The Recruitment process

The Recruitment Process

All information and documentation obtained in this section will be kept in the employee personnel file upon hire, unless stated otherwise.

• Application Process: A formal process, including a written application, telephone discussions, and staff meetings, must take place for each applicant.
• Interview Process: Each applicant must undergo in-person interviews.
• References: A minimum of two (2) work-related references, either written or verbal, are required to verify prior direct client care.
• Proof of Eligibility: All prospective caregivers must have a visa or proof of citizenship in compliance with the Department of Justice, Immigration, and Naturalization Service requirements for employment.
• Health Screening: Employees are screened for communicable diseases. A physician’s statement confirming that the employee is free from communicable disease is required if a problem is suspected. Additionally, we have a Hepatitis B Vaccine Policy in place in accordance with CDC federal guidelines.
• Background Checks: We conduct checks of the Illinois Statewide Sex Offender Database, Illinois Department of Corrections (IDOC) Sex Registrant, and US Department of Justice Dru Sjodin National Sex Offender Public Website (NSOPW). Additionally, we also conduct a check of the Illinois Department of Public Health (IDPH) Health Care Worker Registry for administrative findings of abuse, neglect, or misappropriation of property.
• Criminal History Background Check: We conduct an initial criminal history background check using Illinois State Police Uniform Conviction Information Act (UCIA) records. These checks are updated periodically for all caregivers.

We also conduct a thorough background screening in accordance with the Fair Credit Reporting Act. This includes an initial Motor Vehicle Record Check (MVR), social security number confirmation, and a current and historical felony conviction records check. Subsequently, MVR checks are completed as needed.

• Certification and Licensing: When applicable, we acquire documentation and verification of current certification, registration, or license information.
• Job Description and Documentation: Employees are provided with a comprehensive job description outlining duties and limitations. They must not have a disqualifying background check under the requirements of the Health Care Worker Background Check Act without a waiver, and they must have a copy of their Social Security Card.