TEG Recruitment Process Overview

At TEG our greatest strength is our people. This page will help you follow our best practice principles and provide you with the tools to recruit a new team member.

Recruitment, from identification of a role to start date, takes time so it’s critical to understand our processes. The process should commence once the Company has formally (in writing) accepted the incumbent’s resignation and agreed on a suitable end date or once a new position has been identified as a business need.

What is the recruitment and selection process?

The primary objective of the Recruitment Process and the focus of this page is to attract extraordinary individuals who align to our Purpose and Values and can support us in achieving our business strategy.

The Recruitment Process has dual purpose; to engage candidates in our brand and provide insight into what it would be like to work for TEG, whilst at the same time provide opportunity for the candidate to demonstrate their suitability for the role.

Gender Balance

TEG is proud of its gender balance and remains committed to continuing to reduce the gender pay gap. To read more about our DE&I Commitments, click here.

Promotions

All employees have equal access to internal job opportunities at TEG. We are committed to supporting career development, and promoting a diverse and inclusive work environment.

TEG’s Job Board is located on Workable and lists all current vacancies globally for the Company.

Internal promotions follow the policy here.

Workable
Workable is the systems used to manage candidates and is TEGs Applicant Tracking System. Workable will streamline candidate management by consolidating the various platforms we currently use such as Seek and LinkedIn, into one integrated system.

View Workable User Guide here.

The TEG Approach

Define

The Hiring Manager will create a Recruitment Request on Bamboo and draft a Position Description.

When doing so, consider the following:

1. Read through TEG’s DE&I Commitments and ensure you carry these through your hiring process.
2. What are the team’s objectives? How will this role support these objectives?
3. Consider if the role is in line with current business strategy. Do the skills and capabilities to deliver this strategy exist within in your current team? What is currently missing?
4. Consider the characteristics and attributes of your team. What do you require a new team member to have? What is the purpose of the role, what will the role be responsible for, what projects will they drive, support and oversee?
5. Consider the business strategy, skills, capabilities, characteristics, and attributes required.

Tools:

• You can use the Employee Profile as a sense check to help you define the key characteristics and attributes you are looking for.
• Use the Position Description Template to help you define the role. Make sure you align the responsibilities to the department/business strategy.

Job Brief

This meeting is to discuss the recruitment and selection process at TEG and how the Talent Team can best support the hiring of quality candidates for the business. During this meeting the Talent representative will discuss the new role in detail, recruitment platform & systems and key considerations for the specific role.

Sourcing

Sourcing is the first step of the recruitment process, making the starting point in the search for potential candidates. Sourcing can be through job boards or proactively searching in market through SEEK/LinkedIn recruiter search licenses).

1. We typically post all roles on Seek, most roles on LinkedIn and then industry specific job boards.
2. The TA team are responsible for posting the Job Ad through Workable with the support from the Hiring manager to clearly outline the key requirements of the role and where the role sits in the TEG.
3. Consider the type of role/industry and where this advert would be best advertised to maximise exposure to the best market and top candidates. Our TA team will be able to assist with this, though as specialists in your area of work, your insights into the market are valued. Additionally, providing a comprehensive job brief to our Talent Acquisition Partner ensures alignment and clarity in sourcing the ideal candidates.

TEG Interview Process

Interview Process Overview

1. Screening
2. First Interview – Functional Interview
3. Second Interview – Practical challenge and role deep-dive
4. Third Interview – Leadership and Values Interview

Team Member Interview Guide
Hiring Manager Interview Guide

Screening

Screening, the second phase of recruitment, marks the initial step of the interview process.

As a reminder, It is important you read through TEG’s DE&I Commitments and ensure you carry these through your hiring process.

1. Using our applicant tracking system- Workable, compare the candidate’s applications against the selection criteria of the role, with a particular focus on their skills and previous experience.
2. Shortlist candidates for interview by moving them through the pipeline to the next stage (including notes from the phone screen and/or tags.
3. Contact preferred candidates as soon as possible after they apply to book in a suitable time for a call, making sure you provide the candidate with a good understanding of the inherent requirements of the role. (Tip: you can send a self-scheduling link to candidates so they can book time based off your availability or can bulk message and email all candidates using our templates in Workable, these can be edited)
4. We’ve established a talent pool feature on workable as well as a ‘future talent tab’ on each role pipeline, enabling all managers to proactively identify and move promising candidates for future roles. Should a vacancy arise down the line, you’ll have access to this talent pool to assess whether any of these candidates align with the requirements of the role.

Screening tips:

• Review the resume: Familiarise yourself with the candidate’s resume beforehand to tailor questions and identify areas for clarification.
• Prepare a script: Have a structured outline of questions to ask, including those about the candidate’s experience, skills, and motivations.
• Set the Tone: Start with a friendly introduction to put the candidate at ease. A relaxed environment encourages better communication.
• Listen Actively: Pay close attention to the candidate’s responses and ask follow-up questions to dig deeper into their experiences and qualifications.
• Evaluate communication skills: Since phone screenings rely solely on verbal communication, assess the candidate’s ability to articulate ideas clearly and professionally.
• Assess team dynamics and alignment: Enquire about the candidate’s preferred work environment, collaboration style, and how they contribute to a diverse and inclusive workplace. Focus on compatibility with the team’s values and objectives rather than a singular notion of “cultural fit.”
• Be aware of unconscious bias
• Manage time effectively: Keep the conversation focused and within the allocated time frame to cover all necessary topics without rushing or lingering too long on any one point.

Tools:

Where to find talent pool tab on Workable: Workable – Candidates for Talent Pool – TEG

Phone screen template 

The more attention you give this, the easier it will be to recruit for TEG in the future.

FIRST INTERVIEW – FUNCTIONAL INTERVIEW

The first interview is a chance for managers to ask behavioural and situational questions related to role.

Behavioural interviews are a crucial component of the hiring process, aiming to delve deep into a candidate’s past behaviours to predict future performance.

SECOND INTERVIEW – PRACTICAL CHALLENGE AND ROLE DEEP DIVE

The second interview provides managers with an opportunity to assess a candidate’s job-specific skills. For team member candidates, the focus should be on questions that relate to the daily responsibilities of the role and the skills required to perform them effectively.

Introducing the candidate to other stakeholders can offer valuable insight into a typical workday and give a broader view of how the candidate might interact with the team and carry out their duties. In this instance it is the manager’s responsibility to coordinate the process, assign relevant questions for them to ask, and prepare any necessary assessments.

Another way to assess a candidates job related skills is to include for example presentations, case studies, technical challenges, etc.

If you would like further guidance on testing a candidate’s job-related skills, please talk to the Talent Team.

1. Assessment of Skills and Knowledge: Practical challenges provide an opportunity for candidates to showcase their skills in action. They allow employers to evaluate a candidate’s problem-solving abilities, technical skills, creativity, and thought process in real business scenarios.
2. Understanding Problem-Solving Approach: Practical challenges help employers understand how candidates’ approach and tackle complex problems.

Deep dive interviews further explore a candidate’s problem-solving methodologies, revealing their critical thinking skills, decision-making processes, and ability to adapt to various situations.

THIRD INTERVIEW – LEADERSHIP AND VALUES INTERVIEW

For the last interview, recommended for People Leader or Senior roles, we recommend the managers to introduce the preferred candidate to meet with another leader within TEG.

Meeting with a leader allows the candidate to gain insights into the organisation from various angles. It also helps the candidate understand the diverse expectations and viewpoints within the company.

Tools:

Team Member Interview Guide
Hiring Manager Interview Guide

Screening

DECLINING UNSUCCESSFUL CANDIDATES

Providing feedback to unsuccessful candidates is an important part of our process and an extension of our brand its important all candidates are treated fairly and with respect.

Any candidate engaged with by the Hiring Manager, requires an email from the Hiring Manager to notify the candidates that they have been unsuccessful using the templates provided in workable – please do not alter these emails without discussing with the Talent team.

Please make sure to move candidates through each stage of the pipeline, from Applied to Hired, so I can provide the best support throughout the recruitment process. This is also crucial for reporting purposes, as it helps us identify areas for improvement and make adjustments for future roles.

PRE- EMPLOYMENT CHECKS

Reference Checks

After gaining the candidates permission to contact their referees through the template email provided on Workable, a link will be sent to verify that an applicant’s work history and role responsibilities are as conveyed in their application and interview.

As part of the reference check recruitment process, we strongly encourage you to conduct at least two reference checks.

Two Reference checks: link through SurveyMonkey provided to each referee. If form is not filled, we strongly encourage you to call the referee instead.

• Ascertain an understanding of what the candidate is like as an employee/team member.
• Verify their reasons for leaving.
• Explore their strengths and achievements.
• Probe any areas of concern you may have had about the candidate from their interview responses.
• It will also aid managers in understanding how to bring out the best in their future team members.

The TA team will provide a copy of the results to provide to the hiring manager.

Working Rights for the Country the Employee is employed to work:

VEVO – Visa Entitlement Verification Online (VEVO) allows visa holders, employers, education providers and other organisations to check visa details and conditions. VEVO tells you details relating to your current in-effect visa: which visa. the expiry date.

ACTION: Provide either a copy of the candidate’s passport or a copy of their birth certificate to your People and Culture representative so that working rights can be verified.

For Australian Hires: If the candidate is not an Australian or New Zealand citizen, they must also provide a current visa alongside their passport, a work rights check will completed by the People and Culture team to ensure that the candidate working rights are valid and any contract issued is in line with any limitations of their visa.

PCI Compliance Checks

Certain candidates will have to undergo pre-employment checks (National Police Check, Employment History Check and a Credit file Authentication Check). These checks are facilitated by the People and Culture team and carried out by a third company party, Equifax.

These checks apply to the following roles in the organisation:

• Key custodians
• Fraud Analyst

Tools:

TEG Reference Check Link

OFFER

1. Make a verbal offer to the candidate in line with the approved remuneration, refer to the approved Recruitment Request Form.
2. Tell us who you wish to hire, for us to issue a contract. Complete a Contract Information form via Bamboo HR.
3. Your People and Culture representative will email the letter or contract to the Employee/Candidate directly and confirm with you once this has been signed.
4. You can access the signed document/letter as it will be shared with you as and when it is sent via Bamboo. Once signed, this will be accessible in the employee record, under the signed docs tab in Bamboo.

For more information or assistance contact People and Culture on peopleandculture@teg.com.au

ONBOARDING

First impressions count

• Welcome to the team: the process of welcoming a new team member is a critical part of creating a positive work environment making the new team member feel valued and accepted.
• Announcement
• Induction: This will help facilitate the successful onboarding of new employees.
• Desk set up: Make sure all the equipment the new employee needs is ready before they start.
• Keeping in touch: It not only helps in building a positive employer brand but also contributes to the overall candidate experience