How to Recruit

Instructions are up to date as of 2023.

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 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 as of 2023 - 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 called/emailed by either the Team Leader or General Manager to arrange a suitable time for the informal/casual meet and greet interview.

Once a time and day is agreed apon, 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.

Step 5

The informal interview is conducted on Zoom or on site (if applicable) at the new Strictly Savvy office at 3 George Daniels Drive, Upper Hutt (as at Feb 2025). 

This interview is a short, 30 minute meet and greet in a casual style, to get an understanding of the candidates experience and a chance for both parties to ask questions and make sure everyone is on the same page before proceeding.

There is a template in the Management Folder in SharePoint under 'Documents>Human Resources (HR)> Interview templates and testing' with questions to ask during this interview. 

At the end of the interview the candidate is advised of a timeframe that they will hear from us with next steps.

Step 6

After all informal interviews are conducted the General Manager and others involved in the hiring process so far will make a decision which candidates are the most suitable/if any are to be discounted after this round.

Any unsuccessful applicants after the informal interview MUST be called to give them the news.

Then the successful interviews are contacted to arrange the formal interview (same process as Step 4 above), but are informed this interview will be formal, and contain more behavioural-based questioning. A calendar invite is sent when a time/date is agreed for this (same process as Step 4 above).

Step 7

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 (as at Feb 2025) 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, from a criteria, on how they answered the questions, and examples given.

Step 8

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 9

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 10

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 11

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 12

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 13

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

Step 14

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