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

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