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Posted By APSO, 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.

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

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The new BBEEE requirements: the recruitment industry’s role

Posted By APSO, Friday, 12 June 2015
Updated: Thursday, 11 June 2015

The new BBEEE requirements: the recruitment industry’s role

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 uplifting and professionalism of the labour recruitment industry in South Africa.  KC Makhubele, Vice President of APSO said: “Planning for BBBEE should never be underestimated and should be seen as a tool that can increase employment opportunities and boost business growth.”

Makhubele explained that the purpose of the legislation remains to assist with the entrance of previously-disadvantaged people into the economy, in order to contribute to our national economic growth.

He said: “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.”

Makhubele noted that 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.

He said: “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 stressed 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. If organisations really want the very best talent while getting its identified BBBEE talent up to speed, a recruitment agency can provide highly skilled contract staff or recently retired staff who have a huge amount of experience to pass on to up-and-coming BBBEE candidates.”

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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