By Zanele Lecage, Information Technology Recruitment Consultant at Altron Karabina
Finding the right candidate for a position is vital but can be a time-consuming process, particularly when faced with several applications, as is common in graduate recruitment programmes. Much like dating, hiring involves a significant investment of patience, skill, and understanding. Just as in dating, the hiring journey doesn't always unfold smoothly and may outnumber successes.
However, amidst the traditional recruitment landscape, a new concept is currently in use at some top South African universities. This concept aims to introduce graduates to various leading South African companies across various sectors and has proven to be a valuable and effective way of identifying talent.
The Labour Courts are most intolerant of employers who do not follow their own disciplinary policies and who cannot justify their dismissal decisions based on the facts of the case at hand.
In Riekert vs CCMA and others (2006, 4 BLLR 353) case Riekert was fired for having gained access to confidential information without authorisation. He took the employer to the CCMA but the arbitrator upheld his dismissal.
He therefore took the arbitrator on review to the Labour Court where the judge made the following findings:
Read more: DON’T DELAY THE BRINGING OF CHARGES: And don’t bypass your own disciplinary policies
As Talent Leaders (Talent Acquisition, HR, Recruiters, Sourcers, Recruitment Marketers, Employer Branding Specialists and anyone involved in one’s recruitment brand), we all understand the importance of remaining relevant, by staying connected, knowledgeable, and on top of our game in a rapidly changing industry. In the dynamic year of 2024, this need becomes even more crucial.
To thrive in this competitive environment, we must constantly repurpose ourselves and leverage valuable resources. Fortunately, there are numerous opportunities available to help us stay ahead of the curve.
Harness the Power of Networking and Continuous Learning:
In 2024, maximizing your professional network and actively pursuing knowledge will be paramount. Here are some key strategies to consider:
Insights by Dr Mark Bussin and Daniela Christos
These 14 predictions will give you insight into what’s coming this year!
In the rapidly evolving landscape of employee remuneration, the year 2024 marks a crucial juncture. The global dynamics are shifting, presenting both challenges and opportunities for organisations and their workforce. In this article, we will alert you of what 2024 and the years to come are predicted to have in store for us.
The remuneration climate is quickly and continuously changing, forcibly and consistently keeping us on our toes. Just in the past decade we’ve experienced a seismic shift in remuneration with the increased emphasis on pay equity, remuneration for remote work, employee wellbeing, pay transparency, integrating technology in remuneration management, and scrutiny on executive remuneration, among other topics.
BY lvan lsraelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or via e-mail address:
I often receive calls from angry employers who, having been certain of success at arbitration, have received notice that they have lost the case. The reasons that this might happen include amongst others:
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