STAFF SELECTION

STAFF SELECTION

1. JOB DESCRIPTIONS

   • Becomes a concise descripiton of normal duties as well as a clear statement of occasional subsidiary activities.
   • Form of job descriptions
     • Features:   Title of job, department, location, current postholder, postcode Principal objectives of the job Responsabilities, personnel, organization chart  Main duties, approx time, skills required Working environment  Training requirements Career opportunities Special conditions of service
     • Collecting information
       • A line manager, after a well-discused job description, completes a job description form which stands as a guide to tasks and performance
       • Defining the qualities required
         • A manager defines the qualities needed to fill a post,
   • Advertising a post
     • Wether recruitment is to be internal or external, the intention is to produce a reasonable field of candidates suitable for th ejob and motivated to accept it. Featuring: content (job description form), a factual and attractive style and a simple and clear language. 
     • Selecting on paper
       • An application form assures standard information on each candidate and ensures that the number interviewed are not excessive.

2. SELECTING INTERVIEW

   • Extend of the interview:45min Interview no more than maximum of 6 people.  Purpose of selection is to collect information about the applicants, wihch is necessary in order to match what the candidates have to offer whit what the job requires, as defined in the job description and person specifications forms. 
   • Preparation
     • Planning is almost as important as the actual interview. Interviewers must prepare: job description and person specificaiton forms, applicants and references. They need to make notes. Candidates should have been sent details fo the post, including conditions of service, the time and place of interview and further information about the school. 
     • Chairing
       • An interview pannel needs to be formed in which a chariperson must be choosen. This chairperson has to guide and control the pannel as well as the pace, plan an approach to the form of questionaing  and the making of assesment, and welcome and set the candidates at ease.
   • Stages of an interview
     • 1. Introduction of interviewers 2. Explaining the form of the interview 3.Questioning to obtain info 4, Inviting questions from the candidate 5. Conclusion (indicate when the result of the interview migh be available and how it might be communicated)
     • Questioning Techniques
       • . Open questions 2. Clarifying questions 3. Extending questions  4. Closed questions  5. Leading questions 6. Double-barrelled questions 7. Listing alternatives 
       • Assessment
         • As a candidate leaves a room it is essential to write notes and a summary of conclusions.
         • Supplementing interviews
           • Ussually used after conclusions have been reached at the interview. In that way such tests act as a confirmation and checks. (like personality, intelligence or aptitude tests)

3. INDUCTION OF NEW EMPLOYEES

   • Before the arrival of the new employee, it is importatn to have a training. It could be a staff induction manual, a walk around the shoool and introduction to as many staff members, and information about the school and its procedures.