Employment Consultant

The purpose of this qualification is to capacitate a qualifying learner to function as an Employment Consultant. An Employment Consultant, applies ethical, legally compliant, and professional recruitment, placement, and onboarding services, to clients in different industries by identifying and matching appropriately qualified and suitable candidates to fill different kinds of employment and work vacancies to meet organisational needs and workforce plans. Upon the successful completion of the qualification a learner will be able to: • Apply legislative requirements, ethical business principles, and essential recruitment processes and practices, within the people acquisition function of different sectors and industries. • Develop relationships with internal and external clients and potential candidates and apply appropriate digital technology to build databases of candidates and work opportunities, in order to provide a professional recruitment, placement, and onboarding service. • Identify, analyse, and specify work opportunities for the purposes of the recruitment, selection, placement, and onboarding of employment prospects. • Source, recruit, and facilitate the selection of candidates to match specified work criteria and organisational expectations. • Build a brand reputation and develop a target market to effectively contract with clients and candidates for the delivery of employment services. Learners gain a comprehensive understanding of legislative requirements, ethical business principles, and recruitment practices, within the people acquisition function, contributing to their overall knowledge base (Ethics, Legislation, and Governance module). Learners will also develop analytical skills and participative problem-solving abilities. To effectively execute the tasks outlined in the role of an Employment Consultant, the graduate must demonstrate competency in the following key attributes/behavioural competencies: • Ethical Integrity and Professionalism. • Interpersonal and Relationship Building ability. • Analytical Thinking and Problem-Solving ability. • Strategic Marketing and Brand Management capabilities.

South Africa has been grappling with persistently high unemployment and underemployment rates. The COVID-19 pandemic exacerbated these issues, leading to job losses across various sectors. While specific current rates may vary, historically, South Africa has had unemployment rates above 20%, with youth unemployment being particularly high, often exceeding 50%. These high rates of unemployment and underemployment pose significant challenges to both industry and government organisations. On the one hand there is an oversupply of underkilled candidates and on the other hand there is a shortage of specialised and professionally qualified candidates. This dynamic makes it very difficult for employers to implement organisational growth strategies. The fast-moving technological innovations and disruptions as well as the complex legislative requirements related to social justice and environmental protection are aggravating this situation. Therefore, there is a need to invest in creating a dedicated and well capacitated cadre of practitioners able to focus on navigating the stated complexities, thereby facilitating the effective and timeous union of candidates with work opportunities in an appropriate, ethical, and cost-effective manner. The Human Resource Management and Employment sector identified the need for appropriate qualifications in this area. Since 2012, under the auspices of the Services Sector Education and Training Authority, they have worked on the creation and implementation of qualifications to meet this critical need. The specific benefits that the Human Resource Management sector, and the South African economy and society will gain from utilising a properly constructed and approved National Occupational Certificate for Employment Consultants is summarised as: With trained Employment Consultants, HR professionals are able to expedite the recruitment process by outsourcing tasks such as candidate screening and interviewing, allowing HR managers to focus on strategic aspects of talent acquisition and retention. Trained Employment Consultants are able to effectively match job seekers with suitable employment opportunities, thereby reducing unemployment rates and contributing to the economic well-being of individuals and families. A qualified workforce leads to increased productivity, as Employment Consultants are able to ensure that job seekers are matched with roles that align with their skills and abilities, reducing mismatches and turnover rates. By connecting employers with skilled workers, Employment Consultants stimulate economic growth by fuelling innovation, entrepreneurship, and investment in key sectors of the economy. Increasing the number of individuals gainfully employed, reduces strain on social welfare systems, freeing up resources for investment in education, healthcare, and infrastructure development, which are essential for long-term economic sustainability. There are no similar qualifications currently registered on the NQF, or skills programmes approved by the QCTO. The typical categories of learners who would be interested in pursuing learning towards achieving a National Occupational Certificate for Employment Consultants are defined as follows: • Aspiring Employment Consultants. • Recent Graduates. • Career Changers. • HR Professionals. • Vocational Trainers. • Job Coaches and Career Advisors. • Government Officials. • Nonprofit Organization Staff. • Entrepreneurs. This qualification was developed in collaboration with the relevant employer organisations, employee organisations and regulatory bodies: • Job Placement Officer. • Career Advisor. • Workforce Development Specialist. • Job Coach. • Employment Services Officer. • Career Counsellor. • Recruitment Consultant. • Talent Acquisition Specialist. • Human Resources Recruitment Officer. • Workforce Planner.

Recognition of Prior Learning (RPL): RPL for Access to Training Learners may use the RPL process to gain access to training opportunities for a programme of learning, qualification, part-qualification, or skills programme if they do not meet the formal, minimum entry requirements for admission. RPL assessment provides an alternative access route into a programme of learning, qualification, part-qualification, or skills programme. Such an RPL assessment may be developed, moderated, and conducted by the accredited Skills Development Provider which offers that specific qualification/part qualification/skills programme. Such an assessment must ensure that the learner is able to display the equivalent level of competencies required for access, based on the NQF level descriptors. RPL for exemption from modules For exemption from modules through RPL, learners who have gained the stipulated competencies of the modules of a programme of learning, qualification, part-qualification, or skills programme through any means of formal, informal, or non-formal learning and/or work experience, may be awarded credits towards relevant modules, and gaps identified for training, which is then concluded. Learners who have gained the stipulated competencies of the modules of a programme of learning a qualification through any means of formal, informal, or non-formal learning and/or work experience, may be awarded credits towards relevant modules, and gaps identified for training, which is then concluded. RPL for Access to the External Integrated Summative Assessment (EISA) A valid Statement of Results is required for admission to the EISA in which confirmation of achievement is provided that all internal assessment criteria for all modules in the related curriculum document have been achieved. Upon successful completion of the EISA, RPL learners will be issued with the QCTO certificate for the qualification, part-qualification, or skills programme. Quality Partners are responsible for ensuring the RPL mechanism and process for qualifications and part-qualification is approved by the QCTO. Entry Requirements: An NQF Level 3 qualification.

• Apply a fundamental knowledge base of legislative requirements, business principles, and employment practices, to operate as an employment consultant in practice, servicing the public and/or private sector.
• Adhere to ethical codes of practice and societal ethical norms to build a comprehensive database of people, from which to source potential candidates to meet specific recruitment needs of public and private sector clients.
• Apply essential methods, procedures, and techniques, to analyse employment work within different organisations, and produce employee specifications and employment standards.
• Gather and verify information from a rage of sources to enable the analysis and determination of candidate suitability and potential against employee specifications and client employment requirements.
• Communicate and present appropriate information to build an employment consultancy brand that is appropriate for specific target markets and aligned to business sustainability requirements.