According to the NCT Human Resources Management Policy & Procedure (Section Five), what is the method used

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Question:

According to the NCT Human Resources Management Policy & Procedure (Section Five), what is the method used to assess a candidate? List a minimum of two (2) criteria used in this method.

According to the NCT Human Resources Management Policy & Procedure (Section Five - Step three), what is the method used to report a recommended candidate/s for a position?

According to the NCT Human Resources Management Policy & Procedure (Section Five - Step Five), what is the strategy used to provide feedback to unsuccessful candidate/s regarding the position?

Human Resources Management Policy and Procedure

Policy Statement

National Camper Trailers will ensure that it maintains compliance with all relevant legislation and requirements.

This policy and procedure dictates National Camper Trailers recruitment, staff induction and ongoing staff development practices to ensure recruitment of highest calibre staff and compliance with regulatory requirements and appropriate legislation.

The policy is aimed at ensuring that:

National Camper Trailers staff are selected on the basis of merit through fair and open processes.
staff induction programs provide information on business policy & processes.
all staff are provided with ongoing development opportunities and appropriate legislation relevant to their position role within the business.

2. Scope

This policy and procedures covers all aspects of the recruitment process followed by the business in acquiring new temporary, contract or permanent staff, including advertising, selection criteria, interviewing and on-boarding.

National Camper Trailersis an equal employment opportunity employer. We adhere to a policy of making employment decisions without regard to race, colour, religion, sex, sexual orientation, national origin, citizenship, age or disability.

We provide opportunity for employment withNational Camper Trailersthat solely depends on skills and experience.

3. Responsibilities

The CEO is responsible for approving all employment appointment within the business.

The HR & WHS Manager is responsible for the implementation and maintenance of this policy.

4. StaffVacancy

Candidates interested in applying for vacant positions may do so directly in response to an advertised position, or by submitting an expression of interest with a covering letter and resume to the relevant Manager.

Procedure

Step 1

Seek approval of position and Identify position requirements and develop appropriate Position Description & selection criteria (If appropriate).

Step 2

Develop advertisement for vacant position and seek approval from the HR & WHS Manager.

Step 3

Published advertisement in agreed recruitment channels. Eg: Recruitment agency/ Seek/ LinkedIn/ Career One/ Indeed/Jora etc.

5. Assessment of Candidate & Reporting

Candidate assessment must be based on merit, and individual must have appropriate skills/ qualification and or experience for the position, relevant to which they are applying for. In addition, all new employees must hold the following:

Current Police Check
Current Forklift Licence (Forklift Operator appointments ONLY)
Current Heavy Vehicles Drivers Licence (Truck Drivers & Expo & Special Events Division appointments ONLY)

Procedure

Step 1

Review of all CV/ resumes of applicants, and short list the more appropriate three (3) applicants. Send notification and to short listed candidates requesting an interview

Step 2

Send email notification to unsuccessful applicants encouraging them to apply in the future.

Step 3

Undertake interviews of short listed candidates, and select the most appropriate candidate who fits the requirements of the individual position. Seek approval of selection recommendation via written report to the HR & WHS Manager, outlining all candidates consider and rational on why the recommended candidate best fits the position.

Step 4

Notify successful candidate and receive position acceptance.

New employee must sign two copies of the Employment Contract - one forNational Camper Trailersand one for the employee.

Step 5

Send email notification to unsuccessful candidate, outlining that a more suitable candidate has been selected and encouraging them to apply in the future.

6. Staff Induction

All staff is required to undergo induction upon joiningNational Camper Trailers. This will be delivered by the relevant Manager or delegated staff member.

Staff will be issued with a number of documents from National Camper Trailers.

These may include:

Staff Induction Manual and mentor assigned
Staff Handbook
Position Description (to be signed in agreement of incumbent)
NCTPolicy and Procedures Manual (QMS)
Code of Conduct & Acknowledgement

7. Staff Professional Development

National Camper Trailers will provide all staff with the opportunity to develop their skills which are directly aligned to their current position withinNational Camper Trailers.

Identified training/ development opportunities that has been agreed as useful/ appropriate to both the staff member and management shall be agreed to and where appropriate,National Camper Trailers will consider financial contribution or full payment on approval by the CEO.

8. Dismissal / Termination of Contract

National Camper Trailersabides by all State and Federal Employment Laws in its dealings with its staff.The CEO or delegate, will respond to all matters involving dismissal or official warning, following advice from the external Human Resources specialist.

Staff is advised in general terms in the staff handbook what constitutes the grounds for immediate dismissal and first and second official warnings procedures.

In cases of gross misconduct,National Camper Trailersreserves the right to dismiss a staff member or contractor immediately without notice. Such circumstances may include such things as: