Three criteria to select suitable job applicants so your hiring process is fair

Simangele Mzizi, Fsp Business, 26 Jan. 2015

Tags: hiring practices, fair hiring practices, hiring employees, employment equity act, selecting suitable job applicants, how to select suitable job applicants

You must use fair criteria when selecting suitable job applicants (Employment Equity Act).

If you don’t, your hiring practices won’t be fair and the DoL could charge you penalties of up to R2.7 million or 10% of your turnover. And let’s not mention the risk you run that potential candidates will take you to the CCMA.

But you can avoid this.


Stick to the following three criteria when you select suitable job applicants.

To make sure your hiring process is fair use these three criteria when selecting suitable job applicants

1. Formal qualifications
This includes the applicant’s matric certificate, university diploma or degree, college diploma or similar academic achievement.
If, for example, you’re hiring a Financial Manager, it’s fair and to assess his suitability for the job partially on his accounting degree or diploma.
Just don’t forget to verify the qualifications.
2. Relevant experience
Here, you must look at whether or not the applicant has worked in the same or similar role.
While it’s legal to use this criterion, keep in mind that you can’t unfairly discriminate against an applicant solely because he lacks relevant experience.
3. Prior learning
According to the Labour Law for Managers Loose Leaf Service, prior learning includes:
  • Informal qualifications from short courses;
  • Exposure to the tasks of the job;
  • Having done or assisted with a similar job;
  • Reading on the topic;
  • Attending relevant conferences;
  • Partly completed degrees, diplomas and internships; and
  • Taking part in relevant mentoring programmes.
To establish what prior learning an applicant has, check up on any certificates he produces, make reference checks and carry out skills tests.
******** Hot off the press ********
Make sure your recruitment process is legal!

  • 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.

Click here to find out how you can ensure your recruitment process is legal so you don’t face penalties from the DoL.

The Employment Equity Act is against unfair hiring practices

The EE Act doesn’t only protect your permanent employees, it protects job seekers from unfair discrimination too.
In this article, we explain that the Act makes it clear that you can’t unfairly discriminate, directly or indirectly against employees when recruiting.
This means you can’t treat people differently or less favourably because of who they are. And you can’t apply factors which, although seem to be fair and reasonable, unfairly exclude certain groups of applicants.
There you have it: Using these three criteria will help you select suitable job applicants in a fair manner. It’s your only way to avoid DoL fines and a CCMA case in a situation like this.
PS: Overall, there are four criteria you must use. Check out the Labour Law for Managers Loose Leaf Service to discover the last one.




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