1. The Southwood School is a part of the UK public education sector. Specifically, it is a mixed comprehensive secondary school. With regard to its general functioning, the school could be impacted by uncontrollable external factors such as competition and social, political, and economic structures. For example, Southwood School faces competition from other institutions in terms of academic and athletic achievement. As a result, student enrollment might be affected. Secondly, the age structure of the population, along with its ideas, behaviors, and attitudes could influence Southwood’s operations. Next, it is a government funded, non-profit organization; therefore, Southwood relies on the resources allocated by government and functions within
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Due to concern that best practices were not used and that some inappropriate candidates were hired, the HR Manager reviewed the school’s recruitment and selection methods. She noted improvement areas, which focus on Southwood’s recruitment methods; recruitment package materials; preparation for and consistency of selection methods; lack of internal promotion; and poor communication. In regards to Southwood’s recruiting methods, I agree that the sole use of Times Educational Supplement (TES) is not sufficient. It publicizes a basic advertisement one time, and instructs interested individuals to request an application package from the school. Therefore, it does not provide detailed information, the advertisement might not be seen by qualified and interested individuals, and it creates an extra step, which might dissuade individuals from applying. To recruit high quality talent for Southwood, I feel the school should create a sourcing plan, utilizing a mix of internal and external sources. Successful internal sources could include talent inventories, employee development, or internal job postings. External sources might comprise written advertisements or observation. The effectiveness of the sourcing plan should then be analyzed and revised so that it can be used for future recruiting. Once Southwood has utilized sources, it should develop specific selection methods. Job applications, resume and cover letters, telephone screens, interviews, and job simulations would be suitable. Additionally, reference checks, medical and drug tests, and background checks are appropriate as candidates advance in the recruiting process. Finally, uniform guidelines on employee selection should be available to
Due to concern that best practices were not used and that some inappropriate candidates were hired, the HR Manager reviewed the school’s recruitment and selection methods. She noted improvement areas, which focus on Southwood’s recruitment methods; recruitment package materials; preparation for and consistency of selection methods; lack of internal promotion; and poor communication. In regards to Southwood’s recruiting methods, I agree that the sole use of Times Educational Supplement (TES) is not sufficient. It publicizes a basic advertisement one time, and instructs interested individuals to request an application package from the school. Therefore, it does not provide detailed information, the advertisement might not be seen by qualified and interested individuals, and it creates an extra step, which might dissuade individuals from applying. To recruit high quality talent for Southwood, I feel the school should create a sourcing plan, utilizing a mix of internal and external sources. Successful internal sources could include talent inventories, employee development, or internal job postings. External sources might comprise written advertisements or observation. The effectiveness of the sourcing plan should then be analyzed and revised so that it can be used for future recruiting. Once Southwood has utilized sources, it should develop specific selection methods. Job applications, resume and cover letters, telephone screens, interviews, and job simulations would be suitable. Additionally, reference checks, medical and drug tests, and background checks are appropriate as candidates advance in the recruiting process. Finally, uniform guidelines on employee selection should be available to