Recruitment and Induction Policy

Statement

Sage Property Advisers are committed to attracting, recruiting and retaining a talented, high performing and diverse workforce. 

Purpose

The business identifies candidates through merit based, fair recruitment processes assessing capabilities committed to achieving the business’ vision and strategic goals, free from discrimination. 

Definitions

Anti-discrimination: opposed to the unjust and prejudicial treatment of different categories of people. Under the Anti-Discrimination Act 1991 (QLD, chapter 2, part 2), it is against the law to discriminate against people because of certain characteristics. 

Equal employment opportunities (EEO): principle that all employees be treated fairly and equally in all aspects of their jobs, without discrimination based on personal attributes such as race, gender, age or religion. 

Principles

The following principles will guide our team:

  • selection based on merit where appointees have the required knowledge, skills, qualifications and competence required to perform the role
  • recruitment practices will be conducted with equal opportunities for all, focusing on fairness, impartiality and accountability.

Recruitment process

  1. preparing questions that seek to address the requirements of the role and encourage the candidate to demonstrate their applied knowledge and ability to meet the role requirements 
  2. performing a fair and supportive interview relevant to the role being recruited for which draws the best from the candidate
  3. the panel will make a recommendation of the preferred candidate. In cases where the director was not present for the interview the panel will required sign-off of their recommendation
  4. referee checks and confirmation of licencing may be required for certain roles within the business (ie real estate licence, drivers licence). 
  5. closing out the process with all candidates. This includes confirming recruitment arrangements with the successful candidate, in a timely manner following the interview process, and providing information on the next steps. For unsuccessful candidates it is important to call or email advising of the outcome and offering candidates the opportunity to request feedback.

Induction process

  1. collect new starter information prior to commencement, set up appropriate workspace, confirm first day details including start time and outline what the first day will look like. 
  2. within the first few days of employment the new starter will receive essential information such as company policies, health and wellbeing, workplace facilities and relevant administrative tasks (ie. IT access, facilities). 
  3. the main goal of the induction process is to make the employee feel comfortable and prepared to start work immediately. 

Legislative compliance

Sage Property Advisers' recruitment practices comply with the Fair Work Act 2009 (Cth), the Anti-Discrimination Act 1991 (QLD), and other applicable state and territory equal opportunity legislation. Selection decisions are made on merit and are free from discrimination on the basis of race, sex, age, disability, religion, or other protected attributes.

Pre-employment checks

Depending on the role, the business may undertake the following checks prior to confirming an offer of employment:

  • Referee checks
  • Verification of relevant licences (for example, real estate licence, driver's licence)
  • National police check, where relevant to the role
  • Confirmation of the candidate's right to work in Australia
  • Verification of qualifications relevant to the role

Confidentiality of candidate information

All information collected during the recruitment process, including applications, resumes, referee reports, and interview notes, is handled in accordance with Sage Property Advisers' privacy and confidentiality policy. Access to candidate information is limited to those involved in the recruitment decision.

Selection panel and conflicts of interest

Selection panels will be free from conflicts of interest. Where a panel member has a personal or family relationship with a candidate, they must declare this and, where appropriate, be excluded from the selection process for that candidate.

Probation period

New employees will typically be engaged on a probation period, during which their performance and suitability for the role will be reviewed. The length of the probation period and any review milestones will be confirmed with the employee at the time of offer.

Record retention

Recruitment records for unsuccessful candidates will be retained for a reasonable period to respond to any queries or complaints regarding the process, after which they will be securely destroyed. Records for successful candidates will be retained as part of the employee's personnel file for the duration of their employment and as required by law thereafter.

Record keeping

All correspondence shall be maintained in our records management system. Information shall be treated as confidential and access restricted.

The director in conjunction with management and human resources at Sage Property Advisers will review the recruitment and induction policy annually.