connect_policy_Recruitment and Selection

RECRUITMENTANDSELECTION

1. INTRODUCTION

Castle Hill RSL Club Ltd (CHRG) is an equal opportunity employer and committed to providing career prospects to all employees according to their abilities. CHRG continues its commitment to industry training to provide both CHRG and the industry with professional staff.

The aim of this policy is to appoint high performing staff using a process underpinned by the principles of merit, equity, and transparency. In doing so, we aim to practice ethical, fair and impartial staff selection procedures,freefromconflictofinterest,andcharacterisedbyconfidentialityandrespectfortheprivacyofan applicant’s personal information.

This policy applies to all appointment to CHRG.

2. APPROVAL TO HIRE

All new and replacement positions, along with the adding of more hours to any approved roster, requires approval. The People team will commence the recruitment process upon receiving a completed Staff Requisition Form with approval from the appropriate leader, in accordance with their delegation of authority.

Once approved, the People team will be notified, and the recruitment process will commence in accordance with our Recruitment and Selection Procedure.

3. ATTRACTING TALENT

Where practicable, all positionswill be advertised internally priorto any appointment.

3.1.Internal Advertising

When advertising internally, CHRG will ensure every employee has access to information regarding any current vacancies across the Group. This includes posting positions across all employee communication channels, including butnotlimited to:

 Intranet

 Email

 Facebook group

 Instantmessenger groups

 Notice boards

 Staff screens

All internal advertising will meet the brand guidelines as set by the Corporate Affairs team and include ‘Employee Value Proposition’content.

Internal candidates will follow the same process as any external candidate as outlined in our Recruitment and Selection Procedure.

3.2.External Advertising

Where a position cannot be filled internally or where it is appropriate to conduct an external recruitment campaign, the available position will be advertised through relevant networks, on relevant job boards/websites, on Group and/orvenue social media andthrough local employment services.

CHRG may also choose to use headhunting tools to seek outappropriate candidates.

Where deemed appropriate, external recruitment consultants may be engaged with approval from the COO or CEO.

RECRUITMENTANDSELECTION

4. SELECTION

All selection procedures and decisions will reflect CHRG’s values and commitment to providing equal opportunity by assessing all potential candidates according to their skills, knowledge, qualifications, capabilities and alignment with our values – Community, Hospitality, Respect & Growth, and will be conductedin accordance with our Diversity and Inclusion Policy

To ensure best fit, selection may include some or all the following:

 Pre-screening

 Behavioural assessments

 Interviews& reference checking

No singular person will be responsible for hiring decisions. Decisions will be made in consultation with the People team and the hiring manager.

4.1.Conflict

of Interest

A person who has or has had a close personal relationship with an applicant, or who has had any other nonwork-related interest shall not take part in any aspect of the selection process as it could lead to a potential or actual conflict ofinterest.

As a rule, CHRG does not generally employ immediate family into roles where the family members are required to take/give instruction to each other.

4.2.Qualifications & Pre-Employment Checks

Qualifications and employment checks are mandatory and inherent requirements of some positions within CHRG. Where required, evidence of all required qualifications and checks will be obtained prior to commencement of employment. Skill, qualification, and employment check requirements will be determined by ourTraining Needs Analysis.

5. BREACH OF THIS POLICY

Breaches of this policy mayresult in counselling and or disciplinary action, up to and including dismissal.

6. REVIEW OF THIS POLICY

This policy will be reviewed every two years to ensure it remains consistent with all relevant legislative requirements, as well as the changing nature of the company or more frequently where legislative requirements are changed or amended.

7. POLICY COMMUNICATION AND EDUCATION

ThispolicywillbestoredonCHRG’sintranetsite.Itwillbeincorporatedintoinduction/onboardingprograms and CHRG will conduct education sessions on the application and operation of this policy as required and when any changes to the policy are implemented.

8. DOCUMENT HISTORY

Preparedby: Approvedby: Date: Version: Comments

Alison Brinkman Head of People & Purpose

CEO