By making certain that we know exactly where the candidate feels they could add the most value and gain the highest job satisfaction, we are assured of matching the right candidate to the right job and thus ensuring successful, long-term employment relationships.

Our candidates will tell you first hand exactly how personalised and detailed we are. Some call us fanatical, we call it Passionately Professional.

See our BRAG PAGE for comments from our candidates who say more about us than we can.

CAREER CHOICES AT GRATECH

Gratech has become a leading service provider to the Short Term Insurance and Financial Services sectors and we are constantly on the lookout for talent within the following arena's of insurance and finance:

INSURANCE:

At Gratech, we strategically market candidates who are experienced in all risk classes on both Commercial and Personal Lines, including:

• Motor and Non Motor
• Aviation, Marine, Engineering, Construction, Energy and Mining
• General & Public Liability, Professional Indemnity, Fidelity Guarantee, Directors and Officers Liability
• Agriculture, Credit & Re-insurance, ART, Niche & Cell Captive Insurance

Policy Services, Third Party Recoveries, Liabilities and Retentions
Claims Investigations, Ombudsman Office, Assessors, Loss Adjustors and Underwriters
Treaty Under-writers, Facultative Under-writers and Portfolio Managers
Risk, Audit, Legal and Compliance

• National Commercial Claims Managers
• Aggregate Claims consultants
• Regional Profit Centre Managers
• Senior Technical Underwriters
• Technical Property Underwriters
• Risk Assessors
• Risk Engineers
• Regional Operations Managers
• Company Secretarys

FINANCE:

Our talent pool attracts candidates from within the various segments of finance including:

• Article and Accounts Clerks
• Actuaries and Chartered Accountants
• Debtors, Creditors & Bookkeepers
• Financial and Management Accountants
• Internal and External Auditors
• BBBEE Rating and Verification Analysts
• Risk and Compliance Officers
• Company Secretaries
• Financial Officers

SUPPORT SERVICES:

We have successfully aligned careers within support services in both of these sectors including:

• Administration - Personal Assistants (PAs), Secretaries & Receptionists
• Call Centre - Contract, temp or perm personnel from Consultants, Resource Planners to skilled Managers
• Human Resource - HR Administrators, Payroll Administrators, HR Business Partners, Psychometrists, HR Generalists, HR Specialists, Talent Acquisition Specialists, Wellness Managers, Training and Development Managers, Organisational Design Consultants, Change Managers
• Sales and Marketing - Account Managers, Relationship and Portfolio Managers

NURTURING AND ALIGNING YOUR CAREER

A job search takes time. It requires a proven process. You need to assess yourself, develop a comprehensive CV and develop a plan to access the market. There are no short cuts and Gratech Recruitment will guide you through this process. Candidates are guaranteed meetings with committed consultants who thoroughly prepare for interviews, coupled with an in-depth understanding of the Job Specification and client.

So thank you for affording Gratech your time. We wish you every success and hope that your experience with us is professional & pleasurable. Searching for suitable employment can be a time-consuming and stressful exercise but through your honest & open communication with us, we will endeavour to assist you in aligning your career aspirations to an environment that is conducive to your career evolution.

Gratech has built its reputation on reliability, attention to detail and responsibility in handling the careers of our candidates. Your journey with Gratech begins with the application process. This is your first opportunity to demonstrate to Gratech that you share the qualities we value. Complete the form below as the first step in commencing your life changing journey with Gratech.

The future depends on what you do in the present Mahatma Ghandi

USEFUL INFORMATION

INTERVIEW TIPS

We actively encourage our candidates to familiarise themselves with the techniques required to succeed in finding a job & have provided a couple of tips to assist you in improving your chances of landing your dream job!

How should you prepare yourself for an interview?

Preparation and Confidence are two essential ingredients. Good preparation instills confidence.

So the basic approach to an interview is to be well prepared. This means two things - preparing yourself practically for the interview and gathering knowledge and information you can draw on during the interview.

• Be sure you know the time, date and location of the interview and name of interviewee where appropriate.
• Check out how you will get to the location, and when you need to set off to be there in good time - do a dummy run if necessary.
• Have what you are going to wear ready in advance.
• Take the bare minimum of belongings necessary to the interview.
• If you are asked to bring certificates, references etc, get them ready before the day. Place your copies in a new, clean & presentable folder/envelope.
• On arrival ensure the receptionist knows you are there; visit the toilets to tidy up etc.

Research the company

Do your homework before you go to an interview. Prepare by researching the industry and company via corporate brochures, websites and industry magazines, obtain a copy of the Annual Report of the company, phone the organisation's customer care department, study any articles or reports published in newspapers about the company. Most interviewers will ask you what you know about their organisation, their competitors and also why you would like to join them. If you have done enough research prior to the interview, these should be easy questions to answer.

Make an impact

Dress for the occasion:
The rule is, when in doubt, go smart. If you mean business, show it. Remember, it's not always what you say, but how you present yourself that makes an impression. Use deodorant! Take deodorant with you if your interview is not first thing in the morning. Re-apply some deodorant again and chew a mint to help with your breath, before your interview - Don't over do it and never chew gum in the interview. Only take the minimum into the interview, additional bags etc. will take your attention away from looking organised. Any folders / documents must be neatly presented. Be sure to shake hands firmly and maintain eye contact.

Allow sufficient time

Give yourself plenty of time to prepare and get to the interview, so that you remain relaxed and focused. Always arrive 15 minutes before the interview. Sit and relax. When it is your time, enter the room walking up straight & greet everybody present in a friendly manner.

Be confident

Composure in the business world is crucial. An interview is a good measurement of how you handle pressure. You don't want to appear too nervous. At the same time, don't be too relaxed. Maintain an appropriate level of professionalism without being unapproachable. Your attitude towards people will dictate your relationship with them i.e. be friendly, courteous, polite & attentive and they will be the same towards you.

Sell yourself

Create a short-list of competency skills and qualities that you offer the company. Also compile a set of stories and facts that illustrate your unique abilities. Make sure you can speak confidently about any experiences you've had in the workplace. Give specific examples of how you've contributed to an organization or learned something significant.

Language Barriers

For candidates whose primary language is not English, interviewing can be intimidating and requires special preparation. Language skills can pose barriers during interviews, so ensure you get clarification. If you don't understand a question, don't hesitate to ask the interviewer to repeat it. You have a better shot at giving your best answer if you know exactly what's being asked.

Before the interview:

• Memorize answers to common and difficult questions after having someone edit your responses for grammar.
• Write down a few notes to yourself that you can refer to during the interview if you get intimidated.
• Prepare and memorise questions that you wish to ask the interviewer.
• Remember that you are a person who speaks more than one language - an accomplishment that many interviewers cannot claim for themselves.
• If you do not understand a question during the interview, ask the interviewer to clarify the question. You might begin by saying, "I want to make sure that I understand what you mean. Are you saying. . .?"

Body Language

The nonverbal aspects constitute a very important part of our communication. What we convey with our bodies often speaks louder than our words. You can use body to your advantage in the interview situation.

The following aspects are important:

• Sit upright and learn slightly forwards in your chair (indicates interest and attention)
• Do not slouch. Try not to fidget, scratch or shift around in your seat.
• Smile (indicates you are friendly, alert and co-operative)
• Make eye-contact frequently with the interviewer (conveys confidence, co-operation, empathy)
• Pay attention to your tone of voice - loud enough, but not too loud. A strong voice conveys confidence.
• Take your time to answer questions - this will prevent you from providing a poor answer.
• Speak clearly and thoughtfully - be sure to speak at an appropriate volume and do not speak too quickly.
• Sit facing the interviewer (conveys attention and interest)
• Nod your head from time to time (indicates that you understand and are paying attention)

COMPETENCY BASED INTERVIEWS

Gratech consultants are fully trained in conducting competency based interviews. We have developed and maintain a selection system that yields solid returns & productive candidates who enjoy their responsibilities and seek opportunities to continuously improve their job. Adverts are correctly written to attract the competencies required by the job description.

Competency based interviews can validly predict applicants job performance and provides the assurance that our selection system gives every qualified applicant a fair and equal chance to be selected. We base the interview on valid requirements that are applied consistently and we use the same job related hiring standards for all applicants. This screens out applications for job related reasons only and not because of the diversity.

Competency based interviews also assists candidates to buy into a selection system as their time during the selection process is well spent with everyone benefiting by going through the selection process regardless of the hiring decision made. This also provides the correct platform where the image of the organization and the dignity of all applicants are preserved.

There is no passion to be found playing small - in settling for a life that is less than the one you are capable of living - Nelson Mandela

FREQUENTLY ASKED QUESTIONS

Q: Do I need to meet with you before you forward my CV to your client?
A: Yes! Gratech conducts both a detailed telephonic screening and a face-to-face interview with every candidate. In our meeting with you, we also help you to plan your career and ensure that we have all of the information we require to find the best possible career fit for you.

Q: How long will my interview with Gratech actually take?
A: Please allow at least one hour for the interview. If you are required to complete any other relevant tests e.g. computer skills tests, assessments or criminal fingerprint tests you will be notified of this before your interview is confirmed.

Q: What do I need to bring with me when I meet with you?
A: We strive for a paper-free application process and request all documentation to be sent via email / e-recruitment. On confirmation of your meeting with us we will confirm if any documents are outstanding. Most positions will require your detailed CV in MW Word format, certified copy of your ID, Payslip, Driver's licence if applicable, copies of any certifications or qualifications, and the details of three contactable references.

Q: Do I have to pay a fee to register as a Gratech candidate?
A: Never. Gratech belongs to APSO and are not entitled to directly or indirectly, charge any registration fees to Candidates

Q: Why does Gratech conduct competency based interviews?
A:

• Competency based interviews is a proven, practical, consistent, legally credible system that provides a firm foundation for accurate hiring decisions with tools and skills to gather and evaluate data effectively.
• It is an extremely structured and thorough method of interviewing which helps our consultants make objective, effective and more informed selection decisions.
• Competency based information is used to supplement and integrate together with other assessment results.
• This format helps to determine training and development needs/requirements.
• We assist our clients to identify the skills and competencies required to ensure the right person for the right job is recruited.

Q: What is a Competency Based Interview?
A: Competency based (or behavioural) interviews are based on the premise that past behaviour is the best predictor of future behaviour. Consultants seek to obtain information about candidates past behaviour in certain situations. Competency based interviews are structured, with questions that relate directly to the essential criteria/ competencies required for the post.

Gratech consultants will assess candidates against each essential criteria or competency, asking questions about:

• Past behaviours and performance
• Learning from past behaviours
• Future adaptability to new post
• Knowledge and understanding of issues in relation to the post
• Skills & experience

Q: What should I expect in the Interview?
A: Competency based interview questions are slightly different to the style you may be used to. They will tend to focus on past situations and your behaviour in those situations.

Questions are likely to start with:
"Please give me an example when. . ." or "Please describe an occasion" or "Tell me about a time when…) etc.

It is important that you are able to describe the relevance of your qualifications, skills, experience, achievements and what makes you stand out from your peers.

Q: What will the Recruitment Consultant be looking for?
A: The Recruitment Consultant will be looking for specific examples about exactly what you did in such situations, not what the team's role as a whole was, or what you would do in a hypothetical situation. You can choose to use relevant examples from your current job, a previous role, or a situation outside of work altogether.

It is likely that the consultant will then follow with some probing questions, possibly clarifying a particular area. They will be interested in the outcome of the situation, whether there was anything you learned from the experience or what was the feedback from the client etc. The consultant may also want to ask you questions about the information you have provided on your application form.

Q: What if I am ITC listed?
A: This does not necessarily disqualify you from registering with Gratech. An ITC listing may affect the success of your placement based on the type of position you are applying for. Ensure that any bad debt is being paid off and that you can supply formal proof of this.

Q: What should I wear for an interview?
A: Read our interview tips for some great advice.

Q: What background checks does Gratech conduct?
A: We conduct a range of checks on all Gratech candidates: ITC, ID validation, Criminal fingerprint checks and qualification verification.

Q: Is Gratech using the new Ideco AFISwitch Criminal Fingerprint system?
A: Yes Gratech has fully trained & certified consultants who will conduct fingerprint checks at our offices.

Q: What does AFIS stand for?
A: AFIS: Automated Fingerprint Information System.

Q: Who is Ideco and what is AFISwitich?
A: Ideco is South Africa's sole service provider of automated criminal background checks for the private sector. This service, known as AFISwitch, interfaces with the SAPS AFIS to determine the criminal record status of a person. AFISwitch allows companies and institutions to undertake background checks on job applicants and existing employees, as well as to obtain clearance certificates for the purposes of emigration, permanent residence, international investment and foreign directorships.

Q: How are fingerprints captured?
A: AFISwitch either captures digital fingerprints by means of electronic fingerprint scanners, or by using FBI-approved flatbed scanners.

Q: What are the benefits of using this new AFIS criminal fingerprint system?
A: Benefits of the new automated system include accuracy, convenience, reliability, and security. AFIS is a fingerprint database which provides fast and accurate verification and identification of individuals using only a fingerprint. The uniqueness and permanence of one's fingerprint allows the non-reputable electronic identification of individuals.

Q: How long does it take to receive the results of the Criminal Fingerprint check?
A: Results are submitted and the automated matching system returns either a 'hit' or no hit' within 48 hours.

Q: What type of computer competency tests does Gratech conduct?
A: Gratech has the ability to test candidates' knowledge on basic accounting, MS Office (MS Word, MS Excel & MS PowerPoint) and typing speed and accuracy. The results are then given to the candidate and forwarded to the client.

Q: What assessments do you typically carry out?
A: We facilitate for psychometric assessments when required to do so by our clients. These assessments can range from personality based evaluations and emotional quotient testing to a full battery of assessments designed to establish reasoning, logical thinking and management styles.

Q: Once a candidate is placed at a client, does Gratech keep in contact?
A: Yes. Gratech consultants ensure that the candidate is well settled into their new position and continuously make follow up calls on a weekly & monthly basis until the guarantee period expires. We work hard at building long lasting relationships with our candidates.

Q: What geographical areas does Gratech cover?
A: We cover Gauteng, Kwa-Zulu Natal and Western Cape

Q: Does Gratech do any reference checks on a candidate's work history?
A: Gratech conducts detailed and confidential reference checks with at least two of the most recent employers. This information is forwarded to the client.

Selecting the right person for the right job is at the heart of business success