Staff Selection

By: Yaseen Taha

Aims

To consider job descriptions. To look at how the qualities needed to do the jobs are

established. To review the selection process from advertising

through to appointment. To outline procedures that might be used for the

induction of new employees.

Job description

Collecting information

Defining the qualities required

Advertising a post

Selection interviewing

Preparation

Chairing

The stages of an interview

Questioning techniques

Assessment

Supplementing interviews

The induction of new employees

Introduction

The starting point for any selection process is, not the job description but the question’ Is the job really necessary?” it is usually assumed that if somebody leaves and there is a vacancy, it must be filled. It may be the case that the duties can be redistributed or that the post is not necessary

What should be taken into account while wording the form of job description?

1.1 Job description

1.1.1 Forms of Job description

Title of job

Location

Principal objectives of the job

Main duties and skills employed

Working environment

Job description form

1 .Title of job: department: Location:

Current postholder: post code:

2. Principal objectives of the job:

3. Responsibilities include briefly the number and titles of posts, and resources directly managed:

3.1 personnel: 3.2 financial:

3.3 organization chart overleaf please show in chart how this post relates to the unit and department

4. Main duties of the post: Approx % of time: skilled required:

5. Special conditions of service (e.g. regular overtime, shift work, unsocial hours, special allowance etc.)

Training requirement Career opportunities Any special terms and conditions of

service

1.1.2 collecting information

If a well-designed job description form is invaluable, the method of completion is equally important. if post is already filled, ask present postholder to

complete it in pencil. Discuss fully, asking questions to get full details. Agree the final version and have typed. Retain one copy and send a copy to postholder or to

new occupant. Revise annually or on change of duties or incumbent.

What are the qualities required of the a particular job?

1.1.3 Defining the qualities required

Physical i.e. age, health, fitness Attainments i.e. education, experience Intelligence i.e. what qualities required Aptitudes i.e. writing skills, mechanical etc. Interests i.e. literature, travel, sport etc. Disposition i.e. cheerful, calm, self-reliant etc. Circumstances i.e. weekend working, travel, car

driving etc.

1.1.4 Advertising a post

What does advertising a post mean? What is usually included in the

advertisement? How should its style be? In what language must it be written?

Advertising a post

Language Style Content

Simple Factual A description of the job

clear unambiguous Qualifications needed

Attractive Experience required

Eye-catching Location

Fringe benefits

salary

What is the purpose behind interviewing process??

2.2 selection interviewing

Information

What the candidates have to offer with what the job requires.

Individual and panel (eliminate bias & cover all relevant topics)

The most common form of selection used in community and voluntary organizations is interviewing. Interviews are more reliable and effective when the interviewers have had training and preparation for their task and when the interviews are well planned and structured.

The aims of a selection interview are: (a)to comprehensively assess the suitability of each candidate for the job in terms of requirements listed in the person specification, and (b)to give the candidates relevant information about the organization and particular job.

What should be prepared for the interview process?

2.2.1 preparation

Preparation (candidate & interviewer)

Time and place will be sent in addition further information

The room where interview is to be held should receive as much attention as a classroom.

Atmosphere… relax

Sitting near each other

Clock or watch

Telephone calls to the interview room should be stopped and a “Do Not Disturb” notice put on the door.

2.2.2 Chairing

The chairperson’s role is crucial, not only has to guide but control the panel, and plan an approach to the form of questioning and making assessments, but must also welcome and set the candidates at ease.

Qualities to be looked for, distinguishing between essential and desirable as in the person specification, and making sure the procedures are clear to everyone.

The way introductions are made can be an important factor in reducing tension.

The candidate … introduced to other members of panel

At the end of interview.. Chairperson asks candidates if there is anything they want to ask or to add.

Chairperson will indicate when the result of the interview might be available.

2.2.3 the stages of an interview

Introduction Explaining the form of the interview Questioning to obtain information Inviting questions from the candidate. conclusion

2.2.4 Questioning Techniques

The aims of the interview are: To enable an exchange of information to take place To assess the candidates’ qualities in relation to the job. To enable candidates to feel they have been given a fair chance.

Good questioning Techniques Open questions like Who?, What?, How?, allow a freer response on the

candidates’ part. Clarifying questions such as I’m not clear about that. Could you explain in a

little detail? To check understanding. Extending questions like Could you tell me a bit more about that? And Could

you expand on that? Linking questions like You mentioned timetabling. What experience have you

had of that?

Checklist for questioning techniques Focus on the past rather than the future.

AVOID hypothetical like: what would you do if the teachers went on strike? Start with general, open questions

USE wh or general questions like:

Tell me about your work in the Kennet School of English Then use funneling techniques

MOVE from general to particular e.g.

Tell me about your work ….. Describe ……….. Please outline ……..

Can you give me an example of …………?

Why ………………..?

when……………….?

what ……………….?

who is “we” ……….?

How………………….?

The following types of questions, unless followed by an open question like why? Do not reveal much about the candidate and tend to close the interview down. Closed questions like Did you have responsibility for

training teachers?

2.2.5 Assessment

Interview…. The search for the qualities required, but evidence collected is easily forgotten, particularly if a number of candidates are interviewed.

Essential to write notes and a summary of conclusions.

2.3 the induction of new employees

To think of kind of training Introducing to the school and the procedures Motivation …… principal will spend some time with

each member of staff.. Introduce him/her to as many staff as possible

A staff induction manual

Welcoming letter from principle Brief history of the institution Statues of the institution if applicable Organization structure Staff names and position held Department areas of responsibility Working conditions Details on holidays, sick-leave, maternity leave etc. Recreational and welfare facilities available Staff appraisal system

Details of any probationary period Where to find details of administrative procedures Where to turn for further advice Trade union representation Equal opportunity policy

Training profile

Source of information

Type of training Staff category

Job description and person specification

Induction training New staff

Skills training Newly promoted

Self-assessment and changing needs of the

organization

Continuous development

Existing staff

Environment including new methods and

equipment

Training for specific needs

Those facing change

Basic components of an article

the Framework of a Primary Research Article

Most research articles adhere to the following format:

1. Title (attractive, short, related, )

2. Author(s) and institution(s)3. Abstract (purpose, sources, method of data collection, results 4. Introduction (summary5. Methodology (sample, research design, data collection procedures, procedures followed)

6. Results (common method is statistics, qualitative..verbal data)7. Discussion/Conclusion (if lengthy maybe separated from conclusion) 8. References

Research topic

o what is the main research area?

o what is the search problem?

o what are the major research questions or hypothesis?

The research context

o what other research studies were conducted in the same area?

o what were their main findings?

o what is the rationale of the research?

o why was it important to conduct the research?

The research method

o what are the main variables of the study?

o which research design was used? (experimental, correlational, descriptive,

multivariate, ethnographic)

o Description of the population, sample and selection procedures

o The data collection procedures- information about their development, reliability, validity, pilot study

o Description of the data collected

The data analysis

o What are the specific data analysis procedures used?

o Were they quantitative, qualitative, or both? The findings

o what were the main findings?

o what does the researcher conclude from them?

o how does the findings relate to the research context and to the underlying theories?

o What aret he implications of the findings?

o what recommendations does the researcher make based on the findings?

o what recommendations are drawn from the results?

Criticism of the research

The statement of the problem The identification of the hypotheses The description and definition of the variables The appropriacy of the design of the study The appropriacy of the instrument The appropriacy of the data analysis procedure The consistency of the results with the analysis Whether the conclusion, implication and recommendation are

warranted by the results.

Thanks for listening