The Employee Requisition Form is a critical document in South African organizations' recruitment processes, designed to meet both operational and compliance requirements. It is used whenever there is a need to fill a vacancy or create a new position, requiring detailed documentation of the business case, position requirements, and budgetary implications. The form ensures compliance with South African labor legislation, including the Employment Equity Act, Basic Conditions of Employment Act, and Protection of Personal Information Act. It serves as the formal initiation of the recruitment process and requires multiple levels of approval to proceed with hiring, helping organizations maintain control over headcount while documenting fair and compliant hiring practices.
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1. Position Details: Basic information about the role including job title, department, reporting line, and employment type (permanent/contract/temporary)
2. Business Case: Justification for the position, including whether it's a replacement or new position, and impact on business objectives
3. Job Requirements: Essential and preferred qualifications, experience, skills, and competencies required for the role
4. Employment Terms: Proposed salary range, benefits, working hours, and location
5. Budget Information: Confirmation of budgetary approval and cost center details
6. Recruitment Timeline: Expected start date and key recruitment milestones
7. Approval Chain: Required signatories including immediate supervisor, department head, HR, and finance
1. Employment Equity Considerations: Section for EE targets and transformation goals, required when the organization falls under Employment Equity Act requirements
2. Internal Recruitment Options: Section detailing potential for internal mobility or promotion, used when company policy requires internal advertising first
3. Project-Specific Information: Additional details about specific projects or initiatives the role will support, used for project-based or temporary positions
4. Training Requirements: Specific training or development needs for the role, included when significant onboarding or specialized training is required
5. Resource Requirements: Details of equipment, software, or other resources needed for the position, used for roles requiring significant setup
1. Job Description: Detailed description of the role, responsibilities, and requirements
2. Organizational Chart: Visual representation of where the position fits in the organization structure
3. Salary Scale: Applicable salary band and benefits structure for the position
4. Skills Matrix: Detailed breakdown of required competencies and their importance levels
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Relevant legal definitions
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Relevant Industries
Financial Services
Manufacturing
Mining
Retail
Technology
Healthcare
Education
Professional Services
Construction
Agriculture
Telecommunications
Public Sector
Non-Profit
Energy
Transportation
Hospitality
Relevant Teams
Human Resources
Finance
Legal & Compliance
Operations
Senior Management
Recruitment
Talent Management
Employment Equity
Administration
Relevant Roles
Human Resources Manager
Recruitment Specialist
HR Business Partner
Talent Acquisition Manager
HR Director
Finance Manager
Department Manager
Line Manager
Hiring Manager
Employment Equity Officer
Compliance Officer
HR Administrator
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