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Successful Recruitment & Selection

The decision: “to appoint, or not to appoint”

After being involved in talent management for decades, it still surprises me that employers often appoint employees based on an applicant’s CV and impressions formed during a short (often inadequate) interview. The long-term financial implication and associated risks (salary and inadequate performance) can run up to millions over the employee’s tenure with an organisation.

The final decision to employ someone should be the outcome of a properly structured process, which includes the following aspects:

  • Review of the job description of the vacant position which clearly defines the outcomes required of this role as well as the vital competencies needed to be successful in this job.
  • Structured interview with specific questions designed to reveal the extent to which a candidate complies with the critical requirements of the position. A skilled interviewer will be able to manage the process and not to allow the candidate to disrupt the interview process with irrelevant and impressive stories that could influence the interviewer’s perception of the applicant.
  • Since impressions formed during interviews can be very subjective, it is of paramount importance to do proper follow-ups with more than one reference. The objective is to verify if the information provided by the applicant and impressions formed during the interview are congruent. We recommend a follow-up interview in a more informal scenario to test any uncertainties. It also serves as an opportunity to provide the applicant with more information regarding the organisation and the position available.
  • Unfortunately, there are some applicants who may choose not to declare important / unfavourable information about themselves. We strongly recommend that formal background checks (if applicable for a particular role) should be done to verify qualifications, credit status, criminal records and social media profiles.
  • Psychometric testing is a third avenue to obtain additional information regarding the individual’s personality and competencies. Keep in mind that only valid and reliable tests are permissible. Psychometric testing must be administered under supervision of a registered Psychologist / Psychometrist. While psychometric testing is a useful resource to use to assist in assessing an applicant’s competencies and personality, the outcome of such tests should not be viewed in isolation or used as the sole basis for making an employment decision.

Joubert & Associates has more than 30 years of experience in facilitating successful recruitment & selection processes. We have seen employees progress from junior positions to Senior Management positions and have been actively involved in facilitating career development and progression from the outset. Contact us to find out more about our services in this regard.

What are the chances of newly hired employees being successful?

Employment success is determined by a combination of the attributes of the individual as well the environment in which he/she is placed.

An employee’s performance in a particular role correlates directly with his/her ability (knowledge, skills and attitude). Aptitude and motivation are additional critical requirements. The purpose of a thorough selection proses is to study/investigate these attributes with different methodologies, such as professional interview techniques, reference and background checks as well as practical and psychometric testing. If applied correctly, these methods can significantly increase the chances of appointing the right person.

A constructive organisational culture and positive climate are prerequisites that represent the proverbial “other side of the coin”. Factors such as the organisation’s values, management style and team dynamics are of great importance to create an environment in which the individual can realise their full potential.

The Labour Relations Act 66 of 1995 (Schedule 8) provides for newly hired employees to be appointed on probation. Although employees are appointed permanently (probation is thus not a temporary appointment), it provides an opportunity for the employer to evaluate the employee’s ability to perform the tasks for which they were appointed. Should the employer, during the course of the probation period, not be satisfied that the employee can perform his/her duties, it is within the employer’s rights to demand compliances with the terms of the contract of employment. If the employee’s performance is still unsatisfactory after evaluation, feedback, appropriate guidance and a reasonable chance to correct performance, the employer can either choose to extend the probation period or terminate the contract.

The HR Department or external service provider cannot guarantee that a person will be 100% successful in a particular role. The HR Manager and recruitment consultants can however increase the chances of a successful appointment far above a mere 50% “flip of the coin approach”.

Success of an employee depends on many inter-related factors and processes. Knowing how to leverage this and maximise the success of an employee in different climates and cultures, is a skill that Joubert & Associates’ consultants have honed over decades. Contact Joubert & Associates for expert Recruitment & Selection services.


Chartered HR Practitioner


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