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New Employee Recruiting

Help HMONG AMERICAN PARTNERSHIP create a clear job description, a list of interview questions, and recommendations on the right recruitment platforms to attract the right candidates.
HMONG AMERICAN PARTNERSHIP
Saint Paul, MN, USA
HMONG AMERICAN PARTNERSHIP
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HMONG AMERICAN PARTNERSHIP
Saint Paul, MN, USA

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Cause
Human services
Skills
Human resources Talent recruitment

Posted January 18th

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New Employee Recruiting

Project details

What we need
  • A clear job description for an open position
  • A list of interview questions pertaining to the position
  • An interview rubric
  • Recommendations on qualified candidates that the organization should contact and recruitment platforms to use
  • Note: This project does not include salary/benefit recommendations or offer letter construction.
Additional details

Final job descriptions for all employees.

What we have in place
  • We currently have existing job descriptions that need to be reworked, which should make it easy for you to get started. We also have salary per role but we are conducting new salary study, and the ability to provide any other information you need.
How this will help
This project will save us $1,765 , allowing us to help our managers be more effective in the hiring process and our employees to be more engaged in their onboarding because of clarity upfront. We can use these dollars for direct program service.

We need clear job descriptions that will help an employee understand their core duties and what is expected of them. In the recruiting process, candidates are not clear about what is really required in the role. Additionally, we do not have any way to objectively rate candidates. We need to be able to provide our top three candidates but unable to make recommendations without having a rating guide. We also need interview questions that match up with the job classification and job description.

Project plan

P
Prep: Distribution of Prep Materials
  • Volunteer Manager shares current or past job descriptions used as well as any relevant materials such as internal policies and procedures already in place
  • Volunteer Manager prepares a draft job description for the role they’d like to focus on
1
Step 1: Discussion of Open Role
  • Volunteer Manager introduces Professional to organization and open role, including the history of this position within the Organization
  • Volunteer Manager explains the Organization’s hiring process to the Professional
  • Professional gathers information about the role to assist in job description and interview rubric creation
2
Step 2: Analysis & Recommendations
  • Professional presents a draft of the job description and sample interview questions
  • Professional asks follow-up questions to help as they source future candidates
  • Volunteer Manager provides feedback to Professional
3
Step 3: Final Deliverables
  • Professional delivers interview rubric for the position
  • Professional delivers final copy of job description and interview questions
  • Professional presents a short list of potential candidates the Organization could reach out to in order to kickstart their hiring process
  • Professional shares list of recruitment platforms and networking groups in which the role could be posted or shared
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About the org

HMONG AMERICAN PARTNERSHIP
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Causes
Human services Community & economic development Employment services
Posted by
Mai M
Mai M.

Chief Operating Officer

Our mission

HAP's mission is to empower the community to embrace the strengths of our cultures while achieving our potential. HAP achieves its mission by:

1) Improving the lives of individuals and families in our diverse communities through culturally sensitive social services.

2) Strengthening neighborhoods through housing, community and economic development opportunities.

3) Promoting the rich heritage of our ethnic communities.

Our vision is: HAP reaches out to the world with profound social, economic and educational transformation.

What we do

HAP is a nonprofit 501 (c) 3 social service and community development organization founded in 1990 to address the needs of Minnesota's growing Hmong refugee community. HAP was formed as a mutual assistance agency, a designation that mandates at least 51% of our governing board must be representative of the community we serve. HAP has maintained this commitment and we have a unique service model designed by and for the community we serve.

Our approach blends social enterprise and economic development with education and family supports. The in-depth knowledge of Southeast Asian and immigrant and refugee community, coupled with a commitment to economic advancement, is driving amazing outcomes and award-winning programming:
- In 2011, HAP received the Minnesota Department of Human Services Commissioner Award for Outstanding Contributions in the Human Services.
- Our Affordable Care Act outreach program reached over 75,000 Southeast Asians across the U.S., resulting in HAP being honored by President Obama as a White House Champion of Change in April 2014.
- HAP was also awarded the Charities Review Council "Meets All Standards" Seal. The seal of approval is a reflection of the organization's commitment to quality and dedication to HAP's operating principles: accountability, integrity, and excellence.

HAP employs 142 employees through our portfolio of programs. We are rapidly expanding to address demand for services, and in the last 25 years we have grown to become the largest Hmong non-profit organization in the United States. We now offer programming across the nation. We have five service departments, offering over 30 programs.

HAP is also the parent company to four subsidiaries, Hmong National Development, HAP Transportation, Tapestry Restaurant and One Community Staffing Agency. HAP serves approximately 25,000 clients annually. We are proud that the broader immigrant and refugee community has sought out services and have the staff expertise to serve people from 18 nationalities.

Testimonials

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