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Hiring Strategy

Help Samaritan Center For Counseling and Pastoral Care build a team of talented and passionate people to help their organization meet its goals with a comprehensive recruitment strategy.
Samaritan Center For Counseling and Pastoral Care
Austin, TX, USA
Samaritan Center For Counseling and Pastoral Care
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Samaritan Center For Counseling and Pastoral Care
Austin, TX, USA

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Cause
Human services
Skills
Human resources Talent recruitment

Posted March 26th

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Hiring Strategy

Project details

What we need
  • Recommendations on active and passive recruiting and proper channels to pursue candidates
  • Guidelines for hiring process, including order and number of interview rounds, reference checks, and general best practices for an inclusive interview
  • Effective interviewing techniques and clear, consistent standards for evaluating candidates
  • Tips for negotiating details such as compensation package and title
Additional details

We are struggling to find qualified candidates that are actually interested in our administrative front office positions. There are constant interview no shows and even people that apply, don't answer when we reach out to even screen them. We have also had candidates go through background check, signing offer letter and start date, only to cancel the day they were supposed to start working. It impacts our existing staff and clients being shorthanded.

What we have in place
  • We have hiring processes in place, that clearly need improved upon to hire reliable staff. We have the base and tools, just need guidance on anything we can do better to increase our chances of a successful hiring.
How this will help
This project will save us $4,806 , allowing us to serve our clients faster and retain our current team.

It greatly impacts the rest of our team and our clients being helped in a fast manner when we don't have enough staff to do so. This leads to staff burnout and clients being delayed in receiving mental health services.

Project plan

P
Prep: Information Sharing
  • Volunteer Manager shares current or past job descriptions used in the Organization, as well as relevant materials such as existing internal policies and procedures
1
Milestone 1: Audit of Existing Processes & Policies
  • Professional and Volunteer Manager meet to discuss current hiring processes and policies, including how candidates are sourced, interview questions and principles, hiring procedures, and overall hiring philosophy
  • Volunteer Manager identifies 1-2 key challenges or focus areas for hiring within their organization, which could include retention, equitable and transparent compensation, building a staff that reflects the communities served by the Organization, etc.
2
Milestone 2: Analysis & Recommendations
  • Professional identifies existing strengths and suggests key areas of improvement, particularly around the identified key challenges or focus areas for hiring
  • Volunteer Manager provides feedback to Professional
3
Milestone 3: Hiring Strategy Document
  • Professional drafts a new or revised hiring strategy for the Organization which outlines each aspect of recruitment and includes recommendations with actionable implementation
  • Professional incorporates feedback from Volunteer Manager into final draft
  • Optional: Professional creates a template job description or role visualization for the Organization
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About the org

Samaritan Center For Counseling and Pastoral Care
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Causes
Human services Education Military & veterans affairs
Posted by
AM
Alycia M.

Director of Operations

Our mission

We heal hearts, provide hope, and enhance lives with a holistic approach to mental health for all ages, whole families and the military community.

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