Limitations of Interviews

The effectiveness of different recruitment and selection criteria of employees has been the topic of research for over 60 years (Sinha & Thaly, 2018).  the effectiveness has primarily been assessed by examine the rates of turnover; job survival and job performance along with organizational issues such as referrals by current personnel, in house job posting and the rehiring of former employees (Zottoli & Wanous, 2000).

Importance of Selection

Reports that it is important to managers to understand the objectives, policies and practices used for selection (Bohlander et al., 2000). Moreover those who are responsible for making selection decisions should have appropriate information upon which to base their decisions. As (Robbins, 1996) observed, organization’s human resource policies and practices represent important forces for shaping employee behavior and attitudes. It is not just that organizational selection practices determine who is hired; the use of the proper selection criteria will increase the probability that the right person will be chosen (Ekwoaba et al., 2015).

It is clear that different selection methods can be used for the selection of employees. The face-to-face interviews are the most common method of recruiting even through it is widely used, it can be unreliable guide to a person’s future performance potential (Garner, 2012).

The organization in which I work, a leading international school, the selection technique which is used in the private school where I attached to is face-to –face interviews followed by teacher demonstrations. The candidates those who are selected through the interviews will be eligible to conduct a model lesson teaching session. There were occasions the teachers those who were selected through above mention selection technique did not performed well. As such it is suggested to apply psychometric test along with the interviews.

The demands of candidates should be examined through the lens of psychometric test for seeking skills. The following testes can be used for psychometric testing (Jenkins, 2001).

1.      Cognitive Test

Eg: Testing about numerical reasoning critical reasoning.

2.      Tests of Specific Abilities

Eg: Testing handling the children

3.      Personality Test

Eg: Checking personality traits – extraversion, agreeableness, conscientiousness, openness, experiences, emotional stability.

4.      Testing for Literacy and Numeracy

Eg: Conducting test of written English and mathematics

Interviews - for selecting prospective employees

There are 3 purposes to a recruitment interviews according to (Garner, 2012).

a)      To create a climate in which the applicant can relax, speak freely and give of their best.

b)      To gather evidence about whether a candidate meets the criteria on the job specification.

c)      To give a realistic, accurate but positive picture of the job and the organization.

The interview has traditionally been the overwhelmingly favoured method of selecting staff. However, blog shows that assessing employees by means of a face –to-face interviews can be a poor method to judge them. This is because interviewers are subjectively influenced by whether the interviewer may ad mine during the interview, for example; a bubbly personality which is not necessary for the job (Garner, 2012).

Halo Effect

In the begging of the 20^th century (Throndika, 1920) denoted an individual’s disposition to transfer an overall evaluation of a judged target to specific characteristics of that target and vice versa a judgmental error as “halo effect”.

It may often be the case that the candidates let one factor out might the other required factor for a better recruitment. For example the candidate shares interviewer’s alma mater or a common interest. The interviewer can be blind to all the weakness of the candidate and spend more time selling the job opportunity than evaluating the candidate (Mulac & Bhaur, 2007).

Moreover, some selection criteria such as work experience, work related skills, examination results and grades are overshadowed by human resource management specialists’ perception of the applicant’s appearance (Chiu & Babcock, 2002). Beauty bias may be activated as better looking applicants are preferred over equally qualified because the employment selection process involves interpersonal relationship (Chiu & Babcock, 2002).

Similar to me Effect

The similar to me effect suggesting that individuals view those similar to themselves most favorably (Sears & Rowe, 2003). Applicant similarity when liked with effect, then influences the interviewer’s perception of job suitability (Howard & Ferris, 1996).

Horn Effect

The halo effects negatively connoted complement is called “horn effect” hinting at an infernal token (Jang et al., 2016).

The horn effect refers to the tendency to limit the overall assessment of an entity due to a single negative dimension or attribute (Rubin, 1982). In context of employee appraisal  (Arnold & Pulich, 2003) make the interesting distinction between the horn and halo effects, the horn effect is specially that which occurs when a manager perceives one negative aspect about an employee or his or her performance and generalizes it in to an overall poor appraisal rating (Macdougall et al., 2008).

References

 

Arnold, E. & Pulich, M., 2003. Personality conflicts and objectivity in appraising performance. Health Care Manager, 22(3), pp.227-32.

Bohlander, G.W., Snell, S. & Sherman, A.W., 2000. Managing Human Resources. 12th ed. New York: South-Western College.

Chiu, R.K.K. & Babcock, R.D., 2002. The relative importance of facial attractiveness and gender in Hong Kong selection decisions. The International Journal of Human Resource Management, 13(1), pp.141-55.

Ekwoaba, J.O., Ikeije, U.U. & Ufoma, N., 2015. The Impact of Recruitment and Selection Criteria on Organizational Performance. Global Journal of Human Resource Management, 3(2), pp.22-33.

Garner, E., 2012. Recruitment and Selection: Hiring the People you Want. In e-book. bookboon.com. pp.1-52.

Howard, L. & Ferris, R., 1996. The Employment Interview Context: Social and Situational Influences on Interviewer Decisions. Journal of Applied Social Psychology, 51(3), pp.42-64.

Jang, W.Y., Lee, J.H. & Hu, H.C., 2016. Halo, horn, or dark horse biases: Corporate reputation and the earnings announcement puzzle. Journal of Empirical Finance, 38, pp.272-89.

Jenkins, A., 2001. Companies’ Use of Psychometric Testing and the Changing Demand for Skills:A Review of the Literature. Center of Economics of Education, pp.1-63.

Macdougall, M., Riley, S.C., Cameron , H.S. & Mckinstry, B., 2008. Halos and Horn in the Assesment of Undergraduate Medical Students: A Consistency Based Approach. Jurnal of Applied Quantitative Methods, 3(2), pp.116-28.

Mulac, J. & Bhaur, A., 2007. Dimensions of Enterprise Hypocrisy with Specifics to Recruitment & Selection. Master Thesis. Sweden: Umea School of Business Umea University.

Robbins, S.P., 1996. Organizational Behavior: Concepts, Controversies, Applications. 7th ed. New Jersey: Prentice Hall.

Rubin, S., 1982. Performance Appraisal: a Guide to Better Supervisor Evaluation Processes. Panel Resource Paper No. 7, in “National Society for Internships and Experiential Education.

Sears, G.J. & Rowe, P., 2003. A Personality-Based Similar-To-Me Effect in the Employment Interview: Conscientiousness, Affect-Versus Competence-Mediated Interpretations, and the Role of Job Relevance. Canadian Journal of Behavioural Science 35(1):13-24, 35(1), pp.13-24.

Sinha, V. & Thaly, P., 2018. A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. Management, 18(2), pp.141-56.

Throndika, E., 1920. A Constant Error in Psychological Ratings. Journal of Applied Psychology, 4(1), pp.25-29.

Zottoli, M.A. & Wanous, J.P., 2000. Recruitment source research: Current status and Future Directions. Human Resource Management Review, 10(4), pp.353-82.

 

 

 

Selection Techniques in Private Schools

Every private education organization’s employee selection techniques play a major role in approaching desired results. Both human and material resources must be blended in correct quantity, quality and time, if they are to be efficiently utilized (Omisore & Okofu, 2014). Teachers’ selection and recruitment mechanism should involve school management. The selection process is reported to be more effective and meaningful when the schools are involved (Zafeirakou, 2007).

Empirical evidence and the literature concur that no amount of staff professional development can compensate for inadequate recruitment, selection and employment practices and poor hiring decisions ultimately lend to staff turnover (Mason & Schroeder, 2010). Teacher turnover has been shown to be damaging to student achievement, especially in lower performing schools (Darling, 2010).

The Selection Process

The selection process is a series of specific steps used to decide which candidates should be hired. The process starts with an evaluation of application forms and ends with the selection decision and/or a job offer. Each step in the selection process seeks to expand the organization's knowledge about the candidates' background, abilities, and motivation, and it increases the information from which HR managers/specialists can make their predictions and final choice (Hsu, 1999). 

Figure 1 The Selection Process

 Source: (Hsu, 1999)

 Interview

The interview is really a verbal test for the candidate. However, unlike a paper and pencil test. There is no crystal clear answer in many of the occasions. Therefore, the questions used in the interview can be improved by analyzing the job description and identify the required critical job competencies (Gusdorf, 2008).

 Interview Format

There are four main types of interview formal according to (Garner, 2012).

1.      a standalone, one-to-one interview

2.      a series of interviews back to back. This could be first with a specialist then a line manager.

3.      a series of standalone interviews on different days.

4.      Panel interviews which can consist of representatives of management, other interested bodies and representatives of important customers.

Maintained that recruitment and selection include sourcing candidates by advertising or other methods, screening potential candidates using tests and interviews, selecting candidates based on the results of the tests or interviews and on boarding to ensure that the candidates are able to fulfill their new roles effectively (Ekwoaba et al., 2015). In private schools teachers are selected in two stages. First they have meeting with management and human resources department along with their curriculum vitae. If the school management is pleased with the qualifications, teachers are expected to conduct a demo lesson which is monitored by the School Management (Uysal & Caganaga, 2018).

Competency based Selection

Competency based selection was first used by David Mcclelland for hiring pursues (Ozcelik, 2006).  competency based employee selection technique involves interviewing each average and each superior job holder to obtained a clear detailed account of troughs, actions and interactions that have enabled each individual to reach specific performance related outcomes in the job (Tripathi & Agrawal, 2014).

 There are six main competencies, which should be observed during the selection process proceeds according to (Bethellfox, 2003).

1.      Achievement and action competencies.

Eg: Achievement motivation, concern for order and quality and initiative

2.      Helping and services competencies.

Eg: Interpersonal understanding and customer services orientation.

3.      Influencing competencies.

Eg: Organizational awareness and relationship building

4.      Managerial competencies

Eg: Developing others, Defectiveness and Team work.

5.      Cog native Competencies

Eg: Analytical thinking, conceptual thinking and expertise

6.      Personal effectiveness competencies.

Eg: Self-control, self-confidence, flexibility and organizational commitment.

E-Recruitment                                                 

E-recruitment, also named as online recruitment, in E-recruitment web-based technology is used for the various process of attracting, assessing, selecting, recruiting and on boarding job candidates (Indira & Rathika, 2020). It has been take as the modern instrument to get highly qualified and effective talented employees who will act as a ladder to achieve the organizational goals (Mwasha, 2013). In e-recruiting recruiters goes online searching for candidates by using special jobs websites and special word like “flipping” (Lievens & Harris, 2003).

 Psychometric Test

The word psychometric refers to the measure of the mind. Unlike other factors like education; skills, experience, appearance and communication, the behavioural attributes and personality of a candidate can be much more difficult to assess during an interview. Organizations can use the psychometric test in their recruitment and selection process to measure the overall evaluation and suitability of the candidates applied for employee vacancy (Ozyer, 2018).

There is a gradual growing awareness that attracting and retaining the talented employee can provide organizations with a sustained competitive advantage (Leary et al., 2002).  Therefore, the use of psychological tests for selection purpose has been increasing in recent years (Anderson, 2005). However, psychological testing is infrequently used in teacher recruitment and selection and is generally unpopular in the profession (Bowles et al., 2014).

 Culture and Fit

Culture fit, which relates to imitating and maintaining the current school culture, was prominent within recruitment and selection process. Indeed, perpetuation of an established school culture has been cited as characteristic of independent schools (Balossi & Hernandez, 2016).

Multiple selection ratings can be combined either by a statistical or a judgmental method (Born, & Scholarios, 2005). This statistical (or mechanical) method uses a formula based on multiple regression analysis. For example to combine interview and test scores. Other simple options include using rationally derived weights based on judgments of selection method validity or the importance of the characteristic derived through job analysis (Carless, 2009).

Conclusion

The range of traditional and newer models of selection techniques are used in employee selection process. Such as, past experience, one to one interviews, Task orientated matching, Competency, Cultural fit, psychometric test, personality test and E-recruitments out of all above mentioned selection techniques interviews and competency based employee selection are commonly practiced in private schools when recruiting employees. Assessment center and psychometric tests are really used in selecting employees in private schools.

The capacity of organization and lack of eligible candidates effect on the selection techniques used for employee selection in private schools. If the selected teachers are allowed to work for the organization for a considerable period of time in assessment center activities, from which reliable and clear information can then be obtained for a better recruitment.

References

Anderson, N., 2005. Relationships between Practice and Research in Personnel Selection: Does the Left Hand Know What the Right is Doing? The Blackwell Handbook of Personnel Selection.

Balossi, M. & Hernandez, N.R., 2016. Peabody Journal of Education. On teacher quality in independent schools, 91(5), pp.672-90.

Bethellfox, C.E., 2003. Jurnal Pengurusan Awam Jilid 2 Bilangan 1. Competancy Based Recruitment and Selection, 2(1), pp.10-21.

Born, M.P. & Scholarios, D., 2005. Blackwell. Decision Making in Selection in The Blackwell Handbook of Personal Selection, pp.286-90.

Bowles, T. et al., 2014. The Australian Educational Researcher. Proposing a comprehensive model for identifying teaching candidates, 41(4), pp.365-80.

Carless, S.A., 2009. The International Journal of Human Resource Management. Psychological testing for selection purposes:a guide to evidence-based practice for human resource professionals, 20(12), pp.2517-32.

Darling, H.L., 2010. Journal of Curriculum and Instruction. Recruiting and Retaining Teachers: Turning Around the Race to the Bottom in High Need Schools, 4(1), pp.16-32.

Ekwoaba, J.O., Ikeije, U.U. & Ufoma, N., 2015. Global Journal of Human Resource Management. The Impact of Recruitment and Selection Criteria on Organizational Performance, 3(Published by European Centre for Research Training and Development UK), pp.25-26.

Garner, E., 2012. Recruitment and Selection: Hiring the People You Want. e-books,bookboon.com.

Gusdorf, M.L., 2008. Recruitment and Selection: Hiring the Right Person. Staffing Management Instructor's Manual. Alexandria,USA: SHRM Academic Initiatives SHRM.

Hsu, Y.-R., 1999. Recruitment and Selection and Human Resource management in the Taiwanies Cultural Contex. MBA Thesis. Business School University of Plymouth.

Indira , V. & Rathika, S., 2020. International Research Journal of Engineering and Technology (IRJET). A Study on Recruitment and Its Present Condition Towards Job Seekers, 7(4).

Leary, O., Lindholm, L.M., Whitford, R.A. & Freeman, S.E., 2002. Human Resource Management. Selecting the Best and Brightest: Leveraging Human Capital, 41, pp. 325-340.

Lievens, F. & Harris, M.M., 2003. International Review of industrial and Organizational psychology. Research on Internet recruiting and testing: Current status and Future Direction, 16, pp.131-65.

Mason, R.W. & Schroeder, M.P., 2010. Principal Hiring Practices: Toward a Reduction of Uncertainty. The Clearing House, pp.186-93.

Mwasha, N.A., 2013. European Journal of Business and Management. An Over-view of Online Recruitment: The Case of Public and Private Sectors in Tanzania, 5(32), pp.2222-839.

Omisore, B.O. & Okofu, B.I., 2014. International Jurnol of Human Resource Studies. Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done?, 4, pp.280,281.

Ozcelik, F., 2006. Human Resource Development Review. Competency Approach to Human Resource Management Outcomes and Contributions in a Turkish Cultural Context, 5(1), pp.72-91.

Ozyer, K., 2018. The Journal of Organizational Behavioural Research. Effectiveness of Psychometric Testing in Recruitment Process, 3(1), pp.293-306.

Tripathi, K. & Agrawal, M., 2014. Global Journal of Finance and Management. Competency Based Management In Organizational Context: A Literature Review, 6(4)(Research India Publications), pp.349-56.

Uysal , M. & Caganaga, C.K., 2018. Educational Research and Reviews. Teachers’ opinions of Human Resources Management Functions in Private Schools, 13(Department of Pre School Education, Faculty of Education, European University of Lefke, Northern Cyprus, Turkey).

Zafeirakou, A., 2007. Education for All by 2015: will we make it? Paper commissioned for the EFA Global Monitoring Report 2008.

 

 

Recruitment and Selection in Private Schools

 

One of the most significant changes in the field of organizations in recent past is the priority given to human resource management. People are very important to organizations as they offer perspective, values and attributes to organizational life; and when managed efficiently and effectively (Ekwoaba et.al, 2015), these human traits bring benefits to the organization. As revealed in Djabatey (2012), this scenario lends credence to the increasing attention paid to the people's aspect of organizational wealth.

However, most recruitment and selection processes have their own identity. But treating job applicants in a professional and positive manner is more likely to leave them; whether they are successful or not with a positive attitude of the organization and how if it has dealt with applicant (Ekwoaba et.al, 2015). Moreover experience can play a major role forward the development and the expansion of the organization while poor recruitments and selection criteria can damage the organizational structure and its goodwill (Ekwoaba.et.al, 2015). The recruitment and selection of employees also provides an opportunity for the organization to present itself in a favorable manner (National University of Ireland 2006).

School is simply defined as an institution for educating children. There are many different types of school in all over the world and every classroom setting is different and each has its own unique benefits. There are two types of schools can be identified commonly. (Liyanage 2014)

1.      Public Schools – (national, provincial, pirivena and semi government or assisted schools)

2.      Private Schools – (autonomous schools and international schools under Board of Investment)

Education is generally state funded and offered free of charge at all levels, including the university level. There are 9951 public schools, 120 private schools and 750 Pirivena (Buddhist monks) in Sri Lanka (Central Bank of Sri Lanka, 2019). The public schools offer curriculum prepared by the Ministry of Education and the private schools offer local as well as British syllabus (Liyanage 2014).

Recruitment and selection is one of the basic functions of Human Resources Management. There is a clear demarcation between recruitment and selection (Christopher et.al, 2018). Walker et.al (2009) explained that the recruitment is the process of attracting a large pool of qualified people for employment. This involves planning for human resource to job design, job description, job analysis, creating awareness among others.

Armstrong (2006) posits that recruitment is aimed at obtaining the right caliber and number of suitable persons to fill vacant positions in an organization. In the view of Darkoh (2014) it is the process of obtaining applicants with the required experience, knowledge, skills, qualifications and attitude for a job vacancy.

According to Zinyemba (2013), there are many challengers that the resource division of an organization may encounter in its recruitment and selection process. Barbar (1998) indicates that there are two important phases of hiring processes that are very essential for good hiring and selection processes.

Education places a vital role in every nation’s evaluations towards the successes. There is therefore the need to ensure that right people are hired Berry et.al  (2011) Observed that there is a conscious effort by educational institutions to recruit qualified and professional teachers since they have direct influence on the learning outcomes of the educational process. The fact that not all schools have teachers with required teaching skills. Therefore there could be loopholes in the recruitment and selection practices of the educational system. The variance between schools in their context of socio economic status and needs plays a very vital role in teacher recruitment in schools. Different Schools have their own expectation and needs when recruiting and selecting teachers.

The costs of recruitment and selection can be staggering; hiring new employees should occur only after careful consideration and only when the organization anticipates a long-term need for additional employees (Gusdorf 2008). Once these principles are agreed and shared it is possible to make more effective decisions about someone’s suitability for job based on evidence rather than ‘gut feeling’ or instinct. Dessler (2002) contends that there has been significant amounts of research examine what skills and qualities employees’ value most in job applicants. Qualifications, work experience and communication or interpersonal skills are the most frequently identified qualities.

I am attached to the one of leading private schools in the Island. The employee recruitment criteria are very much similar the 12 steps mentioned for the recruitments by Garner (2012).

1.      Checking if you have a vacancy

2.      Taking the decisions to recruit

3.      Writing the job description

4.      Advertising the person specification

5.      Advertising the job

6.      Handling the response

7.      Shortlisting

8.      Interviewing and testing

9.      Making selection

10.  Taking up references

11.  Appointing

12.  Managing the new recruit’s start

One to one interviews, competency and past experience are the main key factors used for employee recruitment and selection in the institution. Even through the institute has been providing English medium education to the community fore last 20 years. Its employee recruit and selection criteria have not paid enough attention towards the facts. Such as psychometric test and job satisfaction which will directly effect on employee retention. Working condition, teacher workload, teacher cooperation and students discipline are most important for job satisfaction.

References

 

Armstrong , M., 2006. Strategic HRM. In The key to improve Businees Performance. London: Kogan Page Limited.

Barber, E., 1998. Recruiting Employees:Individual and Organization Prespectives. Thousand Oaks, CA, USA: SAGE Publications, Inc.

Berry, A.B., Petrin, R.A., Gravelle, M.L. & Fammer, T.W., 2011. Issues in Special Education Teacher Recruitment, Retention, and Professional Development: Considerations in Supporting Rural Teachers.

Central Bank of Sri Lanka, 2019. Annual Report. Colombo: Central Bank of Sri Lanka.

Christopher, O.I., Assuming, J. & Agyei, P.M., 2014. European Scientific Journal May 2018 edition Vol.14. Effectiveness of Recruitment and Selection Practices in Pblic Sector Higher Education Institutions: Evidence from Ghana, pp.2,3,4,5,8,9.

Darkoh, M.A., 2014. Employee Recruitment and Selection Practices in the Construction Industry in Ashanti Region.

Dessler, G., 2002. Human Resource Management. 8th ed. Prentice Hall.

Djabatey , E.N., 2012. Unpublished thesis submitted to the Institute of Distance Learning. Recruitment and selection practices of organizations, (A case study of HFC Bank (GH) Ltd).

Ekwoaba, J.O., Ikeije, U.U. & Ufoma, N., 2015. Global Journal of Human Resource Management. The Impact of Recruitment and selectionCriteria on Organization Performance, 3(European Centre for Research Training and Development UK), pp.22-33.

Garner, E., 2012. Recruitment and Selection: Hiring the People You Want. In Recruitment and Selection: Hiring the People You Want. eBooks at bookboon.com. pp.19,20.

Gusdorf, M.L., 2008. Recruitment and Selection: Hiring the Right Person. Staffing Management Instructor's Manual. Alexandria : SHRM Academic Intiatives.

Liyanage, I.M.K., 2014. Education System of Sri Lanka: Streangth and Weakness.

University of Ireland, 2006. Recruitment and Selection Procedures. Maynooth: National University of Ireland.

Zinyemba, A.z., 2014. International Journal of Science and Research (IJSR). The Challengers of Recruitment and Selection of Employees in Zimbabwean Companies..