Code of Good Practice on the Integration of Employment Equity into Human: Part 5

Breaking News






Contact for parts 1 -4

Resource Policies and Practices.

 

 The Code lays down guidelines for recruitment and selection. Bear in mind that all this is related to your employment equity plans, including affirmative action, and the objective is the elimination of barriers that constitute an unfair discrimination to the designated group.

 

One of the barriers in the recruitment process is the inability to attract sufficient numbers form the designated groups. Attracting as many applicants as possible from designated groups may provide the employer with a larger skills ppol from which to choose.

 
 

Employers should review the following practices:



[a] Advertising methods and headhunting – do you advertise only in a specific publication all the time ? It is accepted that for specific requirements, advertising may be restricted to certain industry specific publications, but that is the exception and not the rule. Advertise as widely as possible – including those publications whose readership is predominantly made up of the designated groups.


[b] The job application form – make sure that there are no discriminatory barriers (questions)  on the form and that the information required is job specific – exclude irrelevant questions and information.


[c] The short listing process – make sure that all applicants are considered, and that in selecting applicants for the short list, the same criteria are fairly applied to all applicants. Don't pick applicants for short listing in any arbitrary manner – make sure that the selection is based on sound judgment and rationale, and meaningful criteria  – and not by throwing darts at a dart board.


[d] Interviews – these must be conducted by the same panel for all the applicants selected for interview, and as far as possible the same questions must be put to each applicant. 


[e] job offers – be careful here – do not make any promises or offers that may lead the applicant to believe that "he has got the job."  Even a simple remark like "I think you are just what we are looking for" can create a wrong impression in the mind of the candidate – and be the cause of him resigning from his present job because, in his mind, you have created the expectation that "he has got the job." Make it clear to all applicants that the only valid job offer is a written offer on official company stationery and signed by the M.D. – or whoever.


[f] Record keeping – this is a vital part of the process – keep records of all interviews and the outcome of theose interviews. Make notes on each application form stating the reasons why that applicant was not selected.


Remember that many job applicants run to the CCMA with unfair dismissal disputes or unfair discrimination disputes when they don't get the job. Many applicants genuinely believe that the fact that they apply for the job entitles them to be employed – and when that does not happen, its off to the CCMA WE GO.

 
 

So the records are vital – keep them – you may need them. For further information, contact  –


 

Employment Equity


Equity downloads

Articles and other information: Equity

 

Click on title to open/ download

Courses and Workshops

 

                                         

 
 

How to prepare for your unfair dismissal dispute/case at the CCMA/Bargaining Council

20 & 21 June 2019

Tsogo Sun: Century City (Canal Walk): Cape Town

Compensation for Occupational Injuries and Diseases Course

27 June 2019

Southern Sun: Elangeni:Durban

04 July 2019

Protea Hotel By Marriott Tyger Valley: Cape Town

Employment Equity Committee Training

28 June 2019

Emperors Palace: Convention Centre

Basic Labour Relations

05 July 2019

Emperors Palace: Convention Centre

Managing Day to Day Issues/ Problem Employees Full day workshop

18 July 2019

Emperors Palace: Convention Centre

26 July 2019

Protea Hotel By Marriott Tyger Valley: Cape Town

Trade unions in the workplace

19 July 2019

Emperors Palace: Convention Centre

Health and Safety Representative Course

24 July 2019

Emperors Palace: Convention Centre

01 August 2019

Protea Hotel By Marriott Tyger Valley: Cape Town

The OHS Act and the Responsibilities of Management

25 July 2019

Emperors Palace: Convention Centre

02 August 2019

Protea Hotel By Marriott Tyger Valley: Cape Town

Workshop Chairing Disciplinary Hearings

31 July 2019 & 01 August 2019

Emperors Palace: Convention Centre

Workplace Discipline and Dismissal

16 August 2019

Emperors Palace: Convention Centre

 

 

 

 

 Our Clients

 

 

Andriod App

Android App On Google Play