Influences Of Recruitment Processes And Selection Predictors

Introduction to recruitment and selection strategy

Discuss about the Influences Of Recruitment Processes And Selection Predictors.

This paper intends to shed light on the recruitment and selection strategy. French Immersion School at High Level, Alberta is taken as an example for enlivening the preconceived skills, knowledge and expertise of the administrative staffs regarding recruitment and selection. Plans would be created with the help of the checklists and templates regarding the recruitment of grade 9 maths teacher. Background of the school would enhance the awareness of the staffs about the current pedagogy adopted for strengthening the maths skills of the students.

French Immersion is a project of St Albert High Schools, which deals with the provision of quality education to the foreign students. The district school caters to the educational development of the students belonging to kindergarten and elementary levels. Academics is the starting point of levying education to the students getting admitted in this school (Gsacrd.ab.ca, 2018). Success of 7500 students have assisted the administrative staffs in living up to the promise of achieving excellence in the field of public education. The syllabus of grade 9 maths includes linear equations, word problems, games, logical puzzles, geometry, and algebra. In order to upgrade these skills within the students, skilled and efficient teachers are needed. This is because the concepts have become deeper, which needs to be explained to the students.

Recruitment is an important component of the human resource management. There are different factors, which affect the selection and recruitment process as well as the strategies undertaken for implementation of the strategies. Internal factors include size of the organization, recruitment policy, image of the organization and image of the job. On the other hand, the external factors include demography, labor market, unemployment rate, labor laws, legal legislations and competitors (Costantino, Di Gravio & Nonino, 2015). 

Size of the organization is crucial in terms of managing the human resources. Assessment of the scope and arena helps in planning for adopting additional resources. The spacious appearance of the Alberta High School assists the administrative staffs to conduct planning for recruiting teachers for the maths subject. Developing policies helps in the efficient execution of the planned programs. Specifically, the policies act as a framework for carrying out the planned activities. Alberta High School can introduce performance appraisal policies for attracting candidates as teachers in maths (Abraham et al., 2015). The French Immersion program has enhanced the reputation of the Alberta High School. Recruitment of math teacher for grade 9 would be an initiative towards upgrading the maths skills of the native as well as the foreign students. Flexible working shift, job satisfaction, safe and comfortable working environment along with prospective career opportunities would help Alberta schools to lure large number of candidates for the vacant position.

Background information of the position and the school

Consideration of the personal attributes of the candidates would enable the personnel to assess the extent to which the candidate would fit within the organizational requirements. The current scenario of the labor market would enhance the awareness of the schools staffs regarding the availability of the candidates (Ployhart & Weekley, 2014). High unemployment rate would be easier to hire potential candidates for filling the vacant position. Harsh and orthodox labor laws make it difficult for the companies and organizations to carry out the marketing activities. Governmental interventions can prove helpful in terms of introducing scholarships. Reservations for the candidates belonging to different categories acts as an upliftment of the preconceived skills, expertise and knowledge of all the students. This reservation techniques adversely impacts the recruitment policies. Attractive recruitment packages by the contemporary schools would degrade the position of the Alberta School in the competitive ambience of the market. The need is strategic planning, which would help the administrative staffs to systematize the recruitment activities according to the priorities (Coller,  Cordero & Echavarren, 2018).

Strategies act as a central doctrine in terms of ensuring efficient execution of the identified and specified programs. This is also applicable in the process of recruitment and selection. The following is a flow chart describing the recruitment and selection of grade 9 maths teacher in Albert School:

Figure 1: Recruitment and selection strategies for grade 9 maths teacher of Albert High School

In the HR department, the strategies would relate to the planning of number of candidates, time for filling the vacant posts and the qualifications of the candidates to be considered. Moving deeper into the aspect, the strategies would include planning for the venue, nature of job and the flexibility of the candidates (Taylor, 2014). The recruiting sources would involve plans regarding advertisements for the vacant post. Meetings would be conducted for gaining an insight into the approaches of the personnel towards the identified post.

Maths teachers are entrusted with the responsibility to impart required mathematic skills to the students. This is according to the curriculum set by the administration. Their main functionality is to prepare the students for the tests and entrance exams of higher levels. Bachelors degree in the respective field is essential for getting selected in the post. Mathematics should be one of the specialization subjects of the candidate. This would help them to get preference for selection (Burt, 2015). The candidates holding a bachelors’ degree and completing educational program would also be eligible for the post. Possession of state’s certification and licensing requirements makes the candidates liable for sitting in the competency examinations. The following are the job duties and responsibilities of 9^th grade maths teacher:

• Actively instruct the students
• Prepare lesson plans
• Assigning and correcting homeworks of the students
• Manage the students in the class
• Communicate with the parents regarding the progress of the students
• Teaching arithmetic skills to the students

Environmental factors affecting the selection and recruitment strategy

The duties would vary from the elementary and high school grades.

Newspaper, websites and social networking sites would be the important mediums for advertising the news of the vacant position. This is because these sources would help the school personnel to increase the trafficking of the audience towards the brand image. Among these, the school website would be authentic in terms of intimating the candidates about the vacancy. As compared to this, newspapers and social networking sites contains other ads, which might deviate the focus of the candidates on this particular advertisement. Plans would be conducted for assessing the effectiveness of the advertisement source in terms of the identified and the specified requirements. The following is a sample advertisement for the vacant post of 9^th grade maths teacher in the Albert School:

Table: marketing budget for the post of 9^th grade maths teacher in the French Immersion School, High Level, Alberta

Strategic planning in the HR department would be beneficial for recruiting and selecting candidates for the vacant position. Meetings and discussions would make the HR managers aware of the requirements and the number of posts available. Interactive sessions with the clients would suffice the accommodation needs for the candidates coming for the interview (Vickers, McDonald & Grimes, 2015). Along with this, it would also help in deciding the venue of conducting the interview. Moreover, meetings would be fruitful in terms of assessing the effectiveness, appropriateness and feasibility of the advertisement. This assessment would be in terms of the identified and the specified requirements of the students regarding their academic establishment. Evaluation would help in discovering the drawbacks within the undertaken programs and policies towards the recruitment and selection of the 9^th grade maths teacher.

At the initial stage, the suitable candidates would be shortlisted. These shortlisted candidates would be called for an interview, presided by the directors and the head of the department. Prior to the interview, tests would be conducted for assessing the capability of the candidates towards logical reasoning and aptitude. Passing marks would be set. Candidates getting above the passing marks would be eligible for sitting in the interview. Negative marking would be provided for each wrong answer given by the candidates. The questions would be prepared by the head of the departments. Once the questions are set, they would be sent to the higher authorities for their approval. Signed approval of the questions would hand over the responsibilities to the printing press for printing the question papers. Once the question set comes from printing, they would be again sent to the higher authorities for their approval. This approval would help the staffs to proceed with the preparation of the interview questions.

Detailed recruitment and selection plan

Screening matrix enables the administrative staffs to compare the resume of the shortlisted candidates with the other candidates. This comparison helps in assessing the effectiveness of the chosen recruitment and selection process. In this case of the selection of candidates for grade 9 maths teacher, the screening matrix would act as a template for the administrative staffs, helping them to select the prospective candidate. The staffs would adhere to certain rules and regulations for using the resume screening matrix (Gupta, 2017). This includes averting any kind of discrimination towards the students, presence of hiring supervisor and search committee among others. Under the section Policy 3.212 Staff Hiring Procedures, it is mentioned that specifications of the post needs to be present on the top of the form. This is in terms of maintaining the authenticity and reliability of the recruitment and selection process.

This matrix differentiates between the candidates based on their attributes. This differentiating method is easier for selecting the appropriate candidate. This is because of the test and the interview scores. In case of the vacancy of grade 9 maths teachers, the skills, which would be considered are: knowing, understanding, applying, analysing, creating and evaluating. These skills would enable the administrative staffs to decide whether the staffs would fit within the organizational requirements (Mahmood, 2015).

The initial stage of interview would involve research for reaching to the prospective candidates. In this stage, the administrative staffs would prepare the interview questions for the shortlisted candidates. Along with this, last minute revisions would be done to the plans already established for execution of the interview. This revision would help in discovering the need for additional resources before the actual interview process.

The interview process would begin with the arrival of the Director. The HR manager would be handed over with the list of the short listed candidates. One by one the candidates would attend the interview. Apart from the director, the interview panel would include head of the department and the Principal. The focus of the interview panel would be on the flexibility and the spontaneity of the candidates in responding to the questions. This would be judged on the basis of the prepared interview questions, which are as follows:

After completion of the interview, the board panel would sit in meeting for selecting the right candidate. Here, the key considering factors would be the qualification of the candidate, flexibility and approach of the candidates towards the given situations. The decisions undertaken by the board panel would be conveyed to the HR manager for disseminating the information to the selected candidate. Apart from this, the candidate would be called for a meeting regarding acceptance of the offer and other related activities.

Job description

The responses to the interview questions would be rated using the likert scale. As a matter of specification, the range for this would be 1-5.

• 5- well qualified
• 4-2 qualified
• 2-1 not qualified

The interviewees would be requested to reach the venue by 9:30 AM sharp, as the interview would start from 10:00AM. After the candidates settle down, there would be a roll call to see if all the candidates are present or not. After this, the candidates would be given a token, where numbers would written. This number would indicate their turn for going to the interview. Prior to the token distribution, the availability of the director would be ensured. This would help the HR manager to start the interview. After 2 hours, there would be a half an hour break, where the candidates would be offered refreshments. After the break, the interview would resume. The interview session would continue till 4:00 PM.

Reference check questions

This assignment proves successful in providing an insight into the recruitment and selection of St Albert High School. Brief introduction of the school helps in gaining an insight into the current pedagogy adopted for upgrading the knowledge of the students. Planning includes the budget, schedule and questions for conducting the interview, which would help in identifying the rightful candidate. Reference questions would act as a verification for the overall performance of the candidate in the previous company, where they used to work. Rating scale is a tool, which would help the administrative staffs to compare the candidates and select the prospective one. This comparison is necessary for assessing the candidates in terms of the requirements.

References

Abraham, M., Kaliannan, M., Mohan, A. V., & Thomas, S. (2015). A Review of Smes Recruitment and Selection Dilemma: Finding a’Fit’. The Journal of Developing Areas, 49(5), 335-342.

Burt, C. D. (2015). The Influences of Recruitment Processes and Selection Predictors on New Employee Safety. In New Employee Safety (pp. 55-73). Springer, Cham.

Coller, X., Cordero, G., & Echavarren, J. M. (2018). Recruitment and Selection. In Political Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.

Costantino, F., Di Gravio, G., & Nonino, F. (2015). Project selection in project portfolio management: An artificial neural network model based on critical success factors. International Journal of Project Management, 33(8), 1744-1754.

Gsacrd.ab.ca (2018), Faith in Our Students, Retrieved 27^th July 2018 from https://www.gsacrd.ab.ca/

Gupta, R. (2017). Role of Leaders in Organizational Recruitment and Selection. NOLEGEIN-Journal of Human Resource Management & Development, 22-26.

Mahmood, M. (2015). Strategy, structure, and HRM policy orientation: Employee recruitment and selection practices in multinational subsidiaries. Asia Pacific Journal of Human Resources, 53(3), 331-350.

Ployhart, R. E., & Weekley, J. A. (2014). Recruitment and selection in global organizations: A resource-based framework. In The Routledge companion to international human resource management (pp. 181-197). Routledge.

Ployhart, R. E., & Weekley, J. A. (2014). Recruitment and selection in global organizations: A resource-based framework. In The Routledge companion to international human resource management (pp. 181-197). Routledge.

Taylor, S. (2014). Recruitment and selection. Strategic Human Resource Management: An International Perspective, 10(6), 139-14.

Vickers, G., McDonald, M. P., & Grimes, S. J. (2015). A Cross Country Comparison of Best Practices in Recruitment and Selection. Journal of Management and Marketing Research, 15, 53.

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