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S3. Recruitment of Personnel - Coggle Diagram
S3. Recruitment of Personnel
The number one influence on the quality of schools and the instruction they provide is the quality of excellence found within their instructional staff: teachers. It is the caliber of the personnel that makes it mediocre or effective.
The focus is not on "filling" an open position, but to select of an outstanding staff member.
Before You Recruit
Time should be taken to seek feedback from the departing teacher or staff member through the exit interview process. The exit interview is a necessary tool to help in planning for recruiting.
Exit Interview
Reason for separation. 2. Positive aspects of the job. 3. Employees´ feelings about their supervision. 4. Adequacy of salary, benefits, and working conditions. 5. Employee complaints or suggestions. 6. Possible existence of unresolved problems. 7. Separation formalities/ information/ benefits.
The goals: assist the employee with the transition, provide feedback for the school and district, turn the departing teacher of an exit interview survey.
Advertising the Position
As the principal, you are looking for a person to fulfill not only your criteria, but you also want to be sure that your position is a match for the candidate.
Sources of Recruitment
Referrals from current staff members. 2. Placement offices of colleges and universities. 3. Placement services of professional organizations. 4. Recruiting letters. 5. Newspaper advertising. 6. Advertising in professional education journals and newsletters. 7. Services or "search" consultants.
Successful Recruiting Plan
The leaders need to make a public statement through written policies, district goals, and budget about the commitment of the district to recruiting.
The success or failure of a recruiting program rests primarily with the individuals who do the recruiting.
Why Recruit?
Recruit Widely: Schools should seek out only qualified personnel to fill positions in order to maintain quality organizations. Seek out the perfect match for each and every individual job opening.
Recruit Efficiently: Filling positions costs money and failing to do it well costs even more. A wrong selection not only costs monetarily, but also costs in lost effectiveness for staff and students
Recruit Legally: It is important that applicants are treated equally, honestly, fairly, and with caring. In order to stay out of trouble legally and ethically.
Recruiting and Interviewing
Interviewing: is what takes place applicants sign up to be considered for the position.
Recruiting: is what a school district does to ensure that quality applicants sign up to interview.