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2015 Talent Trends: Insights for the modern recruiter on what talent wants in South Africa

Posted By APSO, Tuesday, 29 September 2015

2015 talent trends: Insights for the modern recruiter on what talent wants in South Africa
By: LinkedIn Talent Solutions


The typical career path is more fluid than ever. Today, talent is staying more connected, informed and open to new opportunities throughout their professional lives. In this report, step inside the mind of talent at every stage of the job search journey. Armed with this data, you will have a blueprint for successfully attracting, engaging, and hiring within this modern and dynamic talent pool.



We surveyed over 20,000 professionals in 29 countries, including 766 professionals in South Africa, to better understand their attitudes and behaviors at each stage of the job search. Do you think you know what talent wants?


Click here on to find out!

Tags:  APSO  candidates  compensation  CV  LinkedIn Talent Solutions  modern recruiter  networks  opportu  recruitment  resume  social media  talent  talent trends  trends  work balance 

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Posted By APSO, Monday, 14 September 2015
Updated: Friday, 11 September 2015


The decision by the Labour Court on the interpretation of the newly amended Labour Relations Act on Tuesday, 8 September 2015 – ‘test’ case: Assign Services v CCMA and others – has brought optimism for stability to businesses, temporary workers and the Temporary Employment Services (TES) industry who have witnessed job losses and the folding of businesses during this time of uncertainty.

This is according to the Vice President of the Federation of African Professional Staffing Organisations (APSO), KC Makhubele who notes that all parties now have hope of ensuring the continuation of business and improving job opportunities moving forward.

He says, “The uncertainty experienced in the market related to who – the TES organisation or the client employer – is ‘deemed’ to be the employer of TES employees earning less than the earnings threshold (currently R205 433.30 per annum) who have been placed at the client for more than 3 months.”

Setting aside the previous ruling – by the CCMA Arbitrator – that the client organisation is the sole employer of TES employees after three months, the Labour Court’s judgement was that “deeming” should be interpreted as an augmentation rather than a substitution, and that the client organisation is a concurrent employer rather than the sole employer.

Acting Judge Martin Brassey found the following, amongst others:

  • The TES remains the employer of its employees, beyond the three month period;
  • The extension of the “deeming” provision is sufficient, only as far as extra protection of rights of TES employees in terms of the Labour Relations Act only;
  • Nothing in the law states that TES is to be substituted by client after the three month period;

  • The client is a concurrent employer for the purposes of the Labour Relations Act as both parties need to ensure compliance with the Labour Relations Act;

  • The principle of “triangular employment relationship”, as per the original section 198, remains, and so does the substance of the intention of the legislature;

  • TES placed employees have an election (only when there’s a dispute relating to rights under the Labour Relations Act) to prosecute such against either TES or client; and

  • The CCMA Commissioner made material errors of law, requiring the Labour Court review.


For the full press release, click here

Tags:  APSO  CCMA  deeming clause  deeming provision  hospitality  LRA  LRA Amendments  recruitment  staffing industry  thresh hold  triangular relations 

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2015 Digital Recruitment Marketing Trends

Posted By APSO, Tuesday, 08 September 2015

2015 Digital Recruitment Marketing Trends


Article by Daniela Bascelli (Digital Marketing Specialist and Founder) of Onyx Digital Pty Ltd. Visit


As more recruiters are becoming digital savvy so has the need to be at the forefront of trends as they evolve. Take some time out to get up to speed with what 2015 digitally has in store for you and incorporate them into your business marketing.


Take a look at what they are:


  • Digital Recruitment

This refers to using any online method to recruit digitally which includes social media and all or any of the different social networks required to achieve goals.


  •  Mobile Content

Focus on shifting from traditional and average web standards and offer exceptional career centered information that is easily accessed via any mobile device. Most initial candidate experiences will be attained via mobile through content delivery.


  • Video Marketing and Employer Branding

Companies will use video to demonstrate employer ethos and benefits of working with them to attract candidates.


  •  Online Communities

The jewels in the crown will be to engage, nurture and grow all online communities especially in the traditional social networks using content delivery and conversation to influence mindsets.


  •  Brand Ambassadorship

Employees are ideal brand ambassadors. Select yours, at least two people and use their online profiles which are another brand touch point. Utilise them well.


  • Marketing Partnership

Recruiters need to partner with their marketing providers to create outstanding and valuable digitally provided content that will keep them in candidates and clients thoughts.


We have reached an era of absolute content overload, therefore to “shine like a diamond” you need to be exceptional and give all or nothing.


Remember that social networks are becoming the preferred channels for promoting a talent brand and for sourcing. To achieve talent acquisition in 2015 you need to be active where your passive and active candidates are.


Be interesting and always add value.


Article by Daniela Bascelli (Digital Marketing Specialist and Founder) of Onyx Digital Pty Ltd. Visit



Tags:  APSO  digital recruitment  marketing  marketing partnerships  marketing trends  mobile content  online communities  onyx digital  recruitment  recruitment trends  video marketing 

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Posted By APSO, Tuesday, 30 June 2015
Updated: Tuesday, 23 June 2015


The staffing and recruitment industry is vital not only in identifying job opportunities for - and placing - a large portion of the population, but also in contributing to economic growth and encouraging skills development in a somewhat stagnant employment environment.

With such a crucial role in various market segments, The Federation of African Professional Staffing Organisations (APSO) Vice President, KC Makhubele says, “The industry has grown and evolved drastically since the early establishment of agencies to fill the workforce with those returning from war in the 1940s.”

“There has been an increase in global competition to acquire the best talent and this has seen the market truly recognise the benefits of using professionals in the recruitment field as they have access to a greater pool of potential candidates.”

“Because people do not tend to stay in the same job at the same company for years on end as they did previously, this ‘pool of candidates’ has also expanded dramatically over the years. The younger generations are constantly looking for bigger and better opportunities to grow their experience and careers. These job-seekers will – in most cases – always approach the recruiter they know and trust rather than approach companies directly,” he adds. 

Makhubele highlights that advances in technology have also been a major factor in changing the way companies and job-seekers approach and engage potential opportunities.

“From the launch of Apple and Microsoft to the invention of the internet, technology is constantly evolving and providing new platforms for potential employers, recruiters and job-seekers to connect and partner,” Makhubele says.

In recent times, he notes that social media and the widespread use of mobile phones has played an important role in shaping the landscape of today’s recruitment industry.

Social media platforms like LinkedIn enable recruiters to search for potential candidates who may not even be on the job hunt and allow active job-seekers to search for opportunities, connect with staffing professionals and list their experience and accolades.

According to the Deloitte Global Human Capital Trends Report 2014, nearly 45% of job candidates apply for jobs on a mobile device. “This percentage is set to increase by 2018 when 50% of the workforce will be millennials aged 24 to 34 – an age group who are engaged with social and mobile technology,” notes Makhubele.

In addition to adapting to advancements in technology, he says that staffing and recruitment organisations have shifted away from only offering ‘one size fits all’ recruitment models. 

“The industry has presented a willingness to offer bespoke solutions, adapted to fit their clients’ needs.”

“This has seen Recruitment Process Outsourcing (RPO) fast becoming a popular staffing model whereby organisations outsource part - or all - of their recruitment process. In this case, organisations can choose to partner with a staffing professional for anything from creating job postings or pre-screening, to fully on-boarding employees,” Makhubele adds.

The International Labour Organisation (ILO) has recognised that the private employment services industry plays an integral part in a well-functioning modern labour market and that temporary employment alone, reduces unemployment through the provision of work opportunities.

Makhubele says, “Staffing and recruitment professionals differ in expertise, from temporary employment services (TES) to executive level recruiters for permanent positions.”

With particular reference to TES, Makhubele explains that temporary workers are exposed to work experience which would be difficult to gain in the competitive market for permanent positions. 

He says, “These temporary workers are able to gain skills and experience on the job and are then able to state this experience on their CVs. It is also worthwhile to note that temporary employees are often offered permanent positions. In fact, approximately 30% secure permanent employment within 12 months of ‘temping’, increasing to 40% after three years of contract or temporary work.”

“With such the powerful responsibility of facilitating meaningful employment, the industry is open to exploitation by means of bogus recruiters. This goes against APSO’s commitment to the upliftment and professionalisation of the labour recruitment industry in South Africa.”

He notes that a positive change in this regard is that many reputable staffing and recruitment companies have embraced self-regulation through APSO membership. APSO members are bound by a code of ethics and good practice and promote transparency in order to address false, negative connotations of worker exploitation associated with recruiters.

For more information, please visit:

Tags:  APSO  contract or temporary work  economic growth  global competition  landscape  recruiters  RECRUITMENT INDUSTRY  reputable staffing  skills development  technology 

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Posted By APSO, Friday, 19 June 2015
Updated: Thursday, 11 June 2015

HR Pulse

One of the legacies of Apartheid in South Africa is the unequal distribution of wealth between its white and black populations. Connected to this is gender and racial disparities in education and skills levels.

On 5 May 2015, the Department of Trade and Industry (“DTI”) released Notice 396 of 2015 (“Clarification Notice”) to clarify the position of the DTI with respect to the recent amendments to the Broad Based Black Economic Empowerment (BBBEE) Act. The clarification notice states that the Amended Codes became effective on 1 May 2015.

The amendments to the Codes fundamentally change the current BBBEE framework and significantly change the manner in which a firm’s BBBEE status (or level) will be calculated, as the number of BBBEE points required to achieve a particular BBBEE level has been increased.

The Federation of African Professional Staffing Organisations (APSO) is committed to the upliftment and professionalisation of the labour recruitment industry in South Africa.

Planning for BBBEE should never be underestimated and should be seen as a tool that can increase employment opportunities and boost business growth.

Human resources development, which encompasses employment equity and skills development, forms part of the core strategies for bringing about BBBEE in South Africa. These elements are, in fact, given significant weighting in determining the extent to which an enterprise contributes towards BBBEE. In terms of the Generic Scorecard, employment equity and skills development each account for 15 % of the BEE weighting of an enterprise.

Staffing and recruitment companies provide a great service in assisting businesses in reaching their BBBEE targets.

Not only do more candidates approach staffing and recruitment companies over corporate companies themselves – giving recruiters access to a bigger pool of talent to select from – but the interview and on-boarding process is also quicker when partnering with a reputable staffing company.

Recruiters also spend more time interviewing and developing candidates. Through temporary and contract employment BBBEE candidates gain much needed experience in order to enter the permanent market.

Businesses who share their staffing strategy and overall business objectives with their staffing partner will also ensure that these targets are prioritised, and met.

For this reason, Makhubele stresses that staffing and recruitment companies should be seen as a strategic partner. Get to know your recruitment suppliers and ensure they know you, your corporate culture, your vision and values.

Tags:  Amended Codes  APSO  BBBEE  BBBEE targets  BEE  business objectives  Department of Trade and Industry  disadvantaged  DTI  economic growth  employment opportunities  framework  Generic Scoreboard  Human Resource Development  legislation  recruitment  requirements  staffing  staffing solutions 

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Industry body addresses recruitment fraud

Posted By APSO, Friday, 12 June 2015
Updated: Friday, 29 May 2015

Industry body addresses recruitment fraud

Skills Portal

South African businesses have been urged to actively participate in the regulation of the staffing industry by the Federation of African Professional Staffing Organisations (APSO).

The aim is to promote transparency in order to stop the exploitation of desperate job seekers by bogus organisations.

KC Makhubele, Vice President of APSO – recognised as a professional body in the industry – says, “Deception in the recruitment industry is forcing employers to carefully consider their options when trying to identify reputable recruitment partner.”

He notes that by only working with employment agencies who have opened themselves to regulations and scrutiny by industry peers, businesses will aid in closing down the operations of fake recruiters.

To read the full article, please click here.

Tags:  agencies  APSO  industry body  legislation  Recruitment  regulation 

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Labour Law Amendments Are Devastating!

Posted By APSO, Monday, 08 June 2015
Updated: Friday, 29 May 2015

Labour Law Amendments Are Devastating!

Business Brief

The newly amended Labour Relations Act (effective since 1 January2015) are having  devastating impact not only on the national recruitment and staffing industry but also on the national country’s unemployment rate – which the act itself seeks to relive – if they continue to be interpreted by some stakeholders in a narrow light.

Amendments cause uncertainty

The amendments to the act have caused uncertainty in the market and has been highlighted as likely to cost the country 254 000 jobs. The interpretation of and uncertainty surrounding these amendments has already resulted in the folding of a number of small to medium sized recruitment companies – a number of which are Black-owned – and as a result, goes against government’s intention to support and grow Black business.

In compliance with the Labour Relations Amendments Act, No 6 of 2014 (LRAA) -  which aims to streamline the country’s labour environment and protect vulnerable workers – South African businesses are required to adjust the way in which they have traditionally employed and managed staff in their organisations.

Click here to read the full article

Tags:  amendments  APSO  job loss  Labour law  legislation  LRA  recruitment  recruitment agencies  regulation  uncertainty 

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Alarm raised over bogus online recruitment agencies

Posted By APSO, Friday, 22 May 2015
Updated: Wednesday, 20 May 2015

Alarm raised over bogus online recruitment agencies

Cape Argus
Joseph Booysen

AN INCREASE in fake online adverts posted by bogus operators posing as recruitment firms has led to an industry expert warning desperate job seekers to look out for scammers hoping to make a quick buck.

KC Makhubele, managing executive for marketing and strategic relationships at Quest Staffing Solutions and vice president of the Federation of African Professional Staffing Organisations (APSO), said adverts by fake agencies were becoming more common.

He said bogus recruitment agencies continued to pose a threat, with unscrupulous "recruiters" offering attractive employment opportunities for money in advance. This is usually under the guise of work visas, travel expenses or background and/or credit checks required for the position. Once the money has been paid, the job seeker is left with no job and no money, he said.

To read the full article, please click here

Tags:  APSO  APSO Code of Ethics  Cape Argus  employment  industry body  job seekers  negate risk  recruitment agencies  scam 

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Fake recruiters’ jobs scams

Posted By APSO, Tuesday, 12 May 2015

Fake recruiters’ jobs scams


The Federation of African Staffing Organisations (APSO) has issued a warning about job-offering scams.

The organisation urges South African businesses to participate in the regulation of the staffing industry, play a role in promoting transparency and stop the exploitation of job seekers by bogus organisations.

APSO vice-president KC Makhubele says deception in the recruitment industry is forcing employers to consider their options when identifying a partner.

He says businesses will aid in closing down fake recruiters by working with employment agencies that have opened themselves to regulations and scrutiny by industry peers.

Today bogus recruiters pose a threat by offering attractive employment opportunities for money in advance.

This is usually under the guise of work visas, travel expenses or background and or credit checks “required for the position”.

Once the money has been paid over, the job seeker is left with no employment – and no money.

Makhubele says con artists are sophisticated in the way they operate, even posing as companies that already exist. They target job seekers for identity theft and money laundering.

To read the full article, please click here

Tags:  APSO  exploitation  fraud  job scams  placement  regulation  Sunday World  valid jobs 

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Making sense of the Staffing Alphabet Soup

Posted By APSO, Monday, 04 May 2015
Updated: Friday, 24 April 2015

Making sense of the Staffing Alphabet Soup

At a CIETT conference a few years ago one of the industry speakers referenced the “Alphabet Soup” when talking about the growing number of acronyms in the staffing industry. It’s a very apt term and one that is becoming more applicable in the South African market. Getting to grips with the terminology is key, especially as many large corporates most notably multi-nationals are adopting these staffing models.

What is driving this change?

In today’s complex environment, companies are opting to focus on their core business, choosing to partner with other specialists when it comes to managing non-core elements. Think about how many companies outsource cleaning, security or IT. It was therefore to be expected that parts of the HR process would follow suit.

Decision drivers include: - outsourcing as part of the overall company strategy, reduction in costs (variable vs. fixed), access to specialist skill, knowledge and experience and enhanced business performance.

And whilst the initial knee-jerk reaction of recruiters might be that the client is changing the rules, there are definitely advantages for those offering (or participating in) MSP, RPO or BPO services. Most notably would be the shift from transactional service provider to partnership model.


Master Vendor (MV)

The concept of a Master Vendor (MV) is familiar to most South African recruiters as large companies, particularly those with multiple offices across different geographical locations, choose to appoint a Master Vendor. A single company that is given preference to provide labour and/or permanent recruitment services to the organisation. In most cases, the MV will be given first option to fulfill the client’s requirements but can also utilise sub-contractors to assist where necessary. 

Recruitment Process Outsourcing (RPO)

RPO comes in many shapes and sizes, from end-to-end (organisation wide) to focusing on specific divisions or categories of jobs or levels of employment. It can also be structured in a variety of ways from full functional outsourcing, in the case where the organisation has no department internally, to outsourcing specific parts of the hiring process, management of permanent recruitment agencies through an MSP model or event customized solutions to specific client challenges.

RPO is typically structured to utilise technology effectively to manage quality of service and compliance to standards. It focuses on reengineering processes to shorten timeframes, improve effective recruit Unpacking Managed Service Provider (MSP)

Labour costs are a significant expense for most organisations and in today’s complex labour market where organisations have a mix of permanent, contract, temporary and outsourced labour, keeping a handle on this can be difficult. Employing a Managed Service Provider (MSP) means the client has a single Service Level Agreement and only has to manage the performance of one supplier, whilst reaping the benefits of accessing multiple sub-contractors. 

Benefits for the Organisation include:

·         Risk mitigation through increase compliance

·         Cost saving (market rate management)

·         Access to Talent in an efficient, quality controlled way

·         Full standardised reporting on costs

·         Enhanced workforce planning and decision-making

Benefits for participating Agencies include:

·         Even/fair playing field with standard rates and service delivery

·         Reduced cost-to-serve (leveraging MSP technology platforms)

·         No chasing of payments

·         Access to more opportunities

Neutral or not?

There are typically two types of MSP/RPO – a neutral one, i.e. one that simply manages the process and the providers and does not participate in the provision of labour or candidates, and ones that also supply. Whilst there is no evidence that one is better than the other, it is clear that in cases where the MSP/RPO is also competing with sub-contractors (or providers) there needs to be a clear understanding of the process and service level agreements, trust, and high integrity and ethics. 

Business Process Outsourcing (BPO)

BPO Solutions, outside of MSP and RPO, are often more difficult for employment agencies/staffing firms to develop competencies (most require expertise in a specific business process) not related to acquiring talent. Despite the industry into which the BPO is being offered, there are several commonalities, including:

·       demonstrated expertise in the service or business process being managed;

·       “Ownership” of the responsibility to deliver outcomes;

·       not priced by headcount (hourly wage) but by management fees on deliverables and outcomes achieved;

·       governance by KPI’s, SLA’s and most often expected cost saving;

·       in addition to work product (outcomes), it is typical to expect BPO provider to be responsible for providing facilities, equipment and/or other components to deliver the programme

In today’s complex labour legislation framework there is a fine line between BPO and temporary employment service provider and in certain industries, opting for the true outsourcing model can eliminate issues relating to the “deemed” provision and other technicalities as workers are employed (and supervised directly) by the BPO and there is no employment relationship with the client. 

Harnessing Opportunities

The market is changing – or has changed – and it is up to you whether you decide to adapt. There are of course opportunities to continue to offer services as you do today, avoiding these programmes altogether, but it may limit your ability to service large, especially multi-national companies. 

If you want to get ahead, consider how you can:

       Build competencies to be a provider of RPO/MSP/BPO; and/or

       Participate as a staffing/perm placement agency to support these programmes;

Understanding the A, B, Cs


Business Process Outsourcing (BPO)

Contracting the operations of a specific business process/function to a third party service provider (usually non-core functions) who is responsible for agreed upon outcomes and deliverables. This often happens within the call centre or distribution centre environment where outputs can be easily measured.


Recruitment Process Outsourcing (RPO)

A form of Business Process Outsourcing where an organisation transfers all or part of its recruitment process to a third party service provider (recruitment/hiring process for its full time, permanent workers)


Managed Service Provider/Program (MSP)

A form of outsourcing where a company chooses to contract with a third party to provide the management of its contingent worker program and its suppliers of contingent (temporary) labour. This has of late also come to refer to a third party managing permanent recruitment for the organisation including vetting and quality management of sub-contracted permanent recruitment agencies.


Vendor Management System (VMS)

An internet-based technology that provides both sourcing and billing applications to enable procurement and management of suppliers of contingent workers, the on-boarding and off-boarding of contingent labour, time and expense keeping, consolidated billing and reporting.  May be used with an MSP, or used internally by the organisation.  May also be used to manage permanent placement suppliers/services and statement of work (SOW) services.


Applicant Tracking System (ATS)  

Technology that integrates with the HR information System (tracking perm employee data) which specifically focuses on the management of candidates and housing a pool of candidates inquiring about potential perm employment.  The ATS is often linked to a career portal on the company website, that may allow candidates to apply online, undergo initial screening/assessments, self-schedule an interview and (if hired), be on-boarded using electronic documents and email notifications.

Tags:  applicant tracking system  APSO  apsogram  business process outsourcing  change  management service provider  master vendor  recruitment process outsourcing  transformation 

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