(COMPANY NAME) RECRUITMENT AND SELECTION POLICY 1 POLICY

( 1 ) (THE COMPANIES ACT 2013) (COMPANY LIMITED
(COMPANY NAME) INITIAL ENVIRONMENTAL REVIEW CHECKLIST DEPT LOCATIONS
(COMPANY NAME) RECRUITMENT AND SELECTION POLICY 1 POLICY

(COMPANY) EMPLOYEE ORIENTATION TRAINING LEADERS GUIDE LOADING UNLOADING PACKAGINGASSEMBLY
(COMPANY’S LETTER HEAD) APPLICATION FOR SNI MARKING PRODUCT CERTIFICATION
(COMPANY’S LOGOLETTERHEAD WITH ABN AND DETAILS) DATE THE AUTHORISED

(Company Name)
RECRUITMENT AND SELECTION POLICY

POLICY STATEMENT, OBJECTIVES AND PRINCIPLES

To recruit, select and appoint the most suitable candidate for the job with due regard to the company’s Employment Equity Plan and to ensure that all recruitment policies are handled professionally, without prejudice and in a manner that creates and promotes a positive image of the Company.

RESIGNATIONS

Once an employee has resigned and the resignation is accepted, an exit interview shall be held. The person concerned shall will discuss the reasons for the resignation and the most appropriate procedure to follow going forward with his/her manager (of if preferred, with any other senior person within the organisation) and whether or not the vacant post should be filled. If it is decided to fill the position, the job description shall be reviewed and a decision made as to whether other posts could be expanded through restructuring, etc., after which the recruitment process, if applicable, shall commence.

NEW POSITIONS

All new positions must be approved and budgeted for, provided that a comprehensive job description and motivation have been presented to Senior Management.

RECRUITMENT AND SELECTION

Advertising

All vacancies shall first be advertised internally and internal candidates considered before external advertisements are placed.
Recruitment agencies may only be used with prior consent from management.
Advertisements should be placed in representative media; may not contain any discriminatory and/or any irrelevant criteria, and should clearly indicate the closing date for applications.

Selection

The recruitment and selection process shall be based solely on applicable competencies and inherent requirements of the job (the requirements in terms of qualifications, experience and competencies must be agreed on before the selection process starts).
Candidates from the Previously Disadvantaged Groups shall be given preference, but all candidates shall be assessed against the set criteria, allowing for a reasonable period of time (at most six months) for the person to acquire the skills required to do the job.
Applicants shall be shortlisted and interviewed by the relevant managers, and shall be as representative as possible.
Prior to the interviews, an agenda should be compiled by the relevant managers, and the same selection procedures and questions shall be applied consistently for each candidate applying for the same position. A standard list of questions must be compiled by the interviewing panel before the start of the interviewing process. Questions that the Company will avoid in the interviewing process, include those relating to the following (unless a valid reason exist i.e. dangerous work unsuitable for pregnant women):

Age;
Race;
Religion;
Pregnancy;
Marital status;
Sexual orientation;
Number of dependants.

After the interview, the panel shall recommend the most suitable candidate(s) for the position.
Reference checks shall only be carried out for shortlisted candidates in order to substantiate the following:

Name and designation of the person giving the reference;
Confirmation of the applicant’s employment history, including date of appointment in current position;
The applicant’s position and remuneration details, and the job requirements and key performance areas of the applicant’s current position.
Assessment of the employee’s performance and conduct.
The candidate’s suitability for the vacant position.

NOTE:

The Company shall check references consistently and without discrimination.
For professional and management positions, integrity reference checks may be required, i.e. credit reference, criminal record check and verification of qualifications.

APPOINTMENTS

The letter of appointment shall be sent to the successful applicant as soon as possible.

The applicant shall be required to accept or reject the offer as set out in the letter of appointment within a clearly specified period of time.

The letter of appointment shall contain information relating to —

The post offered and the location;
Remuneration, benefits, allowances and other monetary and non-monetary benefits attached to the post;
A description of the job, together with an indication of the key performance areas;
A specific date and time by which the offer of employment must be accepted in writing by the applicant and the date on which the proposed employment is to commence;
The person to whom the applicant would report.

LETTER OF REGRET

Letters of regret shall be issued to all unsuccessful applicants, irrespective of whether they had been interviewed, except in the case where the advertisement mentions that the Company shall only contact shortlisted candidates (for example, by stipulating that if an applicant has not heard from the advertiser within three weeks after the closing date, he / she should assume that his / her application had been unsuccessful).

If an application by an internal applicant is unsuccessful, he / she shall be given an opportunity to meet with his/her immediate supervisor to discuss the reasons why his / her application was not successful. The unsuccessful internal applicant’s immediate supervisor or manager shall also recommend possible actions or steps that the applicant can take to develop his / her potential and shall discuss this with the unsuccessful candidate.

GENERAL

Before applicants who are not South African citizens can be appointed to any position in the Company, such applicants should be in possession of the following:

A permanent residence permit; or
A temporary work permit covering the duration of employment.

Certified copies of the above documentation are to be submitted to the Company prior to appointment for verification purposes. SA Citizens should be able to present a valid ID document. Copies of permits and/or identity documents must be made and kept.

2 QUOTE REQUEST FORM 3 (COMPANY) (ADDRESS) (CONTACT) (PHONE)
APPLICATION FOR PURCHASING A TREASURY BILL ANNEXURE IV (COMPANY)
CONTINGENT JOB OFFER LETTER DEAR(NAME) ON BEHALF OF (COMPANY

Tags: policy ================================, policy, selection, name), recruitment, (company

(COMPANY NAME) RECRUITMENT AND SELECTION POLICY 1 POLICY

(Company Name) RECRUITMENT AND SELECTION POLICY

(Company Name)
RECRUITMENT AND SELECTION POLICY