• Review and analyse the recruitment and selection policy of Bounce Fitness and document the key areas you need to be aware of in the policy prior to recruitment.
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• RECRUITMENT AND SELECTION POLICY

  Overview 

  At Bounce Fitness, we engender trust and integrity, we are upfront, honest, and transparent-internally and externally- and act in Bounce Fitness best interest. Bounce Fitness is committed to a fair and consistent approach to recruitment and selection.

  Bounce Fitness promotes Equal Employment Opportunity (EEO) in all aspects of recruitment and selection. EEO is about appointing and promoting the person best qualified for a role without discrimination through selection processes which are open, transparent, and based on merit.

   

  Purpose 

  The intent of this policy is to ensure that recruitment and selection decisions are made consistently, fairly, and equitably across Bounce Fitness and meet any legislative requirements.

   

  Scope 

  This policy applies to permanent, contract or casual job vacancies at Bounce Fitness.

  This policy excludes temporary assignments.

  Policy 

  The Recruitment Team must be involved in all recruitment and selection activities, except in limited circumstances where the process may be managed solely by the Chief Human Resources Officer.

  Bounce Fitness is committed to recruiting all employees fairly, transparently and on the basis of merit so that the best candidate is hired for the position. Bounce Fitness may decline to offer a candidate employment because the candidate is unsuitable for the position. Bounce Fitness may also decline to offer a candidate employment due to a matter disclosed by background checks, outcome of a Drug and Alcohol assessment, or where a person is unable to perform the requirements of a position.

  Recruitment and selection decisions based on irrelevant factors such as a person’s sex, race, disability, age, sexuality or other personal biases or favouritism will not be condoned by Bounce Fitness, except where a specific program is in place to address diversity, graduate hiring, or other special needs.

  Authority to Recruit 

  Only managers with an approved position in the workforce plan, a position description consistent with Bounce Fitness standards, and a target remuneration amount approved by the Rewards team are able to hire at Bounce Fitness

  Advertising

  Bounce Fitness promotes a recruitment approach that encourages internal and external advertising of roles. However, it is recognised that there are some instances when it is in Bounce Fitness’s interest to limit the breadth of advertising or approve a role as an exception to advertising entirely.

  Variations to the standard process can only be made where it is clear that, because of the special circumstances, application of the variation would not breach the principles of merit and equity. Any request for an exception to advertising must clearly address this issue and requires endorsement from the Chief Human Resources Officer. Bounce Fitness Co Policy - Bounce Fitness will source candidates through the Bounce Fitness Recruitment Team. Channels include internal advertising, the candidate database, advertising on the Bounce Fitness’s website and job boards, referrals and via other direct sourcing options.

  Recruitment Agencies 

  Agencies may be engaged if the skills required are specialist in nature, there is a large number of the same role type to be filled or to provide extended geographic reach.

  Engagement with recruitment agencies can only be initiated by the Recruitment Team or in limited circumstances by the Chief Human Resources Officer to ensure that the correct documentation is put in place to govern the engagement. All agencies engaged must have executed a Bounce Fitness Recruitment / Labour Hire Agreement.

  Agency usage will require business justification, including, risks/impacts to the business operations if an agency is not approved and insight into what alternative sourcing strategies are available outside of engaging an agency.

  Internal Candidates

  Bounce Fitness encourages the filling of vacant positions by moving employees internally provided they have the skills, knowledge, experience, and qualifications to perform the role. Bounce Fitness will generally advertise positions externally but may limit advertising of a position to internal applicants only, where it is demonstrated a genuine internal labour market exists that would deliver appropriately skilled candidates.

  Re-Employment of Former Bounce Fitness’sEmployees 

  Bounce Fitness does not discriminate either in favour or against re-employing former employees, subject to certain conditions.

  Bounce Fitness may choose to re-employ a former employee if they are the best person available for the job, based on merit, and no specific decisions have been taken to not re-engage the former employee. In these circumstances, we may re-employ the former employee in accordance with this Policy.

  If the employee had previously agreed to specific terms that precluded re-employment by Bounce Fitness for a specified period of time, those terms must be met. The employee will be ineligible for re-employment until those terms expire.

  No offer of employment will be made to the former employee until the Human Resources Officer approves the application.

  An employee whose employment was terminated by Bounce Fitness, and who is re-employed, may be entitled under legislation to continuity of service for the purpose of long service leave, or other entitlements related to an employee’s length of service. This may vary from case-to-case, depending upon the terms of the termination.

  In instances of re-employment, any continuity of service matters will be resolved prior to the point of the former employee’s re-engagement.

  There will be no continuity of service if the employee resigned from their employment with Bounce Fitness. In this case, service will start on the day of commencement of the new employment contract, and all leave entitlements will be based on this date.

  Selection Process 

  The following process is to be used when selecting applicants for employment:

  • screening and short-listing suitable candidates using the Key Selection Criteria) as set out in the position description
  • interviewing candidates using the position description and Bounce Fitness’s values
  • using psychometric tests as necessary
  • conducting reference checks on the successful candidate
  • completing background checks if appropriate for the position
  • ensuring the prospective employee is eligible to work in Australia
  • making a verbal offer to the successful candidate

• Prior to any offer being made to a candidate the Recruitment Team must confirm that all terms of employment including remuneration are within the scope of the position that has been advertised.   All verbal offers of employment are to be made by the Recruitment Team either directly to the successful applicant or via the recruitment agency if applicable.

  Roles and Responsibilities 

  The Recruitment Team is responsible for:

  • liaising with and supporting the hiring manager during the recruitment and selection process
  • managing the process of sourcing, advertising for, screening and short-listing candidates
  • engaging recruitment agencies if required
  • managing reference and background checks
  • determining where psychometric testing is needed
  • managing the candidate offer
  • managing all candidate communications including advice and feedback to unsuccessful candidates

• The Hiring Manager is responsible for:

  • working with the Recruitment Team during the recruitment and selection process to ensure the Recruitment Team have a clear understanding of the skills, experience, knowledge, and qualifications required for the position
  • ensuring the position is allocated in the workforce plan, has a position description, has been evaluated and sized from a remuneration perspective
  • approving the advertisement and the short list
  • establishing an interview panel
  • selecting the successful candidate
  • providing feedback to and debriefing the Recruitment Team at the completion of the process
  • approving the letter of offer generated by the Human Resources Support Centre

• The Human Resources Support Centre is responsible for:

  • generating a letter of offer and sending to the hiring manager for signature
  • generating a contract of employment on receiving the candidate’s acceptance

• The Human Resources Business Partner is responsible for:

  • supporting management and leadership in the design of their teams, jobs and working relationships with their teams and individuals
  • ensuring that Bounce Fitness’s organisational design principles are adhered to in the approval of roles in the workforce plan and creation of job descriptions by managers
  • Considering the merits of internal candidates when necessary

• Further Information 

  Please contact your Manager or the Recruitment Team if you require additional information in relation to this policy.

Appendix C

COMMUNICATION PLAN

Key Stakeholder	Communication Objective	Communication Medium

Stakeholder Identification 

	Stakeholder	Method	Responsible	Accounting	Frequency
Inform
Consult
Involve
Collaborate

Distribution

Name	Title	Role	Action

 

 

Answer rating: 100% (QA)

The recruitment process is done honestly and transparently without any favoritism so everybody is equally treated The policy applies to all types of job vacancies except temporary assignments The key ... View the full answer