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Case Study

Design recruitment and selection process for the job in which you
currently work or the job at which you last worked (as if why were going to
replace yourself).
Include likely sources of applicants, the appropriate job and persons
descriptions, documentary requirements, guidelines for interviewing and any
testing you consider appropriate, confirmation data if necessary and
selection process.

Job Analysis
(Specification &
Description)
Blank
Application

Test

Interview

Physical and Medical Examination

Reference
Check
Employment Decision

Offer an acceptance

Disapproval by either
party

Figure 1.
Combine Recruitment and Selection
Process for teaching position

RECRUITMENT AND SELECTION PROCESS

Sources of applicants

Shorting the candidate

E
External

Internal

Appropriate job and


persons description
Documentary
Requirement
a. Application form
b. Mental and
medical
examination
c. Other

S
L

Holding selection event

Making Decision

T
M

O
Taking up reference

E
N
T

Inducting new employee

Interview

Test

Figure 2. Separate Recruitment and Selection Process for Teaching Position

Above are the illustrations on how I designed my own recruitment and


selection process in the present job I am working.
Figure 1 displays a combined recruitment and selection part, explaining
two parts of a whole, since after recruiting applicants, selection follows.
Job Analysis is a primary tool to collect job-related data. The process
results in collecting and recording two data sets including job description and
job specification. Any job vacancy cannot be filled until and unless HR
manager has these two sets of data. It is necessary to define them
accurately in order to fit the right person at the right place and at the right
time. This helps both employer and employee understand what exactly
needs to be delivered and how.
A. Job description includes basic job-related data that is useful to
advertise a specific job and attract a pool of talent. It includes
information such as job title, job location, reporting to and of
employees, job summary, nature and objectives of a job, tasks and
duties to be performed, working conditions, machines, tools and
equipment to be used by a prospective worker and hazards involved
in it.
Purpose of Job Description
The main purpose of job description is to collect job-related
data in order to advertise for a particular job. It helps in
attracting, targeting, recruiting and selecting the right
candidate for the right job.
It is done to determine what needs to be delivered in a
particular job. It clarifies what employees are supposed to do
if selected for that particular job opening.
It gives recruiting staff a clear view what kind of candidate is
required by a particular department or division to perform a
specific task or job.
It also clarifies who will report to whom.
B. Also known as employee specifications, a job specification is a
written statement of educational qualifications, specific qualities,
level
of
experience,
physical,
emotional,
technical
and
communication skills required to perform a job, responsibilities
involved in a job and other unusual sensory demands. It also
includes general health, mental health, intelligence, aptitude,

memory, judgment, leadership skills, emotional ability, adaptability,


flexibility, values and ethics, manners and creativity, etc.

Purpose of Job Specification


Described on the basis of job description, job specification helps
candidates analyze whether are eligible to apply for a particular job
vacancy or not.
It helps recruiting team of an organization understand what level of
qualifications, qualities and set of characteristics should be present in a
candidate to make him or her eligible for the job opening.
Job Specification gives detailed information about any job including
job responsibilities, desired technical and physical skills, conversational
ability and much more.
It helps in selecting the most appropriate candidate for a particular
job.
Job description and job specification are two integral parts of job
analysis. They define a job fully and guide both employer and
employee on how to go about the whole process of recruitment and
selection. Both data sets are extremely relevant for creating a right fit
between job and talent, evaluate performance and analyze training
needs and measuring the worth of a particular job.

Blank Application is the position vacant (e.g. Teacher I, II, III) or


any vacant position either new item or position for promotion.
Test is the one the ways to know the qualification of the
applicant. This is a written test that comes into two purposes. In
teaching position, it is used to test the language proficiency of the
teacher applicant. It usually comes as English Proficiency Test (a
standard test). The second test is an Essay Test. It used to test the
communication skill of a teacher (that is, whether he or she is fluent in
the writing the English language, and whether he or she is logical and
critical thinker).

Interview- this is done to deeply and personally know the


applicant. In my recruitment design, it comes into various ways: One
on one interview (face to face interview), panel interview (screening
committee interview the applicant) and buzz interview (a group of
applicants is interview at the same time). The interview also tests the
oral communication skill of the teacher applicant. It should be noted
that a teacher must be observed to have an excellent communication
skill, in which he or she is logical, critical, and fluent.
Physical and Mental Examination This is done as the
teacher applicant has passed the test and the interview. The physical
examination aims to know if the applicant if fit for work and fit to work.
The physical condition of an applicant always matter in any job. On
the other hand, mental examination usually comes a Neurological
Examination (this test is usually given to teachers and police
applicants) this is done to ensure that teachers are mentally
capacitated to teach.
Reference Check this refers to background check. The HR
recruitment refers to the character references of the applicant to know
the employment records of the applicant.
Employees Decision this is a part of the selection process.
After conducting the all the steps in recruitment and the applicant has
passed the series of interview, test, and medical examination, and was
satisfied with the employees record of the applicant, the HR, will
determine the qualification of the applicant, that is whether the
applicant is hired or not. The decision usually favors the applicant.
Offer an acceptance- this is the final phase of the selection
process. This is also the critical phase. It goes with the decision of the
employee, that is whether or not the applicant satisfied the employer
with his or her record. If the applicant has been qualified, the HR offer
an acceptance. It could be noted that there is an arrow that connects
the job specification and offer an acceptance, that is to say whether or
not the applicant meets all what are written in the job specification and
description, that he or she is the one that the employer is looking for.

Case Study:

I am currently working as a new teacher in a private school. Prior


to the job placement and just like any other applicant, I have
undergone in the recruitment and selection process of the employer I
am working with through the Human Resource Personnel.
I was hired and accepted in the job because I was able to pass all
what

were

written

and

stipulated

in

the

job

description

and

specification of the school I was applying for. Job description of a


teacher includes the nature and objective of the job, tasks and duties
to

performed,

and

working

condition.

Meanwhile,

the

job

specification is about my educational qualification (my skills,


experience, physical, and communication skills and others required in
the job.)

Job Description
The hired teacher is required to fulfil all elements of the
Statement of Expectations as Teaching Staff as part of their
contractual obligations. The key duties of the role include:

classroom

management;
maintaining discipline according to the Code of Conduct
basic

teaching,

administration,

using

creative

including

methods

keeping

lesson

attendance

records;
developing curriculum maps, course goals, schemes of

work, lesson plans and syllabi;


devising, writing and producing new materials, including

audio and visual resources and practicals;


preparing and setting assignments, homework, practical

work examination papers and other learning exercises;


marking and grading work, examinations practical work
and assignments

obtaining materials and supplies such as textbooks and

equipment
providing feedback to students and parents preparation of

reports
supervising extra curricular work
keeping
senior
management

informed

about

developments in teaching the subject area and about


the approaches and methods used in the teaching of the
subject to undertake other relevant duties assigned by the
school head
Job Specification

Educational Qualification
Teaching Experience
LET/PBET Rating ( this required)
Specialized Training and Skills
Test (English Proficiency)
Interview (Communication Skills)
Demonstration Teaching (Skill-based)
Physical and Mental Examination

The test given was a standardized one that test that English
proficiency of the teacher applicant like me. It is subdivided into parts
such as: Correct Usage, Analogy, identifying errors, and reading
comprehension.
The interview portion was also a two way process. It has first my
initial interview in buzz session, and my final interview comes in face
to face interview.
Interview Guide:
Professional Experiences
1. What is your philosophy of education?

2. Describe your student teaching experience(s). What are some


of the most significant things you learned from your cooperating
teacher(s)? What did you like/dislike?
3. What is your knowledge of and experience with standardsbased education?
4.What experience have you had with students from culturally
diverse backgrounds?
5. When did you first become interested in teaching?
6. What opportunities have you had to bring multicultural
education into your classroom?
7. Describe your experience(s) working in an urban setting.
8. How well has your college/university prepared you for the
teaching profession?
Instructional Skills
1.Describe the teaching techniques or strategies that are most
effective for you.
2. How
classroom?

would

you

include

cooperative

learning

in

your

3. How would you identify the special needs of your students?


4. What do you include when you write learning objectives?
5. What techniques do you use to keep students actively
involved during a lesson?
6. What methods would you use to assess student learning?
7. Describe different student learning styles and how you adjust
lessons to benefit those differing styles.
8. Do you feel that the teacher should be responsible for
developing objectives or should they be provided in the curriculum?
9. How do you deal with the unmotivated student?

10. Is drill and practice important? How and when would you use
it?
11. What would you do if 50% of your class did poorly on a test?
12. What do you see as the relative strengths and weaknesses of
norm-referenced tests?
13. How would you use authentic assessment?

Technology/Computer Skills
1. How would you incorporate technology in your classroom?
2. What are your computer skills? What software have you used
for instructional or classroom management purposes?
3. Assuming you have adequate equipment, how would students
be allowed to use technology in your classroom?
Classroom Discipline
1. Describe your philosophy regarding discipline.
2. What techniques would you use to handle discipline problems
that may arise in your classroom?
3. What was the most challenging discipline problem youv
encountered and how did you handle it? Were you prepared to
handle this situation? In hindsight, would you have handled this
situation any differently?
4. What kind of rules do you have in your classroom? (Share an
example.) How are they established?
5. How would you create and promote a safe atmosphere in your
classroom?
Classroom Management
1. What is your classroom management plan/style? What are
your goals?
2. Describe what you consider to be the model classroom. What
would a typical day look like in this classroom?
3. Share three interesting classroom management techniques
used in your classroom.
4. When students say they want their teacher to be fair, what do
you think they mean?

Knowledge of Content/Materials

1. What kinds of materials have you used to assess student strengths


and/or weaknesses?
2. What kinds of tests do you like to give?
3. Are there any materials you have used that you find are especially
effective for slow learners or bright students?
4. What coursework have you taken that has made you especially
suited for this position?
5. Wh at kind of materials and supplies would you need to do your best
job?
6. How do you stay current in your field?
7. What curricular changes do you hope to see over the next few
years?
Planning Skills
1. What do you include in your daily lesson plans? How closely do you
follow your plans?
2. Describe a good lesson youve planned and implemented. Explain
why it was good.
3. Describe a time when a lesson was not gong well. What did you do
about it?
4. How would you integrate language arts across the curriculum?
5.How would you go about setting up your reading program?
6. How would you handle varied reading abilities in the content areas?
7. How much homework will you assign? How do you know how long it
will take your students?
Relationships with Administration, Staff, Parents, and Students
1. Describe an outstanding teacher. What makes this educator
outstanding?
2. What does teamwork mean to you? Give an example.
3. W hat should a principal expect from teachers? What should
teachers expect from their principal?
4. What kind of principal would you like to work for?
5. How would your students describe you as a teacher?
6. How do you approach parent/teacher conferences?
7. What do you feel is important to know about your students? How do
you gather this information?
8. Describe your approach with a parent who is upset with you --and
you know you are right.
9. How can you get students to be excited abou t learning?
10. Describe your use of paraprofessional aides and/or parent
volunteers in your classroom.
11. How do you develop self-esteem in your students?

12.How do you keep parents informed about the daily/weekly progress


of their son/daughter? What vehicles do you use to communicate with
parents?
13. What kind of people do you find it difficult to work with and why?
14. Do you want students to like you? Why or why not?
15. What do you value most in a child?
Personal Qualities
1. Why have you selected teaching as a profession?
2. What are your career goals, short term and long term?
3. What makes you an effective teacher?
4. Describe yourself with three adjectives and explain why they were
chosen.
5. What distinguishes you from other candidates?
6. Describe your fears as you begin your first year teaching.
7. If I were to contact your references what do you think they would say
about you?
8. Would you describe yourself as a team player or an individual
achiever?
9. What is your most successful accomplishment?
10.Tell me whom you would like to emulate. Why?

After these, I was given the other required document, like


securing physical and medical examination, accomplishing other forms.
Then, a background check was done, right after the HR made the
decision, and I was hired.