Westward Academy: Recruiting Resourceful People for Success

An organization is as strong as its people is a precise description of a successful business. It is important that an organization to have the right people, however, this does not come by luck. It is a result of the skillful recruitment of resourceful persons with attributes that much that of the organization. The principal s of human resource management demand that due process should be adhered to during recruitment, selection, and induction of a new staff member to Westward Academy. The school intents to recruit a Head of Department for technology with related teaching responsibilities. Often, it is challenging in the current job market with difficulties associated with staff retention and turnover. The primary purpose of this paper is to highlight the process of recruiting new staff at Westward academy about best practices and relevant laws.

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Recruitment Process

The recruitment process involves identification of job vacancy and analyzing, review of applications, shortlisting, and choosing the right person for the job (John, 2019). It is vital to maintain efficiency in the recruitment process by adhering to the best practices and ensure minimal interruptions, consistency, and compliance with the recruitment process.

Importance of effective recruitment

As the school principal, they would count on the team of teachers to get the job done as they focus on other duties. Finding a good talent to specifically position is challenging, therefore, it is important to develop a recruitment process that will specifically address the skills gap and the motivation to work for the school. A good process ensures the principal finds great employees and deter unsuitable applicants.

Quality Candidate

Attracting quality candidates is the primary goal of each employer. The first step of attracting quality candidates and discourage unqualified candidates is to establish a favorable job description and advertising the position in places that attract the right skills of teachers (Ahsan, 2018). The principal should further research on how other schools with teachers of similar skills pay and the benefits they offer. A considerable number of employees would opt to work where there are more benefits including health and retirement plans despite lower salaries. Effective recruitment enables the principal to get a feel of the job market and pay an employee accordingly. An improper recruitment process and practice often results in high turnover and involuntary separations. Effective recruitment will ensure that a teacher with the right ethics is selected and avoiding job hoppers (Lohrmann & Reichert, 2016).

An effective recruitment process will ensure that the principal saves significant training time and resources through proper selection. It is vital to systematically set questions and specific skills to determine whether a candidate can fill the roles of the job. It helps to boost the confidence in knowing that a detailed recruitment process and selected the right candidate based on the defined metrics (Ellis, Skidmore & Combs, 2017). An employer will not have to constantly replace employees which will save them time and money for the recruitment process and maintaining low rates of turnover. A company incurs expenses as well as resourceful time in advertising, training, and interview process of new employees. Therefore, an initial effective process in selecting the best-fit employees mitigates such issues.

Discrimination is a serious issue among recruiters and when proven in the hiring process in a company, it can result in legal ramifications that would damage the reputation of the company as well as financial damage. Therefore, an effective recruitment process assists reduce the potential of employment-related legal issues. An employee can sue the employer for bias when they feel the process had specific levels of discrimination that resulted in them losing the opportunity. an effective process ensures that employees are not discriminated based on their gender, age, religion, or disability.

Possible methods of recruitment and recommendations

Direct advertising of the position of the Head of Department for Technology with associated teaching responsibilities in a career site is an appropriate technique to get a lot of applications. Moreover, it assists to market the brand and improve the brand image which boots the reputation of the school. However, a drawback associated with direct advertising is the costs associated. Moreover, when the placements of the ads are not done well, this will compromise the applicants and often attract unsuitable candidates for the position.

Consequently, the principal can opt to search for a suitable candidate from the school talent pool database. The candidates who meet the required qualification to head the Department for Technology with associated teaching duties and were not hired can provide good opportunity and save time and resources for the school. The school is searching for a single candidate and often, the majority of hiring decisions often involve a decision established between two or three candidates. This method is a good option for the client since it can save a considerable amount of time.

Additionally, the principal can opt for promotion and transfer option, however, it is not the same thing but the concepts are similar. The principal can opt to promote a junior teacher with the required skills and increase their pay consequently. A transfer involves horizontal movement from another school and assumes a similar position without involving greater responsibility or an increase in pay. Alternatively, the principal can opt to outsource a recruitment agency to conduct the hiring process for the position. However, the costs associated with outsourcing an agency are high, it frees the time for the principal to focus on other issues in the school. Recruitment agencies provide a good option for positions that are hard to fill, therefore, concerning the school does not have enough human resource to focus on the position, considering the option of a recruitment agency is wise.

Advertising and Consideration of Relevant Law

Advertising a job in New Zealand requires that an advert should have clear and relevant information concerning the job to attract suitable people. The principal should include sufficient information about the position and the kind of skills they want to attract. The contents of the advert should include the specific location, title of the job, skills and experience required, the specific organization, and contact information (Watts et.al, 2019). The New Zealand workplace policy requirements stipulate that private sector employee does not have to advertise for a position except when specific agreements on employment are highlighted. The law requires that internal advertisement has to be done first before externally.

Consideration of Application Form

The principal should opt for digital application forms since there is a massive application and they would need to filter the application to get the right fit for the position. They may opt to apply filtering software to remove unqualified applications that do not meet the criteria which can save considerable time. However, this method might also cause applicants with strong skills to be overlooked because of noon-essential qualifications included in the application such as several years of experience.

Selection

Importance of employee selection

The primary aim of employee selection is to achieve an individual and job fit. The selection process is an important stage in the hiring of an employee. The selection process plays a critical role in choosing a candidate that will meet the roles of the position and the goals of the organization. It is vital to assess the various attributes of a candidate including their skills, experience, qualifications, and their overall attitude towards the position of the organization (Fuller, Reynolds & Doherty, 2016). When a selection is done wrong, then the cost and time invested during the induction and training stages will be put to waste. Therefore, the selection process is very vital and should be conducted carefully to ensure the right candidate is picked for the position.

Selection Tools

Interview

No employee selection would take place without having at least a face-to-face interview to further elaborate on the points not included in the application. During an interview, an interviewer not only gives attention to the answers but to how the questions are answered as well. A structured interview also involves follow-up questions to the candidate, while following a certain criterion in grading the feedback from the candidate. Interviews are very critical when selecting the position at Westward academy.

Background Checks

Background checks are imperative in contemporary society. Various people have made mistakes in their previous jobs and although one should not be judge according to their pasts since it will not always judge the way they would behave in their future. Westward Academy is responsible for the safety of both students and other staff in the school. Therefore, a proper background check is critical for the role of a Head of Department for Technology with associated teaching duties. The primary aim is to ensure the honesty of the applicant and the information provided.

Presentation

This is an important tool, particularly for the highlighted position. The applicant is given a specific topic to deliver a presentation within a specific timeframe. This tool is especially important is evaluating the presentation and creativity skills of the candidate. The principal should consider this selection tool to assess the candidate.

Consideration of Relevant Laws

When selecting a successful candidate based on ratings, it is important to reference the Human Rights Act 1993. The most important components of the job are scored, referencing the job description with important skills. When the decision of selection is challenged by an unsuccessful candidate on grounds of discrimination, it may get the referee in trouble when strengths and weaknesses were not properly rated. In some instances, an organization might lack suitable candidates for the position and may still need the position to be filled. Consequently, the principal should consider the Privacy Act 1993 to ensure the selection process does not intrude irrationally on the personal affairs of the applications.

Recommendations

It is imperative to ensure all shortlisted applicants are interviewed and not rushing to a decision and offer an applicant the job before the interview is over. The principal needs to utilize the selection tools to find the right person for the position. It is often a series of trials and errors, some candidates might miss and those might be lucky regardless of the excellent ad thorough selection process. Therefore, the principal should strive to ensure the applicant gets comfortable with the scenario to break down the walls so that they can give honest answers. Depending on the applicant's performance on a selection tool will ascertain whether they will progress through the process of getting the position.

Reference Checks

The principal should do at least two reference checks before they give the applicant the Head of Department for Technology position. The checks are done to get valuable information about the employee especially when the employer has a valuable concern. However, the principal should consider the collected information does not violate the privacy Act of 1993 by unreasonably enquiring about the candidate's personal information. Moreover, the principal should be careful in the screening process and ensure they do not discriminate against an applicant, contrary to the Human Rights Act 1993.

Induction

Importan...