Policy – Internal Recruitment & Selection: Employees
1. Purpose:
The purpose of this policy is to direct and discipline recruitment and employment practices to ensure that the objectives of the Company are attained – especially those objectives which are related to structural and operational efficiency within the business, the demographic composition of the workforce and to provide guidance on the recruitment of staff to comply with the provisions of the Labour Relations Act 66 of 1995 and the requirements of the Employment Equity Act of 1998.
Candidates are selected for appointment according to their ability, qualifications and competencies required to fulfil the job requirements, without having regard to discrimination factors, such as race and gender.
Internal candidates are given prior consideration for job appointments and only where it is considered that a suitable internal candidate is not available will an external candidate be appointed. All vacancies must be advertised internally for a minimum of 3 days. The internal advertising platforms are:
- Internal Epsidon Mailing List
- First Distribution Careers portal website
- Notice Boards
The Company is committed to equal employment opportunity. The Company has established procedures that will provide opportunities for qualified employees to seek career advancement within the Group and will continue to take active measures to embrace diversity in the employee population.
2. Process:
Once an open position is approved for recruitment, Human Resources will generate job announcements electronically and post the announcements in designated areas within company facilities. Appropriate external recruitment sources will vary depending on the vacancy and will be determined by Human Resources and the Hiring Manager. The position will be posted internally for three days, during which time eligible employees may apply ahead of external candidates. External recruiting may take place simultaneously to expedite the process as business needs require. Internal candidates may or may not be given preference, depending on the circumstances. Each job posting will have a closing date by which time applications must be received to be considered for the position. The Hiring Manager and Human Resources may elect not to post certain positions when there are lawful, non-discriminatory bases for doing so and with the approval of the senior management team.
3. Application
Appling internally does not automatically confirm the transfer/promotion. To ensure that there is equity and consistent application, Human Resources must evaluate every new and vacant position prior to hiring commitment or budget authorization. Applicants who are interested and qualify, must:
- Inform their current Manager of the interest prior to applying for the position
- Send a Copy of CV to Human Resources along with a motivational letter.
- Be willing to participate in several internal interviews and/or tasks or tests.
There are several requirements that the Company will consider:
- The employment duration (Min 1 year).
- Current disciplinary records that are on file.
- Feedback of current role (360-degree review).
- Received a rating no lower than “meets expectations” on the most recent performance review and must not currently be on a performance improvement plan or PWP.
- Remuneration and budgeted TCTC packages.
- Meet the minimum requirements for the job and be able to perform the essential functions of the position, with or without reasonable accommodation.
- Level of knowledge and amount of experience required to meet the objectives of the job.
- Operation requirements.
If the Employer declines the transfer/promotion, the decision will not affect their current job. Valid reasoning will be provided to the employee to ensure transparency.
Should the transfer/promotion be approved, the transfer may be delayed until the current position is replaced. The new role will be supported with a 3-month probation again. The transfer/promotion date will depend on the replacement position being filled and is therefore crucial that you are confident in your abilities and that you will execute with success. Ensure you:
- Have a good understanding what the role is about (which will also be explained during the interview by the Management Team).
- Have the right skills, qualifications, experience, and background to perform in the role.
Failing in this new role, could lead to disciplinary actions, especially if your position has been filled already. It is the responsibility of both you and the Company to ensure that the correct decision was made.
4. What is an internal interview?
An internal interview occurs when you apply for a different role within the organization which is of interest to you. During an internal interview, your employer may ask you questions regarding why you chose the position, what your goals are for advancement within the organization and what unique qualifications you bring to the role to see if you’re the right fit. This is treated like any other normal interview you would attend.
5. How to succeed in an internal job interview?
While you already have the advantage of being familiar with the company and its culture, you should still familiarise yourself with any potential changes you will be facing. Before your interview, it’s important to learn more about the position and practice what you will say. Some tips to follow:
- Meet with your supervisor to hear his / her views as they would know best.
- Learn everything about the position
- Reflect on your growth
- Prove your talent
- Prepare for interview questions
- Treat it like an interview for a new role and company
The Company reserves the right to change this policy at any time and for any reason and to grant exceptions to this policy based on business needs