FAQ's

Your CV remains on your candidate profile on the RecruitMyMom online portal. You will be sent job alerts that match your profile and the skills that you've put into the skills section. Please keep on checking the Current Jobs page on our website and our social media channels for new available positions. You can then apply online if you see anything suitable for you. 

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We do not advertise commission-only positions as the type of candidate that RecruitMyMom attracts do not often apply for such positions. If, however, you could offer a basic salary and do contribute towards telephone/other costs then it is something we might be able to assist you with.

 

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A member becomes a Virtual Assistant once they are placed as an Independent Contractor. Be sure to add "Virtual Assistant" under your "Skill Set" on your candidate profile.

What that means is that you must be on the lookout for positions on our website that are for INDEPENDENT CONTRACTORS and apply through your candidate profile for the position.

 

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Unfortunately, we can only assist non-South African citizens looking for employment in SA should they have the necessary permits (e.g. Critical Skills Work Visa) in place.

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All South African citizens living abroad with a South African bank account can register on the website and apply for remote jobs. 

 

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It's best that you put the city to which you are relocating to on your candidate profile so that you can get job alerts for the opportunities in your desired location.

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There are a couple of reasons why you might not have been selected for an interview, one of which being that we have a lot of strong candidate applications for the role. 

Here are a few tips from our recruitment managers:

  • Always respond as quickly as possible to new job adverts as we pride ourselves in a 1-day turnaround with our clients and, wherever possible, we will submit a shortlist from the CVs already received within 24 hours after posting the ad.
  • Make sure that your cover letter speaks to the requirements of the job spec and if there is something in the job spec that you have done, or a software programme that you have used but you did not add to your cv before, make sure you update it before you apply.  
  • Keep trying - the economic landscape is such that it is easy to become demotivated, but it is no reflection on you.

 

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To receive tailored job alerts, follow these 3 quick steps:

Tick the box 'I would like to receive communication and job alerts' under the 'Details' section on your candidate profile.

Check that all the details on your profile are 100% correct.

Add all relevant skills under the 'Skills' section on your candidate profile.

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Many employers may request a credit check on a future potential employee. 
The NCR (National Credit Regulator) has recently introduced amendments to the National Credit Act, 2005 (Act No.34 of 2005) under regulation 19(12). An employer can only request a credit check on a job-seeker if:
The requestor certifies that all requests for consumer credit records relate to a position requiring honesty in the handling of cash or finances. 

  • The employer who is requesting the credit check of a job seeker must provide certification that the job requires honesty in handling cash or finances. 
  • The job description needs to be in place which indicates that it requires honesty in the handling of cash or finances. 

If you require credit, qualification, criminal or other checks done for future potential employees, RecruitMyMom offers this service, even for candidates not placed by us. Contact Us https://www.recruitmymom.co.za/our-services

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Users of Apple devices frequently encounter issues where Cookies are prohibiting job seekers from logging in. Here is the fix: Go to Settings > Safari > Enable ‘Prevent cross-site tracking’ and disable ‘Block all cookies’

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If you are shortlisted for a role you will be contacted by a recruitment manager and an interview will be scheduled.

If however, your application is unsuccessful, you will be notified via email once the position has been filled and the job has been closed.

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All the jobs that are advertised on our website are currently available. Once they are filled they are then removed from the website. 

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You are able to check whether or not your application has been received by signing in to your candidate portal.

Once you are in your profile click 'Jobs' on the right-hand-side and then 'Applications'. Your job applications will be listed there.

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Sign in and click "Apply" for the job you are interested in. 

Our software will auto-populate your application from the information in your saved Candidate Portal. 

Tip: It is a good idea to ensure that you have filled in all fields, even non-compulsory fields on your Candidate Portal. 

At this point, you can delete any older cover letters attached and attach a new cover letter that is tailored to the job you are applying for. Make sure that you use the job title and job number, as you see them on your job speculation, when you save your cover letter to be attached to your profile.  The following example is how to name the cover letter document before you attach it to your profile. 

For example: "Recruitment Consultant Job #4567 Cover Letter"

This will not delete previous cover letters you have attached for earlier job applications. 

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Absolutely yes, some of our most talented Moms work remotely. We work actively to attract suitable jobs from across SA and internationally.

We place in-office jobs across South Africa including Johannesburg, Cape Town, Durban, Port Elizabeth, East London and other smaller towns.

RecruitMyMom sources remote jobs for South African moms in the United Kingdom and Ireland among other countries. 

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During December 2021, we upgraded our software to a new, improved Candidate Portal system. Reset your password by following these steps:

Step 1: Go to www.recruitmymom.co.za. 

Step 2: Click on 'Job-Seeker Sign In', then select ‘Pre 2022 account holder - password reset’.  

Step 3: Follow the instructions to reset your password and then try to sign in again.

 

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As of 1st January 2020 the new parental leave has replaced the three days paid family responsibility leave when a child is born or adopted.

Parental leave is 10 consecutive days: An employee who is a parent of a child will be entitled to 10 consecutive days’ parental leave. These are calendar days, not working days. 

Parental leave is unpaid, however, employees that take this leave may claim benefits from the Unemployment Insurance Fund if they have been employed for longer than 13 weeks. 

 

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Family responsibility leave is governed by the Basic Conditions of Employment Act. 

This leave applies to an employee—

  • (a)  who has been in employment with an employer for longer than four months; and
  • (b)  who works for at least four days a week for that employer.

An employer must grant an employee, during each annual leave cycle, at the request of the employee, three days’ paid leave, which the employee is entitled to take—

  • (a)  when the employee’s child is born;
  • (b)  when the employee’s child is sick; or
  • (c) in the event of the death of—
    • the employee’s spouse or life partner; or
    • the employee’s parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling.

Read more about family responsibility leave on our blog.

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CONTRACT TO PERMANENT PLACEMENT FEE

When a fixed term employee, as introduced by RecruitMyMom, is appointed permanently a permanent placement fee of twelve (12) percent of the First years remuneration including boneses, allowances and commissions becomes applicable as well as the Warranty. 

When an Independent Contractor, as introduced by RecruitMyMom, is appointed permanently a permanent placement fee of fifteen (15) percent of the First years remuneration including boneses, allowances and commissions becomes applicable as well as the Warranty. 

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Herewith a brief legal summary to understand your rights and the legal position with regards to resignation:

Resignation is a unilateral act on the part of an employee which brings the employment relationship to an end. In other words, by handing in her resignation, the employee ends the employment relationship.

 It is something done by the employee alone and is not something that requires your input or agreement. The court clarified that a resignation involves two separate elements.

         1. The unilateral act of resignation; and 

         2. The requirement to give notice.

The resignation isn’t invalid if the employee doesn’t give proper notice. This simply creates a breach of contract. 

The employer can decide whether or not to accept that breach and waive compliance with the notice period. Or it can hold the employee to the notice period.  But that doesn’t change the fact that there’s still a valid resignation. All it means is that the employee must work out the full notice required and if she doesn’t the employer can claim for damages.

An employee must give a minimum period of notice, which depends on how long the person was employed, and ranges from one to four weeks (Section 37(1)(c) of the BCEA). But you can waive any part of that notice provided you pay the employee in lieu (Section 38(2) of the BCEA). If notice is given and you don’t waive the notice period then the contract terminates on expiry of the notice. If you waive any part of the notice, the contract terminates when the employee leaves work.

Some things to consider when dealing with resignations:

1. When your employee resigns and you accept her resignation, you should confirm your acceptance in writing.  For example, state that you acknowledge receipt of the letter of resignation and confirm that you have accepted the resignation. In this letter you can confirm the terms that are applicable, for example:

We confirm that you have indicated that you do wish to work out your notice period of one month and that you requested to take leave and that your leave has been granted or 

"We confirm that we are willing to waive your notice period so that you may commence employment with your new employer immediately. We confirm that your last working day will be this Friday 24 August 2007. Because you are not working your notice period, you are not entitled to notice pay. We will ensure that all your accrued leave is paid out to you."

2. A resignation brings the employment contract to an end immediately or at the end of the notice period, depending on what is accepted by the employer.  The contract doesn’t terminate on the date the notice is given. It only terminates when the notice period expires (unless you waive the notice requirement). 

3.  A resignation terminates the employment relationship. The Basic Conditions of Employment Act says that you are required to provide your employee with a certificate of service when she leaves your employment, irrespective of the reason why she leaves your employment. Therefore, when your employee resigns, you are required to provide her with a certificate of service. 

4.  When an employee resigns she is normally obliged to work out the notice period that is stated in her contract of employment or that is required by law. This is because the purpose of a notice period is to allow you to find a replacement and ensure there is a smooth hand-over so business can continue without interruption despite the employee’s resignation.   If your employee resigns without giving you notice as required by law or in terms of the employment contract, she is in breach of contract and you don’t have to pay notice pay in such a situation.  If, after she’s given notice, the employee doesn’t work out her notice period you don’t have to pay her (no work, no pay).   If the employee gives late or short notice that’s a breach of contract, you can either hold the employee to what’s left of the contract or cancel and sue for damages.  If the employee doesn’t give proper notice and you choose to hold her to the contract, then the contract terminates after the full period of the notice.

5.  An employee can’t take leave during the notice period when you’ve given notice, but she can take leave when she was the one who terminated the contract by resigning.  Employers usually don’t allow employees to take annual leave during their notice period so as to ensure continuity of business and a smooth hand-over. In some cases, you may prefer the employee to take leave BUT this is not allowed under the Basic Conditions of Employment Act which says that notice can’t run concurrently with any period of leave to which the employee is entitled under the BCEA (except sick leave). This means your employee also can’t give notice while she is on leave. You can decide if you’d prefer your employee who’s resigned to take leave so she doesn’t have to report to the workplace during her notice period. Confirm that the employee has requested the leave and that you’ve granted it in writing.

6.   BCEA says that where an employee resigns and the employer waives any part of the employee’s notice period, the employer must pay the employee notice pay unless the employer and the employee agree otherwise. Therefore, if you waive your employee’s notice period and do not wish to pay her notice pay, you must agree this with her.   If you arrive at an arrangement to waive your employee’s notice period and not to pay notice pay, you should get the employee to sign a written agreement to avoid the possibility of a later dispute. This can be in the form of a simple letter.

7.  Circumstances may arise where your employee has access to sensitive company or business information or client contracts and you don’t wish her to continue to come to work during her notice period because you are of the view that there is a potential risk of the disclosure of this confidential information. You may therefore agree with your employee that she won’t come into the office during her notice period. In these circumstances, your employee’s employment will only terminate at the end of her notice period but she will not report for duty during her notice period and will be allowed to stay at home. This sort of arrangement is often referred to as garden leave because the employee is paid to be at home.

8.  Termination pay means the payment legally due to your employee when she leaves your employ. An employee who resigns will be entitled to the termination pay that is due to her.  Termination pay must be calculated given the circumstances of each resignation.Termination pay is calculated with reference to an employee’s remuneration and not her basic salary or wages. This means that not only basic salary must be included but also any other payments that you make to your employee on a regular basis for the work that she does for you. 

9.  A restraint may also include undertakings by an employee that for a specified period she will not:When hiring new employees it is always important to check whether they are under a restraint in favour of their previous employer. If you are aware of a restraint which stops an employee joining a competitor and you hire that employee, you may expose yourself to litigation and a possible claim for damages.

 

A restraint may also include undertakings by an employee that for a specified period she will not: 

• encourage clients/customers to take their business away from her employer;

• encourage suppliers to stop supplying or to change the terms of their supply arrangement with her employer; and

• encourage other employees of her employer to leave their jobs to join a competitor.

 

10.  A confidentiality undertaking is an agreement between an employer and an employee that the employee will not disclose or use the employer’s confidential information other than as permitted in terms of their employment relationship for purposes of furthering the employer’s interests. An employee who has signed a confidentiality agreement and who discloses or uses confidential information after she has resigned, acts in breach of her employment contract and the employer can enforce the confidentiality undertakings against the employee.  Even if your employee’s contract of employment does not contain a confidentiality undertaking, you are protected by the common law against unlawful competition by your employee using your confidential information.  Confidential information can include:

         • Business strategy and plans;

         • Trade secrets;

         • Marketing data and strategies;

         • Client lists and contacts;

         • Computer information; and

         • Technology and know-how

 

11.  When your employee resigns, you will need to make sure that she returns all company property in his possession. This could include:

         • her laptop computer/cell phone (if company owned);

         • tools and uniforms;

         • any other assets that you have given her to use while she is employed with you;

         • her company car;

         • any company credit cards and access cards that she may have had use of; and

         • all confidential information and documentation (including copies) as well as all computer programs.

Contribution thanks to Ilene Power Labour Lawyer. 

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A Fixed Duration contract is fixed in duration.  If one employs an employee for a fixed period then legally the length of the contract is binding until the termination date of the contract (3 months in this case). If an employee is employed for 3 months, then the employer cannot terminate the services of the employee before the 3 month period is complete. The implications are that an employer can end up with an employee that is not performing well, despite training and feedback, and the employer will have to see the contract through to its termination date. 

A Fixed Duration contract can be extended beyond 3 months for justifiable reasons as is laid out in the Labour Relations Act. Read more on this under Employer Resources - Fixed Duration Contracts. 

A Probation clause can vary in length. Three months is a standard length of time in many industries in South Africa. A probation clause gives the employer flexibility to terminate the services of an employee if they are not performing before the probation period is complete, unlike a fixed duration contract, which is binding until the termination date of the contract.  The probation clause does not allow an employer to terminate the services of an employee illegally. The employer does need to provide the employee with feedback and an opportunity to rectify the problem before termination.

This is not a complicated process and advice can be sought from our labour lawyer. Send us an email to info@recruitmymom.co.za and request that our labour lawyer contact you. 

Read this blog: The importance of a probation period when hiring new employees

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What is a fixed-term or fixed-duration contract?

Section 198B(1) of the Labour Relations Act (LRA) defines a fixed-term contract as a contract of employment that terminates on:

·         the occurrence of a specific event;

·         the completion of a specified task or project;

·         a fixed date other than an employee’s normal or agreed retirement age.

·         The nature of the work is of limited or definite duration. (Examples of this is where the person is employed to complete a specific task like, for example, a building which may take longer than three months to complete (section 198B(3)(a)).

Does it make sense to appoint someone on a three month fixed duration or appoint permanently with a three-month probation clause?

A fixed-term contract cannot be terminated before the end date unless a full disciplinary process is followed and misconduct proved. For this reason, it is not recommended that a fixed-term contract be used to circumvent the labour law requirements of following due process to discipline and terminate the employment of an employee. 

You may only extend the duration of a fixed-term contract if there is a justifiable reason for extending the employment of employees beyond three months. The conditions of an extension beyond three months are laid out below. If these conditions are not met, an employee is deemed to be permanently employed by the employer. 

Can a fixed term or fixed duration contract be terminated?

A fixed duration contract cannot be terminated before the end of the contract unless the correct disciplinary and training processes have been followed as laid out in the LRA. 

The protections  on fixed-term contracts do not apply to:

•    Employees who earn R205 433,30 per annum

•    Employers who have fewer than 10 employees; or

•    Employers who have fewer than 50 employees and who have been in business for fewer than two years unless the employer has more than one business or the business was formed from other existing businesses.

If the employee is protected and the employer has more than 10 employees or has been in business for more than 2 years or has more than 1 business, the duration of fixed term contracts is limited to three months.

You may only extend the duration of a fixed-term contract if there is a justifiable reason for extending the employment of these employees after three months. Examples of justifiable reasons to extend the duration of the contract:

·      is replacing another temporarily absent employee;

·      is employed due to a temporary increase in work which is not expected to endure beyond 12 months;

·      is a student or recent graduate employed for the purpose of being trained or to gain work experience to enter a job or profession;

·      is employed to work exclusively on a specific project of limited or defined duration.

·      is a non-citizen granted a work permit for a defined period;

·      is employed to perform seasonal work;

·      is employed on an official public works scheme or similar job creation scheme;

·      is employed in a position funded by an external source for a limited period;

·      has reached the normal or agreed to retirement age in that business.

If any of the above is present, a fixed-term contract may be extended past 3 months.

Checklist:

  1. Are we dealing with a protected employee:  R205 433.30 p.a?
  2. Are we dealing with a protected employer? Fewer than 10 employees or fewer than 50 employees who have been trading for less than 2 years? Or the employer has more than one business.
  3. If No, limited duration of the fixed term to 3 months
  4. If Yes, then protections do not apply.
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Is it free to load a job RecruitMyMom? 

Yes, it is free to post a job on RecruitMyMom. We fill all permanent, fixed duration, independent contracts and virtual assistant jobs in South Africa. You pay only upon success.

How do I load a job? 

Employers post/advertise a job on the site for free via the Load a Job button on the employer's page.

A recruitment manager will be in contact to discuss the job. 

The job is reviewed to make sure it is a) legitimate and b) fits in with our brand values of enabling women to stay in their chosen career.

The job should offer flexibility in a micro, part-time or other ways that suit the employer's requirements. The job can be a gender diversity job. 

The job is published and made visible on the Current Jobs page. 

It is marketed to the database of thousands of skilled women and through our social media networks. 

The trained recruitment manager will source, interview and do background checks.  She will present only the top candidates to the employer. 

The employer need only do a final interview. 

View our terms and conditions and fee structure here>>

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RecruitMyMom serves a number of employers and job seekers. We offer high calibre jobs for job seekers in many different fields. For employers, we provide the opportunity to list various jobs and find top quality candidates to match. 

There is a process for each:

Employers

Employers post a job on the site via the Employer’s Page. Job posting and registration is free. 

A recruitment manager will be in contact via telephone or email to discuss the job. This person will be your primary contact throughout the employment process. 

The job is reviewed to make sure it fits with the requirements of our site, namely the work can be completed in part-time or flexible hours or if it is full-time employment that it has flexible working conditions. Once approved, the job is published in the "Current Jobs" page.  Jobs are marketed via email and posted to social media for the RecruitMyMom database. 

Candidates apply for the job via the RecruitMyMom website.

For fast-turnaround Virtual Assist positions, our recruiters will select the candidate based on the previous positive experience of having worked with them in the past. 

A full table of services per job type can be viewed under Section 2  here >> 

Fees are paid upon successful employment of one of our candidates. Fees can be viewed under section 3 here >> 

Job Seekers:

Job seekers can join RecruitMyMom for free as a Job Seeker. You can register to gain access to your personal candidate portal where you can upload your CV, add your skills and other necessary information. Read our blog on how to optimise your profile for the best experience with your job applications. 

Tip: Add the address info@recruitmymom.co.za to your email contact list so that our emails do not end up in your spam or promotions folders.

Once you have signed in, make sure you complete the online RecruitMyMom profile via the candidate portal in order to be able to apply for jobs. You can also upload a Word version of your CV and the system will parse your information into your candidate portal. This online CV is what we send to potential employers when a job seeker applies for a position advertised on the website. You can view your uploaded CV in your candidate profile by clicking on ‘Resume’ at the top.

Our recruiters sift through the applications and short-list the CV's based on best fit with the job specification. 

The Recruiter will be in contact if the employer has requested an interview with you. 

If your application was not successful, you will receive an email once the position has been filled and the job has been closed by the employer. It will then also be removed from our website. 

We advertise Permanent and Fixed duration roles where the candidate is employed directly by the employer.

We also advertise Independent Contracting roles where RecruitMyMom collects the amount due from clients plus our fee and pays the contractors who invoice RecruitMyMom for services rendered to our clients. As a consultant, you can be appointed to work on several clients at once depending on your availability. 

 

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We offer the following services in addition to consulting and recruitment:

  • A payroll service for temporary appointments. 
  • Credit, criminal, qualification and ID verification checks.
  • Online skills testing. 
  • Graduate and intern hire. 

View our services here.

 

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Fees & Service Level details explained - 2022

Simply pay upon successful placement, that's it! 

Choose from over 150 different skills. 

Job Type 

 

Fee Structure excluding VAT 

 

 

 

Permanent appointment

Appointments are made for an indefinite period. 

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12% Annual Cost to Company, with a 3-month warranty.

Fixed Term Contracts

Contracts for a fixed duration of time or outcome. e.g. Temps, maternity cover, sick leave cover, projects

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15% The fee is charged for the duration of the length of the contract. 

Independent Contractors & Freelancers

Consultants (HR, Accounts, Compliance etc), freelancers, gig workers, working contractually on projects. 

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The charge-out rate is agreed with the client upfront and based on the level of experience, length and skill required for the project. 

On-Demand Workforce

An enterprise solution  to support teams during seasonal surges in demand

arrow Arrange a call to discuss your needs. Contact Us

Virtual Assistants

Remote based Assistants that do the work you shouldn't.  

arrow The charge-out rate is agreed with the client upfront and based on the level of experience, length and skill required.

See full T&C's >> 

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No, you cannot view the candidate's CV's on the site. RecruitMyMom is not a job board, but an online award-winning recruitment agency providing full-service support to our clients. 

Our trained recruiters will source and present top calibre candidates to employers for all your resource needs. 

We fill permanent, fixed duration, independent contracting, freelance and virtual assistant jobs. 

We fill jobs in all major centres like Western Cape, Gauteng, KZN, Port Elizabeth, George, Bloemfontein and Polokwane. 

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There are NO FEES for job-seekers on RecruitMyMom.

It is against the law in South Africa to ask any job seeker for fees. As a job seeker, you should never pay money to a recruiter for registration. 

 

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Click on ‘Candidate Log In’, then ‘Pre 2022 account holder password reset’. On the sign in page, click on ‘Forgot Password’ and follow the prompts.

You will receive an activation link to reset your password. Once reset you can log-in and view your candidate portal details as well as apply for jobs.

 

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We have a strong philosophy of protecting your privacy.  See Privacy Policy for more detail.

Your CV and skills on your RecruitMyMom candidate portal profile will only be presented to a potential employer if you apply for a position on our website and your CV fits the job specification. We do not include any private contact details until the interview stage. 

 

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If you have already registered and entered your details on our candidate portal, you can sign in and then apply for a job via the RecruitMyMom Current Jobs page. 

Go to our current jobs page, click on the job to open up more detail. 

On the detailed job page, click ‘Apply’. Then, if you are not a registered candidate on RecruitMyMom you’ll reach a page requesting personal information. This will auto populate the personal information section.  View a short video tutorial.

Tip: Make sure all your information is filled in correctly, and make sure you’ve uploaded your Word CV to the ‘Resume’ section. Filling in your skills is how we find you for jobs that match your experience and skills. 

 

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The joining criteria set out for RecruitMyMom are to ensure that we can confidently advertise to employers that our registered Moms are experienced, skilled and professional. 

If you have succeeded in your field of expertise and can demonstrate your experience on your CV and through your skills then we will gladly accept your application. 

 

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Match the cover letter for the job you are applying for specifically to the role advertised.  Avoid the general phrases such as 'good communication skills' and 'admin skills' but rather look at the key needs in the job speculation and then motivate as to why you are the strongest candidate for the role.

Read these blogs for more tips:

How to write an excellent cover letter 

Power words that work in a cover letter

 

 

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Finding perfect part-time or flexible jobs for moms through RecruitMyMom is easy.

Register your job-seeker profile on RecruitMyMom. Correctly fill in all the fields on your Candidate Portal.

Make sure your 'professional skills,' 'software skills' and 'education details' under the 'details' section are filled in accurately. If you have given us permission, you will receive job alert emails based on profile matches. 

Follow us on social media for daily job alerts. 

Facebook

Instagram

LinkedIn

 

 

 

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For Fixed Duration Contracting employment the employer pays your salary directly and must provide you with a temporary employment contract which we facilitate. 

For any independent contracting jobs such as freelance and consulting type work, you will be paid by RecruitMyMom for the period of the project once the payment has been collected from the client.  You will be required to complete an independent consultant agreement for RecruitMyMom and submit monthly or weekly time-sheets for approval to the client. These together with your invoice are submitted to RecruitMyMom for payment. 

The advantage of being a RecruitMyMom contractor is that we build a trust relationship with you and will continue to use your skills for several clients over the years. In addition, you do not have to try and get the money out of the client for work done, we do that on your behalf. 

 

 

 

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For permanent and fixed duration/temporary jobs, the employer will provide you with a Labour Relations Act of South Africa compliant contract. Do not start working without a signed contract in place. The employer can purchase a generic contract from RecruitMyMom if required. The employer is then liable to pay your salary. 

For independent contracting jobs such as freelancers and consultants, RecruitMyMom bills the client including our fee and follows up on receiving payment. RecruitMyMom pays all Independent Contractors by the end of the month, provided the money has cleared in the RecruitMyMom bank account. 

 

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RecruitMyMom calls and personally engages with every employer that posts jobs on our website. We do this to ensure that every job is legitimate and worthwhile being on our platform. 

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Jobs are removed as soon as we fill the position or an employer informs us that the job has either been filled or has been put on hold. 

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Once you have created an account on RecruitMyMom you can cancel it at any time by logging in and selecting "Cancel Account," or you can request an account cancellation through the "Contact Us" page. 

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Candidates may be asked to complete a consent form for background checks and to furnish us with referee details for reference checks.

It is a standard recruitment protocol to conduct reference checks to corroborate the information provided in your CV with the people that you reported to directly. Potential employers may also request that certain background checks, such as criminal, credit or qualification verification checks are conducted for various reasons.  One of these reasons could be that the role requires government security clearances, another could be that the company's hiring policy dictates a clear credit and criminal record for certain roles. Many financial roles today require a credit check. 

 

 

 

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