HR Services

Our Proficiencies Include

Recruitment and Placements
The Process:
• Through consultation we will determine the “ideal” profile / applicant and the process will consist of
   factors such as, key performance areas, personality profile, experience, qualifications, physical
   factors etc.
• Should the ideal applicant not be available on our extensive database, we will source the applicant.
• We would then advertise through a wide range of mediums, i.e. Web based data extraction, local
   and or National news media, headhunting and networking with associated partners.
• All applicants presented to you will have gone through a preliminary interviewing process which
  consists of the following :

    • Standard application document completed and a C.V. presented.
    • Psychometric Profile Analysis Screenings (Meyers Briggs and Disc, ”Colour quiz”).
    • An Analogy Test to Determine factors such as Lateral Thinking and Problem Solving abilities.
    • A scrutinizing interview with a professional HR consultant.
    • “Reference” authentication and opinion recorded.
    • Any further clearances/checks (such as credit clearance, criminal records, etc .) as per client’s
       request.

• A short-list of applicants best suited for your assignment is prepared and forwarded by way of
  choice which Entails, comprehensive “CV’s” of each individual which includes references, professional
  opinions and comments and a profile analysis.
• Co-ordinate a formal interview with you the client at your convenience.
• Frequent contact will be made throughout the process by our team in order to advise and assist you
  as required.

Note: As a “value adding” service we can make a consultant available to attend the interviews at your request.
We also have an interview questionnaire guideline that could be made available on your request.

HR / IR Services:
Our goal is to provide our clients with a cost effective and results oriented service. Increased productivity levels, a positive environment and a contented, efficient workforce are what we aim to offer our valued clients.

Our Human Resources areas of focus are:
Employment Contracts and Code of - Conduct
On-site assessments
Performance Management
Disciplinary Hearings
Warnings
CCMA Support and Counsel
Telephonic support
Employee counselling
Retrenchment Facilitation and Assistance
Productivity Analysis
Job Descriptions
Grievances
Policies and Procedures
Remuneration Scale Guidelines

With the challenges offered by the CCMA and the existing, restrictive labour legislation in place in South Africa, the business owner finds himself in the unenviable position of having to negotiable a veritable minefield of legislation and constantly changing law. Mistakes made here could prove to be time consuming, stressful and above all costly! Employing a qualified and experienced HR practitioner is often not a financially viable option for small to medium business..

 

Interview Tips for
Job Applicants:

INTERVIEW ETIQUETTE IS ESSENTIAL
This parallels to your dress code and other paraphernalia you bring to the interview. Be smart, first impressions are important Also, make sure you have a pen and paper handy to jot down notes and questions, you do not need to stress yourself fumbling around for these things during the interview.

GET DETAILED DIRECTIONS TO THE COMPANY
You must eliminate unnecessary anxiety before the interview. Also, try to arrive 15-30 minutes earlier than the scheduled time of the interview. Use this time to go over the company information. Check in at reception about 5 minutes before the interview. Smile and relax. Remember to shake hands with your interviewer, and hold your head up high – you are worthy.

BODY AND OTHER LANGUAGE
Speak slowly and precisely. If you are not sure of a question ask the interviewer to rephrase it. Maintain eye- contact, do not fold your arms, and remain open and approachable. Be honest. Sell yourself. Your aim is to paint a brilliant picture in a short period of time so do not ramble on or offer unnecessary information. When it comes to the point when they want you to ask questions be choosy. Good questions to ask include what are my duties? Who will I report to? Will be working in a team? It is important to ask questions that parallel to your “potential” new role in the company. In other words it is not all about what you want or need but rather what you can offer the company. Salary and other benefits are not first interview questions. If the salary issue comes up, rather ask for a fair- market related salary or deflect the issue completely by saying, “my recruitment agent has my salary details”. In the long run it is better to play the waiting game on this issue, as this gives the company time to realize your value as well as allowing you to calculate the long term potential or benefits this job has for you. The crux here is that you do not want to come across greedy and would rather indicate that you are more interested in how you could contribute to a companies potential and not fixated on the monetary value they assign to you.

BE YOURSELF
It makes no sense to pretend that you are someone you are not. You have nothing to lose by being yourself. In fact, you have more to gain, especially in terms of ensuring you are going for the right job.

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