Hiring foundations
How to choose a recruitment agency for your South African business
Compare recruitment partners on role understanding, process, evidence and commercial clarity before assigning a vacancy.
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Recruitment and career guides
21 guides for employers
Specialist hiring
Hiring a Microsoft Dynamics consultant: questions that clarify the brief
Define the application, delivery stage and functional or technical responsibility before assessing Dynamics candidates.
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Teams & planning
An executive search brief starts with the business mandate
Align stakeholders on leadership outcomes, decision authority and confidentiality before starting an executive appointment.
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Write a job description that helps the right people apply
Define outcomes, responsibilities and essential requirements with a practical job description structure for employers.
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How to assess a software developer beyond a technology checklist
Define the engineering work, use proportionate practical evidence and assess collaboration alongside coding skills.
Read the guideTeams & planning
Improve candidate experience with clarity at every stage
Make recruitment communication, interviews and decisions more consistent without adding unnecessary process.
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The recruitment brief: what to agree before the search starts
Give your recruiter a complete brief covering outcomes, priorities, package, process and decision ownership.
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Hiring a cloud specialist: assess operational judgement as well as platform knowledge
Clarify architecture, engineering and operational responsibilities when recruiting for cloud roles.
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Build a 30–60–90 day onboarding plan around real work
Prepare access, relationships and staged outcomes so a new hire can contribute with clear expectations and support.
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Create an interview scorecard your hiring team will actually use
Assess candidates against clear role criteria with evidence-based notes and a simple scoring approach.
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Hiring service desk staff: assess diagnosis, communication and escalation
Define support scope and use practical scenarios to assess service desk candidates consistently.
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Recruitment metrics that help you make better hiring decisions
Track a small set of hiring measures with clear definitions, useful context and a link to decisions you can act on.
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Reduce hiring delays by fixing the decisions around the vacancy
Identify avoidable bottlenecks in approvals, interviews and feedback without weakening the assessment of candidates.
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Hiring an IT project manager: look for decisions behind the delivery story
Assess project management candidates through scope, dependencies, stakeholder decisions and delivery evidence.
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A practical workforce planning conversation before you open more vacancies
Connect hiring priorities to business demand, current capability and realistic decisions about capacity.
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Permanent or contract recruitment: start with the work you need done
Compare ongoing capability needs with defined assignments and clarify the employment arrangement before starting recruitment.
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Hiring a business analyst: assess problem definition before documentation
Define the analysis work and test how candidates clarify needs, handle disagreement and connect requirements to decisions.
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Reference checks for employers: confirm relevant evidence, not impressions
Plan proportionate reference and qualification checks with clear questions, appropriate permission and careful interpretation.
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Questions to ask about recruitment fees and service terms
Compare recruitment proposals by clarifying scope, payment triggers and responsibilities rather than relying on a headline fee.
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Hiring an accountant: match the role to your finance operation
Clarify reporting, controls and transaction responsibilities before assessing accounting candidates.
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Hiring sales and business development people: define the sales motion first
Assess sales candidates against your customer, sales cycle and responsibilities rather than relying only on past revenue claims.
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