National Occupational Certificate: Employment Consultant

Purpose

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.

Rationale

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.

This qualification is made up of compulsory Knowledge, Practical Skill and Work Experience Modules

Knowledge Modules

• 3333301-001-00-KM-01, Employment Ethics, Legislation, and Governance, NQF Level 4, 20 Credits.
• 3333301-001-00-KM-02, Recruitment Relationships, NQF Level 4, 10 Credits.
• 3333301-001-00-KM-03, Work Opportunities, NQF Level 5, 10 Credits.
• 3333301-001-00-KM-04, Candidate Management, NQF Level 4, 15 Credits.
• 3333301-001-00-KM-05, Brand Reputation, NQF Level 5, 5 Credits.

Total number of credits for Knowledge Modules: 60

Practical Skill Modules

• 333301-001-00-PM-01, Navigate through the Legal, Ethical, and Professional Standards Applicable to Employment Consultancy, NQF Level 4, 10 Credits.
• 333301-001-00-PM-02, Build Internal and / or External Clients and Candidates' Relationships and Databases, NQF Level 4, 5 Credits.
• 333301-001-00-PM-03, Identify and Analyse specific Work Opportunities, NQF Level 5, 10 Credits.
• 333301-001-00-PM-04, Source, Recruit, and Select Candidates, NQF Level 4, 10 Credits.
• 333301-001-00-PM-05, Build a Brand Reputation and Develop a Target Markets, NQF Level 5, 5 Credits.

Total number of credits for Practical Skill Modules: 40

Work Experience Modules

• 333301-001-00-WM-01, Site Specific Processes and Procedures for Ensuring Legal and Ethical Compliance, NQF Level 4, 10 Credits.
• 333301-001-00-WM-02, Organisational Practices and Protocols for Creating Client and Candidate Networks and Databases., NQF Level 4 , 10 Credits.
• 333301-001-00-WM-03, Organisational Specific Processes and Protocols for Work Analysis and Specifications, NQF Level 5, 10 Credits.
• 333301-001-00-WM-04, Industry Specific Recruitment, Selection and Onboarding Practices, Protocols, and Standards, NQF Level 5, 10 Credits.

Total number of credits for Work Experience Modules: 40

1. 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.
2. 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.
3. Apply essential methods, procedures, and techniques, to analyse employment work within different organisations, and produce employee specifications and employment standards.
4. 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.
5. Communicate and present appropriate information to build an employment consultancy brand that is appropriate for specific target markets and aligned to business sustainability requirements.

Associated Assessment Criteria for Exit Level Outcome 1

ELO 1: 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.

• Determine the compliance universe to identify the relevant legal and regulatory requirements for an employment consultancy in South Africa.
• Maintain, align ethical recruitment practices with regulatory requirements, and industry standards.
• Manage the client and candidate expectations during the various stages in the recruitment value chain.
• Define professional recruitment standards within various occupational settings.

Associated Assessment Criteria for Exit Level Outcome 2

ELO 2: 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.

• Demonstrate an in-depth understanding of the needs of clients and employment candidates and identify recruitment requirements within different contexts.
• Develop consultative working relationships with clients, candidates, and professional recruitment advisors/practitioners.
• Negotiate and agree upon service level agreements or contracts for the provisioning of employment consulting services.
• Create, evaluate, update, maintain employment related databases in line with legislative requirements and maintain database integrity.

Associated Assessment Criteria for Exit Level Outcome 3

ELO 3: Apply essential methods, procedures, and techniques, to analyse employment work within different organisations, and produce employee specifications and employment standards.

• Analyse industry trends, labour market demands, and economic indicators to identify potential work opportunities for candidates.
• Build relationships with hiring managers, HR professionals, and organisational leaders to understand their workforce needs and upcoming job openings.
• Evaluate job descriptions, skill requirements, and organisational culture to ensure candidates are well-suited for available opportunities.
• Anticipate upcoming vacancies or expansion plans within client organisations based on market analysis and industry insights.
• Develop recruitment strategies and initiatives to proactively address client needs and capitalise on emerging work opportunities for candidate placement.

Associated Assessment Criteria for Exit Level Outcome 4

ELO 4: 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.

• Develop candidate long lists for recruitment purposes.
• Apply assessment tools and narrow down long lists to candidate short lists.
• Facilitate final selection processes and agree specific candidates for available positions upon with the client.
• Facilitate employment contracting process and provide support for the successful candidate onboarding process.
• Monitor appointee success and provide corrective support where required.

Associated Assessment Criteria for Exit Level Outcome 5

ELO 5: Communicate and present appropriate information to build an employment consultancy brand that is appropriate for specific target markets and aligned to business sustainability requirements.

• Create and implement comprehensive marketing plans to increase visibility and attract potential clients, utilising various channels such as social media, networking events, and advertising.
• Identify the consultancy's unique value proposition and competitive advantages to differentiate it from competitors and establish a strong brand identity in the market.
• Evaluate relationships with existing and potential clients and initiate processes to nurture and build these relationships.
• Identify target markets and industries to expand the client base, diversifying the portfolio to mitigate risks and capitalise on emerging opportunities.
• Monitor and manage online reviews, client feedback, and industry reputation to maintain a positive brand image and address any issues promptly and professionally.

Integrated Assessment

Formative Assessments conducted internally.

Formative assessments are conducted throughout the training of learners. A range of formal, non-formal, and informal ongoing assessment activities are used to focus on teaching and learning outcomes to improve learner attainment.

Formative assessments are conducted continuously by the facilitator to feed into further learning, to identify strengths and weakness, and to ensure the learner's ability to apply knowledge, skills and workplace experience gained.

Formative Assessments are conducted by the accredited Skills Development Provider (SDP), and a variety of ongoing assessment methods may be used, for example, quizzes, assignments, tests, scenarios, role play, interviews. Continuous feedback must be provided.

Integrated Summative Assessments conducted internally.

Integrated Assessment involves all the different types of assessment tasks required for a particular qualification, part-qualification or occupational skills programme, such as written assessment of theory and practical demonstration of competence. To achieve this, the Internal Assessment Criteria (IAC) for all modules as found in the QCTO curriculum document must be followed.

An accredited SDP should implement a well-designed, formal, relevant, final internal Summative Assessment strategy for all modules to prepare learners for the EISA. These assessments evaluate learning achievements relating to the achievement of each module of the relevant components of the qualification, part-qualification, or skills programme.

Internal Summative Assessments are developed, moderated, and conducted by the SDP at the end of each module or after integration of relevant modules, e.g. applied knowledge tests, workplace tasks, practical demonstrations, simulated tasks/demonstrations, projects, case studies, etc.

The results of these final formal summative assessments must be recorded. These results, which include the Statement of Work Experience results, where applicable, contribute to the Statement of Results (SoR) that is a requirement for admission to the EISA. An SoR, using the template provided by the Quality Partner, is issued by the accredited SDP for qualifications and part-qualifications. The SDP must produce a valid Statement of Results for each learner, indicating the final result and the date on which the competence in each module, of each component, was achieved. Learners are required to produce this SoR, together with their ID document or alternative ID document, at the point of the EISA.

External Integrated Summative Assessment (EISA) - a national assessment

The Quality Partner is responsible for the management, conduct and implementation of the External Integrated Summative Assessment (EISA), in accordance with QCTO set standards. Competence in the EISA is a requirement for certificating a learner.

For entrance into the EISA, the learner requires a valid Statement of Results issued by the accredited institution indicating:

The attainment of all modules for the Knowledge, Practical and Work Experience modules.

OR

The attainment of all modules for the Knowledge and Application Components.