Leadership and Management

Bounce Fitness Staff Recruitment Policy v1.1

Staff Recruitment Policy Policy Brief and Purpose

Bounce Fitness staff will use this policy and procedure to employ new staff. Staff are required to hold

relevant experience and qualification to undertake the role in which they are employed.

Our Human Resource Manager has the responsibility of determining when new positions will be filled.

We are committed to our equal opportunity at every selection stage. Hiring teams should aim for a

well-planned and discrimination-free hiring process.

Scope

This recruitment and selection policy is applicable to all employees who are involved in hiring for our

company. It refers to all potential job candidates.

Workforce Strategy

Bounce Fitness Centre staff provide training and fitness services from diverse backgrounds, therefore

we aim to employ personnel from diverse backgrounds. We support the employment of both males

and females, encourage the employment of staff who speak languages other than English and support

the selection of staff from a range of age groups.

Legislation

Bounce Fitness is to comply with the following legislation below to ensure equality, safety, and privacy

throughout the recruitment, selection, and induction process.

▪ Equal Employment Opportunity Act

Bounce Fitness offers a work environment free of discrimination, sexual or other harassment,

victimisation, vilification and bullying. Employees are expected to contribute to the

maintenance of such a work environment.

Bounce Fitness Staff Recruitment Policy v1.1

▪ Work Health and Safety Act

Bounce Fitness is committed to providing a safe and healthy work environment to all

employees. Employees are expected to perform their duties in accordance with the WHS Act

and all Regulations, Codes of Practice and Bounce Fitness policies and procedures.

Both during and after employment with Bounce Fitness, employees are expected to:

o Conduct self in a manner that will not endanger themselves or others.

o Participate in Workplace Health and Safety training as required.

o Assist with audits of work procedures, equipment and workplaces.

o Identify areas of improvement by contributing to the Bounce Fitness’ Safety System.

o Contribute ideas and suggestions that promote safety awareness.

o Be aware of emergency procedures and codes.

o Report unsafe work practices, incidents, hazards and near misses.

o Report unacceptable workplace behaviours such as harassment and bullying.

▪ Privacy Act

Employees must respect and protect the privacy and confidentiality of information gained or

accessed during the course of their employment. Employees are required to comply with the

Information Privacy Act, the Health Records Act and Health Records policies.

Both during and after employment with Bounce Fitness, employees must not:

o Communicate confidential or private information to third parties.

o Make use of any information gained through employment at Bounce Fitness for any

purpose other than the discharge of official duties.

Recruitment

Forms

When a position becomes vacant or a new position is required, the following forms are to be

completed in order and according to the procedures set below. These procedures have been

developed to support our workforce strategy.

▪ Approval to Recruit

When a position becomes vacant or a new position is required, an Approval to Recruit form

for the position is to be obtained from the Licensee. Once completed, the form is to be

presented to the nominated supervisor for approval.

▪ Job Position Description

Once the completed Approval to Recruit form has been approved, a Job Position Description

form can now be drafted. The form is to be drafted according to the job vacancy specified by

the Nominated Supervisor, and must align with the legislation previously mentioned in this

document.

Bounce Fitness Staff Recruitment Policy v1.1

The specified employment type of the job position must be based on Bounce Fitness

Employees Agreement 2009. The following below are the types of employment that fall under

this agreement:

o Full-Time

o Part-Time

o Casual

Request for Approval to Advertise

Once the Job Position Description form has been completed, a Request for Approval to Advertise form

can now be completed. The completed form must be consulted along with the completed Job Position

Description to the Nominated Supervisor and the job position’s immediate supervisor or officer

manager for consultation and approval. The Request for Approval to Advertise form must be

completed and approved prior to advertising the new or open job position.

Procedure

The Human Resource Manager or their delegate must undertake the following steps:

▪ Identify need for job opening

▪ Decide whether to hire externally or internally

▪ Review the job description and compose a job ad

▪ Select appropriates sources (external or internal) for advertising the position

▪ Set closure date (usually two weeks from date of advertising)

▪ Review applicant’s resumes against job description

▪ Shortlist candidates – avoid interviewing all applicants if large number have applied.

▪ Contact candidates and arrange interviews within two weeks of closure date

▪ Include at least two staff members during interviews

▪ Interview candidates to determine the best fit

▪ Reference check potential employees

▪ Select the most suitable candidate

▪ Make an offer and forward letter of offer

Bounce Fitness Staff Recruitment Policy v1.1

Advertising

The following information is required to create job ads based on full job descriptions of each role. Job

ads should be clear and accurately represent the open position. They should include:

▪ A brief description of our company and mission

▪ A short summary of the role’s purpose

▪ A list of responsibilities

▪ A list of requirements

▪ How to apply

The job ad’s style should be consistent with Bounce’s unique voice. It should be addressed to ‘you’ in

a polite and engaging tone. Jargon, complicated phrases and gender-specific language should be

avoided.

Types of advertising that may be considered include:

▪ Online

▪ Internal within Bounce Fitness

▪ Social Media

▪ Specialist Support Agency (only used for Managerial Positions)

Shortlisting of Applicants

Applicants for the position will initially be shortlisted based on their ability to meet the selection

criteria as described by the position description. The short-listing process is to be completed by at

least two existing staff as directed by the Nominated Supervisor.

Interviews

A selection panel composed of at least two existing staff is to be convened to conduct interviews.

Prior to the interviews, a list of appropriate interview questions is to be developed with the selection

panel members. The interview questions are to comply with the legislation mentioned earlier in this

document, which includes:

▪ Equal Employment Opportunity Act

▪ Anti-Discrimination Act

▪ Work Health and Safety Act

Interview Feedback

Always inform all interviewed candidates that they were not successful. Human Resource Manager or

their delegate can give interview feedback to candidates. They should first though check to make sure

they will not invite legal action. Being brief, respectful and keeping feedback job-related.

Bounce Fitness Staff Recruitment Policy v1.1

Selection

On completion of all interviews, the selection panel is to deliberate for the successful applicant based

on both their ability to meet the selection criteria and their suitability to support the mission and

values of Bounce Fitness. This is to be done by comparing the completed Interview Assessment forms

for each interviewee and agreeing on a final score for each interviewee. Their scores are then

compared against each other and the most suitable candidate selected.

Once the applicant is selected, their referees are to be contacted to confirm their suitability.

A Selection Report form of the selected applicant is then to be completed and recommended to the

nominated supervisor and at least one other senior personnel. The senior personnel may or may not

be already part of the selection panel.

The recommendation process includes informing the presenting the completed Selection Report of

the applicant and providing a brief explanation of the recruitment and selection process, how the

applicant was selected during the deliberation process, and the summary of the responses of the

applicant’s referees.

Appointment

Once the selection report has been approved, the selected applicant is to be notified via phone call of

their success and offered the job position. Once the successful applicant gives their confirmation, the

following documentation is to be prepared before sending to the successful applicant. These

documents are prepared consecutively.

▪ Offer of Employment

The letter of Offer of Employment is prepared to inform the successful applicant of their

appointment to the job position. This is typically signed by the HR officer in charge of the

whole process of recruitment, selection, and induction process of the job position. The HR

officer in charge also makes sure that this document is to be sent to the successful applicant.

▪ Employment Contract

The Employment Contract is prepared along with the Offer of Employment in informing the

successful applicant of their appointment to the job position. The contract must be based on

the requirements of the job position the successful applicant has applied to. Once completed,

both documentation is sent to the successful applicant for review. The successful applicant is

notified that the contract is only sent for review; they are to sign the contract during the

induction stage.

Bounce Fitness Staff Recruitment Policy v1.1

Induction

Upon the successful applicant’s receipt of the Offer of Employment letter and acceptance of the job

offer, the HR officer in charge of the process may begin on preparing the workplace for the new

employee. This includes arranging their induction and making the necessary administrative

arrangements for the new employee.

The HR officer in charge of the recruitment and selection process of the new employee’s job position

will only arrange for their induction schedule and the details of their induction before sending it to the

HR officer in charge. Once informed, the HR head officer must appoint an induction officer to

commence the new employee’s induction.

The HR head officer is to appoint an induction officer to prepare and deliver the induction to the new

employee on the scheduled date. The induction officer must prepare the aspects of the new

employee’s induction program, following the procedures of the Bounce Fitness Induction Policies and

Procedures.