#payslipbansa defines unlawful recruiters as Suited Tsotis conducting monkey business!
Opportunistic employers and recruiters use pay secrecy and power to reduce job seekers economic right to pursue better or alternative wage opportunity. As gatekeepers, they discourage informed applicants; recruiters exploit the desperate, ignorant and unemployed.
Recruiters find and attract job applicants available in the labour market.
Sometimes recruiters are outsourced and sometimes they are part of a company’s HR function.
Regardless of who is hired to perform the function, recruitment is an economic activity shaped by vested interests and impacting on individual job applicant economic rights.
FAIR IS FOUL IN RECRUITMENT ETHICS
Employers and recruiters are often on the wrong side of inequality.
These organisations know there are no penalties (yet) for unfair recruitment. They proudly assert an unfair opinion they have been unable to back up with legal argument.
They omit pay ranges from job adverts in order to maintain negotiating power. By excluding pay information in adverts and asking applicants their pay expectations, recruiters can drive applicants wage expectations down.
Recruiters claim they would never exploit applicants yet workforce inequality and poverty exists. This is why the public takes a massive risk when trusting recruiters.
If employers and recruiters made moral judgments – we wouldn’t have inequality
Truworths, paying among the lowest rates in retail, fiercely defend the right to be secretive about pay in adverts and tell us to believe they are ethical when they adopt positions of power and dominance during negotiation, as their email shows:
Truworths chooses to not disclose salaries with advertisements for employment opportunities so as not to inadvertently and prematurely exclude good candidates from positions based purely on their salary expectations.
Truworths offers market-related salaries and remunerate fairly based on the requirements of a role, the candidate’s qualifications, skills and experience. Furthermore candidates are welcome to discuss their salary expectations during the interview process.
Get Smarter, a training organisation, uses similar Truworths tactics, describing pay as ‘negotiable’ in adverts:
Due to the “open” nature of the requirements, we feel it better for a candidate to indicate what they are looking for, and we can then have open and honest conversations with them through the process.
Advertisements containing company beneﬁts, list salary description and advertise more than one position received a larger applicant pool than advertisements lacking these contents.
Kaplan, Aamodt and Wilk : 1991
A Suited Tsotsi
– someone using unfair advantages such as pay secrecy during recruitment,
– these gravy train conductors deny job seekers their rights.
– Tostsis conducting monkey business can be a company or individual.
– It can be someone who sends an email asking about your pay expectations and for your payslip.
Screenshot their ad & forward us their emails to firstname.lastname@example.org
All sources are protected and information treated with the utmost sensitivity.
Constitutional fairness real during recruitment.
Pay Slip Ban SA champions the cause of fairness during recruitment practices and wage negotiation.
We believe it’s in the public interest to take up this up and lobby for a Really Fair labour market.
Help us create the awareness and process for change to close the inequality gap in South Africa.