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Koru Clinical
NHIP Recruiter Guide
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Recruiter & Admin Guide

New Hire
Information
Program

A complete guide to using the NHIP — from sharing the link with candidates to reviewing results and making informed recruitment decisions.

🎯 Audience: Recruiters & Admins
⏱ Guide length: ~5 minutes
🔗 Platform: koru-nhip.netlify.app
Overview

What is the NHIP?

The New Hire Information Program is a structured, web-based screening tool designed to help Koru Clinical identify candidates who are the right fit for Behavior Technician roles.

📚
Section 1 — Background Knowledge
Measures foundational ABA and autism knowledge through a pre-test, interactive reading, and post-test. Captures learning capacity, not just prior knowledge.
🤝
Section 2 — Your Approach
10 real-world scenarios reveal a candidate's values — their instincts around non-aversive practice, dignity, empathy, and professional boundaries.
🧠
Section 3 — Working Style
15 Likert-scale statements across 7 personality traits assess fit for human services — patience, empathy, conscientiousness, resilience, and more.
Candidate Experience

What candidates see

The NHIP is framed as a mutual fit exploration — not a test or assessment. Candidates never see scores, results, or any indication of how they've performed.

1
Enter their name
A modal asks for their full name before they begin. This is used to match results to the candidate in the recruiter dashboard.
2
Work through all three sections
The program takes approximately 20 minutes. Each section flows naturally into the next. Candidates can navigate back within sections but not between them.
3
See a neutral completion screen
On finishing, candidates see a thank you message confirming their responses have been recorded. No scores, no feedback, no indication of recommendation.
4
End Session
The recruiter clicks "End Session" to reset the tool ready for the next candidate. All data has already been saved to the database.
Getting Started

Sharing the NHIP with candidates

The NHIP runs entirely in a browser — no app download, no account creation. Candidates simply visit the link and begin.

Option 1 — Candidate completes it themselves
Send the candidate the link: koru-nhip.netlify.app
They complete it on their own device at a time that suits them
Results are saved automatically when they finish
You receive an email notification when their submission arrives
Option 2 — Supervised in-office session
Open the link on a device in your office
The candidate completes all three sections with you present
Click "End Session" when complete to reset for the next person
Results appear in your dashboard immediately
💡 Either approach works equally well. The in-office option gives you more control over completion; the remote option is more flexible for candidates who aren't local.
Recruiter Dashboard

Logging in as a recruiter

The recruiter dashboard is protected by Supabase Auth login. Candidates never see it — it's only accessible via the "Koru Clinical Team" button on the entry screen.

1
Go to mylaunchpad.info/nhip.html
You'll see the candidate entry screen. Click "Koru Clinical Team" in the top right.
2
Enter your email and password
Use the email and password you set when you were invited to the NHIP. If you've forgotten your password, click "Forgot password?" to receive a reset link.
3
View candidate results
Use the dropdown to select a candidate, or use the search panel to find by name, date range, or traffic light recommendation.
4
Sign out when finished
Click Sign Out in the top right of the dashboard when you're done. This clears your session completely.
Recruiter Dashboard

What the dashboard shows

Each candidate's dashboard contains five panels, giving you a complete picture before deciding whether to proceed to interview.

🚦
Traffic Light Recommendation
Green, Amber, or Red — with a plain-English conclusion summarising the overall result.
📊
Score Summary Cards
At-a-glance scores for all three sections — knowledge gain, values alignment rate, and personality average.
📝
Written Narrative
An auto-generated paragraph summary covering knowledge, values, personality, and overall conclusion — ready to copy into notes.
⚑
Values Breakdown
Every scenario response shown — aligned, neutral, or flagged — with the candidate's actual chosen answer displayed.
🔍
Candidate Search
Search by name, filter by date range, or filter by traffic light recommendation. Results appear instantly as clickable cards.
🎯
Interview Questions
Tailored questions generated from each candidate's specific flags and low-scoring traits — designed to probe the areas of concern.
Scoring & Weighting

How the recommendation is calculated

The traffic light recommendation is based on a weighted composite of all three sections. Values alignment carries the most weight because it's the hardest thing to train.

20%
Section 1
Knowledge gain — trainable during onboarding
50%
Section 2
Values alignment — the strongest predictor of fit
30%
Section 3
Personality profile — working style and team fit
⚠️ Punishment-related flags in Section 2 (scenarios 2 and 9) count double toward the Red threshold — approval of punitive approaches is directly incompatible with Koru Clinical's practice model.
Traffic Light System

Understanding the recommendation

The traffic light gives you a clear starting point — but it's a recommendation, not a decision. Use it alongside the full narrative and your own judgement.

🟢 Proceed to Interview
Strong values alignment, no concern flags, personality profile suited to human services. Recommended to progress.
🟡 Proceed with Caution
1–2 concern flags, or lower personality scores. Potential is evident but specific areas need exploring in interview. Use the tailored questions.
🔴 Do Not Proceed
3+ concern flags, or punishment-related flags triggering the double-weight threshold. Significant values misalignment identified. Interview not recommended.
The NHIP is one data point in your recruitment process — not a replacement for interview, reference checks, or your own professional judgement.
Section 1 — Background Knowledge

Interpreting knowledge results

Section 1 measures learning capacity, not just existing knowledge. The delta between pre-test and post-test is the key signal — not the raw score alone.

What to look for
Strong improvement (pre 3/12 → post 9/12) signals excellent learning capacity
High pre-test with minimal change = prior knowledge, not limited learning
No improvement on a low pre-test score warrants discussion in interview
The ceiling effect flag appears automatically when prior knowledge is detected
Important context
Most candidates will have little prior ABA knowledge — that's expected
Knowledge is the most trainable of the three dimensions
A low post-test score alone should not disqualify a candidate
Section 1 carries only 20% of the overall weighting for this reason
Section 2 — Values & Approach

Interpreting values results

Section 2 is the most important part of the NHIP. The 10 scenarios are designed to reveal natural instincts — candidates cannot easily game them without deep familiarity with ABA ethics.

✓
Aligned responses
Shown in green. The candidate's instinct was consistent with non-aversive, person-centered practice.
⚑
Flagged responses
Shown in red. The response indicates a values concern — particularly around punishment, autonomy, or professional boundaries.
—
Neutral responses
Shown in grey. Not the ideal response but not a concern flag — pragmatic or ambiguous answers that don't indicate a clear values issue.
Every flagged response shows the candidate's actual chosen text — so you can read exactly what they selected and form your own view before the interview.
Notifications & Admin

Staying on top of submissions

Every time a candidate completes the NHIP, an automatic email notification is sent to all team members who have notifications enabled — so you never need to check the dashboard manually.

What the notification includes
Candidate name and submission timestamp
Summary scores — knowledge, values aligned, personality average
Traffic light recommendation
Direct link to the recruiter dashboard
Managing notifications
Notifications are controlled per user — each team member can have them on or off
Admins can toggle notifications for any team member from the Team & Access screen
New team members have notifications on by default when invited
The toggle is visible next to each team member's name in Team & Access
Roles & Team Management

Managing your team

The NHIP has two user roles — Admin and Recruiter. Only Admins can access the Team & Access screen to invite new users and manage the team.

Admin
Full dashboard access — view all candidates
Access to Team & Access screen via 👥 Team button
Invite new team members by email
Assign roles — Admin or Recruiter
Toggle notifications on/off per user
Remove team members
Recruiter
Full dashboard access — view all candidates
Search and filter candidates
Print candidate reports
Cannot access Team & Access screen
Cannot invite or manage other users
To invite a new team member: click 👥 Team → enter their email address → choose their role → toggle notifications on or off → click Send Invite. They'll receive an email with a link to set their password.
You're ready to use the NHIP

A smarter way
to find the right
people.

The NHIP gives you structured, evidence-informed insight into every candidate — before you spend time on an interview. Use it consistently, use the tailored questions, and trust your judgement alongside the data.

🌐 Platform: mylaunchpad.info/nhip.html
📧 Support: koruclinical.com
🏢 Built by: Active Steps
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