Isilumko

SCHOOL LEAVERS SHOULD CONSIDER A CAREER AS A SKILLED ARTISAN

Example: https://www.linkedin.com/pulse/school-leavers-should-consider-career-

SCHOOL LEAVERS SHOULD CONSIDER A CAREER AS A SKILLED ARTISAN The protracted global pandemic has shown a need for essential workers in many industries, despite a huge loss of jobs across the board. As school leavers prepare for their final exams, what careers should they be considering? Gillian Smith, Senior Key Account Manager at Isilumko Staffing, specializi

Isilumko Staffing is very proud to be recognised in this News24 article! https://www.news24.com/parent/learn/tertiary-education/10-recruitment-centres-in-south-africa-to-help-you-find-a-great-job-20211027 “

9 recruitment centres in South Africa to help you find a great job | Parent Here is a list of recruitment agencies and job centres that you can contact when in need of employment.

DON’T FALL VICTIM TO FAKE JOB ADS!

With so many thousands of South Africans desperate for work and an income, criminals are taking advantage of unsuspecting job seekers through fake job ads. For more information on how to spot and avoid fake ads, read more here … https://www.iol.co.za/business-report/careers/six-tips-to-avoid-falling-victim-to-fake-job-ads-04993e1c-ba05-4bb2-bad3-cc36b31dab16

Isilumko Staffing has been an industry leader in the staffing and recruitment industry for more than 26 years. To chat to our career experts who can assist with identifying REAL opportunities, call 011 267 2920 (Gauteng) or 021 461 3609 (Western Cape), or visit www.isilumko.co.za”

Home | Isilumko Isilumko delivers talent through scalable staffing solutions by recruiting the highest-calibre, best-suited candidates to ensure extraordinary value for our clients.

YOU’VE RECEIVED THAT JOB OFFER! YES OR NO…?

You may have been applying for new positions to take the next big step in your career, or you may have been left with no choice to enter the job market after a Covid-19 related retrenchment. In either event, it is vitally important that you consider job offers very carefully. This will be your new “home away from home” for the foreseeable future. What are some reasons to turn down a “good” job offer? Robert Hellmann writes for Forbes and tells us more here … https://www.forbes.com/sites/roberthellmann/2021/04/08/3-reasons-to-turn-down-a-good-job-offer/?sh=5f534a5378f1

To chat to our career experts, call 011 267 2920 (Gauteng) or 021 461 3609 (Western Cape), or visit www.isilumko.co.za”

Home | Isilumko Isilumko delivers talent through scalable staffing solutions by recruiting the highest-calibre, best-suited candidates to ensure extraordinary value for our clients.

REACTING TO A CHANGING WORLD - WHO DID IT RIGHT?

There are industries and businesses worldwide that very successfully adapted their strategic and tactical approaches in reaction to the personal, social and commercial changes brought about by Covid-19. Isilumko finds inspiration and ideas from these early adopters for our own business, for our clients’ businesses, and for those looking for fresh starts in their careers. Watch this webinar from the Board of Innovation and see if something sparks for you! https://www.youtube.com/watch?v=04KqVdzCWdc

For more information call 011 267 2920 (Gauteng) or 021 461 3609 (Western Cape), or visit www.isilumko.co.za”

Home | Isilumko Isilumko delivers talent through scalable staffing solutions by recruiting the highest-calibre, best-suited candidates to ensure extraordinary value for our clients.

JOB MARKET CHANGES DURING COVID-19 and LOCKDOWN

There is no doubt that South Africa’s job market suffered enormously as a result of Lockdown. A new report from the National Income Dynamics Coronavirus Rapid Mobile Survey (NIDS-CRAM) contains fascinating information on how and why the market has fluctuated, and also shows that we are heading in the right direction in recovering these losses.

Read more on Business Tech here: https://businesstech.co.za/news/business/468714/south-africa-recovered-2-million-jobs-lost-during-lockdown-but-theres-a-catch/

For more information call 011 267 2920 (Gauteng) or 021 461 3609 (Western Cape), or visit www.isilumko.co.za”

Home | Isilumko Isilumko delivers talent through scalable staffing solutions by recruiting the highest-calibre, best-suited candidates to ensure extraordinary value for our clients.

WHAT CAN CANDIDATES EXPECT FROM A REPUTABLE RECRUITMENT COMPANY?

Isilumko Staffing, a national recruitment company, which offers temporary, flexible and permanent staff, has been extremely busy with recruitment since the beginning of this year. The company wishes to offer candidates advice on the authenticity of recruitment companies.

Virgilene Moodley, General Manager and Ammaarah Syed, a Senior Account Manager at Isilumko Staffing, outline the role of the recruitment company and some of the more frequently asked questions from candidates. Read more...

• The consultants get asked how much they must pay for the company to market their CV? Isilumko Staffing cautions against any such practice. It is not permissible for a recruitment company to charge applicants to market CVs.
• Some candidates haven’t heard of the recruitment company, so they automatically think the job is fraudulent. Candidates have to be advised of steps to take which will verify the company’s authenticity. For example, research the company via the internet, get the name of the consultant and see if they have profiles on LinkedIn etc. Isilumko Staffing’s details are at the end of this article for anyone to verify.
• Candidates query why they can’t apply to the client directly? It is explained to them how a professional recruitment process works. Initially the client tasks Isilumko Staffing with filling certain positions, this is actioned, and then suitable candidates are referred.
• The company is asked why it uses WhatsApp video calls? The explanation is that apps like Skype and MS Teams are not apps that all applicants necessarily have. Moreover, by using this platform it is more convenient and accessible for candidates.

Moodley and Syed say that there are many sound reasons for using a reputable recruitment company, especially in the present tight job market. Well trained consultants will be able to find positions and offer good advice. Trust is earned by years of experience and the provision of a successful service to both candidates and clients.

They added that Isilumko Staffing, for example, is more than just a recruitment/staffing organisation. It’s a multi-disciplined organisation, established in 1995. Since then it has built up a solid reputation as a truly full service organisation, which is able to tailor their service offerings to meet a candidate and client’s specific needs. The company is a Level 1 B-BBEE contributor, 78.21% black owned, with 46.13% black women ownership. Isilumko Staffing’s wide range of services make the difference.

Some of Isilumko Staffing’s many services include:

• An end-to-end recruitment process with full administration functions such as payroll, IR & HR, project management, compliance with statutory requirements including PAYE, UIF, SDL deductions. Unique to their business.
• An extensive national database of highly skilled staff. Offices in all the country’s major cities.
• Studentwise, the only national student recruitment agency, a division of Activate, which provides in-store promotions, product launches, events etc. Isilumko Staffing has exclusive access to this pool of talented graduates.
• Their services allow clients’ flexibility to tailor projects and programmes according to their specific needs/requirements.
• Learnerships & internships. A one-stop service including screening/recruiting, placing, accredited training, project management, payroll, HR & IR functions & hosting.
• A dedicated & highly effective national contact centre recruitment service.
• The recruitment/screening & placing of people with disabilities, with top organisations throughout the country.
• World class technology used to communicate with their clients & potential staff. Proved highly successful during the prolonged lockdown, using Whatsapp, MS Teams, Zoom & other communicational tools.
• Industrial on-site management with incentives and MHE licensing, and critically with PPE equipment management. Strict hygiene protocols in all the company’s offices.

Isilumko Staffing can assist you in many ways during this challenging time. These include: Finding employment, sound career advice, ad hoc staffing needs and outsourcing staffing solutions. Companies can also be assisted with the sensitive issue of staff retrenchments and skills training on emotional wellbeing and other skills-related areas.
The services are too many to mention in this short article, for more details please contact us on: www.isilumko.co.za/staffing or 011 2672929 (Gauteng) or 021 4613609 (Western Cape).

Staffing | Isilumko Our team has extensive experience in once-off as well as large-scale bulk recruitment solutions to fulfil your temporary, contract or permanent placement and shift-work requirements. We offer a full on-site managed solution which include:

Disability Learnership (Cape Town):

12 month Business Admin Level 2 Learnership opportunity based in Cape Town.
Only candidates who have never done a Business Admin Level 2 Learnership to apply!
Must be proficient in conducting administrative duties.

Minimum requirement:

Matric
Computer literate (proficient in MS Outlook. Work and Excel at a beginner level).
Must have Medical proof of disability

Please send your CV to [email protected]

STILL A DEMAND FOR SCARCE SKILLS IN A SHRUNKEN JOB MARKET

The job market has shown a major slowdown due to the prolonged pandemic. While the overall economy remains under intense pressure, there are still areas where there is an increasing demand for certain skills which are in short supply.

Jino Swart, Talent Acquisition Executive at Isilumko Staffing, commented that there are opportunities in certain specialisation areas, where there is a shortage of skilled staff, in particular at the permanent executive and middle-management level. These in-demand skills include software developers, experience in financial & project accounting, cost & management accounting expertise and professionals in the field of business analysis.

Valuable advice is provided by Isilumko Staffing colleagues, who are senior specialist recruitment consultants. Read more...

Countrywide research has shown that there is enormous potential in the job market for anyone who has a solid background and training in finance; in business management; in the ever-expanding IT sector; in architecture, the petroleum industry and engineering.

Swart added that software developers are in high demand within the scare-skilled IT sector with specific reference to Java and C # Developers. With the rapid expansion of technology in this industry, businesses are battling to keep up with staffing needs. Individuals who can develop innovative and user-friendly software are often head-hunted. Taking on skilled staff such as software developers, systems analysts, solution architects, systems designers, project managers, sales consultants, and financial/accounting specialists, has therefore become a priority.

She also said that Retailers are focusing on projects to digitise payment options, which calls for an IT Specialist within the eCommerce space, as well as Integration and Migration specialists. Further in-demand roles are highly qualified SAP Specialists, Domain Architects and Systems Designers to name but a few.

Ammaarah Syed, a Senior Account Manager at Isilumko Staffing, has been recruiting significant numbers of interns for the media and petroleum industries. The company has also seen a growing demand for the recruitment of candidates, including those with disabilities, for learnerships and internships in various industries nationally.

In conclusion, one should take the opportunity to go to a recognised recruitment company such as Isilumko Staffing with their countrywide operation. They have a strong track record of having the requisite client contacts, expertise and processes to assist at all recruitment levels to find suitable employment, and to partner with businesses in finding top talent for their teams.

For more information, please call 011 267 2920 (Gauteng) or 021 461 3609 (Western Cape) or visit www.isilumko.co.za/staffing

What the Staffing industry has learnt about managing working environments during the various levels of Lockdown.

During the various levels of lockdown, the world of business was quick to embrace the concept of remote working from home, due to the coronavirus pandemic, for obvious reasons. At one time, it is estimated that more than 70% of South Africans were working remotely. Residential relocations away from former workplaces also increased. However, this remote working relationship proved to be less than ideal for many employees & for the businesses themselves, as there were limitations to that set-up. Some advice on how to meet the staffing challenges of the new year. Read more…

Steve Katz (Executive) at Isilumko Staffing, explained:

In a previous article we showed what immediate advantages there were to working from home, mostly due to social distancing and strict hygiene protocols. As the current lockdown dictates, a remote staffing operation has become the current norm. Companies such as ours have had to use technology to speed up processes and maintain social distancing on the recruitment and learning side.

Isilumko Staffing offers a wide spectrum of trusted services, with so much more than the traditional temporary, contract and permanent staffing solutions. Our professional consultants offer a one-stop, diverse national service, covering a wide spectrum of businesses and industries.

• For example, using Skype, Microsoft Teams or Whatsapp video calls to conduct interviews and various online platforms, to be used for e-learning/classroom sessions, for skills programmes and learnerships.

• We have adopted a proactive, remote work approach. Our staff across the board have been able to do most of their work duties from home, speak to clients, phone and interview candidates, arrange possible interviews with clients and candidates. Our clients can Skype or use MS Teams or Zoom for interviews. The capturing of fingerprints of candidates challenged us to find a safe, innovative solution, which we implemented.

• With Level 3 still implemented, some of our staff are already back in the office on a rotation basis, observing strict hygiene protocols. As we are not sure when our industry will be able to resume ‘normal’ operations, we will continue to engage with our clients and job seekers using the tools we have mentioned.

When the current threat of the virus spreading improves, hopefully sooner than later, the real upside of working from an office is all about relationships. This also applies to customer relations.

• Interpersonal relations are crucial in any organisation. Person to person dialogue speeds up decision making, where the office environment is so much better. Meetings in particular are more productive on a personal level. Body language can be better observed.

• The company’s work ethic and employee productiveness can be more closely monitored. Team spirit and trust can be fostered. On the flip side, remote working can lead to projects taking longer, answering customer queries becoming more drawn out. Collaboration amongst colleagues is harder. Training of new workers is more difficult, especially in our recruitment field.

• The sustainability of remote working in the medium to long term is in question. Taking a reality check, remote working will never replace the office. That is why companies are exploring ways to combine both working models effectively, which is what Isilumko advocates.

Our advice is to look carefully at your business model before, during the pandemic, and compared to now. What are the advantages and disadvantages to the successful running of your business.? Adjustments can then be made suit the prevailing economic and health risk conditions.

For more information call 011 267 2920 (Gauteng) or 021 461 3609 (Western Cape) or go to:
www.isilumko.co.za

Recruiters are busy people! Here are some tips on how to draft your CV so that it is easily readable.
How do you improve your chances of recruiters considering your CV and getting that call to start the screening process for potential job opportunities?
Recruiters are likely to search for key words which highlight the applicant’s skills, knowledge, competencies, and industry experience.
You need to know how someone looks at your CV.
CV’s are NOT read from left to right, and top to bottom, but rather are looked at with a single glance and with focus at the top centre of your first page. Grab the recruiter’s attention there with your current job title and core job duties which emphasise your skills and abilities. Examples include “Senior Project Manager” or “Senior project Manager with 6 years’ experience implementing Information Technology Solutions”.

Remove “Curriculum vitae” from your CV.
Do not use valuable CV space by including the words “Curriculum Vitae”. Rather abbreviate to “CV”. Make your name and professional title your heading.
Choose an attractive and readable font.
Times New Roman is a font which is used too often by applicants. Make your resume stand out by using fonts such as Verdana and Century Gothic. Font size 10 is recommended.
Be strategic with bold, capitalised and italicised text.
“Name” and “Job Title” should stand out. Be consistent and do not overuse bold, underlined, and italicised characters.
Balance your text and white space.
This makes your CV look aesthetically pleasing. Documents with too much white space or too much information, are not easy on the eye - find the right balance.
Tailor your CV and cover letter to the Job Description.
Give recruiters what they are looking for. List your job experience, skills, competencies, and abilities according to the job spec that you are responding to.
Match your cover letter to your CV.
Your resume and cover letter should complement each other with relevant points.
CV Format.
Personal details - Start your CV by listing your current job title, availability (1-month notice / negotiable), full name and surname, ID Number, designation, race, residential area, location, contact number, and email. List an additional contact number on your resume should you not be contactable and miss a call from a potential recruiter or employer. As a secondary contact number, list a family member or someone reliable whom you trust to pass on a message should you miss the call.
Educational details – List your Tertiary education first, along with its corresponding subjects, and year of completion. Secondly, list your High school, along with its corresponding subjects and year of completion. Thirdly, you can also provide a list of certificates of achievements.
Employment details –
- List your most recent employment first on your CV. This must include the name of the company for which you work/worked, your job title, the dates which you started your employment and ended your employment. Example: “February 2019 – January 2020”.
- List the job duties next, emphasizing your skills, competencies, abilities, and knowledge within your job role.
- Highlight skills which set you apart and that make you stand out from other applicants who may be applying for the same job vacancy.

THE IMPORTANCE OF UP-SKILLING CURRENT EMPLOYEES IN YOUR BUSINESS

The pandemic that has swept the world this year has forced businesses to think differently about how they operate. Jobs losses have become inevitable, however an area often overlooked, is the up-skilling of your current employees.

Steve Katz, an Executive at Isilumko Staffing explains “The talent pool in many companies can provide an excellent source of future growth. By providing adequate training, mentoring, job shadowing, internships and learnerships for your staff, future managers can be found. The incentives for your employees to succeed will foster a new enthusiasm, coupled with increased productivity.
A better understanding of the ethos and core values of a business will engender greater employee loyalty and motivation.

“Job security is particularly important at present for obvious reasons, so an internal programme of skills development will also increase employee retention.“ Read more….
The acquisition of new skills is a crucial element in both employee engagement and retention. When people feel like they’re not learning or adding to their CVs or creating new opportunities in their careers, they start to look elsewhere.
Here are some tips on how to up-skill your employees:
➢ Align training
By focusing on the individual using an engagement survey to determine what staff want to learn and the skills they want to develop. Tailor training to target skills gaps, where most effective, as new managers will benefit most.
➢ Instill a coaching culture
Managers should see themselves first and foremost as coaches. If you have a strong coaching culture within your organisation, a lot of the learning is happening on the job. A coach has the advantage of offering on-the-go guidance and feedback. Leaders should be encouraged to be creative in their capacity to coach people every day. It doesn’t need to be an event.
➢ Set up mentoring
Encourage key talent to seek a mentor to develop their leadership capabilities. Some training organsations favour external mentors over in-house programs. Citing a lot more value to having a mentor outside the business than inside, allowing your employee to meet regularly with their mentor in work time. Just by doing that, their engagement is accelerated and they feel like they’re trusted.
If your organisation offers an internal mentoring programme, it is suggested establishing a pool of mentors and mentees rather than allocating pairs. For mentoring to work, there has to be very sincere trust and respect between both parties.
➢ Break training into bite-sized learning
Full training days can be problematic: they’re difficult to manage for employees who have already demanding workloads and are frequently marked by low retention of information. The delivery of the training can better suit people’s busy lives. Look for solutions that deliver bite-size chunks of information. It might be a series of two-hour workshops. Another easily digestible learning format is micro-learning: three-to-five-minute chunks usually delivered online. Micro-learning integrates into a normal workday and incorporates elements such as gamification, apps, interactive videos or whiteboard animations.
➢ Ensure online learning will be effective
Online learning provides flexibility for people to learn at their own pace. However it needs to be executed properly to be effective. If someone is sitting there scrolling through slides and readings, it’s going to have limited benefit. But if it has activities they have to complete, then it can be incredibly valuable. One strategy is to direct team members to work through an e-learning module before convening the group to have a conversation about what they learnt. A face-to-face component is important in making people more accountable.
➢ Leverage internal talent
Look for internal talent that can help deliver training to develop new capabilities. Get your HR people, if you have them, to help that technical expert put some structure around it and then run some internal training programmes. There may be some cost implications around taking people out of their jobs, but you don’t have to hire a facilitator and buy a training programme.
➢ Don’t forget to debrief
Create a post-training action plan to get the most out of the learning experience. One should offer participants 30-minute one-on-one sessions to debrief after each workshop. It’s a time to reflect on what they learned and what they need more support on.
For more information please call 011 267 2920 (Gauteng) or 021 461 3609 (W Cape) or visit
www.isilumko.co.za

SCHOOL LEAVERS SHOULD CONSIDER A CAREER AS A SKILLED ARTISAN

The protracted global pandemic has shown a need for essential workers in many industries, despite a huge loss of jobs across the board. As school leavers have begun their final matric exams, what careers should they be considering?

Steve Katz, the Executive who runs the Isilumko Staffing Cape Town operation says, ”As the academic year comes to an end, the spotlight has been firmly placed on career choices for school leavers, as well as for people who wish to make a career change.
“Essential services that continued during the various levels of lockdown provided jobs at grocery stores and logistics, as well as in customer service, warehousing, packaging, accounting and healthcare, which are still in demand. Countrywide research has shown that there is enormous potential in the job market for anyone who has a solid background and training in finance; in business management; in the ever expanding IT sector; and in architecture and engineering.” Read more...
The initial focus as result of COVID-19 was to ramp up the health care sector. Essential positions at clinics and hospitals across the country, apart from medical practitioners, urgently needed nursing staff, laboratory technicians and technologists, medical sonographers, administrative and support staff, security, as well as specialist cleaning services. The need for these jobs for both genders will continue to be required well into the future.
However, added Katz, skilled trades such as plumbing, electricians, carpenters, welders etc, and other kinds of trade employees, are also part of essential services, especially as the lockdown levels decreased. Unfortunately choosing these trades as a career path, has been in the decline in South Africa,
• Because of the paradigm shift in the way society has changed, the job market has also had to adapt to a new norms. For example, when deciding on a career path what should a school leaver or career-change seeker go for?

• Getting a university degree is not the answer for many students. For a start, the entrance requirements are becoming more difficult due to limited capacity, especially for the more popular, less intensive degree courses.

• In the short term, many of the job losses will not be easily filled, however those with the most demand will continue to open opportunities. Therefore, people who are in the skilled trade will also find job security in the field, as there will always be practical, tangible problems that can only be solved by certified skilled workers such as those mentioned above.

“In our opinion, Technikons and tertiary institutions that provide learning for trades will increase in popularity to meet a growing demand for skills in these areas. Apprenticeships and internships will also have to expand to fill a gap created over time,” says Katz.

Katz concludes,” The world as we know it has changed irrevocably. The choice of a sustainable career for job seekers has also changed. University fees have steadily increased and there is no certainty that the government will be able to subsidise all students in the future. Our advice is therefore to look at alternative careers in the trades, as mentioned. Our professional consultants are only too happy to take enquiries as how best to go about looking for the best career paths.”

For more information please call 011 267 2920 (Gauteng) or 021 461 3609 (W Cape) or visit www.isilumko.co.za

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“THE NERA GROUP PROVIDES VITAL PPE & CLEANING SERVICES

In the present tight economic environment some businesses stand apart. The Nera Group has a professional and highly qualified team to render important services. These include Nera Workwear, for essential Personal Protective Equipment (PPEs), PPE rental, Specialized Workwear, Clothing Process Management, & Corporate Workwear. Furthermore, Nera Cleaning offers services for warehouses, industrial & commercial businesses, with a choice of either a total or partial outsourced solution. Importantly the group is a Level 1 B-BBEE contributor, 78.21% black owned, with 46.13% black women ownership & with a procurement recognition of 135%. Read more...”

“KEEPING UP WITH GLOBAL BEST PRACTICE STAFFING TRENDS

Global economic & labour practices have driven trends such as Functional Outsourcing (FO), Managed Service Provider (MSP) & Recruitment Process Outsourcing (RPO) & other solutions to being adopted in South Africa. Today companies have a greater need than ever before for increased visibility & flexibility. EdgeO fulfils this important gap in the market. Read more....”

ISILUMKO STAFFING OFFERS A WIDE SPECTRUM OF TRUSTED SERVICES

Isilumko Staffing offers so much more than the traditional temporary, contract & permanent staffing solutions. Our professional consultants offer a one-stop, diverse national service, covering a wide spectrum of businesses & industries. Read more.....

THE IMPORTANCE OF REFOCUSING ON B-BBEE SCORECARD LEVELS FOR BUSINESSES

During the period of the lockdown some businesses may have overlooked the importance of following the B-BBEE scorecard imperatives. Although there is voluntary compliance with the Codes, it leaves businesses at a huge disadvantage if they are not compliant. If operating under the B-BBEE banner and not fully compliant, a business may be downgraded or even prosecuted when their next rating is completed.

The Codes place a greater emphasis on the compliance of suppliers. Dealing with a supplier such as Isilumko Staffing has advantages as is set out below.

Steve Katz (Executive) at Isilumko Staffing has this advice for businesses regarding choosing a compliant supplier in the recruitment industry.

A reminder about the objectives of the B-BBEE Codes: Drive the growth of small and medium black owned enterprises; Encourage Job Creation; Drive local manufacturing and processing; Accelerate the representation of black women, rural communities and youth in business activities.

With that in mind, Isilumko Staffing is a Level 1 B-BBEE contributor, 78.21% black owned, with 46.13% black women ownership and procurement recognition of 135%.

Engaging with a company that not only has the highest possible B-BBEE credentials, but also has a solid track record for providing the best staffing services has enormous benefits. We have, for example, been for many years working closely with some of the country’s leading companies in various industries nationally, providing suitable candidates for learnership and internship programmes and bursaries, including the important sector of people with disabilities.

• The companies that we are dealing with often introduce learnerships and internships in order to fulfil their operational staffing needs. They also offer valuable life skills.
• They also recognize that these programmes offer a multi-purpose approach of talent identification, government wage bill subsidisation, tax relief benefits, B-BBEE scorecard benefits and labour legislation flexibility.
• Companies have also accepted the responsibility to create opportunities for young aspiring individuals to develop their skills and talents.
• Suppliers whose scorecards points account for less than a level 4 scorecard will only permit its clients to claim less than the actual amount spent.
• It will be useful to find out what contribution level and qualification your suppliers have achieved, as points are awarded based on a percentage of the expenditure spent with them, depending on these criteria.
• Note that as project managers, Isilumko Staffing keeps in regular contact with the learners on-site throughout the course to ensure that they are motivated and performing.
• Our expertise includes finding positions in the areas of financial services, contact centres, retail, industrial including manufacturing, customer service and administration.

Finally, each of the scorecard levels is awarded a percentage out of 100. The ranking of the business depends on the percentages scored in each category, as to where they will be on the scale from Level 1 to 8. The higher the Level, the more B-BBEE compliant the business will be. It is important to note that Generic Scorecard Vendors are subject to an audit to determine the allocation of points per category. Any enterprise that fails to meet the 40% subminimum set for each of the priority elements will drop down one contributor status level.

For more information call 011 267 2920 (Gauteng) or 021 461 3609 (W Cape) or go to: www.isilumko.com/staffing

www.isilumko.com