A positive and supportive organizational culture is key to our success.
At Values Into Action:
- We are dedicated to hiring people with different backgrounds, cultures, and life experiences.
- We are accountable to a fair recruitment and hiring process.
- We work to transform services in partnership with people with disabilities. We seek others who wish to do the same.
- We respect people for who they are.
- We are a kind community where everyone is valued.
- We are open to learning with and from each other.
- We adapt to changing conditions and seek others who can do the same.
- We are committed to coproduction. The term Co-production refers to a way of working where service providers and users work together, in equal partnership, to reach a collective outcome.
- We believe that the people who choose to use our services are the experts of their own lives. The people we support are encouraged to take part in the recruitment and hiring process. Support is provided to help people take part in ways that are meaningful for them.
Our Process
There are 4 stages of the recruitment and hiring process. The stages are Planning, Resourcing, Interviewing & Selection.
Planning Stage
Staffing needs are identified based on:
- Staffing openings
- Growth projections
- Strategic Plan alignment
A hiring manager creates a position requisition in the Paycom system. The position requisition outlines what is needed. The information provided is used to start recruitment efforts.
An up-to-date job description will be included with the position requisition. The job description names the essential functions and criteria for the position.
For direct support roles, hiring managers are to include an up-to-date Matching Tool. The Matching Tool is informed by the person and their team. This tool helps the person to communicate their needs and preferences.
The Culture & Talent team works with the hiring manager(s) to plan the interviewing process. A timeline is set, and the hiring committee is selected.
Resourcing Stage
Network Sourcing
- For direct support roles, people are supported to explore their personal networks. Teams help the person to make new connections, in person and on-line.
- All community members are encouraged to share opportunities with their personal & professional networks. Community members are given referral bonuses when a referral passes their orientation period.
- The Culture & Talent Team keeps record of past candidates for future consideration. Past candidates are contacted when a position is available for which they may be a good fit.
Advertising
- The Culture & Talent team places recruitment advertisements for all positions.
- Positions are posted on the organization’s Applicant Tracking System. The positions flow to the “Work with Us” page on the website and external job boards.
Internal Job Postings:
- We regularly post leadership opportunities internally before posting externally.
- A position may not be posted externally if an appointment can be made internally.
- Employees are encouraged to check out internal opportunities in their Paycom Employee Self-Service.
- Current employees who are not selected for promotion are offered opportunities for development.
External Job Postings:
- Sometimes positions are posted internally and externally at the same time. This is typical when there is a need for expertise or perspective that we may not already have in our network.
- Openings are advertised widely using websites, job boards, and networking. Networking can include working with local colleges, community organizations, or associations. Specialized recruitment and marketing strategies are used for further reach, as needed.
- With each opportunity, we seek to connect with a wide variety of people, including those from underrepresented communities.
Shortlisting
- The Culture & Talent team shortlists applicants. This is done by comparing an application or resume against the job description.
- Shortlisted candidates are screened for basic qualifications and culture fit. The screen happens over text, email, or phone.
- The Culture & Talent team decides which applicants are sent forward for an interview.
Interviewing Stage
The team with the opening decides on the interviewing team. The team typically includes:
- Director and/or Coordinator as the Interviewing Lead/s
- People supported who will interact with the role or be affected by the role
- Other members (family members and/or fellow team members) who will interact with the role
The Interviewing Lead/s share an interviewing schedule with Culture & Talent.
The Culture & Talent team invites applicants to interview with the interviewing team.
The Culture & Talent team confirms the interview details with the applicant.
When preparing for the interviews, each member of the interviewing team will:
- Review the job description.
- Review the application/resume of each applicant.
- Identify areas for further exploration with candidates.
A standard interview question set is used for each position. The Interview Lead/s coordinate the format of the interview.
Each interviewing team member completes an interview assessment form for each applicant interviewed.
Interviewing Lead/s considers all feedback and makes the hiring recommendation.
Selection Stage
The Interviewing Lead makes a verbal offer of employment to the selected candidate.
The Interviewing Lead shares the hiring decision with the Culture & Talent team. The Interviewing Lead provides the following:
- Employment Status (PT/FT)
- Pay Rate (within the range for the position)
- Preferred Start Date
The Culture & Talent team sends the written offer and onboarding details.
Candidates that are not selected for the position are notified by Culture & Talent.
What's Next?
Onboarding & Orientation
New-hires are led through an online onboarding process and confirmed for Initial Orientation when onboarding is completed.
Initial Orientation serves as a welcome to the Values Into Action Community and a introduction to our mission, vision, and values.
New-hires are assigned additional trainings per their role. These trainings are a combination of self-study on-line trainings and facilitator led training sessions.
Once initial training requirements are completed, new employees move into the Team Orientation process. This includes on-the-job learning with people supported and colleagues.
Employees have regular one-on-one time with their supervisor to discuss achievements and challenges, from both perspectives, and receive coaching and support. We call this Supervision as a Service.
Credits:
Created with images by satapatms - "Notepad with we are hiring text is on top of wood office desk table with laptop computer and supplies. Top view, flat lay." • DOC RABE Media - "Partnership Business Concept - female hand with puzzle and text" • Yurii Kibalnik - "Business concept meaning Hiring Process with sign on the sheet." • tomertu - "image of cog wheels puzzle blocks with people icons over wooden table ,human resources and management concept" • kerkezz - "Young woman doing a job interview" • gesrey - "Concept selection and research workers with a magnifying glass on an abstract and employees"