Recruitment Policy

Updated 1 October 2024

Purpose

To provide clarity and procedural process for new hires, prospective candidates and proper monitoring activities for internal business functions.

Scope

This policy is aimed at prospective employees and job applicants looking to start a career at Felcorp.

1. Process for hiring new staff

1.    Applications

 All applicants must submit a formal job application form through our Careers portal, submit a cover letter, resume and review our key employment policies before submission of application.

2.    Screening and Pre-selection

Applications will initially be reviewed by the Human Resources department to assess adherence to job requirements and completeness of submitted materials. Candidates meeting the initial criteria will be subjected to a preliminary screening interview, which may be conducted via phone or video conference, to further evaluate their skills, experience, and cultural fit. Based on the outcomes of these screenings, a shortlist of candidates will be generated and forwarded to the respective department managers for further consideration.

3.    Interview

Felcorp priorities conducting on-site interviews to provide candidates with a comprehensive understanding of our workplace culture and environment. During the interview, panelists from relevant departments will evaluate candidates based on competencies, qualifications, and alignment with Felcorp's core values. Applicants will be informed of the interview schedule and any necessary preparations in advance. However, if circumstances such as geographic limitations or health-related concerns arise, virtual interviews may be arranged. In such cases, candidates will receive detailed instructions on how to join the virtual meeting and what to expect during the interview process.

4.    Skill assessment

Felcorp undertakes a skill assessment to ensure the candidate possess the necessary knowledge and industry expertise required for their prospective roles. The skill assessment is conducted by team leaders who design and administer practical tests relevant to the position applied for. This assessment may include real-time problem-solving tasks, case studies, or technical simulations that reflect actual challenges encountered in the specific role. Team leaders will provide candidates with the necessary guidelines and resources to complete the tasks effectively. The results of the skill assessment will be used to gauge the candidate's proficiency, critical thinking abilities, and hands-on expertise, which are crucial elements in determining their suitability for the position. Feedback from the assessment will be shared with applicants, offering them insights into their performance.

5.    Reference and background checks

References

Candidates are required to provide contact information for at least two professional references who can attest to their work ethic, skills, and overall performance. These references should ideally include previous supervisors or colleagues who have directly worked with the candidate. The Human Resources department will reach out to these references to verify the information provided and gain additional insights into the candidate's suitability for the role.

Background Checks

These checks may include verification of employment history, educational qualifications, and any necessary professional licenses. In addition, Felcorp may conduct a detailed review of the candidate’s financial history, including bankruptcy records, to assess financial integrity, particularly for positions involving financial responsibilities.

6.    Acceptance or Rejection of Applicant

Acceptance

Once a candidate has successfully passed all stages of the recruitment process, they will receive a formal job offer. The offer will be communicated via email and will include details such as the job title, salary, benefits, start date, and any other pertinent information. Candidates will be given a specified amount of time to review and accept the offer. During this time, they are encouraged to reach out with any questions or clarifications regarding the terms of employment. Upon acceptance of the offer, the candidate will receive an official acceptance letter along with onboarding materials and instructions related to the commencement of their employment with Felcorp.

Rejection

If a candidate is not selected for the position, they will be notified via email. The notification will express appreciation for the candidate’s interest in Felcorp and participation in the recruitment process. Constructive feedback, if available, may be provided to assist in the candidate’s future job search efforts. Felcorp values the dignity and potential of each applicant and encourages them to apply for future opportunities as they arise, when their skills and experiences align with available roles.

2. Offer of Employment

Once approved, Felcorp will notify the successful candidate. The offer of employment includes conditions of employment and requirements for accepting the offer. Applicants may not commence employment until they have accepted the offer of employment in writing and have a duly signed Felcorp employment agreement. The offer letter is valid for 30 days from submission date.

3. Retraction of offer of employment

Felcorp reserves the right to retract the offer letter after 14 days if the applicant has not signed the letter during that time period.

4. Confidentiality

All personal data collected, including resumes, cover letters, references, and any other documentation or information obtained, will be handled in strict accordance with our privacy policies and applicable laws. Access to such information is restricted to authorised HR personnel and relevant division leaders involved in the hiring process. Applicant data will only be used for recruitment purposes and shall not be disclosed to unauthorised parties. Furthermore, upon the conclusion of the hiring process or if the applicant wishes to withdraw their application, personal information will be securely deleted or anonymised unless legal compliance requires its retention. Applicants are encouraged to report any concerns regarding data privacy to our HR department.

5. Policy Review

This Confidentiality and Non-Disclosure Policy is subject to regular review to ensure its relevance and effectiveness in protecting the organisations sensitive information. Reviews will be conducted annually or as needed, in response to changes in legal requirements, business operations, or emerging security threats. Employees are encouraged to provide feedback on the policy to help identify any areas needing improvement. Any updates or revisions to the policy will be communicated promptly to all staff members.

6. Contact Information

For any questions or concerns regarding this Data Protection Policy, please contact us at:

Email: service@felcorp.com.au

Phone: + 61 2 9669 9375

Address: 37/453 Bourke St,  Surry Hills NSW 2010