Recruitment, Selection and Training

• • “The right person for the job will have a degree in education and experience of working with students of a similar age to those they will be teaching.
• Recruitment is the process by which a job vacancy is identified and potential employees are notified.
• Selection is the process of assessing candidates and appointing a post holder.
• Job Analysis involves investigating the requirements of a job to identify the tasks and skills required.
• A Job Description identifies tasks and responsibilities involved in the job.
• A Person Specification outlines the characteristics the candidate both needs to have and those which are desired, for example skills and qualifications.
• A more focused environment with less distractions increases a workers motivation as they feel valued by the company to have money spent on their improvement.
• Less stressful compared with on the job as individuals are not learning skills and doing tasks as they go along.
• Individuals teaching the courses are trained to train.
• There is a greater chance to gather specialist skills in a training environment.
• Training is more expensive than on the job learning.
• Employees may fail to see the link between training and workplace.
• Employees are taken away from production so the company is losing money during training.
• There is a risk that the course may be the wrong one for that member of staff.
• Stick-ability in recruitment refers to the ability to compare the internal and external recruitment of candidates, identify the costs of recruitment, discuss and compare different types of training, and answer sample exam questions based on the topic area.
• The stages of recruitment include advertising the vacancy, writing a job description, writing a person specification, shortlisting candidates, conducting interviews, and writing a job description.
• A new chemistry teacher would need a degree in science.
• Vacancy may have to be advertised externally.
• Fresh candidates bring new ideas and enthusiasm to the business.
• External candidates have not become tired or bored with the business and are enthusiastic so possibly likely to work harder.
• The recruitment and selection process involves costs such as the cost of the advert, agency fees for a temp to cover the position until it is filled, the wage of the new employee, loss of productivity while new employee is inducted, loss of management time taken up with the recruitment process, and hidden costs such as up to half of all new employees leaving in the first year.
• Induction training is given to new workers to ensure they are familiar with the workplace, able to do their job, feel part of the organisation, and quickly become productive for the business.
• On-the-job training involves coaching or mentoring while doing the job, assistance and advice provided by those more experienced to those less experienced, and specific training needed for the job.
• Off-the-job training involves work at home or courses at company training centres/colleges, learning through demonstrations, talks, and lectures, and experimental learning which involves role playing, games, team building tasks etc.
• The recruitment process begins with identifying the vacancy, writing a job description, writing a person specification, shortlisting candidates, conducting interviews, and writing a job description.
• • External candidates may be more qualified for a position than internal candidates, as they are not limited by the skills set they already have.
• Patient, good at design, eye for colour, outgoing personality etc
• What kinds of skills; driving, typing, using machinery etc
• The recruitment process includes stages such as advertising the vacancy, candidates applying, being shortlisted, interviewing, and potentially participating in another recruitment activity such as an assessment centre.
• The business may advertise the vacancy inside the company through newsletters, e-mails, meetings, etc.
• The business may advertise outside the company to expand the pool of candidates to choose from through newspapers, speciality magazines, online, jobsite, job centre etc.
• Teacher’s jobs are posted on the Times Educational Supplement or TES website.
• The recruitment process includes stages such as advertising the vacancy, candidates applying, being shortlisted, interviewing, and potentially participating in another recruitment activity such as an assessment centre.
• The business may advertise the vacancy inside the company through newsletters, e-mails, meetings, etc.
• The business may advertise outside the company to expand the pool of candidates to choose from through newspapers, speciality magazines, online, jobsite, job centre etc.
• Teacher’s jobs are posted on the Times Educational Supplement or TES website.
• The recruitment process includes stages such as advertising the vacancy, candidates applying, being shortlisted, interviewing, and potentially participating in another recruitment activity such as an assessment centre.
• The business may advertise the vacancy inside the company through newsletters, e-mails, meetings, etc.
• The business may advertise outside the company to expand the pool of candidates to choose from through newspapers, speciality magazines, online, jobsite, job centre etc.
• Teacher’s jobs are posted on the Times Educational Supplement or TES website.