Employer FAQ's
We help you find the best flexible and permanent talent solution - in-office or remote.
FAQ's - Employer
RecruitMyMom is a generalist talent company that offers employers various flexible and cost-optimised hiring solutions. We understand businesses go through different start-up, growth and maturation stages that require specific flexible talent solutions.
In light of the needs of our clients and talent base of professional skilled mothers, we offer the following in-office and remote recruitment and staffing solutions:
- Permanent talent recruitment. Full-time and part-time.
- Fixed duration contract recruitment such as maternity or long-term sick leave cover.
- Fractional executive hires for immediate, cost-effective, experienced hiring. This includes CFO, CMO, CHRO, COO, CEO
- Independent contractors and freelancers.
- Remote staffing
- Virtual Assistants.
Other services include
- Verification checks, including credit, criminal, qualification and other
- Online skills testing and psychometric tests.
- Employer of Record for clients wanting to employ talent in South Africa without a registered entity permanently.
With over 200 various skills, we ensure our clients hire the best skills in a legally compliant manner. We are a trusted advisor that is compliant to South African labour law.
RecruitMyMom does not assist with commission-only jobs, as the type of job-seekers that RecruitMyMom attracts do not apply for these jobs.
If, however, you offer a basic salary and contribute towards telephone/other costs, then we might be able to assist you.
It is free to post a job on RecruitMyMom.
You pay only when you succeed - we are a full-service talent agency specialising in female talent.
How do I post a job?
Employers post a job on the site for free via the job posting page.
We'll contact you to discuss your needs and understand you better. We use real human interaction to do this.
We work on various types of recruitment, including permanent, contract, independent contracting, remote workers, fractional C-Suite hires and virtual assistants.
The job is published and made visible on the job-seeker jobs page.
It is marketed to our growing talent base via social networks and other online search tools.
Our team of professional recruitment managers source, interview, and conduct background checks. A dedicated account manager will then present only the top candidates to you.
You'll only need to conduct a final interview.
Employers without a registered entity in South Africa can employ permanent and full-time talent in South Africa via RecruitMyMom's Employer of Record Service.
Alternatively, you can hire Independent Contracting talent for projects without needing an EOR.
At RecruitMyMom, we offer Employer of Record (EOR) services for South African remote-based employees, streamlining the hiring process by acting as the legal employer on your behalf. Our Employer of Record (EOR) services handle all aspects of employment administration, including payroll, tax compliance, contracts, and employee benefits, while you maintain full control over the employee's day-to-day activities and responsibilities. This arrangement allows you to expand your team quickly and compliantly without establishing a legal entity in South Africa. Our EOR service ensures that your employees are managed within the legal labour framework, reducing your administrative burden and allowing you to focus on growing your business.
Please feel free to contact us for further details.
Knowing when and if you can request a credit check on a potential new hire is vital.
The National Credit Act, 2005 (Act No.34 of 2005) under regulation 19(12) states that an employer can only request a credit check on a job-seeker if:
The requestor certifies that all requests for consumer credit records relate to a position requiring honesty in handling cash or finances.
- The employer who is requesting the credit check of a job seeker must provide certification that the job requires honesty in handling cash or finances.
- The job description needs to be in place to indicate that honesty is required in the handling of cash or finances.
If you require credit, qualification, criminal or other checks done for future potential employees, RecruitMyMom offers this service, even for candidates not placed by us.
RecruitMyMom is the best place to hire a Virtual Assistant.
Hiring a Virtual Assistant through RecruitMyMom is easy. We have a large talent base of vetted VAs who work remotely.
Why employ a RecruitMyMom Virtual Assistant?
Firstly, our talent base is moms! Moms are reliable, trustworthy, focused, highly efficient and emotionally intelligent. They also value the opportunity to work from home.
Based in South Africa, our VAs are cost-efficient, speak English fluently with a neutral accent, are culturally relevant to many Western cultures, have a great sense of humour, are hard-working, and can problem-solve. Being an educated talent base - our VAs will add value, not just be task-driven.
Did we mention that we are in a business-friendly time zone (GMT +2)?
We have multiple language Virtual Assistants, including English, French, German, Spanish and Portuguese.
And we have multiple skills to choose from. Learn more.
Please read our article on the difference between an admin Virtual Assistant and an Executive Virtual Assistant.
A permanent placement fee is charged when the contractual relationship moves from being a contractor or independent contractor to being a permanent employee.
Understanding Resignation rights under the South African Basic Conditions of Employment Act (BCEA):
In South Africa, resignation is a unilateral act by the employee that terminates the employment relationship. When employees submit their resignation, they end the employment arrangement on their own accord. This act does not require the employer's agreement or consent.
According to the BCEA, resignation involves two main components:
- The Unilateral Act: The employee’s decision to resign is a unilateral act, meaning it is carried out solely by the employee without needing the employer's approval.
- Notice Period: The employee is required to provide a notice period, which varies depending on their length of service. This notice period typically ranges from one to four weeks depending on the contractual agreement.
If an employee fails to provide the required notice, it constitutes a breach of contract. The employer can either enforce the notice period or accept the breach. If the notice is waived, the employer must compensate the employee for the notice period unless otherwise agreed. Failure to work out the notice period may result in "no work, no pay," and employers can seek damages for any financial loss caused by the breach.
Key Considerations for Employers:
- Written Confirmation: Confirm receipt and acceptance of the resignation in writing. Include details about the notice period, any leave arrangements, and the final working day.
- Termination of Contract: The employment contract ends either at the conclusion of the notice period or upon waiving the notice, as applicable.
- Certificate of Service: Provide a certificate of service when the employee leaves, as mandated by the BCEA.
- Handling Notice Period: Employees should ideally fulfill their notice period unless an agreement is made to waive it. Failure to comply may result in non-payment for the notice period and potential claims for damages.
- Leave During Notice: Employees cannot generally take leave during the notice period unless expressly agreed upon. Notice cannot overlap with leave periods.
- Termination Pay: Ensure accurate calculation and payment of termination benefits, considering the employee's full remuneration package.
- Confidentiality and Return of Property: Verify that all company property and confidential information are returned. Review any confidentiality agreements or restraint clauses.
Read more about what the labour law says about resignation periods.
Probation clauses can be misunderstood. Some employers like to use fixed-term contracts as a form of probation clause. Here is what you should consider.
The fixed duration 3 month contract option.
A fixed-term contract is fixed in duration. If you hire an employee for a fixed period, then legally, the length of the contract is binding until the contract's termination date (3 months in this case). Suppose an employee is employed for three months. In that case, the employer cannot terminate the employee's services before the three-month period is complete without a valid termination clause. The implication is that an employer can end up with an employee not performing well despite training and feedback. In this case, the employer must complete the employment contract until its termination date.
A Fixed-term contract can be extended beyond three months for justifiable reasons, as is laid out in the Labour Relations Act.
Something many employers need to consider when putting employees on a 3-month contract is that you do not always attract the best talent for contract roles. Many people seek job security, and permanent roles are more attractive than contractual jobs.
The permanent contract with a probation clause option.
The length of a probation clause in a permanent contract can vary. Three months is a standard time in many industries in South Africa. A probation clause allows the employer to assess and terminate an employee's services if they are not performing before the probation period. However, the clause does not allow an employer to illegally terminate an employee's services. The employer must provide the employee with clear KPIs, measures, training, feedback, and an opportunity to rectify the problem before termination.
Working through a disciplinary process is simple when the employer has a well-written employment contract and documented guidelines for what is expected from the employee and how this will be measured.
Read this blog: How to correctly dismiss an employee during the probation period.
RecruitMyMom prides itself on offering exceptional personalised service to clients and job-seekers alike. Because we believe that no-one-size-fits, we provide various employment services:
- Permanent hires
- Fixed-term hires, including maternity and long-term sick leave cover
- Independent contractors, including freelancers and skilled knowledge workers
- Virtual Assistants, including Executive, marketing, admin and financial assistants
- Fractional C-Suite hiring. Cost-effective executive hiring, including CHRO, CMO, CFO, CEO, and COO.
We offer the following services in addition to recruitment:
- Employer of Record (EOR) services for employers wanting to hire permanent talent in South Africa and remain legally compliant.
- Payroll services
- Credit, criminal, qualification and ID verification checks.
- Online skills testing.
- Psychometrics, including DISC
- Experienced and inexperienced graduate and learnership hiring through our sister company, RecruitAGraduate.
RecruitMyMom is not a job board. We are an award-winning full-service employment agency in South Africa providing exceptional human-managed service.
Our trained recruiters source and present top-calibre candidates to employers for all your talent needs.
In addition to assisting with permanent hires, we offer a wide range of flexible hiring solutions designed to reduce both the cognitive and execution demands of busy leaders. Our recruiting services include full-time and part-time professionals, independent contractors, consultant hires, talent for reduced workweek roles, virtual assistants, remote workers and C-Suite fractional hires.
We believe there is no one-size-fits-all solution. Working with employers, we problem-solve together to ensure the best hiring solution.
Our remote skills offer varying seniority up to the C-Suite level.
We fill in-office jobs in all major centres in South Africa, including the Western Cape, Gauteng, KZN, Eastern Cape, Limpopo and Mpumalanga.
Fees & Service Level details explained.
RecruitMyMom prides itself on offering our clients several flexible, cost-optimised hiring solutions. From start-up to scale-up and beyond, hiring and skill-set requirements change. We consult with our clients to find the best talent solution.
With a talent base of 200 000+ and over 200 skill sets we are able to offer the following hiring solutions:
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