Recruitment Policy

This policy applies to all recruitment activities for:

• Permanent employees
• Fixed-term employees
• Interns and apprentices
• Contractors

It covers every stage from workforce planning and job design to advertising, selection, offers, onboarding, and probation.

Recruitment and selection decisions are based on merit and evidence of competence and potential. The organisation provides equal opportunities and reasonable adjustments to ensure candidates with disabilities can participate fully and fairly.

• Board and Chief Executive: Approve this policy and allocate resources to ensure fair and transparent hiring.
• Human Resources (HR): Implement procedures, maintain documentation, and ensure compliance with laws and internal standards.
• Hiring Managers: Conduct fair assessments, avoid bias, and document decisions objectively.
• Candidates: Provide accurate information and participate honestly throughout the process.

Recruitment and employment practices must comply with relevant Tanzanian laws, including:

• The Employment and Labour Relations Act
• The Labour Institutions Act
• The Persons with Disabilities Act
• The Personal Data Protection Act

International best practices are also observed where applicable.

Each vacancy begins with a clear statement of business need and job description that outlines key duties, required skills, and reporting lines.

The job design ensures fairness, supports career growth, and aligns with organisational strategy.

All open vacancies are:

• Published on the official careers page and internal job boards.
• Promoted through inclusive outreach to attract diverse candidates.
• Written using clear, gender-neutral language to avoid bias.

No position should be filled without fair opportunity for internal and external applicants to apply.

Selection panels use structured interviews, competency assessments, and reference checks. All evaluation criteria are job-related and measurable.

Decisions are documented, and feedback may be provided upon request.

Successful candidates receive formal written offers outlining terms of employment, benefits, and responsibilities.

The onboarding process includes orientation, policy briefings, and role-specific training to ensure smooth integration.

Candidate information is handled in accordance with the Tanzania Personal Data Protection Act, 2022. Data is:

• Used only for recruitment purposes.
• Stored securely with restricted access.
• Deleted or anonymised once no longer needed.

This policy is reviewed annually or when legal, organisational, or operational changes occur. Revisions are approved by senior management and communicated to all relevant staff.

Effective Date: August 18, 2025