Recruitment process – For a School

by Ben Alford

Recruitment process – A School

The aim of the recruitment process is to make sure that the correct person is chosen for the job position, by making sure that an individual has all of the required skills and characteristics to be successful part of the business.  The recruitment process is vital to businesses, as it is very expensive to run and choosing wrong person would mean that the business have spent all money for nothing, as business need to run a recruitment process again, in order to find the most suitable applicant for the job  vacancy. Another problem would be a head recruiter, as he/she has recruited the wrong person and the business would not be happy about it, and so might make head recruiter redundant.   The aims of the recruitment and selection process are to:

Recruit staff with appropriate skills and experience (in order to make sure that the staff don’t need basic training and are ready to start working ASAP.)

Appoint on an appropriate employment contract (employment contract must be clear to both parties, so that there will not be any confusion in the future, concerning the roles and responsibilities of recruited person)

Ensure fairness, and respect equal opportunities

Make recruiters follow structured guidelines (in order to make sure that everything follows the recruiting framework, which will result in the best possible candidate getting a job)

Monitor and review the process regularly

Ensure the process is efficient and cost-effective

The recruitment procedure for a School is as follows:

Step 1: The vacancy occurs

Step 2: Gain authorization from the headteacher to recruit

Step 3: Review existing job description and specification

Step 4: Agree the method or methods for selecting applicants

Step 5: Advertise the vacancy as widely as possible (school website, local newspapers)

Step 6: Shortlist the job applicants. Draw up a short list based only on the requirements of the job

Step 7: Hold an event where applicants can visit the school and wonder around to see the school community.

Step 8: Hold interviews and make decisions based solely on the information provided by the applicants

Step 9: Review the candidate information against the job requirements and make the selection decision

Sourced from AQA Colins Applied Business AS

A School will have to make sure that the applicant for the job vacancy is clear of any criminal convictions, as a School wants to make sure that the school itself is a secure environment for staff and students alike. It is also important that the entire recruitment process complies with the Employment Rights Act 1996, as the recruitment process must be fair, must provide equal rights for all applicants. School must also comply with Equal Pay Act 1970(sought to eliminate discrimination in an employment contract in the financial terms offered to each gender), Contracts of Employment Act 1972(introduced direction on the basic elements of what would constitute an employment contract. It should be noted that an employment contract does not have to be in writing, however, it is advisable to confirm in writing your agreement to rates of pay and the terms and conditions on offer), The Sex Discrimination Act 1975 (SDA) and Race Relations Act 1976 (RRA)( prohibited discrimination in the terms of that contract, i.e. in decisions on who to employ, what terms to offer them, who to train and promote). Information in these legislations helps a School to offer fair, non-discriminated contracts, etc.

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