Tag: recruitment

Most entry-level hiring in South African retail and quick-service restaurants still begins with a CV. That first step removes the majority of people who could perform well in these roles. As a result, employers reporting difficulty filling store-level vacancies are working with a far smaller pool than they think.

The labour market in South Africa faces two constant challenges - persistent skills shortages and a high unemployment rate. Despite the market being flooded with job-seekers, businesses often struggle to find suitable talent when they need it. This is why Temporary Employment Services (TES) providers are crucial for connecting employers with ready-to-work candidates. However, a stereotype persists.

Multitasking comes naturally to you as the owner or manager of a small, growing business. But when it comes to recruitment, many small and medium enterprises (SMEs) feel stretched. Without an internal recruiter or a dedicated HR team, it is difficult to know where to start.

For many companies, transformation requirements such as Broad-Based Black Economic Empowerment (B-BBEE), compliance still feel like an administrative burden. However, the Youth Employment Service (YES) initiative challenges that perception. It goes beyond compliance by offering a practical and cost-efficient tool for business growth and flexibility.

You’ve put in the hours, written the exams and now graduation is on the horizon. But when should you start applying for jobs? How early is too early? Whether you’re completing a diploma, higher certificate, degree or even a postgraduate programme like a Master of Business Administration (MBA) or Doctor of Business Administration (DBA), timing matters.

The new employment equity regulations have ushered in a new era of transformation and accountability for South African businesses. These regulations officially came into effect on 15 April 2025. Employment equity plans must now cover the period from 1 September 2025 to 31 August 2030.

The way we hire is being rewritten - not by chance, but by code. As organisations grapple with increasing hiring demands, limited HR bandwidth and fierce competition for top talent, Artificial Intelligence (AI) has emerged not just as a tool, but as a transformational force across the entire recruitment lifecycle.

Within the highly specialised and confidential world of executive search, a new balance is emerging. Artificial Intelligence (AI) is taking over the data processing and pattern recognition that’s required, leaving us humans to thrive in the areas of creative problem-solving and emotional intelligence.

Recruitment has long been one of the most resource-intensive and inefficient business processes. High agency fees, administrative burden, and hiring decisions based predominantly on subjective assessment have left organisations struggling with both the cost and quality of their hiring outcomes.

The network effect of building your own professional network early in life offers huge advantages. However, most graduates are unaware of the benefits of building connections with a large number of people working in their industry. Graduates are also unsure of how to create a significant professional network.