Land Logical Group Policy on Employing from the Local Community

1. Objective:
Land Logical recognises the importance of supporting and uplifting the local community by providing employment opportunities. By prioritising local talent, we aim to contribute to the growth and development of the community.

2. Recruitment and Job Advertising:
a. Job vacancies are advertised locally, ensuring the opportunities are accessible to residents within the community.
b. Local job boards, community centres, social media groups, and other relevant platforms are utilised to promote open positions.
c. Encourage current employees to refer local candidates to ensure a diverse applicant pool.

3. Hiring Preferences:
When vacancies arise, preference will be given to individuals residing within the local community, subject to qualifications and suitability for the role.

4. Collaboration with Local Agencies and Organisations:
a. Establish relationships with local employment agencies, job training institutes, and community organisations to strengthen recruitment efforts.
b. Participate in workplace open days, offer career development programs and other initiatives focused on local employment opportunities.

5. Training and Skill Development:
a. Provide training and skill development initiatives to enhance the employability of local candidates.
b. Collaborate with local colleges, or vocational centres to offer apprenticeships.
c. Incorporate mentorship programs to facilitate knowledge transfer and professional growth.

6. Monitoring and Evaluation:
a. Regularly review the effectiveness of our policy to ensure compliance with local employment objectives.
b. Maintain accurate records regarding the recruitment and hiring practices to measure the success of employing people from the local community.

Policy on Employing Young People and Providing Training Opportunities

1. Objective:
Land Logical Group appreciate the significance of investing in the younger generation by providing employment opportunities and training. By promoting youth employment, we aim to help young individuals develop essential skills and embark on a successful career path.

2. Strategy for Recruitment and Targeting Young Candidates:
a. We actively target young candidates by advertising vacancies in educational institutions, online platforms, and local youth organisations.
b. Engage with career counselling services and educational institutions to raise awareness about available opportunities.
c. Prioritise entry-level positions and apprenticeships suitable for individuals with limited work experience.

3. Training and Skill Development:
a. Develop comprehensive training programs tailored to the needs of young employees, focusing on enhancing both technical and soft skills.
b. Provide opportunities for young employees to participate in conferences, workshops, and seminars to expand their knowledge base.
c. Facilitate mentorship programs to encourage guidance and support from experienced employees.

4. Apprenticeships and Work Experience:
a. Establish structured work experience and apprenticeship programs to offer practical experience and on-the-job training for young individuals.
b. Collaborate with local educational institutions and vocational centres to ensure these programs align with curriculum requirements.
c. Assign mentors or supervisors to guide and monitor interns/apprentices during their learning journey.

5. Long-term Employment Opportunities:
a. Evaluate the potential for transitioning interns or apprentices into full-time employment based on their performance and organisational needs.
b. Provide career advancement opportunities and clearly define paths for growth within the organisation to foster long-term commitment.

6. Monitoring and Evaluation:
a. Regularly assess the effectiveness of the policy through feedback from young employees and their immediate supervisors.
b. Maintain records of training initiatives, internship and apprenticeship programs, and overall youth employment statistics to measure impact and identify areas for improvement.