Capstone Project:
Refining Employee Policies and Hiring Strategies
at Circle of Hope, Inc II
For my Capstone project, I partnered with Circle of Hope, Inc II, an organization dedicated to providing support for physically and developmentally disabled women. The organization faced significant challenges with outdated employee handbook policies and rising recruitment costs due to changes in pricing on recruitment platforms like Indeed. This project aimed to address these issues by refining and standardizing the employee handbook, developing cost-effective hiring strategies, and streamlining the onboarding process. The ultimate goal was to enhance the operational efficiency of the organization while reducing hiring costs and improving employee integration.
Project Objectives
The project was designed with the following objectives:
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Improve Operational Efficiencies
By revising the employee handbook and recruitment strategies, this project sought to enhance overall organizational workflow and employee satisfaction. -
Reduce Hiring Costs
By analyzing changes in Indeed’s pricing model, I explored alternative hiring methods and developed more cost-effective recruitment strategies. -
Standardize Onboarding Processes
I aimed to create a seamless and efficient onboarding process that would integrate new hires effectively, improving employee retention and productivity.
Methodology
The project utilized a combination of in-person observations, remote development, and strategic planning sessions to achieve its goals:
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In-Person Observations:
I conducted biweekly site visits to assess workflow efficiency and gain insights into the organization’s operational challenges. -
Remote Development and Testing:
I worked remotely to digitize onboarding materials and refine hiring strategies, using feedback from the site visits. -
Strategic Meetings:
Weekly consultations with site supervisors and stakeholders allowed me to refine strategies and ensure alignment with the organization's goals. -
Independent Research and Content Development:
I developed training materials based on industry best practices, ensuring that all policies were legally compliant and clear.
Project Phases
Phase 1 – Handbook Review & Refinement (January 28 – February 15, 2025) Audited the current employee handbook, revised outdated policies, and ensured compliance with legal standards while clarifying roles, responsibilities, and expectations to improve efficiency and reduce turnover. Phase 2 – Hiring Process Analysis (February 16 – March 10, 2025) Assessed the impact of Indeed’s pricing changes on recruitment costs and evaluated alternative platforms and methods for cost-effective hiring. Phase 3 – Develop Recruitment & Onboarding Plan (March 11 – March 31, 2025) Created a new hiring strategy, standardized job descriptions, and developed improved onboarding materials that would ensure a smooth integration of new employees. Phase 4 – Implementation & Staff Training (April 1 – April 15, 2025) Trained HR and management on the new hiring and employee handbook policies, ensuring they were well-prepared for the changes. Phase 5 – Pilot & Evaluation (April 16 – May 5, 2025) Implemented the new hiring strategies and onboarding processes, tracking their effectiveness and measuring cost reductions. Phase 6 – Final Review & Adjustments (May 6 – May 9, 2025) Compiled the final report, which included an evaluation of the project’s success, challenges, and recommendations for further improvements.
Deliverables & Evaluation
The project delivered several key outputs:
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​Revised Employee Handbook: Policies were updated for clarity, compliance, and alignment with best practices. The revised handbook aimed to foster a more efficient and cohesive work environment.​
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Cost-Effective Hiring Strategy: A detailed analysis of Indeed’s pricing changes and alternative recruitment platforms, accompanied by recommendations for more affordable methods of sourcing candidates.​
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Standardized Onboarding Materials: New onboarding checklists and training materials were developed to ensure smooth integration of new hires into the organization. ​
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The success of the project was measured by the following evaluation criteria:
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Hiring Cost Reduction: A comparison of recruitment costs before and after the new strategies were implemented.
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Employee Handbook Effectiveness: An assessment of employee satisfaction with the new policies and their adherence to updated guidelines.
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Onboarding Efficiency: A measurement of new hires’ time-to-productivity, gauging the success of the new onboarding process through feedback and assessment reports.
Cumulative Reflection
This Capstone project served as a comprehensive demonstration of my growth across all five program competencies. It required strategic systems thinking to evaluate hiring inefficiencies, effective leadership to implement organizational change, ethical judgment in policy revisions, communication and collaboration with stakeholders, and the application of data-informed decision-making. By integrating the skills developed throughout the MHA program, I was able to act not only as a change agent within the organization but also as a reflective and values-driven administrative professional prepared to lead in complex healthcare environments. The hands-on experience of working directly with the staff at Circle of Hope, Inc II allowed me to make a tangible impact on the organization’s operations. I am confident that the revised employee handbook, improved recruitment strategy, and streamlined onboarding process will lead to long-term benefits for the organization