| 1.5 Personnel Director
17. Recruiting Policy | |
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| 15.17 Recruiting Policy: | | 1. Selective people may be recruited by invitation only after extensive monitoring of a persons skills, motivations and personality. The nature of the ASP long-term business strategies means that the company is only open to a select type of highly skilled and highly motivated person. | | 2. People who work with the company comply with the company handbook of policies and guidelines and anybody who does not fully comply with the sentiment of the company handbook does not work for the company. Zero tollerance is the only measure used without exception - anybody who violates a company policy does not work for the company - the act of violation is treated as a resignation note. |
| Merit: | | 1. People are appointed on merit and no other factor. | | 2. People have the right to work from any country in the world and from any location with an acceptable Internet connection. | | 3. People have the right to determine their own hours of work, holidays, car, medical insurance, renumeration, clothing and dress code. | | 4. People have the right to contract their friends and family to be part of how they work, what they do and how they do it. | | 5. People have the right to involve any kind of technology that can assist them in doing their job. |
| Values: | | 1. People are recruited against a corporate set of values where each value can be measured. | | 2. People have the right to know why they were offered a job and the set of values is that evidence. | | 3. People who do not get recruited may also wish to know how they stacked up against those values so they known what to do before they may be considered against. | | 4. People who do not get recruited this year are hot prospects to be recruited later in their career and they will certainly known others who may be recruited. | | 5. Networking is recruiting and recruiting is networking - people work with people - people network with people. |
| Job Description: | | 1. Every person has a job description that is defined by the ITIL standard and any associated International standards. | | 2. No job is advertised, but specific people who are well known by the company may be invited to present their business plan. As a policy, no recruitment advertising or marketing costs are permitted. As a policy, known people who are invited to present their business plan shall be rewarded for their efforts and all out of pocket expenses shall be reimbursed. | | 3. A potential recruit is selected purely based on the merits of their business plan with no regard to their gender, religion, country of birth, disability, marital status, sexual orientation, race, colour, nationality, ethnic origin or beliefs. A person who has a good business plan and the skills to earn revenue is selected on merit and it would be foolish to introduce any other factor. | | 4. Interviews may have an extended time scale of many years as people mature, improve their skills and become ready to make a long-term commitment to their own future. Interviews continue with phone calls, email conversations, meetings at conferences, dinner at an event and all kinds of social interchange - every encounter is an interview where opinions will be formed. | | 5. References are solicited as part of the extended recruitment procedure where people talk with people who know the person being recruited. |
| Progression: | | 1. Once appointed, people have regular appraisl meetings where their business plan is reviewed and revised to match the persons hopes and expectations for the next phase of their life. | | 2. Any person may choose to take a year or two out to travel the world or to learn a new sport or to gather intelligence from another corporation. | | 3. The business only exists for the benefit of its employees so whatever a person wishes to do, if they can find a way to make it profitable, then they have earned the right to make it happen. The only limitation is that no person has the right to spend another persons money, but they are permitted to spend all revenue they have earned in anyway that they choose. | | 4. Every peron in the company has a duty to manage their network of potential recruits with regular ad-hoc meetings, calls and conversations. It is expected that each person who is an expert in their specific skill must know many other people with similar skills and must have a network of contacts. |
| Qualifications: | | 1. Many roles have mandated qualifications but these are of trivial importance when compared with practical experience, knowledge and the ability to do the job. Nobody is recruited on the strength of their qualifications that are more than a few years old. | | 2. Security qualifications that must be renewed on an annual basis are real and have value, but a degree earned many years ago has virtually no significance as such information must be out-of-date. What a person has done in the last five years has value, but what a person did more than five years ago may be of no significance. | | 3. Criminal checks must be undertaken so the company can operate certain application service contracts. Where a person has served their time and under the rehabilitation of offenders act and their time is spent, disclosure exceptions may still be applicable for application service involving vulnerable people, children, law enforcement, legal and financial sectors. | | 4. Dsclosure and Barring Service (DBS) checks that were known as Criminal Record Bureau (CRB) checks are mandated for all people working in health and social care. Regular self-certification and renewals are managed as part of normal HRM administration, however these only apply to people working from locations in the UK and alternative procedures apply to people working from locations in other countries. It should be noted that 90% of people in the business never have direct face-to-face contact with any customer or supplier - by design, communication must be evidence based using formal online services. |
| Redumdancy and Resignation: | | 1. Any person has the right to make themselves redundant and the responsibility to manage their own business plan. | | 2. When a person is not able to create a business plan that can earn revenue then that person has chosen self-imposed redundancy. People are totally responsible for what they do, how they do it and what they earn and cannot sit back and expect that others will create their business plan. People will be given all the help and motivation that is practical to apply, but in the final position people have the right to make themselves redundant. | | 3. When a person resigns it is expected that they will inform all relevant people, but this is just a polite and nice way to behave. Because people are recuited as part of a long-term strategy, it is nice to have an exit interview or a chat over dinner to ensure that the person is set up for their next venture. It is in the interests of the business to maintain a good working relationship with all people who are working with the company or have moved on to work with others. Most people have many jobs in their life, so resignation and redundancy are simply logical steps in a persons career. |
| Relocation: | | 1. Every person has the right to work where they choose. People may work from home, from an office or anywhere else such as a vessel. People may work from any location in any country. People may work any hours they choose on any days they choose. | | 2. People are reminded that having an acceptable Internet connection is a mandated part of every job description. People may change their location as and when they choose. Where a person has earned sufficient revenue, then part of that revenue may be used to assist with essential relocation expenses such as insurance. The company may be able to assist with bridging loans and pay all kinds of expenses in accordance with local taxation laws. |
| Leave: | | 1. Every person has the right to determine their holiday entitlement, what parential leave is applicable, what health leave is needed and when they simply choose a sabatical. Each person has a unique set of requirements that determine the hours they work and the days they they work. When a person is enjoing themselves working on a new application service, it is not the right of others to tell that person to take time out. Self-satisfaction is a powerful motivator that does not have formal business hours. | | 2. Where a person wants more leave, then the company can arrange for that person to have a massive increase in the amount of free time they enjoy. Where a person wants less leave, then the company can arange for more shared social events to give the person an wider perspective on life. |
| Samariton: | | 1. Some people are simply nice and want to help others - this is a key business factor because people do business with people they like. People are recruited against a set of corporate values - people either conform and may work with the business or do not conform and need to work elsewhere. People do not work for the company, but work with others in the company for themselves - the company only exists for the benefit of its people. The company does not have staff, but people who work with the company may be called employees by others. | | 2. People working with the company have values and recruiting is about finding people with compatible values. People do not need to look the same or sound the same or have the same education, they simply need to have equivalent values. One of those values is to work with the least cost provider of Bespoke Application Services - the majority of people do not have the mental capacity to handle such a role, but a few good people do. |
| Demarkation: | | 1. Recruiting does not stop when a person begins to work with the company - that is when recruiting and appraisals increase in intensity so the company can be engineered to match what that person wishes to do and needs to achieve. People are continually beiing recruited by others - the very best people surround themselves with the very best talent and the very best talent clusters around the the very best people. People who work with the company are the very best and the very best are continually being recruited - either by the company or by a competitor. | | 2. Loyalty is as relevant as chocolat fire guard, the very best talent are in short supply and the very best environment must continually bein created to retain that talent. People want to be recruited - its good for personal self-esteem, its very flatering to be offered more and it would be foolish to refuse a good offer when faced with the opportunity. This means that people must continually recruit and rerecruit the best best people - at least monthly and must fire their failures even faster. Anybody can make a hiring failure, but the very best people get rid of the failures faster than others. | | 4. Word of advice - when it is needed to tell a person that they are to be helped to find a more suitable job with a different company - make sure you say what has to be said in the very first sentence so no wiggle room exists. People deserve to be helped into their next job and the company have a duty to help in every possible way - people in our industry will remain influential for the next 20 to 40 years and so they must be treated right. People who once worked with the company shall always work with the company, even when they are working for others. |
| Document Control: | | 1. Document Title: Recruiting Policy. | | 2. Reference: 161517. | | 3. Keywords: ITIL, Recruiting Policy. | | 4. Description: Recruiting Policy. | | 5. Privacy: Public education service as a benefit to humanity. | | 6. Issued: 11 Dec 2016. | | 7. Edition: 1.2. |
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