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If THIS is how and where you place your job ads, you could be missing out on the top candidate for the job!

by , 19 April 2013
Are your employment equity figures up to scratch yet? You're not alone. An Employment Equity Commission report revealed yesterday that South Africa's top management positions are still dominated by whites. The main reason? You're not structuring your job ads correctly!

The 13th edition of the Employment Equity Commission report was released yesterday.
The findings are worrying, as they show that whites still constituted 72.6% of top management positions in the country last year across the public and private sectors, says The Business Report.
And Minister of Labour Mildred Oliphant is not impressed, saying that this shows 'callous disregard of history and its negative ramifications', says PoliticsWeb.
Oliphant adds that the Constitution upholds the values of human dignity, equality, freedom and social justice in a united, non-racial and non-sexist society, where every South African may flourish. 
So if your company's still guilty, best you make a change in your management structure – now!
You're probably already aware of direct discrimination but unaware that you're company's guilty of it.
The wording of your job ad could be a form of discrimination that's affecting your employment equity figures…
Direct discrimination is when you discriminate against people, treat them differently and less favourably because of who they are, like by stating in a job advert that 'the ideal candidate will be white, married and speak Afrikaans', even if the job doesn't require these factors says the Labour Law for Managers Loose Leaf Service
By doing so, you're not even considering a large sector of the job market – who may well have all the skills required for the job. 
So your first step in eliminating discrimination is to have a look at how you've worded your job ads.
Then, look at where you're placing your job ads.
But where you place your job ads could also be discriminating against a large sector of the job market!
If you're looking to improve your employment equity figures, you'll need to place your job ads where they'll be accessible to under-represented, minority groups, says FSP Business.
 This means you shouldn't just place ads in major newspapers but also in local community newspapers and online job websites that are easily accessible through mobile phones.
Incorporating mobile channels into your recruitment strategy will help you improve your employment equity figures by reaching the widest range of possible new employees across all demographics.

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