Recruitment and Selection Process in Education industry
Posted on: August 03 2018, By : Priyanka Jadhav
The recruitment and selection process is designed to create a system for identifying specific qualifications and traits for a particular position to maximize the possibility of success when hiring a candidate to fill a new or vacant position.
Currently, there is a growing need for more staff in the education field. This is often described as a “teacher shortage,” though this is not entirely correct. While there are areas where not enough teachers are currently available, particularly in STEM fields and foreign language instruction, overall there would be enough available teachers to fill positions if and only if school districts make it a priority to keep and retain existing teachers rather than watch them leave for more lucrative fields. According Stanford University professor Linda Darling-Hammon, “An additional problem is the flight of teachers from less-affluent schools to more-affluent schools. This is strongly tied to working conditions – including administrative support and strong colleagues as well as tangible teaching conditions and salaries.”
In many locations, less affluent schools and districts cannot compete for top-quality teachers because they lack the money and resources to rival more affluent districts. As a result, job candidates disproportionately apply to wealthier schools, and leave the field if they are not hired under those conditions, which limits the pool available elsewhere. Some states and districts have used financial incentives or salary equalization to attempt to combat the issue, but success has been limited.
Even within a successfully and fully staffed school, there are challenges in the recruitment and selection process(Education Sector Placement Consultant in Mumbai) whenever an opening does arise.
Many educational organizations begin their searches internally because they believe that using staff who are already familiar with the organizational culture and who already have experience in similar positions can serve as a shortcut to finding the best candidate for a given opening. On the plus side, this type of internal recruitment (Manpower Consultant in Mumbai) reduces the risk of indolence or incompetence. However, it increases the chances that an organization will remain stagnant and closed to new ideas.
Experts agree that organizations need to recruit from outside the organization from time to time in order to refresh the talent pool and open themselves to innovative new ideas and practices. The most common ways of announcing a job opening, however, can reduce the chances that new people will apply for positions. Many jobs are listed with flyers posted in the organization, on internal job posting networks, or on hiring websites where the position is first advertised and circulated to existing employees. While this helps to ensure that current employees get first crack at an opening, it also limits the ability of outside candidates to be exposed to the job listing. Experts recommend listing a position in a national publication such as the Chronicle of Higher Education and also in publications aimed specifically at minority audiences in order to ensure a more diverse candidate pool.
Once a position has been advertised, candidates submit applications, which are then reviewed by a search committee. This committee is tasked with evaluating individuals in all their unique qualities against the formal criteria and informal expectations for a position. This task is hard enough, but the restrictions placed on search committees by the limits of employment laws can make it difficult to fully assess a candidate’s personality and maturity. One growing area of concern is social media. A challenge is determining whether to review a candidate’s social media feed, which runs the risk of accessing protected classes of information (such as religious affiliation or pregnancy status) but which can reveal inappropriate or potentially compromising online behavior.
While the recruitment and selection process( Education Sector Recruitment Agencies in Mumbai )can be filled with pitfalls, ultimately, a well-designed search process will produce candidates who are well-suited for the position.
Currently, there is a growing need for more staff in the education field. This is often described as a “teacher shortage,” though this is not entirely correct. While there are areas where not enough teachers are currently available, particularly in STEM fields and foreign language instruction, overall there would be enough available teachers to fill positions if and only if school districts make it a priority to keep and retain existing teachers rather than watch them leave for more lucrative fields. According Stanford University professor Linda Darling-Hammon, “An additional problem is the flight of teachers from less-affluent schools to more-affluent schools. This is strongly tied to working conditions – including administrative support and strong colleagues as well as tangible teaching conditions and salaries.”
In many locations, less affluent schools and districts cannot compete for top-quality teachers because they lack the money and resources to rival more affluent districts. As a result, job candidates disproportionately apply to wealthier schools, and leave the field if they are not hired under those conditions, which limits the pool available elsewhere. Some states and districts have used financial incentives or salary equalization to attempt to combat the issue, but success has been limited.
Even within a successfully and fully staffed school, there are challenges in the recruitment and selection process(Education Sector Placement Consultant in Mumbai) whenever an opening does arise.
Many educational organizations begin their searches internally because they believe that using staff who are already familiar with the organizational culture and who already have experience in similar positions can serve as a shortcut to finding the best candidate for a given opening. On the plus side, this type of internal recruitment (Manpower Consultant in Mumbai) reduces the risk of indolence or incompetence. However, it increases the chances that an organization will remain stagnant and closed to new ideas.
Experts agree that organizations need to recruit from outside the organization from time to time in order to refresh the talent pool and open themselves to innovative new ideas and practices. The most common ways of announcing a job opening, however, can reduce the chances that new people will apply for positions. Many jobs are listed with flyers posted in the organization, on internal job posting networks, or on hiring websites where the position is first advertised and circulated to existing employees. While this helps to ensure that current employees get first crack at an opening, it also limits the ability of outside candidates to be exposed to the job listing. Experts recommend listing a position in a national publication such as the Chronicle of Higher Education and also in publications aimed specifically at minority audiences in order to ensure a more diverse candidate pool.
Once a position has been advertised, candidates submit applications, which are then reviewed by a search committee. This committee is tasked with evaluating individuals in all their unique qualities against the formal criteria and informal expectations for a position. This task is hard enough, but the restrictions placed on search committees by the limits of employment laws can make it difficult to fully assess a candidate’s personality and maturity. One growing area of concern is social media. A challenge is determining whether to review a candidate’s social media feed, which runs the risk of accessing protected classes of information (such as religious affiliation or pregnancy status) but which can reveal inappropriate or potentially compromising online behavior.
While the recruitment and selection process( Education Sector Recruitment Agencies in Mumbai )can be filled with pitfalls, ultimately, a well-designed search process will produce candidates who are well-suited for the position.
Share this: