Recruitment policy. 1. In the event of vacancies within a company, the company’s employees must first be given an opportunity, as far as possible, to apply for the vacant positions.
Recruitment policy. When a job is to be filled (vacancy following internal mobility, departure or because a new job has been created), the managers and HR managers involved in recruitment shall give priority to internal Group applicants, depending on their skills and on whether their profile matches the post, either immediately or following adaptation. Jobs to be filled are published on the platform, accessed via the SUEZ Intranet, or on the Internet site or by other means to be specified. As a priority, these jobs shall be reserved for SUEZ employees for a period of 3 weeks. Recruitment shall meet the equal opportunities and the anti discrimination requirements, while respecting the balance in age-related pyramids, in particular through the recruitment of young people, while ensuring the skills transfer. Comparing the structure of the age pyramid with the need to ensure the continuity of certain skills may result in specific actions. The Group will focus in particular on: - developing facilities for young people during initial employment and in the acquisition of new skills by means of a targeted recruitment policy, - ensuring the success of the internal or external integration into the Group of young employees through monitoring involving the recruiting manager and the HR manager during the initial employment period (allowing those involved to make use of all aspects for performing this mission successfully) and during the integration period (evaluing the skills match, achievement of objectives and any adaptation), - organising skills transmission through internal and external training activities or tutoring, and by using the most experienced expertise, - arranging a period of coverage by the job holder in the case of voluntary mobility.
Recruitment policy. 3 See the enclosed Decision adopted by the representatives of the European Parliament, the Commission, the Court of Justice and the International Association of Conference Interpreters by joint agreement on 20 June 2001 concerning the interpretation of the term "beginner", it being understood that the exceptions mentioned in the penultimate paragraph of that Decision concern the coverage of deficit languages. The Annex forms an integral part of this Agreement. In the interests of both parties, the institutions shall endeavour, as far as possible, to maintain some stability in their recruitment policies, to recruit interpreters on a direct and individual basis and to avoid any sudden termination of service. Title II: Emoluments
Recruitment policy. 12.1 - In the interests of both Parties, the Organisations shall endeavour as far as possible to maintain a degree of stability in their recruitment policies, to use direct, individual engagement and to avoid any sudden terminations of engagements.
Recruitment policy. When recruiting and promoting staff, Wollongong City Gallery aims to ensure that the best person for the job is chosen in each case. Wollongong City Gallery is committed to ensuring that recruitment and selection decisions are based on the principle of merit. This means that persons will be selected on the basis of whether they have the right skills, qualifications and other talents that are required to do the job. Appointment decisions based on irrelevant factors, such as a person’s sex, race, disability, age homosexuality etc, or personal biases or favouritism, do not result in the best person for the job being chosen and will not happen. Each person involved in the recruitment of employees or in selection for promotion should do their utmost to ensure that the merit principle is applied in each case. Wollongong City Gallery is an equal employment opportunity employer and is committed to ensuring that all applicants for selection or promotion are not discriminated against on any of the grounds of discrimination contained in equal opportunity laws (see Equal Employment Opportunity Policy). This means that no unlawful discrimination should take place in job advertisements, job interviews or any part of the selection process. Internal advertising All positions that are in the process of recruitment should be advertised internally via electronic mail. Current employees and volunteers are encouraged to apply. The essential and desirable criteria The selection panel will review the job description of the position in question and make sure that it is up to date and accurate. The level of remuneration attached to the position should also be reviewed. The panel will then, in consultation with the relevant supervisor, determine the essential and desirable criteria for the job. The essential criteria are those which are essential for the performance of the job. The desirable criteria are those that will help the applicant perform the job and give them a competitive advantage. By determining the essential and desirable criteria for the job, the panel will have a standard for comparison of each applicant. The job advertisement The job advertisement should be written in clear, non-discriminatory language. The advertisement must contain the title of the job and a list of duties and key result areas. The advertisement should outline the essential criteria for the job and should indicate that applicants should be able to address all these criteria. Desirable criteria can...
Recruitment policy. As part of its diversity policy, all Inria positions are accessible to people with disabilities.
Recruitment policy. 1. When there are vacancies for which external recruitment activities are undertaken, employees should also be given the opportunity to apply for such jobs.
