Developers - Get IT while they are fresh.

Right now it seems the whole world is fighting for skilled and experienced developers, they are like gold. If you are one of the employers struggling, here are some ideas for building your team.

  1. Get them while they are fresh – hire the graduates. For every senior developer you employ, you should employ at least an additional two juniors. These may be straight out of their studies. They often have great skills, no experience but they will be happy to work at a fraction of what you are paying the senior.

    Read more: Developers - Get IT while they are fresh.

Why use SA Talent

Are you struggling to find scarce skills in your country?  We have the solution for you.

earth-in-handsHire a South African.  You probably know that South Africans are prone to painting their faces in the South African flag at sporting events, eating dried salted meat and saying funny things like Howzit - but what you might not know is that many South Africans are extremely talented and looking for international opportunities.  

South Africa is a cosmopolitan country, filled with individuals from many diverse walks of life.  Most South Africans speak at least two languages with English being mandatory at schools.  Furthermore, many South Africans even have an EU or other passport - so visas are often not a problem.  

South Africa is full of IT Personnel (Developers / Support), Engineers (Civil / Mechanical / etc), Professionals (Doctors / Nurses / Caregivers etc), all longing for an opportunity to work abroad.

Let us be your office in South Africa.  

1) We will consult with you to find out exactly what you are looking for.   We recruit on both skills and personality.
2) We then use our extensive database and network of contacts to find your ideal candidate.  We have been doing this for 30 years.
3) We will interview these candidates face-to-face and screen them according to your set criteria.  
4) We will set up video interviews with you (the client) so that you can meet the shortlist.
5) We will assist with the further screening, negotiating, visas (if necessary) and on-boarding of the candidate and make sure that they are en-route to you in the shortest possible time (sometimes quicker than a candidate in your own country could give notice and start).  
6) We will keep in contact with the candidate and make sure they are adding value to your organisation and are settled as soon as possible.

Want to know more
Just give Lloyd a call on +27 21 5511337 or drop him an email on  This e-mail address is being protected from spambots. You need JavaScript enabled to view it.

I look forward to your call.


Recruiting IT Developers

Are you battling to recruit IT developers?  These chaps are difficult to find, and even more difficult to appoint.  Do you want to know why?

The reason is that they are getting calls, often a few calls each week from people trying to recruit them.  So they have the luxury of being extremely picky on the jobs they apply for.

The mistake most companies are making is that they are asking these candidates to spend hours doing tests and assessments before the candidate even knows if he or she wants the job.   These candidates don’t mind doing these assessments – actually often times they enjoy it,  but they are not prepared to spend 3 hours working on a project for free, especially for someone they don’t even know.

So what can you do? 

Read more: Recruiting IT Developers

Fixed Term Contract vs Probation

For many years, companies have used a Fixed Term Contract as a way of “trying out” a potential new employee before appointing them in a permanent job.   Although this may seem like a good idea, it is actually quite dangerous. 

Firstly, the labour courts and the CCMA are very aware of this practice, and don’t look kindly on it.  Section 186(1)(b) of the Labour Relations Act 66 of 1995 (LRA) protects the rights of the temporary employee, if he/she can prove that any actions on the part of the employee lead them to believe that the contract would be extended.   So if a manager were just to mention that the job could be permanent and then doesn’t offer full time employment, the courts would look at the termination as a dismissal, irrespective of what the contract says.

Read more: Fixed Term Contract vs Probation

6 Ideas for Staffing in a Scarce Skills Market.

In spite of the fact that South Africa’s unemployment rate is expected to average at around 25% in 2012* and the fact that many companies downsized during the last few years due to the global recession, finding top talent especially in areas of scarce skills is more difficult than ever.  The reason is two fold.  Firstly, traditional methods of advertising a vacancy (whether in the media or online) often attract an avalanche of desperately seeking candidates and filtering these is a long and tedious process.  Secondly, the top candidates have their heads down and are so buried in what they are doing that they don’t have time to look at other opportunities.

Read more: 6 Ideas for Staffing in a Scarce Skills Market.

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