Recruitment and selection process
I will know evaluate the recruitment and selection process. To do this, I will be looking at the positives the negatives things that happened during this process. By evaluating the recruitment and selection process it will give overall feedback and I will give me ways in which I could improve if I were to do it again. The good things about the recruitment process were the recruitment documents produced; the job description, person specification and job advert. The documents contained most of the key information that is required for the candidate to know about the job.
For example in the job description, it outlines the main duties the candidates would have to carry out for example if they were appointed they would have to teach the lesson, set homework and monitor the student’s progress. It also contained motivation factors such as money and fringe benefit so the candidate would be attracted to it which meant that they’re more likely to apply. As well as motivational factors it also contained training which another reason that encourages the candidate to apply was. The job description contains the Greenford High School logo in the header which made it look more professional and a list of the
In the person specification, it contains a list of qualifications, skills and experience the candidate must have in order for them to get the job. This is so that Greenford High School can employ the right candidate. Like the job description, the person specification also contains the Greenford High School logo and the companies they’re associated with as well.
The job advert was the beset recruitment document I created. It advertised the job well enough so that anyone walking by, would be attracted to it. It did this by displaying the job role in big clear letter so that any one walking by it, could see it easily and draw their attention towards it. It contained a map of the school so the candidate knows the location of it, how to get there and if is too far or not for them to travel. Similarly to the job description, the job advert contained some brief motivational factors such as salary. This is one of the first things the candidates want to see on a job advert and it was displayed on my job advert clearly. Lastly it contained contact details of the school so the candidate can contact them if they had any enquiries.
Another good thing about the recruitment process I carried out was the seating arrangement of the interview. The interviewee was standing in front which meant we could see their body language. The fact that they were standing in front of the panel members meant they we didn’t have to project their voice across the room. This helped me to reach a decision about the candidate as it means I was able to see if they could cope with being under pressure. If they couldn’t cope with it, then it meant they weren’t capable of teaching a lesson. It also meant that I could understand the candidate more clearly and the answers that they gave.
However the things that didn’t go well were mainly during the interview process. These included the layout of the interview and for some of the interviewees, their dress code. These points are mentioned in more details below In order to improve the selection process, I could have conducted more research for example in the recruitment documents. I could have looked at existing job descriptions, person specification and job adverts and base my recruitment document on that; being mindful not to copy it as it would be plagiarising.
In the job description I could have included more motivational factors beside salary such as promotion. This will make the candidate more interested in the job making them more likely to apply for it. I could have also made it look more professional by keeping the layout consistent throughout the job description. The current one had different spacing between each heading for example the ‘Position’ and ‘Location’ heading.
In the person specification, there weren’t enough skills mentioned. This meant that candidates who weren’t suitable for the job applied. I would change this be listing more specific skills such as ‘Be able to communicate with parent and students effectively’ rather than just putting ‘Good communication skills’
Finally in the job advert there was too much going on for example there was more than enough picture and the font was too big. There also wasn’t enough information about the job. This however could be classed as a good thing as if there wasn’t enough information and if a candidate and contacted Greenford High School to know further information, it meant that they were really interested in the job and potentially a good candidate. To improve the job advert, I would make the page fairly simple so it looks organised and include more information about the job itself.
I could have also conducted more research on my interview question that was asked to the candidate. A way I could have done this was by looking at the other interviewee’s questions and changing my questions so that they’re not similar. Another way I could have done this is by preparing more questions and choosing the best ones. This way, I could get the right information from the candidate. There were many factors that affected the recruitment and selection process both internally and externally.
The factors that affected the process internally are the time the interview had taken place. One internal factor that affected the recruitment process was the type of people who were interviewing them. If the interviewers were too soft on the candidate then the right candidate couldn’t be found. Similarly, if they were too harsh it would mean the right candidate may not have been chosen. As the interview was taking place during normal school time, it meant that that the school had to recruit supply teachers to cover the lessons that were meant to be taught by the teacher that were taking the interviews. This will costs the school money as it means they will have to pay the supply teachers as well as the teachers taking the interviews.
One of the factors that affected the recruitment process externally was the distance the school was located from the candidates home. If the distance was too far then there was a slight chance they could be late as it would take a long time to get to the school. This also applies to the interviewers as well. If they were late, it would delay the interview process and would also give the school a bad image.