Most Innovative Company, South Africa, 2016, African Business Awards
Best Forensic Investigation Company, Africa, 2016, African Corporate Excellence Awards
Best in Security, Forensics & Investigations – 2016 – International Business Awards
recruitment process

Recruitment Process

We’re not like most other companies. At Intertel, hiring and firing decisions are made by all employees, from the cleaners to the directors – not just by senior management or HR. We’re not just hiring you for what you can do or what you’ve achieved – we’re also hiring you for YOU, the person that you are. We’re a close-knit group, like a family, and by hiring you we’re inviting you into our home as a member of our family. We don’t take that lightly. The recruitment process is challenging but fair.

From Vacancy to Application

We do not accept unsolicited applications for employment, and we do not work through employment agencies. When we have a vacancy or a new position is created that needs to be filled then this is the process we follow:

The vacancy is first advertised internally so that existing employees are given the opportunity to apply for it.
Failing that, we will head-hunt and may also consider candidates referred to us by staff and trusted partners
If the vacancy is still not filled then we will advertise the position online and in the newspapers

From Application to Interview

To get to the interview stage you’ll need to survive up to 3 rounds of shortlisting (depending on the position and on how many people apply). Our shortlisting process ensures that only suitably qualified candidates will make it through to the interview stage. Your application form and CV are scrutinized to ensure that:

  • Minimum educational requirements met
  • Minimum experience requirements met
  • Regulatory requirements met (if any)
  • Clear criminal record confirmed
  • Valid driver’s license confirmed
  • Resume fact-checked and claims verified
  • Any other job-specific requirements met

From Interview to Job Offer

This is where we truly separate the exceptional from the rest. There are usually 3 rounds of interviews.

ONE-ON-ONE INTERVIEW – this will be conducted by your potential future manager or team leader (or someone with considerable experience and knowledge of the job you’re applying for). The purpose of this interview is to make sure that you know your stuff, and to ensure that you would be able to do the job to the level that will be expected of you. If the job you’re applying for is specialized or requires specific expertise or knowledge then you can expect to be tested and challenged so that your true capabilities, proficiency and other attributes can be gauged. You will be required to role-play, perform practical and academic exercises, and will be quizzed on a range of topics related to the job, the business and the industry. Your general knowledge will also be put to the test.
PANEL INTERVIEW – this will be conducted by at least 5 members of staff, usually including someone from HR, a psychologist, the branch manager, the person who initially interviewed you and possibly someone currently doing that job or who you will be working alongside. The purpose of this interview is to learn more about how you handle things, and importantly, how you handle things under pressure. You will be confronted about any inconsistencies or any areas of concern from your CV, application or background check. You’ll be asked to explain how you handled certain situations in the past, and how you might handle hypothetical situations in future. Your body language, communication skills, demeanour, attitude and other characteristics will be closely scrutinized.
GROUP INTERVIEW – this is where you need to shine. When invited for this interview you will be given an arbitrary topic (e.g. dinosaurs or Super Mario Bros) and instructed to prepare a 5 minute presentation on that topic which you’ll deliver at this interview. Your audience will be the team or group that you’ll possibly be working with as well as any other staff who wish to attend. This is so that we can focus on you and not the vacancy. After your presentation you will be asked questions related to your topic by the audience. Here you will not be judged by how well you know the topic, but how well you respond to questions and how confident you are in situations of uncertainty. After the Q&A session the tables will be turned and you’ll get to ask any questions you like from any of the people in the audience. This is to make sure that you understand exactly what you’re getting yourself into (and for your future team mates to be sure that you’ll be a good fit).

Flow chart of the recruitment process