The recruitment process consists of determining local needs for personnel, rationalising those needs across the organisation so that a sufficient degree of multiskilling is obtained, in the successful applicant. We then prepare a Job Description and Selection Criteria, and place an Advertisment in a way which will achieve a wide enough exposure.

The Advertisment should outline the Selection Criteria, the Job Description should be sent to applicants on request.

The next stage is to collect applications for the position on file, and prepare a short list for interview. All applicants should be advised that their applications have been received and are receiving attention.

In selecting applicants for interview, attention should be paid to qualifications and experience, in particular. Hobbies and interests may be relevant, and indicate a wide spread of knowledge, which may be valuable to the organisation.

A list of questions should be prepared, for use at interview. The questions should address the selection criteria and some should be specific to the tasks intended for the recruit, some should be general to the organisation, and the industry.

A summary should be made, of award conditions for the position, for use in salary negotiations. Also a concept of the maximum package applicable, should be developed.

The interview.

Ideally the interview panel should consist of three people – the immediate supervisor for the position advertised, a human resources person, and a representative of the relevant professional association (union). Interviews can be conducted by one or two people, however a panel of three people effectively removes the possibility of unresolved issues.

The interview should be conducted in comfortable surroundings. The interview panel should be careful of their body language. Such matters as not clasping hands behind the head, and leaning back in an expansive way, or turning one’s back to the applicant without excusing one’s self, should be attended to. The window in the interview room should never be behind the panel so that the applicant has the light shining into his/her eyes, while answering questions.

Do not give an applicant a cup of tea or coffee to drink during the interview, as this might distract them, and make them nervous.

The interview should be conducted fairly, all applicants should be asked the same preset questions, although further questioning to elucidate certain points, may occur.

Give the applicant opportunity to ask questions, and take particular note of these questions as they often provide valuable insight into his/her capabilities.

A rating system for applicants responses to questions can be useful in deciding who the successful candidate is to be.

Telephone at least two referees for the primary candidate, get a character reference where practicable, and verify the main claims of the applicant.

Salary negotiations.

When the panel has decided who should get the job, rate the other applicants so that in the event that the primary candidate refuses the position, it can be offered to others.

The primary candidate should be offered the job, and asked what salary he/or she considers appropriate. It should be noted that, at interview the candidate is ‘selling his/her self’, and should set the price. It may be useful to outline the award conditions, however applicants might have substantial reasons for asking for more, and it is often worthwhile paying more.

It is important to treat candidates fairly during salary negotiations, remember ‘your customers will be treated the same way you treat your employees’.

Record keeping

A report of interview should be made to the Chief Executive Officer and kept on file. In some instances qualifications have been falsified, and the documentation of the interview may be used in unfair dismissal proceedings at a much later date.

Notify all unsuccessful candidates in writing as early as possible and thank them for their participation.

 

 

 

 

 

 

 

 

 

 

Dookie Vineyard Pty Ltd, an internationally recognised market leader is seeking and experienced Occupational Health and Safety professional to join our Human Resources/ Total Quality team based in Stewarton in the North East of Victoria.

Reporting to the Quality and Safety Systems Manager, you will be responsible for the function of the Dookie Vineyard Health and Safety Management System and its continual improvement. You will be required to work in conjunction with Line Managers and the O.H.S. Committee to ensure legislative and SafetyMAP requirements are complied with and the Health and Safety Policy objectives are met.

If successful you will enjoy a high level of management support and be working in a co-operative environment where consultation at all levels is the norm. If you are able to turn theory into practice, an excellent communicator and have extensive health and safety management experience, you are encouraged to apply.

A remuneration package commensurate with skills and experience will be offered.

John Arkright

Human Resources Department

Dookie Vineyard Pty Ltd

STEWARTON. VIC.

Applications close 1^st April 2001

For more information and a Job Specification

Please contact John by telephoning

03 5833 9200

JOB TITLE: HEALTH AND SAFETY FACILITATOR

REPORTING TO: QUALITY AND SAFETY SYSTEMS MANAGER

1. To maintain and further develop the Dookie Vineyard Occupational Health and Safety Management System to ensure objectives are met.

SCOPE

Occupational Health and Safety, incorporating Emergency System for Dookie Vineyard Pty Ltd, all Australian worksites and employees.

1. To provide the administration and record keeping required within the Occupational Health and Safety Management System (OHSMS).
2. To continually improve the OHSMS in response to employee suggestions, audits, committee recommendations, incidents, legislative changes and external benchmarks.
3. To convene and facilitate appropriate working groups to address identified health and safety opportunities.
4. To lead and facilitate the OHS Committee in the development of policy and procedures and the identification of actions to meet the company’s OHS objectives.
5. To administer and support OHS Representatives across the identified workgroups.
6. To develop and implement an audit system to ensure that actual outcomes are consistent with the OHSMS, SafetyMAP criteria and legislative requirements.
7. To provide advice and assistance to line managers to support their OHS role within their departments.
8. To monitor new and amended OHS legislation and Codes of Practice and initiate internal responses where required.
9. To remain informed of OHS best practice and the state of knowledge to ensure OHS activities remain up to date.
10. To engage, or assist Line Managers to engage external expertise where required (e.g. training, consultancy, measurement services) in accordance with established procedures.
11. To liaise wih the Workcover Authority as required.
12. To produce the monthly OHS report and to seek continual improvement in the communication of OHS outcomes.
13. To utilise various communications and methods to ensure an appropriate focus and increased knowledge of OHS across the company.
14. To administer the company’s SafetyMAP certification.
15. To organise Emergency system drills and scenarios.
16. To provide or organise training required for Line Managers, OHS Representatives, OHS Committee members, Emergency Control staff and First Aiders.
17. To ensure the OHSMS remains fully integrated with the Dookie Vineyard Pty Ltd Quality System.

• Able to develop a systems approach to improve OHS systems and culture.
• Able to keep it simple.
• Able to interpret OHS legislation as it applies to Dookie Vineyard Pty Ltd.
• Able to gain confidence and co-operation of employees at all levels.
• An ability and desire to work through others to achieve outcomes.
• Experienced OHS Officer in an industrial and/or agricultural environment.

• Accredited Safety Auditor with auditing experience.
• Qualifications in OHS.

JOB SPECIFICATION AUTHORISATION: