BOC aims to maintain a competent, flexible and quality-conscious workforce. To this end, the company intends to select the best available person for every vacancy, regardless of sex, race, colour, religion, marital status, ethnic origin, age, disability or sexual orientation. At the same time, we aim to provide all employees with the opportunity to develop long-term careers appropriate to their abilities and ambitions.
BOC is committed to the consistent application of our recruitment and induction processes to ensure the best possible outcomes every time.
The processes we apply are based on principles of:
- Merit - matching the best skills, qualifications and experience for the job
- Assessment against behavioural indicators relevant to the Linde Group
- Diversity – bringing fresh points of view to BOC
- Compliance with relevant legislation
BOC will comply with the relevant legislative requirements regarding minimum age for employment and minimum employment terms and conditions as set by relevant industrial instruments.
During the recruitment process you may be asked to prove your identity and demonstrate your entitlement to work in Australia and New Zealand.
The screening process will involve the following steps; interviews, assessment testing, background checks, driver assessment (for BOC facility vehicle with the job) pre-employment medicals, reference checking and working rights. All these are done under strict confidentiality guidelines.