Exclusive Back-to-Back HR workshops in Egypt By HR Guru Robert Mosley

Cairo-Egypt, JOBMASTER hosted 2 back-to-back HR workshops “Job Evaluation, Grading and Leveling workshop” and “Compensation and Reward Management workshop” from the 11th to 19th of January 2016. Throughout the two workshops participants were able to understand the main components of job analysis and how to establish a framework and how to manage the total compensation and reward system in their companies.

JOBMASTER understands the importance of human capital of any business, always looking for ways to enhance the HR community in the region. Exclusive in Egypt, JOBMASTER in collaboration with Robert Mosley gave out two workshops.

The first workshop took place on 4 consecutive days; participants worked in teams to get to know how to use job analysis to understand job roles and accountabilities, getting to know the link between job analysis and job evaluation, and grading and performance management and got hands on experience on evaluating jobs and acquired practical skills in the application of job evaluation systems

The second workshop took place on the following 4 days discussing grading and salary structures. This workshop also gave access to various tools and techniques as well as the latest trends and developments to attract and retain employees in the company. Also tackled how participants could support their companies to have an inclusively effective HR strategy.

After both successful workshops with 20 different participants from different companies and backgrounds, JOBMASTER is hosting Robert Mosley again in November with “Performance Management and Performance Appraisal”

Register Now to Save your seat with the Early Bird Rate at hrlearning@jobmastergroup.com

“In HR, courses help us learn something that might be slightly different from our direct field and knowledge that we will not learn through our routine, that it enriches our career. I’ve attended with JOBMASTER several courses before. When I apply to one of their courses I don’t feel any risk. I think they are very selective when it comes to designing a course or choosing an instructor, they know what they are doing.”  Mohamed ELMeligy – Site HR Manager in Orascom

About Robert Mosley

Robert Mosley

Robert Mosley is recognized as one of the leading global experts on compensation and benefits, and is also a leading expert in the more general field of human resources and performance management. His main areas of expertise and specialism are in the fields of job analysis, job descriptions, job evaluation, grading schemes, pay structures, allowances, bonuses and incentives, industrial relations and collective agreements, e-HR systems, performance management, performance appraisals, and all issues on compensation and benefits globally, especially in the GCC and Asia.

Robert has nearly 30 years of experience in HR and C&B. He became a recognized expert on HR issues in several industries, and did HR consulting work in over 20 countries, mainly in the areas of compensation and total rewards. Over the past six years he has developed a very successful specialist consulting practice with over 200 clients. His two main areas of specialism are working with clients in the Middle East region, and in the global aviation industry.

More about JOBMASTERHigh res-Red-01

Founded in 1995 by a group of young entrepreneurs, JOBMASTER initially started as a pioneering recruitment firm serving the Egyptian market from entry to executive levels.

Gaining rapid acclaim throughout the years, from our enhanced knowledge and accumulated practical experience in the Human Resource field, in addition to our diversified exposure, JOBMASTER accelerated its growth into becoming one of the leading Human Capital Solutions providers in Egypt.

JOBMASTER Professional Team is committed to provide the highest quality Human Capital services. By maintaining a meticulous eye on the human resources market updates and best practices, we increase the efficiency and the effectiveness of our partners’ organizations, and assure boosting a solid partnership with our large pool of major local and multinational clients, through a variety of customized solutions

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Hire Like Google And Facebook: Competency Based Interview Probe Your Candidates Beyond Their Technical Ability

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Hire Like Google And Facebook:

Competency Based Interview Probe Your Candidates Beyond Their Technical Ability

In a recent New York Times interview with Laszlo Bock – the Vice President for People Operations at Google – Laszlo said that GPAs and test scores are worthless criteria for hiring and that almost 14 percent of some Google teams consist of people without any college education. While good grades don’t hurt and specialized skill sets are required for many jobs, there are some hiring attributes – or what we call 21st century skills – that make prospective employees more desirable to employers all over the world: leadership, personal and intellectual humility, the ability to attribute some purpose to your work, and the ability to take ownership of the task at hand. Bock mused that while you can train new employees for many technical abilities, a candidate without these personal characteristics was a non-starter.

This information makes us wonder how companies like Facebook and Google probe for the skills they look for and hire the talent profiles they need?, as the 21st century skills are very difficult to assess, and very difficult to reduce these skills into discrete qualifications and quantifiable metrics in the same way we assess recognized degrees and numerical grades. It’s clear that we need 21st century methods to assess 21st century skills.

Well structured competency based interviews are among the most commonly used style of interviews nowadays. Employers all over the world use competency based interviewing to evaluate a candidate’s level of competence across the key competencies of the role: can a candidate think innovatively? Collaborate with other team members? Assimilate feedback and coaching? Will the candidate be adaptable to new environments and successfully integrate with teams?

Competency based interviews can predict employee performance on the job by providing the employer with certain selection tools and procedures; These tools can be tailored to a particular job in a particular organization, and are statistically calibrated to provide reliable predictive results (i.e., candidates who score highly on these tests also tend to perform well after they’re hired). Also the probing for  21st century skills provide an extremely valuable lens through which companies can define what to teach and not teach a new hire on the job.

We’d like to hear about your experiences hiring for 21st century skills.



Your First Interview

Jobs In Egypt

Going to your first interview might be the hardest thing that you have to do. The anxiety of what will happen, how the conversation will go, what could be done to break the ice. Moreover an interview is mainly a character test. The interviewer would want to know how you would react on a certain moment. Everything count, your body language, how fast did you answer and even how smart you are in impressing the person sitting across the room.

Attending many interviews is a way of gaining experience as by the 5th one you would know how it goes and also how you could react in many situations. JOBMASTER group are experts in making you look good in your interview, avoiding many hassles that you could face, making sure that most importantly you are at the correct interview, a place where your dreams could come true. With each silly mistake done in an interview experience points are gained. Each mistake done will not happen again as “fool me once shame on you, fool me twice shame on me.”

Please share the mistakes that you did in an interview before and how you overcame it. Also any awkward situations happened in an interview that now seems funny for you.

JOBMASTER Group…. Empowering you!!!!