Recruitment and Selection Process - Essay Example

?RECRUITMENT AND SELECTION PROCESS By 17th, January 1 Recruitment And Selection Process I. Job analysis Post title Teacher School: Salary and grade: Southwood School Main pay scale range 1-6. Point X in line with the current School Teachers’ Pay and Conditions Document Line manager/ The head teacher, members of the senior leadership team (SLT) and the governing body Supervisory responsibility: The post holder may be responsible for the deployment and supervision of the work of teaching assistants relevant to their responsibilities Preparing the Job Description Job description is an important part of the recruitment process. The job description is prepared by summarizes the roles of the applicants and employees. Moreover, it should give insights on what the applicants will be held accountable. Preparing a job description entails defining the needs, individual tasks, qualifications needed, how the job relates to other jobs the applicant may be required to do and how different tasks will be accomplished. Secondary school teachers are required to teach students aged between 9-15 years. They are entitled with roles such as instructing students on a given subject. Other roles that could be specified in the job description include planning curriculum (Western Connecticut State University 2013). The description should also include the role of the teacher as a motivator. Preparing the job description for a teacher entails coming up with the list of tasks related with the job and refining the tasks to come up with a summarized ideal list. The list clarifies the expectations of the employee on the applicants (acas 2012). Preparing the Person Specification A person specification includes the list of skill, qualifications, and experiences as well as other aspects that the successful candidate will be required to have. Preparing the person specification entails clearly stating the specific requirements in terms of skills and other professional and work related knowledge. Attracting the Right Candidates (Advertising) Attracting the right candidate entails advertising the job in a mannerism that targets the right candidate. This involves using a job title that grabs the attention of job seekers. Be specific about the title to ensure that people without the relevant background do not apply. To ensure that the advertisement is not ignored, the responsibilities of the successful candidate should be clearly stated in addition to location, pay rate and other essential skills. Additionally, the advertisement should involve use of simple and comprehensible words. To make the application interesting the roles and responsibilities should be listed using bullets (acas 2012; (Graduaterecruitmentbureau 2013). Sending Out Applications Forms Application forms are frequently used to recruit new employees. It is filled by applicants and used for shortlisting purposes. The application form can be printed on paper and sent to the applicants through post. Moreover, the form can be documented electronically and sent through electronic email (Graduaterecruitmentbureau 2013). Shortlisting The process of shortlisting is used to eliminate unsuitable candidates. This entails checking if the applicants have fulfilled the specified educational requirements, have appropriate professional qualifications and experiences and if their CV show the required evidence of competency. Interviewing / Tests The aim of interview is to affirm the effectiveness of shortlisting. The interview should be designed with the aim of checking for personality fit, evaluate if the applicant is compatible and select the applicant who best meets the expectations. This entails asking questions agreed upon by the interviewing panel. The interview questions should test for creativity, vision, evaluating the applicant capability of dealing with situations, ability to influence other that is crucial for teaching. Moreover, the questions should test for communication ability and understanding of oneself and other (Western Connecticut State University 2013). Selecting This entails identifying the applicant who best meets the requirements. The selection should be based on the qualifications of the applicant while eliminating personal bias. The process involves reviewing all the materials presented by applicants (acas 2012). Taking Up References This entails asking for the people such as former employees who can provide information regarding the applicant. The referees should be obtained from the applicants. The referees could also include other people with firsthand information about the applicant that you may know (Finn, 1992). Making a Written Job Offer The job offer letter declares the intention of hiring the selected candidate. The letter should be personalized and based on the job being offered. The letter should have the full name of company, title of position, list of duties associated with the position, and the pay rate and benefits package. The letter should also have a place for the candidate to sign (Lindsay 2004) Offer Accepted If the offer is accepted, the candidate should be directed to sign the offer letter and send it back to the human resource office. After that the applicant is given the reporting date and undergoes orientation. Written Contract of Employment The written contract should clearly define the laws that will govern the relationship between the employer and the employee. The conditions of employment should be clearly stated .the castigation for breaching the laws should be stated. 1. Job Description for Teacher The secondary school teacher will be required to teach at least one national curriculum subject to pupils aged 11 to about 16 years. The teacher will also be required to make lesson plans, which follow the national objectives of ensuring that students learn. Moreover, the teacher is required to inspire and monitor the progress of the students The teacher will also have to be conversant with the developments in the subject area, changed in national objectives and teaching methods. The teacher will coordinate with parents, other professionals formally as well as informally in ensuring that the learning objectives are met. The successful candidate will be require to liaise with the administrator, colleagues and teaching assistants in providing the students will quality education (Western Connecticut State University 2013). 2. Specification for Teacher Sound knowledge in at least one core national subject Good organization skills To acquire this position, the candidate is required to have a minimum of 2 years’ experience of working in a high school The candidate should have broad understanding of the national curriculum and elementary learning techniques. Have the ability to relate well with children of secondary school level. The teacher should also be capable of dealing with students including those with special needs by ensuring they can access learning activities. 3. An application form Confidential Identification No TEACHER JOB APPLICATION FORM Southwood Secondary School is an Equal Opportunities Employer The Application Should be Completed in BLOCK LETTERS ONLY FULLY COMPLETED APPLICATION FORMS WILL BE CONSIDERED PART ONE 1. VACANCY INFORMATION Application for the post of The form is to be returned to HR Officer Southwood High School By date: Date Received Interview Date 2. PERSONAL DETAILS SURNAME TITLE FIRST NAME OTHER NAMES ADRESS POSTAL CODE TELEPHONE MOBILE 3. DISABILITY MONITORING DISABILITY DEFINITION: “physical or mental impairment that can affect a person’s ability to perform daily activities” Do you have any disability Yes No 4. REFERENCES References will be required for shortlisted candidates Do you have any objection to you current employer being contacted before the interview? Yes No 1) CURRENT OR RECENT EMPLOYER Referees occupation Surname First Name Title Relationship Address Postal Code Telephone Mobile Email 2) Referees occupation Surname First Name Title Relationship Address Postal Code Telephone Mobile Email 5. ACADEMIC ACHIEVEMENTS FROM TO Full name and address of institution Attainment Month and Year 6. CURRENT EMPLOYMENT DETAILS Present/ Recent position Date appointed Date Left Reason 7. PAST OCCUPATIONAL HISTORY (Give all the details) Experience Employer Period (From- To) 8. RELATIONSHIP DECLARATION Do you or your spouse have blood or marriage relation with any member of school administration? Yes No 9. FOR EQUAL OPPORTUNITY PURPOSES Post Applied for Describe your cultural origin by ticking one option White Mixed Black Asian Chinese Other Are you Currently employed Are you Married Divorced Single Separated Widowed Date of Birth 4. A form used to record the interview Interview Record Form 1. This form should be completed for each interviewed applicant and returned to Human resource executive. 2. Information in this form will be used to give feedback to the applicants and to demonstrate that the selection was done on basis of merit Position: Vacancy Number: Department: Name of Applicant: The keys below indicate if the requirements are met: 0-Not met 1-Fairly met 2- Fully met 3- Exceedingly met Criteria Remarks Rating Communication skills Coaching skills Motivational skills Creativity Personal specifications Successful Applicant Reserved candidate Unsuccessful Applicant Completed by Date 1.1 The impact of legal, regulatory and ethical considerations to the recruitment and selection process Legislation Do/ Don’t The School Teachers’ Pay and Conditions Document (STPCD) obligates full time teachers to be available for work for 195 and must teach for 190 days. The school administrator will specify the days. 1.2 Taking Part in the Selection Process The selection process involves selecting the most suitable candidate. All the people involved in the entire process of recruitment should be involved in the final selection to ensure all aspects of the recruitment are considered. Taking part in the selection process entails negotiating with other members of the panel to assess the qualifications and performance of the entire applicant in the entire process. 1.3 Own Contribution to The Selection Process My contribution in the selection process was in designing the interview questions. The process involved assessing the relevance of the several questions suggested by the other members of the panel. Moreover, I ensured that the question were not repetitive and were aimed at assessing the qualifications of the applicants. Therefore, the questions were unbiased. Works Cited Acas 2012, Recruitment and selection. Available at: http://www.acas.org.uk/index.aspx?articleid=746 [Accessed 2013 January 2013]. Finn, W 1992, Teacher placements: Education and business perspectives, Education & Training, 34(4), 26-26. Available at http://search.proquest.com/docview/237071321?accountid=45049 Graduaterecruitmentbureau 2013, Attracting the right Candidate. Available at: http://www.grb.uk.com/attracting-the-right-candidate [Accessed 17 Jan 2013]. Lindsay, N 2004, Skills & Recruitment, Haymarket Business Publications Ltd, London, United Kingdom, London. Western Connecticut State University 2013, Human Resources - Preparing a Job Description. Available at: http://www.wcsu.edu/hr/procedures/jobdescription.asp [Accessed 17 January 2013]. Read More