Qualifications fraud is a big problem in South Africa and, although not prominent at executive level, it does happen. To stamp out this practice, the National Qualifications Framework Amendment Act 12 of 2019 was signed into law on the 13th of August this year. It provides that people presenting false qualifications could serve up to five years in prison.

Being a businessperson who depends on honest, qualified staff, I am very happy about this development. In a country where corruption is exposed daily and where honesty and trust need to be reinstated, it will help prevent further fraud and corruption. At least there is now a material penalty to deter recruits from using forged qualifications.

However, the law does not solve the larger issue of candidates lying on their CVs.

In a struggling economy, jobseekers may be tempted to falsify information that could help them gain employment or skip some rungs on the ladder to the career and lifestyle to which they aspire. They might lie about previous titles held, their actual reward packages, their scope of responsibility, having a criminal record, being blacklisted or any other facts that either hinder or help their quest for their next top paying position.

Verification firm, Managed Integrity Evaluation, says that of 552,000 CVs it checked in 2017, 14.3% of candidates had misrepresented themselves or lied about their qualifications.

Executives typically face rigorous background checks and generally know better than to lie on their CVs. However, there are exceptions to the rule. For those who lack integrity, their desire to get ahead may tempt them to obtain false qualifications, withhold past wrongdoings or fabricate achievements.

Such actions are not only criminal but could bring into question the integrity of the hiring organisation's governance framework as well as having a negative impact on its growth and sustainability.

Yet, to cut costs, some companies are forgoing the extensive checks performed by executive search firms through their validation partners and the resulting analysis that gives assurance of a sound hire.

Executives are sometimes appointed by virtue of being a member of a trusted circle of business associates. Reward packages may be negotiated over a game of golf, and the position awarded without independent background checks. This is extremely risky.

Research has proved we’re not as good at reading people as we think. Knowing you can trust executive hires through fact-based research, trumps feelings of trust derived from regular social or business interactions. An appropriate rule of thumb is “better the devil you know” because that’s the devil you can avoid.

In a time of public demand for better corporate governance, as well as transparency and justification of executive remuneration, every organisation must ensure the executives it employs have faultless track records. By using impartial executive recruiters or so-called headhunters, that engage trusted verification agencies to validate qualifications down to the finest detail, it will find the leaders it deserves.

*Annelize van Rensburg is a director of Signium Africa (previously Talent Africa), a leading South Africa-based executive search and talent management company servicing sub-Saharan Africa.

A growing mismatch is becoming apparent between the behaviour of international corporate achievers and their South African counterparts.

Offshore, upwardly mobile executives increasingly embrace ‘Deep Work’ and reduce distractions as they strive for quality outcomes and the type of successful track record that ensures progress up the corporate ladder.

In contrast, local executives often spend hours in inconclusive meetings, happily endure distraction via smart devices and seem to accept the curse of constant connectivity and 24/7 availability.

We see distraction aversion overseas versus distraction acceptance locally.

It takes a special person to be the executive assistant of a senior manager or director at a large or small company. It is a complex job that leaves no room for mistakes. In a world where artificial intelligence is increasingly taking over jobs and making them redundant, good executive assistants need not worry: it is unlikely that there will be a robot that can be a perfect executive assistant.

Gusti Coetzer*, director: executive search at Signium Africa, that offers integrated talent management solutions to employers, explains how complex the position of an executive assistant can be and how executive assistants can avoid common mistakes.

Obsolescence. It happened to VCRs. It also happens to executives, even high flyers; especially the tunnel-vision variety that obsess about the job on hand.

Obsolescence no longer takes decades. It can happen at pace as technologies change and businesses react to new legislation, heightened competition and more demanding customers.

Forward-thinking executives increasingly realise they have to be fit for purpose today and in five years’ time. Obsolescence is a career risk and like any risk can be managed by putting proper mitigation strategies in place.

As South African Women’s Day rolls round again, we can draw satisfaction from the small victories achieved along the way. For instance, we have successfully challenged the old ‘weaker sex’ stereotypes. Unfortunately, the victory can be bitter sweet.

Our strength and resilience are acknowledged. So is our versatility. We are often praised for our multi-tasking abilities – a backhanded compliment as multi-tasking is largely a myth. Our coping skills are also lauded as we juggle the demands of home, children and career.

Corporate leadership in South Africa is being redefined. A ‘safe pair of hands’ is still required, but increasingly the focus is shifting to greater dynamism. At CEO level, more and more organisations are looking for go-getters who deliver results at pace.

The change has been evident for some time but has reached critical mass in recent months as economic prospects have improved and private sector companies have sensed that opportunities for meaningful growth are at hand.

Ours is a disruptive world. Disruptors include AI, robotics, computerisation, globalisation and the imminent fourth industrial revolution. Already, a growing number of commercial and industrial processes are being dehumanised. So, are humans reaching their sell-by date?

Admittedly, people will have to adapt or cry (over lost jobs or diminished career prospects). The good news is that a stellar future awaits those who are flexible, resourceful, emotive and empathetic (in other words, the very human humans). This is especially true of corporate leaders who are developing coping strategies for the 2020s.

Pets! Who needs them?!

You do; especially if you’re a rising executive hoping to de-stress and stay healthy while achieving better work-life balance. Furry friends also help you empathise and develop your emotional IQ – soft skills that may be essential to success in a senior team.

Pet ownership can also be a plus point during job interviews as well-informed main board directors are apt to sneak in a surprise question about you and your pets. It’s not just an oddball question to probe your softer side. The benefits of pet ownership are becoming more widely known and it’s good to know whether a top candidate ticks the right pet ownership boxes.