Scyne’s approach to recruitment and selection is underpinned by key principles and expectations, ensuring we recruit and onboard a skilled and diverse workforce that is representative of the communities and organisations we serve.
We ensure selection to roles is fair, with equal access provided, and appointments factor in but are not limited to relative ability to fulfil the role, prior performance, potential, and alignment with our values – taking unique experiences, perspectives, and contributions into consideration.
We generally host two to three interviews including a blend of behavioural, technical, and scenario-based questions to assess a candidate's alignment to the role (and other current or future positions), the team, the business, and our values. Certain roles and or levels may have psychometric assessments, case study assessments or other assessments included within the evaluation process.
We carry out background checks on our people to ensure we have made a sound hiring decision and to protect the organisation, and our clients, from potential risk. If required, confirmation of or the ability to obtain a valid Commonwealth security clearance will be requested.
Our principles and employment screening process adhere to the AS 4811:2022 Workforce Screening Standard.
