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SAMPLE Employment Policy

XYZ Corp.

Subject: Employment


Prior Version Date(s):



Purpose: To define the employment process at the Company and to summarize Company policies and guidelines relating to employment. The employment process involves the identification of a vacancy, posting, recruitment, selection, hiring, promotion, transfer, and change in employment status.

Policy: The Company aims to fill each position with the best qualified individual.

Guidelines: The qualifications of an employee include, but are not limited to, education, experience, knowledge, skills, and ability.

The Company gives priority for vacant positions, when appropriate, to current employees of the Company through promotion and transfer.

A job requisition must be completed during the process of filling a regular job position (see guideline 6 below). Most regular position openings should be posted. Special exemption to posting may be granted, upon the concurrence of the Director of Human Resources.

Employees acting in matters of employment regarding a family member should consult the Company policy on Employment of Family Members.

Regular employment is the category for those positions which are expected to last at least 12 consecutive months. Regular employees who work 20 hours a week or more are eligible for benefits.

Temporary employment is the category for those positions which are expected to last at least one (1) month and less than twelve (12) months. Employees in this category are not eligible for benefits.

Casual (short term) employment is the category for those positions which are intermittent and do not last longer than two (2) consecutive pay periods. Employees in this group are not eligible for benefits.

A regular employee of the Company may hold only one full-time position at the Company. However, an employee may hold more than one part-time regular position. If the total combined hours is twenty (20) hours per week or more, then all departments must agree to share in the benefits cost.

New regular employees are subject to a probationary period of three (3) months for biweekly and six (6) months for monthly employees. Under appropriate circumstances, probationary periods may be extended.


Employees represented by a union should refer to the appropriate bargaining unit agreement.


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