INTRODUCTION
Super Good Group (“the Company”) is committed to attracting and retaining high quality employees who will support our corporate values and objectives. The Company seeks to build and invest in a diverse and highly competent workforce who will strengthen our capability to achieve current and future strategic and organisational goals.
The Company recognises workplace diversity and inclusion as an integral part of our culture, how we operate and our success. It is important that talented and diverse employees are attracted and retained in roles that maximise their contribution and potential.
The Company is committed to respectful, ethical, inclusive, and transparent recruitment practices providing opportunities for people from all backgrounds. All the Company vacancies are advertised through appropriate and easily accessible channels to attract candidates from as diverse a pool as possible. It is important the recruitment experience for every candidate is positive and free of bias and unnecessary barriers.
The Company is committed to a merit-based appointment process free of discrimination and bias. Our leaders and hiring managers have a responsibility to make decisions based on merit, to encourage diversity and inclusion in their teams and to model appropriate behaviour to build and maintain a strong and diverse culture. A fair and effective process for appointment to roles is also important to ensure we can access the broadest pool of highly capable candidates, in keeping with the Company’s commitment to merit-based appointment and provision of opportunity for all our people to realise their potential.
The ways in which recruitment and selection processes are conducted affects the Company’s reputation as an employer and, in turn, our ability to attract high calibre people. Recruitment is a two-way process, concerned with satisfying staffing requirements and with attracting potential applicants who meet the job requirements, are interested in working for the Company and are a strong organisational fit.
PURPOSE
This Policy aims to provide guidance and assistance to all managers and supervisors who are involved in recruitment, selection, and promotion of employees at the Company. It outlines the principles and procedures that are to be followed in the recruitment and selection process. This Policy is designed to ensure that recruitment standards are consistent, appropriate, and free from discrimination or bias.
The intention of this policy is to provide a framework that enables the Company to attract and select high quality candidates in a competitive market, guided by the following:
• Recruitment and selection activity is merit based and will assess applicants against a set of criteria, key to successful performance in the role;
• Recruitment and selection will promote diversity and inclusion; and
• Recruitment and selection will be conducted in a manner that enhances the Company’s reputation as an employer.
SCOPE
This policy applies to all the company employees including:
- Permanent full time and part time employees
- Employees on a fixed or maximum term contract
- Casual employees
- Temporary employees and all individual contractors
In so far as this policy imposes any obligations on the Company, those obligations are not contractual and do not give rise to any contractual rights. To the extent that this policy describes benefits and entitlements for employees, they are discretionary in nature and are also not intended to be contractual. The terms and conditions of employment that are intended to be contractual are set out an employee’s written employment contract.
The Company may unilaterally introduce, vary, remove, or replace this policy at any time.
JOB REQUISITION
Before the recruitment process commences, vacancies must be approved by the CEO.
POSITION DESCRIPTIONS
Position descriptions are used to capture the capabilities and behaviours, knowledge and experience and qualifications required to successfully perform a role.
It is the Hiring Managers responsibility to ensure the role being recruited for has a current and accurate position description in the approved Position Description Template.


INTERNAL RECRUITMENT
The Company fosters a culture of employee growth and development. This is supported through encouragement for employees to seek secondment, transfer, and promotion opportunities within the Company. Such opportunities also create cross-skilling, career growth for employees and help deepen and broaden corporate knowledge across the Company.
In order to be considered for an internally advertised role employees must have been in their current role for a minimum of six months, unless otherwise stipulated by the advertisement, and be “Meeting” the required performance and behavioural standards.
Internal applicants must be confident they meet the criteria specified in the advertisement.
It is not acceptable for any Supervisor to approach an employee in another team for consideration of a vacancy in their team, without first discussing the opportunity with that Employee’s Supervisor.
No internal offers can be made to any employees without the Operations Manager being advised an offer is to occur.
The notice period for internal employees will be the same as detailed in their employment contract, unless otherwise mutually agreed.
CANDIDATE SOURCING
There are numerous methods to use in attracting and securing talent from within the Company and externally.
Managers are responsible for the initial sourcing of candidates via direct advertisement or briefing a suitably qualified recruitment agency.
The use of agencies can be expensive. By working in partnership with the Company Directors, Managers can determine the most appropriate and cost-effective candidate sourcing strategy, tailoring an individual approach to each vacancy. This approach aims to attract and source a high calibre and diverse range of candidates, while assisting managers to apply a merit based approach to selection free from unintended bias.
AGENCY MANAGEMENT
Candidates must be sourced directly unless it is deemed necessary based on the nature and or seniority of the role to engage recruitment agencies.
Managers are responsible for liaising with recruitment agencies to initiate and manage a formal engagement for the role, negotiate the terms and conditions and to ensure that any fees payable are commercially competitive.

RECRUITMENT COSTS
Managers are responsible for recruitment costs and must obtain the authorisation of the Company Directors.
PRE-EMPLOYMENT CHECKS
The Company may undertake pre-employment screening, Psychometric testing, reference checking and aptitude tests as part of their pre-employment checks to determine candidate fit with the inherent requirements of the role.
ENTITLEMENT TO WORK IN AUSTRALIA
The Company has a legal obligation not to employ a person who does not have a visa to work in Australia or employ an individual in breach of their visa conditions.
SELECTION
The selection process encompasses the short-listing of candidates, followed by the interviewing of these short-listed candidates. The hiring manager/s is/are accountable for preparing the structured interview questionnaire in line with the Company’s values, leadership competencies (where applicable) as well as the role requirements of the role and conducting the interview to help the interview panel to judge each candidate’s suitability for the role.
• The hiring manager/s must be in receipt of 2 verified references, one being their current/last employer as appropriate and the Company reserves the right to determine merit, appropriateness and relevance of such references and referees).
• The hiring manager/s will apply for vetting of the candidate as appropriate (including but not limited to educational, identity verification, financial and criminal checks), and offers of employment will be subject to these being satisfactory.
• The recruitment consultant will request and ensure receipt of proof of relevant documentation before employment commences. This includes the following:
o Identification o Work visa o Qualifications o Police Check (where necessary)





SHORT LISTING PROCESS
When shortlisting candidates, the following must be taken into consideration:
• All applications will be screened for eligibility using essential qualifications, experience and skills criteria that are outlined in the job specification.
• All recruitment practices should be cognisant of The Company’s value of diversity and inclusion
• Selection processes must be in line with the operational requirements and strategic planning at The Company
INTERVIEW PANEL
The panel appointed to interview candidates will have the relevant knowledge, experience, and skills to select the best possible candidate to fill the vacancy.
Interview panels must consist of at least two people, one of whom must have been involved in the shortlisting process and/or one of whom who holds a management position.
Structured interview guides should be used by the panel during the interview process. At the end of the interview process, all documentation held by all members of the Interview panel is handled by management for systematic filing.
CORRESPONDENCE WITH CANDIDATES
• The hiring manager/s will be responsible for the preparation and transmission of all correspondence with candidates, including those who are unsuccessful as well as those short-listed and those appointed to the role.
• The correspondence should be in keeping with creating a positive candidate experience, being timely and professional.
PRIVACY STATEMENT
The Company is committed to protecting employee privacy. This Statement explains the steps we take as we endeavour to ensure information about employees is kept confidential and is only used for the purposes as set out below. Please read this Statement carefully to understand how your personal information is treated.
We collect information about you as part of the recruitment and selection process. This information is relevant to the position you applied for and may only be disclosed to other parties within the Company in reference to your application. The information was collected to enable us to conduct reference checks and to contact you. We will use our best endeavours to ensure the information submitted by you remains private and only used for the purposes outlined above.
If you fail to provide any information requested in relation to your application, the Company may not be able to proceed with your application.
The information we collect about you prior to and because of employment, may be released to third party service providers, for the reasonable purposes of processing or managing aspects of your employment, including your personal safety and welfare in the event of an emergency or crisis.
As a current employee, you have the right to access any personal information which the Company collects and holds about you. However, in relation to employee records, the Company relies on the employee exemption in the Privacy Act.
RELEVANT DOCUMENTS
• EEO & Anti-Discrimination Policy.