King Edward VII Recruitment and Selection Policy and Procedures

The Staff Recruitment Policy has been set up to guarantee that King Edward VII College
Australia draws in the most ideal staff and contractual workers or every single empty position.
This arrangement identifies the work of all staff and contractual workers. College is focused on
giving great projects and administrations to our locale. To help the accomplishment of this
target we perceive the significance of utilizing the most appropriate candidate for every single
empty position. King Edward will ensure that:
● Attract a large number of candidates through advertising broadly.
● Advertise current position internally to encourage current staff for career advancement.
● Ensure the applicant must be entrusted with the duties, and providing work
environment free from harassment and discrimination.
● Provide equal opportunity with no type of discrimination.
Responsibilities:
It is the obligation of the CEO to approve the candidate and to screen its performance. It is the
obligation of Managers/Supervisors to guarantee that. Human resources should know about
the process of recruitment and selection process.
Pre-Recruitment Activities:
● CEO will approve the position.
● the manager should specify the requirement when and where the candidate is required.
Direct Internal Appointment and Promotions:

● Manager wishes to promote an employee or the vacant position into the internal
vacancy, the appointment must be authorised by the CEO.
● King Edward VII College Australia will ensure that all of the employees who possess
the relevant skills and who have expressed interest in the position have been
appropriately considered.
Internal Advertising

 Upon receiving approval for the vacant position, Human Resources will advertise
the available position internally.
 All internal applicants should forward a current copy of their resume, together
with covering letter, to the applicable manager for acknowledgement,
consideration and processing.
External Advertising:

 External Advertising Where a position cannot be filled internally or where it is

appropriate to conduct concurrent internal and external recruitment campaigns,
 the available position should be advertised externally.
Screen Applicants:

 Screening Applicants when all resumes are received.Resumes must be screened

against the position description of their suitability for the specific role.
Candidates who are not successful will be informed in writing.
Conducting Interviews:

 The interview process is conducted by a selection panel which will include the CEO
or their nominee and the relevant manager or supervisor for the position. HR will
be present in all the interview sessions.
 If an internal candidate is selected, the Manager is required to notify the successful
candidate and their Manager. If an external candidate has been selected, the
Manager is to make a verbal offer to the candidate.
Reference Checking

 Managers are to ensure that, where possible, a minimum of two reference checks
are conducted prior to an offer of employment being extended to a candidate.
Records and Correspondence

 All contact regarding the position is to be directed through reception, with all
applications marked “Confidential” and posted to the HR Team.