Townley (2014) suggests that the function of selection is of crucial importance in the process of hiring a candidate for the right vacancy. Selection is all about choosing the right candidate for the right kind of job from a pool of candidates such that he posses the required knowledge and skill set to perform the job with efficiency and effectiveness. If the process of selection is not performed properly, then incapable candidates become part of the organization where they fail to meet their goals and expectations and then human resource department is blamed for it (Dipboye, 2014).
In the given case study, it is mentioned that SouthWood School makes use of conventional techniques of selection which is based on screening the applications, then candidates with more or less matching requirements are filtered out for interview. During the interview session, the candidate is asked several questions from members of panel about background, experience, subject knowledge etc. However, it was realized that only the technique of interviewing was insufficient to hire teachers with right skill set and knowledge as most of them were not interacting with students’ well and also possessed poor lecture delivering skills. Job postings were done only in a weekly newspaper by SouthWood School-later, it was proposed by the HR team that by vacancy advertisements must be given in other newspaper as well as on the website of school too so that more educated and capable candidates can avail the opportunity for job application. By having a strong IT team, the data of job applicants can be saved and used later when needed. Job posting ads can be sent to the applicants via email along with information of what the organization does and what is its expectation. Basically, SouthWood School needed a thorough reviewing of its recruitment practices and new techniques must be adopted specially those related to technology so that it could invite more applications and by hiring the best of the candidates, stay ahead in competition.
The HR management also suggested that apart from the interviewing technique in selection process, other measures can be used in combination so that the best of candidates can be chosen for the job. These include internal promotions, lecture demonstrations, psychometric analysis and assessment centers.
Employee Referral
Apart from promoting internal employees to higher ranks or choosing external candidates from the pool of applications, employee referral program can be seen as a good method of selection. The existing employees refers candidates which he think might be suitable for vacancy and if the candidate gets selected and started delivering results, then the employee is given some bonus amount against it. Employee referral program benefits both the organization as well as the employees. The organization saves its advertisement and hiring costs by trusting the talent of candidates the employees bring and the employee, in return feel motivated and valued.
Interviewing the candidate successfully without actually observing how he will deliver lectures to students is not sufficient for selection. The confidence and grip on subject matter can be observed better in a classroom setup where small demonstration session is delivered.
Psychometric Analysis
Sesil (2014) proposed that selecting candidates on the basis of educational record and experience is not sufficient as knowledge about the candidate’s psychology and response in certain situations is also necessary to have. Selecting a capable candidate who has zero confidence in front of crowd or who lacks communication skills can be eliminated by the use of psychometric analysis.
Interview sessions are not enough to ensure that a candidate matches the job description perfectly unless his knowledge and skills are tested thoroughly. A written test based on the subject knowledge needs to be conducted online so that transparency in the selection process can be made certain.
It is essential that SouthWood School reviews its selection methods frequently so as to ensure that more applicants express their interest in the vacancy announced and more applications means that best of the candidates get selected for their capability and personality traits. Feedback from candidates must be welcomed after a brief interview and intro session so that any weaknesses in the selection process can be mended.
References
Dipboye, R. L. (2014). The role of communication in intuitive and analytical employee selection. In Meeting the challenge of human resource management: A communication perspective. p40-51.
Sesil, J.C. (2014). Applying Advanced Analytics to HR Management Decisions: Methods for Selecting, Developing Incentives and Improving Collaboration. New Jersey: Pearson Education, Ltd. p81-99.
Townley, B. (2014). Selection and appraisal: reconstituting. New Perspectives on Human Resource Management (Routledge Revivals), p92.
