Compuways's Blog

Next Generation IT Recruitment

Woodmead: Personnel Consultant


We are a recruitment consultancy in Woodmead, Johannesburg – specialising in IT placements. We require a senior person with experience in recruitment or corporate sales with successful results and an entrepreneurial spirit. As a facilitator of the recruitment process you must be able and willing to influence the process.

You must be able to:

  • Enjoy working with people, be self-motivated, assertive, a go-getter, opportunity seeker and door-opener.
  • Build and maintain relationships with employers and candidates.
  • Find candidates by head-hunting, networking, referrals and extensive internet research.
  • Categorise types of companies according to services they deliver
  • Categorise candidates according to their job skills.
  • Work systematically and on our fully computerised and award-winning internet-enabled system.
  • Manage your time immaculately and you must be able to multitask.
  • Interact with people telephonically, face-to-face and you are in favour of phoning people rather than emailing them as a first priority.


You will be working on a target, with a generous commission structure. a Basic salary can be earned, and can be reviewed / increased based on your historic earnings. The ratio is 1 to 3 . In our company the sky is the limit. If your track record is right, you may be based anywhere and work from home – although you will be expected to visit clients in your local area. If you have the skills and will to succeed, the opportunities are endless. Write your own pay-check. Grow with a company that has plans to go national and international.

A tertiary qualification and / or IPSC certificate will be an advantage

To apply for this position, click here:

Filed under: Management, , , ,

Enhance your traditional job description with ‘competency-based recruitment’

It is surprising to see how many industrial age job descriptions are doing the rounds in the IT industry which is supposed to be leading all other industries in terms of technology. The traditional job descriptions typically consists of a list of job responsibilities listed in chronological order. A qualification and / or certification section is then included.

Job responsibilities still have a place, but competencies required should receive more attention than anything else and should form the core of the job description and / or advertisement for a job.

A good place to start is the performance profile of the job. At some point in time, the new candidate’s success will be measured on a performance profile – what will make him / her successful or not. This performance profile normally contains a lot of information that can be used effectively in a job description when advertising for the position. Every company has customers who buy the products of the company and that the candidate directly or indirectly will play a role in.

Job needs / performance profile in terms of to be accomplished.

What must the person accomplish over the course of the first year that would indicate he will be successful? This can be seen as list of performance objectives as performance profiles.If the candidate can demonstrate they’ve done comparable or compatible work, they will have the requisite skills.

Value proposition for the candidate.

Why would the right candidate with a lot of marketable potential want your job? The answer forms the core of the candidate’s motivation for leaving his current job to join your company.

Bringing the performance profile to the fore also has other advantages

In the IT industry, often the emphasis is so much on one specific toolset over another, to minimise cross-training costs, that the real potential of new candidates are often ignored in favour of the ‘’current hottest’ software toolset. When it comes to the candidate’s performance evaluation, accomplishments form core of the performance profile.

Filed under: Employers, , ,

Cutting recruitment costs may cost you

The Internet has changed the landscape of traditional recruitment by making  job boards available to everyone. Employers have started advertising on job sites themselves in order to cut recruitment costs, but they have also discovered that recruiting high-level skills is not only about advertising a job or searching through available candidates.

Why it is essential to use a specialist recruitment agency and how to engage with them when hiring top IT staff?

Finding top-quality candidates, which then result in top-class appointments, is not that trivial and requires a lot of different skills and means.

When engaging a recruitment agency that can provide these top-class candidates, an employer should look at various aspects. One should look at their candidate pool. Getting past the low hanging fruit requires active and ongoing networking into the industry.

Maintaining relationships with candidates over long periods is crucial. This is only possible with an independent recruitment agency. HR departments cannot maintain relationships with potential candidates to the same extent that an independent recruitment agency with a strong independent brand can.

Furthermore, finding candidates is an art in itself. A decent recruitment agency uses strategies to locate good candidates that go beyond job sites and print advertising and depends more and more on personal references and relationships with people in the industry. Social networking tools are nowadays more and more required to attract top candidates.

Screening should not only filter out fake qualifications, but also ensure a candidate is genuinely interested in a position, and competent enough to do the job. This can be done better by a specialist agency due to the fact that the candidate is interviewed and matched not only for one job, but as part of a relationship-building process.

The offer stage negotiations are crucial; the offer can make or break a deal. Got to this stage, it is a good fit; the candidate likes the employer and visa-versa? Beware; the deal can still break down. The recruitment agency should have the knowledge and skills to bring the parties together to result in a win-win situation for both. It is only easier for an independent person to get into detailed and delicate negotiations.

A specialist recruitment agency should understand the employer’s needs, especially considering its expertise in dealing with many companies in the industry and seeing the big picture. A recruiter should then be able to convey the employer needs properly to the candidate during the screening process. The candidate wants to compare the employer to similar companies in the industry, too.

A face-to-face meeting between employer and recruiter is crucial, as this brings the recruiter into contact with the real world of the employer and issues like culture-fit can best be experienced during such a meeting.

Specialist recruitment agencies work with the big picture and should be able to advise on trends that are applicable to an employer’s unique situation. Trends include salary trends and also shortage trends so as to be able to develop strategies over longer periods.

A specialist recruitment agency should be at home in the employer’s industry. They should understand the industry thoroughly and be able to show a track record of previous experience in working on similar positions. References of previous clients can be obtained to substantiate this.

The employer is an active participant in the process and should be available throughout the recruitment cycle. Often meetings have to be set up very quickly in order to attract a top candidate on time. Changing requirements or parameters on the employer’s side should be communicated instantly to the interested candidate pool to avoid wasting people’s time and effort.

Filed under: Employers, , , ,

Enter your email address to subscribe to this blog and receive notifications of new posts by email.

Join 606 other followers