Deputy Speaker, a multidisciplinary recruitment strategy was developed and implemented with the aim to enable the SA Police Service, as an employer, to recruit and retain sufficient employees with appropriate competencies by means of specially designed systems of recruitment and selection while simultaneously ensuring the standardisation of the recruitment process, selection and enlistment of entry-level police trainees at all organisational levels within the SA Police; to ensure the timeous appointment of the most suitable candidates through a targeted recruitment approach, which is a community-based approach to recruitment, selection and enlistment; to eliminate risk with regard to corruption, nepotism, discrimination and injuries during recruitment and selection processes; and to ensure that the broader pool of candidates are reached through various recruitment techniques, such as radio, social networks, newspapers, community meetings, career exhibitions, distribution of recruitment brochures, further education and training, FET, colleges, open days at the SAPS Academy, visits to tertiary institutions, etc.
With the new approach adopted by the SAPS with regard to community-based recruitment, community-based organisations such as the community police forums, schools and churches will also be engaged during the communication phase to attract applicants from local communities. Maybe we should also consider using the parliamentary constituency offices for those who might not have access to the above-mentioned institutions.