At On The Ball College (OTBC), we start preparing our learners for job placement from the enrolment stage ,so that they can be job ready. A placement officer develops an appropriate job-seeking approach, depending on education, skill levels and personal circumstances. This usually includes writing a resume, practicing interview techniques and going out on job leads the placement officer has already vetted. OTBC helps students and graduates secure internships, work-study opportunities and part-time employment.

OTBC trains our students in the following recruitment process, which is covered in our work-place programmes as part of our curriculum.

Vacancy Notice

Our process includes a job description, as well as a description of the required qualifications, experience and competencies.

Preliminary Selection

Our candidates are shortlisted according to the necessary requirements specified in the vacancy notice.

Assessment

Depending on the role, our candidates may be asked to sit in various types of assessments. These could include one or more of the following: Ability tests, written exams, simulation exercises, questionnaires, typing tests, or language tests.

Interviews

We typically use a competency based interview (CBI) approach, whereby candidates are asked about specific examples of past experiences.

Appointment

Successful candidates are initially offered a 3 month probation contract and then it gets reviewed for a permanent contract based on performance.

Vacancy notice

Our process includes a job description, as well as a description of the required qualifications, experience and competencies.

Preliminary Selection

Our candidates are shortlisted according to the necessary requirements specified in the vacancy notice.

Assessment

Depending on the role, our candidates may be asked to sit in various different types of assessments. These could include one or more of the following: Ability tests, written exams, simulation exercises, questionnaires, typing tests, or language tests.

Interviews

We typically use a competency based interview (CBI) approach, whereby candidates are asked about specific examples of past experiences.

Appointment

Successful candidates are initially offered a 3 month probation contract and then it gets reviewed for a permanent contract based on performance.