Careers

A schedule of candidate requirements specific for the position to be filled will be drawn up by a Director or Head of Human Resources (HR) in collaboration with the Manager of the team for which a candidate will be sought. 

The schedule of candidate requirements will include the qualifications, experience and availability requirements. A target salary will also be established.

When a position becomes vacant, or to company decides to engage more employees to its workforce, the company may:

1.Advertise internally if position may potentially be filled by currently employed employees who can be assessed based on their experience within the company and abilities known;

2.Consider past candidates who had shown interest in the same position, were shortlisted but not selected, or

3.Advertise the position externally via the use of social media or with the use of external recruitment consultants.

The selection of which method to use will be established following agreement between the Human Resources Team (or Director) and the Head of the Department for which the recruitment will be carried out. 

A position will be open for an unrestricted number of days until either a sufficient pool of candidates from which an ideal candidate may be chosen is gathered or until a suitable candidate is chosen following the interview stage. 

If the number of candidates or quality of candidates implies the need of a second interview, the selected candidates will be again contacted. During this interview, further specific details such as conditions and remuneration together with specific role questions that may have arisen following the first interview may be discussed.

Once an ideal candidate is selected, the candidate will be asked to provide all or some of the following depending on the position to be filled. 

•Employee details sheet (to be provided to candidate by email);
•Copy of a government issued identity document;
•Proof of Residential Address (if not show in identity document or if it differs);
•Two (2) references, one of which may be a personal non-work-related reference if employee working history does not allow the opportunity for other references;
•Copies of qualifications declared in their Curriculum Vitae;
•Bank reference;
•Police Conduct Certificate of Conduct (as in First Schedule, Form B, Chapter 77 of the Laws of Malta), and 
•Signed contract of employment.
Once the data and documents are provided, these should be checked by Human Resources Team for authenticity and any doubts should be escalated to concerned Manager. 

For sensitive positions, once the above data is provided, the

Human Resources / Manager should get in touch with at least one work referee to confirm the good standing of the employee during a recent previous employment.

Employee would be confirmed in the role for a pre-set probationary period (depending on position and applicable laws), once all paperwork requested is provided and verifications have been effected.

If you have any questions about the above or would like to apply for a vacant position, please send your cv and covering letter to careers@pro-xenon-mediathek.com