Policy Statement

The Company will always aim to recruit the best candidates with the necessary skills, expertise and qualifications to deliver the company’s objectives and with the ability to make a positive contribution to the values and aims of the company.

The Company will always aim to treat candidates in a fair way throughout the recruitment process, keeping them fully informed of how their application is progressing and providing an opportunity for feedback.

The process that we use will be relevant to the job and the Company objectives and be fair and consistent. Our recruitment and selection processes will be monitored to ensure that they are non-discriminatory and reviewed and amended if necessary.

Applications are particularly welcomed from internal candidates who wish to develop their skills further by moving into a different role.

All of our staff who are involved in the recruitment and selection process are trained and are fully aware of equal opportunities legislation.

Assessing the Need

Should an employee leave the company, or has been successful in securing another role internally, the Human Resources Manager or in the absence of a Human Resources Manager, the Chief Executive Officer will firstly conduct an assessment as to whether the vacant role is required to be filled.

Consideration should be given as to whether the work can be allocated elsewhere, or whether the work required can be carried out in reduced or more flexible hours. If a new position is created, the Human Resources Manager should develop a job description and person specification.

Advertising

Once it has been confirmed by the Human Resources Manager that a replacement is required the Human Resources Manager will then decide if the position needs to be advertised or determined from Applications already on file with the Human Resources Department.

Should it be determined that the position be advertised, an advert should be drawn up, taking into account the requirements in the job description and person specification.

The Human Resources Manager should then contact the compliance department to ensure that the advert is not discriminatory and contains all relevant and required information.

The advert should include the following:

• An outline of the company

• An outline of the role

• The essential criteria for applicants to be short listed

• The job location

• Stating whether the role is temporary or permanent

• If temporary the advert should state, the length of the contract

The Human Resources Manager will decide where the most appropriate place is for the advert, taking into account any budgetary requirements. The Human Resources Department will be responsible for the placing of the advert.

Should the Human Resources Manager decide that a recruitment agency is to be utilised to fill the position, the Human Resources Department will liaise with the relevant agency, confirming the requirements and agreeing the fees after the Chief Executive Officers Approval.

Short listing

Once the closing date has passed, the candidates (both internal and external) who have applied for the position will be short listed against agreed criteria from the person specification. Notes will be taken of the short listing, which should wherever possible be conducted by at least 2 senior managers to ensure a fair process.

Once an agreed shortlist has been drawn up, all candidates will be responded to, informing them of the outcome of the short-listing stage.

Interviews

Candidates who are required to attend an interview will be given as much notice as possible. In certain circumstances, it may be necessary for the candidate to be contacted by telephone first before a confirmation letter is sent out.

Candidates, who are invited to an interview, will be requested to bring proof of identification with them, for example a passport, and proof of address, for example a utility bill. If applicable, they should also be requested to bring proof that they are eligible to work in Australia. If they will be driving a company vehicle, they will also need to bring their driving licence with them.

The Human Resources Manager and department manager or supervisor responsible for the vacancy will conduct the interviews, following previously agreed set of questions, based on the person specification. The Human Resources Manager is responsible for setting the questions. Comprehensive notes must be kept of the interviews, which will be retained with the individual’s application form.

At the end of the interview, the candidate will be given an opportunity to ask questions.

The candidate should be informed of the following:

• When they are likely to know the outcome of the interview

• The remuneration and bonus scheme (if any)

• Holiday entitlement (if any)

• Training period/induction program/probation period

• Whether they will have a company vehicle.

In accordance with the company’s Equal Opportunities Policy, attempts will be made to accommodate the particular needs of any person suffering from a disability within the meaning of the Disability Discrimination Act 1992, at all stages of the recruitment process.

Reference Checking

All candidates who are successful at the interview stage will be subject to reference checks. Candidates will be asked for their authorisation first before the company approaches the referees. The current or most recent employer may be approached and, in some circumstances, a previous employer. If the candidate has not had a previous employer, a personal referee should be provided, who is not related to the candidate.

If a referee is to be approached by telephone, the questions posed on the reference form should be used.

The Human Resources Department should respond to reference requests from other companies.

Offer of Employment/Issuing of Contract

The Human Resources Manager will be responsible for the drafting of offer letters and contracts of employment. Offer letters should be issued and sent to the candidate for execution and returned by the candidate at least 7 days prior to their agreed commencement date.

Induction

All new employees will have an induction program, which will include the following:

• Completion of employment documentation

• Issuing of Employee Handbook

• Explanation of the role and standard expected

• Receive any Personal Protective Equipment (PPE) in accordance with Policy.

• Explanation of domestic arrangements, e.g. breaks, booking of holidays etc.

• Assistance to gain an understanding of the role, reporting relationships and the company

After a period of 7 days, the Human Resources Manager should set time aside with the new employee to discuss and agree objectives for the probationary period, with review dates. The timescales of these review periods will depend upon the individual and the role into which they have been recruited.

External candidates, who are successful in securing a position with ACM, will be subject to a probationary period of 6 months.

Internal candidates, who have been successful in securing a promotion, will be subject to a probationary period of 3 months. In the event that either the company or the employee feels that the position is not for them, the employee will be offered alternative employment if a suitable vacancy is available. The company has the right to extend this probationary period up to 6 months.

Further Information

If you have any questions, please contact your supervisor

Authorisation

This policy was approved on the date shown.