Internal Job Postings

(Policy & Process)

1. Objective for Internal Job Posting

Introducing Internal Job Postings (IJP) represents a change in Arwen Tech’s career proposition. It allows
increased access to available vacancies within the Company and provides empowerment to employees for taking
ownership of their own careers. Introducing IJPs means that all vacancies will be sourced internally before talent
from outside the Company is sought. All job openings will be posted onto the Company website and internal
candidates will have 07 (seven) working days to apply for a job from the date of posting. The HR Manager will be
responsible to prepare and timely communicate job advertisements for IJPs.

2. Eligibility Criteria

All internal candidates are eligible to apply, provided they conform to the following criteria:

2.1. Completed probation period and at least 09 (nine) months of permanent employment;
2.2. Requisite qualifications, skills set, behavioral competencies and track record of achievement within the
Company (to be assessed by Line Manager, Function Executive and HR Manager); and
2.3. Sufficient time in their current roles to have a track record of performance and to have developed skills and
competencies in order to be considered for the IJP.

It is expected that the current line manager would not discourage the internal movement of a candidate who is
offered the job, except in the case of a risk of business disruption or other valid exigency. In the latter case, a
decision to block a move needs to be taken between the Function Head and HR, and also communicated to the
candidate in the presence of their respective line manager.

Arwen Tech employees may refer an outside resource, which can be considered by the Hiring Manager after
expiration of internal hiring deadlines. As per the normal process, the Hiring Manager will be responsible to
prepare the respective Job profile/description. The HR Manager will also assist the respective Hiring Manager in
the short listing and interview process.

3. Application Process

When applying for an internal posting, candidates should:

3.1. Formally apply for a job through their internal e mail or a letter on plain paper (not Arwen Tech letterhead),
after having obtained approval from their line manager/Function Executive.
3.2. All applications, similar to external candidates, will be addressed to the HR Manager. All employees will copy
such application to their Group Head and Function Head. The HR Manager will acknowledge the receipt of
application through return e mail.
3.3. Provide their updated curriculum vitae or resume. Where a candidate is ready to be made an offer, the Hiring
Manager is encouraged to seek input from the current Manager and/or HR in order to obtain a full performance
assessment of all candidates.

4. Posting Time, Recruitment Process and Feedback

As in the case of external hiring, HR will provide job advertisement template to the Hiring Manager who in turn is
responsible for preparing the necessary job advertisement. Once prepared, HR will post vacancy to the website or
communicate to all Arwen Tech employee’s via internal email. All candidates who meet the eligibility criteria and
apply as per the application process will be considered. E mails will be sent to employees who are short listed for
interviews. HR will inform the short listed candidates at least 02 (two) working days in advance of the interview
schedule. Candidates are required to confirm their availability to HR once informed. Regret e mails will be sent to
candidates who are not short listed (as their current profile did not match the job specifications). Short listed
candidates will be invited for interviews and be part of the normal selection process. This may include formal
competency assessment and reference checking (from current Managers). After all short listed candidates have
been interviewed and one selected and offered, regrets via email will go out to the rest of the short listed

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candidates. Candidates may seek verbal feedback from the Hiring Manager or interviewer as to why they were
not selected for the specific vacancy.

The Hiring Manager will ultimately decide whether or not to offer the position. However, the Hiring Manager and
HR are expected to seek all appropriate input (as mentioned earlier) needed to make the best possible
assessment for that decision.

Once the successful candidate has been selected, the hiring and releasing manager will jointly agree a ‘notice
period’. As in regular employment cases, this should be restricted to 30 (thirty) days.

Please note that where the candidate is applying for a role which is in a higher grade, the Functional
Executive and HR Manager must be engaged, prior to consideration and short listing.

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