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Professional Services

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Success Stories

Celebron has been selected for the 2013 United States Excellence Award amongst all its peers and competitors by the US Trade & Commerce Institute (USTCI).

The Ideal Outsourcing Destination - A Success Story Celebron evaluates to choose the ideal outsourcing destination.

Celebron to implement a strategy to improve employee productivity.

Technocentra selects Celebron for defining and implementing investor readiness strategy.

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Policies & Practices

The purpose of this policy is to direct and discipline recruitment and employment practices to ensure that the objectives of the Company are attained - especially those objectives which are related to structural and operational efficiency within the business, the demographic composition of the workforce and to provide guidance on the recruitment of staff so as to comply with the provisions of the Labour Relations Act 66 of 1995 and the requirements of the Employment Equity Act of 1998.

Our Policy

Our policy defines the objectives to be met in the implementation of Recruitment and Selection which are aimed at attracting competent individuals to fill a position with the most suitable applicant. Candidates are selected for appointment according to their ability, qualifications and competencies required to fulfil the job requirements, without having regard to discrimination factors, such as race and gender.

Internal candidates are given prior consideration for job appointments and only where it is considered that a suitable internal candidate is not available will an external candidate be appointed.

The Company considers itself an Equal Opportunity Employer and thus aims to eliminate all forms of unfair discrimination in the recruitment and selection of staff.

Recruitment Procedure

  • Identification of the Vacancy:
  • Managers are responsible for establishing a business need for recruitment and for justifying the need to fill the vacancy or the need to create a new position. A Recruitment Requisition Form needs to be completed for Director’s approval before the recruitment process can be initiated by Human Resources. It is necessary to ensure that a vacancy does exist. Although there may be a resignation, it may not always be necessary to replace the resigned employee as the function may be absorbed by other employees.If the position is a new position, it is important to ensure that the budget exists for the appointment of a new employee.

    Ensure that you have done a correct analysis of the demographic data of your department and that you have clearly specified these requirements on the Employee requisition form.

  • Completion of Employee Requisition:
  • The information supplied on this form will be vital in drawing up the internal and, if necessary, external advertisement. Incorrect or insufficient information could therefore compromise the ability to source the appropriate candidates.

  • Authorization of Recruitment Requisitions:
  • The Line Manager together with Human Resources must identify a salary range and job grade for the position. The Line Manager must then have the requisition approved by the Managing Director before returning the approved Employee Requisition to Human Resources.

  • CV Selection:
  • All CVs will be collated and screened by Human Resources before being forwarded to the respective Line Manager for CV selection. It is important to note that when conducting the CV selection process that we ensure consistency and that Human Resources can only set up interviews once a CV selection list is received from the Line Manager.

  • Interviews:
  • Once all the CVs have been screened and a short list of candidates has been identified, Human Resources will then set up the interviews in conjunction with the Line Managers. It is also important to note that the questions asked must be centered around the competency requirements of the job. Human Resources can assist in drawing up Interview Guides specific to competency assessments should you require this service.It is also important to note that all internal candidates are interviewed first before any consideration is given to external candidates.

    It is recommended that in view of Equity and Fairness that interviews are conducted by a panel of two or three interviewers. This could be the direct line manager to whom the person would be reporting to, a subject matter expert and an HR representative. This ensures that the process is objective and that the decision to appoint or not to appoint is supported by the Panel.

  • Selection Stage:
  • Once all the candidates have been interviewed, a final selection would need to be made based on the candidate who meets the requirements of the job. It is at this point that psychometric tests could be conducted on the top three candidates who are potential appointees. It is also important to note that the psychometric tests should not be used as a decision making tool but rather to assist the process. In making the final decision, one would need to consider the results of the psychometric tests in relation to the requirements of the job as well as the candidate’s performance during the interview and outcomes of reference checks conducted.

  • Offer of Employment:
  • Once Human Resources and the Line Manager are satisfied with the references, ITC check and psychometric reports of the suitable candidate, an offer of employment must be discussed and on agreement of the offer, Human Resources will prepare an offer of employment which must be signed by the Managing Director.

    Once the candidate has accepted the offer, a formal contract of employment must be prepared and the relevant documentation must be completed and signed.

  • Employment of Relatives:
  • It is company policy not to employ relatives of management in the same unit where such employment could place the employee in a potentially compromising situations and/or where there may a concern about conflict of interest. The purpose of this policy is to avoid problems of morale, discipline, security and other potential conflicts of interest.