bankmecu’s Human Resources policy covers Equal Opportunity Employment. Recruitment processes are designed so that bankmecu recruits people best suited to roles and the Company, free from discrimination.
bankmecu’s approach to sustainable development is included in position descriptions published for vacant roles and is discussed during the interview process.
Psychological profiling of senior candidates is undertaken to identify abilities, workplace preferences and frequencies. Profiling assists to identify suitable behaviours and behavioural risks relative to the role. Testing and profiling has been extended in some instances to include short-listed candidates for all positions.
Of continuing staff recruited since 01 July 2010, 84% were female and 16% were male. By location, 25% of new recruits were employed in Western Victoria, 25% in Melbourne, 31% in Gippsland and 18% interstate. By age, 37% of new recruits were aged under 30, 51% were aged 31-50 and 12% were aged over 51 years. 10% of new employees subsequently left in their first year.
Staff appointed to bankmecu traineeships are required to complete a Certificate IV in Financial Services through Origin HR. Origin provides nationally accredited qualifications and provides individuals with a combination of professional development, communication, customer service and systems skills. The skills are developed through e-learning systems together with face-to-face trainer support and on the job training.
In 2010/11, 6 new traineeships were offered in Gippsland. Two traineeships were accepted by individuals from minority groups.
Local recruitment
When recruiting for any position at bankmecu, positions are initially advertised internally and then advertised externally if necessary.
In 2010/11 bankmecu advertised 111 positions. Of the roles advertised, 50 were filled by internal applicants and 54 by external applicants. Seven positions remained vacant.
Positions in regional centres are advertised locally in an effort to recruit staff from the local community. In 2010/11 all external employees recruited in regional centres were local residents. Two employees elected to transfer to positions located interstate.