Competency based HR decision making The understanding and description of competencies has been around for a long time and doesn’t represent some new technology or science, what is new however is the growing use of a framework of competencies as part of broader HR decision making. Competencies are observable abilities, skills, knowledge, motivations or traits defined in terms of the behaviours needed for successful job performance, they are the observable behaviours that demonstrate an application of knowledge and experience. When you want to have someone drive your expensive company vehicle with a very expensive cargo, the first thing you are likely to do is...


In this fourth article aimed at demystifying the recruitment process, we will look at one of the critical decisions facing employers who have a vacancy that needs filling, which is “do I do this myself or do I get some help?” There are distinct advantages and disadvantages to both options or even when using a combination of the two. These pros and cons mainly centre around four factors, i.e.; Cost, Time, Knowledge and Control. Costs: Anyone who has engaged a recruiter will doubtless have stories of eye watering invoices so consideration must be given to the cost of the service and it’s value for money. If you decide to do it yourself, your direct costs (the...


This is the third in our series of articles aimed at demystifying the recruitment process, in which we will explore the many styles of adverts that abound and give some pointers to help understand what the advertiser wants. A quick glance at any job board or newspapers vacant section will quickly show the reader that there are lots of different types of adverts, and while they are all different, what they have in common (or should do) is the following: A description of the job: (Duties, responsibilities, what they want you to do etc) A list of what they want from the successful candidate: (Qualifications, experience etc) Technical details: (Job location,...


job search confusion. getting help applying for a job in South AfricaThe nature of advertised job opportunities has changed dramatically over the past 10 years.  As a result, the challenge of pinpointing the type of opportunity that suits job seekers has changed as well.

Whereas historically, newspapers were the primary vehicle for job adverts and you knew that if you bought the Cape Times on a Monday and the Weekend Argus on a Saturday, pretty much all the local, some national and even international opportunities would be there.  You simply had to troll through the situations vacant until you found what you were looking for. There are still situations vacant advertised in the newspaper, but the nature of the jobs advertised in printed media has changed and the volume of adverts has diminished markedly. Now, the internet dominates job advertising (indeed, most advertising) and it takes a bit of understanding as to how this all works in order to make sense of the seeming plethora of adverts.

In essence, there are job boards, job aggregators and company websites to consider. Job boards are popular with recruiters as they are well known to candidates and often have a database facility that allows a candidate to store their CV so that prospective employers can search for people that match their selection criteria. There are two key things that you as a candidate need to do. Firstly, if your details are in the job board database, you need to keep them updated so that they remain relevant.


DEMYSTIFYING THE RECRUITMENT PROCESSThis is the first in a series of articles aimed at demystifying the recruitment process. Over the coming months, we will look at the process from both the perspective of the job seeker and the employer, highlighting some of the key steps for both in their efforts to match the person to the job. Navigating the maze of recruitment can be stressful so if you have some insight as to what to expect then it becomes so much easier, it gives you a sense of control, establishes realistic expectations and helps you manage outcomes effectively.

Both employers and candidates find themselves in highly competitive markets and need to be able to differentiate themselves in positive ways to ensure they achieve their goals. A professional structured approach to job hunting or finding the right employee is paramount to success for both parties in both the short and long term …..