Recruitment Policy


The objective of this policy is to ensure that the candidate who best meets the selection criteria is appointed.


  • Municipality recruitment, selection and retention processes will fundamentally be about matching human capital to the strategic and operational needs of the organisation and ensuring the full-utilisation and continued development of these resources;
  • The Municipality aims to attract, obtain and retain people with the required competencies (knowledge, skills and attributes) within the organisation;
  • In addition, this policy aims to ensure that a continuous supply of high calibre employees is available to meet the Municipality's immediate and future human resource needs; and
  • This policy is also attuned to establishing a positive image of the Municipality and positioning it as the employer of choice within the development sector.
  • The Municipality will adhere to the relevant employment laws e.g. Basic Conditions of Employment Act, Employment Equity Act, Labour Relations Acts, National Qualifications Framework and the Skill development Act.
  • The Municipality will not discriminate on the basis of age, religion, culture, race, gender or sexual orientation.
  • The Municipality will at times adopt a professional, non-discriminatory, open and fair approach to recruitment subject to its Employment Equity Obligations and its stated Affirmative Action Policy.
  • Municipality will continuously create an environment that permits equal opportunity for all entering the organisation, and for further advancement within the organisation.

Aggressive targets will be set for hiring and retaining those employees that are the prime beneficiaries of this policy. The Municipality will appoint people with potential at all levels, and ensure that there is equal representation of all employees (in terms of race and gender) especially at senior levels within the organisation.

However, affirmative action strategies must be taken into consideration when recruiting candidates. No candidate will be unfairly discriminated against solely through lack of formal qualifications, where the applicant does not meet the basic minimum formal qualification requirement:

  • Potential for development, prior learning and previous employment will be considered, subject to the requirements of the Municipality; and
  • Development plans will be put in place where 'gaps' have been identified.

The Municipality will ensure that it becomes and remains a competitive and representative organisation. It is also through such mechanisms that the Municipality can be positioned as the employer's choice. The Municipality's targets and progress against achieving these will be measured and communicated to all employees on a regular basis.