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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 and specific job des​criptions, contact the Human Resources Department​ at the Archdiocesan Catholic Center.

  • Select sources for recruiting applicants such as parish bulletins, newspaper advertisements, the archdiocesan website, and other online sources. All postings on the archdiocesan website for job openings at the Archdiocesan Catholic Center, cemeteries, 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

  • Conduct skills testing, if appropriate. For example, all applicants applying for a clerical support position could be required to take a timed typing test. In addition the applicants might be required to compose a business letter and take a proofreading test. 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 shall 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. Important: Many employers, including the archdiocese, have a policy of providing only job titles and dates of employment and accept reference requests only in writing. See the Reference Check form (HR intranet; username and password re​quired).

  • All persons who have regular contact with minors are subject to fingerprinting and must receive 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. Consider the complications that may arise and the effect on staff morale or supervision when family or clo​se friends​ work together.

  • 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 salary guidelines. See the Sample Offer Letter (HR intranet; username and password re​quired).

  • In compliance with the archdiocesan criminal background check requirement for staff who may have access to children, the offer letter must inform the applicant that "As a condition of employment, you must be fingerprinted and receive clearance before you commence employment."

  • If applicable, the offer letter should inform the candidate that the position is subject to satisfactory acceptance by a bonding company. 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.​​​