Monthly Archives: August 2010

VACANCY: Client Account Executive

Posted on 27/08/2010 | Leave a comment

Our client is a leading provider of affiliate marketing software. It powers some of the industry’s most successful and high volume affiliate programs by providing a single centralised complete solution.

They are looking for a Client Account Executive to provide Helpdesk Support to all clients through various methods of communication including email, ticketing system, telephone and direct client contact. This will include logging of calls taken and provision of 1st level technical support.

Duties:

  • Ownership and management of all logged tickets: This includes responsibility for the resolution, escalation and closure of the tickets
  • Creation of FAQs and supporting customer help documentation, internal and client facing
  • Requirement to work with QA in testing functionality of new software deployed to Client Systems
  • Provision of sufficient information to 2nd line support and must have good problem solving and analytical skills
  • Have a flexible approach to impromptu work that may be delegated
  • Be able to assist the Client Services and Training Divisions with client related support matters

 

Required Skills:

  • Minimum 1 to 2 years excellent track record of Client relationships.
  • The candidate must be proactive, energetic and a self starter with good organizational and administration skills.
  • The candidate must be willing to put in extra time to meet expectations and have a flexible approach to work.
  • The candidate must be able to work under pressure and work as a team.
  • The candidate must have an excellent command of English and good communication skills and have a mature telephone manner.
  • The candidate should have an understanding of software systems and be a quick learner.
  • The candidate must have a good knowledge of Windows XP and MS Office.

 

 Personal Characteristics:

  • Understanding of the fast-paced online gaming industry and affiliate marketing
  • Excellent organisational, time management and prioritisation skills
  • Self-motivated, enthusiastic and focused on a career in Client Services
  • Able to build and continuously nourish client relationships
  • Excellent business English writing and telephone skills
  • Proactive and responsive to feedback

Interested applicants should send their cover letter and CV in MS Word format to Mark at careers@quadconsultancy.com

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VACANCY: HR Administrator

Posted on 25/08/2010 | Leave a comment

Our client is a privately owned Maltese ICT Company looking for a full time HR Administrator.  They provide organisations with a full range of specialist ICT services employing highly dedicated professionals working in partnership with global market leaders.

This company delivers optimal solutions in the fields of IP communications, e-security, network infrastructure, finance and business applications, document management, strategic asset maintenance and software development.

Responsibilities

 

  • To oversee the human resource database, maintain electronic records and file in various systems ensuring accuracy in data.

 

  • To update records and generate monthly reports (HR Matrix) regarding new recruits, sick leave and leave records, promotions, transfers etc.

 

  • To send acknowledgements and log in CV’s in the system.

 

  • To coordinate interview process by preparing schedules, contacting candidates to attend interviews or written tests and preparing the necessary documents including copy of CV’s, exam papers and interview evaluation forms to the interviewers.

 

  • To co-ordinate the process for newly engaged employees which includes registration with ETC, update database and carry out all the activities as per internal procedures.

 

  • To participate in the induction meetings by following through the company policies and procedures ensuring that new employees are informed and that they adhere to the processes and systems therein.

 

  • To coordinate the setting of probation meetings and performance appraisals according to HR procedures and as intructed by the HR Manager.

 

  • To coordinate the setting of exit interviews and handle any related HR administrative tasks including the termination of employees with ETC.

 

  • To maintain the leave management system and deal with any employees’ queries in this respect.

 

  • To record and keep up to-date the sick leave records of employees.

 

  • To ensure that the employment list at ETC is constantly up to-date.

 

  • To administer the private Health Insurance Scheme

 

  • To administer any relevant EU-funded employment schemes run by ETC or any other entity.

 

  • To maintain the training and qualifications in the HR database

 

  • To administer internal and external courses: forward scheduling, co-ordination of delegates, training equipment, trainer’s requirements, venue and follow-up, applying for ETC grants where applicable.

 

  • To administer the TAF scheme which includes the preparation of applications, liaising with Training Providers and ETC and keeping all documents and files up to-date and in an accurate manner.

 

Travel and Visas

  • To handle all aspects of staff overseas travel arrangements, including entry visas, flights, accomodation, Health ards, La Vallette subscriptions.

 

  • To coordinate all relevant documents with regards to visas ensuring consistent follow-up until the actual visas are issues and passed on to members of staff.

 

Knowledge and Experience

  • Knowledge of employment law and legislative requirements

 

  • Knowledge of human resources functions and procedures

 

  • Methods and techniques for basic report preparation, writing of emails, letters and reports

 

Skills and Qualifications

  • A-Level standard of education & Certificate in Human Resources or equivalent

 

  • High proficiency in Microsoft Excel, Word, Outlook, PowerPoint and Internet Explorer

 

  • Proficient with basic budget management and calculations

 

  • Able to communicate clearly and concisely in English and Maltese, both orally and in writing

 

  • Good communication skills

 

Personal qualities

  • Tactful, courteous and cooperative in dealings with others

 

  • Proper phone etiquette

 

  • Promotes a positive and respectful work environment that values diversity among all employees

 

  • Organised and accurate

 

  • Exercise good judgment and maintain confidentiality in maintaining critical and sensitive

 

  • Information, records, and reports

 

Interested applicants are to send their covering letter and CV in MS Word format to Mark J Galea at careers@quadconsultancy.com. This role is based in Malta.

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VACANCY: Company Administrator

Posted on 24/08/2010 | Leave a comment

Our client, a professional services organisation serving the needs of international private clients, their businesses and their families is looking for an administrator to join its brand new offices in Malta

The main purpose of this role is to administer a portfolio of trusts and companies, handling the diverse needs of a number of private clients with focus on effective service, quality, productivity and efficiency.

Key Responsibilities:

• Liaising with clients (both internal and external) and their advisers in respect of service issues, via telephone and other electronic interface.
• Preparation of correspondence with clients and their advisers.
• Ensuring that statutory records are accurate and full audit trails maintained
• Execution of transactions on behalf of client companies, and follow up where appropriate
• Dealing with ad hoc requests from clients
• Preparation of payment instructions, and monitoring execution of instructions
• Preparation of minutes, and anciliary documents
• Production and submission of government returns
• Maintenance of client data within the primary management information systems
• Undertake time recording & client billing process

Additional Duties:

1. Dealing accurately with the various activities involved in the incorporation of new companies in all jurisdictions, including production, checking and issuing of documents, communicating with clients and outside agencies and checking of due diligence documentation and updating computer and manual records.

2. Dealing accurately as instructed with the various activities involved in the administration of existing companies such as general queries, change of name, transfers, strike offs, cancellations, preparing company documents (e.g. minutes, share certificates, powers of attorney, certificates of good standing), together with the necessary changes of computer and manual systems.

3. Communicating speedily as directed with clients, agents and intermediaries by telephone, fax, e-mail and letter to high standards. Ensuring the Department maintains good relations with Intermediaries, clients and third parties. Keeping proper records of communications and dealing with any issues, complaints or compliments, keeping the manager at all times informed.

4. Raising necessary invoices and making suitable entries in Viewpoint to ensure correct, timely and accurate billing.

5. Preparation of statutory documents to meet various timescales as directed.
 

Candidate Requirements:

• Numerate
• Computer literate
• Able to interact effectively with clients at all levels.
• Educated to minimum GCSE level, with passes at in English and Mathematics
• Potential to make progress with professional studies in relevant topic, e.g – STEP/ICSA/DoFA
• Experience in administering companies
• Familiar with the main office productivity software
• Attentive to detail
• Able to identify risks associated with client transactions
• Ability to set own deadlines and work accurately to tight deadlines
• Presentable and outgoing in character

A very generous salary is on offer to the right candidate so if you think you may be suitable, then email your CV to Manuela at careers@quadconsultancy.com.

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VACANCY: Software Developer

Posted on 23/08/2010 | Leave a comment

One of our clients, an iGaming Company based in Malta is looking for a Software Developer. The selected candidate will possess the following:

  • Excellent knowledge of PHP, with over 3 years of working experience
  • Excellent knowledge of SQL
  • Good knowledge of HTML, CSS and javascript
  • Experience in developing and deploying web-based applications
  • Ability to work unsupervised on his/her own initiative
  • Ability to adhere to strict deadlines and work under pressure

 

The following will be considered as an asset:

  • Knowledge of Java
  • Knowledge of Linux operating system
  • Knowledge related to online betting in general

Interested applicants are to contact Manuela at careers@quadconsultancy.com

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VACANCY: Recruiter

Posted on 20/08/2010 | Leave a comment

Due to our rapid expansion in Malta, we are currently looking for an experienced Recruiter to join our dynamic and successful team.

 

 

Responsibilities:

  • Respond promptly and effectively to incoming customer calls and emails
  • Contribute to the effective management of call volumes.
  • Ensure that complex customer issues are followed up and resolved in a timely manner
  • Proactively develop customer relationships by maintaining contact at an appropriate level
  • Contribute to the improvement of Customer Service Department’s performance
  • Support Customer Service management in emergency situations
  • Respond to all reasonable requests from Team Leader/Manager.
  • Assist in the development of junior team members mainly by offering advice and coaching
  • Act as an ambassador for the company as first point of contact
  • Provide first line support for colleagues
  • Create, develop and maintain effective working relationships with colleagues and external departments
  • Coordinates interviewee screening and interview scheduling
  • Manages and maintains the Quad Malta candidate database
  • Process invoices for candidates placed in accordance with the agreed T’s & C’s

 

Requirements:

Essential:

  • A minimum of 1 year experience in recruitment, ideally servicing iGaming/IT/Telecommunications/Financial Services companies
  • Excellent listening and communication skills
  • The ability to follow process, think outside the box and work as part of a team
  • The ability to build and foster relationships with prospective and existing clients
  • Drive, self motivation, and the ability to work unsupervised and on own initiative
  • Sound knowledge of the internet and MS Office applications
  • Good organisational and planning skills
  • Able to communicate effectively, prioritise tasks and be highly organised
  • Be sharp, thorough and alert
  • A good knowledge of the basic and generic roles (in the industries mentioned above) and their requirements
  • Excellent interpersonal skills, with the ability to deal effectively and professionally with candidates and customers
  • Adopts a flexible approach to working in a dynamic and often hectic environment

 

Desirable:

  • Excellent written communication skills
  • A sound commercial understanding
  • A good relationship with key stakeholders in companies based in Malta
  • Previous experience in a dynamic, sales-oriented business environment

 

 

Why Quad?

Joining the Quad team will offer you the opportunity to grow and build a team, we use the latest recruitment methodology coupled with traditional values, morals and communication.

If you would like to join a growing team that offers excellent remuneration, working environment and most importantly the opportunity to develop and grow your career, then please contact Mark J Galea on +356 9999 0312 or email mark@quadconsultancy.com.

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“We’ve always done it that way . . . . . . .”

Posted on 19/08/2010 | Leave a comment

An anecdote about time management, challenging habits and questioning procedures, challenging assumptions and belief systems

Apparently this is based on a true incident. A quality management consultant was visiting a small and somewhat antiquated English manufacturing company, to advise on improving general operating efficiency.

The advisor was reviewing a particular daily report which dealt with aspects of productivity, absentee rates, machine failure, down-time, etc. The report was completed manually onto a photocopied proforma that was several generations away from the original master-copy, so its headings and descriptions were quite difficult to understand.

The photocopied forms were particularly fuzzy at the top-right corner, where a small box had a heading that was not clear at all. The advisor was interested to note that the figure ’0′ had been written in every daily report for the past year.

On questioning the members of staff who completed the report, they told him that they always put a zero in that box, and when he asked them why they looked at each other blankly. “Hmmm.., I’m not sure about that,” they each said, “I guess we’ve just always done it that way.”

Intrigued, the consultant visited the archives to see if he could find a clearer form, to discover what was originally being reported and whether it actually held any significance. When he found the old reports, he saw that the zero return had continued uninterrupted for as far back as the records extended – at least the past thirty years – but none of the forms was any clearer than those presently in use.

A little frustrated, he packed away the old papers and turned to leave the room, but something caught his eye. In another box he noticed a folder, promisingly titled ‘master forms’.

Sure enough inside it he found the original daily report proforma master-copy, in pristine condition. In the top right corner was the mysterious box, with the heading clearly shown …… ‘Number of Air Raids Today’.

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VACANCY: Treasury Manager

Posted on 18/08/2010 | Leave a comment

One of our clients, a leading private Maltese commercial bank, is looking for a Treasury Manager who will be responsible for the management of the Bank’s Dealing Room, which includes the management of the Bank’s liquidity, its local and foreign currency position as well as the purchase and sale of financial instruments.

Main Responsibilities

• Actively participate in the Assets and Liabilities management of the Bank

• Manage the overall liquidity of the Bank. This mainly entails providing clear guidance on the level of acceptable liquidity risk in compliance with the Bank’s strategy

• Manage the Bank’s foreign currency. This includes carrying out money market and foreign exchange transactions within his/her authorized limits

• Manage the Bank’s debt securities and equity portfolios ensuring an adequate return relative to the risk undertaken within the criteria established in the Bank’s policies

• Use Financial Modelling and other suitable techniques to forecast economic and market trends. To recommend new products, financial instruments and future investments in order to ensure an adequate flow of returns within the risk parameters as indicated in the Bank’s investment policy

• Be responsible for correspondent banking and to establish the necessary credit lines both related to his/her unit and to other business areas

• Implement performance measurement systems and other techniques aimed at benchmarking the Dealing Room’s performance

• Assist the Wealth Management Unit in the launching of new retail products which require the backing of the Treasury Unit

• Engineer a number of products to be launched by the Treasury Unit as approved in the Bank’s Business Plan

• Manage the Bank’s cost of funds. This involves monitoring and taking timely corrective action including the creation of products and financial instruments to maintain it in line with the Bank’s expectations

• Continuously monitor developments in financial markets and accordingly recommend new business proposals to the Head (Asset Management), especially with regards to investment opportunities and instruments to improve the return of the portfolio within the Bank’s risk

appetite and/or to hedge and mitigate the Bank’s risk exposure

• Liaise with the Supervisor (Risk Management) in monitoring the financial risk emanating from Treasury Unit operations

• Actively participate in improving the Bank’s risk analysis by keeping abreast of developments and when necessary introducing risk measurements monitoring models and other related techniques

• Ensure a high quality/standard of work and service throughout

• Deliver the necessary training to staff members and prepare all the relevant training material

• Deploy staff effectively defining targets and objectives, with the assistance of the Corporate Strategy Division, and sustaining their personal development through “on-the job” and formal training opportunities

• Attend all meetings including those organised by the Central Bank of Malta, Malta Financial Services Authority, Malta Commercial Bankers’ Association, as directed by the Head (Asset Management)

• Manage any projects or activities as may be directed by the Head (Asset Management) from time to time

If you think that you would be a good candidate for this role, please send your covering letter and CV in MS Word format to Mark at careers@quadconsultancy.com

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The role of Human Resources departments

Posted on 16/08/2010 | Leave a comment

by Robert Bacal

Some human resources (HR) departments (sometimes called personnel or a current new name) really add value to a company. Some don’t. That’s no surprise. But what sets apart the good ones from the bad ones? Here’s one way of looking at it.

Some human resource departments have maintained an old command and control mentality, where they see their jobs as making sure managers and employees are doing what they are supposed to. Is everyone on time? Why not? What about sick leave? Are all the rules being followed? It’s not that these departments are misguided, because some rules, (e.g.. hiring practices, safety, harassment, etc.) ARE important and need to be handled centrally by a company. Or, certain programs and procedures may best be handled by a central department because of the need to coordinate some actions across the entire company. Problems arise, however, when the HR departments forgets that it’s purpose is to serve the needs of the company, the managers and the employees, to help THEM get the work done.

After all, is your company’s human resources department a PROFIT CENTER? Of course not. The HR department doesn’t produce anything or sell anything but it can help the rest of the company make things or sell things by smoothing the path on some matters.

What sets apart good HR departments from bad is that the bad ones lose their service orientation, and forget that if they don’t help others get their jobs done, they won’t get cooperation from those they should be helping. The good ones recognize that while they are obligated to do some regulation of some processes, that they can play important leadership roles in the organization. And that does NOT mean dictating but balancing off the needs of the organization with the needs of the managers and employees.

What would this look like? Let’s take an example: performance appraisal. Poor HR departments go about performance appraisal this way. They devise a set of rules and forms on their own, then go forth (if they have executive support) and TELL managers and employees what they SHALL do. They tend not to consult, or if they consult just forget to listen to the people who have to use these sometimes monstrous procedures. What happens is that since HR tends to be somewhat distant from the users of the system, the process misses. Managers and employees see the process as another hoop to jump through, and stall, or avoid doing what they are supposed to. What happens is that HR then has to move into the police or enforcer role, to try to coerce managers to do what they are supposed to. That gets everyone frustrated and drives wedges between HR and the rest of the company.

The good HR department goes about it differently. While they recognize that performance appraisal needs to be, in some respects, a central organization process, they also recognize that if the process isn’t responsive to at least some needs of managers and employees, it will never succeed. So rather than dictating the procedures, forms and minutiae, the smart HR folks create (in consultation with both managers and employees), a skeleton outline of the process. This skeleton outlines the basic components, but leave the details to the managers. So rather than telling managers they much use the twelve page form provided, they simply say that managers must document the performance discussions, and forward them to HR at least annually. See the difference? The shift here is from dictating details to providing a framework and helping people work within that general framework. It’s a SUPPORTING function, and not a lead actor.

Everyone benefits (including the HR staff) by backing off and recognizing that one can both support and lead at the same time without dictating. The bottom line is that the more HR dictates and plays enforcer, the less managers and staff feel they need to take responsibility for the functions HR is dictating. The more dictation the more resistance from the rest of the company.

So, HR folks. Look to providing frameworks, rather than details. Look to serve rather than to command.

This article was published on Work911.com

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VACANCY: Client Relationship Manager (Accountant)

Posted on 12/08/2010 | Leave a comment

Our client is an Insurance that provides its expertise to clients who are planning to, or currently, live overseas and are seeking the most tax efficient way to maximise their private pensions.

 

Summary of Role: Act as the focal point for managed insurer clients providing financial, regulatory and compliance services to agreed standards, supporting managed insurers in obtaining and retaining insurance licenses.                                  

 

Core Competencies: 

  • Relationship management – internal/external
  • Leadership and man-management
  • Inter personal skills
  • Numerate
  • Literate
  • Articulate
  • Computer literate

 

Knowledge and Skills          

  • Financials – monthly management accounts, quarterly and  annual returns     
  • Sound understanding of the MFSA regulatory regime and compliance requirements for managed insurers
  • Project management – working to deadlines
  • Problem solving/trouble shooting
  • Sound knowledge of internal/external (managed insurer) systems.
  • Board
  • Underwriting and Processing Team
  • Trust and Companies
  • International Tax Planning

 

Primary Role

  • Preparing and submitting license applications and supporting documentation to the MFSA for new managed insurer clients.
  • Liaison with managed insurers and other interested parties throughout the licensing process.  
  • Ensure correct registration and notification of licensing to the relevant authorities.
  • Provide ongoing statutory and regulatory compliance through preparation and submission of various monthly, quarterly and annual returns ensuring local/EU requirements, particularly with regards to solvency calculations are met.
  • Maintain statistics for monitoring the insurance programme and claims development
  • Liaison with the Underwriting and Processing Team to ensure that underwriting and claims reviews and audits take place within agreed service standards 
  • Identify and promote opportunities to improve effectiveness and efficiency specifically within Client Relationship Management Team and within the company generally
  • Ensure proactive dialogue takes place between Client Relationship Management Team and Underwriting Processing Team
  • Monitor performance of managed insurers and report where performance deviates from agreed business plan or is not compliant with MFSA requirements
  • Ensure that all managed insurer information, internal procedure guides and other records are maintained and kept up to date
  • Complete ad-hoc projects as set from time to time by the Board or managed insurers
  • Undertake international business travel as required to fulfil the above task
  • Take responsibility for the performance of your own Client Relationship Management Team in respect of workflow and process flow ensuring that identified service standards are met
  • Identify and facilitate relevant training for your Team
  • Provide suitable management information to managed insurers, and the Board
  • Attend and contribute to Management Team Meetings

 

Should you be interested in this role, please send your Cover Letter and CV in MS Word Format to Turlough at careers@quadconsultancy.com.

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Action Centred Leadership

Posted on 09/08/2010 | Leave a comment

John Adair’s Action Centred Leadership – a model for team leadership and management

John Adair’s simple Action-Centred Leadership model (action-centred if you prefer the US spelling) provides a great blueprint for leadership and the management of any team, group or organisation. Action Centred Leadership is also a simple leadership and management model, which makes it easy to remember and apply, and to adapt for your own situation.

Good managers and leaders should have full command of the three main areas of the Action Centred Leadership model, and should be able to use each of the elements according to the situation. Being able to do all of these things, and keep the right balance, gets results, builds morale, improves quality, develops teams and productivity, and is the mark of a successful manager and leader.

John Adair’s Action-Centred Leadership Model

The three parts of Adair’s Action-Centred Leadership model are commonly represented by three overlapping circles, which is a trademark belonging to John Adair, and used here with his permission. Adair’s famous ‘three circles’ model is one of the most recognizable and iconic symbols within management theory. When you refer to this diagram for teaching and training purposes please attribute it to John Adair, and help preserve the integrity and origins of this excellent model.

John Adair’s Action-Centred Leadership model is represented by Adair’s ‘three circles’ diagram, which illustrates Adair’s three core management responsibilities:

  • achieving the task
  • managing the team or group
  • managing individuals

 

John Adair’s action-centred leadership task-team-individual model adapts extremely well (as below) for the demands of modern business management. When using it in your own environment think about the aspects of performance necessary for success in your own situation, and incorporate local relevant factors into the model to create your own interpretation. This will give you a very useful management framework:

Your responsibilities as a manager for achieving the task are:

  • identify aims and vision for the group, purpose, and direction – define the activity (the task)
  • identify resources, people, processes, systems and tools (inc. financials, communications, IT)
  • create the plan to achieve the task – deliverables, measures, timescales, strategy and tactics
  • establish responsibilities, objectives, accountabilities and measures, by agreement and delegation
  • set standards, quality, time and reporting parameters
  • control and maintain activities against parameters
  • monitor and maintain overall performance against plan
  • report on progress towards the group’s aim
  • review, re-assess, adjust plan, methods and targets as necessary

 

Your responsibilities as a manager for the group are:

  • establish, agree and communicate standards of performance and behaviour
  • establish style, culture, approach of the group – soft skill elements
  • monitor and maintain discipline, ethics, integrity and focus on objectives
  • anticipate and resolve group conflict, struggles or disagreements
  • assess and change as necessary the balance and composition of the group
  • develop team-working, cooperation, morale and team-spirit
  • develop the collective maturity and capability of the group – progressively increase group freedom and authority
  • encourage the team towards objectives and aims – motivate the group and provide a collective sense of purpose
  • identify, develop and agree team- and project-leadership roles within group
  • enable, facilitate and ensure effective internal and external group communications
  • identify and meet group training needs
  • give feedback to the group on overall progress; consult with, and seek feedback and input from the group

 

Your responsibilities as a manager for each individual are:

  • understand the team members as individuals – personality, skills, strengths, needs, aims and fears
  • assist and support individuals – plans, problems, challenges, highs and lows
  • identify and agree appropriate individual responsibilities and objectives
  • give recognition and praise to individuals – acknowledge effort and good work
  • where appropriate reward individuals with extra responsibility, advancement and status
  • identify, develop and utilise each individual’s capabilities and strengths
  • train and develop individual team members
  • develop individual freedom and authority

An excerpt from http://www.businessballs.com

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