Advancing Social Sustainability Through a Competency-Based Recruitment, Assessment, and Talent Pipeline Framework for Entry-Level Posts in South Africa's Public Service

Abstract

South Africa's public service continues to face recruitment challenges arising from inconsistent implementation of professionalisation reforms, limited competency-based assessment, and persistent barriers to equitable employment. These challenges undermine governance, workforce sustainability, and inclusive public sector development. This study develops a competency-based recruitment, assessment, and talent pipeline framework that strengthens professionalisation while advancing the social sustainability principles of equity, inclusion, transparency, and long-term workforce capability. A qualitative narrative literature review was undertaken using recent peer-reviewed literature, policy documents, and institutional reports on public service recruitment, competency-based assessment, governance, and workforce development. The review identifies significant implementation gaps in the Directive on Human Resources Management and Development for Public Service Professionalisation, particularly regarding assessment procedures, institutional capacity, employment equity, talent pipeline integration, and accountability. In response, the study proposes an integrated framework combining competency-based assessment, structured candidate management, inclusive recruitment practices, governance safeguards, and internship pathway integration. The framework provides practical guidance for managing high-volume recruitment while promoting fairness, accessibility, integrity, and sustainable workforce development. The study contributes an operational model that bridges the gap between policy intent and implementation, supporting a more professional, capable, and socially sustainable public service in South Africa.