Recruiting the correct candidate at all levels is a top priority at Sovereign Foods. Skills, knowledge and the experience of candidates need to add value to the company and the candidate’s fit to our unique and dynamic environment need to be well established. Recruitment for all positions takes place through various sources.  Positions are advertised internally and externally through newspapers and our preferred Recruitment Agencies.

An Effective Job Outline (EJO) is used to explain the job advertised in detail and gives the applicants a greater understanding of whether they meet the requirements of the position. All applications are measured against the Effective Job Outline and from there a first round interview list is generated.  Second round interviews take place and are more formal and thorough.  The well known Target Selection Interview Method is applied during the formal interview process.  It will be expected of second round candidates to complete a Disc Profile.  The Disc Profile is a tool which assists in determining whether a candidate will be best suited for the job, organization and the department. 

Sovereign Foods respects the privacy of candidates and undertakes to keep all recruitment information confidential at all times. Unsuccessful second round candidates, whether internal or external, will receive appropriate feedback derived from first round assessments.