CAREER DEVELOPMENT GUIDE

2009
Magnet Communications Yearbook 2009

Job Search
An Effective ti o ns and Interv
iews
h A p p li c a
Throug
Secure a Job Success
rt s O ff e r S te ps to Career
Expe
ork
r Skills for W
Updating You
yers
.’s Top Emplo
Exploring S.A
 Magnet Communications Yearbook 2009

CAREER DEVELOPMENT GUIDE

From A to Z
South Africa’s Top Employers

Career Planning
Useful Tips & Career Advice

2009 Magnet Communications, Research and Media (Pty) Ltd. All rights reserved. Distribution of material in this publication is prohibited without the
approval of Magnet Communications (Pty) Ltd. Publisher Peter Johansson | Media Director Carol Johansson Assistant Director Bianca McKechnie
Production Co-ordinator Erin Lee Saunders | Sub-editor & Writer Sean Samson | Consulting Editor Rod Prodgers | Art Director Lyn Eadie, Nobull Studio
Printer CTP Printers | Address Magnet Communications | 203 Greenmarket Place | 54 Shortmarket Street | Cape Town 8000 | Telephone 021 422 4822
Email bianca@magnetcomm.co.za | Website www.magnetcommunications.co.za

1
JWT55307

PLAY SHARE TOUCH

Nokia 5800 XpressMusic
© Nokia 2009.

Big sound stereo speakers

Full touch screen
Quick touch-access music player
8 GB memory

nokia.co.za/playlist
 dear reader
As a student you dream about the day you’ll finally graduate, standing in your
black gown celebrating your achievement – but what happens next? If you
decide to work after finishing your degree, where do you start? This can be a
scary process, but the following pages have been put together to prepare you
for this day.

Drawing on the experience of industry professionals, 23 career centres and

our own independent survey to identify your top career goals, we help to set
you on the path to your career. An exciting opportunity exists to tailor this
valuable advice to your own goals. Imagine the pages of a colouring book:
we provide you with an outline, but how you fill it is up to you. Choose your
colours wisely.

What can I offer an employer?

This year we ask you to think about yourself as a brand. We offer advice on
how to market yourself – identifying your selling points, to finding that ideal
buyer . . . um employer . . ., flaunting your skills in your CV, and speaking to
those skills in an interview.

What can I expect at my new job?

Since this is an ongoing process, we introduce you to your new working

environment by demystifying words such as ‘organisational culture’ and
‘mentoring’, but our approach is anything but one-size-fits-all. Your product is
as unique as you are and the career path that you decide to follow will reflect
this.

Whatever your path, we wish you well on your career journey.

Good luck and enjoy!

3
Contents page
>> Career Planning
06 The Job Search
Avoid circling endless job ads and learn the rules to recognising a job, that suits you

08 Anything but Ordinary

Target your CV to a specific employer and identify your unique selling points

10 Cover Letters
Write an attention-grabbing front page that makes the most of your skills

11 Career Fairs and Info Sessions

Make a lasting impression when employers visit your campus

12 Assessment Centres and Tests

Make the grade when recruiters test your performance

13 Beating the Stereotype

The skills you’ve gained from an Arts degree make you an attractive employee

15

The Interview

16 Questions in Your Interview

Be prepared both to be questioned and to ask questions in your interview

16 Phone Etiquette
Reasons why you shouldn’t underestimate telephone interviews

17 The Job Offer

Factors to consider before you accept an offer

4
 17 Campus to Corporate Life
Make a stress-free move to life as a young professional

19 Ongoing learning
Why you should keep your skills up-to-date

19 That first hurdle

How to behave when you’re new to the office

22 >>University Contributions

SA’s Top Employers from A to Z

40 Absa 74 Edward Nathan Sonnenbergs 02 Nokia
42 Accenture 76 Ericsson 110 Old Mutual
44 Allan Gray 78 Ernst & Young 112 Optimum Coal
Anglo Group: 80 Eskom 114 Pfizer
46 Anglo American 82 Exxaro 116 PwC
48 Anglo Coal 84 FNB 118 SAB&T
50 Anglo Platinum 36 Goba 120 Sandvik
52 Kumba Iron Ore 86 Group Five 122 Sanlam
54 Auditor General South Africa 88 Hatch 124 Santam
56 BDO Spencer 90 Implats 126 SARS
58 BHP Billiton 92 Industrial Development Corporation 14 Sasol
60 British American Tobacco 94 KPMG 128 Shell
62 Citi 96 Mazars Moores Rowland 130 Tata
64 City of Cape Town 98 McKinsey & Company 132 TOTAL
66 CSIR 100 Moore Stephens 134 Tsogo Sun
68 Deloitte 102 Murray & Roberts 136 Volkswagen
70 Department of Foreign Affairs 104 Mutual & Federal 138 Webber Wentzel
18 Department of Land Affairs 106 Nedbank 140 WesBank
72 Dimension Data 108 Nestlé

5
>> JOB SEARCH
The Job Search
Circling job ads in their local paper is the first step for many job seekers.
Put down that pencil! While this is a good way of seeing which jobs are out there, the adverts give little information
about what the positions actually need. When you apply for a job, you’re selling yourself and your skills. Selling to
your market means being sure about what you’re selling and what your market needs.
L
ooking closely at your skills
often uncovers the type of
job you’re best suited to,
and can help in situations where
you have more academic than
professional experience.
Start by asking yourself three
broad questions:
• In which areas do I excel?
• What makes me unique?
• Why did I choose my course at
university and my degree?
There are no right or wrong
answers to these questions, but
they’re useful in getting you to
think about where your strengths
lie. For instance, you may have
chosen some of your courses
because of friends, or because
the required reading for the
course seemed slim. This doesn’t
mean you left the course with no
valuable skills; perhaps you did
well in writing or communication,
or found that you excelled in
presentations to an audience. These
skills might be just what your
future employer is looking for.
Remember that your chosen degree
doesn’t necessarily determine the
direction your career takes, which
is why an analysis of skills is very
important.
Throughout your education
you develop skills that can be
used in your future career. This
becomes especially important if
you don’t completely meet the
6
identifying skills
that appeal to your market
exact requirements of a specific
job. In these cases you could
cite examples from your time at
university, including the societies
you belonged to, where you’ve
displayed the skills needed for the
role.
Employers are keen to see
evidence of the following
attributes:
• Intellect and a willingness to
learn
• Teamwork
• Self-motivation
• Written and verbal
communication skills
• Drive and enthusiasm
• Commitment and reliability
• Creativity and problem-solving
abilities
In marketing themselves to an
employer, many recent graduates
don’t even attempt the sales pitch
as soon as the word ‘EXPERIENCE’
pops up. The job search needn’t
stop there since there are some
ways to tackle this problem. First,
all work – paid or unpaid – is
valuable. Volunteering may help
you broaden your skills, but also
shows your ability to work with
others. Secondly, short-term
contracts, or ‘temping’, might also
be a way for you to get your foot
in the door. Be flexible about the
duties you take on, which will
speak to your adaptability, but
you’ll also gain valuable knowledge
about company processes.
Remember that while job search
websites offer many opportunities
for jobseekers, they don’t advertise
all vacancies since many employers
prefer to recruit internally by
promoting or seconding a member
of staff. They may also draw on
personal contacts. The key here
is making yourself known to
potential employers.
The job search process doesn’t
only require matching your skills
to a chosen employer – you must
decide whether the company suits
your career path. You don’t want to
give your product to just anyone!
Large employers who are
household names tend to offer
structured development and recruit
a cohort of graduates into trainee
programmes, developing and
identifying skills over a set period.
With small and medium-sized
enterprises the environment may
not be as structured, but here you
could be involved in many areas of
the entire company from the start.
Also, smaller companies generally
offer you the benefit of building
a relationship with more staff
members.
An analysis of your skills
doesn’t only filter the job search
process but also clarifies your
marketability.◼
 JOB SEARCH <<

The job search can be a long process and may not give you the results you want. In this case you should try
and vary your job search. Below are some tips on where to look:

Newspapers: This is still a popular choice for
job hunters, but keep an eye out for specialist
recruitment publications like JobMail.
Company websites: Some companies list their
vacancies on their websites. With an online
application process that allows you to upload your
CV, even if your skills don’t suit the vacancies
advertised, the company will have a record of
your details. The website will also provide useful
information about the company culture.
Recruitment websites: Recruitment agencies do
online recruitment for companies. You can register
your CV online and the website will send you new
job postings in an email.
The most useful route for students would be
Career Weeks on campus: During Career Weeks,
recruiters from different industries put up stands
on your campus. Companies invite applications
during this period or provide you with details about
the application process. Later in the academic year,
companies give on-campus presentations. These
presentations usually give information about their
graduate recruitment programmes. Both types of
event give you the opportunity to interact with the
company you’d like to work for.

Whatever route your job search companies. This is important not help you tailor your CV and skills
takes, consult your campus Careers only during your job search but to match your employer of
Centre about the opportunities also once you’ve identified the choice. ◼
it provides for you to meet with companies you’d like to apply to, to

Ask yourself:
• What does this company value?
Example of a Job Advertisement • What are the skills I require?
• How do I express these skills?

Tilman Group
particularly with life insurance
Tilman has been a consulting service of choice for the past 20 years, dealing
and pension markets in the financial services sector.

and objectives into systems

The approach we take in delivering value to our clients is translating vision
of expertise and tailor it to the
and processes that succeed. Our strength as a group is to translate our years
strong and ongoing relationships
experiences and needs of our clients. To aid growth and delivery we develop
.
with our clients. Our business and tradition is based on ‘service for progress’

Vacancy: Trainee Account Manager

required to assist in the
Training will be provided for the junior position. The candidate would be
strategie s with a vision to manage within two
management of key accounts, develop and update previous
years.

Location: Cape Town, Western Cape

using JAM09 in the subject
Apply: Please send your CV to Ms. Sharon Lester at vacancies@tilman.co.za
line.

7
 >> JOB APPLICATION
avoiding the
trap of a
Anything but Ordinary general cv

You’ve listed your contact details, your work experience and your education from beginning to end. You’ve included
the name of the lecturer who gave you a first-class pass under ‘Referees’. You’ve put all this information in a CV
template you found in the computer program you work on all the time. This means that you’ve just completed your
CV, right? All you need to do is send it to the company who will surely be your future employer.

A
general CV is the biggest
mistake a young graduate
can make. This document
represents your life, but should
show your suitability for a
particular job, and a particular
employer. This means that your CV
is different for every application
you make – never think of your
CV as ‘done’. Not only does it need
to be updated, showing progress
in work and education, but it also
needs to be suited, highlighting
parts that will catch your
employer’s eye. ◼

Even though the CV is flexible, it should have the following sections:

your personal details:
• Give a contactable physical and email address that
reflects well on you.
>> This means that an address like horndog_inheat@
mail.com should be avoided.
• You can include your date of birth, but it’s not
mandatory because of the laws preventing age
discrimination. Your youth could be an advantage
in certain instances.
• Your nationality is useful in clarifying your suitability
to work in a specific country.
• Marital status, gender and health status don’t have
to be included unless it’s specifically requested by
the job.
Personal profile/Career objective:
• Use this section to demonstrate your career goals
and aims. It’s useful to give evidence of your key
strengths, but a lot of this information could be
mentioned in your cover letter.
Education:
• Work backwards from your last qualification.
• Include the period you’ve attended the institution,
the name of the institution and the town.
• Think about how relevant the information you’re
providing is. Would your prospective employer
need to know that you got an ‘A’ in matric biology?
• You could include information about courses or
dissertations you’ve completed relevant to the
position you’re applying for. You may choose to
include the skills you’ve acquired.
>> Example: Teamwork and presentation skills
developed during group projects – Final-year
advertising course.
Experience:
• All your work experience counts, whether it’s paid
or voluntary.
• Work backwards from your most recent job.
• Focus on your responsibilities in the role – the skills
you’ve used and those that were developed.
• You could create a separate section for experience
particularly relevant to the post you’re applying for.
>> Example: December 2007: Roles in customer service
including telesales and bartending – Developed skills
in communication and customer service.
Referees:
These are individuals who’ve supervised, lectured, or
taught you and can confirm your skills and work ethic.
• Two referees are the norm, but some employers
require more.
• Include the referee’s phone number, email address
and title.
• Ask their permission first! You may also want to
chat to them about your career aspirations before
listing them on your CV.

8
 JOB APPLICATION <<

Example of a Chronological CV:

The tone and language in your PERSONAL DETAILS

CV should be professional and contactable and professional
succinct.
JASON JONAS

Tel: 021 691 9691

Cell: 076 144 908
Talesbury Mews
Email: jnj@cit.co.za
Kenilworth Rd.
Claremont
PERSONAL PROFILE
Cape Town aims, goals & strengths
Multi-lingual Finance graduate with financial experience and strong communicati
on skills seeks a career in
financial accounting.

EDUCATION AND QUALIFICATIONS

2008 (January-March): Claremont College
Business Communication
EDUCATION
2004 – 2008:

University of Scarletsville
BCom Accounting
relevant information
Deans Merit List
Semester Abroad at Cambridge University

1996 – 2003: Durbridge Senior Secondary

(All subjects on the higher grade) Mathematics (A), Accounting (A),
Economics (A), English (A), Afrikaans (A), French (A), Art (A)

FINANCE RELATED WORK EXPERIENCE

2006 (June-August): Timeline Management Audit Assistant
• Working with senior auditor analysing company systems
• Performing checks to check financial information systems EXPERIENCE
2005 (June): Trinity Worldwide skills you’ve used




• Assistant Bookkeeper
• Data Capturer
& developed
2004 (December): Unpaid Financial Assistant – Joybury Solutions
• Matching invoices to statements made on account

OTHER WORK EXPERIENCE

2008 (Jan-Nov): Level Senior Secondary
• Mathematics Tutor
• Teaching Grade 8-12
Avoid long-winded
2007 (June-Nov): Librarian, Commerce Library
paragraphs and rather
LANGUAGES

French, fluent
English, fluent
use bullet points.
Afrikaans, read and write

IT SKILLS Microsoft Office, Word and Excel
Basic Web design

VOLUNTARY WORK EXPERIENCE

2003: (Jan – Dec): Claremont Community Centre
Arts Instructor (Year 5-6)

ADDITIONAL Enjoy Art and Graphic Design

Possess valid driver’s license

REFERENCES (Available on request) NEVER TYPE YOUR CV

IN CAPS! It seems like
you’re shouting.
Never use acronyms,
abbreviations or sms REFERENCES
text language. confirm your skill & work ethic

9
 >> JOB APPLICATION

Cover

Letters
writing that page-turner
The cover letter is your way of introducing yourself to your employer. It also serves to give some context to your CV.
Technically; this is the first page of your CV and should make the selectors want to continue. Think of the entire CV
as a TV ad – the cover letter should keep recruiters glued to their seats.

O
verall, the cover letter
shows that you understand
the organisation and
highlights the parts of the CV that
make you an attractive candidate. It knowledge of and suitability for
should include a brief introduction that position.◼
indicating the position you’re
applying for and also showing your

An Example Of A Covering Letter to Accompany Jason’s CV For The Tilman Group

Your cover letter should

Ms. Sharon Lester
answer the following
Graduate Recruitment Officer
Tilman Group
questions:
Trainee Account Manager
Dear Ms. Lester • Why are you interested in this type
of work?
in
I am writing to apply for the Trainee Account Manager post as advertised • Why are you interested in working
tion.
the Career Start publication 2009 and enclose my CV for your considera for this employer? (Feel free to
indicate your knowledge of the
A representative of the Tilman Group, Darren Carpenter visited the company’s successes, involvements,
Scarlettsville Careers Fair in December 2008. After spending some time values and clients.)
interacting with Mr. Carpenter I was impressed by the opportunities for • Why are you suitable for this
growth within the Group, as well as the information on offer at the Group’s position? (Here, refer to your key
stand. Through further research I’ve conducted on the Tilman Group, strengths and the experience in your
specifically the number of junior to senior managers who began their careers CV.)
as trainees, I feel confident that this position suits not only my career goals, • Are there any gaps in your CV?
but also my skills. (These could include long gaps in
your work history or ways in which
The Tilman Group has a focus on two main areas, ‘client service’ and ‘updating you don’t match the selection
a
financial strategies’. I feel that my academic qualifications have given me criteria. The cover letter should
firm footing in financial principles and theory that would benefit the Group, speak to this.)
I
but it is through my involvement with the Scarletsville Business Club that
best displayed my ability to analyse and improve traditiona l strategies . Using Regarding style – the cover letter
the corporation, Keys International, as a case study, I analysed the strategies should be addressed to a named
have
that led to their 2005 downfall, and developed a business plan that would person. Phone the company to identify
prevented this – as a result, I was awarded the ‘Best Business Plan’ award. who you should address the cover
A focus on ‘client service’ requires excellent communication. My eagerness letter to. Write the cover letter in a style
to acquire these skills is evident in the short course I took in Business that shows how you can contribute
es as a
Communication, where I passed with distinction, but also my experienc to the company rather than how the
tutor and instructor. company will benefit you. Lastly,
paragraphs should be clearly focused
The Tilman Group offers me the opportunity to learn, but also to gain and deal with separate topics, with the
I
experience, leading to a wide range of opportunities which I find exciting. entire letter being no more than one
to
hope that after considering my CV, you will be persuaded of my potential page in length.
perform and make a valuable contribution to your corporation.

Yours sincerely
Jason Jonas

10
 JOB SEARCH <<

the mystery behind

Career Fairs & Info Sessions
Usually companies will introduce themselves to university students by setting up stalls at campus Career Fairs.
Company representatives may also conduct information sessions to provide additional information about the
company. The info session usually begins with a presentation by company reps, followed by a question and answer
session, and ends off with an opportunity for the reps to interact more closely with students.

There are a number of ways to prepare for both types of event:

Do your research! The more information you
have about the companies the more intelligent your
questions will be. You’ll also be able to engage the
visitors in conversation about the companies they
represent.
Bring a targeted copy of your CV along to the
Career Fair. Some representatives accept CVs from
students who show interest in the company.
You may choose to prepare a short introduction,
summing up your interest in the company. Make sure
that your introduction doesn’t seem too rehearsed.
Prepare your questions! You’ll make a great
impression if you’re able to ask career- and company-
specific questions.

Magnet Communications strongly recommends that you explore the career development support available at
your university. Career development staff have many years of experience and have frequent contact with your
potential future employers.

Central University of Technology
Workforce Development Centre
Enquiries: (051) 507 3721
Web: www.cut.ac.za
Durban University of Technology
Co-operative Education Unit
Enquiries: (031) 373 2657
Web: www.dut.ac.za
Mangosuthu University of
Technology
Co-operative Education
Enquiries: (031) 907 7115
Web: www.mut.ac.za
Nelson Mandela Metropolitan
University
Student Counselling, Career and
Development Centre
Enquiries: (041) 504 3222
Web: www.nmmu.ac.za
North-West University
Career Centre
Enquiries: (018) 299 2835
Web: http://www.nwu.ac.za/careercn/
Rhodes University
Careers Centre
Enquiries: (046) 603 8180
Web: www.ru.ac.za
Stellenbosch University
Careers Office
Enquiries: (021) 808 3560
Web: www.sun.ac.za/counselling
Tshwane University of Technology
Career Counselling at TUT
Enquiries: (012) 382 5010
Email: stopfortht@tut.ac.za
Web: www.tut.ac.za
University of Cape Town
Career Development Programme
Enquiries: (021) 650-2497
Email: cdp-careers@uct.ac.za   Email: pvandenberg@uj.ac.za
Web: www.careers.uct.ac.za
University of Fort Hare
Student Counselling Unit
Enquiries: (040) 704 7017
Email: elcc@ufh.ac.za
Web: www.ufh.ac.za
University of the Free State
Career Development
Enquiries: (051) 401 2853
Web: www.uovs.ac.za
University of Johannesburg
Careers Centres
Auckland Park Kingsway Campus
Team Leader: Mr. Ian van den Berg
Tel: (011) 559 2592
Email: ianvdb@uj.ac.za
Administrator: Mrs. Liesl Scheepers
Tel: (011) 559 2601
Email: liesls@uj.ac.za
Career Consultant: Ms. Kim Baldry
Tel: (011) 559 3280
Email: kimba@uj.ac.za
Doornfontein Campus University of South Africa:
Career Consultant: Ms. Andrea Stein Bureau for Counselling, Career and
Tel: (011) 559 6042 Academic Development  
Email: andreas@uj.ac.za Enquiries: Pretoria: (012) 4293513
Auckland Park Bunting Road Web: www.unisa.ac.za
Campus
Career Consultant: Mr. Philip van University of Venda
den Berg Career Development Unit
Tel: (011) 559 1318 Enquiries: (015) 962 8466
Web: www.univen.ac.za
Soweto Campus University of the Western Cape:
Career Consultant: Mr. Keketso Student Development
Rabotho Enquiries: (021) 959 2436
Tel: (011) 559 5752 Web: www.uwc.ac.za
Email: keketsor@uj.ac.za
University of the Witwatersrand:
University of KwaZulu Natal Enquiries: (011) 717-9140/32
Student Counselling & Careers Centre Email: info.ccdu@wits.ac.za
Edgewood – Tel:  (031) 260 3665  Web: http://web.wits.ac.za
Howard College – Tel:  (031) 260 2668 
Medical School – Tel:  (031) 260 4595  University of Zululand
Pietermaritzburg – Tel:  (033) 260 5233  Guidance and Counselling
Westville – Tel:  (031) 260 7337  Enquiries: (035) 902 6825
Web: http://scc.ukzn.ac.za Web: www.uzulu.ac.za
University of Limpopo Vaal University of Technology
Centre for Student Counselling Co-operative Education
Enquiries: (015) 268 2437 Enquiries: (016) 950 9496
Web: www@ul.ac.za Email: education@vut.ac.za
Web: www.vut.ac.za
University of Pretoria
Career Placements Walter Sisulu University
Enquiries: (012) 420 5294 Centre for Counselling, Disabilities
Email: cpc@up.ac.za and Career Development
Web: http://web.up.ac.za Enquiries: (047) 502 2806/2572
Web: www.wsu.ac.za

11
 >> JOB SEARCH

Assessment Centres and Tests

Assessment Centres are part of the ongoing selection process. They usually occur after the first round of interviews
and before the final selection is made. Because the process can last two days or longer it gives different selectors
the chance to see you perform over a longer period of time. Through your CV and during your interview you told
recruiters what you’re capable of; these centres are about them seeing what you can do in a variety of situations.

What can I expect?

• Social and informal events where you meet Tips
al,
• Even though the events may appear inform
a variety of other people – other candidates, – avoid exces ses of alcoh ol,
behave professionally
selectors, recent graduates and senior you a glass .
even if the MD offers
management. n selectors are
• Information sessions where you’re given details • Don’t try to guess the type of perso
lookin g for. Be genu ine!
about the company. This may include information dual
about the available roles. • Selectors are measuring your indivi
perfo rman ce. It’s not a comp etitio n so there’s no
• Tests and exercises designed to test your cand idate s look bad.
need to make the other
capabilities.

C
andidates can be tested in
a variety of ways. These
include Psychometric
Tests (Aptitude Tests and
Personality Inventories) as well as
In-tray Tests.
The more straightforward of these
tests are aptitude tests. They are
taken under exam conditions, and
measure intellect. Rocket scientists
aren’t required!
Personality inventories are used to
measure how you would react in
different situations. They are used
to test your ‘fit’ with the company.
In-tray tests are simulated
exercises. You may be given a
heaped in-tray or a full email inbox
and be asked to sort through it.
These exercises don’t test you on
the content of the role, but rather
test your performance in simulated
activities – how you sort through
tasks, whether you’re accurate, and
whether you perform well under
pressure. ◼

Examples of Psychometric Tests Number Sequences:

The Aptitude Tests are designed to test your
reasoning ability and can take many forms, some of
which test your verbal or numerical ability.
Below is an example of a verbal test which tests spelling.
Choose the pair of words that best complete the sentence:
1. Jonathan should have been given the (a) to make a (b) case.
(a) A. opportunity B. oportunity C. opportunnity D. opportunety
(b) A. suficient B. sufficient C. sufficcient D. sufficeint
You could also be tested through word relationship questions:
1. Medicine is to illness as law is to . . .
A. anarchy B. discipline C. treason D. etiquette
2. King is to throne as judge is to . . . A. understand my emotions
A. lawyer B. bench C. court D. trial
1. _ _ 19 23 29 31 A. 12 B. 15 C. 16 D. 17
2. 54 49 _ _ 39 34 A. 47 B. 44 C. 45 D. 46
Personality Tests
When writing a personality test, in some cases it
would be difficult to choose an answer, since it is
possible that none of the options match your exact
preference. In these cases choose the answer that
comes closest to matching your personality. Below
are some examples from a personality test:
1. It is important to me to
B. I don’t spend much time looking inward

In testing your numerical ability, question may deal with basic 2. When faced with a decision, I am most likely to:
arithmetic to number sequences and data interpretation: A. act on impulse
B. Consider all the options with care, so as to make the best
Arithmetic Questions:
choice
1. 15% of 300 = A. 20 B. 43 C. 40 D. 35
C. be indecisive
2. ½ + ¼ x 3/4 = A. 3/8 B. 13/8 C. 9/16 D. 3/4

12
 JOB SEARCH <<
What’s the

difference between Beating the Stereotype
a humanities student
and a pizza? For years, humanities students have been victim to this taunt. There seems
to be an assumption that graduating with a BA makes one less employable,
ANSWER: A pizza can
but this is not the case. Often, because of the many different areas humanities
feed a family. students focus on during their degrees, they can find a variety of ways to feed
the family.

T
he range of career options
open to humanities students
is very broad. Many choose
a career directly related to their
majors, while others focus on the
skills they’ve gained from their
entire degree.
Some graduates enjoyed their
majors and feel that a career that
deals with this sort of specialised
knowledge is suited to them.
Careers in this field may also
require further postgraduate study
in order to become a specialist:
• Research (academic research/
research assistant)
• Historian, linguist or sociologist
• Translator/interpreter
• Government (research officer/
analyst)
• Media – journalist, radio
broadcaster
• Film – editor, cameraman
. . . and many more.
While these careers are suited to
the specialist knowledge you’ve
gained during your degree, many
employers are more interested in
the skills you’ve gained overall. Be
aware of these skills so that you
can draw attention to them in your
interview.
A humanities degree proves useful
in providing students with the
following skills:
• It equips students with research
skills and asks them to
question previous knowledge.
• It requires students to grasp
and understand information.
• It tests both verbal and written
communication skills.
• It also asks students to think
critically.
A lot of your success as a
humanities student is determined
by the way you plan your career.
This can begin with choosing your
part-time jobs carefully – here
you can develop specific skills for
a vocation. You may also want to
consider postgraduate study, where
you can specialise in knowledge,
making you more employable. ◼

What was your dream job growing up?

I was always attracted to journalism. I wanted to work in media and
always got excited watching the news on TV. I was a very curious child
and always read the paper which earned me the nickname ‘Zitini’ (What
is the news?).

What have been some of your career highlights?

Definitely the missions I was posted on. From 1999 to 2001 I was posted
to Geneva and at the end of 2001 to February 2006 I was posted to New
York as part of South Africa’s mission to the United Nations.

Name: Mr. Xolisa Mabhongo
Role: Chief Director: United Nations
Political, Department of Foreign Affairs
Number of years in that position: 2 ½ years
Educational Background: BA Journalism and
Politics, Rhodes University
Postgraduate diploma in Diplomatic
Studies, Oxford University
Masters in Public Administration,
Columbia University
Being head of the UN desk during the time South Africa was a member
of the Security Council in 2007/2008 was a career highlight. In this
role I was tasked with giving policy advice on a day-to-day basis to
management.
What advice would you give humanities students in particular?
Humanities graduates have skills they can bring to different
organisations. They know how to interact with different people and
different cultures and also have the ability to do comparative studies.
These are skills many employers look for. ◼

13


You can apply now by visiting www.sasolbursaries.com

or by calling 0860 106 235 before 28 February 2009.

The Interview
The face-to-face sale
You’ve sent in your CV and made the best of both your professional and academic
experience. While your skills read well on paper, do they translate into the face-to-
face interview?
D
uring the interview you’ll
be expected to speak to the
skills highlighted in the CV
to test whether you’re suitable for
the job. The process can be a scary
one, but, like any good marketer,
you need to prepare so do your
research!
The interview can take different
forms – be sure to find out what
you’re about to face.
In one type of interview you will be
asked a standard set of questions.
Recruiters have a set of criteria that
they’re measuring your answers
against. Be sure to take note of the
capabilities that are mentioned in
the job ad to give you an indication
of these criteria.
Another type takes a more specific
approach, where the interviewer
chooses to move through your life
chronologically (from the earliest
to latest points on your CV),
formulating questions directly
related to the activities you’ve
mentioned.
Interviews can be specifically
structured in terms of the type of
job you’re applying for or the sector
you’re working in. If you have
applied for a technical job, such
as engineering or IT, recruiters
may test your knowledge by giving
you a real/hypothetical technical
problem. Be prepared to do your
best in these tests, but if you don’t
know the answers to the questions,
make your eagerness and ability to
learn very clear.
Sometimes interviews seem
unstructured and informal, and feel
like a chat with a friend. While this
interview format will make you feel
comfortable and relaxed, be aware
that it is a technique and exercise
the same degree of professionalism
and preparation as the other
formats require.
Other interviews are characterised
by the number of candidates or
recruiters present. You can expect
to be interviewed by a panel of
recruiters, or be in an interview
setting where several candidates are
present.
INTERVIEW <<
The interview can
take different forms
– be sure to find out
what you’re about
to face
Telephonic interviews may be
an initial screening method and
sometimes you will be informed in
advance, where recruiters will pre-
arrange a time with you. However,
be prepared for an unannounced
phone call.
Whatever the interview format
or technique, each requires self-
knowledge and knowledge of
the organisation. Why did you
send your CV to this particular
company? This question should
link the skills you’ve highlighted to
the vacancy. What sets you apart
from other candidates? Are there
specific activities/instances that
prove this?
Lastly, look at recent information
about the company, be aware
of their competitors, and make
sure that you’re up-to-date with
developments in the sector in
which you’re applying. This
information will also help
you develop questions for the
interviewer. ◼
15
 >> JOB SEARCH
Questions in Your Interview
Your first interview with your potential employer can be a tricky situation. You should be prepared both to be
questioned and to ask questions. The more detailed the preparation and research you do on the company, the better
your questions will be.
B
efore you prepare the
questions you will ask
in your interview, think
about the possible questions the
interviewer will ask you. Reflect
on your past work, academic and
extra-curricular experience. While
you can’t predict exactly what the
interviewer will ask, there are areas
he or she will focus on.
Think about why you want to work
for that particular company and
the aspects of its culture (its values
and beliefs, what it stands for) that
attract you. If you had a previous
position, what were your duties
there and what are the skills you
acquired? You can then work back
to your days at varsity. Think about
the reasons why you went into your
particular field and chose your
course of study.
The Etiquette of Phone Interviews
First things first! You’re hunting for a job so even your voicemail says something about you. Avoid having one that’s
too long or just plain silly.
B
e sure that your family
members or roommates
understand the importance
of the job search so that they can
take detailed messages. If you’re
expecting the call, try and prepare by
having a friend call you to do a mock
interview so you can get a feel for it.
Make sure you’re in a place where
you can read notes, take notes, and
give the phone call all your attention.
If you can’t give the interviewer
enough time, suggest an alternative
16
Consider the position you’re
applying for – think about what the
role requires, what it can offer you,
and where you want that particular
role to take you. Plan where you
want to head in the company but
also the skills you bring to this
particular employer. You can
work on some responses to these
questions:
• What would you list as your
main strength and your main
weakness?
• Which moment in your life
(career or personal) are you
most proud of?
• What has been your biggest
challenge and how have you
overcome it?
Interviewers will give you the
opportunity to ask questions about
the position you are applying for
and the company. You can ask
time when you can call him or her
back. This way you can be mentally
prepared when you make the call.
It’s a good idea to keep some notes
on hand so that you have a clear
idea of the points you want to cover
with the interviewer. You don’t
want it to sound too rehearsed
or scripted, but you don’t want to
forget important points either. Also,
have your CV in front of you so
that you can refer to some of your
experiences and accomplishments.
questions about the team or group
you will be working with, their
average age and their backgrounds.
You can ask questions about the
goals of the department and the
division that you will be working
in. The questions you ask should be
determined by your own values. If
career advancement is important
to you, you can ask the interviewer
about advancement opportunities
within the company. If you are
interested in furthering your own
education, you could choose to
ask if the organisation sponsors
further learning, or offers courses
or seminars you can attend.
You can ask the interviewer for the
reasons why the position is now
vacant, the skills someone who
fills that position needs in order to
succeed, and the major obstacles
you could face in the role. ◼
Experts say that standing up and
dressing professionally benefits
even the phone interview because
you behave, and therefore sound,
like a professional.
While you don’t have to fill all
the silences during the phone
interview, when the interviewer
takes a break, ask him or her,
a question about the position,
possibly related to your last
response. ◼
 JOB SEARCH <<

The Job Offer

You’ve spent months courting various companies, circling job ads, sending applications and attending interviews.
Through your efforts and skills you’ve received a number of job offers.

W
hat factors should
you consider when
evaluating a job offer?
Is the income package offered to
be the deciding factor, or should
you take the corporate culture and
your employer’s management style
into account? Should you prioritise
health benefits or opportunities
for advancement in the company?
Some of these may be more
important to you than others
and your personal requirements
demand your attention:
Salary: Are you being offered a
worthwhile package? A good way
to find out would be to ask what
others in your industry and at
your job level are earning. Usually
your Careers Centre will have
information about this.
Work atmosphere: The
atmosphere in some companies can
be very formal, while much more
relaxed in others. What do you
notice in the company’s offices?
Is it open-plan? What are people
wearing? Judging the atmosphere
means paying attention to the look
and feel of the office. Does this
suit you? Is this where you want to
spend at least 8 hours of your day,
every day?
Corporate culture: The
corporate culture of a company
would include its values, attitudes
and beliefs. Do your research on
the company and find out what
it stands for. Does the company
believe in social investment? Does
it have eco-friendly practices?
Decide whether or not you would
feel comfortable with these beliefs
even if it won’t affect your day-to-
day activities.
If your final decision is to decline
the job offer, be sure to reject it
formally by contacting the person
who made the offer. It’s important
to be polite even if you’re not
accepting the job, since you may
have the employer as a superior,
client or colleague one day. ◼

Campus to corporate life from

Adapting to your new work environment after years of worrying about essay backpack to
briefcase
deadlines, classes and exams can be a difficult transition because there are many
confusing contradictions a young graduate will encounter when entering corporate.

1. You have to be confident 2. You need to blend in at your 3. Lastly, you need to function
in your ability to perform, yet new company, yet demonstrate in a team, but still be able to work
demonstrate your eagerness to that you stand out from your peers. independently.
learn.

T
he most important task
for a young graduate
entering corporate life
would be adapting to the company
environment – specific to each
company.
This means learning the company
policies, the written rules for how
things should be done. You can
familiarise yourself with these rules
through the employee handbook,
organisational charts, and annual
reports. By reading these you’ll
gain knowledge not only about
your role but also about the
company itself.
Then there are unwritten rules
about how things are done in the
company. The first step here is
observation. Observe those around
you, preferably senior members of
staff. How do they communicate
with others? How do they behave
in a meeting? How do they dress?
Being clued up on these unwritten
rules might also require talking to
your colleagues about issues such
as your employer’s management
style. Pay attention to issues even if
you think they are minor, e.g. lunch
hours and stationery. ◼

17
 ONGOING LEARNING <<

That ‘New Job’ First Hurdle

Many graduates struggle with their first year on the job. While there are ways to make the transition from campus to
corporate life easier – how are you expected to behave in your new role? It is difficult becoming accustomed to a new
job since you need to familiarise yourself with what the role requires, the different personalities you work with, and
your employer’s likes and dislikes.

T
here are four main areas
you need to pay attention
to:
Your new team: You should try
to avoid confrontation with your
boss and colleagues and be sure
not to criticise them in public since
this reflects badly on the whole
organisation.
In your role: Improving your
oral and written skills benefits you
in any role you occupy. If there’s
a specific part of your role that
you’re struggling with, be sure to
ask questions. Prove that you’re
invaluable to the company by
keeping abreast of technological
developments in your field to keep
your skills current.
Show that your supervisor
can depend on you by knowing
your limits: If you can’t meet
the deadline for a task, let your
superiors know. Arrive on time and
keep your word regarding making
phone calls and memos and emails
you agree to send.
Your fit with the company: You
don’t have to become best friends
with your new colleagues, but
participate in social activities so
others can get to know you better.
Part of your ‘fit’ is determined by
whether you can be a team player. ◼

Ongoing Learning you never

Change happens everywhere – so why shouldn’t it happen in your career? You
really put
wouldn’t want to be left behind because of advancements in technology, procedures that backpack
and strategies in your field. This means that you need to update your skills and
knowledge to adapt to the changing environment. down

T
here are many ways for you
to undergo training that will
benefit your career:
• Seminars and workshops run
by your organisation
• Home study through tapes or
online material
• Courses at an educational
institution
Be sure to seek training at a
reputable institution. Find out
if any of your colleagues have
graduated from this institution.
Did they find the course useful?
How did it benefit their career or
their efficiency?
Remember that the process of
ongoing learning has to add to
your armoury of skills, making you would like your career to head. Be
more valuable to an employer. Ask realistic about these goals – avoid
yourself: ‘How does this course and setting them too low or too high.
acquiring these skills fit into my Make sure that you’re specific
overall career plan?’ This means about what you would like to
setting goals for what you would achieve and give yourself concrete
like to achieve and where you deadlines to reach them. ◼

19
Students,
make your voice heard!

...and earn some extra cash!

Part-time work is ESSENTIAL in preparing students for the Working World!

Magnet Communications, a global leader in Employer Branding are looking to employ students to act as
Magnet ambassadors on each university campus.

You will be required to help distribute the survey to your fellow students on campus, and to return
completed questionnaires. This survey will now be undertaken in South Africa for the sixth time, to help
improve and develop the communication between employers and their future ideal employees – that is,
YOU!

We are interested in all students (1st to final-year) to be our eyes and ears on campus!

The best performing Magnet Ambassadors countrywide will get the chance to spend the
day at their Ideal Employer, arranged by Magnet Communications. A great opportunity to
make invaluable networking contacts for your future career!!

We have worked out a payment structure which ensures that the more correctly filled-in and complete
questionnaires you bring back, the more money you can earn!

To apply for this part-time position please send a ONE PAGE CV, outlining your activities at university
and a cover letter explaining why your fellow students would be inclined to fill out our survey. Successful
applicants will be contacted by Magnet Communications.

>>Send your ONE PAGE CV to research@magnetcomm.co.za

THE MAGNET STUDENT SURVEY

shape your working life!

>>Magnet Research Manager Vanessa Addison

Tired of wasting ink? This isn’t one of those surveys where

you tick a couple of boxes and never see the benefits. The
Magnet Student Survey is designed to give you a voice, and
help you take control of your future career now! 20 minutes
of your time will give you the chance to tell employers
exactly what you need while studying and after you graduate.
We can guarantee that SA’s top employers are listening.

What does Magnet Communications do?

Magnet Communications is an Employer Branding company – this is the sixth time we’re
conducting the survey in South Africa to help employers attract graduates and professionals
to their company, and listen to their needs after they’ve been hired.

Why should I fill in this survey?

What’s important to you? Is it flexible hours, travel, or the chance to be a leader? This survey
gives you the opportunity to tell employers exactly what you need to be successful. We will
then feed this information to SA’s top employers.

The survey also gives your university the chance to understand your career goals better, so
that they can give you the material and services you need.

Where do I complete the survey?

Magnet ambassadors will be distributing surveys on your campus from August to October
this year. Their bright orange t-shirts guarantee that you won’t miss them. Your university
will also send you an electronic version of the survey – so remember to check your inbox.

Who can complete the survey?

All students (even Honours and Masters) studying Commerce, Engineering, Science, Law
or Humanities degrees. The study is independent and you will remain anonymous. You can
also see what you and students around SA had to say at www.magnetcommunications.co.za
and in the media.

Complete the Magnet survey and win great prizes.

21
 pe Town
University of Ca
gy
sity of Technolo
Tshwane Univer
Un iversity
Metropolitan
Nelson Mandela
itwatersrand
University of W
azulu Natal
University of Kw
uth Africa
University of So
ersity
North West Univ
etoria
University of Pr
nda
University of Ve
ty of Technology
Central Universi

22
 Many would argue that this is the best time of your
life. People say this because of the freedom they
associate with being a student. Emerging from this
flexible academic environment as a student to an
efficient and productive professional in your first job
can be a daunting task. Professionals all agree that it
all starts with being prepared.

In the following pages, career experts

from universities across South Africa
give you the tools to first identify, and then
achieve your career goals, your way.

23
>> CAREER ADVICE

UCT’s Anne Short

T
o be aware of your own career development process
you have to acknowledge that employers are looking for
more than academic qualifications. For some students

provides an a strong and direct link exists between what they have studied
and their chosen career, but many graduate opportunities do
not require you to have studied any specific subjects. Fostering
overview key skills is the most effective way to develop your career.

Even degree programmes that are ‘vocational’ can’t fully

of the key skills prepare you for entry into the working world. Formal
qualifications are just one aspect of your application.

for career Managing your own career development requires a particular

set of skills which can be cultivated consciously and also
applied during your university life, both in and out of the
development. classroom. Effective career development hinges on four key
skills: Self-awareness, Opportunity awareness, Decision-
making skills, and Transition skills.

Developing self-awareness means that you should become

aware of your own strengths and weaknesses, your values,
goals, motivators, interests and abilities. Importantly, though,
you also have to become aware of how these change over time
and how they develop with your own experience.

You also need to develop an understanding of the range of

opportunities available, but be careful to acknowledge the
demands of these opportunities, and weigh up the rewards
they may offer.

Make informed and reasoned decisions about what to study,

but also how to achieve a healthy balance between your
studies and other activities. This means that you would also
need to be realistic about the things you need to prioritise and
bear in mind the things you need to achieve, while constantly
reviewing your goals and the decisions you’ve made.

You need to develop the skills that will enable you to cope
with significant change. The move from campus to work can
be a particularly challenging one, and you need to learn to
manage a variety of choices, as well as many uncertainties. You
also need to learn to deal with setbacks and disappointments.

We all use these skills, often at points in our lives when

Anne Short
Director, Career Development Programme
University of Cape Town
key transitions are being made, such as entering or leaving
university, but constantly developing these skills forms part of
managing your own learning and personal development. The
key here is that you develop a sense of ‘career-mindedness’,
and fulfil your own potential rather than try to match with
specific jobs or career paths. ◼

24

Joany answers some burning questions
on career planning. Joany L. de Bruyn
“Don’t be idealistic!
Be realistic!
Nothing comes easy in life.”
What are the steps I should take
in my job search?
Whether you’re talking about
employment, job, vocation,
labour, occupation, trade, career,
profession or craft, it all boils down
to one word: WORK. If you want a
rewarding job, be prepared to work
for it. Finding a job is a committed,
serious move. Apply the same
dedication to your job search as
you would to a permanent job.
Be serious about finding work;
spending one or two hours on a
job search is not enough. There is a
range of paths you can take in your
job search. Attend recruitment
drives and information sessions
on campus – not just in your final
year, but in your first year of study,
and build up a networking database
of companies and employees.
You can then identify some of the
companies you would like to work
for.
Word-of-mouth is a powerful
networking tool so speak to people
(family, friends, fellow students,
guidance counsellors, lecturers,
people in the industry etc.) about
the kind of work you’re looking for.
Read newspapers and job journals
regularly to find out about
vacancies, but also learn about
developments in your field by
listening to the news and reading
Programme Facilitator &
Co-operative Education
Directorate: Co-operative
Tshwane University
the business section of your paper.
Having this knowledge will make
a good impression when you meet
prospective employers, but be
careful not to be Mr /Ms Know-
It-All.
When a job advert appeals
to you, take care to note how
many positions the company is
advertising. This may be part of a
larger recruitment campaign. Apply
even if the position advertised isn’t
suited to your specific qualification
(within reason). What do you have
to lose?
How do I go about applying for
the positions I want?
You should always have a well-
written, descriptive cover letter
and always change both the CV
and the cover letter for each
position you are applying for.
Be specific and explain why you
are applying for that particular
position in the cover letter.
Also, use the cover letter to
mention where you heard about
the company and the position.
Remember, don’t trust Spellcheck
– always PROOFREAD!
Use your CV to highlight the
specific qualities you have, e.g.
work-related experience. Many
students falter here by saying, ‘I
don’t have work experience, or
relevant work experience.’ Hey! You
CAREER ADVICE <<
Co-ordinator
& Employability Service
s
Education
of Technology
HAVE work-related experience.
What and why have you been
studying, doing assignments,
writing exams or doing work-
integrated learning? This is all
experience related to the working
environment. Use it to your benefit!
Remember there is no substitute
for sound knowledge about your
field of study and the employer
you’re applying to.
Many companies are using online
applications because it enables
them to do specific searches
and control mass unsuitable
applications. After you’ve applied
online, remember to visit the site
regularly and update and add
information – this will show your
interest in the organisation. Be
careful about your word choice
and get to the most important
information quickly since
structured templates restrain
creativity and restrict the space
to market yourself, which is why
knowledge about the position and
the skills you’ve acquired to fulfil it
are especially important and should
be highlighted. ◼
25
>> CAREER ADVICE
Ronel gives you
the following
advice during
your job
search…
What are the steps I should take
in my job search?
The Nelson Mandela Metropolitan
University (NMMU) has the following
recruitment programmes enabling you
to search for the perfect job:
Experiential Learning / Work
Integrated Learning:
Many of you are privileged to
have embarked on qualifications
with a compulsory experiential
learning component. These range
from engineering to nursing
programmes. This benefits both
Ronel Rizzo
Current: Manager – Co-operative
Education & Service Learning
Centre for Academic Engagement
& Collaboration
Nelson Mandela
Metropolitan University
26
you and the employer as there is
no commitment for permanent
employment, even though the
retention rate is quite high as this
gives the employer an opportunity
to determine your capability.
Graduate Recruitment Programme:
We run a very successful Graduate
Recruitment Programme from July
to October of each year. Final-year
students in various disciplines are
given the opportunity to apply to
top companies all over the country.
Employers are hosted on campus
for presentations, guest lectures
and interviews.
Law Recruitment Programme:
Some universities also have
a separate Law Recruitment
Programme where representatives
of Law Firms are hosted on campus
over a two-week period in March
for the purpose of recruiting law
students for their articles.
Careers Fair:
The units for Graduate Placement
and Co-operative Education have
co-hosted the NMMU’s first ever
very successful Careers Fair over
a two-day period in July 2008.
This was history in the making
as 70 employers from all over the
country participated in the event.
Careers Fairs provide you with the
opportunity to personally interact
with employers for the purpose
of experiential learning, graduate
placement, bursaries, internships
and learnerships.
Our 2009 Careers Fair is scheduled
to take place on 29th and 30th July.
Positions are advertised
electronically via email and via
campus notice boards by the
Graduate Placement and Co-
operative Education units. You
are advised to participate in our
Keys to Success workshops, which
will groom you with the soft but
vital skills required to be a well-
rounded graduate. It is essential for
proposed incumbents to accept a
job offer in writing before deciding
on ending their job search.
How do I go about applying for
the positions I want?
Write your covering letter in
response to the advertisement and
market yourself by identifying
your core competencies. Include a
neat, concise curriculum vitae and
make mention of all previous work
experience and involvement in
student societies. Assistance should
be provided by your Writing
Centre. It is advisable to follow
up an online application, with an
email.
What happens when a company
likes my application?
The first round of the screening
process is when the Human
Resources staff member of the
company works through the CVs
to compile a shortlist of candidates
to be interviewed. The shortlist is
generally communicated to the
placement officer, who schedules
the appointments on behalf of
the company. If you pass the first
interview, in some instances you will
be requested to attend an assessment
and, based on the success thereof,
may be required to attend a final
interview. If you are faced with more
than one job offer, evaluate your
offers in terms of the culture of the
organisation and benefits offered by
the proposed employer.
What happens if I decide to
take a different route with my
career?
Financial constraints may lead to
you taking a gap year or working
abroad. A suggestion would be for
this period to be kept to a minimum
as their might be curriculum
changes at your home institution.
Where possible, you should try and
complete your qualification within
the prescribed time. ◼

Raj guides you through your job hunt.
What are the steps I should take
in my job search?
I think it is important to emphasise
that the preparation for the job
search should ideally start in first
year and perhaps even earlier.
Developing skills to facilitate a
successful job search entails more
than just the composing of a CV,
the ability to write a cover letter,
and to answering some interview
questions. The best job seekers are
usually the ones who have worked
at developing a range of ‘soft skills’
that entail an understanding of
self; how one responds in conflict
situations; the role one plays in
teams; aspects of leadership that
one displays; and how one manages
anxiety and stress. Having said
this, I believe that if you haven’t
given too much thought to the
development of soft skills or
emotional intelligence, there is no
need to despair. The development
of soft skills or emotional
intelligence is a lifelong endeavour.
Constantly look at attending at
least one training workshop each
year. Student Counselling Centres
at the different universities are
usually a good place to start.
The spinoffs of enhanced self-
awareness are that you are likely
to display to recruiters a greater
capacity to engage with people in
the workplace and to deal with
life’s rigors such as conflict, stress,
anxiety and diversity.
In addition to developing soft
skills, you should spend some time
looking at your experience and
skills in a positive way. There is
often a tendency for students not
to see their experiences as learning
events. Every job done, every
committee you’ve participated in
entails the development of some
transferable skill.
Raj Naran
Career Development Educator
Counselling and Careers Development Unit
University of Witwatersrand
How do I go about applying for
the positions I want?
Due consideration should be
given to the recruiting company’s
application and selection process,
the only exception being if this
process is unfair and contrary to
labour law. Most organisations
would, however, have a procedure
in place for applications and
selection, and this should ideally
be spelt out to you. Key points of
information for you are:
1. Do I meet the basic criteria for
application?
2. Does the job or organisation
represent a strong enough match
with my career goals, interests,
abilities and personality? There is
no need to search for a 10/10 score
on each item here, but one would like
to have a strong enough sense that
there is a reasonable overlap between
the goals of the individual and the
organisation or job.
3. Having decided that this is a
desirable option, you may choose
to apply for the sake of job search
experience or because you are
really serious about the application.
The likelihood is that the selection
process is going to be a good learning
experience if it is taken seriously.
CAREER ADVICE <<
What happens when a company
likes my application?
The application simply means
that you look good on paper. No
company makes a job offer simply
on the basis of the CV and the
cover letter. Strong preparation for
the interview is essential. Some
basic interview questions should be
reviewed, although students should
be mindful not to learn answers by
rote. This can be very embarrassing
and get in the way of listening
to questions and structuring
appropriate responses that speak
positively about your ability to
communicate well and think under
pressure. A number of companies
may require applicants to engage
in further selection procedures.
These can include psychometric
assessments and assessment
centres.
What happens if I decide take a
different route with my career?
It is increasingly common for
careers to take different routes to
those they intended to follow when
they started out at university. This
should not be a frightening scenario
and often follows a period of growth
in self-awareness and emotional
intelligence, coupled with a clearer
picture of the opportunities that are
available. Planning and goal setting
are usually the keys to managing
the change of career direction.
Basic guidelines would usually
include due consideration for one’s
personality, abilities, interests and
values, together with a sense of
realism. ◼
27
 >> CAREER ADVICE
Belinda advises you on how to be a leader and
manager in your career.
P
ast research has identified
leadership as one of the
foremost skills desired
by employers. What exactly is
leadership? In essence, it is the
ability to motivate a group of
people towards a common goal.
Leadership skills therefore include
your ability to develop visions,
set goals, motivate others, take
initiative, communicate effectively,
make decisions, manage resources,
and facilitate the development of
the team that you lead.
Belinda Davis
Student Employment Officer
Student Counselling & Careers Centre
UKZN: Pietermaritzburg
Campus
Remember that leadership is
about serving others and self-
management, and is not about being
in charge and taking full control. In
addition, effective leadership is also
likely to involve ‘leading by example’.
Leaders are visible to those around
them and the adage of ‘practice
what you preach’ will go far in
inspiring those around you to follow
your vision.
Good leaders also have well-
developed communication skills,
the ability to think on their feet,
and integrity, empathy and respect
for others.
However, you don’t learn leadership
skills from your academic classes
alone. The most powerful leadership
training happens during your
involvement in extra-curricular
activities while at university, and
there are numerous opportunities
28
available to help you develop these
skills. Opportunities such as peer
education, tutoring programmes,
sport, SRC, campus media and
cultural/religious societies are just
a few examples of what is available
on campus. Unfortunately, not
all students make use of these
opportunities and therefore struggle
to develop, and then articulate, the
leadership skills they may possess
when seeking employment.
We often hear that ‘leaders are
not born but are made’. So how do
you make yourself a good leader?
How then do you develop these
essential skills that will empower
and prepare you for the world of
work?
Some courses present you with
the opportunity to develop your
leadership skills. When selecting
your courses, look for modules that
will provide you with a chance to
work in groups and lead projects.
Also look out for life skills modules
offered within the curriculum as
well as workshops and programmes
offered by Student Counselling
and Career Centres or Student
Development Centres which
will allow you to enhance your
leadership skills. Understand the
value of such activities in helping
you to develop your skills.
Also, think about your participation
in student organisations as being
more than just something extra
that you are doing and rather as
something critical for improving
your marketability when you
are applying for a job. Join
organisations that are focused on
leadership development and provide
an environment where leadership
skills are nurtured and encouraged.
Mariam Jassat
Careers Counsellor
Student Counselling & Careers Centre
UKZN: Pietermaritzburg
Campus
Looking for opportunities to learn
valuable leadership skills while at
university is a big challenge as this
involves balancing your academic
workload with part-time and
volunteer work as well as your
membership of clubs and societies.
An important factor in addressing
this challenge is to ask yourself
what skills you want to acquire
while at university that will give
you the competitive edge when
entering the job market.
Those of you involved in student
clubs and societies or volunteer work
can attest to the learning acquired
and the satisfaction experienced
through this kind of involvement.
“Every activity that adds to your
academics teaches you valuable skills
like multi-tasking, organisational
skills, communication, teamwork,
leadership skills” (Muniraa Matjila:
2007 UKZN graduate). ◼
 CAREER ADVICE <<

A
s a Unisa student you develop transferable skills differently
when compared to traditional university students because it
is an open distance learning (ODL) institution. You do most
Mandu shows
of your academic work independently and do not attend lectures,
except for discussion classes once or twice a year, per course. A how developing
variety of skills is required to be a successful Unisa student, but
all students should seek to develop these skills since they are often
what recruiters look for. Employers generally look for self-starters,
certain skills
who are disciplined, can motivate and manage themselves and their
time, work under pressure, research independently, and who can now can prepare
meet deadlines. Often, if you are successful academically you already
have these skills, but if not, they can be developed. There are certain
challenges you could face:
students for
I have noticed that procrastination is one of the chief challenges to a competitive
successfully developing these skills, in particular, meeting deadlines.
Secondly, you may find that the lack of close interaction with other
students and lecturers cause you to feel isolated, especially if you are
and challenging
a student at a distance learning institution. Thirdly, many of you find
it difficult to balance your studies and your personal or work lives. workplace – a
This is something that could be a problem later, in your professional
life, when you seek work / life balance. Lastly, many of you struggle
with your study load – this is often due to poor time management,
top goal for her
yet there are ways of overcoming these challenges.
students.
Effective planning means that you will devote the necessary amount
of time to each task in order to meet a deadline. For some of you
this could mean using a chart to mark off how much time you’ll
devote to certain tasks, others may decide to use a calendar and
devote certain parts of the day to finishing an essay or studying
for an exam. You could overcome isolation by networking with
other students through social networking websites if face-to-face
interaction is not possible. You could also participate in extra-mural
activities – it’s surprising to see the range of skills these activities
can develop. Lastly, communication skills are not only developed
through interaction with other students but also through interacting
with lecturers and tutors. These meetings are useful not only to ask
questions about your work or assignments but also to discuss your
progress. This sort of review can also be applied to your relationship
with a future employer.

It is important for you to note that if you are looking forward to

working in a competitive and challenging environment, it will be
highly important for you to develop these skills.

Info on Careers Office

The Careers Office at Unisa runs workshops and seminars that
educate you in developing the abovementioned skills. Over and
above this, you are encouraged to do vacation work (those who
are not employed), work shadowing, participate in community Mandu Makhanya
and university activities, participate in activities organised by Career Development Advisor
professional organisations and bodies, have mentors, and engage in University of South Africa
life-long learning (formally and informally). ◼

29
 >> CAREER ADVICE

Bernice takes you through the initial stages

of your job search.

“ Your job search is a process and begins

the moment you start thinking about life
after you’ve completed your studies, and
continues until you have accepted a job

”
offer.

S
tart your job search on
a solid foundation by
understanding how the
process works and work your way
successfully through each step
towards your ultimate goal – your
new job. Finding a job and finding
the right job are two very different
things. If you want to be successful
in your job search, you should
focus on finding the right job. An
important key to accomplishing
that goal will be to spend the
necessary time to properly prepare
you for your job search.
The first step in your job search
is self assessment. In order to
properly market yourself, you need
to take time to discover yourself.
The better you know yourself, the
better you will be able to make
a match between what you are
looking for in a job, and what an
employer is looking for in you.
Successful job seekers will take
time to identify their specific skills,
talents, abilities, interests, values,
needs and goals.

Take personal inventory of your:
• Education: Think about your favourite subjects,
best subjects and academic achievements.
What have you learnt from your academic, paid
and volunteer experiences?
• Abilities: They could be interpersonal, artistic,
creative or organisational. List the jobs, tasks,
or activities that you have most enjoyed. List
things that you truly disliked about the work you
have done. What are your work-related skills?
Which skills do you enjoy using? Which skills
are your strongest? Knowing who you are and
what you have to offer will increase your job
search success since you will be able to clearly
communicate how your skills, strengths, and
abilities match up with the job description and
requirements.
• Interests & hobbies: These would include
recreational activities, involvement in the
community. What interests you? Consider the
type of organisation you prefer. Small, medium,
or large? Flexible or tightly structured? Think
about work conditions – do you mind to travel?
Are long hours okay? How much time do you
need for non-work activities?
• Goals: These include what you want to
accomplish, the type of lifestyle you want to
have or your ideal future. Consider your life
goals as well as your work goals. What kind of
position are you seeking? Where do you want
to live? If you had no constraints, what would
you like to be doing five years from now? What
would help you to get there? Define your career
goals. If you are not clear about what you want,
you may wind up with a job you don’t want.

30
 CAREER ADVICE <<

You must know yourself to
the extent that you can look
a prospective employer in
the eye and tell him/her what
professional and personal skills
and characteristics you have that
qualify you for the position you are
applying for. Self-awareness helps
you to conduct a more focused job
search and seek out the best-fitting
job opportunities. This step is the
foundation of your job search.
After self-assessment, you should
be able to research and explore
career options that match your
skills, interests, values and
personality. Having a clear idea
of who you are, what you can do,
what you want to do, and in what
environment you want to do it, will
enable you to develop your career
objective. You need a plan of action
for your job search. You need
to identify employers and know
specific information about each
employer. How will you develop a
list of potential employers and how
will you contact them?

Try the following methods to gather information:
• Online assistance – visit the websites of the
organisations that interest you, online recruitment
agencies, career related sites, job listing sites,
employer directories, resume databases.
• Have a look at career books to see the sort of
jobs available.
• Read the annual reports of different
organisations that interest you.
• Speak to as many people as you can to find
out what they do or have done in the job areas
that interest you.
• Visit all career related events: information
sessions, workshops and career fairs to learn
about the types of positions available in your field.
• If the company is very small, do call them and
ask them to send you some information.
• Networking is an important part of you career
development – make contacts, create alliances,
build a support group and befriend people with
similar career interests. Questions to ask people
working in your field of interest might include:
What do you like, or dislike, about working in
this field? Could you describe an “average”
day in your profession? Do you have any
recommendations for someone interested in this
field?
• Check the NWU Career Centre Events and
Calendar frequently – use the Career Centre’s
resources and advisors.

“Looking for a job proactively is not easy.”

Looking for a job proactively is not
easy. It requires commitment and
lots of discipline. But those who
continue to try will eventually reap
the benefits. The key to a successful
career choice is knowing yourself
and what you want from your
career, knowing what is available in
the market place and being able to
market yourself accordingly.
sure that your CV and covering
letter are going to be noticed.
Your curriculum vitae and your
cover letter are the two most
basic marketing tools for your job
search. Developing an effective CV
and a good, targeted cover letter
is therefore essential. Getting the
interview is the ultimate goal of
your marketing tools. ◼

The crucial element to securing

a job is preparation. In today’s
competitive job market, you
are judged from the outset. In Bernice Smit
order to get an interview make Head: Graduate Recruitment
North West University

31
>> CAREER ADVICE

Melodie and Lizanne offer advice to those of you

who want to achieve work / life balance.

Work / life balance through the eyes of a student

Q: How do you experience the challenge of balancing work and personal life? A couple of TUKS
students give us their opinion.

>> ‘Work/life balance is about work I do for a living and aspects relating to my family, health and
other interests taken together to form the work/life balance equation. Family and health is the biggest
challenge to achieve this balance because it takes up so much time and energy, while work tends to
enjoy priority.’
[Anonymous, 33, Technology Management Masters]

>> ‘Being able to do both without one interfering with the other.’
[Mpho Sehlako, 23, 3rd Year BCom Finance]

>> ‘For me, work/life balance means making a personal choice. Personally, I work to live instead of
living to work, but that is my choice. Part of making that decision is to figure out for yourself what is
important in your life. We all have 24 hours in a day and that is the reality, we need to divide our time
between work, social and personal demands, and be flexible enough to compromise when necessary.’
[K N Rynners, 25, MCom Industrial Psychology]

Melodie Wheeler &

Lizanne Conradie
University of Preto
ria

32

Work / life balance in essence
You all have an ongoing desire to
achieve this balance. I think that
in practical terms this means that
you believe if you earn more, you’ll
be able to relax on weekends and
evenings and have a rewarding
personal life as well as being
successful professionally.
The struggle
‘I struggle to achieve this. I always
want to work less and enjoy life
more but then you need to work to
earn income (sic) so you can enjoy
life.’ [Mpho Sehlako, 23, 3rd Year
BCom Finance]
Most of you will realise that your
first job will not pay as much as you
thought. After graduation, many
students want to move into their
own homes, perhaps get married,
and because of this they need extra
cash. Many graduates take on extra
work and second jobs so that they
can afford what they feel will be a
rewarding personal and social life.
Because of the extra hours, and
hectic schedules, many feel burnt
out within two years of graduating.
‘Students take two jobs in order to
actively manage their expectations
because they are fast spenders.
Students want to meet every need
they have instantly by spending
so fast, and as a result, they get
exhausted very fast because of
overworking themselves.’
[Anonymous, 33, Technology
Management Masters]
Another challenge you might face
is the myth that, if you participate
in sport, belong to the culture
society, take on an extra module,
take a job as a waiter at the local
restaurant, and attend all the social
gatherings, you are a balanced
person and therefore you will get
a good graduate job. As one of our
Masters students, K N Rynners
puts it:
‘Personally, I struggle at times,
especially to meet all the demands
placed on my time and energy, and
the biggest challenge for me is to
say “NO”. Sometimes you need to
set realistic priorities, and follow
through on them, despite what
others may say. Another major
challenge I face is procrastination,
which has an enormous impact on
my work / life balance. Delaying
work or important activities just
puts further pressure on the other
facets of life.’
The solution
You have to understand that
work / life balance will not be
achieved if you set your goals
too high. Achieving this balance
would become especially difficult
if you work two jobs. This means
prioritising your needs – knowing
the difference between a necessity
and a luxury. Some sacrifice early
on can benefit you later.
Working a second job to
supplement your income could also
affect your productivity in your
main job – where you don’t give
110%. The exhaustion caused by
the second job could affect your
ability to perform well at your main
job and jeopardise your possibilities
for promotion. You should rather
try and live on the income from
the one job, shine there, and get
promoted.
Companies find graduates
attractive since they have the
opportunity to grow within the
organisation and your future
employer will recognise that
you are giving the job your full
attention. ◼
CAREER ADVICE <<
CAREER PLACEMENTS
is a division of the Client
Service Centre of the
University of Pretoria.
Over the past three years,
Career Placements has
grown into a one-stop job
shop, assisting more than
150 employers in recruiting
TUKS graduates through
facilitating an annual
Graduate Recruitment
Programme on our campus.
This includes events such
as the Career Expo, Career
Week (presentations), and
the IT Employer’s day.
Melodie Wheeler is
the Deputy Director of
Operations of the Client
Service Centre at the
University of Pretoria.
She overseas numerous
divisions including, Career
Placements. The CSC
provides a one-stop service
for all the administrative
issues that support their
clients academic studies,
such as student accounts,
financing and bursaries,
residence placements,
cashiers, access cards,
course consulting and more.
Lizanne Conradie is the
co-ordinator of the Career
Placements centre in the
CSC. She liaises with all the
role players to ensure that
students’ job placements
are professionally facilitated,
through the numerous
channels and projects she
manages annually.
33
 >> CAREER ADVICE
Tshimangadzo
answers some
of your burning
questions.
Tshimangadzo Daniel
Sikhwari
Student Counsellor: Career
Development Unit
University of Venda
What are the first steps I
should take in my job search?
Looking for a job is one of the most
important processes in the life
of any individual. The job search
process requires time, effort and
commitment. This process also
requires you to know possible
sources of information which can
lead to the job you want. Some
of these sources are: newspapers
(daily and weekend); personnel
agencies (government and private);
Career Fairs; personal contacts; and
Career Centres.
You may prefer to work through a
personnel agency in your search for
a job. The Department of Labour,
34
for example, has placement offices
in major urban centres in South
Africa, where graduates can submit
their applications. Another option
is to contact a private employment
agency to assist in looking for a job.
Career Fairs are very convenient
sources of job information, in that
employers come to the institutions
to make presentations about job
opportunities and how you can
apply. So, it is important that
final-year students and graduates
should attend all the Career Fairs
at their respective institutions. You
can contact professionals working
in the industry you are interested
in. The contact can be in the form
of informational interviews or by
attending workshops and seminars
on relevant topics. A visit to the
Career Centre at your institution
can also help you in your job search
process. For example, you can look
for information on companies/
institutions dealing directly with
your career and try to find out
about your job prospects.
Can I use one covering letter
for all my applications?
No. The purpose of the covering
letter is to ensure the reader knows
exactly what you are applying for,
introduce you as a person, and
make an impression. A strong
covering letter should create an
immediate favourable impression,
illustrate your suitability for the
position, and excite the employer’s
interest. Remember that if the
letter is written badly, the employer
might not bother to look at your
CV.
The introductory paragraph should
state the exact position for which
you are applying. Refer to where
you saw the advert and name the
newspaper advertisement and
date published. In the middle
paragraphs, you could mention:
• what degree you are presently
studying for, or have completed
• your career and life goals
• a summary of your personal
expertise, skills and personal
qualities
• what your contributions to the
company could be
• why you want to work
specifically for that company
(in other words, why is that
company the best one to work
for)
• any practical work experience
you have had which would be
of use in the position you are
applying for
The concluding paragraph should
announce an interest in hearing
from them soon, and a ‘thank you’
for their time. Sign your letter
using your full name and always
end on a positive note.
How can I be a leader or
manager one day?
A good choice of a career and
achieving it is only possible
after careful self-analysis and
a thorough knowledge of that
specific occupation. For managing
people, you must have an interest
in working with people; you must
be a person who enjoys taking the
lead and is able to work well with
all kinds of people. It is advisable
to seek professional advice when
you want to find out what your
interests are. You can consult career
counsellors in your respective
Career Centres. Career counsellors
can also help you with information
concerning your specific career.
If possible, get a leadership position
in student management structures
within the institution or civic
organisations in the community. ◼

Maritha gives you advice
on how to be a leader and
manager in your career.
O
ne does not have to be tall,
well-spoken and good-
looking to be a successful
manager/leader. A leader combines
the attributes of a positive attitude,
ambition, enthusiasm, integrity,
determination, discipline, and
work ethic. It is important to
have clearly defined convictions
and, more so, to have the courage
of one’s convictions to see them
manifest into reality. Leaders are not
easily pigeonholed by age, gender,
ethnicity, or any other demographic.
What makes them stand out in a
crowd is their record of achievement
in their studies and careers. There
are some important dimensions of
leadership/management that are
requirements for success:
Vision
A leader has to generate a shared
and common understanding of
a dynamic and evolving vision
for the future. To achieve this, a
leader has to tap into all available
networks to continually create new
knowledge. Vision alone is not
enough; it must be combined with
inspiration and action.
Integrity, humility and wisdom
A leader earns people’s trust by
being truthful, by honouring
commitments, and by having
the courage to stand up and be
counted. A leader who respects
people will in turn earn their
respect. A leader can influence
people by sharing knowledge and
experience, which is enriched by
learning and synthesis. Thus, any
leader must ground his/her values
in truth, commitment and courage
while staying true to his/her values
and living by example.
Authenticity
Authentic leadership implies a lack
of pretence. An authentic leader
recognises his/her limitations and
strives for excellence. Achieving
authenticity in a world where
our identities are created for us
by mass-market media and the
immediacy of the Internet is not
easy. It requires courage, self-
knowledge, compassion, and strong
personal conviction.
Mentor / role model
One of the most significant shifts in
leadership recently is the renewed
emphasis on mentoring and team
development, which focuses on
growing the next generation of
leaders – leaders who will help
others to grow and learn new skills,
who will present people with new
challenges and opportunities, and
who will offer honest feedback and
appraisal. A good leader listens –
he/she picks up on other people’s
emotions, supports them in the bad
times, and encourages them in the
good times.
Any student can follow the
National Career Development
Guidelines Framework of America’s
Career Resource Network to reach
their full potential in becoming a
leader/manager.
• Develop an understanding of self
to build and maintain a positive
self-concept.
• Develop positive interpersonal
CAREER ADVICE <<
Maritha Bosch
Careers Officer
Central
University of
Technology
skills, including respect for
diversity.
• Balance personal, leisure,
community, learner, family and
work roles.
• Attain the necessary levels of
education and performance to
achieve personal and career goals.
• Participate in ongoing, lifelong
learning experiences.
• Create and manage a career plan
that meets one’s career goals.
• Use a process of decision-making
as an important component of
career development.
• Use accurate, current and
unbiased career information
during career planning and
management.
• Master academic, occupational
and general employability
skills in order to secure, create,
maintain and/or advance
employment.
• Integrate changing employment
trends, societal needs and
economic conditions into one’s
career plans.
The most important words for a
manager to remember to say are:
“I admit that I was wrong.”
“You did a great job.”
“What do you think?”
“Could you please . . .”
“Thank you.”
“We”
The least important word: “I”
References:
http://www.acrnetwork.org
http://www.leadership.co.uk
Brian O’Connell: The Career Survival Guide. 2003.
McGraw-Hill
35
38
 What is the difference between finding a job and
embarking on a fulfilling career path? It means
that you need to take the time now to find the right
working environment for you – one that motivates and
stimulates you – that makes you want to get out of bed
in the morning!

In the following pages we explore your

employers of choice. You have assessed what
you are looking for from your future employers,
so continue reading and discover which of these
employers offer what you are looking for!

39
 ABSA A
B

A
bsa is one of South Africa’s largest financial services
FACTS C
groups offering a complete range of banking, bank
assurance and wealth management products and
services. Absa’s business is conducted primarily in South
number of employees
36 893 permanent employees
D
Africa. In addition to this, the Group has equity holdings in banks
in Mozambique, Angola and Tanzania. At 31 December 2007, the
offices E
We have a footprint in every region in SA with equity
Group had 679 million shares in issue and a market capitalisation of holdings in Mozambique, Angola, Tanzania and F
R75 billion. Absa made banking history by amalgamating four South Namibia.
African banks into the Amalgamated Banks of South Africa (Absa)
employee profile
G
in 2001/2. Absa is a subsidiary of Barclays Bank PLC, which holds a
Finance, Economics, Commerce, Accounts, Marketing
stake of 58,8% in the Group.
and Sales, Strategy, Management, Operations, Legal, H
Maths and Stats, Actuarial Science, Business
recruitment 2009 Administration, Information Technology and HR.
I
We recruit for various vacancies throughout the year. Please visit our
website for existing vacancies: ‘www.absa.co.za’. The Absa Graduate salary policy
Development Programme recruitment starts on 30 April 2009 and closes 20 Individual salaries, based on the role, level, business J
July 2009. area, qualifications and experience.
K
contact average age
Visit our website ‘www.absa.co.za’. 34
L
trainee programmes gender
The Absa Graduate Development programme is aimed at final and 34,4% female and 65,6% male M
postgraduate students as an access for entry level talent. Internationally
aligned leadership programmes across all management levels, and personnel turnover
N
performance related career and growth opportunities are in place for 13,6%
internal staff.
O
ethics statement
Absa’s relationship with its employees is based on the organisation’s values of P
diversity, fairness, communication and transparency. Absa’s values are widely
embraced within the organisation, and well entrenched in the daily activities
of all our employees.
Q

career paths R
A key focus for Absa is an investment in, and recognition of its people by
developing them through talent management, and rewarding them for S
outstanding performance. This is supported by a robust process focused on
identifying high potential employees, with a view to developing them as
future leaders. NOTES T
i have:
vision U
called e-mailed had a meeting
To be the best financial services provider in SA and selected African markets.

he / she said: V
W
Absa will participate in most Career Fairs around the country
and present to students at most universities. Find out more X
at your Careers Office on campus or on www.absa.co.za/
students (Absa Graduate Development Programme). Y
my impression:
www.absa.co.za Z

41
 © 2008 Accenture. All rights reserved.
It’s not where you started,
it’s where you’re going that matters.
Just another day at the office for a Tiger.

Choose Accenture for a career where the variety of

opportunities and challenges allows you to make a
difference every day. A place where you can develop
your potential and grow professionally, working
alongside talented colleagues. The only place where
you can learn from our unrivalled experience, while
helping our global clients achieve high performance.

If this is your idea of a typical working day, then

Accenture is the place to be.

www.accenture.co.za/southafrica/careers
 Accenture A
B

A
ccenture is a global management consulting, technology
FACTS C
services and outsourcing company. Combining
unparalleled experience, comprehensive capabilities industry
across all industries, business functions and extensive Consulting D
research on the world’s most successful companies, Accenture
collaborates with clients to help them become high-performance
markets E
America, Asia Pacific, Europe, the Middle East and
businesses and governments. With more than 186,000 people serving Africa.
F
clients in over 120 countries, the company generated net revenues of
head office
US$23.39 billion for the fiscal year ended Aug. 31, 2008. Chicago (USA)
G
recruitment 2009 number of employees
We encourage you to engage closely with our graduate recruiting team to 1738 (South Africa) H
learn more about specific programmes on your campus. You can reach the
team by sending an email to graduates.sa@accenture.com or visit offices
Johannesburg, Pretoria and Cape Town.
I
www.accenture.co.za/southafrica/careers to find out what’s new. We are in
the process of continuous change and improvement.
employee profile J
Our Systems & Integration Growth Platform looks for
contact students who are budding technologists. We look for
Graduates.sa@accenture.com or call 011 208 3000 or 021 408 3000. students with a background in Computer Science, K
Information Systems, IT, Software, Electronics and
trainee programmes Computer Engineering. Our Management Consulting L
We offer a Trainee Programme to IT students. Growth Platform looks for students who are well
versed in Strategy and Commerce. This positions
ethics statement them to deliver high-performance results to our M
Our Code of Business Ethics reinforces our core values and drives our clients.
culture of compliance, ethical decision-making and accountability. Our core N
values shape the culture and define the character of our company. They salary policy
guide our behaviour and subsequent decisions. Accenture has six core values We offer a total rewards package that comprises a
that continue to serve us well as an organisation: Stewardship, Best People, base salary, benefits, bonus pay as well as training O
Client Value Creation, One Global Network, Respect for the Individual and and development opportunities.
Integrity. These simple yet powerful values have continually guided our
average age
P
decision-making, as well as our interactions with clients, the communities in
31
which we work, and each other in pursuit of our vision.
Q
gender
career paths 45% female and 55% male
People who choose Accenture discover a great place to work where R
exceptional career opportunities are as diverse as they are dynamic. As one
of the world’s leading management consulting, technology services and S
outsourcing companies, we offer new recruits the opportunity to become
high performing business consultants.
NOTES T
vision
i have:
To become one of the world’s leading companies, bringing innovations to U
improve the way the world works and lives. called e-mailed had a meeting

he / she said: V
If you want to challenge yourself with interesting work focused W
on delivering innovation and solutions, which enable our clients
to achieve high performance, raise your sights and tell us X
more about yourself – by applying at ‘www.accenture.co.za/
southafrica/careers’. Y
my impression:
www.accenture.co.za Z

43
 Allan Gray A
B

E
established in 1974, Allan Gray Limited is the largest
FACTS C
privately owned investment management firm in southern
Africa. Its clients comprise of institutional investors,
principal retirement funds, medical aid schemes and
industry
Investment Management
D
endowments, and individuals. Clients invest through segregated
accounts or collective investment funds.
markets E
Allan Gray has offices in South Africa, Botswana and
Namibia. F
recruitment 2009 head office
Vacancies are advertised on our website. Visit www.allangray.co.za/careers Cape Town G
and follow the online application process.

contact
number of employees H
615
recruitmentqueries@allangray.co.za
offices
I
trainee programmes Cape Town, Durban, Johannesburg and Pretoria. All
Various in-house training programmes are aimed at final-year and graduate trainees would be required to work in Cape J
postgraduate students. Town, initially.

ethics statement K
employee profile
Allan Gray’s values are the fundamental cornerstones of how we recruit, Administration, Compliance, Contact Centre,
manage and promote. Our values are: integrity, individual accountability, Distribution, Finance, HR, Investment Management,
L
independent-mindedness, long-term orientation and passion. IT, Marketing and Risk.
M
career paths salary policy
If you are the kind of individual we are looking for, you probably have many
companies competing for your attention. So why join us? We believe we have
Market-related N
a compelling offer because we have: average age
• A long-term track record of success 31 O
• A professional, performance-driven work environment
• A growing company, which provides lots of opportunities
• Competitive remuneration aimed at rewarding the individual’s
gender P
56% female and 44% male
contribution
• Distinct company values and culture Q
Due to our sustained business growth there are a range of opportunities for R
individuals in our client servicing, administration, finance, business analysis
and IT environments. We strictly adhere to the principle of meritocracy and
promote exceptional talent quickly. S
vision
NOTES T
Long-term wealth creation for our clients.
i have:
U
called e-mailed had a meeting

he / she said: V
W
Allan Gray representatives will be at selected universities
as part of Career Fair days and on campus, company X
presentations. Come and hear about the opportunities
available to you as a graduate. Y
my impression:
www.allangray.co.za Z

45
A lot of our best work is hidden beneath the surface

Unearth your true

potential

You have far-reaching career ambitions that involve becoming a leader in your field.
At Anglo American, we have set our sights on becoming the world’s leading global
mining company. For us, this means being viewed as the investment, partner and
employer of choice. We offer extensive training and development opportunities that
will help you unearth your true potential.

Join us in our journey of becoming the global leader.

Visit us at www.angloamerican.co.uk
 ANGLO GROUP
ANGLO AMERICAN A
B

A
nglo American is a global leader in mining and natural
FACTS C
resources focused on adding value for shareholders,
customers, employees and the communities in which
the Group operates. The Group owns a well-diversified
industry
Mining, Resources, Steel and Metals.
D
range of high quality assets covering gold, platinum, diamonds, coal,
ferrous and base metals as well as industrial minerals, underpinned
markets E
Anglo American has operations in over 60 countries.
by considerable financial strength and technical expertise. Anglo’s
F
businesses are involved in an array of value-adding products and head office
services along a pipeline that extends from the initial mining or London
G
production of raw materials to, in some products, the ultimate
number of employees
consumer.
Anglo American has 80 000 employees at its H
managed companies in southern Africa.
recruitment 2009 I
We employ 200 graduate trainees each year. Applicants can apply throughout offices
the year but as there are limited opportunities, it is advisable to apply as soon S.A. head office in Johannesburg with operations all
as your academic results are available. around the country. J
contact employee profile K
Visit our website ‘www.angloamerican.co.uk’. Engineers, Miners, Commerce, Information
Technology, Finance and Geologists.
trainee programmes L
We have the Achiever Programme, the Management Development salary policy
Programme and the Advanced Management Programme. We have also Market-related salary and performance-based bonus. M
added a new programme called the Leaders in Anglo.
average age
N
ethics statement 35
Ensuring good relations between our operations and those communities that
are affected by them is a key business priority for Anglo American. gender O
Prosperous and stable communities will support the success of our 12% female and 88% male
businesses. P
career paths
We are a mining and resources company. Our needs therefore span from
Q
geologists, geo-physicists and metallurgists to mining and rock engineers,
through to corporate finance people. We have a great breadth of diversity of R
businesses. There are opportunities to work on international assignments as
well. S
vision
A significant part of our vision is to be a global leader in mining, focused on NOTES T
adding value for shareholders, customers, employees and the communities
i have:
in which we operate. U
called e-mailed had a meeting

he / she said: V
W
X
Our training in long-term initiatives are ongoing, with the
number of trainees continuing to increase. Y
my impression:
www.angloamerican.co.uk Z

47
The opportunity to reach
your full potential

If you want the best for your future, join Anglo Coal for excellent, all-inclusive bursary opportunities,
exciting vacation work opportunities and challenging and innovative graduate development
programmes!

Multiple sites across the country and globally. At Anglo Coal there are no limits to where your future
can take you.

We want: • Mining Engineers • Electrical, Mechanical and Industrial Engineers • Geologists

• Metallurgical Engineers • Environmentalists and many more…

Our website: www.angloamerican.co.uk

Anglo Coal – we are an employer of choice!
 ANGLO GROUP
ANGLO COAL A
B

A
nglo Coal is a division of Anglo American plc, a global
FACTS C
leader in mining and natural resources. The Group’s coal
interests are held through its wholly-owned Anglo Coal
division, which is one of the world’s largest private sector
industry
Mining, Resources, Steel and Metals.
D
coal producers and exporters. Up until 1997, Anglo Coal operations
did not extend beyond South African borders. However, owing to the markets E
company’s strategic imperative of growth, it has enlarged its footprint Anglo American has operations in over 60 countries.
to include Australia, Colombia, Canada, China and Venezuela, and F
will eventually include regions such as Russia. Anglo Coal produces head office
London
thermal and metallurgical coals for international customers in the G
Med-Atlantic and Med-Pacific markets as well as customers in
number of employees
South Africa and Australia. A member of the World Coal Institute, Anglo American has 80 000 employees at its H
Anglo Coal seeks to promote the concerns and interests of the wider managed companies in southern Africa. Anglo Coal
coal industry’s environment, and to ensure the sustainability of the
company in years to come.
has close to 11 000 employees across its business
units.
I

recruitment 2009 offices J

We award at least 40 bursaries on an annual basis. Our bursary selection S.A. head office in Johannesburg with operations all
process takes place between May and July of each year. Apply soon so you around the country. K
don’t miss an opportunity! We have between 120 and 140 graduate trainees
on our world-class development programmes at any given point in time. employee profile
Recruitment takes place on an ad hoc basis should a demand for additional Electrical and Mechanical Engineers, Mining
L
skills be required.
Engineers, Industrial Engineers, Commerce, Finance
contact and Geologists. M
Visit our website ‘www.angloamerican.co.uk’.
salary policy
N
trainee programmes Market-related salary and performance-based bonus.
For graduates entering the world of work, there are dynamic development Continuous research to ensure we remain
programmes in all disciplines. Once in our employ, the learning never stops. competitive. O
We have a range of development programmes that are offered and are often
associated with renowned institutions like GIBS, Wits, Duke and others. The
suite of programmes include: Anglo Achievers Programmes; Management
P
and Executive Development Programmes; Leaders in Anglo and many more.
Q
career paths
We are a mining and resources company. Our needs therefore span from
geologists, geo-physicists and metallurgists to mining and rock engineers, R
through to corporate finance people. We have a great breadth of diverse
businesses. There are opportunities to work on international assignments as
well. You are the owner of your destiny and although there are formalised
S
career paths for all disciplines, a graduate can map out a career path that will
allow him/her to best utilise their strengths.
NOTES T
vision i have:
A significant part of our vision is to be a global leader in mining, focused on U
called e-mailed had a meeting
adding value for shareholders, customers, employees and the communities
in which we operate. The safety and health of stakeholders is of paramount
he / she said: V
importance.

W
Active participation in Career Fairs across the country. X
We will see you at your universities!! High performing
graduates are given global opportunities!!! Y
my impression:
www.angloamerican.co.uk Z

49
 GRADUATE DEVELOPMENT
PROGRAMME
A nglo Platinum is a large and
successful mining and resources company
that operates mines and metallurgical
processing facilities in the North West,
Limpopo and Mpumalanga provinces. It is
the world’s leading primary producer of
platinum and accounts for some 37% of
the world’s newly mined platinum.
In addition to this primary product, the
company also produces significant
quantities of the other platinum group
metals including palladium, rhodium,
osmium, ruthenium and iridium, as well as
the base metal by-products nickel, copper
and cobalt sulphate. The company has
access to massive deposits of platinum
ore that will last for a period of well over
50 years.
Graduate Development Programmes
These training programmes are designed
to give our graduates broad and generic
skills in all aspects of the respective
disciplines. Graduates are moved to
several work sites within the group during
their programme so as to obtain broad
exposure and to benefit from centres of
excellence that exist within the group.
If interested please forward your CV and
supporting documents to The Bursaries
Department, PO Box 450, Kroondal 0350
or tel : (014) 596-0190/0333.

The people

Anglo Platinum invests in the

development of young professional people
in a significant way through its large
bursary scheme and graduate development
programmes. Students who are in their
final year of study in any of the following
disciplines: Mechanical and Electrical
Engineering, Analytical Chemistry,
Metallurgy/Chemical Engineering, Geology,
Rock Engineering, Mining Engineering,
Mine Survey, Accountancy, Information
Technology and Human resources
(including Industrial Psychology), are
eligible for entry into the company’s
Graduate Development Programmes.

1
 ANGLO GROUP
ANGLO PLATINUM A
B

A
nglo Platinum is a large and successful mining and
FACTS C
resources company that operates mines and metallurgical
processing facilities in the North West, Limpopo and
Mpumalanga provinces. It is the world’s leading primary
industry
Mining and Resources
D
producer of platinum and accounts for some 37% of the world’s newly
mined platinum. In addition to this primary product, the company
head office E
Johannesburg
also produces significant quantities of the other platinum group metals
F
including palladium, rhodium, osmium, ruthenium and iridium, as number of employees
well as the base metal by-products nickel, copper and cobalt sulphate. Anglo Platinum employs about 60 000 permanent
employees and contractors at its various operations. G
The company has access to massive deposits of platinum ore that will
last for a period of well over 50 years.
locations H
Anglo Platinum has its operations in the North West,

recruitment 2009
Limpopo and Mpumalanga provinces.
I
We employ approximately 100 new graduates across disciplines every year. employee profile
Although the bulk of this intake comes through our bursary scheme, we also Mechanical and Electrical Engineers, Mining J
invite external applicants from graduates, notably from Engineering Engineers, Chemical Engineers/Metallurgists, Rock
disciplines. Engineers, Geologists, Mine Surveyors, Analytical K
Chemists, and Finance.
contact
Visit our website www.angloplatinum.com or contact our bursary salary policy
L
department on (014) 596 0190/0333. Market-related salary
M
trainee programmes average age
Anglo Platinum invests in the development of young professionals in a
significant way through its large bursary scheme and graduate development
39 N
programmes. Students who are in their final year of study in any of the gender
following disciplines: Mechanical and Electrical Engineering, Analytical 10% female and 90% male O
Chemistry, Metallurgy/Chemical Engineering, Geology, Rock Engineering,
Mining Engineering, Mine Survey, Accountancy, Information Technology P
and Human resources (including Industrial Psychology), are eligible for
entry into the company’s Graduate Development Programmes.
Q
These training programmes are designed to give our graduates broad and
generic skills in all aspects of the respective disciplines. Graduates are moved R
to several work sites within the group during their programme so as to
obtain broad exposure and to benefit from centres of excellence that exist S
within the group.

NOTES T
i have:
U
called e-mailed had a meeting

he / she said: V
W
X
Look out for us on your campus in 2009. Y
my impression:
www.angloplatinum.com Z

51
 All inclusive
done deal, you get:
• Registration & tuition fees.
• Residence and meal fees.
• Book fees and pocket money.
• Calculator and Computer allowances.
• Paid vacation work.

We offer bursaries for studies

in the following disciplines:
• Bsc Geology / Engineering Geology. Exceptional
• Mining Engineering. Graduate Programme:
• Metallurgical Engineering.
• Formal and informal training for
• Mechanical Engineering.
2-3 years with a Mentor’s guidance.
• Electrical Engineering (heavy current) .
• Opportunity to register as a professional
• Industrial Engineering.
engineer with your professional body.
• Civil Engineering.
• Opportunity to participate in the annual
symposium with fabulous prizes to be
won including a trip overseas.
• Opportunity to further your studies
• Comprehensive salary package
including bonuses and bi-annual
salary increase.

Not only a bursary,

but a life time opportunity.
Spot the dots to success.

We see what could be

Spot your opportunity at www.kumba.co.za

 ANGLO GROUP
Kumba Iron Ore A
B

K
Kumba Iron Ore is the best mining company to work for
FACTS C
based on the prestigious Deloitte Best Company to work
for Survey (2008) and listed in the top 10 companies
overall in the same survey. Kumba Iron Ore is a focused
industry
Mining
D
producer of high grade iron ore and the fourth largest supplier of
seaborne iron ore in the world. Currently, approximately 73% of
markets E
Global
Kumba Iron Ore’s total annual production is exported to 30 major
F
customers in various geographical regions. Kumba Iron Ore’s principal head office
operating assets are Sishen and Thabazimbi mines. Together, these Pretoria
G
two mines produce 32Mtpa of iron ore. The combined resources of
number of employees
the two mines exceed 2 billion tonnes of high quality iron ore. Kumba
approx. 6000 H
Iron Ore is a member of the Anglo American plc group.
employee profile
Engineers, HR, Finance, Marketing and SCM.
I
recruitment 2009
Application for bursary and graduate programmes in the Engineering fields
of study can be done online at ‘www.kumba.co.za’. Bursary applications can
salary policy J
Individual competitive salaries
be submitted from 1 March to 30 April of each year. Graduate recruitment is
an ongoing process. K
average age
38
contact L
Visit our website ‘www.kumba.co.za’.
gender

trainee programmes 12,4% female overall (5% in core mining) and 87,6% M
male
Two to three year training programmes aimed at final-year and postgraduate
students in Engineering disciplines. Various in-house training programmes N
personnel turnover
also available.
5%
O
ethics statement
We are passionate about integrity! Kumba Iron Ore has a comprehensive
code of ethics all employees have to adhere to. P
career paths Q
Kumba supports development of employees and opportunities within
Kumba and the wider Anglo Group.
R
vision
To define a new frontier of operational and people performance in the S
mining industry.

NOTES T
i have:
U
called e-mailed had a meeting

he / she said: V
W
If you want to be part of a winning team and the best X
mining company, Kumba Iron Ore is the right place to
be. Join Kumba now and see what could be. Y
my impression:
www.kumba.co.za Z

53
 AUDITOR-GENERAL OF SA A
B

T
he Auditor-General of South Africa (AGSA) has existed
FACTS C
for approximately 95 years. Although the AGSA audits
the public sector, it is not part of this sector. In 1993 the
AGSA gained autonomy and was set apart from the public
industry
Auditing
D
sector, so it is not bound to public service rules and regulations.
The Constitution also ensures the AGSA’s independence. As a state markets E
institution that supports constitutional democracy, the AGSA is Public sector
legally, financially and operationally independent and reports directly F
to Parliament. The AGSA is governed by its own act, the Public Audit head office
Pretoria
Act, No. 25 of 2004 (PAA). To generate income, the AGSA charges G
government institutions for the audits it conducts.
number of employees
2200 H
recruitment 2009
AGSA takes pride in developing a world-class group of professionals in its
bid to deliver quality service to its clients. As such, it seeks to attract high
offices
In all nine provinces of South Africa.
I
achievers with its lucrative remuneration and developmental programmes.
We are revamping our trainee programme, moving towards a paperless employee profile J
environment, as people will have access to our e-recruiting function and will Commerce, Accounting, Human Resources, Media,
be able to apply for positions online. We will focus on presenting our new,
exciting programmes to universities and schools, ensuring that the AGSA
Reputation and Stakeholder Management, K
Governance, Finance, Transformation, Strategy and
brand is highly visible on campus. Information Technology.
L
contact salary policy
Recruitment Division, Auditor-General of South Africa, PO Box 446, M
Market-related salaries and performance-based
Pretoria, 0001
incentives.
Email: gradapp@agsa.co.za
N
average age
trainee programmes
24
AGSA offers a Trainee Auditor Scheme made up of three learnerships which O
lead to the auditing profession. The learnerships are for those with
gender
undergraduate and postgraduate qualifications in Accounting, Auditing and
Information Systems Auditing. approx. 51% female and 49% male P
ethics statement personnel turnover
20%
Q
AGSA has a constitutional mandate and, as the Supreme Audit Institution
(SAI) of South Africa, it exists to strengthen our country’s democracy by
enabling oversight, accountability and governance in the public sector turnover R
through auditing, thereby building public confidence. R980 million to R1 billion
S
career paths
AGSA invests in a variety of careers servicing the Auditing and Corporate
Services business units, where employees are developed to offer services of NOTES T
the highest quality to clients and other stakeholders.
i have:
U
called e-mailed had a meeting
vision
To be recognised by all our stakeholders as a relevant Supreme Audit
Institution that enhances public sector accountability. he / she said: V
W
AGSA offers undergraduate and postgraduate bursaries to
eligible and deserving candidates who are set on studying for X
the professional qualifications of chartered accountant and
registered government auditor. Y
my impression:
www.agsa.co.za Z

55
 BDO Spencer Steward A
B

B
DO Spencer Steward provides auditing, risk advisory, tax
FACTS C
consulting and financial advisory services to a wide range
of clients. We are part of BDO International, one of the
world’s leading accounting networks. We have the flexible,
industry
Auditing and professional services.
D
personal characteristics of a local firm, together with the expertise,
worldwide network and strength of a large scale global player. Hence markets E
BDO has over 670 offices in 110 countries.
we are able to offer an excellent learning environment. At BDO
Spencer Steward, you are not treated like a number. You’re at the head office
F
heart of our business. You’ll receive all-round training on a range of Brussels
interesting clients, within a supportive and fun working environment. G
So why not think differently and think BDO? number of employees
700 H
recruitment 2009
offices
We recruit throughout the year. Visit www.bdo.co.za or check us out on
Johannesburg, Cape Town, Durban, Pretoria and Port I
Facebook ‘www.thinkdifferent.co.za’.
Elizabeth

contact J
employee profile
Visit our website ‘www.bdo.co.za’. Our staff work in the following service lines: Auditing,
client accounting, risk advisory (including internal
K
trainee programmes auditing), taxation (corporate and individual),
We are looking for ambitious, motivated trainee accountants who wish to corporate finance, company secretarial, employee L
qualify as chartered accountants. We offer training contracts in accordance benefits, financial services, HR consulting and IT
with the South African Institute of Chartered Accountants training
programmes.
consulting.
M
salary policy
ethics statement Market-related base salaries. N
We all subscribe to the firm’s Core Values, which are underpinned by our
statements of Values Behaviour. Our Values are:
- a passion for principles
average age O
32
- fun is fundamental, teamwork is everything
- exceeding expectations, every time gender P
- inspired thinking brings inspired results approx. 50% female and 50% male
Q
career paths personnel turnover
As a growing mid-tier auditing firm, qualified staff have the opportunity to 2,5%
advance their careers fairly quickly and can progress to partner level early R
within their careers. Being a multi-disciplinary firm, we offer a variety of turnover
career choices for our staff once they qualify. There is also a chance to work R240 million S
internationally on secondment to another BDO firm. Partners make time for
and invest in our employees. Each audit trainee is mentored through a career T
path which is set out when they join us. NOTES
i have:
vision U
called e-mailed had a meeting
To be the preferred accounting firm in our chosen markets, and a credible
alternative to the bigger firms, able to provide the advantages of a global firm he / she said: V
with flexibility, personal service and an intimate knowledge of local markets.
W
BDO Spencer Steward will visit a number of university Career
Fairs around the country and we will expand our collaboration X
with universities. Come and visit our stand to tell us more
about you and learn more about us. Y
my impression:
www.bdo.co.za Z

57
 BHP BILLITON ENERGY COAL SA (BECSA) A
B

B
HP Billiton Energy Coal South Africa (BECSA) is one of
FACTS C
the largest producers of energy coal in South Africa. BECSA
operates three collieries in the Witbank/Middleburg area
of Mpumalanga. We are also fully committed to growing
industry
Resources
D
and developing Mpumalanga through its mineral wealth and believe
in the equitable distribution of mineral resources, with the aim of
number of employees E
5298
realising its vision of being BEST IN CLASS. BHP Billiton is all
F
about smart technology, innovation and great talent. If you want a offices
challenging career and a chance to explore resource opportunities Witbank and Middleburg.
G
as well as your ambitions, we’re the company for you. Think Ahead.
employee profile
Think BHP Billiton.
Engineering (Mining, Metallurgical, Chemical, H
Mechanical, Electrical), Geology, Health & Safety,

recruitment 2009
Environmental, Finance & Accounting, HR,
Administration and Project Management.
I
http://www.bhpbilliton.com/bb/peopleEmployment.jsp
salary policy J
contact
Our employee proposition starts with the BHP Billiton
Visit our website ‘www.bhpbilliton.com’.
culture, includes exciting career opportunities, K
working for the industry leader and ends with a
trainee programmes
competitive remuneration package.
Undergraduate and postgraduate bursaries, two-year Graduate Trainee L
programmes, internships, vacation work and workplace conversion
gender
programmes.
18% female and 82% male M
ethics statement
To prosper and achieve real growth, we must:
personnel turnover
N
0.22%
• Actively manage and build our portfolio of high quality assets and
services. O
• Continue the drive towards a high performance organisation in
which every individual accepts responsibility and is rewarded for
results. P
• Earn the trust of all stakeholders.
Q
career paths
Employees have clear job requirements and their performance, adherence to
values and behaviours are assessed in a consistent, fair and transparent
R
manner. This includes balanced and realistic feedback and the identification
of development and training needs, to realise their full potential. S
vision
NOTES T
‘BEST IN CLASS’
i have:
U
called e-mailed had a meeting

A total of 89 students have been awarded bursaries and he / she said: V

will be enrolled for the Graduate Trainee programme at
W
BECSA. Within this total of bursars 78% are female and
22% are male. In 2009 we will spend R21 million on X
research and development in support of empowerment
and transformation. Y
my impression:
www.bhpbilliton.com Z

59
BRING YOUR DIFFERENCE
At BAT South Africa, we’re always looking for highly talented,
energetic and dedicated people who can make a real contribution
to our continuing success. We want people who never stop
learning - continually building their own capabilities and sharing
their successes and failures within a global organisation.

This is an exciting place to work. We hand out responsibility early

and reward flair and success. Our commitment to teamwork is strengthened by our emphasis on
diversity and individuality.

Our people are completely engaged in their work, passionate about what they do and fulfilled by
their careers. Most of all, we’re looking for people to generate ideas that can build a truly competitive
advantage and can help make our company outstanding.

If you are committed to development and eager to launch a career

in an exciting global organisation, Bring Your Difference
by logging on to www.batsacareers.co.za and apply.

BRING YOUR DIFFERENCE

 British American Tobacco A
B

B
ritish American Tobacco South Africa (BATSA) is the
FACTS C
largest manufacturer of cigarettes in South Africa. Our
company enjoys over 90% market share in a country
where one out of every four adults chooses to smoke or use
industry
Fast Moving Consumer Goods
D
tobacco products. Globally, we are the largest tobacco group, listed on
the stock market by market share, outside the USA. BATSA believes
markets E
180 markets globally
that its success can be attributed to the attitude and talent of its
F
human capital. It invests more than 6% of its payroll in development head office
and training, which makes the company one of the top investors London (UK)
G
in people, in South Africa. We currently spend over R30 million
number of employees
annually on corporate social investment projects, mainly in the areas
2000 H
of sustainable agriculture, empowerment, civic life and HIV/Aids.

recruitment 2009
offices
Nine distribution and trade marketing offices located
I
We recruit annually. New vacancies will be announced on our careers throughout South Africa; a head office in
webpage ‘www.batsacareers.com’. Stellenbosch and a factory in Heidelberg (Gauteng). J
contact employee profile K
zabatsa@bat.com Finance, Strategic Planning, Operations and Supply
Chain, Marketing, Human Resources, Information
trainee programmes Systems, Communications and Legal.
L
The Global Management Trainee Programme – British American Tobacco’s
graduate development programme – is a substantial and rigorous M
programme. It extends over approximately two years and is designed to
prepare graduates to become our next generation of leaders.
N
ethics statement
Our Standards of Business Conduct set out key expectations for the British O
American Tobacco group and employees worldwide. The standards form an
integral part of the Group’s corporate governance and, together with the P
business principles, underpins BAT’s commitment to corporate
responsibility.
Q
career paths
The Global Management Trainee Programme is designed to attract, develop R
and feed high-performing talent into the leadership pipeline after a
structured two-year programme. The programme has an ambitious aim to S
grow and groom the new generation of potential leaders.

vision NOTES T
No.1 For Everyone
i have:
U
called e-mailed had a meeting

he / she said: V
W
Managers from BATSA will visit a number of universities X
around the country in 2009. More information may be
obtained at your university careers centre. Y
my impression:
www.bat.com Z

61
 Citi A
B

C
iti has emerged as the most exciting financial services
FACTS C
company in the world, a place where clients want to do
business and employees want to build their futures. As
a result, we are able to provide our employees with a
industry
Markets and Banking
D
breadth of career opportunities that is truly without equal. The people
of Citi put customers first and are constantly striving to improve markets E
their performance. Ours is a company for people who have a sense of Global
urgency and excitement, who are candid, insightful and creative, and F
who thrive in an environment of change, challenge and competition. head office
New York
We value people who are committed to excellence in whatever they do, G
and we, in turn, are committed to creating an environment in which
number of employees
they can thrive and build a solid career. 374 in South Africa H
recruitment 2009
All vacancies are advertised on our website – ‘www.citibank.co.za’.
offices
Johannesburg, Cape Town, Durban and Port
I
Elizabeth.
contact J
carlin.vallie@citi.com or daniella.pimstein@citi.com
employee profile

trainee programmes
Finance, Management, Business Administration, K
Commercial Marketing, Economics, Commerce,
A two-week Vacation Programme aimed at providing students with
Human Resources, Information Technology, Law,
exposure to the Corporate and Investment Banking world.
Logistics and Accounting.
L
The Management Associate Programme is aimed at rotating candidates
throughout the bank and across the division.
salary policy M
ethics statement Salaries are market-related with a discretionary
Every day, in the more than 100 countries where we do business, Citi’s bonus based on performance. N
340,000 employees carry forward a legacy some 200 years in the making. It is
a legacy of service, integrity, and leadership. With this legacy and the role we average age
play in the global economy, come great responsibilities that are shared by 34 O
every employee on behalf of our clients, each other and our franchise.
gender P
career paths approx. 42% female and 58% male
Citi is a great place to build a career. No financial institution is as well
positioned as we are to take advantage of today’s international opportunities. turnover
Q
The strength of our brand is unmatched by any other company in our Over US$300 million
industry. We are proud of our diverse workforce and fully support global R
opportunities.

vision S
We continually seek new talent and set high standards for those who join
our team. We want every employee to have a vested interest in our company
NOTES T
– to care about each other, the quality of our products and services, and to
deliver value to our clients and shareholders. This forms the basis of our i have:
core values. U
called e-mailed had a meeting

he / she said: V
At Citi, we have a strong tradition of attracting bright and
diverse employees who are driven to succeed for our clients
W
and make a difference in the lives of people, organisations
and communities around the world. We will be making
X
presentations during Graduate Recruitment weeks at
universities across SA. Y
my impression:
www.citi.com Z

63
 Do you want a Day job
or a fast-moving,
high learning career?
You are soon to start your career.
Either you can sit comfortably in just any day job or you can choose a challenging ride
at the City of Cape Town. This pulsating city of over 3 million people is experiencing a
wave of urban growth covering everything from mega new housing developments to
the replacement of infrastructure and preparations for World Cup 2010 and beyond.

Growth like this will lead you to high early responsibility, 360 degree project involve-
ment, exposure to management at every level, interaction with other professionals,
a career-enhancing depth and breadth of experience and a team spirit, so infectious,
you’ll be regularly outperforming yourself.
Even our remuneration packages will come as a pleasant surprise!
• Architecture • Auditing • Civil Engineering • Electrical Engineering (HC) • Financial
Accounting • Forensics • Health Professionals • Horticulture • IT & Systems • Land
Surveying • Landscape Architecture • Legal • Mechanical Engineering • Project
Management (Engineering & The Built Environment) • Quantity Surveying • Risk
Management • Town & Regional Planning • Traffic Engineering • Transport
Engineering • Transportation Planning • Urban Design.
If you’re soon to graduate in one of these fields, please e-mail your CV and covering note
in confidence to scarce.skills@capetown.gov.za
This will get you on to our newly launched recruitment database that we’ll very soon be
vigorously mining to maintain our exciting growth rate.
ayanda mbanga communications (cape) 16809
 City of Cape Town A
B

B
esides being the premier holiday destination of choice,
FACTS C
the City of Cape Town is a world-class employer.
Employing over 22 000 members of staff in a wide range
of professional disciplines, the City provides ongoing
industry
Public Sector/Local Government
D
personal challenges and career opportunities. With close attention to
career pathing and personal development, the City is finding ways
markets E
The citizens of Cape Town.
to ensure that professionals are able to develop and grow. So too the
F
challenges inherent in being a 2010 host city as well as the need to head office
foster economic growth in the region, make for exciting opportunities Cape Town
G
to be innovative. As a key service delivery provider to the citizens of
number of employees
Cape Town, we provide a home for professionals seeking to make a
22 600 in South Africa. H
difference.

recruitment 2009
employee profile
Our service offerings are so diverse that we employ
I
The City is actively recruiting for a number of positions across multiple and develop across multiple professional disciplines.
disciplines. Currently we are focusing on areas of scarce skills J
such as all professions within the built environment
contact (specifically engineers and planners), Finance, Legal, K
scarce.skills@capetown.gov.za IT, Forensics, Audit and Medical.

trainee programmes salary policy

L
Trainee programmes include internships, learnerships, graduate training We offer competitive salary packages aligned to
programmes and bursaries (internal & external). private and public sector markets. M
A wide range of training interventions linked to Personal Development
Plans. The City has an annual training budget of R44million. average age
N
42
ethics statement
The City, as diverse in the services it delivers as the people it employs, personnel turnover O
subscribes to the ethics of equitable and effective service delivery, an approx. 6%
administration responsive to the needs of the communities it serves, P
promoting fairness in the workplace coupled with care and concern. turnover

career paths
Total Capital Budget of R5.4 billion
Total Operating Budget of R20 billion
Q
The City invests in the continuous development of its employees and has
developed the frameworks for creating career paths with succession R
planning, personal development plans (linked to performance), as well as the
supporting developmental interventions. S
vision
A prosperous city. Effective and equitable service delivery. A well-governed NOTES T
and efficiently run administration.
i have:
U
called e-mailed had a meeting

he / she said: V
W
Build up to the 2010 FIFA World Cup: Exciting, ground X
breaking transport related projects, multiple projects that
foster economic growth and a sustainable future. Y
my impression:
www.capetown.gov.za Z

65
 CSIR A
B

C
onstituted by an Act of Parliament in 1945, the CSIR
FACTS C
is one of the leading scientific and technology research,
development and implementation organisations in Africa.
The organisation undertakes directed and multidisciplinary
industry
Research and Development (R&D)
D
research, technological innovation as well as industrial and scientific
development to improve the quality of life of the country’s people. The
markets E
International collaboration
CSIR is committed to supporting innovation in South Africa to improve
F
national competitiveness in the global economy. Science and technology head office
services and solutions are provided in support of various stakeholders, Pretoria
G
and opportunities are identified where new technologies can be further
number of employees
developed and exploited in the private and public sectors for commercial
2 300 H
and social benefit.

recruitment 2009
offices
Pretoria, Johannesburg, Nelspruit, Port Elizabeth,
I
New vacancies are announced on ‘www.csir.co.za/vacancies.html’.
Durban, Stellenbosch, Pietermaritzburg,
contact Hartebeesthoek. J
Phone: +27 12 841 2911, Facsimile: +27 12 349 1153, Email: callcentre@csir.
co.za or visit our website ‘www.csir.co.za’. employee profile K
Research base: Scientists, engineers, technologists
trainee programmes Professional: Management, legal, information
Various career development programmes: internship programme, technology, human resources, communication,
L
studentship, research professionals development, exchange programme, finance, skills & training.
sabbaticals programme, postdoctoral programme. See website for M
information: ‘www.csir.co.za/career_development.html’.
salary policy

ethics statement Individual salaries based on job bands. N

The CSIR is committed to fairness, transparency, honesty, objectivity,
credibility, integrity and, most importantly, accountability in its business average age
affairs, inside and outside the organisation. This is based on a fundamental 25-40 O
belief in honest, fair and legal conduct in all business activities.

career paths
gender P
39% female and 61% male
The CSIR is a place of continual learning with formal career ladders and
personal enrichment programmes. We help our people to use their diversity,
turnover
Q
ingenuity and energy to realise tomorrow’s potential. Here you can be part of
a team that changes people’s lives for the better! Operating income (2007/08): R1 217,9 million
R
vision
To improve the quality of life of South Africans and to empower industry S
through relevant R&D.

NOTES T
The CSIR is committed to transformation and offers a workplace
i have:
where people are allowed space to realise their potential in U
called e-mailed had a meeting
an environment that enables creativity and innovation, whilst
fulfilling their personal ambitions and goals. 2009 will see an he / she said: V
intensified outreach to learners and students across South
Africa. There are myriad growth opportunities and further W
training and development programmes within the CSIR. Formal
relationships with tertiary education institutions exist, identifying X
areas of research collaboration and skills development. We also
participate in career expos and relevant shows. Y
my impression:
www.csir.co.za Z

67
 DELOITTE A
B

D
eloitte Touche Tohmatsu is an organisation of member
FACTS C
firms devoted to excellence in providing professional
services and advice. We are focused on client service
through a global strategy executed locally in nearly
industry
Auditing and professional services.
D
150 countries. With access to the deep intellectual capital of 120,000
people worldwide, our member firms (including their affiliates) deliver
markets E
Deloitte has offices in 150 countries.
services in four professional areas: audit, tax, consulting and financial
F
advisory services. They serve over one-half of the world’s largest head office
companies, as well as large national enterprises, public institutions New York
G
and successful fast-growing global companies.
number of employees
3 600 H

recruitment 2009
offices
Johannesburg, Pretoria, Cape Town, Port Elizabeth,
I
We welcome talent applications throughout the course of the year. Have your Durban, Pietermaritzburg and Richards Bay.
most recent academic transcripts and an updated copy of your CV ready. J
employee profile
contact Auditing, Tax, Corporate Finance, Legal, Technology, K
www.deloitte.com/za Financial Advisory Services and Consulting.
0861 CALL DT
Facebook salary policy
L
Structured around total cost to company.
trainee programmes M
We offer Training Inside Public Practice (TIPP) during our three-year average age
training contracts. 35 N
ethics statement gender
Deloitte has a code of ethics which comprises two components: firstly, 55% female and 45% male O
ethical principles, which have been adopted by all members of the
international DTT organisation and secondly, our code of professional turnover P
conduct that sets our guidelines on the application of the ethical principles to R2 billion
everyday situations.
Q
career paths
Aligned to our aim to exceed clients’ expectations, is the time and R
investment we make in challenging and growing our people. As a multidisci-
plinary firm, there is a range of career choices open to our people. S
vision
To be recognised as the “standard of excellence” among professional firms in NOTES T
southern Africa.
i have:
U
called e-mailed had a meeting

he / she said: V
W
X
Be on the lookout for very exciting announcements by
Deloitte. Y
my impression:
www.deloitte.com Z

69
The DeparTmneT of foreign affairs

mission
We are committed to promoting South Africa’s national interests and
values, the African Renaissance and the creation of a better world for all.

sTraTegic objecTives
1.Through bilateral and multilateral interactions to protect and
promote South African National interests and values.
2.Conduct and co-ordinate South Africa’s international relations and
promote its foreign policy objectives.
3. Monitor international developments and advise government
on foreign policy and related domestic matters.
4. Protect South Africa’s sovereignty and territorial integrity.
5. Contribute to the formulation of international law and
enhance respect for the provisions thereof.
6. Promote multilateralism in order to secure a
rules-based international system.
7. Maintain a modern, effective and excellence-driven department.
8. Provide consular services to South African nationals abroad.
9. Provide a world-class and uniquely South African State Protocol service.

values
The Department of Foreign Affairs adheres to the following values:
• Patriotism • Loyalty • Dedication • Ubuntu • Equity • Integrity • Batho Pele •

Together – working for a better life for all

www.dfa.gov.za
 DepARTMENT of Foreign Affairs A
B

T
he Department of Foreign Affairs is committed to
FACTS C
promoting South Africa’s (SA’s) national interests, its
values, the African Renaissance and the creation of a
better world for all. Its key role involves the conduct
industry
Diplomacy
D
and co-ordination of South Africa’s international relations, as well
as the promotion of the country’s foreign policy objectives through
markets E
123 Missions across the world.
bilateral and multilateral interactions. The Minister assumes overall
F
responsibility for all aspects of South Africa’s international relations, head office
in consultation with the President and the Cabinet. Other focal Pretoria (RSA)
G
areas include the promotion of investment, trade and tourism. The
number of employees
Department also provide consular service to its citizens abroad. The
1634 in South Africa H
Department is interested in people possessing the will to promote SA’s
national interests. offices
Pretoria
I
recruitment 2009
We have two recruitment cycles annually – February and July. However, employee profile J
recruitment takes place during the year in response to the Department’s Graduates in International Relations / Diplomacy,
capacity needs. Our posts are advertised in the Sunday Times and City Press Humanities, Commerce, General Management and K
newspapers. Applicants are required to respond to an advert and adhere to ICT.
the requirements stipulated in the advert.
salary policy
L
contact Basic salary and service bonus. Additional:
www.dfa.gov.za or call (012) 351 1000. Performance-based bonus, medical aid subsidy, M
pension fund, study bursary and housing subsidy.
trainee programmes N
The Diplomatic Academy is responsible for the training of South African average age
Diplomats. General skills training and bursaries are also offered to full-time 34
employees. Special Programmes include the following: Cadet, Internships
O
and Learnerships. gender
54% female and 46% male P
ethics statement
We are committed to the following values: Patriotism, Loyalty, Dedication, personnel turnover
9%
Q
Ubuntu, Equity, Integrity and Batho Pele.

career paths R
The Department of Foreign Affairs offers a range of career choices in the
fields of International Relations and Law, as well as in Management and S
Administration (ICT, HR, Marketing & Communication, Finance, Internal
Audit and Supply Chain Management).
NOTES T
vision i have:
Our vision is an African continent that is prosperous, peaceful, democratic, U
called e-mailed had a meeting
non-racial, non-sexist, united and which contributes to a world that is just
and equitable.
he / she said: V
W
The Department will be participating in SABC Career X
Exhibitions in different provinces. We will also be
participating in university career programmes. Y
my impression:
www.dfa.gov.za Z

71
 Dimension Data A
B

F
ounded in 1983, with its head quarters in South Africa,
FACTS C
Dimension Data is a specialist IT services and solution
provider that helps clients plan, build and support their industry
IT infrastructures. The company applies its expertise in Information Communication Technology D
networking, security, operating environments, storage and contact markets
centre technologies and its unique skills in consulting, integration Middle East & Africa (including South Africa), Europe, E
and managed services to create customised client solutions. Australia, Asia and the Americas.
Dimension Data’s rich history in networking has placed the company head office F
at the forefront in helping clients simplify and consolidate their Johannesburg (South Africa)
IT infrastructures through Internet Protocol (IP) convergence. In G
number of employees
addition to bringing strong domain expertise in implementing IT Over 5 000 in the Middle East and Africa (including
infrastructure, Dimension Data works closely with its clients to solve SA) and over 10 000 globally.
H
critical business issues through technology.
offices

recruitment 2009
Due to our rapid growth, we recruit continuously via our website:
www.dimensiondata.com as well as other leading online sites and we have our
own internal recruitment division – ‘talentresource@za.dimensiondata.com’.
Johannesburg, Cape Town, Durban, Port Elizabeth
and East London; Nigeria, Kenya, Botswana, Namibia,
I
Angola, United Arab Emirates and Saudi Arabia – as
well as in our global territories such as Asia, J
Americas, Europe/UK and Australia.

contact employee profile K

For graduate recruitment, contact: ‘londeka.Ndlovu@za.didata.com’. Information Technology/Systems, General & Project
Management, Solution Architects, Desk Top Engineers,
trainee programmes System & Voice Engineers, HR, Finance, Marketing/ L
We have a one-year graduate fast track programme that runs annually aimed Communications, Administration and Call Centre staff.
at IT (Information Technology) graduates, as well as a one-year learnership
salary policy
M
programme. There are various in-house training programmes offered
We are guided by our Global Reward and Peformance
through our corporate university, DDU (Dimension Data University).
Policy which aims to ensure we offer market-related N
packages and that we appropriately reward high
ethics statement
performance.
The Dimension Data Group embraces the highest standards in its business
activities. It is open, honest and considerate in its dealings with customers,
O
average age
suppliers, members of staff, associates and all groups and individuals with 34
whom it has contact and dealings. P
gender
career paths 31% female and 69% male
Dimension Data invests heavily in our employees across our four learning Q
personnel turnover
centres: Leadership & Management, Sales, Technical & Delivery and
approx. 14% per annum
Business Skills. Each employee has a Personal Development Plan (PDP)
which is discussed and documented, this then maps out their development
R
turnover
goals and achievements. Over R8 billion for the Middle East and Africa. $4.5
billion globally. S
vision
To be the world leaders in the provision and management of IT
infrastructure solutions to help our clients meet their business goals. T
NOTES
i have:
U
In 2009 we will be launching our Saturday School mentorship called e-mailed had a meeting

programme which aims to give our employees the opportunity

he / she said: V
to mentor a disadvantaged Grade 12 pupil, offering career
guidance and other key lifestyle skills. The Saturday School
programme has been going since 1995 as one of our key
W
corporate social investment initiatives, aimed at helping pupils
reach their full potential by bolstering their maths, science X
and computer science skills to ensure they are adequately
equipped to pursue a tertiary qualification. Y
my impression:
www.dimensiondata.com Z

73
johannesburg +2711 269 7600
cape town +2721 410 2500
stellenbosch +2721 808 6620
durban +2731 301 9340
info@problemsolved.co.za
 Edward Nathan Sonnenbergs A
B

A
s one of the country’s oldest, largest and most respected
FACTS C
law firms, we at Edward Nathan Sonnenbergs (ENS) are
devoted to providing top-quality legal, tax and forensics
services to our clients, offering innovative and creative
industry
Legal Tax Forensics
D
solutions tailored specifically to individual client needs and wants.
We maintain our reputation by constantly re-inventing ourselves and
markets E
Global, but mainly Africa and South Africa
challenging employees to create inspired solutions which mirror the
F
changing political, social, economic and environmental landscape number of employees
of South Africa. ENS was the first law firm in the country to have 691
G
established pro bono offices in the heart of historically disadvantaged
offices
communities – Alexandra in Johannesburg and Mitchells Plain in
Johannesburg, Cape Town, Stellenbosch and Durban. H
Cape Town. From these offices, practitioners provide free legal advice
and related services to the underprivileged. employee profile
Law, Tax and Forensics.
I
recruitment 2009
We actively recruit new talent by participating in open days and attending ethics statement J
road shows at universities across the country. To be part of our mid- or Our company culture is defined by eight core values
end-of-year VAC programme, or to do your articles at ENS, send a winning to which all employees subscribe and are happy to K
motivation letter, comprehensive CV, full academic transcripts and any be measured against. These values are Collegiality,
supporting documentation to: vac@problemsolved.co.za, Diversity, Excellence, Integrity, Passion, Social
articles@problemsolved.co.za or info@problemsolved.co.za Responsibility, Teamwork and Transformation. These
L
or alternatively fax it to (011) 269 7899 / (021) 410 2555. values set the tone and culture of the firm.
M
contact average age
info@problemsolved.co.za 34 N
trainee programmes gender
ENS has put in place a Training and Development Task Force who focus on approx. 65% female and 35% male O
driving the firm’s training programmes, as well as internal seminars and
workshops to develop ideas and grow business intelligence. A formal personnel turnover P
mentorship programme aimed at developing young practitioners is also in approx. 5%
place. All principals at ENS are obliged to involve their CAs as deeply as
possible in their practices and their own performance is rated according to turnover (sa only)
Q
the training they deliver. R500 million
R
career paths
ENS invests heavily in recruiting, developing and retaining top SA talent. S
Because ENS is committed to hiring talented employees, we set the
benchmark for salaries in the legal industry, have a comprehensive medical
aid scheme and a flexible maternity leave programme. NOTES T
i have:
vision U
called e-mailed had a meeting
Our vision is to be the African law firm of choice - innovative, world-class
and solution driven.
he / she said: V

Come and visit our stand at road shows and universities

W
throughout the country. Visit our website
X
problemsolved.co.za for more information on the firm
and how to apply for positions at the firm. Y
my impression:
problemsolved.co.za Z

75
 ERICSSON A
B

E
ricsson is a world-leading provider of telecommunications
FACTS C
equipment and related services to mobile and fixed network
operators globally. Over 1 000 networks in 140 countries
utilise our network equipment, and 40 percent of all mobile
industry
Telecommunications
D
calls are made through our systems.Through our Sony Ericsson Mobile
Communications joint venture, we offer a range of mobile devices, markets E
including those supporting multimedia applications and other services Global
allowing richer communication. We invest heavily in Research and F
Development, and actively promote open standards and systems. Also head office
Stockholm (Sweden)
reflecting our ongoing commitment to technological leadership, we G
have one of the industry’s most comprehensive intellectual property
number of employees
portfolios, containing over 20 000 patents. 681 – South Africa H
1751 – sub-Saharan Africa
recruitment 2009
We are always looking for talent – all over Africa! To find out more visit:
offices
I
‘www.ericsson.com/ericsson/careers/join_us/job_search/index.shtml’.
Johannesburg
contact J
‘www.ericsson.com’ or ‘graduate.recruitment@ericsson.com’. employee profile
Engineers, Business Consultants, Sales, Marketing, K
trainee programmes Finance/Commerce, HR and IT Specialists.
Ericsson currently has opportunities for graduates to grow their careers in
the sales arena. Our two-year graduate programme incorporates interna- salary policy
L
tional and local training as well as work exposure. A technical or commercial
Working in a competitive market Ericsson recognises
qualification is required. A graduate programme in Services has been
established and a graduate programme in System Integration is planned for that remuneration packages must be aggressively M
the future. positioned to ensure that the right talent is acquired
and retained. N
ethics statement
We believe that all employees and potential employees must clearly average age
understand what our company stands for and where our opportunities lie. approx. 36/37 O
According to CEO Carl-Henric Svanberg, “The future of Ericsson depends
on strong leadership that adheres to a core set of values and principles. These
define the way we work. They also shape the way our customers see us and
gender P
approx. 30% female and 70% male
strengthen the bonds of their trust. When employees in 140 countries
consistently apply our values and principles, we gain the most powerful
personnel turnover
Q
advantage we have for attaining our vision of global leadership.”
approx. 7%
career paths R
Ericsson has Career Models per business unit. Jobs are plotted from entry
level to senior level, along with job descriptions and recommended
competence plans. Our Individual Performance Management system allows
S
individual growth and career development planning. As a high growth
market, Ericsson Market Unit sub-Saharan Africa (MUSA) offers dynamic
NOTES T
career opportunities and travel.
i have:
vision U
called e-mailed had a meeting
Our vision is to be the prime driver in an all-communicating world!
Creating a world where people can communicate with whomever they wish,
without limitation, will yield a remarkable freedom: Freedom of communi- he / she said: V
cation that will knit together the people of the world with threads of
unprecedented mutual understanding and respect. W

Ericsson recognises the current economic situation which X

impacts 2009, but we nevertheless continue to forge ahead in
our persuit of excellent talent. Y
my impression:
www.ericsson.com Z

77
Day one
is just the beginning
Day one. It’s where all the hard work pays off. Where you set your
goals, achieve your ambitions and reap the rewards. It’s where the
future is there for the taking. And your best is yet to come. From
the day you join us, we’re committed to helping you achieve your
potential. So, whether your career lies in assurance, tax,
transaction, advisory or core business services, shouldn’t your
day one be at Ernst & Young?

What’s next for your future?

www.ey.com/careers

!@#
 Ernst & Young A
About us... B

S
ome 130,000 people in 114 different countries are united by the
FACTS C
company’s
Ernst & Young shared values Company
is a global and an unwavering
name commitment to
Ernst & Young
quality.
leader in the Ernst &ofYoung employees
provision Industrymake a difference by helping
Global leader in the provision of assurance, tax, transaction and
clients
industry
D
assurance, tax, and wider communities achieve their full potential.
transaction advisory We
servicesGlobal leader in the provision of assurance, tax,
recently integrated 87 country transaction and advisory services. Europe, the Middle
and advisory services. Somepractices in Western and Eastern
Markets Europe,
We are positioned in Western and Eastern
the Middle East, India and Africa into a new EMEIA Area. East, India and Africa E
130,000 people in 114 markets
different countries are Head office London
Number of employees 130 000 people Middle
We are positioned in Western and Eastern Europe, the
in 114 different
F
united by the company’s
recruitment 2009 East, India and countries
Africa.
shared values
Competition forand anat Ernst & Young
places is intense.
Turnover On receiving$18.4
/ Revenue many billion
applications, commitment
we look for quality
G
unwavering to rather than quantity. We offer over 200 head office
positions each year. Visit our website In
www.ey.com/za/careers
South Africa to develop London
quality. Ernst & Young
your understanding of us, and the opportunities we offer. H
employees make a Number of employees 2050 number of employees
difference
contactby helping clients Offices Johannesburg, Cape2050 *Town, Durban, Pretoria, Bloemfontein,
I
and wider communities
www.ey.com/za or graduate.recruitment@za.ey.com Port Elizabeth,Pietermaritzburg
Employee profile offices and advisory
Audit, tax, transactions
achieve their full potential. J
trainee programmes Johannesburg, Cape Town, Durban, Pretoria,
We recently integrated 87 Average age 74% under 35 & 26% over 35
Our graduate programme offers extensive development opportunities, which Bloemfontein, Port Elizabeth and Pietermaritzburg
country practicestraining
include three-year in Western
contracts Gender
for our Assurance business52% unitfemale,
and 47% male K
and Eastern
possible Europe,
permanent the
employment contracts in other sections of our
Turnover/Revenue business.
Over R1 billion employee profile
Middle East, India and Africa Trainee programmes Our graduate programme Audit, tax, transactions and advisory.
offers extensive development L
ethics statement
into a new EMEIA Area. opportunities, which include three-year training contracts for
Ernst & Young has a clearly defined set of values to which all employees salary policy
our Assurance business unit and possible permanent
subscribe, and the first and most important value its staff demonstrates is Competitive salary packages
employment contracts in other sections of our business.
M
For more information,
integrity.
please visit www.ey.com/za Ethics statement Ernst & Young has a clearly
average age defined set of values to which all
N
employees subscribe to and the26%
first and35*most important value
career paths 74% under 35 and over
its staff demonstrates is integrity.
Our people take ownership of their own career development. This entails
investing time, money and energy into Career paths
analysing their strengthsOur ownership of their own career development. O
and people take gender
This entails
weaknesses; working with their counsellor and /or mentor to further developinvesting time,and
52% female money and energy into analysing
47% male*
their
their skills and knowledge. We offer a wide range of career choices strengths and weaknesses; working with their counsellor P
in our
company. and /or mentor to further develop their skills and knowledge. We
turnover
offer a wide range ofR1career
billion* choices in our company.
Over
Q
vision Vision Our promise is “to deliver seamless, consistent, high-quality
Our promise is “to deliver seamless, consistent, high-quality client service
client service worldwide.”
worldwide.” * As at June 2008 R
Recruitment 2009 Competition for places at Ernst & Young is intense. On receiving
many applications, we look for quality rather than quantity. We
Having won the Corporate Research Foundation – Best offer over 200 positions each year. Visit our website to developS
your understanding of us, and the opportunities we offer.
Company to Work For 2006 and being Top Ten ranked in the
www.ey.com/za/careers
NOTES T
Best Employer 2007/8 survey, puts us in a position to retain
Salary policy Competitive salary packages
our staff by offering them flexible working arrangements, a i have:
Student news 2009 Our vacation programmes and our business experience U
people wellbeing programme, a mentorship programme, as called e-mailed had a meeting
programmes are ways for you to find out more about us and for
well as a host of other programmes which help achieve us toafind out more about you. We are also offering extensive V
he / she said:
healthy work / life balance. Our vacation programmes and our
training programmes for our students throughout the year to
business experience programmes are ways for you to enrich
find their
out experience and equip them for work.
W
more about us and for us to find Contact
out more about you.www.ey.com/za
We are or graduate.recruitment@za.ey.com
also offering extensive training New
programmes
in 2009 for our students
Having won the Corporate Research Foundation - Best Company
X
to Work
throughout the year to enrich their experience and equip For 2006 and being Top Ten ranked in the Best
them
Employer 2007/8 survey, puts us in a position to retain our staff
for work. Y
by offering them flexible working arrangements, a people well-
being programme,mya impression
mentorship
: programme, as well as a host of
www.ey.com
other programmes which help achieve a healthy work/life Z
balance.

79
 Eskom A
B

E
skom is one of the top 13 utilities in the world by generation
FACTS C
capacity, and among the top nine by sales. It generates,
transmits and distributes electricity to industrial, mining,
commercial, agricultural and residential customers and
industry
Electricity (Parastatal)
D
redistributors. Additional power stations and major power lines are
being built to meet the rising electricity demand in South Africa.
markets E
Eskom operates in South Africa but has operations in
Eskom buys electricity from, and sells electricity to the countries of other African countries. F
the Southern African Development Community (SADC). The future
involvement in markets outside South Africa that is the SADC head office
Sandton (South Africa) G
(African countries connected to the South African grid) and the rest
of Africa, is limited to those projects that have a direct impact on
number of employees H
ensuring security of supply for South Africa. 35 404

offices
I
recruitment 2009
Eskom continues with its ambitious recruitment plans. Follow the links on Sunninghill, Sandton
www.eskom.co.za to view a list of vacancies and apply online.
J
employee profile

contact Engineering, Mining, Commerce, Information K

Visit our site ‘www.eskom.co.za’. Technology, Finance and Geology.

salary policy
L
trainee programmes
Skills development is a prerequisite for all employees; it is managed through Market-related salaries with performance
individual development plans, their acquired competencies and the management and an incentive scheme, as well as M
associated training they have completed. flexible benefits.
N
average age
ethics statement
Eskom has established an Ethics office to maintain an effective ethics 40
O
programme within the Eskom Group.
gender

career paths 29% female and 71% male P

The critical skills Eskom is looking for are in the engineering, financial,
commercial and project management fields. personnel turnover
6.8%
Q
vision
“Together building the powerbase for sustainable growth and development” turnover R
through its core business focus on electricity generation, transmission, R44 448 billion
trading and retail. It entrenches the values of excellence, innovation, S
customer satisfaction and integrity across all business operations.

NOTES T
i have:
U
called e-mailed had a meeting

he / she said: V
W
Bursaries are available for tertiary studies at universities
and universities of technology. In 2008 there were a X
total of 5368 bursaries and learnerships awarded to
students. Y
my impression:
www.eskom.co.za Z

81
 Exxaro A
B

E
xxaro is a South African-based diversified resources
FACTS C
group, listed on the JSE limited. Exxaro has a world-class
commodity portfolio in coal, mineral sands and base metals,
with exposure to iron ore through a 20% interest in listed
industry
Mining
D
Kumba Iron Ore. As the fourth largest South African coal producer
with a capacity of 45 million tonnes per annum, and the third largest
markets E
South Africa, Namibia, Australia and China.
global producer of mineral sands, Exxaro is a significant participant
F
in the coal and mineral sands markets and provides a unique listed head office
investment opportunity into these commodities. As South Africa’s Pretoria
G
largest black-controlled, diversified mining company, Exxaro is well
number of employees
positioned to grow domestically as well as internationally.
10 000 H
recruitment 2009
Exxaro is expanding its operations and new vacancies are becoming the
offices
Pretoria
I
norm. Vacancies are announced on the webpage: www.exxaro.com (click on
‘careers’) and are also advertised in national and local newspapers. employee profile J
Geologists, Engineers, Finance, Human Resources,
contact Information Technology, Supply Chain Management, K
www.exxaro.com Projects, Safety, Health & Environment (SHE) and
Sustainable Development.
trainee programmes L
Training programmes include the following: average age
- In-house training 39 M
- Opportunities for attending external courses and seminars
- Postgraduate and undergraduate training
- Practical training opportunities
gender
N
10% female and 90% male

ethics statement personnel turnover O

Exxaro has ensured that exacting attention to the rules of good corporate 10%
governance is entrenched within the company, as well as externally, through P
the implementation of its code of ethics. turnover

career paths
R10.16 billion
Q
Exxaro invests in continuous training and development plans. Career
management through performance and succession planning, aims at R
aligning the individual’s needs and goals to the company’s goals and strategy.
S
vision
Through our innovation and growth we will be a powerful source of endless
possibilities. NOTES T
i have:
U
called e-mailed had a meeting
Exxaro will participate in a number of Career Fairs around
the country and will continue its ongoing collaboration with he / she said: V
academic institutions. Look out for Exxaro’s recruitment drive
for graduate and undergraduate programmes in engineering W
and other disciplines. Exxaro continues to make great strides
with its new culture, values and philosophy. In 2009, it plans X
to focus its energy on high performance culture drives and
competency-based training. Y
my impression:
www.exxaro.com Z

83
 First National Bank A
B

A
s the oldest bank in South Africa, FNB’s history is firmly
FACTS C
grounded in the needs of the people we serve. Our roots can be
traced all the way back to 1838, to the Eastern Province Bank
in Grahamstown. Today, FNB stands as a division of FirstRand
industry
Retail Banking
D
Bank Limited with branches throughout South Africa, Swaziland, Lesotho,
Botswana and Namibia. As a bank, we’re dedicated to serving the needs markets E
of our clients, offering a range of banking products, including forex, home The general population in southern Africa.
loans, day-to-day banking and financial products – catering to the needs F
of all our clients, including businesses, corporates and government. As a head office
Johannesburg
proudly South African company, we’re proud to be a National Supporter G
of the 2010 FIFA World Cup as the first South African company to sign a
number of employees
sponsorship deal for FIFA’s coveted National Supporter status. 28 198 H
recruitment 2009
Graduate recruitment takes place annually; online applications open in May
offices
We have a national presence.
I
and close at the end of August. Details of vacancies for experienced
personnel across FNB can be found online at ‘www.fnb.co.za’. The FNB
Graduate Recruitment teams will be visiting campuses countrywide for the employee profile J
Career Fairs and career presentations. The schedule of our campus visits will Accounting, Engineering, IT Specialists, Actuaries,
be posted on www.fnb.co.za by May 2009. Customer Service representatives, Marketing and K
Human Resources.
contact
Visit our website ‘www.fnb.co.za’. salary policy
L
Market-related
trainee programmes
We offer permanent employment opportunities to graduates from various M
academic disciplines. Our programme includes a Graduate Development average age
Programme aimed at equipping graduates for a career in banking. We also mid 30’s N
offer additional graduate opportunities in Risk Management and Training
Outside Public Practice (TOPP). gender
65% female and 35% male O
ethics statement
First National Bank prides itself on being a values-based company. The
values we live by guide collective beliefs that are central to the achievement
revenue P
R22.5 billion
of our vision. We aim to create an environment that upholds accountability,
respect, innovation, pride and ubuntu. Values which empower us to lead, Q
teach and manage our people, everyday.

career paths R
Formalised mentorship programmes to guide new employees in terms of career
development – Leadership Development Programmes. Several Junior Boards ex-
ist within FNB where young leaders have the opportunity to get exposed to
S
decision making on a more senior level, and get to work across business units.
NOTES T
vision
To be a great business helping to create a better world. i have:
U
called e-mailed had a meeting
First National Bank (FNB) is proud to be the lead sponsor of
the Universities Business Challenge (UBC) SA which aims he / she said: V
to give university students the ultimate career break and an
opportunity for students to develop their understanding of how W
businesses work, improve their decision-making skills and
enhance their team-working abilities. The competition which is X
to be held annually is open to all university students, across all
faculties and who are in their final year of study. Y
my impression:
www.fnb.co.za Z

85
 ExcEptional providEr of building,
infrastructurE and EnginEEring solutions.

If it’s to be,
it’s up to me.
Attitude and ambition
guarantee the perfect fit.

Join Group Five and

start building your future,
one piece at a time.

Visit www.g5.co.za
 GROUP FIVE A
B

G
roup Five was registered on the JSE on 1 May 1974. As one
FACTS C
of the top three construction, materials manufacturing
and construction materials companies in southern industry
Africa, the Indian Ocean Islands, the middle East and Engineering and Construction. D
Eastern Europe, the group’s strategy over the past few years has been
to move from being a contractor to a diversified construction services,
markets E
South Africa, Africa, Middle East and Eastern Europe.
materials and investment group focusing on large multi-disciplinary
head office F
contracts.
Johannesburg

recruitment 2009 number of employees

G
We are recruiting on an ongoing basis, as and when the need arises within 12 159
our operations. New vacancies are published on the careers section on the H
webpage ‘www.g5.co.za’. offices

contact
Johannesburg, Cape Town, Kwazulu Natal, Dubai and
Eastern Europe.
I
Visit our website ‘www.g5.co.za’.
employee profile J
trainee programmes Engineers / Technicians; Quantity Surveyors; Building
& Construction Managers; Project Managers;
Engineers in Training Graduate Development Programme in: Civil
Commercial; Risk/Legal; Health, Safety and K
Engineering, Quantity Surveying, Construction Management, Mechanical
Environment; Finance; Information Technology;
Eng, Property Development and Chemical Engineering.
Learnership Programmes: Construction Supervision.
Human Resources; Business Administration and L
Management/ Strategy and Business Development
We also have various in-house training programmes via our G5 Academy.
professionals.
M
ethics statement salary policy
The attainment of our organisational goals is dependent on the combined
efforts of all our employees. It is imperative that we all apply ourselves
We offer competitive and market-related N
remuneration.
diligently to our jobs, and in a manner that reflects good business practices
and good governance; as well as displaying respect, confidence and a high average age O
standard of ethics in our dealings with our customers, fellow employees, 37
business partners, suppliers, communities and the environment.
gender
P
career paths approx. 11% female and 89% male
Group Five prides itself in investing in the ongoing development of its Q
employees and offers local, regional and international career opportunities. personnel turnover
15%
Employees are required to have individual development plans, as well as R
ongoing progress discussions with their line managers, as part of the
performance management system. turnover
R8 899 578,000 S
vision
To be an exceptional provider of building infrastructure and engineering
NOTES T
solutions.
i have:
U
called e-mailed had a meeting
We have a total of about 160 bursary students in 2009.
We are excited as a company to be able to also offer he / she said: V
vacation work and future employment to our bursars.
We visit tertiary institutions every year to recruit new W
bursars and potential employees; do look out for us. We
also host an annual student event which brings together X
our students and key leaders in the company. Awards
are presented to deserving students at this event. Y
my impression:
www.g5.co.za Z

87
Engineering Opportunities
Graduate into our world!
Many exciting and rewarding career possibilities
await you at Hatch! Whether in mining and minerals,
infrastructure or energy, your path will cross with
really great engineering projects.
Determine your niche in project delivery,
operations support, consulting or technology
services - your choice is limitless!
Be part of a world class team of approximately
9 000 Hatch employees currently managing
projects worth in excess of $20 billion. You
can work in any of our offices spread across
52 countries.
Based in park-like surroundings in Woodmead,
ample parking and other conveniences such as
a gym, creche, restaurants and coffee shops are
available. Our employees also enjoy a comfortable
canteen with subsidized snacks and meals.
With all this on offer you are sure to find your
place at Hatch!
8865
Become part of this team.
Graduates with 0-3 years experience from
all disciplines and with excellent academic
performance as well as an innovative, enthusiastic
personality could earn one of many sought after
positions in our organisation. Bursaries are also
available.
To apply:
• Visit our graduate recruitment web page on
www.GradX.net
• Only online applications submitted through this
press room will be accepted.
• Applications close by end August each year.
• Bursaries - full or partial - are available for high
performing individuals from their 2nd year of
study onwards.
Global Experts
 Hatch A
B

H
atch is a leading global consulting, engineering,
FACTS C
technologies, information systems, and project and
construction management organisation that serves the
mining & metals, energy and infrastructure sectors.
industry
Engineering Consulting, Project Delivery, Operations
D
The business units and affiliates of the Hatch Group provide a full Support and Technology Services. Hatch operates in

range of technology-driven, value-adding solutions and services

mining & metals, infrastructure and energy sectors. E
through a network of more than 80 offices worldwide. Programmes markets F
and projects under management have an aggregate value in excess of Europe, Canada, Americas, Asia and Africa
US$50 billion. Hatch is an employee-owned company of more than
head office
G
10 000 employees globally.
Mississauga (Canada)
H
recruitment 2009 number of employees
The recruitment deadline for graduate positions and bursaries is end of 1300
I
August each year. Applications are completed online at ‘gradx.net’. All five
sections need to be completed for your application to be considered. offices
Woodmead (Johannesburg) J
contact
www.hatch.co.za and gradx.net to apply. employee profile K
Diverse consulting services covering business
trainee programmes development, engineering design, project
L
Hatch’s ultimate goal for our young engineers is to gain professional ECSA management, operations support and on-site
registration. This is achieved through our PDP (Professional Development technical support.
Programme) coupled with a structured mentoring programme. In addition, M
we have an in-house training centre to further develop our young engineers. salary policy
We structure competitive packages based on market N
ethics statement guidelines provided by SAGRA (South African
We value our clients, technical excellence, continous innovation, our staff Graduate Recruitment Association). We offer top
and a commitment to the community. Our clients’ projects are our first medical aid and a competitive pension fund. O
priority. We value each member of our staff and maintain a climate of
openness, while encouraging professional and personal development. average age P
39
career paths Q
At Hatch, we believe that you will determine your niche in either project gender
delivery, operations support, consulting or technology services. 25% female and 75% male
R
vision
We are an innovative organisation committed to helping our clients achieve S
unprecedented results. Our clients appreciate our added value, trust, open
communication and ability to transfer our expertise globally.
NOTES T
i have:
U
called e-mailed had a meeting
Hatch’s presence is experienced at several universities
he / she said: V
throughout South Africa by taking part in the annual
Career Fairs. Top decision makers at Hatch are also W
present at these fairs to engage with prospective
graduates and bursars. Hatch will be embarking on an X
exciting new project to attract graduates from universties
of technology. Y
my impression:
www.hatch.co.za Z

89
 ImpLATS A
B

I
mpala Platinum Holdings Limited (Implats) is in the business
FACTS C
of mining, refining and the marketing of platinum group metals
(PGMs) – especially platinum, as well as nickel, copper and
cobalt. Implats is also involved in the secondary sourcing of
industry
Mining
D
material through Impala Refining Services (IRS), which enables it
to capitalise on the group’s competitive advantages in processing and markets E
refining. The group’s operations on the Bushveld Complex in South Asia, North America, Europe and South Africa.
Africa (Impala Platinum, Marula Platinum, the Leeuwkop project F
and Two Rivers) and the Great Dyke in Zimbabwe (Zimplats and head office
Johannesburg, South Africa
Mimosa) give it a significant base of attributable reserve and resource G
ounces of platinum. Implats employs approximately 55 000 people
number of employees
(including contractors) across its operations and is one of the most approx. 55 000 (including contractors) H
efficient and lowest cost primary platinum producers in the world.

recruitment 2009
offices
Johannesburg, Rustenburg (North West), Springs
I
Implats continuously keeps an eye out for talented people to fill challenging (Gauteng) and Burgersfort district (Limpopo).
opportunities. These opportunities are mostly advertised in the national
press. Our HR department’s contact details for the location you are
J
interested in are available on our website, ‘www.implats.co.za’. We also employee profile
encourage the advancement of our employees and promote from within. Health/Safety & Environment, Mining Engineering/ K
Chemical Engineering, Ventilation, Metallurgical/Civil
contact & Electrical Engineering, Human Resources, Finance,
www.implats.co.za/careers Information Technology, Geology and Marketing.
L
trainee programmes salary policy M
Implats offers discipline-specific training programmes aimed at final-year In order to remain competitive, we actively
and postgraduate students and learnerships as well as various in-house
training programmes to equip our employees to contribute to the
benchmark and review our remuneration packages N
achievement of our strategic objectives. and practices.

ethics statement average age O

Implats has a bona fide code of business practice and all employees and 39,8 years
suppliers are expected to adhere to the ethical standards contained in the P
code. The policy outlines conflicts of interest, the prevention of gender
dissemination of company information, the acceptance of gifts, and
protection of intellectual property and patent rights of the company.
female 5,8% and male 94,2%
Q
turnover
career paths
Implats has a talent management team in place which identifies internal and Sales revenue – R34.5 billion R
external individuals with promise, and develops and advances those people.
It includes succession planning and various committees have been set up to S
assist with talent management.

vision NOTES T
Implats’ vision is to be the world’s best platinum producing company
delivering superior returns to shareholders relative to our peers. i have:
U
called e-mailed had a meeting

Implats will continue to focus on attracting and retaining top he / she said: V
talent. We will visit a number of Career Fair Days around the
country, participate in graduate recruitment programmes and W
expand our collaboration with universities. Come and visit our
stand on one of these days or contact us directly to discuss X
what Implats can offer you as an employee and tell you more
about how we can assist you to jump-start your career. Y
my impression:
www.implats.co.za Z

91
 If development is your passion,
we have a career for you.
I f yo u a re p a s sionate abou t mak ing a di fference,
yo u w i l l f i n d a home at the IDC.
TM
Bein g h o n o u re d w i t h a T o p T e n B e s t E m p l oye r a cco l a d e ( a wa rd e d by C R F )
high l i g h t s o u r co m m i t m e n t t o h e l p i n g o u r e m p l oye e s d e ve l o p t o t h e i r f u l l p o t e n t i a l.
Ebony & Ivory 10203

w w w. i d c. co. z a
 Industrial Development Corporation A
B

T
he Industrial Development Corporation of South Africa Ltd
FACTS C
(IDC) is a self-financing national Development Finance
Institution (DFI). It was established in 1940 to promote
economic growth and industrial development in South
industry
Development Finance Institution
D
Africa. Our mandate now includes the rest of the African continent
and we are active throughout the entire region. We operate in a broad markets E
spectrum of industries and, with our specialised knowledge and We are active throughout the entire African continent.
experience, are able to offer financial assistance to a wide variety of F
individuals and companies. The challenge of sustainable development head office
Sandton, Johannesburg
compels us to maintain our financial independence by applying sound G
business principles to everything we do.
number of employees

recruitment 2009
614 H
We are recruiting continuously. Vacancies are announced on our website
www.idc.co.za and published in the career sections of daily or weekly offices
Sandton, East London, Cape Town, Durban,
I
newspapers.
Bloemfontein, Polokwane, Kimberley and Rustenburg.
contact J
Contact our call centre at 086 069 3888 or email us at ‘callcentre@idc.co.za’. employee profile
Project Development (Engineering, CA(SA)), Corporate K
trainee programmes & Structured Finance, Legal, Economic Analysis &
We offer Training Outside Public Practice (TOPP) for prospective CAs. We Forecasting, Business Administration, Film & Media
also offer further development and training through our Academy of and Portfolio Managers.
L
Development Finance. In support of ASGISA and JIPSA initiatives, we offer
work readiness programmes for unemployed graduates.
salary policy M
ethics statement Market-related salaries
At the IDC we are committed to the highest standard of ethics in all our N
dealings. Our code incorporates best practice on issues such as declarations average age
of interest, cooling-off periods, recusals, gifts and insider trading. All our 37
stakeholders are required to comply with our code of business conduct. O
gender
career paths 48% female and 52% male P
We believe in the benefits of working in multidisciplinary teams. Developing
and sharing subject matter expertise. Personal, management and executive
development programmes result in a number of career choices available to turnover
R7.3 billion
Q
our people.

vision R
To be the primary source of commercially sustainable industrial
development and innovation to the benefit of South Africa and the rest of
the African continent.
S

NOTES T
The IDC awards 100% bursaries to university and technikon
i have:
students studying in the Engineering and Commerce fields. U
called e-mailed had a meeting
The bursaries cover costs of tuition, accommodation, meals
and books and are for the full study period. he / she said: V
We continue to deliver on our strategy of leadership in
development and are increasing our development impact. W
We are focusing on sector development and the proactive
identification and development of projects or industry initiatives X
that will have the greatest sustainable development impact for
our country and the African continent. Y
my impression:
www.idc.co.za Z

93
 What’s the
plan?

So you know where you want to go

but not how to get there?
Well
We’ll provide the hands-on experience and professional training to help you
develop your skills, realise your potential and choose a career path that’s right
for you. We like to think our blueprint is big enough for you to forge your own
path and strong enough to support your decisions.

In fact, quite a few people in your position went on to be global players in the
KPMG family, crossing quite a few industries and international date lines in the
process. Of course they continue to make a difference – to their companies
and in their communities. Well balanced individuals those KPMG professionals.

Get all the facts and figures you need to become a member of this leading global
family. To put yourself in the KPMG equation, visit www.kpmg.co.za or SMS ‘apply’
to 32176.
 KPMG A
B

K
PMG is one of the world’s leading professional services
FACTS C
organisations – a global network of member firms
operating in 150 countries. Our firms offer Auditing,
Tax and Advisory services to thousands of clients, from
industry
Audit, Tax and Advisory.
D
some of the largest multinationals and best-known brands to public
bodies and private individuals. This work takes us to the heart of the
markets E
Global
business world – we help clients grow and develop, advising on risk
F
and helping improve their financial performance. We are committed head office
to offering our firm’s clients an exceptional experience and we know Holland
G
we can only achieve this if we recruit and retain the best people across
number of employees
the globe.
3201 staff members H

recruitment 2009
offices
Our offices include our national office in
I
We are recruiting continuously. SMS the word “apply” to 32176 and we’ll call Johannesburg and regional offices in Bloemfontein,
you to complete your application telephonically. You can also apply via our Cape Town, Durban, East London, Nelspruit, J
website. A list of KPMG offices in South Africa and their contact details can Pietermaritzburg, Polokwane, Port Elizabeth, Pretoria
also be found on our website. If you have any further queries, you may and Secunda. With over 3 000 staff and more than K
contact the graduate recruiting team at our national office in Johannesburg 250 partners we are one of the largest Audit, Tax and
on (011) 647 7111 or be sure to visit KPMG LIVE on campus. Advisory firms in the country.
L
contact employee profile
www.kpmg.co.za or e-mail careers@kpmg.co.za KPMG operates as an international network of M
member firms offering Audit, Tax and Advisory
trainee programmes services. We work closely with our clients, helping N
We offer graduate programmes in the following areas: Chartered them to mitigate risks and grasp opportunities.
Accountancy, Information Technology/Informatics, Internal Audit, Finance,
Tax and Forensics. average age O
31
ethics statement P
Our values are at the heart of our Global Code of Conduct, which defines gender
the standards of ethical conduct we require of employees in KPMG member
firms worldwide.
54,6% female and 45,4% male
Q
personnel turnover
career paths 19.8% R
We offer graduate programmes in the following areas: Chartered
Accountancy, Information Technology/Informatics, Internal Audit, Finance, S
Tax and Forensics.

vision NOTES T
To be the leaders in our chosen markets.
i have:
U
called e-mailed had a meeting

he / she said: V
W
If you are studying towards Chartered Accountancy, X
Information Technology/Informatics, Internal Audit,
Finance or Tax, be sure to visit KPMG LIVE on campus. Y
my impression:
www.kpmg.co.za Z

95
do you really count?
bean part of Mazars means u do!

Expand your horizons – we’re looking for entrepreneurial people

who are passionate about business.
If this sounds like you, then Mazars Moores Rowland is the place
to be. Get to know us better and apply online at www.mazars.co.za
– where you make all the difference.

MAZARS MOORES ROWLAND

registered auditor – a firm of chartered accountants(sa)
an approved financial services provider audit • ta x • advisory
 MAZARS MOORES ROWLAND A
B

M
azars is an international, integrated and independent
FACTS C
organisation, specialising in Audit, Accounting, Tax
and Advisory Services. Mazars can rely on the skills
of 10 500 professionals operating in 50 countries.
industry
Audit, Tax and Advisory Services.
D
As the market challenger, Mazars is able to provide large corporate
multinational firms with seamless tailored solutions. Its complete,
markets E
Europe, Africa, America and Australasia.
adaptable and flexible range of services also makes Mazars perfectly
F
capable of serving smaller companies and owner-managed businesses head office
as well as high net-worth individuals. Paris (France)
G
number of employees
recruitment 2009 720 H
Recruitment takes place throughout the year. If you are interested in joining
Mazars by signing a Training Contract, participating in our Vacation Work
Programmes or Bursary Opportunities, please visit www.mazars.co.za to
offices
Bloemfontein, Cape Town, Durban, George,
I
apply. Johannesburg, Paarl, Plettenberg Bay, Port Elizabeth
and Pretoria. J
contact
Visit our website ‘www.mazars.co.za’. employee profile K
Auditing, Accounting, Taxation, Financial Services,
trainee programmes Risk Management, Employee Benefits and
Mazars offers the following SAICA accredited Training Contracts: Remuneration, Wills, Trusts and Estates, Corporate
L
Three- and four-year Training Contracts for graduates and postgraduates Finance, Internal Auditing and Forensic Services.
who are studying towards or who have completed a BCom Accounting, M
BBus Sci, BCompt or B Accounting Degree with or without GDA/Honours/ average age
CTA.
Five-year Training Contracts to undergraduates studying part-time towards
25 – 35 N
a SAICA accredited accounting qualification or all diploma candidates who gender
want to continue their studies to becoming a Chartered Accountant. 50% female and 50% male O
At Mazars we want people who can thrive within a dynamic and growing
culture – if you are a bright young bean with attitude and ambition – then turnover P
we want you! 750 million Euros, globally

vision Q
Mazars seeks to make a difference to our clients, our team, and our
communities by providing high-calibre services in a personal, principled and R
professional way, all the while striving for excellence
S

NOTES T
i have:
U
called e-mailed had a meeting
At Mazars Moores Rowland we aim to dispel the rumour
that accountants are dull people in grey suits. We are a he / she said: V
colourful firm consisting of great people of different ages,
W
backgrounds, and perspectives. The roles at Mazars
Moores Rowland are diverse – we aim to offer you a X
varied, professional and inspiring career opportunity.
Mazars – where you make all the difference. Y
my impression:
www.mazars.co.za Z

97
If you don’t have all the answers, make
sure you have all the questions
Deciding what to do with your future after you graduate is one of the biggest decisions you will ever have to
make. Do you know enough about your options to make that choice?

As one of the world’s most respected consulting firms, McKinsey & Company is an unrivalled environment in
which to start your career. From the outset you will work closely with exceptional people including African experts
and global leaders on obstacles and challenges, to affect extraordinary impact and enduring results. You choose
your own path and shape your future while experiencing personal growth and expanding your horizons

Our Business Analyst programme offers all the above opportunities, as well as the potential to undertake a
sponsored MBA at an international business school of your choice thereafter
http://www.mckinsey.com/locations/Sub_Saharan_Africa/
 McKinsey & Company A
B

M
cKinsey & Company is a pre-eminent global
FACTS C
management consulting firm. We are the trusted
advisors to the world’s leading businesses, governments
and institutions. We help leaders make distinctive,
industry
Strategy consulting across all major industries and
D
enduring and substantial improvements to the performance of their sectors.
organisations. Regional experts in our Sub-Saharan Africa office are E
dedicated to helping our private, public and social sector clients across head office
the continent overcome their biggest challenges. Our local focus is Johannesburg F
underpinned by our powerful global networks and our collaborative
offices
working style, which ensure that our best resources are engaged in G
84 offices in 46 countries.
solving our clients’ problems. We will only take on a client engagement
if the impact we provide is substantially greater than the costs for our employee profile H
services. We are dedicated to attracting and retaining exceptional We are looking for exceptional graduates with a four
people by providing them with challenges and opportunities in an
unrivalled environment. We support and develop our people as they
year degree with any background. Our consultants
include music majors, veterinarians, doctors,
I
expand their horizons and experience real personal growth. engineers, actuaries and CAs.
J
recruitment 2009 salary policy:
We are recruiting for Business Analyst positions in 2009. Please visit our Market-related salary, benefits plus performance- K
website for further details on these roles and how to apply. based bonus.
In July 2009, we shall start our graduate recruiting drive for final-year
students. Please see our website for details of presentations and more average age
L
information on how to apply for both the Winter Internship Programme and 29
graduate positions. M
contact
Visit ‘www.mckinsey.com/locations/Sub_Saharan_Africa/’. N
trainee programmes O
We offer extensive internal training programmes in functional, industry and
communication skills. Depending on performance and preference, it is also
possible to undertake an MBA at an international business school through P
our graduate Business Analyst Programme.
Q
ethics statement
As professionals, we:
• Put our clients’ interests first and strive to deliver more than is expected R
• Uphold complete integrity
• Tell the truth as we see it
• Operate as “One Firm.” Worldwide, our consultants maintain the same
S
standards of quality and ethics
• Deliver the best of our Firm to every client in a cost-effective manner NOTES T
career paths i have:
U
During your career at McKinsey you will experience personal growth while called e-mailed had a meeting
you take on challenges that matter with people that matter in organisations
that matter. You will have an opportunity to have a real impact in Africa and he / she said: V
expand your horizons. You will engage in meaningful work with global
leaders as well as African experts to ensure enduring results.
W
We offer a Winter Internship Programme for third-year X
students during the winter vacation from June to July
2009. Y
my impression:
www.mckinsey.com Z

99
 Moore Stephens A
B

M
oore Stephens is a leading mid-tier accounting
FACTS C
practice, forming part of an international network
of over 358 member firms and 621 locations in 95
countries in Europe, North America, Latin America,
industry
Auditing and Business Financial Advisory Services.
D
Australasia, the Middle East and Africa. Known for smart solutions
and personalised client service, it offers a broad range of services, from
markets E
Moore Stephens is represented in 95 countries.
basic audit and tax compliance, through to more strategic offerings
F
such as transfer pricing assistance and corporate governance advice. head office
Moore Stephens is known for excellence, smart thinking, innovation London
G
and personalised client service.
number of employees

recruitment 2009
464 in South Africa H
We recruit throughout the year. Visit our website for more information:
‘www.moorestephens.co.za’.
offices
Cape Town, Stellenbosch, Johannesburg, Durban,
I
Port Elizabeth, Humansdorp, Jeffreys Bay and East
contact London. J
Visit our website ‘www.moorestephens.co.za’.

trainee programmes
employee profile K
Auditing, Tax, Corporate Finance, Payroll Services,
Three- to five-year SAICA & SAIPA training programmes for graduates and Financial Advisory Services and Consulting.
postgraduates. L
salary policy
ethics statement Trainee accountant salaries are based on M
To provide an efficient and comprehensive service to our clients by adhering qualifications and the years of training already
to professional standards as laid down by IRBA and SAICA; to encourage
service excellence from directors and staff without compromising
completed. N
independence or integrity and to provide staff with training and growth average age
opportunities. 30 O
career paths
We believe in investing in the future of our staff, and ensure that they receive
gender P
approx. 60% female and 40% male
the training support and breadth of experience necessary for success. Our
international affiliations enable us to offer secondment opportunities turnover
Q
worldwide. R125 million
R
vision
To be the best mid-tier firm in the market.
S

“Already ranked 9th in South Africa by the International NOTES T

Accounting Bulletin, Moore Stephens SA is fast-growing
i have:
and its modern, dynamic approach to the profession is U
called e-mailed had a meeting
attracting exceptional staff and a diverse client base –
he / she said: V
from entrepreneurial clients to listed companies.”
Moore Stephens SA collaborates closely with the W
commerce faculties and career counselling units at
universities across South Africa. Explore your career X
options with us at the next Career Expo on your
campus. Y
my impression:
www.moorestephens.co.za Z

101
The on-line application process will run from 1 June - 31 August 2009.
For on-line applications log onto www.careers.murrob.com
For enquiries contact Murray & Roberts Client Service:
E-mail: clientservice@murrob.com or Tel:+27 11 456 1144

Designed by Atomic Design Studio. Produced by Coralynne & Associates Tel: (011) 422-1949
 Murray & Roberts A
B

M
urray & Roberts offers a unique combination of
FACTS C
multiple disciplinary capabilities in design, engineering
and various construction skills, and has a proven industry
track record in major project implementation. Major Murray & Roberts is South Africa’s leading D
projects include the Gautrain, the preparation of the Green Point engineering, contracting and construction services

Stadium for 2010 and the Dubai Airport. We supply the construction
company.
E
markets of southern Africa with quality service, materials and markets
products through our technical capabilities in concrete, asphalt, steel South Africa, Africa, Middle East, Southeast Asia, F
and clay. Our fabrication and manufacture cluster is involved in Australasia and North America.
infrastructure projects, mining, power, water, energy and transport. G
head office
From the platform created over more than 100 years, since 1902, Home-base in Johannesburg, South Africa and an
we have a significant contribution to sustainable socio-economic international coordinating office in the United
H
development in South Africa. Kingdom. There are principle offices in Australia,
Botswana, Canada, Namibia and the United Arab
recruitment 2009 Emirates. I
Bursary and graduate recruitment is done online from 1 June to 31 August
number of employees
2009. Murray & Roberts will be attending a number of Career Fairs across
30 361 J
South Africa, as well as doing presentations on various campuses. Please
come and visit us and find out how we can kick-start your career.
offices K
contact Johannesburg, Cape Town and Durban.
Visit our website ‘www.careers.murrob.com’.
employee profile L
trainee programmes Engineers i.e. Civil, Mechanical, Electrical, Industrial,
Chemical / Process, Metallurgical and Mining. Quantity
Our Graduate Development Programme is a 12 month programme that
Surveyors and Building / Construction Managers. M
provides our graduates with a unique opportunity to develop a full and
diversified career, in a world class organisation with a global presence.
On-the-job development is strongly encouraged and various in-house salary policy N
training programmes are available. Support is provided for those wishing to Market-related salaries and competitive benefits are
pursue professional registration. offered.
O
average age
ethics statement
Murray & Roberts is committed to enhancing the growth of its business and 41
P
adding value in a responsible and sustainable manner. We recognise that we
gender
have a duty to create value for our current stakeholders and future
generations of employees. Murray & Roberts has made a non-negotiable approx. 10% female and 90% male Q
commitment to sustainable earnings, growth and value creation.
personnel turnover
career paths 10% R
As industry leaders we offer exciting careers on some of South Africa’s top
projects. turnover
R16.737 million – 2008 Financial year
S
vision
Murray & Roberts aspires to world class fulfilment in everything it does, NOTES T
through its core competence in industrial design, delivering major projects
i have:
and services primarily to the development of emerging economies and
nations.
U
called e-mailed had a meeting

he / she said: V
We offer all our employees and their dependants a fully
funded, personal support programme – The Murray & W
Roberts Employee Assistance Programme. A qualified
counsellor can provide you with support on a range of X
issues including emotional problems, family concerns,
work-related worries or other individual problems. Y
my impression:
www.careers.murrob.com Z

103
 Avoid a short career moment.
Become a part of our team, check out www.mf.co.za and select the ‘Join our Workplace’ link for more info.

Contact your broker or visit www.mf.co.za.

Authorised Financial Services Provider.
 Mutual & Federal A
B

M
utual & Federal is one of the leading short-term
FACTS C
insurers in southern Africa. We strive to be the
strongest and most successful short-term insurer in our
chosen markets through providing superior insurance
industry
Short-term Insurance
D
solutions to protect our clients’ assets. The company operates through
a network of branches located in all major centres in South Africa, markets E
Namibia, Botswana and Zimbabwe. We offer reliability and peace of Southern Africa
mind through an extensive range of products that provide cover for F
both individuals and commercial clients. head office
Johannesburg
G
recruitment 2009
We recruit continuously for a wide range of positions. Vacancies are number of employees

advertised through selected agencies on www.careerjunction.co.za or 2 000 H

interested candidates may visit our website – ‘www.mf.co.za’.
offices
Nationwide in all major centres.
I
contact
www.mf.co.za
employee profile J
trainee programmes Business Administration/Management/Strategy, Com-
Mutual & Federal is an accredited training provider and offers various mercial Marketing, Education, Economics/ Finance/ K
trainee programmes. The company offers learnerships and internships to Commerce, Human Resources, Information
Technology, Sales and Marketing and Call Centre.
Grade 12 and postgraduate students. Training and study support for L
professional, management and leadership development is offered in
association with leading local and international business schools. salary policy
Market-related salaries according to company salary M
ethics statement bands. In addition, performance-related bonus,
Our reputation is one of our most important assets, so Mutual & Federal medical aid and pension options are offered. Many N
maintains the highest ethical standards in carrying out our business employees benefit from shares and options as part of
activities. One of our responsibilities is to maintain the trust and confidence the performance incentive scheme.
of all those with whom we deal. In all our operations we use our set of core
O
values to guide and direct the way we do business. average age
38 P
career paths
Mutual & Federal is committed to the growth and personal development of gender
60,37% female and 39,63% male
Q
its employees. We offer various career opportunities in the short-term
insurance business and specialist areas such as HR, IT, finance, call centre,
sales and marketing. turnover R
R9159 million
vision S
To be the strongest and most successful short-term insurer in our chosen
markets..
NOTES T
i have:
U
The newly launched Mutual & Federal business support called e-mailed had a meeting

and claims hubs are based in our regional offices in the

he / she said: V
major centres such as Durban, Cape Town, Johannesburg,
Bloemfontein and Port Elizabeth. These hubs offer an ideal W
starting ground for persons who have yet to decide on a field
of study or career, and part-time students who work during the X
day to finance their studies will benefit from the opportunity to
earn while they study. Y
my impression:
www.mf.co.za Z

105
GREAT
THINGS
BEGIN WITH
GREAT
PEOPLE
 Nedbank A
B

N
edbank Group Limited (formerly Nedcor Limited) is
FACTS C
a bank holding company that through its principal
banking subsidiary Nedbank, together with the other industry
members of the Nedbank Group, operates as one of Banking D
the four largest banking groups in South Africa. The group offers a
wide range of wholesale and retail banking services through three
markets E
Nedbank has operations throughout southern Africa.
primary business clusters: Nedbank Corporate, Nedbank Capital and
head office F
Nedbank Retail. The principal services offered by the group comprise
135 Rivonia Road, Sandton
corporate and retail banking, property finance, investment banking,
G
private banking, foreign exchange and securities trading. Nedbank number of employees
Group also generates income from private equity, credit card approx. 25 000
H
acquiring and processing services, custodial services, unit trust and
offices
trust administration, asset management services and bancassurance. Headquarters in Sandton, Johannesburg, with large I
operational centres in Durban and Cape Town,
recruitment 2009 complemented by more than 1 000 outlets (including
We will be presenting opportunities on our Graduate Development Africa and abroad). J
Programme at several campuses across the country. Details about our
Graduate Development Programme can be found on our website. employee profile K
Our service offering is so diverse that we employ and
contact develop across multiple professional disciplines, such
gradinfo@nedbank.co.za as Accounting, Project Management, Engineering, L
Information Technology, Logistics, Human Resources
trainee programmes and many more. However, because we are in the M
We offer a 12-month Graduate Development Programme for qualified Financial Services Industry, we focus largely on
graduates across multiple disciplines. We also offer Training Outside Public recruiting people with a commerce background.
Practice (TOPP). N
average age
ethics statement 35 O
We are committed to high ethical standards and we conduct our business
honestly, scrupulously and with integrity. At the core of our Code of Ethics gender
are our values; integrity, accountability, respect, being people-centred and approx. 62% female and 38% male P
pushing beyond boundaries, which are used to guide and direct the way we
do our business. We know that business depends on trust. We do all we can personnel turnover Q
to earn it and nothing to impair it. approx. 11,5%

career paths revenue R

There will always be opportunities for enterprising, dynamic and self-moti- R24 592 million as at Dec. 2007
vated people with the drive and determination to ‘make things happen’. We S
make information available for all jobs that exist within the organisation and
encourage the growth and development of our employees.
NOTES T
vision
i have:
To become southern Africa’s most highly rated and respected bank – by our U
staff, clients, shareholders, regulators and communities. called e-mailed had a meeting

he / she said: V
At Nedbank we look for people who are smart, with
heart, and we have several exciting opportunities for our W
staff and our clients to get involved in community-related
initiatives. The Nedbank Graduate Programme has been X
redesigned and a component of the programme will be
delivered by a recognised academic institution. Y
my impression:
www.nedbank.co.za Z

107
 NestlÉ A
B

N
estlé continues to be the leading food and beverage
FACTS C
company. With our roots in Switzerland, over 276 000
people make this company tick in over 80 countries. We
support this workforce with training and development
industry
Fast Moving Consumer Goods
D
opportunities as well as wellness programmes; this ensures that our
employees are always well taken care of and developed, not only
markets E
Americas, Europe, Asia,Oceania and Africa.
professionally, but personally too.
F
head office
recruitment 2009 Vevey (Switzerland)
If you hold a Bachelor’s degree or higher, please send us your CV and
G
academic transcript to graduate.opportunities@za.nestle.com, quoting number of employees
reference CC09. As always you can check us out at your university’s Careers 3 449 H
Fair or attend our campus presentations. Come talk to us and see what we
can offer you. offices
SA head office in Randburg, Johannesburg; 10
I
contact factories and 3 distribution centres throughout the
Visit our website ‘www.nestle.co.za’. country. J
trainee programmes employee profile K
A 24-month rotational development programme, supported by internal and Whether you’re a graduate in Engineering, Supply
external training courses, a mentor and a stuctured development plan. Chain, HR, Marketing, Finance, Manufacturing, IT or
Permanent employment with the opportunity to take on a middle Communication, Nestlé has great opportunities for
L
management position upon completion of the programme. you.
M
ethics statement salary policy
Since it’s founding, Nestlé’s business practices have been governed by At Nestlé you will find our packages to be highly N
integrity, honesty, fair dealings and full compliance with all applicable laws. competitive within the FMCG market. This is because
our packages are reviewed and benchmarked on an
career paths annual basis. O
As an international company, we believe in the continuous development of
our talents and provide great opportunities for graduates. Successful average age P
completion of the development programme, together with pro-activeness, Between 30 – 40
being a self-starter with leader capacity and a results orientation, will ensure Q
progression and an exciting career with Nestlé. gender
31% female and 69% male
vision R
To be a leading, competitive Nutrition, Health and Wellness company
delivering improved shareholder value by being a preferred corporate S
citizen, preferred employer, preferred supplier, selling preferred products.

NOTES T
i have:
U
called e-mailed had a meeting
Nestlé will now be offering full bursaries to first-year
Engineering students. This will give us the opportunity to he / she said: V
invest in the development of the youth whilst helping to
W
increase the pool of scarce skills in our country.
Also, to retain our position, we constantly invest in X
new innovative products that we hope will become an
integral part of South Africans’ lives. Y
my impression:
www.nestle.co.za Z

109
 Calling all
Graduates
Take control of your future.
Invest in your success with
a career at Old Mutual.

Are you an above-average graduate thinking about a career in financial

services?
We’re serious about investing in enterprising young pioneers, who are eager
to move forward. As a leading provider of investment and savings solutions,
Old Mutual is alive with possibilities, offering proactive candidates work-
place experience in a dynamic and highly stimulating financial services
environment. Individual talents, creativity, enthusiasm, as well as a hunger
for growth are recognised and equally rewarded.
With a range of exciting career opportunities to choose from, take control
of your future as a number one candidate with a number one financial
organisation, and apply now.

Visit www.oldmutual.co.za/gap

ayanda mbanga communications (cape) 17303

 OLD MUTUAL A
B

E
mploying more than 50 000 employees world-wide, Old
FACTS C
Mutual’s interest spans Asset Management, Life Assurance,
Investments, Corporate Solutions, Healthcare, Savings, industry
Banking and General Insurance. Our people are part of Asset Management, Life Assurance, Health Care and D
General Insurance.
a company that is leading the way in transforming our country, Old
Mutual’s BEE transaction resulted in 13% black ownership of the
E
markets
group’s African Operations. As part of a diversified international UK, Europe, Latin America, United States, southern
Africa and Asia Pacific. F
group, there are many opportunities for people to develop their
careers, through the Old Mutual Learnerships, Old Mutual Business head office G
School, BEE Partners etc. We are a strong brand, with a rich tradition Gauteng
of helping people to make the most of their lives through various
number of employees H
initiatives.
16 000

recruitment 2009
I
offices
We are continuously recruiting, all vacancies are advertised on the Old Johannesburg, Cape Town, KZN – with regional
Mutual website, ‘www.oldmutual.co.za’. Old Mutual visits a number of offices across SA as well as internationally. J
universities across the country by attending Career Fairs and lunch time
presentations on the university campuses. We are currently expanding our
presence at universities in terms of our graduate offerings as well as products
employee profile K
Business Admin, Actuarial, Investments, Sales and
available to students. Distribution, Corporate Governance and Risk
Management, Legal Advice, Properties, Marketing L
contact and Communications, Strategy, Human Resources,
Visit our website ‘www.oldmutual.co.za/gap’. Finance and IT. M
trainee programmes salary policy
Various graduate programmes across the business including: Graduate Salaries are market-related. N
Development Programme, TOPP, Actuarial, Learnerships, Old Mutual
Foundations (LEAP & Tshiba) as well as various in-house (Old Mutual
Business School) training programmes.
average age O
35

ethics statement gender P

Despite our geographic and cultural diversity, we are bound together by our approx. 55% female and 45% male
Group values and expect all our employees to practice and be judged by
these values (integrity, respect, accountability and pushing beyond
Q
turnover
boundaries). R16 864 million
R
career paths
Old Mutual supports continuous development via drafting performance
contracts, and personal development plans for its employees which are
S
reviewed regularly between the employee and the direct manager during
performance appraisals and career discussions..
NOTES T
vision i have:
To be a premier international savings and wealth management group.
U
called e-mailed had a meeting

he / she said: V
Improved branding of the Old Mutual Employer brand
W
across all recruitment practices and programmes,
this includes but is not limited to; university offerings, X
graduate recruitment, permanent recruitment, employer
websites etc. Y
my impression:
www.oldmutual.co.za Z

111
Make the most of an Optimum opportunity for
a bright career in the coal mining industry!
Take your first step towards a great future and a great career
Be part of a South African team achieving great things
Find out more about the career opportunities at Optimum Coal

Optimum Coal is a private coal mining and exploration

company with the vision to become the country’s benchmark
black owned and controlled coal mining
and exploration group.

Optimum Coal is a significant producer of thermal coal and

supplier of coal to Eskom for energy generation. Optimum
Coal is also South Africa’s fourth largest coal exporter.

Optimum Coal has a team of highly talented people with

recognised relevant experience and skills in coal mining that
have together embarked on a journey to create
prosperity for all its people.

Being built on the vision of talented founders, we aim to

attract and retain talented people, deploy them where they
can excel and let them build their personal prosperity. Visit our website at
www.optimumcoal.co.za or
We are committed to equality and we value request more information via e-mail to
diversity in our people. Wiseman.Dladla@optimumcoal.com
 Optimum Coal A
B

O
ptimum Coal is a private coal mining and exploration
FACTS C
company with the vision to become the country’s
benchmark black owned and controlled coal mining
and exploration group. Optimum Coal is a significant
industry
Coal Mining and Exploration.
D
producer of thermal coal and supplier of coal to Eskom for energy
generation. Optimum Coal is also South Africa’s fourth largest coal
markets E
Southern Africa
exporter with a significant shareholding of the Richards Bay Coal
F
Terminal and an export allocation of 6.5 million tonnes of coal per head office
annum through the port. Optimum Coal is a truly South African and Johannesburg (South Africa)
G
black controlled mining group with economic empowerment as a key
number of employees
objective. People are regarded as the key asset of Optimum Coal.
1200 H

recruitment 2009
offices
Our offices include our national office in
I
Optimum Coal is an exciting and growing company. All applicants seeking Johannesburg, Optimum Colliery and Mpumalanga.
to join Optimum Coal are evaluated carefully for skill and suitability both for J
the role, and the company, as we value the talent and contribution of our employee profile
people as our most valuable asset on the way to a bright future. Engineering, Mining, Geology, Finance, Commerce, K
Project Management, Human Resources and
contact Information Technology.
Visit www.optimumcoal.com or e-mail ‘Felicia.Zikalala@optimumcoal.com’. L
salary policy
trainee programmes We offer competitive packages, performance M
We have structured graduate training programmes. bonuses and our employees are 12.5% shareholders

ethics statement
in the business. N
Aligned to our vision, the management and employees of Optimum Coal are average age
committed to the principles of sustainable development in all Optimum 40 O
Coal’s business activities. The values we uphold in Optimum Coal are
integrity, empowerment, care, respect, being purpose-driven and gender P
accountability. 14% female and 84% male

career paths personnel turnover

Q
As a mining and exploration business we have careers across mining, 8%
engineering and geology disciplines. We attract talented people, and deploy R
them where they can excel in helping build their personal prosperity.
S
vision
Optimum Coal has the vision to become the country’s benchmark South
African owned and controlled coal mining and exploration group. NOTES T
i have:
U
called e-mailed had a meeting

he / she said: V
W
We offer bursaries, internships and graduate X
programmes. We will be visiting various institutions
during 2009. Y
my impression:
www.optimumcoal.com Z

113
 pfizer A
B

P
fizer is the world’s largest research-based pharmaceutical
FACTS C
company. We are committed to helping people improve
their health by discovering and developing medicines, as
well as informing consumers and healthcare providers
industry
Pharmaceutical (Health Care)
D
about our medicines and the medical conditions they treat. Through
multiple initiatives we aim to ensure access to treatments as well as
markets E
Pfizer has products in over 120 countries.
educate, empower and motivate consumers to take necessary steps
F
to lead longer, healthier, happier lives. Our goal is to discover and head office
develop innovative medicines, help make them available to patients, New York
G
share health information and partner on public health programmes..
number of employees
Under 400 in South Africa. H

recruitment 2009
offices
Sandton, Cape Town and Durban.
I
Employment is based on skills, knowledge and experience in line with the
positions we are recruiting for. Visit our website on www.pfizer.co.za and employee profile J
register your CV online. Healthcare professionals, Researchers, Pharmacists,
Accountants, Nurses, HR Practitioners, IT K
contact Professionals and many more.
Visit our website ‘www.pfizer.co.za’.
salary policy
L
trainee programmes Our competitive performance-based compensation
Pfizer has established a trainee programme and has a medical representative and rewards, reflect the high value we place on our M
learner in place. This programme is in its pilot phase. people.

ethics statement
N
average age
To achieve our purpose and mission we affirm our values of Integrity, 36
Respect for People, Customer Focus, Community, Innovation, Teamwork, O
Performance, Leadership, and Quality. gender
61,94% female and 38,06% male P
career paths
As the world’s number one pharmaceutical manufacturer of prescription
medication for both humans and animals, the landscape is always changing
personnel turnover
16,51%
Q
and there are many new challenges. Our environment is suited to develop
people both professionally and personally. turnover R
R1 billion
vision S
To reach our full potential in striving for a healthier southern Africa.

NOTES T
i have:
U
called e-mailed had a meeting
“Ours is a dynamic and ever-changing environment.
We are in a process of continuous change and he / she said: V
improvement. We have exciting plans in place and a
robust innovation pipeline to bring new medicine to W
the market.” We are committed to creating a learning
X
company and developing colleagues throughout the
organisation. Y
my impression:
www.pfizer.co.za Z

115
Is this you?
Ambitious
Confident
Driven
Focused
Committed

Join us today in our professional services

and vast industry experience in Assurance,
Tax and Advisory.

Do it now! Make your great talent

and ability count with
PricewaterhouseCoopers.

Visit www.pwc.com/za/careers

© 2009 PricewaterhouseCoopers Inc. All rights reserved. PricewaterhouseCoopers refers to the network of member firms of PricewaterhouseCoopers International Limited,
each of which is a separate and independent legal entity. PricewaterhouseCoopers Inc is an authorised financial services provider.
 PricewaterhouseCoopers A
B

P
ricewaterhouseCoopers provides industry-focused assurance,
FACTS C
tax and advisory services for public and private clients. More
than 150 000 people in 153 countries connect their thinking,
experience and solutions to build public trust and enhance
industry
Auditing, Tax and Advisory Professional Services.
D
value for clients and their stakeholders. PricewaterhouseCoopers
refers to the network of member firms of PricewaterhouseCoopers markets E
International Limited, each of which is a separate and independent PricewaterhouseCoopers has offices in 153
legal entity. In South Africa there are over 4300 partners and staff countries. F
operating out of 20 offices.
head office
New York G
recruitment 2009
Visit our Careers page on our website at www.pwc.com/za/careers to view
career opportunities. For students who are serious about becoming
number of employees H
4 440
Chartered Accountants, we recommend you start applying for vacation
employment and training contracts as soon as possible. Check our website
offices
I
for details.
20
J
contact
employee profile
Visit our website ‘www.pwc.com/za/careers’.
We employ staff with a wide range of skills and K
expertise, from Chartered Accountants and Actuaries
trainee programmes
to Tax Specialists, IT Specialists, Business Advisors
Our programmes are 100% compliant with SAICA’s requirements. In
and Engineering/Project Management specialists.
L
addition to our core training and study leave, we also offer a Public Practice
Examination (PPE) Preparation Programme.
salary policy M
Base salary and performance-based bonus.
ethics statement
Our global Code of Conduct sets out the standards we expect from all our N
average age
people. Based on our core values, the code offers guidance on issues such as
25
confidentiality, independence, respect and corporate citizenship. O
gender
career paths
Being part of PricewaterhouseCoopers means you’ll join an international
54% female and 46% male P
team, experience different regulatory environments and develop your
expertise. We provide seamless, industry-focused assurance, audit, advisory
turnover
US$25.2 billion
Q
and tax services to our public, private and government clients in all markets.

vision
R
Our ambition is to be the world’s leading professional services organisation,
thereby solving complex business problems for clients in global, national and S
local markets.

NOTES T
PricewaterhouseCoopers once again topped the list as South
i have:
Africa’s top “Auditor/Business Management Consultant Firm” U
called e-mailed had a meeting
according to the 2008 Markinor/Sunday Times Top Brands
Survey. Often just seen as auditors in the marketplace, the he / she said: V
award recognises that we are also leaders in providing a broad
spectrum of business and management advisory services. W
Such an opinion is also reflected in our staff. In 2008, our
Global People Survey showed that the majority believed in the X
importance of relationships, teamwork, integrity, values and
improving products and services. Y
my impression:
www.pwc.com Z

117
 SAB&T A
B

S
AB&T was established in 1994 and has grown dramatically
FACTS C
over the last 14 years. We have nine offices throughout the
country and two international offices, one in London and
the other in Perth. Currently we have 26 Directors and
industry
Auditing and Professional Services.
D
approximately 400 employees.
markets E
Southern Africa, opportunities in Australia and the UK.

recruitment 2009 F
head office
We recruit all year round. Please visit www.sab-t.co.za and complete the
Centurion (South Africa)
application form. Please feel free to visit our stand during your university’s G
Careers Fair. We pride ourselves on visiting all SAICA accredited universities
number of employees
in order to attract the top talent that our country has to offer.
400 H
contact
Visit our website for our contact details, and feel free to talk to any one of
offices
Centurion, Cape Town, Durban, Bloemfontein,
I
our HR Officers.
Kimberley, Nelspruit, Polokwane, Port Elizabeth and
Rustenburg. J
trainee programmes
We offer a three-year Training Contract (Articles) registered with SAICA.
All BCom Accounting Science / BCompt graduates are invited to apply.
employee profile K
Accounting, Auditing, Company Secretarial, Risk Advi-
sory, IT Consulting, Tax and Business Consulting.
ethics statement L
SAB&T has explicit values which all our employees abide by. We encourage
salary policy
all our staff to strive for: M
Market-related – dependant on qualification.
- Inviduality
- Excellence
- Success
average age
N
28

career paths gender O

We believe in assisting our trainees in achieving their maximum potential,
45% female and 55% male
and to this end we have put stategies in place to assist each trainee in
competently completing their articles as a CA(SA).
P
personnel turnover

vision
9%
Q
“Living a culture of excellence, individuality and success.”
turnover
R145 million R
S

NOTES T
i have:
U
called e-mailed had a meeting

To reach the pinnacle within the auditing environment he / she said: V

through far-reaching engagement with business,
community and international partners; shaping the W
future success of our trainees; operating in the global
environment and advancing the prosperity of our
X
country.
Y
my impression:
www.sab-t.co.za Z

119
 Imagine
Your Tomorrow
“I imagine Africa tomorrow, the world leader in
renewable energy and sustainable food production.
“I imagine Africa with a world-class mining sector,
vibrant industry, dams, roads, public buildings and houses. I imagine good
housing, healthcare, education and life opportunities for everyone.
“I imagine being part of that tomorrow.”

Sandvik is a global industrial group that thirteen university bursaries a year, as

produces highly specialised equipment
for the mining, construction, materials
technology and tooling sectors. We are
at the heart of building a new tomorrow
for Africa and its people, and we want
you to be part of that.
Sandvik is founded on human capital,
on the skills of staff across all disciplines,
from engineering to geology, technology,
computer science and commerce. We
are deeply committed to training young
people to be at the forefront of Africa’s
development in the new century, and offer
well as an extensive in-house training
programme.
The bursaries may be used to study at
any recognised university, and include
full tuition fees, as well as provision for
books, residence costs, extra tutorials and a
personal allowance. And, as importantly,
we offer paid on-site work experience
during your studies, as well as placement
in one of the group’s business areas on
graduation. After that, your career and
your contribution is limited only by your
imagination.

Imagine your tomorrow;

imagine Africa’s tomorrow.

For further information about the Sandvik bursary

programme and to enquire about recruitment
opportunities, visit www.sandvik.com or contact
Karin Oosthuysen on 011 929-5300.
 Sandvik A
B

S
andvik is a global industrial and engineering organisation
FACTS C
with a presence in 130 countries throughout the world. The
company has three main business areas: Tooling, Mining and
Construction, and Materials Technology. Sandvik Tooling
industry
Engineering
D
manufactures, markets and distributes tools and tooling systems
for metal cutting, blanks and components. Sandvik Mining and markets E
Construction manufactures, markets and distributes equipment, tools Europe, Australia, America, Africa, Latin America and
and services for mining and construction. Sandvik Materials Technology Asia. F
develops and sells stainless steel and special alloy products for niche
head office
applications, resistance materials and steel belt process systems. G
Johannesburg (South Africa) and Sandviken (Sweden).
recruitment 2009
We are continuously on the lookout, particularly for technical skills – number of employees H
engineers and artisans. Vacancies are announced on the global webpage 2500 (local) and 50 000 (globally)
www.sandvik.com and advertised in local media. For 2009, we will have 13 I
engineering bursars, with two of these bursars being first-year students. Our offices
BCom bursary student completed her Honours degree in 2008 and will be Johannesburg, Rustenburg, Burgersfort and Delmas.
placed in our Finance department in 2009. J
All of our engineering bursars have completed six weeks of practical work employee profile
during their vacation time during November and December. Technical (artisans, technicians, engineers), Finance, K
Human Resources, Business Administration, Manage-
contact ment, Strategy, Commercial Marketing and
011 929 5300 or visit ‘www.sandvik.com’. Information Technology.
L
trainee programmes salary policy M
Apprentice training to qualify learners as artisans (earthmoving equipment Salaries are based on job grades, individual skills and
mechanics, electricians and fitters). Bursaries offered to mechanical
engineering students.
competencies, as well as performance. N
average age
ethics statement O
35
Sandvik has three core values that govern the way in which its business is
run: Open Mind, Fair Play and Team Spirit.
gender P
career paths approx. 15% female and 85% male
Sandvik invests in the continuous development of its employees through Q
bursaries, an in-house training academy and international career opportuni- personnel turnover
ties. Through the use of performance management, career paths are 13%
developed for each employee. R
turnover
vision R5.5 billion S
We want to be seen as our customers’ Productivity Partner.

NOTES T
The focus is going to be on the aftermarket business
i.e. service. With the drop in commodity prices, and i have:
U
e-mailed
the global “doom and gloom” outlook, the mining, called had a meeting

engineering and construction industries are repriotising he / she said: V

their capital spend and are moving into a cost efficient
consciousness of attaining customer service excellence W
i.e. more for less. This situation has impacted the way
Sandvik does business, whereby there is reduced focus X
on business development but with more priority placed
on the aftermarket business. Y
my impression:
www.sandvik.com Z

121
 Sanlam A
B

T
he Sanlam Group comprises of a diverse cluster of financial
FACTS C
services businesses spanning many cultures within South
Africa, with an increasing presence in other countries. industry
Sanlam has come a long way since it was established in Financial Services D
1918 and has developed into one of the most important organisations
in the South African economy. At Sanlam, we are determined to
markets E
South Africa, Africa and India.
become the leader in wealth creation by building on the exceptional
head office F
platform set over the last few years of delivering stakeholder value.
Cape Town (South Africa)
We pride ourselves in being more than a financial insitiution. We’re a
G
place for individuals to contribute and excel and it is this philosophy number of employees
that helps us to attract and retain the best talent in the industry. 11 561
H
offices
recruitment 2009 In all the major centres in SA. I
We’re a place for individuals, and if you think that you can add your unique
skills to our organisation, take a look at our website www.sanlam.co.za for employee profile
updated vacancies. Finance, Investment Management, IT, Distribution, J
Client Servicing, Risk and Compliance, HR and
contact Marketing. K
Visit our website ‘www.sanlam.co.za’.
salary policy
trainee programmes We offer market-related salaries and the flexibility to L
Various development opportunities are available to staff, including formal structure packages according to individual needs.
training programmes, bursary schemes, study loans and on-the-job training. Remuneration is driven by individual performance M
and various levels of incentive mechanisms exist.
Staff are provided with information and guidance as to which opportunities
to embark on.
average age N
37
ethics statement
Sanlam has adopted a Code of Ethical Conduct by which all Sanlam O
gender
employees must abide in order to maintain the highest level of integrity and approx. 64% female and 36% male
ethical conduct.The Code of Ethics is governed by an Ethics Committee and P
an Ethics Hotline is available for staff to report any ethical transgressions. personnel turnover

career paths
17% Q
Due to our size and complexity, there are a range of opportunities available. turnover
Employees are empowered to take responsibility for their own career Funds received from clients, which amounted to R
development and are supported in realising their career aspirations. R116, 9 billion for 2007.
S
vision
To be the leader in client-centric wealth creation and protection.
NOTES T
i have:
Sanlam is well positioned to meet the demands of 2009. U
called e-mailed had a meeting
There is a lot on the cards in terms of exciting new ways
of doing business and relating with customers. We will he / she said: V
continue our expansion into Africa and India and will
W
increase our brand presence in the SA market.
Sanlam will expand its collaboration with the universities X
in 2009 so look out for more information at your
university. Y
my impression:
www.sanlam.co.za Z

123
 SANTAM A
B

S
antam Limited, the leading short-term insurer in Africa,
FACTS C
first opened its doors for business on 1 May 1918 in Cape
Town. In the 90 years the company has been in the business
of insurance, it has built up a policyholder base in excess of
industry
Financial Services
D
650 000, has assets exceeding R12 billion, and a local market share
exceeding 20%. Santam offers personal, commercial, and corporate markets E
insurance solutions and insures the majority of the top 100 companies South Africa, UK and Namibia.
that are listed on the Johannesburg Stock Exchange. The company F
has been rated the top primary insurance company for 2006 on the head office
Cape Town (South Africa)
African continent by the global insurance and reinsurance publication, G
Reactions, as well as that Santam came second in the large company
number of employees
category, in the Best Company to Work for Survey 2008. Santam has 2605 H
recently set off on a new strategic journey to make life safer and nicer
for employees, brokers and clients. offices
Johannesburg, Cape Town, Durban, PE, East London,
I
recruitment 2009 Bloemfontein, Namibia as well as 59 branches all over
We are recruiting continuously. New vacancies will be announced on the South Africa. J
webpage ‘www.santam.co.za’. CVs can be forwarded to the following email
address: ‘graduates@santam.co.za’. CVs can also be registered online at
‘www.santam.co.za’. employee profile K
Business Administration/Management/Strategy,
contact Commercial Marketing, Education, Economics/
Chantal Syce - chantal.syce@santam.co.za Finance/Commerce, Journalism and Media, Human
L
Resources and Information Technology.
trainee programmes M
One-year training programmes aimed at final-year and postgraduate salary policy
students are offered as well as various in-house training programmes. Individual salaries N
ethics statement
We have a strong tradition of personal integrity. We protect our hard-earned
reputation so that our business, our people and shareholders and the
average age O
38.5
communities in which we conduct our business may flourish.
gender
P
career paths
55% female and 45% male
Santam invests in continuous development for its employees and offers study
assistance, coaching and mentoring. The foundation for every employee’s Q
development is the performance management process carried out twice a turnover
year and continuous career discussions. R12 billion
R
vision
To be the best in everything we choose to do. S
A recent Macro Impact Overview done by Santam has shown
NOTES T
that various external factors could influence the short-term
i have:
insurance industry and the company in 2009 and beyond. Ian U
called e-mailed had a meeting
Kirk, Santam’s CE, states that due to the rise of an emerging
middle class and other growing markets, Santam would he / she said: V
have to ensure that its offering appeals to these markets.
Furthermore, we will meet the challenge of a predicted skills W
shortage by investing in training, development and recruitment.
We can answer this by positioning Santam as a truly South X
African organisation that is dedicated to transformation and
consumer protection. Y
my impression:
www.santam.co.za Z

125
“Fly me to
the moon
let me shin
e among th
e SARS.”
SARS Gr
aduate Recr
uitment & D
evelopment
Calling all high flyers:
Minimum requirements:
Programme
• SA citizenship or permanent residence (SA ID)
• Completion of a degree or 3-year diploma
• Overall average of 60% with no working experience
• Computer literacy & sense of responsibility
• Good communication & analytical skills All Graduates &
Programme details: Final Year students are
• 12-month contract with competitive remuneration
• Work as a Trainee with support of a mentor
welcome to apply now !
• Your performance is reviewed and assessed regularly
• You may apply for a permanent position after contract expires.

For more information, visit our website www.sars.gov.za

Or alternatively e-mail graduates@sars.gov.za
Contact numbers: (012) 422 4255 or (012) 422 4299

HELP US MAKE SOUTH AFRICA GREAT

 SARS A
B

S
ARS is mandated by the South African government to collect
FACTS C
and administer all national taxes, duties and levies, provide
protection against the illegal importation and exportation of
goods, effectively facilitate trade, and advise the Minister of
industry
Tax Administration for South Africa.
D
Finance on all revenue matters. The past few years has seen SARS
increase revenue collections exponentially – much of which can be
number of employees E
14 979
attributed to the much improved infrastructure and much improved
F
business processes. Together we can make South Africa great! offices
152 offices throughout South Africa.
G
recruitment 2009
employee profile
We are continuously looking for talent to join the SARS team. Graduate
Recruitment & Development Programme (GRDP) as well as the Training
Taxation, Auditing, Finance, Economics, Law, Risk H
Management, Information Technology, Human
Outside Public Practice (TOPP) programme welcome all potential
candidates to apply. To see if you have what it takes visit our website at
Resources and Communications.
I
‘www.sars.gov.za’. Apply today and let SARS take you to the skies.
salary policy
One of the best salary packages in South Africa. J
contact
For everything you need to know about work opportunities at SARS as a
Trainee, please visit our website ‘www.sars.gov.za/home.asp?pid=205’.
average age K
36

trainee programmes
gender
L
TOPP Articles – three-year contract: For those who are striving for the CA
63% female and 37% male
(SA) qualification.
Graduate Recruitment & Development Programme – 12- to 24-month
M
revenue
contract depending on the business needs and curriculum structure: For
those who have completed a degree or a three year National Diploma.
R571.8 billion collected – 2008 Financial year N
ethics statement O
SARS adheres to an ethics code that is about giving substance to our stated
values as an organisation: Mutual respect and trust; fairness; honesty;
transparency; courtesy and commitment. P
career paths Q
There are many wonderful opportunites within SARS. We offer candidates
the platform to work hard and let their performance determine where they R
should be.

vision S
Our vision is to be an innovative revenue and customs agency that enhances
economic growth and social development, and supports our integration into
NOTES T
the global economy in a way that benefits all South Africans.
i have:
U
called e-mailed had a meeting
SARS is about to launch its Brand Ambassador
Programme at various tertiary institutions across he / she said: V
the country (primarily in the Gauteng Province). The
W
project’s primary goal is to have a constant SARS
presence on campus – achieving maximum exposure, X
communication and promotion to all potential
candidates through SARS Ambassadors. Y
my impression:
www.sars.co.za Z

127
 Shell A
B

S
hell today operates a number of oil-related businesses
FACTS C
in South Africa. Shell refines product through the 180
000-barrels per day SAPREF refinery, a joint venture with
BP. We also blend lubricants in a joint venture blending
industry
Oil, Gas and Chemicals.
D
facility in Durban at Blendcor and at Cera. In 2005, we underwent a
major structural reorganisation as the near century-old partnership
markets E
Africa, Australia, America, Asia and Europe.
between Royal Dutch and Shell Transport and Trading was dissolved
F
and one company was created. In 2007, Shell was rated best employer head office
in South Africa and was also recognised by the Orange Index as the Hague (Netherlands)
G
best petrochemicals company in South Africa.
number of employees

recruitment 2009 1 400 H

Shell prides itself in developing talented individuals by means of the
Graduate Develop Programme. You can build a rewarding career, with one offices
Johannesburg, Cape Town and Durban.
I
of the world’s most successful businesses, in any of our exciting classes of
business or functions. Shell will be present at Career Fairs at different tertiary
institutions around the country. Come and visit our stand and we will tell employee profile J
you more about a career at Shell and what we can offer you as an employee. Human Resources, Marketing, Retail, Lubricants,
Find out from your Career Centre for details of when Shell will be visiting Communications, Legal, Marine, Aviation, K
your campus. Distribution, Chemicals, Manufacturing, Supply and
Trading, Office Services Fuels and Bitumen.
contact L
Visit www.shell.co.za or email ‘SSA-Graduates-HR@shell.com’. salary policy
Market-related salaries and performance-based M
trainee programmes bonus.
Shell offers a Graduate Develop Programme. ‘Develop’ is a framework that
supports graduates within their first three years with Shell. Graduate N
gender
assignments are tailored and structured, therefore graduates take on ‘real
approx. 39% female and 61% male
jobs’. O
turnover
ethics statement
Shell employees share a set of core values - honesty, integrity and respect for $1.5 billion P
people. We also firmly believe in the fundamental importance of trust,
openness, teamwork, professionalism and pride in what we do. Q
career paths
Shell is continuously giving employees and graduates an opportunity to be R
exposed to international careers.
S
vision
Our business is energy. The energy business is unique and not only does it
have a huge impact on global development, it offers international career NOTES T
prospects and outstanding challenges. Shell is at the heart of the energy and
i have:
petrochemical business, and one of the world’s most successful
e-mailed
U
organisations. called had a meeting

he / she said: V
Shell is going live in October 2009 with the biggest SAP
implementation in the world! This means exciting changes W
in how we do business. We are changing to make a better
future with improved customer interfaces, more rewarding X
jobs, competitive advantage and business growth. Our aim is
simple, standard processes: more satisfied customers. Y
my impression:
www.shell.co.za Z

129
Critical situations. Ruthless competition. Unforgiving customers. Thankfully you can
be absolutely sure of your IT solutions with Tata Consultancy Services (TCS). As one
of the world’s fastest growing technology and business solutions providers, TCS has
built a reputation of delivery excellence based on world-class IT solutions that are on
time, within budget and consistently deliver superior quality. So, it comes as no
surprise that we pioneered the concept of the Global Network Delivery ModelTM.
Developed Innovation Labs and Solution Accelerators. Achieving a level of delivery
excellence that provides greater value to our customers and is the industry
benchmark. Enabling our clients to experience certainty.

To learn how your business can experience certainty, visit www.tcs.com

 Tata Consultancy Services Limited A
B

W
e’re looking for top-flight professionals committed
FACTS C
to creating and implementing innovative solutions
that help transform businesses. If you’re looking for
a career that challenges and inspires you, consider
industry
Information Technology
D
TCS. TCS associates have diverse backgrounds, talents, experiences,
and interests, but share a spirit of teamwork, a commitment to
markets E
North America, Latin America, Europe, Africa, Middle
delivering quality results and the desire to keep growing professionally. East, APAC and Asia. F
TCS offers IT services, Business Solutions, and Outsourcing Services
to its clients with a level of certainty that no other competitor can head office
Mumbai (India) G
match. TCS offers solutions across various industry verticals including
Banking & Financial Services, Insurance, Telecom, Government and
number of employees H
Healthcare. 170, of which 20 are South African.

offices
I
recruitment 2009 Johannesburg and Cape Town.
We are recruiting continuously and are also looking forward to hiring
J
employee profile
experienced professionals along with fresh graduates in the near future so
that there is fair mix of experience amongst employees. Administration, IT , Sales, Finance, Human Resources K
and Alliance Roles.
contact
average age
L
Visit our website ‘www.tcs.com’.
27
trainee programmes M
gender
We have instituted a policy to provide training facilities to associates based
on a need basis to upskill themselves and also to cater to needs of the job and approx. 15% female and 85% male N
project.
personnel turnover
13% O
ethics statement
All employees of the Tata Group are governed by the Tata Code of Conduct,
which takes care of ethics, discipline, conduct in office etc. turnover P
US$30 million
career paths Q
In Tata Consultancy Services you can choose different career paths, based on
your interest and capability to take up different roles. Employees have even
moved from IT to HR or Finance.
R

vision S
The Overall TCS Vision is to be Global Top 10 by 2010.

NOTES T
i have:
U
called e-mailed had a meeting

he / she said: V
W
We are planning to start recruitments in South Africa X
soon and are planning to recruit both graduates from
universities and experienced professionals. Y
my impression:
www.tcs.com Z

131
 TOTAL A
B

E
stablished in 1954, TOTAL South Africa is part of the
FACTS C
multi-national French-based energy company. The parent
company TOTAL has a controlling interest in TOTAL
South Africa owning 50,1% of the shares. TOTAL South
industry
Petroleum Industry
D
Africa’s black economic empowerment partner TOSACO holds 25%
and the remaining 24,9% is held by Remgro. TOTAL South Africa has
markets E
North America, South America, Latin America, Asia,
530 service stations. Middle East and Africa. F
head office
recruitment 2009 G
We have an intern training programme which accomodates 25 new Paris (France)
graduates annually. The aim is to provide the company with a pool of
talented employment equity graduates with potential for permanent number of employees H
employment within the company. TOTAL is proud to provide bursaries for 826
qualifiying candidates to study at all levels. We are now offering bursaries for
offices
I
postgraduates to study in France with no strings attached.
Johannesburg, as well as Namibia, Lesotho,
contact Swaziland and Botswana. J
rm.career@total.co.za
employee profile K
trainee programmes Engineering, Sales and Marketing, Logistics, Finance,
IT and Human Resources.
Our internship and bursary scheme programmes are cross-functional, and L
the majority are aimed at equipping candidates with technical skills.
salary policy

ethics statement Our remuneration philosophy is to reward M

At TOTAL South Africa, we are guided by our core values of Pride, competitively, on the basis of good performance, in
Professionalism, Diversity and Transparency. These core values are derived line with the general and petro-chemical markets. N
from our local organisational culture, the Group Ethics Charter and Group Performance-based bonuses are also paid.
Code of Conduct. The TOTAL South Africa Code of Ethics is therefore a O
average age
locally relevant expression of TOTAL’s global commitment to responsible
business conduct. 39
P
gender
career paths
TOTAL encourages staff to try different career streams, with its training and 41% female and 59% male
Q
development initiatives supporting such flexibility. Almost any career aim
turnover
can be fulfilled, almost anywhere in the world where TOTAL has a presence.
R19 billion R
vision
Our mission is to be an excellent corporate citizen, to be number one with S
our customers and to make TOTAL South Africa a great place to work. By
achieving this, we will deliver sustainable shareholder value. Above all, we
NOTES T
believe in the success which diversity brings – diversity amongst our staff,
our shareholders, our customers and suppliers. i have:
U
called e-mailed had a meeting

TOTAL’s Employee Volunteer Programme (EVP) supports he / she said: V

staff who are involved in commununity volunteer work.
The Programme is designed to assist employees who W
want to share their time, knowledge and skills with less
fortunate people, thereby making a visible and sustained
X
contribution to the communities in which we operate.
Y
my impression:
www.total.co.za Z

133
 Tsogo Sun GAMING A
B

T
sogo Sun Gaming is one of two companies owned by Tsogo
FACTS C
Sun Holdings, the largest black empowerment company in
the leisure industry in South Africa. Tsogo Sun Holdings industry
has controlling interests in Tsogo Sun Gaming, which Gaming and Entertainment. D
consists of five strategically located properties, and the largest hotel
and entertainment group in South Africa – Southern Sun Hotels. markets E
South Africa
As the employer of choice in the gaming and leisure industry, we
are proud to employ industry leaders and some of the most highly head office F
qualified and knowledgeable people in the industry, and to provide Fourways (Johannesburg)
our valued staff with benefits which make a difference to their lives. G
number of employees
recruitment 2009 2898
Our strategy is two-fold, for a select path we attract people who have never H
worked before and our objective is to grow these people. For the other offices
positions we attract “the best of breed” in order to fulfil our strategic
obligations.
Fourways (Johannesburg), Durban, Nelspruit, Witbank I
and East London.
contact
employee profile J
Visit our website ‘www.tsogosun.com’.
Finance, Human Resources, Administration,
trainee programmes Information Technology, Business Intelligence, K
One of the cornerstones of Tsogo Sun Gaming is Attracting and Developing Gaming (Tables, Slots & Cashdesk), Security,
gifted people, and we nurture and develop talent through training, Surveillance, Marketing, Mind & Mood, Compliance
mentoring and coaching. Tsogo Sun offers a Senior Management Develop- and Food & Beverage. L
ment Programme and, in partnership with THETA, we offer a Graduate
Development Programme. salary policy M
Market-related salary packages with competitive
ethics statement benefits are offered.
Tsogo Sun Gaming is committed to helping our employees realise their own N
potential, to ensure that we eradicate principles identified by our staff as average age
being unacceptable and to fostering the principles which embody the culture
and spirit of a successful company.
31 O
gender
career paths approx. 47% female and 53% male P
Tsogo Sun employs the right people, with the right attitude for the right job.
We invest in the continuous nurturing and development of talent through
training, mentoring and coaching. The foundations for every employee’s
personnel turnover Q
approx. 7,6% per annum
development are General Performance Plans and Objectives, set on an
annual basis. R
vision
To become and remain the most successful gaming and entertainment S
company in South Africa.

NOTES T
We will be focusing on entrenching The Tsogo Way culture
i have:
throughout our company and ensuring that each person U
called e-mailed had a meeting
lives this philosophy in their daily working lives. Our vision
is to provide world-class Gamertainment for all our guests, he / she said: V
and will be focusing on leveraging every opportunity to
create the ‘Wow’ and the ‘Sizzle’ – to build our presence W
and raise our profile. This includes events such as the
SA Tennis Open, High School Musical – The Full Stage X
Production and other high-profiled events that create
unique and memorable experiences for our guests. Y
my impression:
www.tsogosun.com Z

135
“Let what you do, be what you love.” “I love that at VWSA I am more than
MBUSO NDLOVU just a number.” JOHN MAREE

JOIN THE
LEGEND “It’s great to know that my daily
work has a global impact.”
SISANDA TISO

“Being a Grad has given me a solid

foundation to the start of my career.” 2008 VOLKSWAGEN GRADUATE INTAKE
LINDA PEMBA

“The best thing about working for

VWSA? Working with the brand I
Volkswagen of South Africa offers opportunities in a company that is both grew up with.” NELLYS SIWELE
globally connected, and woven into the fabric of our society. We are looking
for high performance people who want to carve a career in a company that
is globally competitive, rich in local heritage, and makes and sells cars that
people love. Become part of the legend by joining our Graduate Training
Programme. For more information, visit our website www.vw.co.za, and apply
online between 1 June and 15 August.

BEGIN YOUR JOURNEY

 Volkswagen A
B

V
olkswagen was founded in the late 1930’s in Germany and
FACTS C
the popularity of its vehicles has grown to such levels that it
has become Europe’s largest carmaker. Today Volkswagen
South Africa (VWSA) contributes as a significant player
industry
Automotive Manufacturing
D
in one of the four major Volkswagen regions globally. VWSA was
established in 1946 and the first locally-made VW Beetle appeared in markets E
1951. Since then, Volkswagen has become one of the main passenger Europe, Australia, Asia, North America, South America
car manufacturers in the country, to such an extent that, one in five and Africa. F
cars sold is a Volkswagen. VW is one of the largest foreign employers
head office
in South Africa, employing 5500 people and together we have made G
Wolfsburg (Germany)
history again and again, and like our cars we have no intention of
slowing down. The legend lives on, will you be a part of it? number of employees H
5500
recruitment 2009
Applications for our training programmes open from June to mid August
offices
I
every year and can be found on our website www.vw.co.za/about/careers
under the careers tag. General vacancies can also be found here. VWSA Johannesburg and Uitenhage (Port Elizabeth).
believes in close interaction with students and will be present at many Career J
Fairs/Days on campuses around the country. employee profile
Business and Office Administration/Management/ K
contact Strategy, Sales and Marketing, Economics/Finance/
For information go to: www.vw.co.za or for queries email: Commerce, Journalism and Media, Human
‘jobqueries@vwsa.co.za’. Resources, Information Technology and Engineering.
L
trainee programmes
Our Graduate Trainee Programme is a 12-month intensive on-the-job
salary policy M
training programme that is designed for motivated, driven and dedicated Individual base salary, medical aid, provident fund,
individuals who possess excellent leadership potential and are good lease car, annual bonus and performance-based N
communicators. Other programmes include the Technician Trainee rewards.
Programme & Bursar Programme.
average age O
ethics statement 35
We pride ourselves on maintaining the highest level of ethics and honesty. P
We subscribe to a group-wide ombudsman system, which provides every gender
employee with a confidential platform to report any unethical behaviour.
12% female and 88% male
Q
career paths
If you are looking for a career that will introduce you to dynamic new
concepts of cutting-edge technology, and an exciting work environment in R
an ever-changing industry, both locally and globally – then join us and
become part of our legendary status. For more info log onto ‘www.vw.co.za’. S
vision
World-class people, producing world-class quality products, for satisfied
NOTES T
customers around the world.
i have:
U
called e-mailed had a meeting
At VWSA we have invested extensively in a complete
plant overhaul, and have introduced world-class he / she said: V
technology and processes into our production
environment. We have also been acknowledged as a W
leader in people development. All this is an indication of
our stability and long-term commitment to the future. X
Planned new product launches will further entrench our
position as a leading company in the motor industry. Y
my impression:
www.vw.co.za Z

137
Johannes
burg
| Cape To
wn | London
 WEBBER WENTZEL A
B

A
s one of the leading law firms in South Africa, Webber
FACTS C
Wentzel (WW) offers its clients a unique combination
of professionalism, insight, experience and talent. In the
140 years that we have been in existence, generations of
industry
Legal Services
D
clients have enjoyed the benefit of these qualities. But, there’s another
aspect to WW which serves to set us apart from our competitors,
markets E
South Africa, the rest of Africa and London.
and that is enthusiasm. There’s a positive energy that permeates
F
our business. It extends to everything we do. Clients experience it head office
as unparalleled commitment and a quiet determination to provide Johannesburg
G
them with the very best service available. Employees experience it
number of employees
as a culture that embraces their individuality and encourages their
630 H
personal and professional growth.

recruitment 2009
offices
Johannesburg, Cape Town and London.
I
Visit our website – www.webberwentzel.com and experience our new online
application process. Webber Wentzel will visit a number of Career Days at employee profile J
universities across the country. Come and visit our stand and we will tell you Legal practitioners and employees in areas such as
more about what we as an employer can offer you. Information Technology, Finance, Human Resources, K
Corporate Affairs, Knowledge Management and
contact Operations.
Visit our website ‘www.webberwentzel.com’. L
salary policy
trainee programmes Webber Wentzel has adopted a pay for performance M
In-house Candidate Attorney Programme, Vacation Clerk Programme as and contribution philosophy to remuneration.
well as various other in-house and external learning and development
opportunities. In-house legal programmes are conducted by our most senior
N
average age
and experienced practitioners. The average age of our legal practitioners is 34.
O
ethics statement gender
Webber Wentzel subscribes to six values which accurately describe the way approx. 64% female and 36% male P
we aspire to conduct business, and the way we interact with our clients and
colleagues. These are: Integrity & Respect, Exceptional skills & Client service,
Leadership, Transformation & Diversity, Teamwork and Best People.
personnel turnover
8%
Q

career paths R
Weber Wentzel focuses on the continuous development of all its employees.
As a multi-disciplinary firm, there is a range of career choices open to our S
staff, including local and international assignments.

vision NOTES T
To be the law firm of choice in Africa in complex and important commercial
i have:
matters, and dispute resolution. U
called e-mailed had a meeting

he / she said: V
We are launching our very exciting “Top Ten Reasons
W
to Work for Webber Wentzel” graduate recruitment
campaign. Visit our website and our stand on campus X
to experience it for yourself. We are also expanding our
legal business in Africa. Y
my impression:
www.webberwentzel.com Z

139
 WesBank A
B

W
esBank is proud to be recognised as a market leader.
FACTS C
We are proud to be a South African organisation
and have an inclusive culture. We contribute to our industry
community through social upliftment initiatives and Vehicle and Asset Finance. D
by being environmentally friendly. Our success is built on our solid
partnering skills that ensure mutually beneficial and sustainable markets E
South Africa, Botswana, Swaziland, Namibia, Lesotho
relationships. WesBank once again was recognised as the Top Large
and UK.
Company to Work for in the Deloitte’s Best Company to Work for F
2008 survey. Our continued performance in this survey is evidence head office
of a long-term and sustainable approach to ensure that we are an Johannesburg G
employer of first choice.
number of employees
4423 H
recruitment 2009
Our strategy to engage people who have the appropriate attitude, expertise
and passion, and who are entrepreneurially focused, means that whilst offices I
applicants are subject to rigorous recruitment and selection practices, our Johannesburg, Cape Town, Durban, Port Elizabeth
processes remain fair, equitable and consistent. Visit www.wesbank.co.za to and East London.
register your application. One of WesBank’s key strategies is to create a
J
talent pipeline of developing professionals. WesBank actively recruits employee profile
graduates (degree/diploma/higher certificate) for available vacancies and Sales & Marketing, Human Resources, Operations, K
learnerships throughout the year. Information Technology, Financial, Risk, Credit and
Legal.
contact L
Visit our website ‘www.wesbank.co.za’. salary policy

trainee programmes
Remuneration is reviewed at appropriate intervals to M
motivate and retain staff, by offering and maintaining
Through facilitation of training interventions, WesBank strives to create an market-related remuneration in line with their
environment of continuous learning. Furthermore, as an accredited Training performance and outputs for particular roles. N
Provider with BANK SETA, WesBank is in a position to award credits which
contribute to qualifications registered on the NQF Framework. average age O
35
ethics statement
FirstRand is a unique federation of business entities in which the whole is
gender P
greater than the sum of the parts. Harmony amongst operational units is
maintained by market and environmentally regulated checks and balances, 61% female and 39% male
giving rise to an interdependence that is clearly understood. Q
personnel turnover
career paths 15,4%
We encourage both a blend of lateral and vertical career paths that create a R
solid foundation for employees to grow and perform from. The diversity of revenue
WesBank’s business and relationships with subsidiaries as well as associates, R3,563 billion S
offer employees a variety of careers in different business environments.

vision NOTES T
WesBank is to be the acknowledged leader in Asset Finance and related
services, in terms of customer service, profitability and size. i have:
U
called e-mailed had a meeting
WesBank relocated to new premises in April 2008. The
building has been called an “architectural and functional he / she said: V
masterpiece” by the press because it is environmentally
friendly, celebrates our African heritage and provides our W
people with the very best working environment. In response
to our employee’s suggestions, we have incorporated banking X
facilities, a clinic, convenience store, gym, coffee bar and
shortly a crèche. Y
my impression:
www.wesbank.co.za Z

141
Company Website List: Career Compass
1. Absa www.absa.co.za
3. Adams & Adams www.adamsadams.com
5. Allan Gray www.allangray.co.za
7. Anglo Platinum www.angloplatinum.com
9. Aspen Pharmacare www.aspenpharma.com
11. Avusa www.avusa.co.za
13. BDO Spencer Steward www.bdo.co.za
15. BMW South Africa www.bmw.co.za
17. BP Southern Africa www.bp.com
19. Cadbury South Africa www.cadbury.co.za
21. Chevron (formerly Caltex Oil SA) www.chevron.com
23. Clicks www.clicks.co.za
25. Coca-Cola www.coca-cola.com
27. DaimlerChrysler South Africa www.daimlerchrysler.co.za
29. Deloitte www.deloitte.com/za
31. Deneys Reitz www.deneysreitz.co.za
33. Department of Foreign Affairs www.dfa.gov.za
35. Department of Trade & Industry (DTI) www.dti.gov.za
37. Discovery www.discovery.co.za
39. Edward Nathan Sonnenbergs www.enf.co.za
41. Ericsson www.ericsson.com
43. Eskom www.eskom.co.za
45. First National Bank www.fnb.co.za
47. GlaxoSmithKline South Africa www.gsk.com
49. Grant Thornton www.grantthornton.com
51. Group Five www.g5.co.za
53. Hatch South Africa www.hatch.ca
55. Hollard Insurance www.hollard.co.za
57. Implats (formerly Impala Platinum) www.implats.co.za
59. Investec www.investec.com
61. JP Morgan Chase Bank www.jpmorganchase.com
63. Kumba Iron Ore www.kumba.co.za
65. Liberty Life www.libertylife.co.za
142
2. Accenture www.accenture.co.za
4. Alexander Forbes www.alexanderforbes.com
6. Anglo American www.angloamerican.co.za
8. AngloGold Ashanti www.anglogold.com
10. Auditor-General South Africa www.agsa.co.za
12. Barloworld www.barloworld.com
14. BHP Billiton www.bhpbilliton.com
16. Bowman Gilfillan www.bowman.co.za
18. British American Tobacco www.batsa.co.za
20. Cell C www.cellc.co.za
22. City of Cape Town www.capetown.gov.za
24. Cliffe Dekker Hofmeyr www.cliffedekker-hofmeyr.com
26. CSIR www.csir.co.za
28. De Beers www.debeersgroup.com
30. Denel www.denel.co.za
32. Department of Agriculture www.nda.agric.za
34. Department of Land Affairs land.pwv.gov.za
36. Dimension Data www.dimensiondata.com
38. Edcon www.edcon.co.za
40. Engen Petroleum www.engen.co.za
42. Ernst & Young www.ey.com
44. Exxaro www.exxaro.com
46. Foschini Group www.foschinigroup.co.za
48. Gold Fields www.goldfields.co.za
50. Grinaker-LTA www.grinaker-lta.com
52. Harmony www.harmony.co.za
54. Hewlett Packard South Africa www.hp.com
56. IBM South Africa www.ibm.com/za
58. Industrial Development Corporation www.idc.co.za
60. Johnson & Johnson www.jnj.com
62. KPMG www.kpmg.co.za
64. LG Electronics South Africa za.lge.com
66. L’Oréal www.loreal.com
67. Maersk Line www.maerskline.com
69. Mazars Moores Rowland www.mazars.co.za
71. Media24 www.media24.com
73. Microsoft www.microsoft.com
75. Momentum www.momentum.co.za
77. Moore Stephens www.moorestephens.co.za
79. Murray & Roberts www.murrob.com
81. National Prosecuting Authority (NPA) www.npa.gov.za
83. Nedbank www.nedbank.co.za
85. Nestlé www.nestle.co.za
87. Nissan South Africa www.nissan.co.za
89. Old Mutual www.oldmutual.co.za
91. Pfizer Laboratories www.pfizer.co.za
93. PricewaterhouseCoopers www.pwc.com
95. Rand Merchant Bank (RMB) www.rmb.co.za
97. Reckitt Benckiser www.reckittbenckiser.com
99. SABC www.sabc.co.za
101. SAP South Africa www.sap.com
103. Sasol www.sasol.com
105. Shoprite www.shoprite.co.za
107. South African Airways (SAA) www.flysaa.com
109. South African Reserve Bank (SARB) www.reservebank.co.za
111. Standard Bank www.standardbank.co.za
113. Statistics South Africa www.statssa.gov.za
115. Tiger Brands www.tigerbrands.co.za
117. Toyota South Africa www.toyota.co.za
119. Truworths www.truthworths.co.za
121. Umgeni Water www.umgeni.co.za
123. Virgin Active www.virginactive.co.za
125. Volkswagen South Africa www.vw.co.za
127. Webber Wentzel www.webberwentzel.com
129. WesBank www.wesbank.co.za
68. Mars Africa (formerly Master Foods) www.mars.com
70. McKinsey & Company www.mckinsey.com
72. Metropolitan www.metropolitan.co.za
74. Mittal Steel (formerly Iscor) www.mittal.co.za
76. Mondi www.mondi.co.za
78. MTN www.mtn.co.za
80. Mutual & Federal www.mf.co.za
82. National Treasury www.treasury.gov.za
84. Neotel www.neotel.co.za
86. Network Healthcare (Netcare) www.netcare.co.za
88. Nokia www.nokia.com
90. Petro SA www.petrosa.co.za
92. PKF (previously Fisher Hoffman PKF) www.pkf.co.za
94. Public Investment Corporation (PIC) www.pic.gov.za
96. Rand Water www.randwater.co.za
98. Routledge Modise Eversheds www.routledges.co.za
100. Sanlam www.sanlam.co.za
102. Sappi www.sappi.com
104. Shell Southern Africa www.shell.com
106. Siemens www.siemens.com
108. South African Breweries (SAB) www.sabreweries.com
110. South African Revenue Service www.sars.gov.za
112. Standard Chartered www.standardchartered.com
114. Telkom www.telkom.co.za
116. TOTAL www.total.co.za
118. Transnet www.transnet.co.za
120. UCS Software www.ucssoftware.co.za
122. Unilever www.unilever.co.za
124. Vodacom www.vodacom.co.za
126. Volvo www.volvo.com
128. Werksmans Attorneys www.werksmans.co.za
130. Woolworths www.woolworths.co.za
143
NOTES

144