SAQA All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.

National Certificate: Labour Recruitment Consultancy 
21728  National Certificate: Labour Recruitment Consultancy 
SGB Human Resource Management and Practices 
SERVICES - Services Sector Education and Training Authority  OQSF - Occupational Qualifications Sub-framework 
National Certificate  Field 03 - Business, Commerce and Management Studies  Human Resources 
Undefined  121  Level 4  NQF Level 04  Regular-Unit Stds Based 
Passed the End Date -
Status was "Registered" 
SAQA 0343/02  2001-06-12  2004-06-12 
2005-06-12   2008-06-12  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This qualification does not replace any other qualification and is not replaced by any other qualification. 

The purpose of this qualification is to build the knowledge and skills required by practitioners in the labour recruitment industry so as to enable them to provide a quality recruitment service to both job seekers and employers. The qualification is intended to empower learners to acquire the skills, knowledge, insights and attitudes to enable them to operate confidently in the labour recruitment industry and to be able to respond positively to changing demands in the labour industry. The qualification should enrich the learner who should gain status and recognition in the workplace through completion thereof. They will be informed workers in the industry.

The qualification supports the objectives of the National Qualifications Framework in the following ways:
  • it provides entry into an integrated learning pathway in labour recruitment as a sub-field of human resources management and practices, which gives recognition to holders for learning achievements in this field
  • it facilitates access to education and training and a career path in labour recruitment as the qualification may be obtained through the recognition of prior learning and thus accelerates the redress of past unfair discrimination in education, training and employment opportunities
  • it contributes to the full personal development of each learner and the social and economic development of the nation at large through the inclusion of the specified unit standards in the fundamental and elective categories.

    Rationale for the qualification:

    Employment agencies provide a crucial service for both employers and work seekers. They present a marketplace for hiring and selling of skills and labour. A wide spectrum of employment services is currently being offered in South Africa by the state and local government and by the private sector. The type of service varies from agency to agency in terms of nature and quality.

    Currently the only formal training for the labour recruitment industry in South Africa is the accreditation examination of the Institute for Personnel Service Consultants (IPSC). The IPSC accreditation examination is voluntary and, therefore, not a requirement for practitioners in the labour recruitment field. The IPSC examination cannot therefore be said to give practitioners in the recruitment industry national recognition. It also does not offer practitioners international recognition. Pending employment services legislation will require private and public employment services to be licensed and the licensing will require a professional qualification.

    The new Labour Acts have created a need for trained individuals who are able to interpret and implement the requirements relating to the recruitment and appointment of labour as they apply to the institutions/organisations/companies for which the labour consultant is providing a service.

    There is thus a clear need for a qualification for the labour recruitment industry that would ensure consistency of practice, a high quality of service throughout the industry and labour recruitment and appointment practices that are in line with current legislation.

    The National Certificate in Labour Recruitment: Level 4 should produce knowledgeable and skilled labour recruitment workers who will be able to perform a consultative role, which would include providing assistance to jobseekers, giving advice on potential employees and employers and performing marketing activities for clients.

    This qualification brings together all aspects of recruitment and marketing principles. The proposed qualification will professionalise the industry and is applicable to all sectors of labour broking. The proposed qualification will provide articulation with other service industries.

    Candidates for the qualification would be both persons already employed in the industry and new learners entering the labour market. The proposed qualification would provide an opportunity for persons already in the industry to acquire formal recognition for the competencies that they have acquired. As this opportunity does not currently exist, the proposed qualification would contribute to the objectives of the National Qualifications Framework to facilitate access to an education, training and career path and to thus accelerate the redress of past unfair discrimination in education, training and employment opportunities. 

    Learners should be competent in Communication and Mathematical Literacy at NQF Level 3.

    Recognition of Prior Learning:

    This qualification can be achieved wholly or in part through the recognition of prior learning.
    Evidence of prior learning can be presented in a variety of forms, including international or previous local qualifications, reports, testimonials mentioning functions performed, work records, portfolios, videos of practice and performance records.
    All such evidence should be judged according to the general principles of assessment described in the note to assessors. 


    At least 20 (twenty) credits shall be compulsory from the field of Communication Studies and Language, and at least 16 (sixteen) credits shall be compulsory from the sub-field of Mathematics to meet SAQA requirements. In addition, at least 2 (two) credits shall be compulsory from the sub-field of End-User Computing.

    All unit standards in the core section, totalling 80 credits, are compulsory.

    Learners are required to select unit standards with enough credits from the list of elective unit standards to achieve at least the required 121 credits. At least one unit standard has to be elected from this list.
    Learners who have elected to specialise in working with the placement of a team of temporary workers in temporary positions are required to achieve the two unit standards titled "Institute disciplinary action" and "Conduct a disciplinary hearing", totalling 13 credits. 

    On completion of this qualification, the learner will be able to:

    1. Apply business principles, recruitment practices and legislative requirements within the people acquisition functions
    2. Develop relationships with an external client base in order to provide recruitment services
    3. Recruit and select candidates to match specified job criteria
    4. Operate within a team environment
    5. Identify strengths and areas for improvement in own learning through self-reflection and reflection on support for organisational human resources management and practices. 

    1. Elements of the recruitment industry and recruitment roles are correctly described
    2. Empathy and equity in dealings with colleagues, job seekers and clients are demonstrated
    3. Basic business principles are appropriately and correctly applied to given situations
    4. Verbal and written communication skills are adequate and appropriate for the task at hand
    5. Needs of client are correctly determined, interpreted and recorded
    6. Current legislation is adhered to
    7. Appropriate interview and selection techniques are used
    8. Relationships with client companies are established at multiple levels to achieve higher sales productivity
    9. Basic marketing principles are applied to client targeting
    10. Good relationships with colleagues are established to improve performance
    11. Administrative duties are correctly identified and interpreted
    12. Administrative duties are performed within agreed time frames in accordance with instructions and requirements
    13. Obstacles to performing administrative duties are identified and appropriate action is taken to remove obstacles oneself or with the help of others.
    14. Accountability, strengths and areas for improvement in own learning are correctly identified and adequately evaluated

    Integrated Assessment:

    To be awarded the qualification, a candidate must demonstrate competence in all unit standards listed for the qualification.
    In addition, candidates must demonstrate the ability to provide recruitment services in an integrated way, dealing with divergent and random demands effectively.
    All the exit level outcomes, critical cross-field outcomes, and essential embedded knowledge required by the component unit standards are to be assessed. Evidence of achievement of the critical cross-field outcomes should be found both in performance and in explaining and applying the essential embedded knowledge. 

    This qualification and the component unit standards have been compared with similar qualifications from the following countries:
  • New Zealand
  • United Kingdom
  • Australia.
    In addition, the competencies described in the unit standards have also been compared with the findings of the research commissioned by the World Federation of Personnel Management Associations (WFPMA) as contained in the report by Chris Brewster, Elaine Farndale and Jos van Ommeren, HR Competencies and Professional Standards (Cranfield University, June 2000).
    This qualification and its component unit standards compare well with their international counterparts. The only differences are in formatting and focus. The qualification found to be the most comparable to this one is the Level 3 UK National Vocational Qualification/Scottish Vocational Qualification in Recruitment Consultancy (SVQ code G47S). It must be borne in mind that NVQ/SVQ Level 3 seems to be more comparable to the South African NQF Level 5 and that the NVQ/SVQ qualification is consequently at a somewhat higher level. The differences between the NVQ/SVQ and NQF level structures make direct equivalation difficult. 

    The relatively large number of Marketing and Generic Business unit standards allows for portability into other qualifications in the fields of Business, Commerce and Management Studies. For example, this qualification has 9 core unit standards and 1 elective unit standard in common with the National Certificate in Human Resources Management & Practices Support NQF L4, and 6 core unit standards in common with the National Certificate in Customer Management NQF L4.
    Learners, including those who do not complete the qualification, may carry over any credits obtained for unit standards contained in this qualification to other qualifications in the sub-fields of Business, Commerce and Management Studies, provided such unit standards are contained in said qualifications. 

    Moderation will be carried out by a moderator registered by the relevant ETQA or by a moderator who is registered with an ETQA that has a Memorandum of Understanding with the relevant ETQA. 

    Assessors shall have the technical competence to achieve the qualification themselves and shall have achieved an assessor qualification as required by the relevant ETQA.

    Notes for assessors:
    Assessors should keep the following general principles in mind when designing and conducting assessments:
  • Assessment activities should focus on gathering evidence of competence of each unit standard as a whole in an integrated way, rather than looking at each of the specific outcomes of the unit standards individually. Where appropriate, knowledge, skills, attitude and values indicated in the various unit standards should be assessed in an integrated way.
  • Evidence should be gathered across the entire range of outcomes. Assessment activities should be as authentic as possible, and where simulations or role-plays are used, there should be supporting evidence to show the candidate is able to perform in the real situation.
  • Assessment activities should be: appropriate, fair, manageable, authentic, valid, direct, formative, sufficient, systematic, open and consistent as defined below:
    Principles of assessment:
  • Appropriate: The method of assessment is suited to the performance being assessed.
  • Fair: The method of assessment does not present any barriers to achievements, which are not related to the evidence.
  • Manageable: The methods used make for easily arranged, cost-effective assessments that do not unduly interfere with learning.
  • Authentic: Evidence collection is carried out in authentic real world situations in the HRMP field where appropriate and feasible.
  • Valid: The assessment focuses on the requirements laid down in the Standard; i.e. the assessment is fit for purpose.
  • Direct: The activities in the assessment mirror the conditions of actual performance as closely as possible
  • Formative: Assessment shows where gaps exist in the learner`s knowledge and skills and give an indication where expanded opportunities are appropriate
  • Sufficient: The evidence collected establishes that all criteria have been met and that performance to the required Standard can be repeated consistently.
  • Systematic: Planning and recording is sufficiently rigorous to ensure that assessment is fair.
  • Open: Learners can contribute to the planning and accumulation of evidence. Learners understand the assessment process and the criteria that apply.
  • Consistent: The same assessor would make the same judgement again in similar circumstances. The judgement made is similar to the judgement that would be made by other assessors. 

  • NOTES 

    Core  13995  Demonstrate an understanding of contracts and their sources  Level 1  NQF Level 01 
    Core  13998  Demonstrate an understanding of the principles of supply and demand, and the concept: production  Level 1  NQF Level 01 
    Core  7495  Demonstrate that a person is a physical, mental, spiritual and social being  Level 1  NQF Level 01 
    Core  7486  Explain diversity, change and development in societies  Level 1  NQF Level 01 
    Core  7497  Explain human physical development and sexuality  Level 1  NQF Level 01 
    Core  14445  Frame and implement an individual action plan to improve productivity within an organisational unit  Level 1  NQF Level 01 
    Core  13994  Identify and discuss different types of business and their legal implications  Level 1  NQF Level 01 
    Core  10170  Demonstrate understanding of employment relations in an organisation  Level 3  NQF Level 03 
    Core  10038  Conduct follow-up with customers to evaluate satisfaction levels  Level 4  NQF Level 04  14 
    Core  13940  Demonstrate knowledge and application of ethical conduct in a business environment  Level 4  NQF Level 04 
    Core  10014  Describe features, advantages and benefits of a range of products  Level 4  NQF Level 04 
    Core  10015  Identify customers of the business  Level 4  NQF Level 04 
    Core  10021  Instil in myself a personal marketing culture  Level 4  NQF Level 04 
    Core  10012  Meet marketing performance standards  Level 4  NQF Level 04 
    Core  10978  Recruit and select candidates to fill defined positions  Level 4  NQF Level 04  10 
    Core  10037  Take orders from customers to fulfil a need for goods and/or service  Level 4  NQF Level 04  10 
    Core  10011  Work as a member of a marketing team  Level 4  NQF Level 04 
    Fundamental  7568  Demonstrate knowledge of and produce word processing documents using basic functions  Level 2  NQF Level 02 
    Fundamental  9015  Apply knowledge of statistics and probability to critically interrogate and effectively communicate findings on life related problems  Level 4  NQF Level 04 
    Fundamental  8558  Collate, understand and communicate workplace data  Level 4  NQF Level 04 
    Fundamental  8974  Engage in sustained oral communication and evaluate spoken texts  Level 4  NQF Level 04 
    Fundamental  12417  Measure, estimate & calculate physical quantities & explore, critique & prove geometrical relationships in 2 and 3 dimensional space in the life and workplace of adult with increasing responsibilities  Level 4  NQF Level 04 
    Fundamental  8975  Read analyse and respond to a variety of texts  Level 4  NQF Level 04 
    Fundamental  7468  Use mathematics to investigate and monitor the financial aspects of personal, business, national and international issues  Level 4  NQF Level 04 
    Fundamental  8976  Write for a wide range of contexts  Level 4  NQF Level 04 
    Elective  12135  Represent stakeholders in consultations and discussions on matters that arise at shop floor level  Level 3  NQF Level 03 
    Elective  10980  Induct a new employee  Level 4  NQF Level 04 
    Elective  10983  Participate in the implementation and utilisation of equity related processes  Level 4  NQF Level 04 
    Elective  10981  Supervise work unit to achieve work unit objectives (individuals and teams)  Level 4  NQF Level 04  12 
    Elective  11286  Institute disciplinary action  Level 5  Level TBA: Pre-2009 was L5 
    Elective  10985  Conduct a disciplinary hearing  Level 6  Level TBA: Pre-2009 was L6 


    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.

    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.