CAREER update - University of Western Cape · with Bowman Gilfillan. It was a ... 2012” in the...

CAREERupdate

A MAGAZINE FOR CAREER DEVELOPMENTJULY 2013

Are you a BB, X or Y? Setting yourself apart

WALL OF FAME

TAKE THE GAP

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CAREER UPDATE 2013 1UNIVERSITY of the WESTERN CAPE

Just as June of each year is synonymous with the Comrades Marathon, July ushers in our home-grown Career Update magazine. After months of training, races, dedication and focus on a specific goal (to qualify for the Comrades), our Careers Service Editorial

Team has four hectic months of driving in top gear as we plan the magazine, decide on the topics, recruit writers, edit articles and monitor the DTP and printing processes. When it’s all over and the magazine is received, we are so relieved and proud. Very few university career offices succeed in publishing a similar career magazine. We persist as our Office is part of a wider student development thrust, our writers of articles (students, staff and guest writers) love it, our advertisers love it, we love it and our student readers adore it. After all, people love reading about people they know rather than ‘others out there’. This magazine is part of the arsenal in your job search as you plan your exit into the real world of work.

Our guest writer, a UWC graduate, asks “Are you a BB, X or Y?” as she unravels the challenges of the different generations. “World of work 101” unearths the challenges of one’s first post. An article titled ‘Setting yourself apart”, has several contributions. Two partners at a large law firm and a UWC graduate at a leading bank, move student thinking ‘beyond the box’. We hone in on what a law firm expects of candidate attorneys during their period of articles. A survey of UWC staff about their work-life balance and integration reveals that many of them are on a good wicket. A student profiled in a previous issue, plots his journey on campus from first year to graduation, and another graduate shares her experiences about her ‘gap year’. In our “Wall of Fame” we find out what sets some of our graduates apart from the rest of the pack during their job search.

“If you think it, you can dream it and then achieve it.” We at Udubs have confidence in you.Welcome to the 2013 issue of Career Update.

The Ed Team

Winston Middleton, Nazrana Parker and Sadeekah Abrahams

FROM THE ED TEAM on the pages 3 HAVE YOUR SAY

4 ARE YOU A BB, X OR Y?

9 SETTING YOURSELF APART

13 WORLD OF WORK 101 16 WALL OF FAME

19 MY JOURNEY FROM FIRST YEAR TO GRADUATION 23 BALANCING YOUR ACT

26 PURSUING ARTICLES AT A LAW FIRM 29 TAKE THE GAP

31 INTERACT + PREPARE + NETWORK

ACKNOWLEDGEMENTS

Career Update is produced by the Centre for Student Support Services, Office for Student Development, University of the Western Cape.Editors: Winston Middleton, Nazrana Parker and Sadeekah AbrahamsSubbing, design & layout: Evolution MarketingPrinted by: FingerPrint Worker Co-operative LtdThank you to all the students who participated in the photography.Career Update, July 2013Telephone: 021 959 2436 E-mail: [email protected]

Disclaimer: The opinions expressed in this magazine are those of the authors and writers and do not necessarily represent nor reflect the views of the University of the Western Cape.Articles may only be reproduced with written permission from the Editors.

2 CAREER UPDATE 2013 UNIVERSITY of the WESTERN CAPE

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I participated in the Job Search

Skills Project. It was two weeks of

valuable information, user-friendly

resources and enthusiastic

presenters. The Project provided

important guidelines to start my job

search, overcome some of the

challenges I had as a final year

student and inspired me to start

small and to dream big. Thank you

to the presenters, Ms. Parker and

Mr. Middleton.

Ghafeetho Abrahams

The feedback by Nazrana about my CV and Letter of Motivation was valuable. She took her time to review it and suggested adjustments. Undoubtedly, utilising

the Careers Service has empowered me with the relevant tools for the job search.

Kenechukwu Ikebuaku

Thank you to the Student

Development team for giving

me an opportunity to assist with

the logistics of the Careers Xpo

- it was a great experience. We

learned so much including how

to welcome and receive guests,

plan and lay out the exhibition

area, and interact with company

representatives and students. I

would love to be a part of the team

again next year.

Brenda Chaparadza

HAVE YOUR SAYCareers Service - A blessing to UWC students!

“If you are not happy with your

CV, how do you expect someone else

to be impressed by it?” I heard

these words for the first time at the

Careers Service office. I was also

told “Your CV speaks for you in

your absence”. Thank you to the

staff of Student Development for

reminding us about the importance

of individuality. (There is only one

you).

Nomfundo Ntanjana

From university to job interview into industry - this transition can be a daunting task for many students if they do not have the appropriate support. The mock interview with Standard Bank was a rewarding learning curve. It “broke the ice” and instilled confidence of how to prepare for the real thing. The staff of Careers Service had a critical look at my CV and Letter of Motivation, and pointed out the important competencies that interviewers look for in graduates.

The warm nature of the Office is second to none. Personal advising has made me return on a regular basis. The success stories of past graduates are good examples for current students. Would I advise students to visit the CDP? Definitely! Keep up the good work.

Ricardo Tjikongo

I found the staff of the Careers Service office very friendly and helpful. They assisted me when I needed it without any hassle. The Careers Xpo was an excellent networking experience for students. The firms provided insight into my career choice and the process of recruitment. The regular notices from the Careers Service office about career opportunities are of great help.

Arista Van Heerden

Thoughts and thanks

Thank you for assisting me to write a professional CV and Letter of Mo-tivation, and the mock interview. I am better prepared and confident for the next job interview. What stands out at the Careers Service office is the love and passion for helping students to become more professional and employable.

Frederick Ishimwe

The Office for Student Development

(OSD) has been a valuable service

to me in my job search. The

information about career

opportunities provided is opening

doors for me that I may not have

come across by my own.

I participated in a mock interview

with Bowman Gilfillan. It was a

great learning experience for me.

The Careers Xpo highlighted many

different career paths other than

pursuing articles. I always receive

constructive criticism and advice

from the staff of OSD. I find the

service to be efficient and beneficial

in helping me to achieve my best.

Nuraan Waja


Many of you might have heard of the phrases Generation Y, Millennials and Generation Next bandied about. What exactly is all this ‘generation-talk’ about? Why should we bother with it in the workplace?

Generational Theory was introduced by American researchers, Strauss and Howe in 1993. The hypothesis simply states, “Every

generation has a common set of beliefs and behaviours, a common location in history and a common perceived membership. These, in turn, shape the generational group’s core values and view on life and work”. Common generational definitions vary, but the generally accepted classifications are as follows:Generation Y: between ages of 18 to 27; Generation X: between the ages of 28 to 44; Baby Boomer: between the ages of 46 to 65, and Silent Generation: Older than 65 (Zemke, Raines & Filipczak, 2000).

Each generation is marked by certain commonalities that are grounded in the era in which they were born. Each generation is motivated by a diverse set of values, work styles, communication preferences and rewards because of their birth years. The first three cohorts are still commonly found in the workplace. Have a look at this snapshot and see if anything resonates with you.

Generation YValues: civic duty, morality, confidence, achievement, feedback, sociability, personal and intellectual capital – ‘smart workers’, diversity & teams, lifelong learning.Assets: collective action, questions status quo, optimism, tenacity, heroic spirit, multitasking capabilities, technologically savvy.Liabilities: need for supervision and structure, need to feel valued and appreciated, inexperienced - particularly with handling difficult people issues, attempts entitlement, depressed and anxious.Why they work: social impact is high on their agenda, their work must add meaning to their lives and that of others, work for learning and personal development, and to satisfy their high expectations.Communication style: inclusive, conflict-averse, how they communicate is more important than the content.

Generation XValues: diversity, thinking globally, work-life balance – ‘work to live’, fun, informality, self-reliance, independence, pragmatism.Assets: adaptable, techno literate, independent, unintimidated by authority, creative – prolific entrepreneurs.Liabilities: impatient, poor people skills, inexperienced, cynical, overly casual, somewhat disloyal.Why they work: work is a means to fund their lifestyle and thrive for economic independence and freedom. Want to realise their entrepreneurial vision.Communication style: informal but can be abrupt sometimes, values authenticity over sparing feelings and has a distinct distrust for buzzwords and slogans.

Baby BoomersValues: specialism, optimism, personal gratification, health & wellness, teamwork.Assets: authority figures, workaholics – ‘live to work’, service orientated, willing to go extra mile, good at relationships, money buys freedom.Liabilities: highly competitive, uuncomfortable with conflict, reluctant to go against peers, may put process ahead of results, retirement is abhorrent.Why they work: to gain status through achievement and make personal impact, to save for their impending retirement.Communication style: Self-consciously inclusive and very politically correct. They see value in packaged communications and tend to be indirect and euphemistic. [Adapted from a summary of generational attributes (Salkowitz, 2008)]

Generational diversity in South AfricaIn post-1994 South Africa, managing diversity has increasingly become a focal area when considering strategic human resource issues in the

ARE YOU A BB, X OR Y?Luan McArthur-Grill, Talent Sourcing & Graduate Acquisition Lead, Accenture

Generation talk

Luan, a UWC alumnus, holds a Masters in Commerce from the EMS Faculty. She majored in Management, with an HR flair - specifically focusing on the needs of the different generations in the workplace. She has worked in the corporate world for more than 11 years holding numerous human resource portfolios, and specialises in the Graduate Recruitment and Development space.

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corporate world. To date “traditional” diversity topics have largely centered around the differences in employees’ race, culture, gender, language and disability status. Scores of academic and management text has been produced in this regard since the birth of our democracy. However, little attention has been paid to generational diversity, and not much research relating particularly to the relationship between age and work values has emanated from South Africa.

This prompted me to complete my Master’s thesis on this topic. The results were extremely interesting. The employed methodology was a quantitative study, surveying a national group of employees of varying ages, who were all working for a large financial services organization in the Western Cape.

An online questionnaire was designed using a combination of well-tested, psychometric instruments. The major aim was to develop a hierarchy of work values, suggesting a relative ranking and ordering of important workplace attributes, regardless of age, to either support or disprove the hypothesis locally. The empirical findings revealed that there were distinctive rank differences in work values per cohort, which indicates that statistical differences do in fact exist in the relative importance each generation places on various work values in the South African context. However, seven out of the 17 work values were ranked almost identically for all three cohorts but this could be contextual, indicative of that particular work environment or company culture. Interestingly, the top three work values amongst the Gen Y proved to be Achievement, Economic return and Supervisory relationships.

Prior research has addressed several aspects of generational diversity in organizations.

1. Differences between generations are often confused with changes brought about by ageing, life stage, experience and career stage (Cenammo & Gardner, 2008).

2. The validity of applying the generational theory in global organizations was questioned (Hong, Zhong and Schwartz, 2010).

3. A growing body of independent research and expert opinion has challenged the heart of generational theory. It is asserted that research has failed to support the assumption that all members of a generation experience the same events of their upbringing in the same way, as race, ethnicity, gender, culture and social class also influence our life experiences (Giancola, 2010; Urwin & Parry, 2010).

4. Scholars have failed to reach consensus on a clear definition of generational boundaries and precise cohort ending dates (Cole, Smith and Lucas, 2002).

The debate on generational theory continues without abatement. What does this mean for graduates who are embarking on a career in the corporate world?

Managing upwardsManaging upwards means focusing on the relationship one has with your boss to obtain the best results for you and the organisation. Arsenault (2004) claims that today’s workforce is the most diverse it has ever been. Forward-looking organisations, realizing the potential of diversity, have capitalised on strategic diversity plans in order to gain a competitive advantage. He adds that generational diversity is often the most misunderstood and overlooked factor, yet it is of vital importance. The lack of appreciation of generational differences, due to ignorance or confusion, has created misconstrued stereotypes and academic disparagement on its relevance to the diversity dialogue.

Generational interaction can be both positive and negative. Schewe, et al. (1994) was amongst the first researchers to comment on the fact that the sharing of different perspectives across generations fosters creativity and innovation. Conversely, it can create negative interaction when generational misunderstanding creates unnecessary personal and organisational conflict.

Macon & Artley (2009) add that when generational conflict exists in the workplace, the results can cause profitability to decline, increase staff attrition and turnover, decrease morale and present hiring and

retention challenges. A consideration of generational characteristics and background could prove useful in the quest to understand each group’s idiosyncratic traits and talents, as well as indentify trends that are changing workplace cultures (Bell & Narz, 2007).

An example would be the apparent trend of Generation X workers to have flexible work arrangements to achieve work-life balance. The traits, styles and stereotypes of the cohorts can also affect the way age-diverse teams operate; therefore understanding each other is critical. Communication is also affected by the norms and habits within each of the generations. Macon, et al. (2009) contends that younger workers prefer online communication, instant messaging, social networking and email, whereas older workers prefer face-to-face and telephonic conversations. Thus, younger workers tend to view their older team members as resistant to new technologies and the communication benefits they bring to the fore. These differences in communication styles have the ability to create challenges in everyday processes and operations.

Attraction, retention, training, career path development and succession planning are other areas of concern for companies when dealing with various generations of employees. However, it is imperative that there is a realisation that different generations rank work needs differently. Macon, et al. (2009) warns that because an organisation’s competitive advantage lies in its human capital, it is important to create an atmosphere that embraces generational diversity and maximises the strengths of each group.

As the majority of UWC graduates entering the world of work for the first time are Gen Y, it is likely that they will have a Generation X manager. It is thus useful to have an understanding of generational differences in the workplace. For example, having an understanding of different communication styles and assets could decrease possible misunderstandings. The key message is simply to learn how to manage upwards. Being mindful of generational nuances will help you do this more effectively.


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Students must equip themselves with essential employability skills that employers look for in prospective trainees – this means you! To be become hot property stuents must attain the critical higher level graduate attributes over and above the essential employability skills that employers look for in prospective trainees. Career Update explores these attributes.

During a presentation in 2012 to our law students, Randall van Voore and Mendel Sass (UWC Alumnus),

both Partners at Bowman Gilfillan Inc., alerted students to the critical higher-level attributes required of employees. In times of increasing competition for graduate opportunities, students need to make a serious investment in themselves to become ‘hot property’. Career Update unpacks these attributes and identified Anthea Hercules, a UWC Alumnus working in Global Markets Operations at the Standard Bank Group, as a living example of how some of these attributes are making a difference in her career.

Sense of purposeBy understanding and appreciating the value you could add as an employee to the individual and collective lives of your clients and thereby shaping the world around them, provides a strong sense of purpose. This attribute should inspire your on-going social engagement and critical citizenship.

Moral compass Van Voore stressed that the moral compass of legal practitioners should guide their ethical conduct as well as professional interaction with clients and colleagues. One’s moral compass should also inspire integrity.

Intellectual curiosityAn employee who is curious about new knowledge will set him/her apart from colleagues and adapt more easily to change in the workplace. Anthea takes the initiative to read up on anything she does not fully understand. She ensures that she is well informed about all aspects pertaining to her industry and asks for help when needed. She cites the example of attending a work meeting with the Heads of the Corporate Investment Banking Division. Not having background information on the area of Business Intelligence Analysis, she could not make a meaningful input at the meeting but listened attentively to the discussion. Thereafter, she read up further, developed a mindmap to reflect her understanding and then showed it to one of the departmental heads who was also the chairperson of the meeting. He was impressed by her illustration and understanding of the topic and commended her for it. She was then encouraged to apply for a position in Transactional Products and Services. This is a useful demonstration of intellectual curiosity that worked for Anthea.

Passionate about workSass urged students to “discover their passion in planning their career in order to be a cut above the rest.” Your passion should radiate through your CV, Letter of Motivation and at your job interviews sparking the

SETTING YOURSELF APARTBusisiwe Mathonsi and Sadeekah Abrahams

Become hot property


attention of the recruiter. Anthea conducted herself like a typical first year student. She had an aha moment in her third year and quickly “changed gear” to become a model student. She received a Merit award for her Honours year and became class representative.

During her graduate trainee period, she ensured that her work was always up to date (often working late and over weekends) and done to the best of her ability. Her seniors noticed her work ethic and passion. Confucius seemed to have Anthea in mind when he penned the quote, “Choose a job you love and you never have to work a day in your life”.

Self-confidenceSass cautioned students when he said, “If you do not believe in yourself it will be difficult to get others to believe in you”. Anthea pays special attention to the way she carries herself in order to make a positive impression on others. She readily introduces herself and chats with any colleague in the Bank including the Chief Executive Officer. She will voice her opinions at meetings, is not shy to demonstrate leadership within a group and takes ownership of her career goals.

Students, there you have it. Your skills and experiences are useful, but secondary. You need to show your hire-ability through the value you could offer to a prospective employer. Value, value, value – this is the name of the game. As the “real world” looms, persist in developing the attributes alerted to by van Voore and Sass and be noticed for your dream job.

References“Get noticed for the desired job”. 2013. (p.3) City Press – Careers.“How to land your dream job”. 2013. (p.1) City Press - Careers.“Ten steps to launch your career”. 2012. (p.3) City Press - Careers.Science, Technology, Engineering, and Mathematics Network. Information brochure on “Employability skills”.

Employability skillscommunication interpersonal problem solvingplanning teamwork teamwork computer literacypresentationgood technical

understanding

subject knowledge

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Congratulations! As you embark on your first day at work, you might experience a mixture of nerves and excitement. Academic studies do not necessarily prepare you adequately for entry into the world of work. The following tips are important for your first 100 days.

Judging a book by its coverApart from representing yourself you will also represent your employer. Others will associate your future company and its image with your attitude and appearance. People could infer from your attitude that you are not confident and conclude that you are not capable. Your appearance also tells something about yourself. By dressing appropriately, you will feel good and exude confidence. In your new environment others will make those first unforgettable impressions based on the ‘cover of your book’. Appearance goes far deeper than your outfit.

CommunicationYour verbal communication is as important as your body language. Refrain from using colloquialspeech when addressing colleagues and clients. Take note of what you communicate and how you say it. You will meet many new people; make an effort to remember their names. A simple exercise is to make a plan of the floor area where you sit and indicate the names of colleagues on it. Settling into your first post involves tons of listening. Always have your notebook on hand. If uncertain about your task or its instructions, ask. Asking is not a sign of weakness rather reliability and maturity. When using your work email avoid using chat acronyms and text message shorthand.

Organisational structureQuickly learn the structure of your organisation. In this way you will

know who to report to and which functions are delegated to lower levels. Familiarise yourself with the policies, procedures and organogram of your department and the wider company. Ensure that you understand your roles and responsibilities. Make a concerted effort to build relationships from the lowest to the highest level. Recognise and greet colleagues at every opportunity. The small talk while making copies in the copy room can foster good working relationships.

If not assigned, find an experienced colleague who could act as your mentor and a support especially when faced by challenges. By learning to accept constructive criticism you will demonstrate a willingness to learn and maturity. Anthea Hercules, a UWC graduate now working at the Standard Bank Group, urged students at a campus presentation to give of their best at all times and prepare to go the extra mile. By diligently applying herself to her tasks, she is quickly climbing the corporate ladder. Be strategic about the roles you are asked to take on by checking out whether you have the knowledge, skills and experience to successfully complete them.

Time managementIf you have a laissez faire approach to time management as a student, do not transfer it to your work environment. Do not arrive late, meet others with seconds to spare or miss deadlines. It discredits you as someone who can be relied upon and limits your opportunities. In business,

WORLD OF WORK 101 Jade Hansen

The first 100 days

time is often linked to money, and projects are designed according to strict schedules. Do not mess with the flow! Through effective planning of your time, you will always be prepared and less stressed.

Use of company resourcesDo not abuse company resources such as the telephone or internet to download movies, play games and access social networks. The excessive and public use of your personal cellphone during work is frowned upon by most employers. Before a meeting, switch it off or to silent mode. Do not talk on your phone when assisting a client.

At work, your performance will be monitored closely and will influence your salary increase, bonus and future career prospects. Do not be intimidated by the demands of your new role. Remember, your colleagues also had to adapt to the workplace during their first 100 days. It is up to you to tap into their experience. Whenever you feel nervous, remind yourself that you were recruited due to your competencies and potential value. If you believe it, you can achieve it.

ReferencesCareer Compass: Career Development Guide (2009). “Campus to corporate life”. Magnet Communications.

Career Compass: Career Development Guide (2010). “How to excel at work”. Daniel Sikhwari, University of Venda. Magnet Communications.Career Update (2007). “Your first year at work”. Office for Student Development, Centre for Student Support Services, University of the Western Cape. Presentation by Anthea Hercules, 27 March 2013. My Journey in the world of banking, University of the Western Cape.The City Press, 21 March 2010. “Consider yourself as well”.The New Age, 15 October 2012, pg 18 “first impressions count a lot on that vital first day in a new job and environment’.

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I was one of three candidates chosen from 2500 applicants for the Standard Bank Graduate Trainee Programme. This is how you can set yourself apart:

Polish your personal brand and online image. Ace the interview by preparing well, being confident in your responses and interact with the interviewer. Don’t dress to impress; dress to influence.Be brave enough to voice your opinion. Nobody likes to hire a “yes man”. Persist until you achieve your goal.

Use your CV and Letter of Motivation to convey your value to the prospective employer. Get noticed at company presentations by asking questions and chatting with the presenter.

In preparing for the interview, read up about topical issues affecting the industry and specific company, and engage the interviewer in this regard. If you discover a similar interest with the interviewer, latch onto it. Concede your limitations as employers appreciate honesty. Invest in thank you emails after your interview.

While completing my Honours degree, I thought finding a job would be easy. After my first interview, I realised it was not a “walk in the park”.

I found myself in a tricky situation, as many of the applicants were my classmates. Seeing them at the same interviews was intimidating, as I knew they were also strong candidates. I drew upon my strengths and personal insights to make my personal brand stand out in the crowd. I was not blasé about this.

My varied experiences on campus laid a good foundation for my career that I am thoroughly enjoying. Thank you UWC for giving me a flying start to my career.

WALL O F FAME

A personal self-analysis included my interests, abilities, job values and experiences. I knew what I wanted from my career and the value I could offer a prospective employer.

I researched the companies, their competitors, industry trends and current news about the company.

I compiled a list of interview questions and used the STAR method to construct my responses: The SITUATION or TASK that you did or were part of, the ACTION you took to make things happen, and the RESULT of your action.

What sets them apart?

Mubeen SablayAssociate

Webber Wentzel

Anthea HerculesProgramme Administrator

(Global Markets Operations)Standard Bank Group

Hyren Peterson Unilever Future Leader,

Human Resources. Unilever SA

Ayesha Parker Gaffoor

Business AnalystAltech ISIS

Many of our graduates are making their mark in the world of work. Career Update tracked them to find out what they did during their job search that set them apart from other students. We share their “beyond the box” and extra-ordinary efforts that gave them an edge over their peers.


Pay attention to the following:

Be yourself – “you were born an original, don’t die a copy”. Discover your strength and be honest about your weaknesses. At the interview, demonstrate your passion for the chosen industry. Demonstrate your understanding of the transition from university into the working world.

This is how I did it: I prepared well for all interviews. I researched the companies and downloaded their annual financial statements. I asked questions relating to the statements and the performance of the company. This impressed the interviewer as other candidates only researched the company background and not the performance. I attended the Sanlam vacation programme that helped me to understand the different business units.

It’s not all about your current skills – rather your potential to grow.

The value you can add to a company supersedes your skills. Find the “right” match with a prospective employer. When invited to a company meet and greet session, socialise with as many people as possible beyond your own campus. Pay attention to the “corporate version” of yourself. Find out what a prospective employer wants to ascertain beyond your job search documents. Interviews are not only for interviewers.Promote yourself beyond the obvious to include being smart, personable, committed and intellectually curious.

My journey of self-discovery informed my choice of prospective employers.

Before my interview, I visited Old Mutual and spoke to people to get a feel for the climate, culture and dress code. I dressed formally in a suit and striped shirt for the interview. As an aspiring businesswoman, I understand that first impressions count. My confidence at the interview was thus increased.

I did a thorough company search via the website, social media and open forums and used this knowledge cleverly in my responses at the interview. I researched similar positions at other companies to identify common competencies. My mock interview with my best friend assisted me to articulate these competencies. I openly shared my ambitions and dreams with the recruiter. OM needed to know that I am focused.

WALL O F FAME What sets them apart?

Mfundo MangweniIT Analyst

Standard Bank - CIB Credit Risk Technology

Rachma Ismail Credit Analyst

Sanlam Investment Management

Mergan MuruganClient Service OfficerSanlam Investment

Management

Kareemah Abdurahman

Learning ConsultantOld Mutual

Many of our graduates are making their mark in the world of work. Career Update tracked them to find out what they did during their job search that set them apart from other students. We share their “beyond the box” and extra-ordinary efforts that gave them an edge over their peers.

WE’VEESTABLISHED

OUR REPUTATION. NOW WE WANT TO

BUILD YOURS.

Santam is an authorised financial services provider (licence number 3416).

Visit www.santam.co.za/gap to find out more.

We have 95 years experience in short-term insurance. Experience we’d like to use to help you get ahead, by teaching you the ins and outs of the industry.

Interested? Apply to be part of the Santam Graduate Accelerate Programme in 2014. Santam. Insurance good and proper.

KIN

GJA

MES

26

70

8

26708_Santam GAP Recruitment Ad 297x210_UWC.indd 1 2013/04/09 4:50 PM


WE’VEESTABLISHED

OUR REPUTATION. NOW WE WANT TO

BUILD YOURS.

Santam is an authorised financial services provider (licence number 3416).

Visit www.santam.co.za/gap to find out more.

We have 95 years experience in short-term insurance. Experience we’d like to use to help you get ahead, by teaching you the ins and outs of the industry.

Interested? Apply to be part of the Santam Graduate Accelerate Programme in 2014. Santam. Insurance good and proper.

KIN

GJA

MES

26

70

8

26708_Santam GAP Recruitment Ad 297x210_UWC.indd 1 2013/04/09 4:50 PM

Now that you have settled into the rigour of academic studies, it is worth your while to start planning your exit. Every student needs to devote time and attention to their academic studies (after all that is why you are here) and their job search in preparing for their career. Career Update asks Lwazi Ncoliwe, a UWC graduate, to share his journey of career preparation with us. Specific tasks for each of the undergraduate years are identified to assist in planning your journey.

First Year: Settling in, exploration and awarenessLwazi left the dusty streets of Mqanduli in the Eastern Cape for UWC at the age of eighteen.

Although nervous about leaving home and unsure about his career path, participating in the Student Orientation Programme made the experience less daunting as the environment and culture of UWC was welcoming. He has praise for his Peer Facilitator (PF) who assisted and supported him. The Student Advisor in his faculty provided valuable advice on the selection of his modules.He was exposed to the Work-Study Programme and a variety of co-curricular and extra-mural activities on campus. This encouraged him to apply for a student assistant position at the Office for Student Development. His potential value was recognised by the staff and he was employed. Lwazi discovered the importance of effectively utilising his time to develop critical skills and competencies. Being awarded a merit bursary for his excellent Matric results relieved his financial burden. He joined the Students in Free Enterprise project (SIFE, now called ENACTUS), immersed himself in the

Emerging Leaders Programme (ELP) and was elected as Finance Officer of the Cassinga Residence House Committee. “Those experiences taught me to multi-task, manage my time and believe in myself. With the three Ds (dedication, determination and discipline), it is always possible to achieve one’s goals”, concluded Lwazi. Driven by his curiosity and determination to learn, UWC seemed to be the perfect place.

First year students are encouraged to undertake the following tasks:• Choose your degree and modules

carefully;• Get to know the student services

and resources;• Explore opportunities for co-curricular- and extra-mural

activities;• Develop and/or sharpen your

academic- and personal skills;• Pass all your modules;• Develop a first draft of your CV,

and• Seek ANY vacation work.

Second Year: Assessment and further explorationBy working at the Office for Student Development, Lwazi was able to gain insight into the requirements for graduate recruitment. “On reflection, I am grateful to Mr Middleton and Ms Parker for having confidence in me and giving me the work opportunity. Through this exposure I was able to network with several company representatives.” He decided to apply his skills and was elected as the Chairperson of the Cassinga Residence House Committee. Under his leadership, the

MY JOURNEY FROM FIRST YEAR TO GRADUATIONNAZRANA PARKER AND WINSTON MIDDLETON

From the dusty streets...


Residence won the “Residence of the Year” award and each committee member received R4000 towards their 2013 registration fee. He continued to consult with the Careers Service staff.

Identified tasks for Year Two:• Decide on your degree majors; • Participate in co-curricular and

extra-mural activities;• Contact your Careers Service

office;• Attend campus careers xpo, job

search skills workshops and company presentations;

• Update your CV and have it reviewed;

• Seek part-time, casual or volunteer work opportunities;

• Explore career fields and relevant positions;

• Watch relevant job search DVDs, and

• Develop your ePortfolio and create a LinkedIn account.

Final Year: Decisions about work, post-graduate study or travelIn his final year, Lwazi participated in the Entrepreneurship Empowerment in South Africa programme which exposed him to small business consulting. At the end, he was selected as the Top South African Student Consultant of the programme. His excellent performance in Residence was recognised by him being elected

as the Treasurer of the Central House Committee. He explains that “these programmes have enhanced my development in different areas of my life and prepared me for the working world. At first it was not easy to balance my studies and be active in the programmes. However, the time management tools I learned from the ELP became useful.”

Tasks for the final lap:• Plan and prepare for your

transition into the world of work;• Deepen your relationship with the

Careers Office;• Consolidate your extra-mural/

co-curricular involvement;• Finalise your CV and Letter of

Motivation;• Attend recruitment initiatives and

apply for graduate trainee and internship opportunities;

• Explore your career options and narrow down choices;

• Weigh up possibilities for work, post-grad studies or travel, and

• Complete your studies on a high note.

Lwazi is employed as a Finance Assistant and Research Officer at PLAAS. He is pursuing an Honours degree in Finance and Investments at UWC after being awarded a faculty merit bursary. “I decided to pursue this career path due to my love for numbers and the scarcity of Black Chartered Financial Analysts.”

Lwazi concludes that the ‘out of class’ activities empowered him and facilitated the development of his leadership, entrepreneurial and job-related skills. The culture of UWC and the values that the institution upholds have transformed and shaped his outlook on life. The diversity of our University taught him much about different cultures, something which he was not exposed to before. The staff has gone the extra mile to make his journey at UWC a memorable one. Using the tagline of the Division for Student Development and Support, he has created a future for himself. Undoubtedly, Lwazi has used his time productively while at University. He has explored, was taught to think critically, matured, made decisions and is now preparing for his entry into the world of work. Lwazi’s personal and professional development thus echoes UWC’s Graduate Attributes.

References“Career Planning at University”, UCT Careers Office, Mowbray.Career Update Magazine, July 2010. “I started rolling my ball at school” by Psasha Seakamela. Centre for Student Support Services. University of the Western Cape.Charter of Graduate Attributes, UWC November 2009.

Absa Bank Limited Reg No 1986/004794/06 Authorised Financial Services Provider Registered Credit Provider Reg No NCRCP7

Will it be you who shakes the hand of a global power?Will it be you who challenges the minds of our great leaders?Will it be you who meets every challenge with a smile?

Will it be you who takes the strength of our brand to new heights? Will it be you who will seize this opportunity?

Visit www.absa.co.za/careers to find out more about our graduate opportunities in financial services.

Will it be you ?Pan Africa Graduate Development Programme

Take our 400 powerhouse brands and the two billion consumers who use our products every day. Take a worldwide turnover of €51.3 billion and the €1 billion we invest each year on Research and Development. Take the millions of lives we’re improving through the Unilever Sustainable Living Plan. Take everything that makes us a world-leading company. And then double it.

This is the ambition we’ve set ourselves, to create a second Unilever. It’s hugely ambitious, and it’s going to be .

www.unilever.co.za/careersApply online now!

“Unilever Careers South Africa”

UnIlever InTernshIp And grAdUATe progrAmme

BECOME A FUTURE LEADER

Foreign nationals studying in South Africa can apply to be placed in one of the following Unilever territories. Placement will be based on business needs, consideration may be given to placement of successful candidates within their home country: Angola, Burundi, Cameroon, DRC, Ghana, Ivory Coast, Kenya, Mozambique, Malawi, Nigeria, Rwanda, Sudan, Tanzania, Uganda, Zambia, Zimbabwe.


Every day often follows a similar pattern. We go to work in the morning and return home in the afternoon for five days a week. Craig Nossel, Head of Vitality Wellness at Discovery Health, states in the report of the 2012 Discovery Healthy Company Index survey that “Encouraging a healthy workforce should become a priority for all employers.”

Nossle continues “people spend the greater part of their day at work, which has a direct impact

on their lifestyle and stress levels. A significant amount of clinical research indicates a strong link between living an unhealthy lifestyle and the development of chronic disease - high blood pressure, high cholesterol and diabetes - which can have a profound effect on the bottom line of any company.”

The survey also shows that 92% of employees have a Vitality Age of 6.4 higher than their actual age. According to Nossel, “employees with a Vitality Age higher than their actual age had 27% more visits to the doctor, 55% more days in hospital and lost 72% more days due to illness or injury than those with a Vitality Age lower than their actual age. If a person’s Vitality Age is lower than his or her actual age, this shows that a healthy lifestyle is keeping the person ‘young’”. The workplace provides a unique opportunity to ensure that health and wellness is enhanced. Studies done in the USA have suggested that as many as 80-90% of workplaces with 50 or more employees offer some type of health promotion and disease prevention services.

As boundaries blur between work and the social environment, work-life balance and integration become more relevant than ever before

and depends on both the employee and employer’s attitude towards approaching that balance. Achieving this balance could result in significant shared benefits such as improved recruitment and retention rates, cost savings, reduction in employee stress, and improvements in satisfaction and loyalty towards the company as reported by the UK Department of Labour.

According to a work-life balance snap survey conducted with UWC administrative and support staff by Career Update, 71% of respondents said that they have a good work-life balance however challenges are experienced in maintaining the balance. They shared that their work at UWC does not negatively impact on spending time with family and friends, keeping fit and healthy, meeting religious commitments, studying, and participating in community and leisure activities. One half (50%) of the respondents noted that their set working hours made it difficult to take care of personal business.

We also probed other flexible arrangements used to balance work and personal responsibilities. It seems that the nature of the UWC organisation does not enable flexibility around starting and finishing times as reported by 86% of the respondents, taking annual leave (64%), taking time off and working it in later (78%) and working from home (86%). However, 57%

BALANCING YOUR ACTMarzanne Scheepers, Winston Middleton and Nazrana Parker

Work-life balance and integration


had some flexibility in choosing their lunch breaks and taking leave for an emergency (50%). Many respondents (78%) stated that they have the responsibility of taking care of a dependant. This may require a degree of flexibility in working hours.

A key factor in facilitating a good work-life balance and integration in the workplace is a healthy relationship between staff and line supervisor/manager and among colleagues. Without this, staff will be reluctant to make such (reasonable) requests as it might be viewed with suspicion. Some respondents stated that they were not comfortable (21%) or that

Work

Life BALANCE

it depends on the issue (36%) in discussing work-life balance issues with their line manager. By working in an encouraging environment and where one is also valued, work-life integration will come more easily.

In South Africa, minimal research has been conducted on how companies and employers approach wellness in the workplace. Since the workplace plays such a vital role in the health of employees, and there are 14 million employed South Africans, there is a huge opportunity to change the behaviour of large sections of the population. It is imperative for more companies and organisations

to roll out wellness initiatives in the workplace. UWC had the (cricket) Wellness Day for a few years up to 2012 which has since stopped (without explanation?). The Friday afternoon sporting activities initiated by our Sports Department has not attracted as many participants due to work commitments. It should be remembered that employees are a company’s most valuable asset.

Theesan Vedan reminds us: “Born into a new era, it is time for us (Gen) Yers to step out of the trappings of the work-life junction and bring a balance … or an integration.” Are you ready for the challenge?

References

“A work Life Balance equals satisfaction”, 3 March 2013.Discovery Holdings, “South Africa’s healthiest companies named”.[https://www.discovery.co.za/discovery_za/web/logged_out/about_discovery/media/press_release_content/2012/2012_content/discovery_healthy_company_index_results.xml]. Accessed 25 June 2013.

Vedan, T. (2009). Check it out: Work-life balance vs. work-life integration. Career Update: A magazine for career development. (p. 31).


Allan Gray Proprietary Lim

ited is an authorised � nancial services provider. K

ING

JAM

ES 2

6022

341711

WHERE YOU START YOUR CAREER IS IMPORTANT. HERE’S WHY. LENGTH OF AN AVERAGE CAREER

AVERAGE AMOUNT OF LEAVE TAKEN

YEARS OF ACTUAL WORK

AVERAGE AMOUNT OF WATER-COOLER TALK

YEARS

AVERAGE TIME YOUR COMPUTER TAKES TO BOOT UP

526HOURS

AVERAGE PERSONAL BREAKS TAKEN

102 SICK LEAVE DAYS

HOLIDAY3570 WEEKEND DAYS

306 PUBLIC HOLIDAYS

544 VACATION DAYS

15 YEARS AND 138 DAYS

2106GOSSIP / OFFICE POLITICS WEEKEND PLANS

TIME SPENT SURFING THE NET

HOURS HOURS

NEWS1579

HOURS

HUMOUR/ ENTERTAINMENT

1184HOURS

2396HOURSSOCIAL NETWORKING

658SPORT

HOURS

COFFEE/TEA

1974HOURS

BATH

ROOM

1579

HOUR

S

921SOCIALISINGHOURS

LUNCH

4343HOURS

Take a look at the � nal � gure above. Scary isn’t it? But that’s how long you really have to build a career. So doesn’t it make sense to start yours at a � rm with a commitment to excellence, long-term thinking and individual growth? At Allan Gray we won’t promise you the earth, but we can promise that you’ll work hard, be challenged every day and always have your best demanded of you. And if you’re prepared to give us your all, who knows how far you’ll go, because at Allan Gray we invest in your best.

So, if you’re in your � nal year of studies, please apply online at www.allangray.co.za/careersApplications open on Monday 27 May 2013 and close at midnight on Sunday 11 August 2013.

Figures used in this advertisement are averages from a survey of 30 Financial Services and Marketing professionals.

26022_AG Recruitment_Infogram_297x210.indd 1 2013/03/19 3:29 PM


Shekesh Sirkar, a UWC graduate, completed his articles in 2000 and is now a Director at Herold Gie Attorneys. He talks about persuing articles.

Every year law students are given the opportunity to become candidate attorneys at Herold Gie Attorneys, a medium sized law firm that boasts a wealth of knowledge accumulated over 119 years. Formed in 1894, Herold Gie, which is situated in Cape

Town, is known as one of the oldest law firms locally. The firm comprises several specialised business units. They presently have 13 directors, 4 consultants, 6 associates and 7 candidate attorneys, along with a large complement of support staff.

What makes Herold Gie different from other legal firms? The long reputation of Herold Gie speaks for itself. They have earned and maintained a position at the forefront of the legal profession. Interestingly, Herold Gie is one of the very few long standing law firms that has not merged with any other firm. Anyone joining Herold Gie will come face to face with this rich history and expertise built up over a century. Candidate attorneys will receive “on the job training” and will be at the coalface with some of the most experienced attorneys.

Why should a graduate choose Herold Gie Attorneys? The firm prides itself on the opportunities it creates for its candidate attorneys. Rotation between departments every three to four months enables candidates to gain maximum exposure and gives them the opportunity to ultimately choose the area of practice that suits them.

PURSUING ARTICLES AT A LAW FIRM Marzanne Scheepers

Are you ready to make your mark?


Process of applying for articles at Herold GieStudents must submit a detailed CV, a strong Letter of Motivation, full academic transcript, letters of reference and other supporting documents to the Recruitment Officer ([email protected]), before the end of March of their final year. Shortlisted candidates are then invited to an interview.

How much weight does the presentation of one’s CV and Letter of Motivation carry during the short-listing stage?One’s CV and Letter of Motivation are very important. An applicant has the opportunity to highlight their strengths and achievements, and demonstrate his/her ability to draft documents. Clearly, one’s degree is not enough and you need to look for opportunities to develop your soft skills through volunteering, debating initiatives, moot court and joining law related societies.

Not one to waste an opportunity, Marzanne asked Mr Sirkar to share a few tips in preparation for the first interview. He recommends that a student should “have a conversation with him-/herself, understand the reasons for pursuing a career in law and identify your strong and weak

Marzanne asks Mr. Sirkar what the firm’s expectations are of candidate attorneys. He replies, “We expect our candidate attorneys to think broadly and analytically, be proactive and thirsty to apply the theory learned during their years of study so as to innovate and grow. We advise them to be like sponges absorbing the good habits and sharpening the critical skills needed for successful legal practice. They should also be enthusiastic about their work and maintain a positive attitude.”

Candidate attorneys at Herold Gie will have the opportunity to interact with clients and be exposed to various high profile cases. With the right attitude, graduates can set their mark on achieving the best possible training during their articles which will give rise to rich, successful and rewarding careers.

In short, students should be ready for a challenging and exciting period of articles. Depending on the needs of the firm and the suitability of a candidate attorney to a particular area of practice, they may be appointed as associates at the conclusion of their articles. Most of the directors completed their articles at Herold Gie and have risen through the ranks.

points.” Students should be able to articulate their future career goals and how they could add value to the prospective employer.

Interviewers look for candidate attorneys who are enthusiastic about the practice of law and can interact meaningfully with diverse clients. Herold Gie, in particular, looks for people who have creative minds and can apply themselves independently to achieve the best results; also, show a positive attitude and outlook on life.

Is a Master’s degree or Practical Legal Training at a Law School considered more favourably than the LLB?Herold Gie has employed candidates who have Masters degrees as well as those who have attended the School for Legal Practice. They do not necessarily look upon one who has a Master’s degree or who has attended the School for Legal Practice more favourably. However, further qualifications could enhance one’s chances.

Are you ready to make your mark at a reputable law firm?

CAREERS AT HEROLD GIE

Herold Gie recruits professional as well as support staff when the need arises in order to provide our clients with the best possible service. Should you be interested in a career at Herold Gie, our Human Resources Manager, Pauline Potton, may be contacted at [email protected].

OUR SERVICES

• Conveyancing and Property Law • Insolvencies and Commercial Recoveries Law

• Commercial Law • Wills, Trusts and Estates

• Employment Law and Public Law • Insurance Law

• Pension Law • Personal Injury Litigation

• Constitutional and Administrative Law • General Litigation

• Banking Law • Family Law

• Education Law • Sport and Sponsorship Law


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So talk to the bank that knows great things begin with great people. Nedbank is meeting with ambitious young people like you, because your ambition is just what we are looking for. Go to www.nedbank.co.za/stop-waiting to find out how and where you can share your vision with us through our Graduate Programme. We are listening. Your ambition. Your vision. Your future. What are you waiting for?

Closing date for applications: 2 August 2013

Your ambition has our attention

@Nedbank

www.facebook.com/Nedbank

[email protected]

GradAd_UWC CareerUpdateMag.indd 1 2013/05/16 1:32 PM


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So talk to the bank that knows great things begin with great people. Nedbank is meeting with ambitious young people like you, because your ambition is just what we are looking for. Go to www.nedbank.co.za/stop-waiting to find out how and where you can share your vision with us through our Graduate Programme. We are listening. Your ambition. Your vision. Your future. What are you waiting for?

Closing date for applications: 2 August 2013

Your ambition has our attention

@Nedbank

www.facebook.com/Nedbank

[email protected]

GradAd_UWC CareerUpdateMag.indd 1 2013/05/16 1:32 PM

Gearing up for the end? Not sure what to do once you have completed your studies? We zoom in on the experiences of a graduate who chose to take the gap?

Your final year is also about decisions! Deciding whether you wish to enter the world of work, pursue post-grad

studies or travel requires knowing yourself and mapping your career goals. The earlier you decide, the more prepared you will be to follow the relevant steps to your desired goal.

Michelle Kearns, a UWC alumnus, completed her Honours in Psychology in March 2012 and decided to travel prior to settling into the world of work. Michelle started off as a Camp Counselor in May 2012 at a Summer Camp in North Carolina, USA. Prior to this, she visited family in California and Connecticut which helped her to settle in and acclimatise to the new culture. The camp was a stunning 152 acres of land with a gigantic lake – a great atmosphere for the development of children and youth. At the camp she joined other international students from London and Australia.

She was surprised by the low crime rate in the areas that she visited. Sometimes she had to pinch herself when she did not have to lock up behind her and be overly concerned about leaving her belongings unattended in public. During conversations with locals, she was able to dispel misconceptions about our amazing country.

She faced the challenges of being in a new place amongst new people with her friendly and open disposition. After being repeatedly told that “You are in America now, so you have to do things the American way”, she decided to change camps. She struggled to engage with children in the camp who were not open to new learnings and to respecting different cultures. She found the climate and attitude at the new camp more welcoming and engaging. These experiences informed her understanding of the American culture and their practices.

Michelle has taken time out after graduation to be exposed to a different country and culture, and become more independent. She is now more confident and ready to handle a working environment with greater maturity and confidence. Michelle returned to the US after receiving a call and believes that she has found her passion in this environment.

Michelle shares the following tips when ‘taking the gap’ through travel and work:• Carefully research your options

before making a final decision.• Be cautious about generalisations.• Learn to rely on yourself rather

than others.• When thrown into the deep end,

decide if you want to sink or swim.• When confronted by ignorance

about South Africa, it is your opportunity to clear up these misconceptions (do not become angry).

• You need to connect with people, identify your resources and build skills for your personal and professional development.

• Grab every opportunity that comes your way as you never know where it may lead.

Michelle admits, “I appreciate my country more despite its challenges. I will always cherish the experience which has given me a clearer picture of where I wish to be in life and how to get there.”

TAKE THE GAPNazrana Parker and Winston Middleton

Decisions, decisions...

ENS IFLR AfricaFlagAdSept2012 9/13/12 8:43 PM Page 1

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C M Y CM MY CY CMY K


Interact + Prepare + Network Nazrana Parker

‘Recruitment season’ is sweeping across university campuses. In 2012, our Careers Service hosted the following activities during the Graduate Recruitment Project (GRP):22 Company presentations3 Company showcases3 Company promotions11 Company campus interviews2 Company assessment tests and576 Job advertisements were circulated.

Through these activities, students were able to make personal contact with company representatives,

submit their applications for graduate trainee posts, internships and part-time jobs, and present themselves at job interviews. Thus, many students have found their first job. Students must remember that the GRP is a good starting point for the job search and training platform to familiarise oneself with the critical job search skills and job requirements. Remember that most graduates find jobs beyond the GRP, thus students should ‘cast their net’ wider than the campus.

Career Services on campusStudent advising about job search

documents and experiences.Access to career resources (CV

Manual, Career DVDs, files and magazines).

Job adverts (part-time, casual, fulltime and vacation work)

Career information and CS updates through student email, noticeboards (EMS Building Foyer, Main Library Atrium, B-Block & Office for Student Development), UWC website and Facebook.

Online resources to prepare your Letter of motivation and CV, and for the Job interview:

On your mark, get set…


www.rileyguide.com www.careerlab.comwww.wowcv.net/cover-letters/ www.resume-cover-letter.infowww.jobsearching.co.za www.collegegrad.comwww.eresumewriting.com www.123-jobs.comwww.careerssa.net/ www.pacecareers.com/careercentre/www.gradx.net www.careerjunction.co.zawww.careers24.com http://getemployed.co.za/cover-letter-tips.html

Tools to build your brandBy now, students should have packed their job search cabinet.

Recruiters do not hesitate to check your online profile. It is in your interest to ensure that this presence reflects what you want them to see. Use LinkedIn and Facebook to your advantage. Create an E-portfolio to display your achievements and market yourself (if you have a Gmail account see: http://sites.google.com). Students interested in attending an E-portfolio training workshop should email us ([email protected]) with your contact details.

The following tips are useful for your GRP success.You get one chance to make a

good impression, in your absence, through your CV & Letter of motivation - so get it right the first time.

Don’t allow yourself to be eliminated in the paper selection round by not having effective application documents.

Obtain the GRP schedule of company presentations and showcases at OSD. First and second year students should also attend to familiarise themselves with the job search process.

Apply to as many companies as possible if you meet the criteria.

Submit your applications well before the closing date.

Ensure that your cellphone has a clear voice message and airtime.

Prepare well for your job interviews by viewing the company websites and watch the job search DVDs.

Read the Career magazines at OSD.

Now take action: move from merely thinking about your career to structuring, managing and executing your career action plan.

ContactCentre for Student Support Services, Office for Student Development (OSD), Careers Service, 1st Floor, Student Centre (next to cafeteria/lift).Tel 021 959 2436. Email: [email protected].

Tools Tasks

CV Should be updated Have a PDF version for online applications and a hardcopy for manual ones

Letter of motivation

Compile a unique letter for each application Use business letter format

Study record Have hardcopy (certified) and scanned versions of your study record (including June 2013 results)

Identity document

Have hardcopy (certified) and scanned versions

Reference letters and certificates

Have hardcopy (certified) and scanned versions

This is your invitation to join an organisation offering greater opportunity, greater challenge and greater satisfaction. Our capabilities are so broad, you can even change jobs without ever changing companies. For the third year in a row, Accenture has bee recognised as one of the top employers in South Africa by the CRF Institute. Talk to Accenture and discover how great you can be. Visit accenture.co.za/careers

©2012 Accenture. All rights reserved.

C E R T I F I E D B Y T H E C R F I N S T I T U T E

510438_A4Image_Degree_v1.indd 1 4/2/2012 4:17:30 PM

Grow where business leaders go

PwC is a leading professional services fi rm, offering you the opportunity of a lifetime. Your career is just that; yours. You choose it. You live it. You make it happen. To get the best from it, you need the best opportunities.

Opportunities are at the heart of PwC careers. Opportunities to grow as an individual, to work fl exibly, to build lasting relationships and make an impact in a place where people, quality and value mean everything. The skills, insights and connections you develop at PwC are career defi ning.

©2013. PricewaterhouseCoopers (“PwC”). All rights reserved. (CP 13-12752)

Assurance – Our assurance line of service conducts audits on the fi nancial performance and operations of our clients to help them with their fi nancial reporting and to adapt to regulatory requirements.

Advisory – Advisory provides advice and assistance to our clients in the fi elds of corporate fi nance, human resources, technology, IT security, privacy, data analysis, governance, internal audit and forensic investigation.

Tax – A career in tax offers challenging opportunities in several fi elds of specialisation including corporate and international tax, indirect taxes and employment tax.

For more information on bursaries, training contracts and vacation employment, visit www.pwc.co.za/careers

PwC – the opportunity of a lifetime

13-12752-Advert_Recruitment UWC_A4.indd 1 13/03/2013 04:03:05 PM

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