Terms and Conditions

Northbuild’s Terms and Conditions for Direct Applicants


1. Overview

Northbuild Construction is committed to an equitable, systematic and consistent approach to recruitment and selection in order to attract, select, and retain the most capable staff through open competition based on merit. The policy and procedures to be followed at each stage of the recruitment and selection process – vacancy, applications and short-listing, selection and appointment have been developed accordingly. 

2. Policy

Northbuild is committed to recruiting, supporting, developing and retaining staff of the highest calibre. This calls for an equitable, competitive and timely recruitment and staff selection process. 

Northbuild seeks to: 

•	Maintain the principle of open competition on the basis of merit to appoint the best candidates;
•	Provide equal opportunity for all candidates;
•	Encourage members of employment-disadvantaged groups to consider employment with Northbuild;
•	Represent in its staffing profile the community it serves; 
•	Ensure that selection procedures are efficient and effective; and 
•	Maintain applicant confidentiality. 

Northbuild is committed to ensuring that all stages of the recruitment and selection process conform with the provisions of various relevant legislation including the Sex Discrimination Act (1984), the Racial Discrimination Act (1975), the Equal Opportunity for Women in the Workplace Act (1999), the Disability Discrimination Act (1992), the Australian Workplace Relations Act (1996), the Industrial Relations Act (1999) and the Anti-Discrimination Act (1991).

Northbuild follows a four stage recruitment and selection process for the appointment of permanent, permanent part time and casual employees.

1.	Vacancy; 
2.	Applications and short listing; 
3.	Selection; and 
4.	Appointment. 

2.1 Vacancy 

A Job Description, including a statement of Accountabilities, Qualifications and Skills required for each position should be developed or updated for any vacant position that is authorised to be filled.  This is essential to inform candidates about Northbuild’s expectations and is the key to making an equitable selection based on merit against clearly defined requirements. 

Vacancies are normally advertised in local papers or on the internet and in some cases the assistance of recruitment agencies will be requested.  Staff are also encouraged to source potential candidates through their own contacts and are rewarded with a ‘Finder’s Fee’ if a candidate they have referred commences with the company.

It should be noted that Northbuild reserves the right to invite candidates to apply for a position without advertising. 

2.2 Applications and Shortlisting 

Northbuild seeks to treat all candidates equitably, with respect and courtesy. This includes acknowledging receipt of job applications and advising unsuccessful candidates as soon as possible at the end of the recruitment process.

Each candidate’s application will be compared objectively to the requirements outlined on the Job Description.

2.3 Selection

The selection process seeks to identify the best candidate based on merit. Northbuild uses the following selection techniques (not necessarily in this order):

•	Interviews 
•	Reference Checks (minimum of two)
•	Check on Qualifications (if applicable)
•	Psychometric testing
•	Pre-employment medical


Northbuild is committed to ensuring that there is no discrimination on grounds unrelated to the requirements of the position, however, the hiring Manager has discretion in the judgement of the merits of the candidates and in the assessment of potential or ability to perform the duties of the position.

All information obtained during the selection process will be treated in a confidential manner.

2.4 Appointment

No appointment will be made without the approval of the relevant Construction Manager or authorised Department head.  This approval will be provided to the Human Resources Department on an official “Approval to Appoint” form.

Following a verbal offer being accepted, the Human Resources Department will prepare an employment contract and issue this to the successful applicant.

Unsuccessful candidates should be dealt with courteously and sensitively. They may be advised by telephone (if they received an interview) or they will receive written notification from the Company.

All new staff will undertake a Corporate induction upon commencement.    All employees are employed subject to a three month probationary period which will be monitored by their Manager in conjunction with the Human Resources Department.
 
Any concerns about the recruitment and selection process should be referred in the first instance to the Senior Human Resources Advisor. If the Senior Human Resources Advisor is unable to resolve the issue, or requires advice or assistance, the matter is to be referred to the Human Resources Manager. Alternatively, written complaints may be submitted to the Human Resources Manager.