The Recruitment and Selection Policy (here in after referred to as “the policy”) contains the policy of conduct observed by LEI in the recruitment and selection process. The purpose of the policy is to provide a standard for the recruitment and selection procedure. The policy is set up chronologically, from the time that the job becomes open for recruitment to the date the position is filled.

Underlying Principles                                                    

The policy is based on the following underlying principles:

·        The applicant will be chosen on the basis of suitability with respect to the vacant position.

·        The company will request that the applicant provide only the information that is needed to assess suitability for the position.

·        The applicant will provide the company with information it needs to form an accurate picture of the applicant’s suitability for the vacant position.

·        The information provided by the applicant will be treated confidentially and with due care; the applicant’s privacy will also be respected in other matters.

The policy applies to a procedure that is directed toward filling a vacancy within the company and for which the recruitment of candidates takes place by a) public announcement, such as in advertisements in newspapers or internet, b) notice boards or internal recruitment and / or c) through employment agencies, recruitment and selection agencies or executive search.

Position Information

Should the company decide that a vacancy exists or will exist and that it must be filled, it will prepare a job description with the relevant details of the position. The job detail will include: the duties and responsibilities of the position, the level/place of the position within the organization, the nature of the employment (for example, temporary or permanent), working hours and duration (for example part-time or shift work) and work location. Job requirements may relate to professional competence (education, knowledge and experience) and skills.

Recruitment

In addition to the relevant job description, the job advertisement will state the method of application.

Selection Phase

The company will endeavor to notify the applicant within a reasonable time (normally within two weeks) after the closing date for submission of applications:

·        If the applicant has been rejected.

·        If the applicant has been invited for an interview.

The company will ask questions on those aspects that are relevant to the position and/or job performance. The applicant will provide the company with information that gives a true and fair picture of his/her professional competence (education, knowledge and experience) and will not withhold information that he/she knows or ought to know is important to the fulfillment of the vacancy for which he/she is applying. Selection of employee will be decided by the core team formed by the company director, based on job vacancy. Selected applicant needs to submit all relevant documents asked during the selection process (relevant to education, experience, skills, personnel identity and residential proof) in Xerox copy formally verified with original documents 

Rejection and Completion of the Application Procedure

Should the company decide at any stage during the process that an applicant is not qualified to fill the position; the company will endeavor to notify the applicant. The rejection will be in writing (by letter or by e-mail message). The application procedure is considered to be concluded if the position has been filled or if the company has decided that the position should be withdrawn. Only those persons who are still participating in the procedure will receive written notification. All offers and agreements will be recorded in writing upon position acceptance.