HomeHome SearchSearch MenuMenu Our productsOur products

Are you guilty of these four no-no's when advertising jobs in your company?

by , 18 November 2013
A recruitment company is fraudulently advertising traffic officer jobs in the Western Cape. Candidates are requested to submit their CVs and also a R150 cash fee. But the job ads are bogus, and candidates will probably never see their R150 ever again! When you write job ads for your company, are you guilty of the errors that could land you in hot water?

According to the experts at the Labour Law for Managers Loose Leaf, if your job ad is discriminatory or offensive, a candidate could argue that you're guilty of unfair labour practices.

Make sure you avoid these four job ad errors

1.       Don't use any discriminatory language. For example: Delivery boy, males only, not suitable for married individuals, only single people need apply, onlyChristian individuals, young females, etc. 

2.       Don't use slang or improper language, e.g. no jollers please, cool, etc.
 
3.       Don't specify 'Affirmative Action' or 'EE position' unless you have specific targets in your organisation's employment equity plan. If you don't have an employment equity plan, and someone from a non-designated group challenges this clause, they can lodge a case of unfair discrimination against you.
 
4.       Don't put acronyms or abbreviations that are specific to your company in your job ad. The general public might not understand these, e.g. AE instead of account executive, etc.
 
Make sure you DO include these six essential elements in your job ads:
  1. Job title
  2. The job description
  3. Qualifications 
  4. Skills and experience
  5. AA/EE compliant
  6. Other
In this section in your job ad, state:
  • What area the job is in;
  • Working hours, if they aren't Monday to Friday, 8am to 5pm;
  •  If they need to have transport or not;
  • Your company details and contact details;
  • What the remuneration package is. If you don't, you may receive applications from people who're earning more than you're willing to pay; and
  • If anything extra must be submitted with the CV, e.g. one-page letter motivation why they are perfect for the position, copies of the qualification, etc.; and
  •  What the closing date for applications is.
 There you have it. By following these requirements, your job ads will go smoothly. 


Related articles




Related articles



Related Products



Comments
0 comments


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance



Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today



Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism



This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands



Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>