Recruitment And Selection Process In Southwood School

2903 words - 12 pages

CONTENTS
SYNOPSIS 2
CASE ANALYSIS 2
RECOMMENDATION 2
BIBLIOGRAPHY 2


SYNOPSIS

This case study is regarding the recruitment and selection process of the Southwood School. They focus on particular recruitment method: to advertise all teaching positions in a specialist newspaper publication called TES (Times Educational Supplement). In this publication basic advertisements were placed one time, and interested candidates were instructed to contact the school to ask for an application package which comprises all the required documents in detail to help out the candidates. Submission of the forms is to be made in relevant departments with two references within the due date.

Then panel consisting of three judges evaluates the submitted forms and grade them from A to C (A being highest and C lowest), then panel talk about A rated forms and sort out who among them will receive selection day invitation. Training was not proposed to panel members to facilitate them to choose the best candidates.

The organization follows two selection methods for all teaching vacancies—an informal and formal interview. The first (informal) interview was conducted by the principal and an administrator; this was applied to learn basic information about the candidate in addition to check the information on application form. The second interview was more detailed and explored a wide range of problems with the candidates.

Due to time restrictions, panel members were normally unable to meet in advance, so they build up their own self-sufficient interview questions. Although the principal chaired the interviews, they were rarely conceded out in an identical manner and there was no high level of uniformity with the questions. No official scoring system was used. At the end of the interviews, panel has to vote in order to see which candidate should be offered the job. This often led to a heated discussion regarding candidate strengths and weaknesses.

The victorious candidates are enlightened on the similar day the interview is performed so they need to stay for the results to appear. On the other hand unsuccessful candidates receive some brief verbal feedback and not the written one.

The Human Resource Manager have reviewed the whole situation and identified the areas in which more improvement is required, as few inappropriate recruits are hired which can be avoided. He enhances the strategy by redesigning the structural layout and content of advertisement and places it in the part of newspaper which have higher readership. They also setup a website where actual vacancies are shown which can be accessed through the schools main page.

The changes to the recruitment approach were reviewed after six months and it shows a positive result as now the school mainly relies on the basic structure of two interviews but the way they keep up with it is important as now feedback is taken from the successful candidates, proper supervision is done of the panel etc. In short the school...

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