By Mary Beth Barry
For many Catholic employers, one of their greatest challenges is maintaining a strong Catholic culture in the workplace. You may have noticed a shift over the years toward a less Catholic employee base. If that is the case, you are not alone—many of our members are experiencing the same trend. Yet there is hope: with thoughtful strategies, you can more effectively connect with Catholic job seekers and invite them into your mission, while still welcoming all who support your values.
Understanding the Influences on Job Seekers
When it comes to attracting Catholic employees, two categories of factors often come into play: internal and external considerations.
- Internal considerations include your own recruitment strategies.
- Are you targeting Catholic candidates?
- Do your job postings communicate your mission?
- Are expectations clear for all employees?
- Are you highlighting your organization’s unique benefits?
2. External considerations are realities beyond your direct control.
- These include societal trends, the decline in religious affiliation, shifting demographics, generational differences, and competition for talent in a tight job market.
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While you cannot change these external influences, you can adapt your approach.
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Practical Recruitment Strategies
For those seeking to attract Catholic candidates, as well as others who faithfully align with your mission, the recruitment process is where you begin. Here are some strategies to consider:
Parish & Diocesan Channels
- Post openings in parish bulletins and make announcements at parish events.
- Share opportunities through diocesan websites, newsletters, and established networks.
- Leverage Catholic conferences and events to connect with job-seekers.
Catholic Education & Alumni
- Engage with Catholic schools and universities and post opportunities on student and alumni job boards.
- Build relationships with alumni associations to connect with mission-driven graduates.
Catholic Media & Online Presence
- Advertise in Catholic newspapers, magazines, and radio stations.
- Post on Catholic-specific job boards and websites such as http://Catholicjobs.com .
- Engage with Catholic social media groups to spread opportunities widely.
Professional & Organizational Networks
- Connect with Catholic professional networks for qualified candidates. Some ideas include Young Catholic Professionals or Legatus.
- Collaborate with local Catholic organizations to share openings like the Knights of Columbus or Society of St. Vincent de Paul.
- Consider mission-focused recruiting firms such as Mission Advantage Recruiting or Sól Recruiting.
Community & Word of Mouth
- Encourage current employees, parishioners, and community members to share job postings.
- Offer incentives for employee referrals.
- Network informally at Mass, parish groups, or church-sponsored events.
- For more on Integrating Faith into Employment read our previous HR Conversations article: Catholic Job Postings: Integrating Faith and Employment.
The Hiring Process
Recruiting Catholic candidates is only the beginning. The next step is making sure your hiring process itself reflects your mission and helps identify those who will embrace and strengthen your Catholic culture.
- Highlight your mission early: Clearly show Catholic identity in job postings.
- Ask mission-focused questions: Assess how candidates connect with your values, not just their skills.
- Train recruiters and managers: Ensure interviewers can identify qualities that align with your values.
Highlight the Unique Benefits of your Catholic Workplace
By highlighting the unique advantages of your faith-driven workplace—including mission-centered work, dignity, and pastoral support—you show candidates the meaningful difference of working for a Catholic employer and help them see the full value of joining your team.
Emphasize your distinctive benefits including any of the following:
- Enhanced benefits: Parental leave, tuition discounts or reimbursement, childcare assistance, retirement planning, or medical coverage that supports family life.
- Faith-centered flexibility: Extra days off for religious holidays, retreats, prayer time, or volunteer service.
- Work-life balance: Flexible schedules, mental health resources, or programs that help employees thrive both at work and at home.
- Other perks: Wellness programs, professional development, mentorship opportunities, or recognition initiatives.
Supporting Current Employees
Attracting Catholic candidates is one piece of the puzzle. The other is supporting and forming your current workforce, many of whom may not be Catholic. You can do this by:
- Make faith present in daily life.
Encourage use of prayer spaces, open meetings with prayer, invite employees to join voluntary prayer groups or Bible studies, and recognize liturgical seasons with reflections or activities.
- Provide Catholic formation and community.
Offer book studies, lunchtime talks on Catholic social teaching, retreats, or days of reflection, and invite clergy or religious to engage with staff.
- Lead and celebrate through Catholic values.
Ensure leaders embody your mission, recognize employees who live out your values, organize service projects tied to feast days, and provide flexibility for holy days of obligation so staff can attend Mass.
Finding Catholic employees can be challenging, but intentional recruitment makes a difference. Clearly share your mission, use the recruitment strategies outlined here, and showcase the benefits and support your organization already offers. By showing how your workplace lives its values, you increase the likelihood of attracting candidates who share your faith while ensuring all hires understand and support your mission.
If you would like more resources on strengthening Catholic identity in the workplace, please read our past HR Conversations posts.