Category Archives: Jobs in South Africa

Facility Engineer for South Africa

Image result for Avedia Energy

Avedia Energy was established in 2007 as a liquefied petroleum gas (LPG) company with a handling facility in Saldanha Bay, and a bottling plant in Airport Industria, Cape Town.
It is in the process of completing an environmental impact assessment study (EIA), and is about to begin the construction of an 8000 MT facility in Saldanha, Western Cape, South Africa

    Worked in a LPG business environment for a minimum 5 years.
    Qualifications and certification to implement and manage health and safety inspector
    Technical design and drawing ability.
    Costing training / experience.
    Can read plans and manage bills of quantity.
    Ability to size and specify Engineering requirements for LPG plant equipment.
    Experience in supervising multi-disciplinary contracts (Process, Mechanical, Electrical and Instrumentation)

    Role responsibilities:
    Design or specify LPG infrastructure compliant to relevant standards
    Develop and implement asset preservation and maintenance of plants
    Set up and Implement a health and safety plan installations for companies hold equipment plus on customers sites,
    Develop implement and monitor company procedures in line with the in the SANS, SAPGA, SACGA and NERSA codes.
    Establish HAZHEM and HAZOP processes and implement requirements,
    Ensure that the following approvals are in place and the project meets all approval requirements during the installation process;
    Site drawings
    Fire department approvals
    Council, municipal approval were required,
    NERSA approvals
    Implementation of MHI
    Develop and implement policies and procedures and ensure systems are in place to ultimately comply to the various ISO standards
    Do specialized costing and be involved with project development
    Ensure that installations and equipment adhere to suppliers standards as well as prescribed South African / SANS and International standards and Acts, for Avedia Energy
    Basic expectations from candidate/s:

    Ensure certification and compliance of LPG plant
    Training, Policies and Procedures
    Equipment & installation compliance
    Cost control management
    Plant maintenance

    (Only candidates from India may apply)

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Firefighter Learnerships R1800 Per Month

Closing Date: 22 June 2018Position: Learner Firefighting and Rescue Leanership [X18]

Stipend: R1 800.00 pm

Applications are hereby invited from suitably qualified and competent persons to participate in one year learnership to the under mentioned position.

Qualifications

Matric And Physically Fit

Selection Criteria

  • Currently unemployed Currently not participating in a learnership 18 to 35 years
  • No criminal record Proof of residential address
  • Not involved in other studies from 1 Jan 2018 to 31 Dec 2018.
  • Only South African Citizens in possession of a valid SA identify document will be considered.
  • Shortlisted candidates will be subjected to medical and physical fitness test prior the interviews

How To Apply

Download Application Form or at obtain a copy from the Corporate Services Department, 4″ Floor, Civic Centre, Ermelo.

Application Must Be Posted To Msukaligwa Local Municipality, P.O. Box 48, Ermelo, 2350, For The Attention Of Acting Director Corporate Services – Mr. B.P. Zwane

Applicants must attach copies of certified certificates on their CV. CV without certified

copies of certificates will not be considered.

For enquiries contact Human Resources at 017 801 3755 during office hours

“If you don’t hear from the municipality after a month, please consider your application unsuccessful”

Senior Datacentre Specialist for Cape Town, South Africa

Image result for Oasis Group Holdings Pty ltd


The Oasis Group is a regulated, innovative and highly automated global financial services group providing wealth management services including the management of a substantial property portfolio. Oasis provides outsourced services to its regulated global partners as a BPO. It operates out of Cape Town and its global partners are situated in, and operate from London, Dublin, and Mauritius.

    Job Summary

    The key function of this role is to manage all day-to-day operational activities within a global data center and DR facility and ensure 100% uptime. The successful candidate will also be responsible for backup and restore processes, DR replication, as well as user support with regard to servers.

    Job Description

    Installing, maintaining Windows-based servers.
    Recovery of Windows Servers.
    Support helpdesk staff with handling server issues.
    Creation, Deletion and Amendment of user mailboxes.
    Access changes authorised.
    Ensure 100%v uptime of the infrastructure.
    Ensure regular testing of DR readiness.
    Ensure proactive preventive maintenance of Datacenter, servers, network components and other infrastructure components.
    Ensure physical security systems at offices.
    Ensure Software licensees records are kept up to date and are used optimally.
    Implement un-interrupted migration and implementation of new systems.
    Continuous upgrade of applications, operating systems and other components to ensure compliance.
    Ensure all firmware are kept up to date as per hardware vendor recommendation.
    Plan and manage hardware replacement lifecycle.

    Ensure encryptions and security of mobile devices.
    Support Active Directory and exchange infrastructure.
    Support email services to Blackberry and IOS devices.
    Support Database Servers including IBM P series, SUN Sparc and X series servers.
    Support Storage Area Network (SAN)
    Support Virtual Infrastructure for Servers and Desktops.
    Support replication between Head Office and Disaster Recovery systems.
    Ensure Dialy, weekly, Monthly and Yearly backups and restores.
    Ensure monitoring and management of HVAC (Heat, Ventilation, and Air-conditioning) systems, UPS and alternate power systems.
    Support integrated Building management system.
    Ensure procedure documents and training material are up to date.
    Manage Backup and Restore Processes.

    Maintenance of tape backup cycles, rotations, and replacements.
    Remote branch support within defined SLA parameters.
    Preparation of documentation to map all internal processes within the datacentre.
    Problem Analysis and troubleshooting servers.
    Monitoring server performance and logs.
    Applying upgrades, Patches, and fixes on the servers.
    Managing & Maintaining Server security.
    Supporting helpdesk staff on Server side issues.
    Maintaining Windows Domain administration, replication to remote servers.
    Maintaining DNS, DHCP and WINS server and monitoring performance.
    Knowledge of Change management procedures

    Qualification & Requirement

    Bachelor Degree in IT, Computer Science from an accredited university.
    MCSE Certification is mandatory.
    Solaris certification is preferred.
    VMware certifications are essential
    Storage certifications are preferred

    Minimum Experience & Skills

    6-8 years post qualification experience.
    Proficient in Microsoft Server technology including Active Directory domain, Exchange, and application servers.
    Sound knowledge of DNS, DHCP, WINS, SMTP, SMB, CIFS, NSF.IGRP, TCP/IP.
    Hands on experience on SAN / NAS required.
    Sound knowledge of Virtualisation technology is required.
    Experience on backup and restore, Disaster recovery Procedure is essential.
    Knowledge of endpoint, data center security.
    Hands on experience on IBM x series, P series, and SUN Sparc server hardware.
    Enterprise antivirus, WSUS, Web Server & SQL servers.
    Understanding Oracle / Sybase databases, backup, and recovery.
    Knowledge of Linux is essential. Additional knowledge of AIX / SUN will be preferable.
    Experience in redundancy and High availability infrastructure architecture.


    Should you wish to apply please email us your resume on recruitment@oasiscrescent.com

    Salmaan Shaikh
    Oasis Group Holdings Pty ltd
    Tel: 0027 21 4137860
    Mob/whats app 0027744899112

Warehouse Manager for 3SC, South Africa

    3SC is Hiring:

    Warehouse Manager (South Africa)

    Company Overview

    3SC (SS Supply Chain Solutions Pvt. Ltd.) was incorporated in 2012 with the sole aim of providing Best of Breed SCM solutions such as Managed Integrated Solutions (End 2 End), 4PL Neutral Solutions, Inventory Management, Procurement, Network Solutions & Design, International Freight, Domestic Road/ Train / Air Distribution, Warehousing to Corporate across various verticals. 3SC is a 4PL firm and working on LLP model and we offer end to end supply chain consultancy to various corporate houses in India. Specializing in helping companies to create a lean and sustainable 3PL platform to cater the Indian market. We provide workable strategic solutions and implementation assistance to various companies for leveraging the – India advantage- .

    For more information, you can go through our website http://3scsolution.com/

    Work Summary

    Operational Excellence will be heading and supervising operation excellence team on PAN India basis. He will be reporting to CEO & Managing Director of company.

    He/she will be playing a major role in supporting BD/SE team for new project on board/implementation, taking strategic initiatives warehouse operation, vendor development & review, commercial and contract management.

    Key Responsibilities

    – He will be taking care of operational budget and making ensure it is strictly followed.

    – End to end operation of Warehouse.


    – Vendor Review, KPI and SLA Review

    – Ensuring POD collection and cash reco at sites

    – Setting and finalizing KRA/KPI for entire operation team

    – Ensuring vendor billing and payment done on time

    – Contract Management

    – Controlling operation team attrition rate

    – Cost reduction in distribution and warehousing

    – Reduction of cash cycle time

    – Ensuring SLA is adhered and implemented across all warehouses and locations

    – ISO certification and implementation of same on PAN India basis

    Location: South Africa

    Education Requirements

    – BE/B.tech from college/institute of repute.

    – MBA/PGDM or equivalent in Operations/Supply Chain/Logistics / Engineering (preferred)

    Experience Requirements

    – 12 – 15 years of experience in the Operations, Production Distribution

    – Candidate having an experience of SCM or logistics industry will be given preference having expertise in 3PL & 4PL operation.

    – Candidate who have operated and handled a team on PAN India basis will be given preference.

    Personal Characteristics

    – Strong operation and distribution knowledge

    – Strong and excellent communication skills (Including strong oral and writing capabilities)

    – Team Leader and Team Player

    – Good Negotiator

    – High Energy

    – Strong detail orientation

    – A high level of travelling is required to difference location and warehouses

    Skill and Knowledge Requirements

    – Strong working knowledge in MS Office

    – Good knowledge of contract language, terms and conditions


    Garima
    SS Supply Chain Solutions Pvt. Ltd.
    Contact :+91-9589225433 / 020-66327556
    garima.richharia@3scsolution.com
    www.3scsolution.com

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Mineral Process Learnership Opportunities

South32 is offering mineral process learnership opportunities in Hotazel, Northern Cape. The purpose of the role is to provide training and development opportunity to achieve the National Certificate Mineral Process Level 2.

South32 is a resources company built around a single idea: that in a rapidly-changing world, we have an opportunity to make a difference, from the ground up. The roots of South32 are in the Southern Hemisphere, with a head office in Perth and regional hubs in Perth and Johannesburg.

Requirements

  • Serious contenders will have a Grade 12 with Mathematics;
  • Valdi Driver’s License will be advantageous;
  • This training and development opportunity is available to people currently residing in the John Taolo Gaetsewe municipality and proof of residence is required;
  • In making the final decision consideration will be given in achieving the South32 Employment Objectives.

Core Accountabilities 

  • Successfully complete the learnership program;
  • Obtain National Certificate Mineral Process Level 2;
  • Demonstrate commitment to South32 Values and Care Strategy;
  • Demonstrate basic knowledge of Mine Safety requirements.

How to apply

Applications close on 04 May 2018. Click here to apply online

Business Development Manager for South Africa / Zambia / Zimbabwe / Uganda / Tanzania / Kenya / Senegal / Ghana / Nigeria

    Engineer with 6-10 years of experience in BD role with Power Utilities clients either through EPC or industrial product sales companies.
    End-to-end responsibility of business development with P&L account.
    Email Address: tuliphr2018@gmail.com

Are You Ready for The Next Job Interview: Test Yourself with These Common Interview Questions and Answers

It is important to prepare yourself for the next interview. Here below are the most common interview questions and suggested answers. What’s so much important is to understand the question before you answer.

1. Can you tell us about yourself?

This question seems simple, so many people fail to prepare for it, but it’s crucial. Here’s the deal: Don’t give your complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, then wrap up talking about how that prior experience has positioned you for this specific role.

2. How did you hear about the position?

Another seemingly innocuous question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name drop that person, then share why you were so excited about it. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.

3. What do you know about the company?

Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren’t necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company’s goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two.

4. Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of it”).

5. Why should we hire you?

This question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, you can deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates.

6. What are your greatest professional strengths?

When answering this question, interview coach Pamela Skillings recommends being accurate (share your true strengths, not those you think the interviewer wants to hear); relevant (choose your strengths that are most targeted to this particular position); and specific (for example, instead of “people skills,” choose “persuasive communication” or “relationship building”). Then, follow up with an example of how you’ve demonstrated these traits in a professional setting.

7. What do you consider to be your weaknesses?

What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you be more comfortable when addressing a crowd.

8. What is your greatest professional achievement?

Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don’t be shy when answering this question! A great way to do so is by using the S-T-A-R method: Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), but spend the bulk of your time describing what you actually did (the action) and what you achieved (the result). For example, “In one month, I streamlined the process, which saved my group 10 man-hours each month and reduced errors on invoices by 25%.”

9. Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.

In asking this question, “your interviewer wants to get a sense of how you will respond to conflict. Anyone can seem nice and pleasant in a job interview, but what will happen if you’re hired and Gladys in Compliance starts getting in your face?” says Skillings. Again, you’ll want to use the S-T-A-R method, being sure to focus on how you handled the situation professionally and productively, and ideally closing with a happy ending, like how you came to a resolution or compromise.

10. Where do you see yourself in five years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you’ve set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn’t the first time you’re considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

11. What’s your dream job?

Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them.

12. What other companies are you interviewing with?

Companies ask this for a number of reasons, from wanting to see what the competition is for you to sniffing out whether you’re serious about the industry. “Often the best approach is to mention that you are exploring a number of other similar options in the company’s industry,” says job search expert Alison Doyle. “It can be helpful to mention that a common characteristic of all the jobs you are applying to is the opportunity to apply some critical abilities and skills that you possess. For example, you might say ‘I am applying for several positions with IT consulting firms where I can analyze client needs and translate them to development teams in order to find solutions to technology problems.’”

13. Why are you leaving your current job?

This is a toughie, but one you can be sure you’ll be asked. Definitely keep things positive—you have nothing to gain by being negative about your past employers. Instead, frame things in a way that shows that you’re eager to take on new opportunities and that the role you’re interviewing for is a better fit for you than your current or last position. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go? Keep it simple: “Unfortunately, I was let go,” is a totally OK answer.

14. Why were you fired?

OK, if you get the admittedly much tougher follow-up question as to why you were let go (and the truth isn’t exactly pretty), your best bet is to be honest (the job-seeking world is small, after all). But it doesn’t have to be a deal-breaker. Share how you’ve grown and how you approach your job and life now as a result. If you can position the learning experience as an advantage for this next job, even better.

15. What are you looking for in a new position?

Hint: Ideally the same things that this position has to offer. Be specific.

16. What type of work environment do you prefer?

Hint: Ideally one that’s similar to the environment of the company you’re applying to. Be specific.

17. What’s your management style?

The best managers are strong but flexible, and that’s exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach…”) Then, share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company’s top salesperson.

18. What’s a time you exercised leadership?

Depending on what’s more important for the the role, you’ll want to choose an example that showcases your project management skills (spearheading a project from end to end, juggling multiple moving parts) or one that shows your ability to confidently and effectively rally a team. And remember: “The best stories include enough detail to be believable and memorable,” says Skillings. “Show how you were a leader in this situation and how it represents your overall leadership experience and potential.”

19. What’s a time you disagreed with a decision that was made at work?

Everyone disagrees with the boss from time to time, but in asking this question, hiring managers want to know that you can do so in a productive, professional way. “You don’t want to tell the story about the time when you disagreed but your boss was being a jerk and you just gave in to keep the peace. And you don’t want to tell the one where you realized you were wrong,” says Peggy McKee of Career Confidential. “Tell the one where your actions made a positive difference on the outcome of the situation, whether it was a work-related outcome or a more effective and productive working relationship.”

20. How would your boss and co-workers describe you?

First of all, be honest (remember, if you get this job, the hiring manager will be calling your former bosses and co-workers!). Then, try to pull out strengths and traits you haven’t discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.

21. Why was there a gap in your employment?

If you were unemployed for a period of time, be direct and to the point about what you’ve been up to (and hopefully, that’s a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward how you will do the job and contribute to the organization: “I decided to take a break at the time, but today I’m ready to contribute to this organization in the following ways.”

22. Can you explain why you changed career paths?

Don’t be thrown off by this question—just take a deep breath and explain to the hiring manager why you’ve made the career deicions you have. More importantly, give a few examples of how your past experience is transferrable to the new role. This doesn’t have to be a direct connection; in fact, it’s often more impressive when a candidate can make seemingly irrelevant experience seem very relevant to the role.

23. How do you deal with pressure or stressful situations?

“Choose an answer that shows that you can meet a stressful situation head-on in a productive, positive manner and let nothing stop you from accomplishing your goals,” says McKee. A great approach is to talk through your go-to stress-reduction tactics (making the world’s greatest to-do list, stopping to take 10 deep breaths), and then share an example of a stressful situation you navigated with ease.

24. What would your first 30, 60, or 90 days look like in this role?

Start by explaining what you’d need to do to get ramped up. What information would you need? What parts of the company would you need to familiarize yourself with? What other employees would you want to sit down with? Next, choose a couple of areas where you think you can make meaningful contributions right away. (e.g., “I think a great starter project would be diving into your email marketing campaigns and setting up a tracking system for them.”) Sure, if you get the job, you (or your new employer) might decide there’s a better starting place, but having an answer prepared will show the interviewer where you can add immediate impact—and that you’re excited to get started.

25. What are your salary requirements?

The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and Glassdoor. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then, make sure the hiring manager knows that you’re flexible. You’re communicating that you know your skills are valuable, but that you want the job and are willing to negotiate.

26. What do you like to do outside of work?

Interviewers ask personal questions in an interview to “see if candidates will fit in with the culture [and] give them the opportunity to open up and display their personality, too,” says longtime hiring manager Mitch Fortner. “In other words, if someone asks about your hobbies outside of work, it’s totally OK to open up and share what really makes you tick. (Do keep it semi-professional, though: Saying you like to have a few beers at the local hot spot on Saturday night is fine. Telling them that Monday is usually a rough day for you because you’re always hungover is not.)”

27. If you were an animal, which one would you want to be?

Seemingly random personality-test type questions like these come up in interviews generally because hiring managers want to see how you can think on your feet. There’s no wrong answer here, but you’ll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say… ”

28. How many tennis balls can you fit into a limousine?

1,000? 10,000? 100,000? Seriously?

Well, seriously, you might get asked brainteaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—he wants to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So, just take a deep breath, and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!)

29. Are you planning on having children?

Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age, are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand. For this question, think: “You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?”

30. What do you think we could do better or differently?

This is a common one at startups (and one of our personal favorites here at The Muse). Hiring managers want to know that you not only have some background on the company, but that you’re able to think critically about it and come to the table with new ideas. So, come with new ideas! What new features would you love to see? How could the company increase conversions? How could customer service be improved? You don’t need to have the company’s four-year strategy figured out, but do share your thoughts, and more importantly, show how your interests and expertise would lend themselves to the job.

31. Do you have any questions for us?

You probably already know that an interview isn’t just a chance for a hiring manager to grill you—it’s your opportunity to sniff out whether a job is the right fit for you. What do you want to know about the position? The company? The department? The team?

You’ll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What’s your favorite part about working here?”) or the company’s growth (“What can you tell me about your new products or plans for growth?”)