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​5.4.1 Recruitment and Hiring​

​​​​​​​​​Thoughtful recruitment and hiring are essential for a productive, efficient, and collegial workplace. Locations shall follow the steps below in their recruitment and hiring process. Use the Employment Checklist to ensure that all steps have been followed.

  • Establish the job requirements by preparing a job description using the Job Questionnaire as a guide. For guidance, contact the Human Resources Department​ at the Archdiocesan Catholic Center.

  • Select sources for recruiting applicants such as reputable online job boards, the archdiocesan website, or other recruitment sources. All postings on the archdiocesan website for job openings at the Archdiocesan Catholic Center, cem​eteries and mortuaries​, and parishes are handled by the Human Resources Department. Principals are authorized to post job announcements for archdiocesan and parish schools.

  • Require applicants to submit a resume and complete an employment application​.

  • Prescreen applicants by reviewing applications and resumes. Contact all applicants by email or regular mail acknowledging receipt of the application. See Sa​​​mple Applicant Notification (HR intranet; username and password ​required).

  • Schedule interviews with qualified candidates. Select those who will participate in the interview according to the position to be filled. Prepare interview questions in advance (see the Sample Interview Questions Related to Catholic Identity for Teacher or Staff Applicants​​)​. Ask questions that are clearly related to the job. Anti-discrimination laws prohibit employers from asking questions related to race, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, age, pregnancy, veteran or military status, or political affiliation. See the Pre-Employment Interview Question Guidelines and Prohibited Employment Policies/Practices from the Equal Employment Opportunity Commission. Do not ask any questions designed to obtain information about the applicant's prior compensation history.  In the City of Los Angeles, employers may not ask questions of applicants about their criminal history until after a conditional job offer has been made. See the Los Angeles Fair Chance Initiative for Hiring Ordinance.

  • Conduct skills testing, if appropriate. Employers may test applicants only if the test has been validated to avoid potential discrimin​​atory impact and the content measures knowledge, skills, and/or abilities that are related to required job skills. Contact the Human Resources Department before designing or administering any test to an applicant. The Human Resources Department can refer you to approved testing services.

  • Conduct reference checks. Contact previous supervisors/employers to verify employment dates and job titles and for information about performance. Many employers have a policy of providing only job titles and dates of employment and accept reference requests only in writing. If the applicant is a current or former employee of any location, the reference check shall include checking the Volunteer/Personnel Information Network, and speaking to their direct supervisor(s) and person in charge, if known. References provided by locations for applicants who are current or former employees should be more candid and detailed than merely confirming job title and dates of employment. See the Reference Check form (HR intranet; username and password re​quired).

  • All persons who have contact with minors are subject to fingerprinting and must receive criminal background clearance before commencing employment. This requirement must be stated in the Sample Offer Letter (HR intranet; username and password re​quired).

  • Choose the most qualified applicant who is compatible with the expectations of the workplace. When family or clo​se friends​ work together, complications may arise and other staff morale may be affected; therefore, hiring family or close friends is strongly discouraged.

  • Prepare an offer letter for the new employee's signature indicating a start date, hourly rate or biweekly salary, and orientation date. Do not quote annual salary in the letter. Non-exempt employees are paid an hourly wage while exempt employees are salaried. The starting wage or salary should be placed between the minimum and midpoint of the wage range depending on the candidate's education and prior experience. Contact the Human Resources Department​ for wage and salary guidelines. See the Sample Offer Letter (HR intranet; username and password re​quired).

  • In compliance with the archdiocesan fingerprint and cri​minal background check requirement for staff who may have contact with children, the offer letter must inform the applicant that "As a pre-condition of employment, you must be fingerprinted and receive clearance." Other employees, such as cemetery/mortuary staff, may undergo additional background screening.

  • Note the hire date, job title, and starting salary on the Position History form (HR intranet​; username and password re​quired)​ and place it in the front of the personnel file. Schedule a formal orientation for the new employee on the employee's first day of work.​​​