About

The South African Civil Aviation Authority has announced the names of people who are shortlisted for different jobs.

These people were chosen because of their qualifications and experience in aviation. The aim of shortlisting is to find candidates who can help the authority achieve its goals.

The shortlisted candidates will move on to the next stage, which might include interviews and tests to see who is the best fit for the jobs.

This is a big chance for those who want to start a career in civil aviation in South Africa.

Shortlisting Process

• Application Review: All received applications undergo a thorough review to evaluate candidates’ qualifications, work experience, and suitability for the advertised positions.
• Initial Screening: Applications meeting the minimum requirements undergo an initial screening process to identify potential candidates who closely match the job criteria.
• Qualification Verification: Shortlisted candidates’ educational credentials are verified to ensure they meet the necessary standards and requirements for the roles.
• Professional Experience Assessment: Candidates’ work histories and professional experiences are assessed to determine their relevance and alignment with the job responsibilities.
• Skills Assessment: Candidates’ skills, competencies, and achievements are assessed to match them against the specific requirements of the roles.
• Interview Process: Based on the evaluations conducted, candidates are selected for interviews to further assess their suitability, including their interpersonal skills and ability to contribute to the organization.
• Final Decision: Following interviews and any additional assessments, the final selection of candidates is made based on their performance during the evaluation process and how well they align with the organization’s needs.
• Candidate Notification: Successful candidates are informed of their selection and provided with guidance on the next steps to finalize their employment process.

How To Download The List

• Visit the SACAA Website: Go to the official website of the South African Civil Aviation Authority.
• Navigate to Recruitment Section: Look for the section dedicated to recruitment or career opportunities. This is usually found in the main menu or under a specific tab labeled “Careers” or “Vacancies”.
• Find the Shortlist Announcement: Locate the announcement or notification regarding the shortlisted candidates. This may be listed under the specific job position or recruitment drive.
• Access the Shortlist: Click on the link provided to access the shortlist document. It may be in PDF format or available for direct viewing on the website.
• Download the Shortlist: Once you’ve accessed the shortlist document, you can typically download it by clicking on the download icon or link provided on the website.
• Save the Document: Save the downloaded document to your computer or device for future reference or review.
• Check for Updates: Ensure to check the SACAA website regularly for any updates or changes to the shortlist or recruitment process.

Requirement Documents For Screening

• Application Form: A completed application form providing personal details, employment history, and educational qualifications.
• Curriculum Vitae (CV): A detailed CV outlining work experience, skills, achievements, and contact information.
• Educational Certificates: Copies of academic qualifications, including degrees, diplomas, and certificates relevant to the position.
• Professional Certifications: Copies of any professional certifications or licenses required for the role.
• Identity Document: A valid identity document (such as a passport or national ID card) for verification of identity.
• References: Contact details of referees who can provide information on the candidate’s work ethic and capabilities.
• Cover Letter: A cover letter stating the candidate’s interest in the position and highlighting relevant skills and experiences.
• Work Permits or Visas: If applicable, copies of work permits or visas allowing the candidate to work legally in the country.
• Portfolio (if applicable): Examples of previous work or a portfolio demonstrating skills and achievements relevant to the role.
• Background Check Consent: Signed consent form allowing the organization to conduct background checks, including criminal record checks if required.
• Additional Documentation: Any additional documents specified in the job advertisement or requested by the employer during the screening process.

Screening Process

• Initial Communication: Candidates may receive an initial communication (email or phone call) informing them of their shortlisting and providing details about the next steps.
• Interviews: Candidates are invited to one or more interviews. These may include:
  • Phone or Initial Screening Interview: A preliminary interview to discuss basic qualifications and assess initial fit.
  • Face-to-Face Interviews: In-depth interviews with hiring managers, team members, or panels to evaluate skills, experience, and cultural fit.
  • Technical Interviews (if applicable): Assessments of technical skills or specific job-related competencies.
• Assessments and Tests: Candidates may be required to undergo assessments or tests, such as:
  • Psychometric Tests: Assessing cognitive abilities, personality traits, or behavioral tendencies.
  • Skills Tests: Evaluating job-specific skills or tasks relevant to the position.
  • Case Studies or Presentations: Candidates may be asked to prepare and present a case study or topic related to the role.
• Background Checks: Verification of candidates’ background information, which may include:
  • Reference Checks: Contacting referees provided by the candidate to validate work history and performance.
  • Employment Verification: Confirming past employment details and positions held.
  • Criminal Record Checks: Checking for any criminal history, where permissible and relevant to the role.
• Final Decision: After completing the screening process, the hiring team deliberates and makes a final decision on the most suitable candidate for the position.
• Offer and Negotiation: The selected candidate is typically extended a job offer, which may include negotiations on salary, benefits, and other terms of employment.
• Onboarding: Once the offer is accepted, the onboarding process begins, involving orientation, setting up necessary paperwork, and integration into the organization.