3.7.

This is the reference request form for Southwood school for recruitment of teachers. If we look
at the reference request form it pretty much covers so many necessary details about the candidate
and these information is vital for recruitment or selection process in Southwood School. In the
first part of this form it is solely based on the rating system to evaluate professional and skill
characteristics. Then we have the questions about rehiring and job stability status and rest are
basics. But the reference check here is missing. To run a reference check there aren’t enough
additional details or information to rely upon. For that the principal of Southwood School should
ask the reason for his departure from the previous school. Also who referred the candidate
his/her contact information should be included so that the principal can verify the legality of the
request reference form. These additional details and information can be included in the reference
request form.

3.8.

Recruitment and selection should be a two way process because it is important for both the
applicant and the company to ensure that the right position is distributed to the right person.
Therefore, during recruitment and selection, the organization (represented by the manager) and
the applicant seek to determine how likely it is that the appointment will meet their individual
interests. Applicants need to have a realistic picture of the position so that they can determine if
they really want it and if they are good at it. There are two categories we can examine:

1) Person–job fit: The traditional approach to recruitment and selection is based on the view
that organizations need to specify position requirements as accurately as possible before
looking for individuals whose personal characteristics match those requirements. It is
based on the assumption that human behavior is determined by individual factors, and the
clear meaning is that in the selection procedure, those personal factors are accessed and
measured and what is needed for the job.

2) Person-organization fit: When assessing an applicant's suitability, managers need to find

out why an individual worked well in an existing position and see if similar conditions
apply to the new position. This approach suggests that applicants need to more fully
explain the context of their position, including the associated difficulties and burdens.
This incurs new recruitment and selection process costs and additional management time.

For these reasons recruitment and selection should be a two way process.
4.4.

This selection day timetables start from 9:00 a.m. to 5:00 p.m. Here everything is going in a
sequential order. However after reviewing the timetable there is an extra 10 minutes that have
been included in the teaching observation session where the candidates are required to deliver a
20 minutes teaching session to the selected senior teacher so we can exclude an extra 10 minutes
from here. And the other timetables included here do not need modification because of its proper
utilization of time management quality.