Employers are always looking for the right staff to fill the job vacancies that they have on offer. Finding the right staff means that recruitment and selection processes are a key factor in the success of any business. In order to be truly effective it is essential that a business has the right kind of personnel. Having people who enjoy their jobs and want to make a success of them can be the making of a company, while uninterested and unsuitable staff can bring a successful business to its knees.
In order to ensure the right kind of recruitment and selection of staff means that an employer should be aware of the kind of skills that they want an employee to have. Employers should also be aware of the kind of transferable skills that will be useful to the company. This means that employers need to be quite specific when they advertise a vacancy. If an employer decides to use the services of an agency in the recruitment and selection process, then he/she should be precise in their instructions to the recruitment consultant.
One of the most important aspects of the recruitment and selection process is to have a clear framework for short listing candidates for a vacancy. This means that an employer should have some idea of what they want to see on a person’s resume or CV and what kind of experience they expect a potential employee to have had. During the recruitment and selection process it is also wise to establish which qualities and qualifications are essential to the job and which are desirable. Once you have your shortlist of potential employees then you have to decide whether a single interview will suffice or whether you want an interview and presentation.
The recruitment and selection process is always easier if an employer can provide a recruitment agency or recruitment consultant with a very specific brief on what they want in an employee. They should also advise the agency/consultant of their own processes of selecting the right candidate. This way the agency or consultant can advise potential candidates at each stage of the recruitment and selection process.
Whoever interviews candidates for a position should be ready to provide feedback on that interview, either to the candidate themselves or to the agency representing them. Before the interview (and presentation if stipulated) takes place the employer should have a definite idea of what they are prepared to offer as an employment package. It is not a good idea to be vague at this stage of the process because it is all too easy to forget that when it comes to recruitment and selection the candidate may also be sizing up their potential employer.
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How and by whom children are educated can have a huge effect on their futures and the kind of employment they can hope to achieve. Because education is so critical to a child’s development teacher recruitment is a very important and highly specialized field. There is a shortage of teachers on both sides of the Atlantic and Governments have invested a lot of money in professional development for teachers and in teacher recruitment.
When it comes to teacher recruitment agencies have two loyalties, the first is to the school or college and the second is to the teacher. Most teacher recruitment agencies are run by people who have themselves been teachers – this makes them among the most apt people for recruiting the people who will be teaching the nation’s children. Schools and colleges usually have to inform the agencies of the type of teaching vacancies they are trying to fill. If there are no available specialists in the area then the agency might suggest that the school begin with a supply teacher until a suitably qualified person can be found. Once teachers’ permission has been obtained then their resumes are made available to schools and colleges looking to fill vacancies that these teachers are qualified for.
In both the UK and USA teaching agencies are now big business. A lot of permanent teaching jobs are being undertaken by supply teachers as teaching is a career where burnout is becoming more frequent. Some teacher recruitment agencies have a database of teachers. The database lists the teacher’s geographical location, their teaching experience and their areas of expertise. Most teacher recruitment is now concerned with addressing shortages in certain areas. For example there is a shortage of math's and religious education specialist in the UK and English, maths, and special education specialists in the US.
Teacher shortages in the UK have become so critical that there is an increased use of classroom assistants. Teacher recruitment has become a priority and the Government has introduced a graduate teachers program. With this program teachers receive pay while they are attached to a certain school and undergoing training. Sometimes they fill a vacancy at the school where they have been training and sometimes they have to apply to an agency for a permanent position. Some teachers will undertake supply teaching until a suitable job comes up. Newly qualified teachers in the UK are guaranteed a certain starting salary but there is still a shortage of secondary school teachers who may specialize in a particular subject. Some newly qualified teacher in both the UK and the US apply for teaching positions abroad. These positions are found at recruitment fairs and through agencies and newspapers.
Recruitment Related Articles
- Exceptional Executive Recruitment
- Graduate Recruitment
- It Recruitment
- Military Recruitment
- Nursing Recruitment
- Online Recruitment
- Pluses And Minuses Of Internal Recruitment
- Role Of A Recruitment Consultant
- Teacher Recruitment
- The Importance Of Recruitment And Selection
- The Recruitment Process
- What Can You Expect From A Recruitment Agency
- What Is Recruitment
- What Recruitment Agencies Do
