This is YOUR key to a smooth recruitment drive

Simangele Mzizi, Fsp Business, 14 Oct. 2014

Tags: recruitment, recruitment and selection policy, recruiting

Have you ever wondered why some companies always have smooth recruitment drives?

They embark on a recruitment drive, get the best candidate in no time and they never face legal comebacks.

Well wonder no more. Today, we’ll tell you how they’ve mastered the art of recruitment. It’s because they have one important thing in place and it’s their key to a smooth recruitment drive.

Read on to find out what it is so you can also achieve success when recruiting.

Revealed: The key a smooth recruitment drive

The key to a smooth recruitment drive is a recruitment and selection policy.

That’s right.

You need to have a recruitment and selection policy to help you:

  • Control the way you do recruitment in your company. It will document your rules and procedures and eliminate unfairness, favouritism and unsuitable candidates;


  • Choose the best candidates who qualify for the position; and


  • Make sure all your recruitment processes are legally compliant. This means, there will be no nasty comebacks from the CCMA or disgruntled in-house employees!


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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.


For your recruitment and selection policy to be effective, you must ensure it includes the following:

  • Who the policy applies to and who has authority to change it (application and authority);

  • Legal requirements you must comply with;

  • The type of position you need to recruit for (classification of position);

  • How you’ll advertise the vacancy (search process);

  • The type of interview process (applicant selection);

  • The reference and background checks you’ll conduct;

  • How to offer candidates the position;

  • Probationary period;

  • How to inform unsuccessful applicants; and

  • Appointing internal applicants.

Bottom line: If you spell everything out in writing, your recruitment process will go according to plan. For more info on a recruitment and selection policy, check out the Labour Law for Managers Loose Leaf Service. It will show you exactly how to draft your policy.

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