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Petrochemical jobs in Eastern Cape and elsewhere

OUR OBJECTIVES •Recruit competent and professional candidates for clients through a process that is fair, consistent, non-discriminatory and transparent. •Maintain the highest level of service, yet remain affordable. •To maintain a long-term partnership with the clients.

REGISTRATION WITH PROFESSIONAL ORGANISATIONS •Association of Personnel Service Organisations (APSO) •Roodepoort Chamber of Commerce (ROCCI) •South African Remuneration Association (SARA) DESCRIPTION OF SERVICES OFFERED 1.Permanent Recruitment

DESCRIPTION OF RECRUITMENT PROCESSES

Permanent Recruitment The following recruitment procedures, tailored to take care of the client’s junior to senior management requirements, are provided. A number of various methods are currently utilised in order to present the best suitable candidate(s).

Organisational needs & Job Specification Consultants establish an extensive relationship with the client for the purpose of identifying and understanding their short and long-term needs. SABELA consulting has a strong policy in respect of not forwarding CV’s without prior consent of the job applicant. This necessitates us to properly brief the applicant regarding the following: •Context i.e. future influences of the company/and or the job. •Purpose of the position. •Standards required to meet requirements for the job.

Advertising (e-recruitment) We place professionally formatted advertisements in both the print, our website (www.sabela.co.za) & other leading career Internet sites to attract top calibre candidates. All placement advertisement costs will be borne by us.

Professional Search/ Headhunting Where there is a skill shortage we approach individuals on our clients’ behalf, provided we are not involved in any conflict of interest between the relevant candidates and ourselves.

Database A research team assists in the development and maintenance of an accurate client and candidate database. In a continuing effort to enlarge the pool candidates, where necessary we co-operate with other reputable organisations with the aim of sharing expertise and delivering the service quicker.

Pre-screening On receipt of resumes, a thorough and detailed process is undertaken to select only those who meet the job requirement. This saves the client’s time and the effort of dealing with relevant legislation e.g. Employment Equity Act & Basic Conditions of Employment Act.

Interviewing (competency-based assessment/target selection) Consultants only interview the most competent candidates as per clients’ requirements. This process is conducted through a culture-fair, competency-based assessment, which normally evaluates competence by means of behavioural outputs using case studies and in-basket exercises where necessary. Standard format CV of the short-listed candidates are then compiled and forwarded to the client.

Negotiation SABELA consulting acts as a third party negotiator, keeping open communication between client and candidate with regards to individual needs. Our involvement at offer stage has been particularly successful in respect of the prevention of the counter-offer syndrome.

Reference Checking SABELA consulting is able to provide a confidential reference check; credit, academic and criminal checks, on a candidate prior to employment, provided these are the inherent part of the job description.

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Engineer at SABELA consulting

  • Permanent Specialist EE position

  • Johannesburg, Gauteng

  • R550 - R600 pa basic salary plus benefits

  • Job 2141952 | Ref SABELA

  • Posted 05 Sep 2017 by SABELA consulting

Expires in 16 days

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