Southwood School: Recruitment and Selection

NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.

NB: All your data is kept safe from the public.

Table of Contents

Introduction
Evaluation of recruitment methods
Analysis of selection methods
Summary of the findings and factors for improvement
Conclusion
References

Introduction

The process of human resources recruitment and selection is a vital part of the human resources management. It determines the level of professional abilities of the candidates in order to select the future employees. Southwood School conducts this process in the few stages with the application of different methods, approaches, and strategies to select the most successful candidates for the job.

The first stage of the process is the recruitment of the potential applicants for a job by means of reaching out and informing them about the vacancy; the second stage is selecting applicants by testing, interviewing, and teaching methods. This paper’s objective is to evaluate and analyze the procedures used by Southwood School in their effectiveness in the recruitment and selection process.

Evaluation of recruitment methods

The recruitment strategy used by the Southwood School can be considered quite old-fashioned because they traditionally used to rely on the specialized newspaper publication to advertise their new vacancies (Robson, 2008). However, in the modern situation on the market, the organization cannot rely on the single recruitment method, which moreover, is using the traditional media.

The aim of the recruitment process is to attract as many successful candidates as possible, and at the same time, provide them with the most essential information about the organization the HR manager is presenting, and the details about the position itself.

The traditionally used by Southwood School letter with details how to apply, brochure about the school, and application form is insufficient. Through the new media of specialized websites and social networks, there are opportunities to reach out to a larger number of candidates, and may attract more diverse candidates since the Internet has resources to draw different types of applicants.

Analysis of selection methods

The selection process arrangement used by Southwood School to select the most appropriate candidates is the combination of interviewing method, testing and the teaching methods. The interviewing method includes several stages.

The informal part of the interview allows the candidates to influence the course of the conversation, which is a way to present the best qualities they can offer, whereas at the second stage of selection by interviewing, the formal part, the questions are structuralized, and the course of the conversation is determined by the interviewing panel.

The combination of those two approaches allows the maximum use of the interviewing the applicants.

Testing methods encourage candidates to use their cognitive abilities, such as verbal skills, whereas personality test assists the management in ascertaining if the applicant meets the requirements of the social and interpersonal skills of the teacher.

The more complex teaching methods involve the assessment of the applicant’s work in class by his or her fellow teaching staff, who are qualified enough to evaluate the professional and managerial qualities of the candidate.

Summary of the findings and factors for improvement

The recruitment stage of the hiring process at Southwood School needs modernisation since it does not appeal to a sufficiently variable types of potential candidates. In order to improve it, HR management can engage the new recruitment resources, using the Internet, and reach out to a larger number of applicants.

The process of selection includes detailed and careful studying and observation because it is supposed to identify various characteristics of the future employees the company would have. However, it needs to employ more varied forms of the teaching tests and ensure its adequate assessment.

Conclusion

In conclusion, Southwood School needs to focus their attention on modernizing the recruitment methods and ensuring the application of varied forms of the selection process with the emphasis on the teaching method.

References

Robson, F. L. (2008). Southwood School: A Case Study In Recruitment And Selection. Alexandria, VA: Society for Human Resource Management.

Click Here To Order Now!