Purpose
Our company attracts and retains high performing staff to achieve its strategic goals and who are aligned with the values and ethos the business. Our company achieves the alignment of organisation and staff utilising principles outlined in the Recruitment and Selection Policy (the Policy).
Scope
This Policy applies to all employees of our company including contractors, apprentices/trainees, volunteers and external providers (labour-hire). The Recruitment and Selection Guidelines (the Guidelines) provide specific advice on normal practice.
Policy Statement
Our company appoints high performing staff using a competitive process underpinned by the principles of merit, equity, and transparency. In doing so, practices ethical, fair and impartial staff selection procedures, free from conflict of interest, and characterised by confidentiality and respect for the privacy of an applicant’s personal information.
A Position Description describes the inherent requirements of the position to be performed.
Selection Criteria describe the qualifications, competencies skills, knowledge and experience, required to perform the inherent requirements of the position.
Selection Criteria, therefore, form the basis of the assessment of an applicant’s capability to perform the inherent requirements of the position through the short-listing, interview and referee checking process.
Merit
The appointment is based on merit assessed against the Position Description Selection Criteria. At the point of shortlisting, the Selection personnel must be satisfied that applicants are capable of performing the inherent requirements of the position through a comparative assessment of each applicant against the selection criteria.
Equality
Staff involved in the recruitment and selection process are expected to practice the principles of equal opportunity and anti-discrimination which is consistent with the essential characteristics of our company principles. Human Resources may nominate an observer to any operational recruitment and selection process.
Confidentiality
The confidentiality of the employee selection process must be maintained under all circumstances. Applications and referee reports must be stored securely and details of applications, interviews or any other aspect of the selection process should not be discussed outside of the Selection Committee. Breaches of confidentiality and their impact on our company and individuals are regarded as serious matters. Application and personal information collected from applicants for advertised positions must only be used to complete the recruitment and selection process.
Conflict of Interest
A person who has or has had a close personal relationship with an applicant, or who has had any other non-work related interest shall not take part in any aspect of the selection process as it could lead to a potential or actual conflict of interest. In these circumstances, a person must decline an invitation or nomination to join a Selection Committee.
Conflicts of interest may arise in situations where a person’s private arrangements, benefits, interests (whether pecuniary or otherwise), personal circumstances or personal or family relationships could, or could be perceived to impinge on a person’s ability to act impartially. If such a situation becomes apparent after applications are received, the selection committee member must notify the HR Manager and withdraw from the process at the earliest possible stage. The Manager shall seek a replacement from the same category of association.
Appeals
Any appeals in relation to the recruitment and selection process will be addressed in accordance with the Staff Appeals Policy.
Approvals
The approval authorities for the recruitment and appointment of employees are documented in the Company Delegations of Authority Policy Register. All continuing positions and fixed term positions greater than two years duration shall normally be advertised externally. Our company reserves the right to make no appointment to positions which have been advertised, to invite persons to apply for advertised positions, to appoint by invitation or to make a direct appointment to a position without recourse to an advertisement in order to meet the business’s requirements and needs.
Documentation
- Delegations of Authority Policy Register
- Position description
- EOI
- Reference Check process