Employee Recruitment in Educational Institutions

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Introduction

Educational institutions must interact with various other stakeholders to ensure that all activities function smoothly. Educational institutions are entrusted with recruiting appropriate candidates to fill teaching positions to achieve their purpose of providing education. Non-teaching members of the organization are also recruited to assist with the day-to-day educational activities. This paper aims to evaluate the various ways utilized in the staff recruiting process at educational institutions, concentrating on their significance, effectiveness, and the correlations between these three variables.

Methods Educational Institutions Use to Recruit Administrators, Teachers/Instructors, and Staff Members

Department of education advertises vacant positions in learning institutions for professional teachers. When hiring new teachers, recruiters look at a candidate’s previous experience in the sector, expertise in relevant fields, and familiarity with specific grade levels (Acikgoz, 2019). The human resources manager at an educational institution is responsible for developing a recruitment procedure. This individual ought to have previous experience working in public relations. A school brochure could be put on a prominent building to advertise the school.

Teacher job fairs are excellent opportunities to network with other local educators looking for new employment. They allow for face-to-face contact, during which applicants can meet potential teachers and get to know them a little before applications begin to be submitted (Acikgoz, 2019). As a result, it is essential to put one’s best foot forward when participating in these networking events to maximize one’s chances of being hired as a teacher at the institution.

Referrals from present or past educators and those from parents of students enrolled at the institution are still another option for recruiting educational teachers and instructors. Parents of students in the institution can also provide referrals. Before submitting their applications for jobs at the school, prospective employees can get a feel for what it is like to work there and get a sense of the sense of community the school strives to cultivate, thanks to references from current employees. Referrals can also be obtained through social media platforms to increase one’s chances of finding skilled employees.

Employers want the names of their educational institutions to be prominently displayed for prospective teachers and other potential employees to see when researching the most desirable school systems in which to work (Acikgoz, 2019). By utilizing search engine optimization (SEO), an institution’s webpage can be better understood by search engines such as Google, Yahoo, and Bing, which can result in higher positions on those search engines’ respective pages. Because of this, one will see an increase in web traffic on the school’s site, and it will be much simpler for teachers looking for work to determine whether or not there are vacancies at the school.

Some Recruiting Methods are Effective than Others

Referrals from current employees are consistently cited as one of the most productive techniques of new hire recruitment. They stay committed to their job since they have a solid commitment to working for the organization, possibly as a sign of gratitude to those who assisted them in finding employment (Sudibjo & Sutarji, 2020). New employees obtained through referrals are typically generally committed, highly professional, and far less likely to leave their jobs.

Steps in the Selection Process

In organizations, the purpose of the recruiting and selection processes is to identify and hire the best-qualified candidates to fill vacant jobs. Before being selected for further consideration in the HRM selection process, candidates must pass through multiple phases. Following the job vacancy posting, the business will begin to receive applications from candidates interested in the role. The second step in the recruitment and selection process is the preliminary screening of potential workers or candidates (Gitman et al., 2018). During this second phase, the selection process will reduce the pool of candidates from a large number to a more manageable group of between three and ten people who will be available for interviews. The third part of the selection procedure involves contacting the candidates who were shortlisted to perform an in-person or online consultation.

During a job interview, an applicant will be questioned either by their direct boss or the recruiter to assess how well they meet the position’s requirements. The interview offers some insight into the verbal fluency and sociability of the interviewee. It also provides the opportunity to ask the candidate about the job and market the position to the interviewed person. The final step is to offer employment to the candidate who demonstrates outstanding performance during the interview while considering knowledge and experience. Another factor that should be considered is the individual’s familiarity with the community in which the educational institution is located.

Importance of Sequence of Steps in the Selection Process

The process of acquiring qualified candidates for a particular position is known as employee selection. This method’s objective is to match the requirements of a job description with the experience, competencies, and qualities of individuals applying for the position (Nabeeh et al., 2019). It makes it easier for the interviewer to find the inner traits of the applicant, which in turn makes it easier to make the correct decision.

Conclusion

Recruiting educational personnel such as administrators, instructors, and subordinate staff varies from one educational institution to the next based on geography, community, and the agency responsible for recruiting academic employees. Education employees include administrators, teachers, and subordinate personnel. In addition to institution size, the number of open positions is also examined during the hiring process. Compared to smaller educational institutions, well-established schools’ selection processes typically require more time and effort. Referrals are one example of a recruitment approach that does not require a significant time commitment on the recruiter’s part but has the potential to be more effective than other methods for attaining the same objective. The entirety of the recruitment process is essential because it enables firms to acquire qualified professionals with prior experience and knowledge of the educational system. It subsequently leads to more significant outcomes for the learners.

References

Acikgoz, Y. (2019). Employee recruitment and job search: Towards a multi-level integration. Human Resource Management Review, 29(1), 1–13. Web.

Gitman, L. J., McDaniel, C., Shah, A., Reece, M., Koffel, L., Talsma, B., & Hyatt, J. C. (2018). Employee Selection. Introduction to Business. Web.

Nabeeh, N. A., Smarandache, F., Abdel-Basset, M., El-Ghareeb, H. A., & Aboelfetouh, A. (2019). An integrated neutrosophic-TOPSIS approach and its application to personnel selection: A new trend in brain processing and analysis. IEEE Access, 7, 29734–29744. Web.

Sudibjo, N., & Sutarji, T. (2020). The roles of job satisfaction, well-being, and emotional intelligence in enhancing the teachers’ employee engagements. Management Science Letters, 2477–2482. Web.

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