A guide to Recruitment Agencies in South Africa

The use of a recruitment agency to assist in finding the right staff to employ is very well developed in South Africa, and is an industry worth millions of Rand annually. As many as 3000 agencies exist and like any diverse industry, they come in all shapes and sizes. Many of them are registered with the governing body APSO, but there is a sizeable portion that are not, and who don’t necessarily abide by the same sort of high ethical principles that APSO has formulated. We closely abide by the principles contained within the APSO Code of Ethical & Professional Practice. LA Intronet has been a respected member of APSO for many years.

One of the main attractions of using an Agency is that they normally operate on a “no win – no fee” basis. This is highly attractive for employers, as it represents a “no risk” method of recruitment. However to get the very best out of an Agency you need to recognise that because they work on a contingency basis, they cannot afford to service clients who do not show commitment or who are slow in making decisions. If they did they would not be in business for long.

Indeed it is recognised that for every 100 job specs that an Agency works on only 15 will result in any sort of fee being charged. That means a huge amount of time wasted which has to be accounted for somewhere and is the underlying reason for perceived “high” recruitment fees.

Often it is better to select a few Agencies who are really willing to go the extra mile and to partner with them rather than to send out job vacancies to as many Agencies you can think of. LA Intronet will negotiate better rates with clients that they can really partner with and with clients who will respond quickly to communication and work with us to their best advantage .Quality of candidates always has been and always will be the cornerstone of our business.

As well as assistance in recruiting permanent members of staff, LA Intronet also provide staff on a “Temp” basis, where an employer can employ a candidate “through” us, whereby we pay the candidate every week and you pay us a service fee which covers our costs of doing so. This means a client does not have the hassle of taking on an employee directly. This practice is known in the industry as Temporary Employment Services (TES). Much has been said about TES becoming illegal under the new Labour Legislation but this is not the case. Although there will be greater regulation on companies providing TES, and clients who use TES, flexible labour will always be an option. Clients should just ensure that they choose to work with a compliant TES company to mitigate their risk.Although this can be a relatively expensive way of employing long term candidates, it provides a high degree of flexibility to cover short term demands.

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