In total, it may take 6 months or more to complete the PHIGS hiring process
In summary, the hiring process for PHIGS involves five key steps: 1) posting detailed job descriptions highlighting PHIGS’ mission, 2) thoroughly screening candidates through background checks, reference verification, and Culture Index survey, 3) conducting multiple rounds of interviews focused on childcare skills and experience, 4) emphasizing the importance of commitment to the PHIGS’ values, and 5) providing a comprehensive onboarding program to support new hires. PHIGS conducts all five steps of the hiring process to ensure that we meet or exceed the minimum standards for residential child-care safety regulations and licensing requirements. In other words, we don't rush the process. We trust the process because of our commitment to deliver "whatever is best for the girls."
- Clearly defined role and responsibilities in the job description.
- Specific required qualifications, including childcare certifications and experience.
- Gain leverage for successful hiring by recruiting through our professional/ministry networks.
- Review resumes and cover letters to identify qualified applicants.
- Conduct initial phone screenings to assess basic fit and interest.
- Perform thorough background checks, including criminal history and child abuse registry checks.
- Obtain professional references and verify employment history.
- Conduct Culture Index survey to determine match(es) for C-Job profiles related to all potential positions at PHIGS.
- Conduct multiple rounds of interviews with a panel including staff members, supervisors, and potentially a child development expert.
- Ask targeted questions to evaluate childcare skills, knowledge, and experience.
- Assess the candidate's ability to handle challenging situations with children and their understanding of child development stages.
- Focus on the candidate's alignment with the organization's values and commitment to child safety.
- May include practical assessments like observing interactions with children during a simulated activity.
- Evaluate candidates based on their communication skills, ability to work as part of a team, and dedication to providing quality childcare.
- Extend a job offer to the selected candidate, outlining the compensation package and expectations.
- Implement a structured onboarding program to introduce new hires to the organization's policies, procedures, and facility, providing necessary training and support.
