KEY RECRUITMENT
Recruitment Agencies in Cape Town

This is our traditional recruitment service, offering excellent value for the employer with payment for the service only due once a formal appointment has been made and the successful candidate commences employment. A recruitment and placement administration service providing the full scope of our professional services but at substantially reduced rates. The service includes developing advertising content, facilitating publication in selected media, screening response and short-listing for client interview. Our Temporary Employment and Contract staffing services provide clients with the freedom to bring in additional or specialist skills as and when they are needed. TES contracts are ideal for client’s who want a clean cut solution to their temporary staffing needs, preferring to leave matters of employee relations and payroll in our care. TES contracts are individually managed and rates quoted are affected by the availability of the skills required, the number of people required and the expected duration of contracts. In the administration of TES contracts Key Recruitment observes all requirements associated with the provisions of the Basic Conditions of Employment Act. This is a recurring fee for contracts that are extended. The provisions of our standard guarantee apply fully to all CSS placements except that for contract periods of less than 12 months the guarantee period is reduced on a pro rata basis. The job proved to be more difficult than was expected (i.e. The job proved to have a lot less challenge than expected, which brought into question one’s own judgement skills. Inability to adapt to the new work environment from an interpersonal perspective and consequently adopting a flight response rather than a fight response. This challenge could be related to either their boss or their colleagues. Between 3 to 5 years was when employers were at the highest risk of losing their employees to other jobs and were advised that a talent retention strategy should be considered and implemented for all their employees who were considered to be valuable talent. These strategies would include the further development of the employee’s skills, widening their area of responsibility, promotion to a new level etc. On the other hand people who remained in their roles beyond 5 years were often engaged to assess whether this level of stability was not indicative of a lack of personal ambition. They feel appreciated and the importance of their role is frequently communicated to them. The personal sense of success by being in command of their role is sufficiently fulfilling.: Career, duration of employment, Job History, room to grow, stagnation, Time at job.