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.
SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Occupational Certificate: Recruitment Manager 
SAQA QUAL ID QUALIFICATION TITLE
118251  Occupational Certificate: Recruitment Manager 
ORIGINATOR
Development Quality Partner - SERVICES SETA 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
-   OQSF - Occupational Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
Occupational Certificate  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  186  Not Applicable  NQF Level 05  Regular-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Registered  EXCO 0522/24  2021-06-22  2025-12-31 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2026-12-31   2029-12-31  

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. 

PURPOSE AND RATIONALE OF THE QUALIFICATION 
The purpose of this qualification is to prepare a learner to operate as the Recruitment Manager. The Recruitment Manager manages people and resources to ensure compliance and operational delivery of recruitment services.

A qualified learner will be able to:
  • Manage and control operational planning and the achievement of operational targets.
  • Lead, manage and develop staff to ensure smooth business operations.
  • Manage the implementation of compliance with legal procedures and industry standards.
  • Establish and manage budgets, controlling expenditure and ensuring the efficient use of resources.
  • Oversee the maintenance of an effective and efficient recruitment service.

    Rationale:
    Recruitment services play a critical role in accessing employment opportunities. The demand for competent recruitment managers operating in an increasingly complex labour market is a priority for the industry. The qualification will provide learners with specialised competencies to function successfully within the recruitment environment. The recruitment industry, through its qualified managers, manages a significant portion of the permanent and temporary workforce and facilitates the acquisition of job and employment opportunities within the marketplace.

    This qualification brings together all aspects of recruitment and marketing principles. It seeks to professionalise the industry and is applicable to permanent and temporary employment services. In addition, it provides articulation with other service industries.

    This qualification will provide an opportunity for persons already in the industry to acquire formal recognition for the competencies that they have acquired. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):

    RPL for access to the external integrated summative assessment
    Accredited providers and approved workplaces must apply the internal assessment criteria specified in the related curriculum document to establish and confirm prior learning. Accredited providers and workplaces must confirm prior learning by issuing a statement of result or certifying a work experience record. Learners who have been certified competent in some or similar modules through a statement of results from an accredited provider may be granted access to the EISA and credited for those modules after verification through Integrated Formative Assessment.

    RPL for access to the qualification
    Accredited providers and approved workplaces may recognise prior learning against the relevant access requirements. Learners who are competent in some modules after an integrated RPL assessment shall be awarded credits towards relevant modules by issuing a statement of results and granted access to the qualification for learning.

    Entry Requirements:
    The minimum entry requirement for this qualification is:
  • NQF Level 4 qualification. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of the following compulsory Knowledge, Practical Skill and Work Experience Modules:

    Knowledge Modules:
  • 121907-001-00-KM-01, Introductory Studies for Private Employment Agency Managers, Level 4, 4 Credits.
  • 121907-001-00-KM-02, Communication, Level 4, 4 Credits.
  • 121907-001-00-KM-03, Operational Management, Level 5, 4 Credits.
  • 121907-001-00-KM-04, Private Employment Agency Systems and Processes, Level 5, 8 Credits
  • 121907-001-00-KM-05, Human Resource Management, Level 5, 4 Credits.
  • 121907-001-00-KM-06, Industrial Relations Management, Level 5, 4 Credits.
  • 121907-001-00-KM-07, Compliance to Industry Standards and Risk management, Level 6, 6 Credits.
  • 121907-001-00-KM-08, Client Relationship Management, Level 6, 8 Credits.
  • 121907-001-00-KM-09, Financial Management Concepts, Level 5, 6 Credits.

    Total number of credits for Knowledge Modules: 48

    Practical Skill Modules:
  • 121907-001-00-PM-01, Maintain Productive and Effective Work Teams, Level 4, 4 Credits.
  • 121907-001-00-PM-02, Develop, Review and Report on Operational Plans and Targets, Level 5, 8 Credits.
  • 121907-001-00-PM-03, Manage Service Level Agreements, Level 5, 4 Credits.
  • 121907-001-00-PM-04, Manage, Implement and Review a Client Relationship Management Strategy, Level 5, 6 Credits.
  • 121907-001-00-PM-05, Supervise Internal Personnel, Level 4, 6 Credits.
  • 121907-001-00-PM-06, Manage Workforce Discipline and Relationships, Level 5, 6 Credits.
  • 121907-001-00-PM-07, Manage Personnel Performance and Capacity, Level 4, 6 Credits.
  • 121907-001-00-PM-08, Administer Human Resources Processes, Level 4, 6 Credits.
  • 121907-001-00-PM-09, Monitor Compliance with the Recruitment Process, Level 6, 10 Credits.
  • 121907-001-00-PM-10, Attend to Financial Control Practices, Level 6, 12 Credits.
  • 121907-001-00-PM-11, Set and Monitor the Achievement of Operational Recruitment Targets, Level 6, 8 Credits.
  • 121907-001-00-PM-12, Establish, Grow and Maintain Recruitment Agency Services, Level, 8 Credits.

    Total number of credits for Practical Skill Modules: 84

    Work Experience Modules:
  • 121907-001-00-WM-01, Operational Planning, Review and Management Processes in a Private Employment Agency Environment, Level 6, 10 Credits.
  • 121907-001-00-WM-02, Lead, Manage and Develop Staff to Ensure Productive Business Operations in a Private Employment Agency Environment, Level 4, 12 Credits.
  • 121907-001-00-WM-03, Manage Legal Compliance in a Private Employment Agency Environment, Level 5, 8 Credits.
  • 121907-001-00-WM-04, Manage Budgets and Control Expenditure in a Private Employment Agency, Level 5, 8 Credits.
  • 121907-001-00-WM-05, Deliver Effective and Efficient Recruitment Services in a Private Employment agency, Level 5, 16 Credits.

    Total number of credits for Work Experience Modules: 54 
    		•

    EXIT LEVEL OUTCOMES 
    1. Manage and control operational planning and the achievement of operational targets.
    2. Lead, manage and develop staff to ensure smooth business operations.
    3. Manage the implementation of compliance with legal procedures and industry standards.
    4. Establish and manage budgets, control expenditure and ensure the efficient use of resources.
    5. Oversee the maintenance of an effective and efficient recruitment service. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Demonstrate the use of service level agreements to manage stakeholder expectations and relations in a recruitment environment.
  • Define operational objectives and align them to the service level agreements and the business targets.
  • Define and align operational targets to targets contained in the service level agreements and the business targets.
  • Explain and demonstrate measures to address deviations from planned targets.
  • Define service level agreement deliverables in terms of specific targets and aligned with operational processes.
  • Evaluate current performance levels in relation to the achievement of the service level agreements deliverables.
  • Identify potential problem areas and formulate and implement recommendations to amend current processes.
  • Demonstrate evidence of operational requirements to meet the service level agreements in operational planning.
  • Accurately define service delivery gaps and practicable, cost effective recommendations are documented and addressed.
  • Apply planning and scheduling the delivery of operational targets with operational planning concepts and principles.
  • Explained and apply strategic planning concepts and integration with operational planning process.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Explain the role of managers in organising the delivery of work and apply good practices in accordance with industry standards.
  • Apply the regulatory framework of employment legislation in broad general terms.
  • Explain and apply leadership and management roles, and applications to day-to-day practices.
  • List and apply factors that impact on an effective recruitment and selection process.
  • List and apply corrective measures variables in the work environment that impact the performance of an individual.
  • Draft job descriptions that outline key deliverables and performance targets.
  • Explain and apply principles that guide inter-personal relations.
  • List and apply factors that impact on an effective training management process.
  • Describe coaching and mentoring principles and explain and apply the application of both.
  • Explain and apply the procedural and substantive fairness requirements of workforce discipline.
  • Explained and apply principles and measures that must be complied with when addressing capacity-related problems.
  • Explain and apply effective workplace dispute resolution practices.
  • Align workforce planning and cost control with operational and budget specifications.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Comply with the recruitment process and recruitment compliance standards.
  • Meet the recruitment process with applicable Codes of good practice, both organisational and industry.
  • Identify areas of non-compliance to industry codes and recommend corrective actions.
  • Comply with specific legislation related to recruitment.
  • Establish and implement compliance management tools as directed by legislative and industry standards.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Develop annual operational budgets aligned to business requirements and terms of service level agreements.
  • Explain and apply the business risks and related consequences of non-compliance with budgets and cost estimates for specific scenarios.
  • Monitor and control costs within the limits set by operational budgets.
  • Analyse and report on financial documents for variances.
  • Analyse and explain financial statements in accordance with accepted cost management concepts.
  • Price services in accordance with accepted costing principles and workplace standards.
  • Compile client invoices and statements in accordance with workplace standards.
  • Calculate commissions and incentives in accordance with workplace standards.
  • Validate and control claims, invoices received and payments authorised in accordance with workplace standards.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Establish and maintain effective and efficient recruitment services as outlined in the business strategy's operational targets.
  • Achieve operational efficiencies as outlined in specific business targets.
  • Execute internal and external communication processes in accordance with a structured communication plan.
  • Select and efficiently use communication channels and platforms to manage the flow of information between the agency and defined target audiences.
  • Research and measure communication efficiency and market penetration in terms of industry specific indexes and metrics.
  • Use information management technology to enhance effective recruitment services within the context of industry trends.
  • Establish, apply and maintain defined internal business models to grow the businesses.
  • Establish, maintain and validate a database of candidate and client information as required by industry standards and applicable legislation.
  • Execute and maintain sales and marketing functions in accordance with accepted business practice.

    Integrated Assessment
    Integrated formative assessment
    The skills development provider will use the curriculum to guide them on the stipulated internal assessment criteria and weighting. They will also apply the scope of practical skills and applied knowledge as stipulated by the internal assessment criteria. This formative assessment leads to entrance into the integrated external summative assessment. Assessment methods for the qualification are assignments, projects, research, practical evaluation, role play, demonstration, investigations, written tests, oral presentations, reports and supervised written examinations.

    Integrated summative assessment
    An external integrated summative assessment, conducted through the relevant QCTO Assessment Quality Partner is required for the issuing of this qualification. The external integrated summative assessment will focus on the exit level outcomes and associated assessment criteria. 
    		•

    INTERNATIONAL COMPARABILITY 
    A desktop international comparability study was conducted to evaluate comparable qualifications and programs which exist in other countries. The comparability exercise focused on countries that have formal qualification registration frameworks or an industry representative body that promotes professional development in the occupation. The United Kingdom (UK), Australia and The United States of America (USA) were selected in this regard.

    The United Kingdom (UK)
    The qualifications awarded by the Recruitment and Employment Confederation (REC) was selected for comparative purposes. The REC is the largest representative body for the recruitment and placement industry in the UK. The REC is a recognised awarding organisation for recruitment qualifications by:
  • Ofqual (England and Northern Ireland).
  • Qualifications Wales (Wales).

    The regulated qualifications in recruitment on the UK Qualifications and Credit Framework (QCF) include:
  • Diploma in Recruitment Management (Level 4).
  • Diploma in Recruitment Leadership (Level 5).

    Level 4: Diploma in Recruitment Management
    Designed for the purpose of enhancing managerial leadership and team development skills, the REC's progressive and industry specific Level 4 Diploma in Recruitment Management (DipRM) is ideal for all those aiming to drive forward and sharpen professional edge.

    Key topics for this qualification are:
  • Principles of recruitment sales.
  • Principles of legal and ethical requirements in recruitment.
  • Principles of relationship management in recruitment.
  • Principles of recruitment resource strategies.
  • Understanding recruitment contracts.
  • Understanding the principles of assessing people.

    Level 5 Diploma in Recruitment Leadership
    This highly respected qualification provides the insight, practical skills and knowledge senior recruitment managers and directors' need to manage and enhance processes and efficiencies within their own business.

    Industry-specific in content, the Level 5 Diploma in Recruitment Leadership (DipRL) is a strategic level qualification and equivalent to degree standard learning.

    The key topics for this qualification are:
  • Strategic business planning for recruitment.
  • Leading people and teams in recruitment.
  • Recruitment resource strategies.
  • Financial management in recruitment.
  • Client and stakeholder relationship management.
  • Principles of legal and ethical requirements in recruitment.
  • Understanding recruitment contracts.

    Australia
    The National Register on Vocational Education and Training (VET) in Australia does not list a specific qualification or accredited course for recruitment or staffing professionals as such. The Certificate IV in Human Resources (BSB41015), a listed qualification on the VET, includes a number of units that are comparable, including:
  • Address customer needs.
  • Implement customer service standards.
  • Develop and implement business development strategies to expand client base.
  • Develop and implement strategies to source and assess candidates.
  • Develop and provide employment management services to candidates).
  • Manage the recruitment process for client organisations.
  • Report on financial activity.
  • Lead effective workplace relationships.
  • Lead team effectiveness.
  • Develop teams and individuals.
  • Establish networks.
  • Monitor and maintain records in an online environment.

    United States of America (USA)
    The American Staffing Association (ASA) is the voice of the United States staffing industry. It is a professional body that promotes the interests of the industry and oversees education in the recruitment or staffing industry. Members of ASA provide a wide range of employment related services and solutions, including temporary and contracting staffing, recruiting and permanent placement, amongst others.

    The ASA offers a number of training programs for the staffing industry including the Certified Search Consultant. The areas of learning covered by this program include: Client agreements, Equal employment opportunity, Immigration, Workers' compensation, Pre-employment process, Substance abuse and drug testing, Candidate screening, Job security, Direct placement, State licensing and registration laws, Basic contract law, Fee agreements, Employment agreements, employee handbooks, and restrictive covenants.

    Conclusion
    The South African qualification is comparable to what is found in the chosen comparisons in terms of what the qualification covers and the range of skills included. The South African qualification, however, is designed to meet current transformational challenges in South Africa. 
    		•

    ARTICULATION OPTIONS 
    This qualification allows possibilities for both vertical and horizontal articulation.

    Horizontal Articulation:
  • Higher Certificate: Operations Management, NQF Level 5.
  • National Certificate: N4 Human Resource Management, NQF Level 5.

    Vertical Articulation:
  • Advanced Certificate in Operations Management, NQF Level 6.
  • Diploma in Human Resource Development, NQF Level 6. 
    		•

    NOTES 
    Qualifying for external assessment:
    In order to qualify for an external assessment, learners must provide proof of completion of all required modules by means of a statement of results and work experience.

    Additional legal or physical entry requirements:
    None.

    Criteria for the accreditation of providers
    Accreditation of providers will be done against the criteria as reflected in the relevant curriculum on the QCTO website.

    The curriculum title and code are: Recruitment Manager: 121907-001-00-00.

    Encompassed Trades
    This qualification encompasses the following trades as recorded on the NLRD:
    This is not a trade.

    Assessment Quality Partner
    Services SETA. 

    LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION: 
     
    NONE 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS QUALIFICATION: 
    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.
     
    NONE 


    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.