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It emphasizes diversity, inclusion, and equal-opportunity employment with clear non-discrimination principles. The policy outlines recruitment as a team process, describes how staffing needs are determined, and details procedures for job postings, marketing, applications, initial screening, interviews, reference checks, offers, background checks, and onboarding. It also specifies recruitment metrics and review cadence for continuous improvement.","Facility Assessment Toolkit\nRecruitment and Selection Policy Template\n\u000f\nRecruitment and Selection Policy\nTEMPLATE\nPolicy\nThe facility is committed to recruiting and hiring the best candidates for all available positions in the organization.   It is the facility’s policy to recruit professionals, direct care staff, and employees to meet our resident's needs, clinical needs, and operational needs in accordance with the facility assessment, current requirements, and professional standards. Diversity and inclusion are the pillars of the organization’s foundation, and the facility strives to create a work environment where all employees feel valued and supported.\nThe facility is an equal-opportunity employer and will never discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. All candidates will be considered for employment based on their qualifications and experience. We are fully committed to creating a diverse and inclusive workplace for all our employees.\nProcedure\nRecruitment is a team approach at the facility and the following outline the steps and procedures that are followed when recruiting and selecting new employees:\nThe facility will develop and implement a recruitment team to include a diverse group of employees and stakeholders across departments, job roles, and shifts to assist with recruitment efforts of the organization.\nBased upon the facility assessment and the person-centered staffing plan, the facility will identify the personnel needed, the number of personnel to fill those roles, job titles and corresponding job descriptions, the time and location that employees are needed, the estimated number of on-call or contingency staff needed, budgetary considerations, succession policies and other factors affecting the overall staffing plan for the facility.  The team will determine whether to hire externally or promote internally.\nThis process will be reviewed monthly (or as soon as needed) and the overall person-centered staffing plan will be reviewed annually or as needed in correlation with the facility assessment review process.\nJob openings – when a job opening becomes available, the hiring manager or HR representative will create a job posting that reflects the duties, qualifications, and requirements of the position. The posting will be posted on the facility website, social media platforms, multiple job and career sites, and all applicable job boards.\nMarketing of open positions – the facility will develop messaging and utilize various methods of communication and messaging to outline the employer brand and employee value proposition to source potential candidates and gain interest in working at the facility.  The facility will source passive candidates as well.\nApplications - candidates can apply for the position by submitting a job application, resume and/or cover letter through the online application tracking system via the web, website, or social media channel.\nThe facility will actively monitor the application process and timelines for follow-up to inquiries,  applications, and candidates who did not complete the full application process.  The facility will source passive candidates as well.\nInitial screening – Human Resources will conduct an initial screening of all candidates to ensure they meet the minimum requirements for the position. This may include a review of the application/resume, phone screening, and virtual screening to assess the candidate’s qualifications, skills, and fit for the role. Individuals who do not meet the minimum requirements or are not a good fit for the position will not be advanced to the next stage.\nInterviews - Selected candidates will be invited to participate in an in-person or virtual interview following standard interview processes.\nReference checks - Before making a job offer, HR will conduct reference checks with the candidate’s previous employers or professional references ","cbCaibvqfkreycF1","https://ap.wps.com/l/cbCaibvqfkreycF1","docx",194732,4,"English","en",105,"# Recruitment and Selection Policy\n## Procedure\n## Job openings and marketing of positions\n## Applications and screening\n## Interviews, reference checks, and offers\n## Background checks and onboarding\n## Metrics and review cadence","[{\"question\":\"How does the facility determine staffing needs for recruitment?\",\"answer\":\"It identifies the personnel needed based on the facility assessment and the person-centered staffing plan, including number of staff, job titles and descriptions, timing, location, contingency staffing, budget considerations, succession policies, and other staffing-plan factors. The team decides whether to hire externally or promote internally.\"},{\"question\":\"What are the key steps in the hiring process after a job is posted?\",\"answer\":\"Candidates apply through an online tracking system. HR conducts an initial screening (including review of application/resume and screening methods). Selected candidates then complete standard in-person or virtual interviews, followed by reference checks and a written job offer.\"},{\"question\":\"What checks and performance tracking are required before and after employment?\",\"answer\":\"Before starting, the facility completes background checks covering license/certification, education, employment history, and relevant state/federal criminal requirements. After acceptance and background check, onboarding provides policy and role requirements, mandatory education, and tools. Recruitment metrics are reviewed weekly, monthly, quarterly, and annually and documented for review with the QAPI Committee.\"}]","Recruitment and Selection Policy Template - Recruitment and Selection Policy | DOCX",1788145412,2,{"code":4,"msg":76,"data":77},"ok",{"site_id":69,"language":68,"slug":78,"title":59,"keywords":79,"description":60,"schema_data":80,"social_meta":134,"head_meta":136,"extra_data":138,"updated_unix":73},"recruitment-and-selection-policy-template-recruitment-and-selection-policy","",{"@graph":81,"@context":133},[82,96,116],{"@type":83,"itemListElement":84},"BreadcrumbList",[85,89,91,94],{"item":86,"name":87,"@type":88,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":90,"name":10,"@type":88,"position":74},"https://docshare.wps.com/template/",{"item":92,"name":41,"@type":88,"position":93},"https://docshare.wps.com/template/letters/",3,{"item":95,"name":59,"@type":88,"position":66},"https://docshare.wps.com/template/recruitment-and-selection-policy-template-recruitment-and-selection-policy/163556/",{"url":95,"name":59,"@type":97,"image":98,"author":103,"headline":59,"publisher":105,"fileFormat":108,"inLanguage":68,"description":60,"dateModified":109,"datePublished":110,"encodingFormat":108,"isAccessibleForFree":111,"interactionStatistic":112},"DigitalDocument",{"url":99,"@type":100,"width":101,"height":102},"https://docshare.wps.com/thumbnails/recruitment-and-selection-policy-template-recruitment-and-selection-policy/163556.png","ImageObject",442,249,{"name":57,"@type":104},"Person",{"url":86,"name":106,"@type":107},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-10-02","2026-08-31",true,{"@type":113,"interactionType":114,"userInteractionCount":47},"InteractionCounter",{"@type":115},"ViewAction",{"@type":117,"mainEntity":118},"FAQPage",[119,125,129],{"name":120,"@type":121,"acceptedAnswer":122},"How does the facility determine staffing needs for recruitment?","Question",{"text":123,"@type":124},"It identifies the personnel needed based on the facility assessment and the person-centered staffing plan, including number of staff, job titles and descriptions, timing, location, contingency staffing, budget considerations, succession policies, and other staffing-plan factors. The team decides whether to hire externally or promote internally.","Answer",{"name":126,"@type":121,"acceptedAnswer":127},"What are the key steps in the hiring process after a job is posted?",{"text":128,"@type":124},"Candidates apply through an online tracking system. HR conducts an initial screening (including review of application/resume and screening methods). Selected candidates then complete standard in-person or virtual interviews, followed by reference checks and a written job offer.",{"name":130,"@type":121,"acceptedAnswer":131},"What checks and performance tracking are required before and after employment?",{"text":132,"@type":124},"Before starting, the facility completes background checks covering license/certification, education, employment history, and relevant state/federal criminal requirements. After acceptance and background check, onboarding provides policy and role requirements, mandatory education, and tools. Recruitment metrics are reviewed weekly, monthly, quarterly, and annually and documented for review with the QAPI Committee.","https://schema.org",{"og:url":95,"og:type":135,"og:title":59,"og:site_name":106,"og:description":60},"article",{"robots":137,"canonical":95},"index,follow",{"doc_id":55,"site_id":69}]