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Six ways to avoid making the same recruiting mistake the ANC made last week...

by , 04 June 2014
Last week, the Business Day reported that a North West MEC was hired and fired on the same day.

According to the report, former North West social development MEC, Ontlametse Mochware was forced to resign on the same day she was sworn in. This after it emerged that the ANC has appointed her to the post illegally.

In this case, it's clear that the ANC (the employer) didn't follow proper procedure in making the appointment. As a result of the bungle, Mochware (the employee) had to suffer the consequences.

This story has cast the spotlight on the need for employers to follow proper recruitment procedures.

Follow these six steps to ensure your recruitment processes are above board so you won't have to hire and fire an employee on the same day...

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The A-Z of legal recruitment
 

  • Did you know there are 11 legal requirements for recruitment?
  • Do you know how the Employment Equity Act affects your job advertisement?
  • Do you know what checks you can legally conduct on an applicant?
  • Are you sure your employment contract includes the 16 clauses the law says you must have?

If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.
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Follow these six steps to ensure your recruitment procedure is legally compliant

The Labour Law for Managers Loose Leaf Service recommends you follow this procedure when you recruit:

Step #1: Have a recruitment policy that outlines your approach to recruitment and selection. This is crucial if you want to avoid unfair discrimination claims.

Step #2: Ensure all recruitment and selection is in line with your employment equity plan especially if you're a designated employer.

Step #3: Ensure your job advertisements emphasise inherent requirements (or core functions) of the job and competencies.

There are three more steps you need to follow when you recruit.

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In three easy steps.
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Three more steps to ensure your recruitment processes is above board
 

Step #4: When you conduct interviews, consistently and objectively assess all job applicants you interview. Use the job description, competency specification and a standardised measuring system. This will help ensure you don't unfairly discriminate against applicants.

Step #5: Conduct reference checks and only use these checks to verify information the candidate gave you.

Step #6: Keep copies of all documents relating to each stage of the recruitment process for at least six months. These will come in handy if an applicant accuses you of unfair discrimination later on.

There you have it. Following these six steps will help ensure your recruitment procedure is legally compliant. Something the ANC clearly didn't do in Mochware's case.



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