Job Posting and Interview Process
This policy establishes a consistent, legally sound framework for all job postings, applicant screening, and interview procedures across the organization. It ensures equity, compliance with employment standards, and efficient hiring cycles.
This policy governs the entire lifecycle of external hiring from job requisition approval through onboarding preparation. Every posting must use the approved template, include objective selection criteria, and adhere to mandatory screening deadlines. The policy is designed to eliminate bias, reduce time-to-fill, and ensure every candidate experiences a professional and consistent process.
This policy applies to all full-time, part-time, contract, and temporary external positions across all departments and locations. Internal transfers and promotions are governed by a separate internal mobility policy. All hiring managers, HR business partners, and recruiting coordinators must comply. Joint ventures or subsidiaries may adopt equivalent processes with HR approval.
- Job Requisition Approval: Every posting requires a completed Job Requisition Form signed by the department head and VP. No verbal requests accepted.
- Transparent Responsibilities: Job postings must include clear "must-have" qualifications, reporting structure, and salary range. Vague terms like "competitive pay" require a disclosed minimum.
- Equal Access: Postings must be published on at least two public boards (company careers page + one major job board). Internal candidates must receive priority review for first 5 business days.
- Structured Interviews: All interviews must follow a pre-approved question bank and scoring rubric. Unstructured "conversational" interviews are prohibited to mitigate bias.
- Timeline Compliance: Initial screening must be completed within 5 business days of posting close. Interview scheduling within 10 business days. Hiring decision documented within 5 business days of final interview.
- Hiring Manager: Initiates requisition, defines qualification criteria, conducts structured interviews, completes scoring rubrics, and submits hiring recommendation.
- HR Business Partner: Drafts and posts job requisitions, screens initial applications against minimum qualifications, coordinates interview panels, and conducts reference/background checks.
- VP / Department Head: Approves requisition and final selection. Ensures budget availability and compliance with headcount plans.
- Interview Panel Members: Complete interview training (annual), use standardized guides, submit individual scores within 24 hours of interview.
- Recruiting Coordinator (if applicable): Schedules interviews, manages calendar logistics, and sends confirmations with materials.