​​​​​​​​​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.

• For posting a job on the archdiocesan website, please go to https://lacatholics.org/submit-job/.​

• 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 Noti​​fication.

• 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 Suggested Interview Questions Related to Catholic Identity​​​)​. 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 Inquiries ​from the Equal Employment Opportunity Commission.  [Note that by following these laws, the archdiocese is not waiving any exceptions or exemptions that may apply to it as a religious nonprofit organization.]

• Do not ask any questions designed to obtain information about the applicant's prior compensation history.  In California, employers may not ask questions of applicants about their criminal history until after a conditional job offer has been made. See e.g., 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 (VPIN), 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 ​​Ch​eck form.

• 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 a conditional 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 Conditional Offer Letter.

• In compliance with the archdiocesan fingerprint and cri​minal background check requirement for staff who may have contact with children and vulnerable adults, the conditional 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 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.​​​