Our network

Our network of professionals who provide great services to business is something that amazes us and we gladly share the people and the services they render because we know they can add value to you and your business.

We have access to the following complimentary services:

  • Psychometric assessments
  • Psychiatric treatment
  • Team building activities and breakaways
  • Labour relations
  • Life-skills training for the agricultural sector
  • Company secretarial services

Please contact wickus@plumbline.org.za for more information and direct contact details.


We read a lot and wide to ensure that we keep up with the latest challenges, trends and innovation in our fields of expertise. Here is a list of books that we recommend and we will update this as we discover new writers and more amazing insights.

Leadership and self-deception. The Arbinger institute
Time to think. Nancy Kline
Primal Leadership. Goleman, Boyatzis & McKee
The Leadership Challenge. Kouzes & Posner
HR – The Value proposition. Ulrich & Brockbank (a great read for any person in HR related roles)
The Artist’s way. Julia Cameron
Spiritual Capital: Wealth we can live by. Danah Zohar
Emotional Intelligence. Daniel Goleman


The daily challenge for many of us is to keep our Inbox from overloading with newsletters and spam. There are however some amazing people who have a real gift for writing and inspiring us with their knowledge and insight and we list their links here for you to explore. We also list some of our professional associations and related websites for additional reading.


HR templates and guides

Interview guidelines

Appointing candidates who are aligned with the job role and the organisational values, and who are compatible with current employees, is one of the most daunting tasks for any manager. The job interview is one of the mechanisms that provide insight into the candidate and their potential fit. If done successfully, it can be a great way to acquire valuable information and make informed choices. Appointing the right candidate ensures quality performance and fewer issues in the long term!

Our guidelines below are not meant to be a complete recipe but we have found these to be successful in supporting the interviewer when seeking to appoint good candidates.

Interview guidelines

Phase 1

Ability verification

Objective:             verify level of ability to successfully perform tasks required by the position

Focus areas:          knowledge, skills, experience and work style

Focus area Question types
Knowledge Verify the type and level of knowledge relevant to the position through specific questions and requesting examples from the candidate to proof this: Have you worked on public transport systems before and what was your role/responsibilities?
Skills Use the skills list as guideline and ask specific questions to verify skills: “Provide us with an example where you were required to apply project management skills and describe your experience of that.”“What have you learned from you previous experience of leading a team of people?”
Experience Verify the experience described in the CV. Explore those areas critical to the position in depth by requesting examples and outcomes from the candidate of their previous experience. This is also an important area to explore when contacting their references.
Work style Describe your work style / how you perform a task?When do you feel most equipped to perform a task / when do you perform well?What type of company would suit you best?What do you expect from your manager?Describe a work/team/task where you performed well and tell us what made this successful for you.Ask questions like “how would you do …. / how would you approach ….. /


Supporting processes

Technical assessments, case-studies, aptitude tests, verbal or written assignments, personality profile


Phase 2


Objective: to ascertain whether the candidate will be a good fit in the role, team and organisation

Focus areas: personal background, values, interests, lifestyle, career objectives,

Focus area Question types
Background Tell us about yourself, where you grew up, what does your family look like etc.Which activities did you participate in at school/university/college?
Values To understand what is important to the candidate, what drives him/her, what irritates them, who do they admire and why.
Interests Explore the hobbies and interests listed on the CV. Establish whether they just listed it or if they really do these.
Lifestyle This can also assist in understanding what type of person you will employ. Ask them about their weekends, type of holidays they enjoy, what they would do if they have a large sum of money to spend on anything.
Career objectives What would you like to achieve in your next job?What are the career opportunities you are looking for?What other positions are you applying for?


Supporting processes

Personality profile, values and motives  assessment, team role profile


Additional considerations

Career phase

It is valuable to understand the career phase of the candidate as this links with the level of energy and potential to succeed in the role. Are they looking for a job to:

a)       Gain experience and qualify themselves further

b)       Consolidate and increase their income security

c)       Start a new direction (identify the reasons why)

d)       Get into a leadership role

It might also be for other reasons not mentioned above. This will however be a good indication of a fit with the role the company requires.


Open-ended questions

Focus on asking open-ended questions. These are questions that do not have a “yes” or “no” answer or a choice between 2 options (Are you a team person or more individualistic?). A better question would be: “Have you worked in a team environment before and if so, what have you learned about your preference for team work or individual performance?”

Refrain from asking leading questions with only one correct answer i.e. “Can you work in a structured environment?” Rather ask “Describe your ideal work environment and how work should get done in an organisation.”

The objective is to learn what the candidate is thinking and how they think about certain topics. Closed questions limits the amount of information shared by a candidate.


Job content

It is the responsibility of the employer to ensure that the candidate has a clear understanding of the job content, the work that they will do if employed. A copy of the job description can even be handed to the candidate to assist with this.

Describe the team that they will be part of, how reporting lines work, how remuneration, work hours and leave days are defined and other information that will assist the candidate to make an informed decision if they are offered a position.

Further assistance

Please feel free to contact Wickus on wickus@plumbline-intel.com should you require assistance with your interviewing process or would like to have a training session on interviewing skills for your managers.