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Recruitment Policy
The purpose of this policy is to provide fair and consistent guidelines for implementation of best recruitment practices in a Company.
Policies and Procedures
Sub Category
Document Type
Information Sheet
Recruitment Policy IS.docx.pdf
Publish Date
Johanette Rheeder
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6 pages in document, you are previewing the first 2 pages below:

PURPOSE The purpose of this policy is to provide fair and consistent guidelines for implementation of best recruitment practices in Brent Oil (the Company). 2. INTRODUCTION The success of the Company depends largely on its ability to leverage its human capital as a source to create and sustain a competitive advantage. Building human capital through recruitment is a means to secure talent required to compete in the employment arena while also complying with the Employment Equity Act, No. 55 of 1998. 3. PRINCIPLES 3.1 Employment of personnel remains a Company responsibility with Consultant support as managed by HR. 3.2 All vacancies shall be open to any applicant who complies with the inherent job requirements of the position, irrespective of race, gender, religion, political opinion, ethnic or social origin, sexual orientation, age disability, culture, language or marital status. 3.3 Employment practice shall be linked to the Company’s succession plan and employment equity plan and as such internal recruitment shall take precedence over external recruitment, except if specific qualities are required, which are not internally available. 3.4 Appointments will be effected in a manner that is consistent with the business strategy, relevant Labour legislation and employment equity targets. 3.5 Preference shall be given to Affirmative Action candidates where it is consistent with the employment equity plan. The Company shall not create an absolute barrier for non designated white males. 3.6 Selection criteria shall be consistent, objective and also aligned with the inherent requirements of the job. 3.7 The employment of relatives in the same area of an organization may cause serious conflict and problems with favoritism and employee morale. Although there is no prohibition against hiring relatives of existing employees, the HR Director must be informed of such instances. The Company will monitor these instances in which relatives work in the same area and retains the right to veto such an appointment or move either of the relatives to another position on the same level should it be deemed fit.