CRCI Hiring Manager Course

Course Overview

This course is designed for Hiring Managers at Christian Recovery Centers, Inc. (CRCI) to provide step-by-step guidance through the internal hiring process, from recognizing a hiring need through to preparing for a new employee’s first days on the job.

Module 1: Assessing the Hiring Need

Before starting the requisition process, it’s essential to evaluate whether hiring is truly necessary and clarify what the role should entail.

1.1 Why Assessment Matters

Hiring is a strategic action that affects team productivity, culture, and costs. As a manager, you should:

• Analyze whether current resources can cover the responsibilities
• Consider restructuring roles or redistributing tasks
• Ensure funding is available for the position

1.2 How to Assess the Need

Ask the following:

• Is this a new position or a replacement?
• What are the critical functions of this role?
• How will this role contribute to the department’s and CRCI’s mission?
• Has there been a recent change in structure, funding, or programming that supports this hire?

If the hiring need is justified, proceed with the formal requisition process.

Module 2: Submitting the Personnel Requisition

All hiring must begin with an official Personnel Requisition, initiated by the department supervisor or manager and approved by the CEO.

📄 Submit here: Personnel Requisition Form

The form must include:

• Position title
• Hours/shifts
• Exempt or non-exempt status
• Reason for opening
• Essential functions and qualifications
• Special recruitment instructions (if any)

Module 3: Verifying or Requesting Job Titles

Before submission:

• Confirm the position title exists in CRCI’s approved list:
  ✅ CRCI Job Categories/Titles

If your desired title isn’t listed: 📤 Request a new title via the Job Category/Title Request Form

Module 4: Intake Meeting & Job Posting

4.1 Intake Meeting

After the requisition is submitted, HR will schedule a meeting to:

• Review the position’s goals and expectations
• Identify an ideal candidate profile
• Align recruitment strategies and timelines

4.2 Job Posting

HR is responsible for drafting and publishing the job post based on the intake meeting. It will reflect:

• CRCI’s branding and mission
• Key responsibilities and qualifications
• Appropriate tone and language for ministry-aligned candidates

Module 5: Application Review & Interview Process

CRCI follows a structured five-stage interview and scoring process.

5.1 Interview Scoring Form (Stages 1–4)

Hiring Managers will use a single Interview Scoring Form to document evaluation for the Application Screening and Stages 1 through 4:

📋 Screening to Stage 4 Interview Scoring Form

Stages covered by this form:

1. Application Screening
2. Stage 1 – Quick Chat
3. Stage 2 – Job Description / Capabilities
4. Stage 3 – Company Culture / Comp & Benefits
5. Stage 4 – Site Visit

Each stage assesses specific aspects like:

• Work history and qualifications
• Cultural alignment
• Communication and motivation
• Leadership potential and engagement

5.2 Final Interview – Stage 5

Once a candidate completes Stage 4, conduct the Final Interview using a dedicated scoring form:

📋 Stage 5 – Final Interview Scoring Form

Use this form to:

• Confirm job-specific and ministry-aligned qualifications
• Finalize the hire or recommend discontinuation
• Document final decision and notes for HR review

Module 6: Accessing Candidate Information

Hiring Managers can view the most recent applications and candidate statuses using the following tool:

📊 Employment Onboarding Interface

This interface allows you to:

• Monitor applicant progress through stages
• Collaborate with HR for interview feedback and scheduling
• Ensure nothing falls through the cracks

Module 7: Preparing for the Employee’s First Days

7.1 Internal Prep Before HR Onboarding

Hiring Managers should prepare for the employee’s arrival by:

• Assigning a workspace and equipment
• Scheduling team introductions
• Outlining a clear onboarding schedule

7.2 Required New Hire Training

Before or during the first few days, the new hire must complete CRCI’s required courses in the Education Portal:

📚 Mandatory EP Courses:

• Intro to CRCI
• Company Philosophy
• Any position-specific training courses available in the education portal

Module 8: Your Role in Early Training & Integration

As a Hiring Manager, your engagement is critical to the success of the new hire. You are expected to:

• Support the completion of initial training
• Introduce the employee to CRCI’s culture and mission
• Follow up regularly in the first 30–60 days

Well-integrated employees stay longer, perform better, and contribute more meaningfully to CRCI’s mission.

Course Summary

Let’s recap the steps covered:

✅ Assess the hiring need
✅ Submit a Personnel Requisition
✅ Verify or request a job title
✅ Participate in the intake meeting
✅ Use the correct forms to score applicants through all interview stages
✅ Access applicant info via the onboarding interface
✅ Prepare for the employee’s first day
✅ Ensure training is completed in the LMS

🎯 This is your guide to hiring the right people, the right way—in alignment with CRCI’s standards, values, and mission.