PURPOSE

The purpose of this policy is to provide a sound framework, based around core principles outlined below within which to facilitate the recruitment and selection process.

It also incorporates a procedure that provides a clear guidance on the key stages in recruiting and selection for a position.

SCOPE

This policy and procedure encompasses all activities that form the recruitment and selection process.

It is applicable for recruitment of all candidates irrespective of group or nature of employment.

In order for this document to be effective, it is imperative that employees (Supervisor & HR personnel) involved in any aspect of recruitment and selection of candidates familiarise themselves with this policy and adhere to it.

The Human Resources department together with senior management (Head of mission) is responsible for ensuring implementation and the adherence to this policy.

PRINCIPLES

• BRAINWAVE CAREERS shall seek to recruit the most suitable candidate for any job based on merit.
• BRAINWAVE CAREERS shall ensure that the recruitment and selection of employees is conducted in a professional, timely and responsive manner.
• BRAINWAVE CAREERS shall further ensure compliance with the current national legislation with regards to recruitment.
• All candidates shall be treated fairly, equally and efficiently with respect and courtesy.
• BRAINWAVE CAREERS shall promote fair practice in the Recruitment and selection process.

PROCEDURE

This procedure outlines the important stages for recruitment and selection and (further provides operating guidelines).

Guidelines:

• BRAINWAVE CAREERS shall base recruitment on qualifications and experience,
• The merit principle shall apply when recruiting employees’ relatives,
• BRAINWAVE CAREERS shall endeavour to give first preference to locals before considering non Ugandan national candidates,
• Under special circumstances a candidate above retirement age will be recruited but only on fixed term contract basis.

STAGES

• Availability of positions

The supervisor identifies the recruitment need (s).

• Job Description and job specification

The supervisor defines the job description and job specification.

• Authorisation
• The opening of the position shall be authorised by senior management (HRCO and HoM) depending on budget approval.

• Advertising and Attracting Candidates

The adverts shall be done by the HR department internally and/or externally.

• Managing the application process

The HR department shall receive the applications and forward to the relevant department.

• Shortlisting

The shortlisting shall be done by the relevant supervisor in consultation with the HR personnel.

• Interviews

The HR department shall invite the shortlisted candidates for interviews. The interviews shall be conducted by the relevant supervisor with the HR personnel.

• Selection

The panel (the interviewers) shall collectively select the most suitable candidate.

• References / Background check

Background check shall be done by the relevant HR personnel where applicable.

• Appointment/Employment Offer

The employment offer shall be done by the HR department in consultation with the supervisor. Invited by HR personnel to share relevant documents and information to enable them work on the documentation required.

• Induction

All new employees shall be oriented and briefed by each department in order for them to become fully operational.

Technical orientation shall be done by the relevant supervisor and administrative by the human resources department.