How to Recruit

The policy on Recruitment can be read at Chapter 2, Section 1 of the Strictly Savvy Policies Manual here.

Step 1

The leadership team will decide to recruit based on team capacity or employee resignations.

Note: Due to the nature of work employees at Strictly Savvy Limited undertake for clients, no one with a criminal record will be employed.

Step 2

The General Manager, Office Manager or Team Leader will prepare an advertisement on Seek for the role as per these instructions.

The advertisement will then be shared on the Strictly Savvy social media pages by the Marketing Manager and a request to the team to share on their personal pages.

Step 3

As the ad is running or once it's closed, the General Manager and/or Team Leader of that role will filter through the applications, and filter out those without relevant experience, NZ work eligibility or who didn't follow the instructions. (We ask the applicants to follow 2 basic instructions - to find a spelling error and to do the free DiSC test and provide their results).

Those with relevant experience are then shortlisted and the General Manager will make the decision on who to interview. 

Step 4

Shortlisted applicants are phone screened by either the Team Leader or General Manager. 

On the call:

1. If they have put a high expected salary, ask up front if they are willing to consider the actual salary for this role as it will be $XX,000 per year to start. If not, you can mutually part ways so you don't waste their/your time. 

2. Next, explain a typical day in the life of the role you're recruiting for, including delegation, AI and automation use to ensure the person you're screening understands the flexibility required in the role and see how they react.

3. Use probing questions about their adaptability, have they been in a role like this before, what relevant experience do they have, how they've dealt with situations in the past where they've had to figure stuff out on the job - to gauge their comfort levels and if they're suitable.

4. Question anything in their CV or cover letter that you need to know more about. If they aren't currently working, what were the circumstances?

5. Ask if they have any questions.

From there, if the candidate seems good arrange a suitable time for a formal interview, ideally in person at our office. Once a time and day is agreed upon, a calendar invite is sent to the applicant with a Zoom link OR the address of the interview, with any other interview attendees cc'd in.

OR

If you're unsure about the candidate or want to discount them, let them know you have some more candidates to phone screen and you'll be in touch to let them know their outcome and the next steps. Then, make sure to schedule an email or put a reminder in your calendar to send them a friendly discount email.

Step 5

The formal interview is conducted on Zoom or on site (if applicable) at the new Strictly Savvy office at 3 George Daniels Drive, Upper Hutt with a mixture of 3 of either: the Founder, the CFO, the General Manager, the applicable Team Leader. 

Either the General Manager or the Team Leader will lead this interview and ask questions based on the template in the Management Folder in SharePoint under 'Documents>Human Resources (HR)> Interview templates and testing'.

Applicants will then be marked on their answers provided, based on the criteria, on how they answered the questions, and examples given.

Step 6

Once all formal interviews are done, all involved in the formal interview process will discuss the best-suited and preferred candidate for the role.

The CFO will conduct reference calls of the preferred applicant(s) and discuss feedback with the General Manager.

Step 7

The General Manager calls the preferred candidate to advise them that we would like to offer them the role and discusses a potential start date if they are to accept the offer. 

Step 8

The General Manager or Team Leader then creates an employee folder in the Management Sharepoint folder Documents>HR>Team HR Documents & Files>Savvy Employee Team Members based on the same format as the other team members folders.

They then draw up and contract and job letter offer for the candidate and save the working file in the employee folder. 

This contract MUST be reviewed by the Founder before it is sent to the applicant. 

All templates for this can be found in the in the Management Folder in SharePoint under 'Documents>Human Resources (HR)> Templates'.

Step 9

The General Manager or Team Leader then sends the contract with all relevant documentation to the candidate.

All relevant documentation includes:

• A letter to the candidate with a job offer of <position title>, with salary and start date

• A copy of a Collective Employment Agreement

• A copy of an Individual Employment Agreement

• A KiwiSaver Ks2 form

• The company Employment Application form

• IR 330 form

• A copy of the Job Description

• Ministry of Social Development Police check

Step 10

The candidate accepts the offer by returning the signed paperwork to the General Manager/Team Leader before their start date.

Whoever receives the paperwork then:

• Uploads to the applicable employee file in the Management Folder SharePoint (path as per Step 10 instructions)

• The Office Administrator is advised that the contract has been signed, and then sets up the New Employee Task List is set up in Teamwork (instructions here).

Step 11

Any unsuccessful candidates at this point are CALLED by the General Manager or Team Leader to be advised that they were not successful.

Step 12

From here the process switches to the onboarding team member instructions.