At Gosoft, our mission is to provide organisations with a platform for creating successful and efficient employee referral programs that promote diversity and inclusion. We believe that by harnessing the power of employee referrals, organisations can create a more diverse and inclusive workplace, which benefits both the company and its employees.

Diversity and inclusion are critical components of a successful workplace, and employee referral programs can play a crucial role in increasing diversity in the workplace. In this blog post, we’ll explore the impact of employee referral programs on diversity and inclusion and provide tips for making your referral program more inclusive.

Employee referral programs are a popular way for companies to recruit new talent, but if not managed carefully, they can perpetuate a homogeneous workplace. This is because employees tend to refer individuals who are similar to themselves, leading to a lack of diversity in the candidate pool.

However, when designed and executed properly, employee referral programs can help companies to increase diversity in the workplace. Here are some tips for making your referral program more inclusive:

1. Encourage diversity in referrals: Encouraging employees to refer individuals from diverse backgrounds can help to broaden the candidate pool. Consider offering incentives for referrals from underrepresented groups and promoting the program to diverse networks.
2. Provide training: Providing employees with diversity and inclusion training can help to create a more inclusive referral program. This training can help employees understand the importance of diversity and how to refer individuals from diverse backgrounds.
3. Regularly review and adjust: Regularly reviewing and adjusting your referral program can help to ensure it remains inclusive. Consider collecting data on the diversity of the candidate pool and making adjustments as needed to promote diversity.
4. Consider alternative sources: In addition to employee referrals, consider using alternative sources for talent such as job fairs, online job boards, and recruiting agencies that specialise in diversity hiring.

In conclusion, employee referral programs can have a significant impact on diversity and inclusion in the workplace. By encouraging diversity in referrals, providing training, regularly reviewing and adjusting, and considering alternative sources, companies can create a referral program that promotes diversity and helps to create a more inclusive workplace. With the help of Gosoft’s platform, companies can implement and manage their referral programs with ease and confidence.

Employee referral programs have been a proven and effective way for companies to source and recruit top talent. By incentivising current employees to refer their friends and colleagues, companies can tap into a vast network of qualified candidates and improve their hiring process. Here are 5 benefits of employee referral programs for your company:

1. Increased Quality of Hires: Employee referrals tend to be more qualified, motivated and a better fit for the company culture. This results in a higher likelihood of finding top-performing employees who will stay with the company long-term.
2. Faster Hiring Process: Employee referrals can reduce the time it takes to fill an open position by up to 50%. This is because the referral process is typically faster and more efficient than traditional hiring methods.
3. Increased Employee Satisfaction: Employee referral programs can increase employee satisfaction by creating a sense of community and encouraging employees to take an active role in shaping the company’s future. This can also lead to improved employee retention rates.
4. Cost Savings: Employee referral programs are often less expensive than traditional recruiting methods, such as job fairs, ads and staffing agencies. This makes it an attractive option for companies looking to save on hiring costs.
5. Increased Diversity: Employee referral programs can help increase diversity within the workplace. By tapping into a wider network of referrals, companies can find and attract a more diverse group of candidates, which can lead to a more inclusive and innovative workplace.

In conclusion, employee referral programs can provide a multitude of benefits for companies looking to improve their hiring process and attract top talent. By incentivising current employees to refer their friends and colleagues, companies can tap into a vast network of qualified candidates, reduce hiring time and costs, increase employee satisfaction, and promote diversity within the workplace.

Tips and best practices for creating and implementing a successful employee referral program.

Employee referral programs are an effective way for companies to source and recruit top talent, but creating and implementing a successful program requires careful planning and execution. Here are some tips and best practices for creating and implementing an effective employee referral program:

1. Define your goals: Before launching your referral program, it’s important to define your goals. What type of positions are you looking to fill? What kind of candidates are you seeking? What benefits do you want to provide to employees who refer successful candidates? Defining your goals will help you create a referral program that is tailored to your specific needs.
2. Set clear guidelines: Make sure your employees understand the program by setting clear guidelines for how it will work. This includes what types of referrals are acceptable, how to refer a candidate, how long the referral process will take, and what rewards will be provided to employees who refer successful candidates.
3. Offer incentives: Offering incentives is a great way to encourage employees to participate in the referral program. This could include bonuses, paid time off, or other rewards. Make sure to communicate the incentives clearly so employees understand what they will receive for participating.
4. Create a user-friendly platform: Creating a user-friendly platform for your referral program will make it easy for employees to participate. Consider using an employee referral software to streamline the process and track referrals.
5. Make the referral process easy: The easier it is for employees to refer their friends and colleagues, the more likely they will participate. Make sure to provide employees with all the information they need to make a referral, such as job descriptions and company information.
6. Provide regular updates: Keeping employees informed about the status of their referrals will help keep them engaged and motivated to participate in the program. Consider sending regular updates on the number of referrals received and the status of open positions.
7. Measure success: Regularly measuring the success of your employee referral program will help you identify areas for improvement. This could include tracking the number of referrals, the number of hires, and the time it takes to fill positions.

In conclusion, creating and implementing an effective employee referral program requires careful planning and execution. By defining your goals, setting clear guidelines, offering incentives, creating a user-friendly platform, making the referral process easy, providing regular updates, and measuring success, you can create a referral program that will help your company source and recruit top talent.

At Gosoft, our vision is to revolutionize the way organizations hire talent by providing innovative and efficient solutions that make the process of finding the right candidates easier and more effective.

A strong CV is crucial when it comes to finding a new job or making a career move. A well-written CV can help you stand out from other candidates and increase your chances of landing an interview. Here are 20 things you can do to improve your CV right now, with examples:

1. Use a professional font: Use a clean and professional font such as Arial or Times New Roman to make your CV look polished and easy to read.
2. Tailor your CV to the job: Customise your CV for each job you apply for by highlighting the skills and experiences that are relevant to the position.
3. Keep it concise: Limit your CV to one or two pages and make sure that it is easy to read and understand.
4. Start with a strong objective statement: Begin your CV with a brief statement that summarises your career goals and the skills you bring to the table.
5. Highlight your accomplishments: Instead of just listing your responsibilities, focus on what you achieved in each role and quantify your results, where possible.
6. Include relevant keywords: Use keywords related to the job you are applying for to help your CV get noticed by recruiters.
7. Include your education: List your highest degree and any relevant coursework, certifications, or licenses you have earned.
8. Showcase your transferable skills: Highlight skills that are relevant to the job you are applying for, even if they were acquired in a different industry or role.
9. Use bullet points: Make your CV easy to scan by using bullet points to highlight your key achievements and responsibilities.
10. Include professional memberships and volunteer work: These can demonstrate your commitment to your industry and highlight your leadership skills.
11. Highlight language skills: If you speak multiple languages, make sure to include this information and mention your proficiency level.
12. Utilise active verbs: Use active verbs such as “created,” “managed,” or “led” to help your CV stand out and be more memorable.
13. Keep your CV up-to-date: Regularly update your CV with your latest achievements, education, and certifications.
14. Get a professional review: Consider having a friend, mentor, or professional review your CV to ensure that it is strong and effective.
15. Customise your cover letter: Write a cover letter that is tailored to the job you are applying for and highlights your relevant skills and experiences.
16. Don’t include unnecessary information: Avoid including irrelevant information, such as your age, marital status, or political affiliations, in your CV.
17. Use a clear format: Choose a format that is easy to read and use a consistent style throughout your CV.
18. Include references: List professional references at the end of your CV to show that others vouch for your work.
19. Be honest: Be truthful about your skills, experiences, and achievements in your CV.
20. Proofread: Make sure to proofread your CV several times to catch any spelling or grammar errors.

By following these tips and best practices, you can improve your CV and increase your chances of landing the job you want. With Gosoft’s platform, you can easily connect with potential employers and showcase your skills and experiences. So, start taking action today to create a strong and effective CV!

TL;DR: It’s that time of the year again when we hire talented attachés (in our Data Science and Software Engineering departments) that are easy to work with and excited about building the future of financial services. When we look at applicant CVs (Curriculum Vitaes), we mostly care about seeing the amazing things they’ve built/achieved over the years. And we want these accomplishments to be framed as: “I achieved X, relative to Y, by doing Z”.

Working at Gosoft is both challenging and incredibly exciting:

Our Mission at Gosoft is to revolutionise the way organisations find top talent by leveraging the power of employee referrals. We strive to provide a fast, efficient, and cost-effective solution that helps companies find the best candidates for the job, faster and more efficiently.: so when you join us, you’ll be solving difficult problems (most of which, have never been solved before) in the fields of Software Engineering, Data Science, Security, Customer Support and Financial Services; Often under constraints and with expectations to do a lot with very little to start with.

And at the same time, we’re investing heavily in making Gosoft an amazing place to do your attachment at so you’ll get to keep your laptop when you leave after one year, you get to work under flexible working hours, we’ll pay you a salary (even though you’re on attachment), and we’ll provide perks such as lunch and transport allowances (in cash).

We have designed an attachment program that is eye-opening and guarantees that whatever work you do at Gosoft will have a huge impact in South Africa. Add to this that you’ll get to work with of the smartest and most talented people you have never met. Everyday.

But before we can hire you, here are some things you need to know before you write your CV:

Some things we like to see in CVs:

1. We like students who can say things with flowers:

The expression ‘say it with flowers’ comes from my grandfather. Many years ago he told me that one day I was going to fall in love with a beautiful girl and that I will have to propose my love to her but he advised me that, instead of telling her that I love her, I should say it while giving her flowers. For years I dismissed his advice as old-fashioned and I only learned, almost, late in life, that what he was he was teaching me was that talk is cheap and that you should back up your words with showmanship. The best way to demonstrate showmanship in your CV is to talk about your results before you talk about your skills

• • Don’t tell us that you’re ‘self-motivated’. Tell us that you’ve taught yourself RoR so that you could build a website for your church and how you put it online with no money (if you’re applying for a Software Engineering Attaché position). Or tell us about how you’re the first one at church and are the last one to leave because you have to help count the money since you’re a volunteering Treasurer.
  • Don’t tell us that you have ‘Leadership Skills’. Tells us about how you got to be appointed as Class Monitor in form 2; Or how you organized an SEC-led Student Demo.

2. We like CVs that demonstrate the impact

Saying it with flowers will set you apart from most applicants, but going one step further to demonstrate the impact of your work will, not just score you double points, but will quickly put your name in front of the right people at Gosoft.

While building a website for your church will give an edge over most of the applicants the applications you are competing with for that position, demonstrating how the website you built has reduced the churches’ cost of distributing announcements by 90% or how, because of your website, the church now starts on time instead of 30 minutes late, will score you double points.
Or, if you’re the Treasurer at church, demonstrating how the policies and procedures you introduced have made it impossible for the people that count to steal and are saving the church $20k every month.
Instead of writing your CV as: “I am Z”, you want to write it as “I achieved X, relative to Y, by doing Z”.

3. We like self-expression and originality:

Most of the CVs I look at are the same and I rarely see any effort by the applicant to express their individuality or uniqueness. There is no right way to write a CV but the goal is to convince the person who picks up your CV that they should hire you and not everybody else who applied for that position. In my opinion, the best way to do that is to write a CV that stands out from everybody else’s.

4. We like CVs that are written for us:

There are two types of students: The first (which is the majority) are students will make one CV and then distribute it to as many companies as they can. Let’s call these ‘students are looking for an attachment’. We like to throw CVs from this group in the bin. The second type of student is ‘students that want to be attached to Gosoft’. When we look at CVs, we can easily tell one which camp the applicant lies in. In fact, this blog post is really written for the later.
Getting a job is a sales process (you are selling yourself) and any good salesperson will tell you that, before you sell to your customer, you need to find out what your customer needs (not what they say they want), so we can tell from your CV and your cover letter if you have done your research.
We don’t like to hire ‘students that are looking for a job’. We only hire ‘students that want to come and work at Gosoft’. We can tell if the candidate had Gosoft in mind when they wrote their CV or if they wrote one CV to distribute to every company. We’re human too so it’s within us to want people that want us even more. And, as a good salesperson, if you can demonstrate that you can give us what we need, more than what we think we want, you’re the one we’ll call first.

Some other things we care about in your CV:

1. 1. We care about your career objective. And we’re looking for look for ambition. We also want to see if we’re good for you considering where you want to take your career.
   2. If there is something amazing you’ve built or achieved, we want to know. Even if it’s outside work or school — that’s because we believe that high achievers in other areas of life, will likely be high achievers when they join Gosoft.
   3. We care about references too. Here I’m not referring to your lecturers or your Attachment Liason Officer but we would like to get the contact information of someone you have worked with on some of the projects or sports you have mentioned in our CV and hear from them what it was like to work with you on them. We do call all your references too (unless it’s your lecturer).

And some things we don’t care about are:

• • We don’t like unnecessary personal information:
    Right now, we don’t really care about all that information you’re putting in the personal details section. We don’t care if you’re married, where you live or what your gender is. We just want to be able to reach you if we think you’re a rockstar so just give us your email, your mobile number, or both.
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  • We don’t like typos:
    From my experience, people with typos in their CVs tend to be sloppy at work when we hire them. If you have typos in your CV, we probably won’t call you because we’re afraid that you won’t have the kind of attention to detail we want to see at Gosoft.
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  • We don’t like long CVs:
    Try to make your CV fit on one page. If you need more than one page to sell yourself you probably won’t succeed as an attaché at Gosoft anyway.
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  • We don’t like fancy CVs:
    Unless you’re applying for a Graphics Designer position, try to keep your CV simple.
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  • We don’t like buzzwords:
    If you can’t say it in a way that your grandmother or your 5-year-old cousin can understand, then you probably don’t understand it yourself. Why then should we listen to you?

How to submit your CV for an attachment position at Gosoft

Use the email hr (at) gosoft.co.za

I’ve asked some attaché applicants why their CVs look like everybody else’s and in every case, they told me that it’s because that’ll show their Industrial Attachment Liason Officer told them that: that is how a CV is written.

If this is true, then I believe that the Liason Officer is giving students bad advice.

The job marketplace today is competitive and the people that can sell themselves the best are more likely to fill the best vacancies. What will set you ahead of the competition is standing out, originality, and ‘saying it with flowers’.

Thankfully, technologies such as the internet are making the world a better place by making it easier for people like me to share my ideas & my experience; And making it easier for people like you to consume knowledge & education from more than just one person.