Focus Kamoso
CONTENTS
- Company Profile
- Executive Search / Headhunting
- Temporary & Contract Recruitment
- Quality of Database
- Reference Check Capability
- Competency-based Selection Tools
INTRODUCTION
FOCUS KAMOSO (PTY) LTD was formed in 2001 as a joint venture between Human Resource Consulting Company, The Focus Group, and Recruitment Services Specialist, Tumi Sefolo and has rapidly established itself as an empowerment company with the expertise and capacity to deliver outstanding results in the area of recruitment and related human resource services. The equity of the company is held 25% by Tumi Sefolo and 75% by The Focus Group. We are able to offer a comprehensive range of Recruitment and HR services including Executive Search, Temporary and Contract Recruitment, General Permanent Recruitment, Assessment & Evaluation and Human Resource Consulting services to both South African and international organisations.
Our commitment is to enter into a partnership with you, our client, which adds value to your organisation by tailoring solutions that assist you to source, assess, select and retain the best possible human resources.
SERVICES
Our full service menu, in summary, includes:
- Executive Search / Headhunting
- Permanent Recruitment
- Fixed Term Contract Recruitment
- Temporary Recruitment
- Recruitment Advertising
- Response Handling
- Competency-Based Assessment and Evaluation
OUR SHAREHOLDERS AND DIRECTORS
Tumi Sefolo
E-mail:
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Tumi Sefolo (nee Maruping) holds a B.Com Degree and is currently completing her MBA at the Gordon Institute of Business Science. Tumi has a strong track record in the recruitment services industry, both in the private and public sector.
Gavin Sher
E-mail:
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Gavin Sher holds a B.Soc.Sci. Degree and a Postgraduate Degree in Human Resource Management. Gavin is responsible for the general management of Focus Kamoso as well as the provision of specialist HR consulting services.
EXPERIENCE
Focus Kamoso is able to service its clients across all functional areas and at all levels of the organisation, from junior administrative staff to interim managers.
Focus Kamoso has a well established track record in the sourcing and identification of skilled and experienced, Affirmative Action, candidates, both in the private and public sectors.
Focus Kamoso has a multi-faceted, highly visible media profile and presence. This results in top calibre applicants responding to the positions that are advertised. Many top calibre professionals will not align themselves with ‘any’ recruitment agency. Our brand, our dynamic recruitment philosophy and our recognised expertise in the recruitment of professionals and technical specialists provides us with the required network and coverage to source the best available people in the market.
The recruitment capacity of Focus Kamoso is underpinned by three strategic competencies:
- The ability to resource rapidly
- The proven ability to source Black Professionals and Managers
- Competency-based assessment to ensure accurate job fit
The recruitment value add of Focus Kamoso is achievable due to:
- Effective resource planning
- A proven recruitment procedure
- Assessing technical competence and developmental potential
We are accustomed to managing large scale projects on a regional and national basis. Examples of previous and current Senior Management and Executive Search projects are listed below:
- ABSA LIMITED - Appointed by ABSA Limited to source its Chief Operations Officer – Group Risk
- SUN INTERNATIONAL - Appointed by Sun International to source its Group Learning & Development Manager
- MINE HEALTH & SAFETY COUNCIL - Appointed by MHSC to source its Chief Executive Officer, Chief Financial Officer and Chief Research & Operations Officer.
- DEPARTMENT OF TRADE & INDUSTRY - Appointed by DTI to source its Deputy Director General – CCRD
- GOLDFIELDS COMMERCIAL SERVICES - Appointed by Goldfields to source its Executive Manager – High Density Accommodation and Regional Manager – Health.
- TRANSNET FREIGHT RAIL - Appointed by Spoornet to source its Chief Information Officer, Executive Manager – Change Leadership and Senior Manager – Remuneration
- RAINPROP - Appointed by Rainprop to source its Chief Executive Officer.
- THE NATIONAL TREASURY OF SOUTH AFRICA (PROJECT A 2003/3)
- Appointed to assist The National Treasury of South Africa to source 50 Senior Management Service personnel.
- Tumi Maruping was the appointed Project Director for the National Treasury project.
- The positions include Senior Economists, Finance, Tax, Audit, Procurement, Supply Chain, Information Technology, Risk Management and Human Resource Executives.
- The team successfully placed more than 40 candidates at Chief Director and Director levels within the National Treasury of which 80 % were employment equity candidates.
- A thorough and stringent procedure of search and assessment was followed, including extensive headhunting.
- THE NATIONAL TREASURY OF SOUTH AFRICA (PROJECT B 2006)
- Appointed to assist The National Treasury of South Africa to source 30 Talent Management Pool personnel.
- Tumi Maruping is the appointed Project Director for the National Treasury project.
- The positions include Economists, Finance, Tax, Audit, Procurement, Supply Chain, Information Technology and Risk Management.
- TRANSNET LIMITED - Appointed by Transnet Limited to source its Group Executive – Operations and Chief Executive Officer - Esselen Park
- NATIONAL PORTS AUTHORITY - Appointed by National Ports Authority to source a Chief Executive Officer for its subsidiary Portcon.
- MEDIA24 - Appointed by Media24 to source its Head of Distribution for their Nigeria operation.
Our Executive Search approach is based upon the following rationale:
- The Head Hunting approach is directed, targeted and specific.
- It thus ensures no wastage of time and resources.
- In addition, the approach that Focus Kamoso follows guarantees objectivity and credibility.
- It is a proactive rather than a reactive methodology.
- It ensures that those high profile candidates, who may, in the normal course of events, not bother to respond to newspaper advertisements, are included in the “recruitment net”.
- It maintains the confidentiality of the remuneration package by not having to disclose this information in the press.
- It allows for the specific targeting of Affirmative Action candidates.
- It is a faster approach than reactive newspaper advertising.
- It yields a far higher calibre pool of suitable candidates.
- It minimises potential financial wastage in terms of the cost of newspaper advertising that may ultimately yield no result.
Our service encompasses:
- Extensive research and candidate search
- Thorough assessment, evaluation and reference procedures
- Post appointment relocation support (in South Africa and abroad)
- Contract preparation
- Healthcare and risk benefit implementation (for expatriates)
- Foreign bank account establishment
- Visa and work permit applications
- Travel arrangements
- Remuneration package design/surveys.
BOOKING TEMPORARY STAFF
- Focus Kamoso should be advised as to who is authorised to place orders for temporary staff, and of any procurement processes that exist within our client in terms of requirements such as cost centre numbers.
- Specimen signatures of authorised signatories within our client must be obtained by Focus Kamoso so that signatures on time sheets can be compared when such time sheets are received by Focus Kamoso.
- The account manager will be responsible for obtaining from our client a detailed job specification, including person / job profile, the length of assignment and any other relevant details.
- The account manager will match the job profile to the most suitable candidate for the role, and discuss the candidate’s background with our client. The hourly rate, as per the agreed price, will be confirmed in writing.
- The assignee will be thoroughly briefed by the account manager with regard to working hours, specific job requirements, length of assignment (where possible), hourly rate, company dress code and any relevant company policies i.e. smoking, security, access.
- On the first day of the assignment, the account manager will meet the assignee and ensure that they report to the relevant line manager.
- Should the temporary assignee not have arrived for work as confirmed, the account manager will first attempt to contact the assignee to ascertain the reason and will then revert to the client to discuss and if need be, the account manager will immediately reassign an alternative employee.
There are currently approximately 35 000 candidates on our electronic database. The database is 6 years old and has approximately 65% Affirmative Action candidates.
CV applications are processed as follows. Prior to a candidate’s CV being placed on the database, that candidate is screened and interviewed by an experienced Recruitment Consultant. This enables Focus Kamoso to establish a chronological work history and to include as much information as possible with regard to the candidates’ work experience. All candidates are reference, credit and criminal record checked prior to being placed on the database.
Should a candidate not have access to a computer or the internet, the candidate will fax, post or deliver their details to Focus Kamoso. A comprehensive curriculum vita is then produced by Focus Kamoso for inclusion on our database.
Rigorous screening, interviewing and checking methodologies are applied to all candidates supplied by Focus Kamoso, and include:
- Competency and experientially based interviewing techniques conducted by highly trained consultants.
- All consultants are experts within the industry sectors within which they operate and most consultants have worked within the industry sectors in which they specialise.
- Reference checks from previous employers are always obtained.
- ID numbers and drivers’ licences are verified
- Credit checks are obtained.
- Criminal record checks are undertaken.
- Educational qualifications are verified.
Please note that reference, credit and criminal checking is only undertaken with the candidate’s permission.
Competency & skills based interview
A competence or skills based interview process, is an objective and reliable tool to increase the likelihood of accurate recruitment decisions. Numerous studies have shown the validity of structured “behavioural” interviews in which the interviewee is asked to describe what he or she actually did in a critical job or life situation.
An important aspect of this structured interview method is to be sure that all people being assessed are asked the same questions and given equal time to respond.
The job specification will guide the interviewers to ask behavioural questions around predetermined performance outputs. The person specification will guide interviewer’s questions around qualitative success factors.
All consultants must prepare an interview questionnaire prior to the interview. The interview process will progress as follows:
- Introduction and opening of the interview
- Key background review
- Planned behavioural questions
- Job outputs
- Qualitative success factors
- Organisational information
- Interview close
Psychometric Assessment
Given that an organisation's most valuable resource is their staff contingent, assessment and evaluation is a vital component of the selection process and thereafter in the further development of human potential. Through consultation, we are able to offer you tailor-made assessment interventions to meet your specific and unique requirements. The applications of an assessment service are varied and include:
- Selection
- 360 Assessment
- Individual Development
- Leadership Development
- Team Development
- Career Counselling
- Mentoring and Coaching
- Restructuring
- Organisational Development
- Succession Planning
- Redeployment
Assessment and evaluation has the potential of adding infinite value to Human Resource processes. Our battery of assessments caters for all assessment needs, including:
- Job Analysis
- Ability / Aptitude
- Personality and Behavioural Styles
- Interest
- Values & Motivation
- Stress Management
- Organisational Culture Assessment