This will be done by asking a series of structured questions and this is either telephonically or face to face. Questions such as, the candidate’s technical background, reasons for leaving, notice period, current remuneration and expected etc. Then we will conduct a job analysis for all new positions created by DST. As with a newly created position, a Job Analysis is recommended in order to tailor the position to what is currently required and to ensure proper classification.
An advert is established using our company format and it is advertised on various specific job boards. The past four years we have been working with the top brands and the best service providers like PNet, Indeed, CareerJunction, Executive Placements, Locanto, Jobmail, best jobs, careers24 etc.
We will use our internal recruitment system (a cloud based CRM system designed for the company to secure positions quickly and effectively) to qualify active candidates, then we will utilise our referral and headhunting skill’s to attract passive candidates.
In order for us to select the best suited candidates for the role, we will match the expertise of the candidate to the job description/specification and instead of short-listing 10 or 15 candidates per role we will specifically shortlist only three best qualified candidates for each role and these are the CV’s that will be presented to DST. The interview is the single most important step in the selection process. Firstly, we will conduct a preliminary telephonic interview and the shortlisted candidates are invited for a face to face interview at our offices based in Centurion. The face to face interview is an opportunity for us to learn more about the candidate and if he or she will be the right fit for the role.