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recruitment

Financial constraints - a key issue during a COVID-19 pandemic, making the post this week by Ivan Israelstam particularly relevant. Using case examples employers receive guidance on how to handle recruitment and promotion decisions.

This week, Ivan Israelstam explains two aspects of the interview and employment process. This article explains what information the law requires a job applicant to provide to the potential employer. Then, what action an employer may take - if they find out that the - now employee - misrepresented any aspect of their qualifications or experience.  Cases are quoted to indicate why it is necessary to follow the correct procedures prior to taking such action. 

 

Des Squire

South Africa's new Employment Equity Amendment Bill of 2020 has been approved for submission to Parliament. SA's Cabinet says that “The Bill promotes equal opportunity and fair treatment in employment through the elimination of unfair discrimination”. 

This bill re-emphasizes how important it is for companies to actively transform their workplace but this begs the question - which companies are at risk of non-compliance?

Good practices during recruitment of new employees are critical to business success. One key issue is to obtain relevant documentary evidence of qualifications and the employer has the responsibility to ensure that the documents, such as qualifications and licences are genuine. Obtaining a history of the potential employee's past work experience may be more difficult and what will be considered relevant to the position may not always be clear.  This week Ivan Israelstam explains the complexities in establishing what is relevant. 

In a country of high unemployment rates, competition for jobs is fierce. Some individuals feel that they will improve their chances of employment by enhancing the contents of their job history - or alternatively hiding the details of previous disciplinary action, or dismissals. While some personal information is protected by the Constitution to prevent unfair discrimination, the recruiting employer is entitled to all details relevant to the job requirements. Ivan Israelstam explains the types of deception and how they have been handled by the CCMA.

Ivan Israelstam

Once the employer has decided upon the successful applicant after a recruitment exercise, the critical period of making an offer and negotiation on terms and conditions commences. Ivan Israelstam suggests that an employment contract should not be concluded until all these negotiations are agreed. Read on to find out why this is so important.

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