Giving back on Mandela Day

In honour of Mandela Day 2018, a delegation from Lulaway in partnership with the SABC Foundation, donated a counselling room to the Khazimula Children’s Project in Howick, KwaZulu-Natal. The home, located near the capture site of the late statesman, shelters vulnerable children.

Lulaway’s Marketing Director, Errol Freeman, spoke about the initiative on SAFM:



Lulaway at the Khazimula Children’s project in Howick, Kwazulu-Natal




How to upskill yourself using free online learning tools and become more employable

Searching for a job takes its toll – especially if you’ve been looking for months or years and are still unemployed. Many lose motivation and along with it, their drive to be productive.

However, one thing you can do to occupy yourself and make yourself more employable at the same time is to learn new skills by taking part in free online courses.

I can learn online for free? Really?

Yes, really! There are many online courses and learning portals – some of which are run by top universities – and yes, they are FREE!

So, while being unemployed is frustrating, the upside is that you have the opportunity to study and learn new skills at your own pace. This is a luxury you won’t have once you get a job as you might be tired after a day’s work and from commuting.

Not only will the new skills look good on your CV, employers will see that you are ambitious and have a desire to grow and are not afraid of challenges. Students who engage in online or distance learning programmes demonstrate time management skills, personal accountability and discipline which are seen favourably by employers and will help you stand out from the sea of other job seekers.

You can study topics related to your career choice, niche or critical skills such as programming or general skills such as business communication, writing, Microsoft Excel, etc.

What about data costs?

If data costs are a concern, visit your local library as many national libraries now offer free internet access for local community members. Certain youth development centres also allow to access the internet at no cost for the purposes of studying and job-searching.

Alternatively, you can hop onto the free Wi-Fi offered at selected malls, restaurants and retail stores using your smartphone.

How do I get started?

Here are just a few of the top free online study programmes that are available :

  1. MOOCs, or Massive Open Online Courses, are free online courses available for anyone to enrol. MOOCs provide an affordable and flexible way to learn new skills, advance your career and delivers quality educational experiences at scale. Universities that offer MOOCs include the University of Cape Town, UNISA, Harvard University through Harvardx Courses, and Yale University’s Open Yale Courses, among many others. To find a list of MOOCs and MOOC providers, go to


  1. MOOV (Massive Open Online Varsity) is a project of Vulindlel’eJozi aimed at creating access to smart education to eliminate factors such as distance and costs associated with obtaining an education. MOOV is a local forum which harnesses the global phenomenon of Massive Open Online Courses (MOOCs). MOOV offers students the opportunity to pursue this type of learning in a campus environment. MOOV students follow structured learning paths and are provided with the support to succeed.


  1. Codecademy is a website dedicated specifically to teaching coding. This is a great site for anyone interested in learning or improving their IT programming skills. While other coding sites follow an example/practice session workflow, Codecademy includes a live practice window. This means you can practice coding while still viewing the lesson material and see the results of your code live on the screen! Codecademy also features a centralised dashboard that allows you to monitor your progress, plus it organises lessons into complete modules. Website:
  1. is a website that partners with universities and organizations around the world to make learning accessible online. This brings a wide variety of topics and perspectives to one searchable database. As a result, the website has a wide range of in-depth courses. Coursera is very useful if you’re looking to study many different topics, or are interested in courses from different schools and groups. Website:


  1. Udemy’s free courses are similar in concept to Coursera’s but allows users to build custom courses from lessons. Working with many top professors and schools, the site mixes the customisable platform of other sites with a heavy emphasis on top quality content. This is site mixes free and paid content meaning that not all the courses are free. Website:


  1. Digital Skills for Africa is a Google initiative in conjunction with various training partners, which aims to train young people in Africa in digital skills. Digital Skills for Africa aims to empower both students and entrepreneurs with skills such as running an online business, social media, coding and interview skills. Website:


  1. The Khan Academy is a non-profit educational organisation that provides free video tutorials and interactive exercises. The Academy’s declared mission is “changing education for the better by providing a free world-class education to anyone anywhere.” Khan Academy is a great place to brush up on your maths, science and language skills and so much more. Website: Many of their videos are available on their YouTube channel:


  1. Alison is a free educational site that provides certification in some areas. Alison offers courses mainly in business, technology, and health, but also includes language learning courses. Website:


  1. Academic Earth believes that everyone deserves access to a world-class education. They offer a comprehensive collection of free online college courses from global leading universities, with dozens of disciplines and courses to choose from. Website:

Knowledge – and the opportunities that it brings – are right at your fingertips. Take advantage of these opportunities to upskill yourself and become more employable. Once you’ve completed courses and learned new skills, remember to update your CV and profile at a Lulaway Job Centre.

Happy learning!

Collaborating with Uber to accelerate economic opportunities

The obvious synergy between recruitment agency, Lulaway, and ride hailing service, Uber, is set to accelerate economic opportunities in the country.

The two organisations have joined forces to create South Africa’s maiden recruitment and training centre in Cape Town’s Century City, which is dedicated to registering and training Uber’s driver-partner applicants.

“With South Africa’s unemployment rate at 26.7 percent and some experts projecting it will reach 27 percent later in the year, we need to come up with smart solutions to provide opportunities for jobless South Africans. Initiatives such as the Uber-Lulaway partnership, where two innovative companies use cutting-edge technology to drive socio-economic growth, is one way of addressing the challenge,” says Executive Chairman of Lulaway, Andile Mkhosana.

Moving away from the convention of potential drivers having to register on Uber’s website or app to become driver-partners, Lulaway handles the registration process and recruitment of the drivers. This process simplifies linking the driver and vehicle owners or Uber partners. It also provides the driver-partners with world-class work-readiness training, part of Lulaway’s mandate to implement an outcomes-based, high-impact workforce development programme over the next three years in collaboration with the City of Cape Town.

“We have streamlined the process for drivers to apply to become Uber driver-partners. Our applicant system is a sophisticated and tech-driven way to register and track applicants in the entry-level sector.”

“At the centre, our staff assist all applicants to register via our online secure portal and upload the necessary documentation. They complete basic online Lulaway assessments and then go through work-readiness training to help them be successful once they start work. The application process is now centralised and standardised, meaning the highest levels of data accuracy and efficiency are applied,” explains Mkhosana.

He adds that there is a great demand from existing Uber driver-partners, and Lulaway will be linking the vehicle owners and existing Uber driver-partners.

“Our database has over 300,000 pre-screened candidates listed. This means finding drivers is easy for us and we can recruit drivers when necessary. We provide the missing link between the driver and the partner and accelerate linking economic opportunities and small business seekers. Our positioning means that finding a driver doesn’t have to be a laborious, time-consuming endeavour. We provide a detailed CV with all the documentation so a partner can decide if the driver is right for them.”

This training centre, although currently only based in Cape Town, aims to help grow the country’s existing 12 000 driver-partners.

“Partnerships between government, the private sector and youth employment organisations such as Lulaway can drive job creation for South Africans and build a shared vision in which unemployment is truly eradicated,” says Mkhosana.

Alon Lits, General Manager for Uber Sub-Saharan Africa explains, “We are excited about this partnership as drivers are the core of our business, and everyone deserves a fair chance to participate in our economy, and through partnerships like these we know it will be made possible.”

Uber does not employ the partner-drivers, but through using the Uber App, it connects people who provide transportation services with others who need rides. The drivers who use the Uber app are totally free to choose if, when and where they accept rider requests. They are not obligated to work a required number of hours or shifts.

“Uber plays a pivotal role in job creation in a country where unemployment is a national crisis, and this synergy is a perfect example of what is possible through collaborations of this kind.  Combining the forces of Uber and Lulaway, we hope to accelerate the impact we are making. We see this as a pilot project, and the model can be taken nationally once its benefits have been quantified,” says Mkhosana.


Lulaway team members at the Uber centre

Conversation: Taddy Blecher on empowerment through education

Taddy Blecher, CEO of CIDA and the Maharishi Institute has pioneered free access to post-secondary school education for historically disadvantaged youth. He is known as a pioneer of the free tertiary education movement in South Africa, having helped to create six free access institutions of higher learning, as well as inspiring the creation of two other institutions.
He is consistently working on developing sustainable means to help unemployed youth in South Africa gain access to transferable skills through education, training, jobs, and careers, thereby breaking the cycle of poverty.

1. What is your hope for the youth in South Africa?

My hope is that every single person lives up to his full potential and finds a career they love and have the skills and values to live the life of their dreams.

2. What are the main obstacles preventing South African youth from reaching their potential?

The main obstacle is that our youth are not equipped with the right tools and training to change their lives. There is a lack of development of the person in a holistic sense. With the right skills, tools and training as well as a quality schooling, there is no reason why each person cannot change their life. Our youth have massive potential but are not treated like they do.
There is not enough awareness through all the media avenues of what opportunities are available for jobs and education.

3. How has your organisation addressed these issues?

Many people believe that South African youth are entitled. However, our experience has shown that when we assume the best of our youth, they always rise to the challenge.

Our young people need training on what is expected of them in the workplace, and how to have the best attitude. We focus on expectations, give training and help them achieve success. We expect the best of them and have seen a total transformation.

Using this model, we have assisted 17,580 formerly unemployed youth to access higher education and quality employment. These youth now earn well over R1 billion per year in combined earnings. We estimate they will earn over R28.3 billion in their working careers. Many are now leaders across the economy. We are grateful to have an average annual job placement rate of over 95%, which is unusual in that these have been drop-out youth who have been stuck and marginalised.

I believe things will change when more and more youth are successful and go back to their communities and start to inspire their younger peers. The school system is the ideal place to start to inspire and educate youth about opportunities available and career guidance, so we are working on an initiative relating to entrepreneurship and employability in the school system.

We have seen that anything is possible, but we need to deal with the whole person. So many young people are dealing with depression, anxiety, abuse and other trauma. Therefore, by dealing with the whole person – their history, their emotional makeup, their context – and also giving them a holistic set of skills and offerings, we will see miracles more and more.

The youth of South Africa possess much more latent potential than people give them credit for.

4. What is your personal connection to what you do? Why did you get into this field?

Growing up, we were very poor and because of education, we became very successful. My family originally came to South Africa from Eastern Europe with absolutely nothing. Although we slept on mattresses on the floor in our early years, my parents made sure that we went to the top private schools. Education was like a religion in our house.

Because I have seen first-hand the impact of education has, I want to give it over to the people around me. I could never have imagined what the result would be. It is a lot of work, but my life is an absolute joy; it is a privilege to do the work I am doing.

SMME’s Essential to Job Creation

With the national youth unemployment rate at more than 50%, South Africans can no longer rely solely on big businesses and government to create jobs.

According to the National Development Plan, 90 percent of all new jobs will come from Small, Medium and Micro-Sized Enterprises (SMMEs) by 2030. According to the 2017/18 Global Entrepreneurship Monitor report (2015 figures), SMMEs in South Africa contributed to 36 percent of the country’s gross domestic product.

SMME growth in South Africa is slower than expected because they face several challenges including maintaining profitability, unpredictable cash flow and securing financing for the business expansion, which includes hiring staff.

Jake Willis CEO of Lulaway says this is where internships can play a significant role in alleviating some of the burden for SMMEs. “Internships are recognised as one of the best mechanisms available to stimulate job creation and are an effective means to promote the inclusion of unemployed, inexperienced youth into the formal economy, further bolstering social development.”

Willis points out that many SMMEs are not aware that they can access funding to host interns through organisations such as Lulaway as a cost-effective way to increase their staffing complement and support job creation. “Interns or experiential learners are employed in private businesses on a fixed term basis under the sponsorship of a government body such as a Sector Education Training Authority (SETA) e.g. Services SETA or the National Youth Development Agency (NYDA).

“These bodies provide funding in the form of a monthly stipend, usually ranging from R1,500 to R3,000 per month, depending on the programme) to allow participants to gain practical workplace experience. The host company can choose to top up the stipend amount,” adds Willis.

Notably, President Cyril Ramaphosa, as promised in his State of the Nation address, has launched the Youth Employment Service (YES) programme in partnership with big business and organised labour. The initiative is aimed at providing one million interns with the opportunity to gain work experience over the next three years, making them more employable. This initiative will ensure that more businesses – big and small – offer internships, thus radically decreasing the levels of unemployment in the country.

Hosting internships is a win-win for all parties.

Willis says it makes financial sense to host interns, particularly if your business needs staff, but lacks the capital to hire.
Hiring staff to perform operational functions enables particularly micro and small enterprises to adequately service their clients and generate revenue and grow the business. For more established businesses, the cost-saving allows them to more easily invest in their expansion, Willis explains.
“For many SMMEs, the inability to hire and expand operations is one of the most debilitating hinderances to growth. Internship programmes allow businesses to hire much-needed resources at a below-market cost with no long-term commitment.”

Internships allow businesses to increase staff quality. They also improve long-term career prospects for participants, arming them with on-the-job experience. “Businesses can grow their talent pool by enlisting top-performing interns onto the company’s team once the internship period has ended. These interns have already undergone training and will add value as soon as they commence work as permanent employees. Similarly, interns who feel that they are not suited to the company or role have a seamless exit on the conclusion of the contract,” explains Willis.

On a macro-economic level, the growth of SMMEs has a net positive impact on the economy. The Global Entrepreneurship Monitor report for 2017/18 indicated that SMMEs in South Africa contribute 36% to gross domestic product. Your company will hopefully increase revenue, increase profitability and be able to employ more people going forward.

Businesses can be a valuable part of the unemployment solution in South Africa. By offering real life work experience to young people, they are actively participating in job creation. A country with increased levels of employment fairs better on all fronts – increased spending power means a thriving economy and a more optimistic life for all citizens.

Willis says for some interns, such experiential learning opportunities are required to complete a vocational qualification, while others use internship opportunities as a way to gain some practical work experience.

“Businesses who host interns can increase their operational capacity and profitability, thereby increasing the likelihood of creating even more jobs in the long-term. At Lulaway, we offer an end-to-end solution for the management of all stipend-related administration. If you are a small company that would like to take advantage of internship opportunities, but do not have the resources to manage the administrative requirements, we can help. Business owners can also check out our free guide,” concludes Willis.


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Recruitment Trends: A Closer Look At What We Can Expect In 2018?

Social recruitment:
Despite initial qualms from those in the recruitment industry, social recruiting (using social media for recruitment) has become a primary focus for recruitment departments.
The reasons for this trend are obvious. The average person spends two hours on social media every day. This means recruiters can target specific candidates cost-effectively while increasing efficiency.
Facebook is one of the most popular social media recruiting tool. It allows advertisers (in this instance, employers or recruiters) to target audiences using highly detailed criteria. This facilitates maximum reach to the right candidates, in a cost-effective way.
Engaging with passive candidates:
Another emerging tendency in the social media space is the focus on ‘passive candidates’. Passive candidates are individuals who are currently employed and aren’t actively job-hunting, however, they would be open to discussing a new role if it came along. Employers are turning to social media to give these passive candidates insight into their brands. By engaging potential applicants using interesting and educational content, they are made aware of the company, its values and the workplace environment.
This allows employers and recruiters to build an audience or talent pool of interested candidates that they can tap into when opportunities arise. In turn, the prospective candidates who are already informed about the organisation need only decide whether or not they wish to apply for the vacant post.

Online recruitment:
Most organisations are opting for online recruitment as their primary recruitment method, replacing the traditional forms.
Many online platforms available to recruiters are free and have a wider reach than the recruiter’s own pool of talent. Accessing a large pool of appropriate candidates cost-effectively and with minimal time investment is highly attractive to busy HR departments. Online job posts offer an effective way to get vacancies noticed quickly and is often more effective than newspaper advertising.
Widening the net, however, brings its own challenges. The ease of applying for a job can result in hundreds of qualifying and non-qualifying CVs being submitted per job. In such cases, online platforms, which provide screening and sorting mechanisms are an invaluable resource to employers.
Building talent pools:
In addition, online platforms provide an efficient way to create a talent pool for future requirements. Many company websites invite job seekers or interested parties to register their resumes with them, regardless of whether they currently have vacancies. In this way, they create a pool of candidates who have already expressed an interest in joining the company. This can drastically reduce the often-tedious recruitment cycle when vacancies do arise.
Employer branding:
Companies understand that they can no longer assume that a decent job offer is enough to attract the best talent. Subsequently, employers have begun to brand themselves as desirable places to work. By sharing their values and highlighting the pros of working in that company, they hope to motivate talented candidates to join their organisation.
They also hope to differentiate themselves from their competitors through attractive perks such as incentives or performance bonuses, retirement plans, and healthcare contributions. According to Glassdoor, 57% of people say that company benefits and perks are among the top considerations for people accepting jobs, making perks essential in highly competitive and specialised industries.
Reaching out to Millennials and Generation Z’s:
With the growing number of Millennials and Generation Z’s entering the workplace, companies are finding out what motivates them and adapting to accommodate them. Work-life balance, finding meaning in their work and happiness in their workplace environment, as well as being treated as individuals are all high up on Millennials and Generation Z’s value chain.
Perks which are particularly attractive to the Millennials and Generation Z’s include full tuition reimbursement, onsite gyms, free on-site cafeterias, housing allowances, paid parental leave, paid sabbaticals, paid leave to volunteer, and onsite free childcare.
Diverse workforces:
Research shows that diverse teams are more productive, more creative and achieve higher overall performance. A company that values diversity hiring recognises that a diverse workforce enriches the workplace and will positively affect both the image of the company and its bottom line.
The organisation’s culture plays a critical role in its branding. Diversity is no longer a ‘nice to have’ or a tick-box item for a company’s BEE scorecard. It enjoys increasingly high value as many employees are attracted to companies where diversity is welcomed and sought after.
People Analytics:
People analytics (also known as talent analytics or HR analytics), is becoming more widely used in the recruitment space. People analytics is the application of statistics, technology and machine learning to large sets of talent data, which results in more efficient recruitment processes, more accurate hiring decisions and hopefully higher productivity and employee retention rates.
The proliferation of online activities means that data is constantly being created. The key is not to merely collect the data, but to interpret it and understand the importance (or lack thereof) of each data point.
Harnessing big data to drive optimal HR processes is still in its early phases. However, it is expected to increase significantly in the years to come.
Signing the contract is not the end:
The recruiter’s job is not over when the contract is signed. There is little point spending time and money on recruiting the best talent, only to have them leave because they did not feel welcome or understand what was expected of them.
Top trends in the onboarding process include assigning a mentor/buddy for a few weeks, guided tours of the company and a welcome event to introduce new people to colleagues.
For entry-level employees, where the pay is low and conditions demanding, an induction programme is non-negotiable if employee retention is desired.
Research conducted by Lulaway shows that a day-long induction can increase three-month retention rates by 20%. The entry-level recruitment company’s induction programme includes an explanation of workplace protocols, job expectations and clarifications about leave and salary arrangements. New employees feel more confident as a result. With their anxieties addressed, they can quickly become valuable members of the team.

Seven steps to landing your first job as a matriculant or graduate

On Friday 17 November 2017, Lulaway, in partnership with Boston City Campus embarked on an ambitious undertaking to facilitate the employment of over 200 Boston learners at a speed interviewing event.

Whilst speed interviewing is becoming increasingly popular in developed countries, the model has not yet been applied in South Africa where rampant unemployment threatens the nation’s social and economic future.

Lulaway CEO Jake Willis says speed interviewing has the potential to remove one of the most unsolvable and crippling socioeconomic barriers facing South African work-seekers.

“Youth unemployment continues to rise despite billions of Rands being spent on job creation initiatives. The only way we will increase youth employment rates is by thinking out of the box. We are constantly looking for practical high-impact solutions which are relevant to the market. Speed interviewing offers a simple way to eliminate obstacles as it brings all the candidates and employers to one place.”

Inflated transport costs compound the ‘spatial mismatch’ for work-seekers. With transport and other work-seeking costs at an average of R560 per month, many unemployed people cannot afford to actively seek employment. Much of the unemployed youth, who are not actively seeking work, say this is because their locations constrain them from looking for work. “

Willis says speed interviewing has the potential to create much-needed efficiencies in the entry-level labour market on both the supply and demand side. “Normally, we face huge challenges to get these learners to one interview. They cannot afford to go to four interviews. We send them to various employers at a high cost, while trying to balance the scheduling requirements of employers and work-seekers.

“The drop-off rates are enormous. Learners get lost or do not show up. On the employer side, the administrative efforts required to interview 250 people in one day would be overwhelming. The scheduling alone would take many hours.

“Speed interviewing normally involves one employer with multiple work-seekers. We have taken it a step further and invited several employers in the same industry to the same event. This is to limit the travel costs for the work-seeker to the bare minimum,” continues Willis.
Employers have responded enthusiastically to the event.

Employers present were Green Connect, Landau Attorneys and iTalk. Altogether, these employers have expressed interest in hiring 120 of the candidates.

7 Steps To Landing Your First Job

So, you’ve just graduated — congratulations!

You are probably excited, but also terrified, about finding that dream job, earning an income and putting your education to good use.

While landing your first job may feel overwhelming, don’t despair. Jake Willis, CEO of entry-level recruitment company Lulaway, provides some proven strategies on how to tackle the various challenges and succeed.

1.Create a winning CV

Don’t underestimate the importance of a great CV. Your CV is a representation of you and your achievements and presents an ideal opportunity to make a lasting impression.

It is the first — and possibly last — encounter a potential employer has with you, so you need to make it count. Spend time on your CV to make it an excellent summary of who you are, highlighting your strengths and talents and what you are able to offer the employer.

Your CV should be concise and not more than two pages long. While you may not have tons of work experience, be sure to showcase your successes. Promote your achievements in different contexts such as study, work or leisure, as well as any volunteer work or community projects you were involved in.

Ask an experienced friend or relative to help you and make sure that your spelling and grammar are absolutely pitch-perfect. If you are planning to hand-deliver your CV, print several copies, bind them and place them in a plastic folder. Also remember to save an electronic version, ready to email as and when opportunities arise.

2. Ace that interview

If you are invited to attend a job interview, you need to ensure that you take it seriously. You are competing with dozens of other candidates, and this is your one chance to make a lasting impact, emphasising your suitability for the role, your talents and potential.

By arriving on time, you will demonstrate that you are reliable and committed. Dress professionally and remember to make — and keep — eye contact. It is advisable that you conduct in-depth research on the company to really stand out, especially when you ask intelligent, informed questions about the job at hand.

Breaking into the job market in South Africa is challenging, especially given its high rate of youth unemployment, but that doesn’t mean it’s impossible.

3.Research, research, research

The internet is your best friend. There are dozens of websites devoted to helping graduates like you find a job. Try some of the popular online job portals and classifieds sites

Also consider recruiters like Lulaway who specialise in entry-level positions. Keep a lookout for graduate programmes, learnership programmes and internships that are on offer.

Register your CV and create an employment profile on every available website — it costs nothing and gives you maximum exposure. Sign up for alerts and updates and ensure you check the web every few days, as new opportunities arise all the time.

4.Spread the word

Many people say that their jobs — especially first jobs — were found using personal connections. Now is not the time to be shy. Reach out to everyone and anyone you know who can connect you to employment opportunities.

This includes your friends, relatives, parents’ friends, classmates, church members and youth groups. If you have a connection, use it. Does your mom shop regularly at the store where you’d like to work? If so, have her mention that you’d be open to working there.

A great place to start is in your own community. Local stores and businesses often prefer to hire from within the community. Also keep in touch with your school or tertiary institution, as they are sometimes contacted by recruiters, training companies and employers looking for candidates with specific qualifications.

5.Have realistic expectations

Breaking into the job market in South Africa is challenging, especially given its high rate of youth unemployment, but that doesn’t mean it’s impossible.

While you may have studied for a specific career, it may be hard to find a job that is perfectly aligned with your training. Market demands are often different from what many young people are qualified to do, so look around, but don’t be too selective about your first job.

Your first job may not be your dream job or your dream pay scale, but try to keep in mind that any job is better than no job.

It is ill-advised to reject a job offer because you feel it is “beneath your qualification”. All job seekers started at the bottom — as packers or crew members — and progressed in the company when they showed how capable they were.

Your way up is by getting your foot in the door — so take that job, especially if there is room for growth.

Don’t give up if you can’t find a job immediately. Searching for a job takes persistence and patience.

6.You can’t put a price on experience

Employers place tremendous value on experience; sometimes even more than formal training. Experienced employees require less training, take less time to get used to a working environment and quickly become efficient and productive employees.

Experience can show an employer that you are willing to work hard and that you have the aptitude to get the job done. Even if the role turns out not be what you want in the long term, we recommend sticking it out at least six months or even a year.

Get a great reference from your manager, and you will come out much more employable, with valuable skills –– and one step closer to finding your dream job.

7.Keep trying

It can be frustrating to feel as though you are doing all the right things, and yet still be unable to secure a job. Don’t give up if you can’t find a job immediately. Searching for a job takes persistence and patience.

It’s important to keep trying, because a potential employer will notice if you have the determination and drive to find a job. It can take several months to find a suitable job — economic times are tough –– but if you persevere, your efforts will be rewarded.

In the meantime, look at ways you can make yourself more employable through volunteer or temporary work, or by learning new skills.

New Government Partnership

How to jumpstart your career this festive season

It is tempting to think of the holiday season as a time to relax, party and enjoy the festive spirit. What you may not realise is that the festive season is the perfect time to get your foot in the door of the working world.
Employer staffing needs – especially in the retail and hospitality industry – increase over the holiday period and it offers you a way to land a permanent job, if you play your cards right.

While a temporary job might not be exactly what you are looking for, if you make a good impression it could become a permanent position. Most employers say they plan on keeping around some of their seasonal staff after the holidays have ended.
Remember: The holiday season is the time to be searching for jobs if you’ve never had a job before. Use a holiday job as an opportunity to show employers that you have what they are looking for and that you can great value to their business.

1. Say yes to any opportunity

Take the job even if it’s not your dream job, or it doesn’t match your training, or the pay isn’t that great. Think of it as a trial period. Good staff are noticed and employers will often keep on those holiday staff who stand out for excellent performance and attitude. Even if they do not, they will be happy to refer you to other employers or branches and may keep you in mind should a vacancy become available.

2. Be the Model Employee

Come on time, show up every day and follow instructions. Ask questions if you are not sure, and commit to working throughout the entire holiday period.

3. Have an open schedule.

We know that it’s the holiday season and, chances are, you might want to keep your nights and weekends free to hang with friends and family. To make the most of your opportunity, work all the hours you have agreed to and more if possible. Be as flexible as possible—working night shifts, weekends or filling in for someone who’s sick—you show your employer that you are someone they can count on. Your efforts will be appreciated and remembered when your employer is looking to hire permanent staff.

4. Be a team player

Volunteer for a variety of tasks; Show you’re eager to learn all aspects of the operation. Don’t wait for someone to ask you to do a task. Be a team player and offer to do tasks which are not your responsibility. Being able to contribute to the team and not just your job makes you more attractive as a potential full-time employee.

5. Stay cool under pressure and keep a positive attitude

Employers care a lot about your, especially in during the festive season. Holidays can be the busiest time of the year for some industries, and working there can be pretty hectic and somewhat stressful. Employers want people who can stay calm under pressure, and always treat customers with a smile and be part of the team.

Taking advantage of festive season opportunities could result in you starting the new year with a long-term job or extra cash in hand – and an added reason to celebrate.
For more tips, follow Lulaway on Facebook and subscribe for post notifications so as not to miss out on job opportunities!