start and finish time for the employee, enabling them to avoid peak traffic or drop children at school. This is often offered in full-time positions that require the employee to be at the office for the full duration of the day but working slightly different hours based on the start time.

    Full-time Flexible Working

    These jobs are full-time roles where the employer has agreed the employee can work some of their required hours outside of the office. These roles are often outcomes based roles, where the employer is able to measure the outcomes delivered and is not measuring hours at a desk.

    Part-time Flexible Working

    These jobs are reduced hour roles, or part-time roles, where the employer has agreed that the employee can work some of their hours remotely from outside the office.


    The highest end of the flexible working scale, this is typically when an employer is happy for an employee to be working from a virtual space outside of the office.

    With the growth of the internet and technology-based apps and tools, working from home is often a benefit used by employers to attract – and retain – some of the highest skilled workers.

    Most jobs include a portion of the role that can be done as remote work. Examples of the types of skilled work that can be done entirely on a work-from-home basis are numerous and can include digital marketers (SEO, Google Adwords, Google Analytics), website content writing, bookkeeping, technical writing, administration support in the form of virtual workers, strategy development, customer support particularly online support, legal work and online businesses that hire staff on a virtual basis. The opportunities to work flexibly are endless.

    There was a time, thankfully now well in the past, that “temp jobs” – often badly paid and low skilled – were all that were on offer. Even those opportunities were rare, with few privileges. Employers were skills-short and employees were stuck at home watching their skills go to waste and relevancies deteriorate.

    The demands of modern living as well as the factors already mentioned in this article, have dictated the rules of supply and demand. The era of flexibility in working arrangements and the mutual benefits they provide are evident and will increase exponentially. The success is measurable and immense. Changes are happening! Hiring and working are variable and mutable.

    Exciting times indeed.

    Visit RecruitMyMom, South Africa’s award-winning online recruitment agency specialising in skilled part-time and flexible work.