Candidates

WHAT TO EXPECT

Candidates can enjoy the professional relationships established with our Recruiters. We are constantly on the lookout for new talent and our Candidate Portal maintains a comprehensive database of all Candidates who have been selected for successful placement. The selection and hiring process is fundamental to the placement of suitable Candidates that will match the profile of our Client’s requirements. There are thousands of job categories in which we place staff, from General Workers, temporary Office Administrators to Senior C-Suite Executive positions.

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PROTECTION OF PERSONAL INFORMATION ACT (POPI)

The goal of the POPI Act is to protect data subjects from security breaches, theft, and discrimination. From 1 July 2021, The Protection of Personal Information Act, will come into effect. This means that any business that collects any form of personal information, for example a person’s name or personal email address, will need to comply with the provisions of the POPI Act.

DYNAMIC has already put in place the necessary documentation complying with the POPI Act so our Candidates can be rest assured their information will be protected when registering with us and will only be used for the purpose of finding you employment.

MOST FREQUENTLY ASKED QUESTIONS

DO I NEED TO PAY TO REGISTER WITH DYNAMIC?

No! DYNAMIC does not charge fees of any kind to any job seeker. Please note that it is illegal in South Africa for anyone to charge for the services associated with finding employment.

IF I SEND MY CV TO DYNAMIC WILL I AUTOMATICALLY GET A JOB?

No. Once a vacancy becomes available in your area of expertise and you qualify in the required criteria, then you may be considered for the job posted. DYNAMIC has an application process where Applicants need to complete various documentation first and verification checks need to be completed before a Candidate is loaded onto our Candidate Portal.

AM I GUARANTEED A JOB IF I REGISTER WITH DYNAMIC?

Unfortunately not. DYNAMIC is dependent on the availability of jobs with our Clients, and will need to assess your skill, education and experience before determining whether you are suitable for assignment.

HOW DOES DYNAMIC MAKE ITS MONEY?

DYNAMIC offers businesses (our Clients) services associated with recruitment and placing staff into their business environment, and charges them a fee. We do not charge our Candidates. The only deductions that would need to be made from temporary staff would be those that are required by law, i.e. UIF, PAYE.

WHAT PROCESS WILL I GO THROUGH TO BE CONSIDERED AS A DYNAMIC CANDIDATE?

Once you have applied for work, our Recruitment Officers will assess your skill, education, and experience. If you meet the requirements, you will be asked to come in for an interview and an assessment. It is essential that we are able to assess your abilities to ensure that we accurately match you with opportunities at our Clients.

DOES DYNAMIC OFFER ANY BENEFITS TO ASSIGNEES?

Yes. For assignees working in regulated sectors, applicable benefits as per Bargaining Council agreements will apply.

WILL DYNAMIC CONDUCT ANY CHECKS ON ME?

Yes. It is an important part of our recruitment process that all assignees are properly verified and this can include credit, criminal, and reference checks. These checks are done in strict compliance with the law, and with your express permission.

WHERE WOULD I WORK?

DYNAMIC may have Clients situated across South Africa and so job opportunities, both temporary and permanent, can happen just about anywhere. Our local offices, situated across the country, will recruit individuals from the area. We will direct you to our nearest office when you register with us.

DOES THE CHANGE IN THE LAW MEAN THAT I AUTOMATICALLY BECOME PERMANENT STAFF AFTER TEMPING FOR DYNAMIC FOR 3 MONTHS?

No. Despite confusion in the marketplace, the changes to the legislation simply means that as a temporary employee you are afforded extra protection in that for assignments in excess of 3 months, you would be able to take action against both DYNAMIC and/or the client in the event of any breaches of the labour legislation, alleged unfair dismissal, and organisational rights.