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Are Truworths Job Ads Legal?

When asked about unfair practice, Truworths argues if others do it they can do it too. Many of their recruitment adverts target unemployed youth and new market entrants (first-time job seekers) using unfair recruitment strategies.

Adverts are not upfront about pay, preventing these vulnerable applicants from making informed decisions regarding which opportunities they can afford to pursue. Are their adverts purposefully vague so they commit to as little as possible?

I asked Truworths why they need this negotiation advantage over young inexperienced applicants?

The real answer to ‘why are there no stipends or salary ranges in adverts?’

It’s easier to disadvantage applicants and dominate them during wage negotiations.

Unfair Job Adverts Deny the Right to Fair Labour Practice and Increase Income & Wealth Inequality

On 6 July 2017 I spotted Truworths adverts targeting a vulnerable population group – the youth.

I wanted to know why their adverts failed to disclose pay (remember the 2016 Marie Claire R30 p/day intern stipend outcry?) I asked on the Truworths Facebook ad but they ignored me and removed my comment.

Repeating the question, I notified my Truworths connections on LinkedIn. They continued ignoring me, probably hoping I’d go away. After 6 days they sent this:

Dear Leonie,

Re: your request for clarity on our job advertisements

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 remunerates 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.

We find your social media posts to be unnecessarily hostile toward Truworths, particularly given that advertising employment opportunities without a salary range is not an unusual practice in South Africa.

Truworths will not hesitate to defend itself against defamatory statements, and reserves all its legal rights.

Regards

Mark

 Divisional Director : Human Resources


Where there’s smoke…

‘Truworths chooses to not disclose salaries in advertisements for employment opportunities so as not to inadvertently and prematurely exclude good candidates from positions based purely on their salary expectations”

According to Mark, applicants often decide against attending interviews when they think an offer is too low. He says they have the wrong salary expectations. As a result, they prefer you not to know so that they can tell you what the correct salary expectation should be when you attend the interview.

In other words, most of us are pretty stupid. We’re lucky to have Big Daddy Mark to set us straight.

Truworths fails to respect that it’s an applicants right to decide if they want to, or can afford to take the position offered before investing their time and resources on an application process.

Furthermore candidates are welcome to discuss their salary expectations during the interview process.

Why should we believe that the ‘discussions’ during the Truworths interview process are fair?  See how Truworths salaries compare in the market, they are low.  Obviously Truworths has very good negotiators.

How does a new market entrant negotiate with such skilled professionals? The same professionals who will educate you with regards to pay expectations.

Withholding information creates an atmosphere of distrust – and their response is an attempt to bully us into submission.

If you disagree, please do so below in the comments section.

We find your social media posts to be unnecessarily hostile toward Truworths, particularly given that advertising employment opportunities without a salary range is not an unusual practice in South Africa.

Why did you ignore me Truworths? And remove the comment? Why couldn’t you just answer?

When it comes to Truworths claiming my posts were hostile – they need to engage better on social media. No apology for hostility – they required it.

They claim an environment where only their unchallenged opinion may prevail, this is in contravention of the Constitutipn. Citizens have the right to question industrial policy and practice.

‘Everyone else does it’ –  Mark, are you still in high school?! Lol! <Lacking in gumption.>

Truworths messes with us

Getting to an interview costs money. You have to prepare mentally, do research and find suitable clothes. Interviewing for a job is at a candidates expense.

During an interview, applicants are often offered salary / stipends that are prohibitive. They would not have attended the interview had they known they wouldn’t be able to accept the offer.

It’s not because youth want too much, it’s because they have so little

For example, a R30 daily stipend and an opportunity may indeed be wonderful, but only certain candidates, those with access to a support system – can accept the opportunity.

Our development model is skewed in favour of business who use ‘development’ as profit opportunity. They have the dubious honour of paying minimal amounts, if not less, and claim BEE points and tax rebates too. No one monitors the quality of the intervention and enforces standards and values befitting the Constitution.

Questions to ponder:


Truworths Market Related Salary Comedy

More on recruitment exploitation at these links

No Salary Advertised? Call first

Explains why withholding information is abusive. Please read and be informed!

How the public feels about non-disclosure of salaries in adverts

Comments from Face Book and LinkedIn friends.

Say hi!

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