SAMPLE POLICY WORK

Candidate Communication and Feedback An integral part of our recruitment process is transparent communication with candidates. All candidates receive timely updates on their application status, and feedback is provided at critical junctures, including: • Acknowledgment of receipt after application submission. • Notification of constructive outcomes following interviews, whether selected or not. • Post-offer information detailing onboarding processes and any pre-employment training requirements.

e. Procedural Guidance and Step-by-Step Workflow

The following step-by-step workflow outlines the entire recruitment and hiring process:

Job Posting:

– The HR Department collaborates with the hiring manager to draft the job description using standardized templates. – The finalized job posting is advertised on internal portals, the official website, social media networks, and external job boards. – A tracking reference number is generated and shared with all relevant parties. 2. Application Collection and Screening: – Applications are submitted electronically via the ATS. – HR reviews each resume using standardized evaluation criteria and ranks candidates accordingly. – Candidates who meet the minimum qualifications are passed on to the hiring manager for further evaluation. 3. Initial Candidate Screening: – Conduct a brief phone or video screening to assess basic communication skills, confirm interest, and verify preliminary qualifications. – Screening results are documented in the ATS alongside feedback from the interviewer. – A shortlist is generated and forwarded for in-person or more detailed virtual interviews. 4. Panel Interviews: – Schedule multi-round interviews involving the hiring manager, HR representative, and, if relevant, direct support professionals or clinical staff. – Each interviewer uses a standardized evaluation form to rate competencies such as technical skills, cultural fit, communication abilities, and adaptability to person-centered care.