Second Sitting Restaurants Limited Recruitment and Selection Policy

Purpose

This policy sets out how Second Sitting approaches recruitment and selection to ensure all hiring decisions are fair, consistent and based on merit. It applies to all roles across the business.

Advertising and Applications

Vacancies are advertised openly and applications are welcomed from all candidates regardless of age, disability, sex, gender reassignment, race, religion or belief, sexual orientation, marriage or civil partnership, pregnancy or maternity. Second Sitting is committed to equal opportunities throughout the recruitment process.

Shortlisting for Interview

Due to the volume of applications we receive, we are not always able to invite every applicant to interview. Shortlisting decisions are made on the basis of the following criteria, applied consistently to all applicants:

• Relevant hospitality experience, whether in a professional or voluntary capacity

• Demonstrable transferable skills applicable to the role, such as customer-facing experience, teamwork, communication or food and beverage knowledge

• Quality and presentation of the CV and any accompanying cover letter or message, including attention to detail and effort made to tailor the application to Second Sitting

• Proactive follow-up contact from the applicant demonstrating genuine interest in the role

• Availability matching the shift pattern advertised

• Overall strength of the application relative to other candidates received at that time

Where we have received a sufficient number of strong applications meeting the above criteria, we reserve the right to close shortlisting and not invite further candidates to interview. This decision is based solely on the volume and quality of applications received and is not a reflection on any individual applicant.

Interview Process

Candidates invited to interview will be assessed against the same criteria regardless of personal characteristics. We will ask all candidates the same core questions and assess responses consistently.

We are committed to making reasonable adjustments to the interview process for candidates who require them. If you need any adjustments please let us know in advance of your interview.

Decision Making

Hiring decisions are made on the basis of interview performance, relevant experience and skills, and suitability for the specific role as advertised. All decisions are documented at the time they are made and records are retained for a minimum of six months following the conclusion of the recruitment process.

Feedback

We are a small business and are not always able to provide individual feedback to unsuccessful candidates. Where feedback is requested we will endeavour to provide it where possible.

Complaints

Any candidate who believes they have been treated unfairly during the recruitment process should contact Claudia Carter at claudia@secondsittingmelbourne.co.uk in the first instance.