This document outlines various recruitment methods for teachers and their pros and cons. It recommends using a combination of a written exam to assess subject knowledge and a demonstration class to evaluate communication skills. Solo interviews are deemed insufficient. Alternate recruitment methods like advertisements, application forms, CVs, and formal/informal interviews are discussed. Issues with sole reliance on references or an uncoordinated selection panel are also noted. The document advocates properly preparing and coordinating panel members to ask consistent, relevant questions and select the best candidates.

1. Management
Case Study
Case solvers :
Syed Istiaque U Ahmed Shadman Ishrak Chowdhury
Nusrat Zahid Bushra Emdad
Priom Roy Syed Nayamatullah

2. Goals of the presentation:
1 2 3 4
Develop
alternate
recruitment
methods
Show why
one panel
interview is
insufficient
Show advantages
and
disadvantages of
various selection
methods
Outline
for
training
program
for
teachers

3. Skills we
are looking
for in every
teacher
Education
1
Subject Knowledge
2
Communicative skills
3

4. Alternate Methods for recruitment :
Demonstration class to get a idea of the candidate’s
communicative skills
Written exam to determine the candidate’s subject
knowledge

5. Candidates sit for
written exam
Passing candidates get
called for the
demonstration class
Best candidates get the
job
Or, we can combine the first two :

6. More suitable candidates will be
found
More candidates apply
More advertisement

7. BILLBOARD
ADVERTISEMENTS
Social Media
Advertising in more
newspapers

8. Interviews are not sufficient to know about the efficacy of a
candidate
Recommendations are often made
Teachers often fail to ask the right questions
Insufficient panel interview

9. Application form
Advantages
Disadvantages
Certain information can be prioritized
Has only the relevant information
Can be stored for recordkeeping of
the selected candidates
Initially time consuming & tricky to
design
Does not contain candidates’
detailed work experience
Lengthy application forms can put off
candidates

10. Format interviewFormal Interview
Advantages Disadvantages
Candidate decides the
content
Candidates structure the
document
Depends heavily on the skill of the
interviewer
Some candidates might be
nervous at the interview
Inefficient candidates might
be selected
Easy to structure

11. Curriculum Vitae
Allows
candidates to
structure the
document.
The content and
level of detail can
be decided by the
candidate.
Provides a good
opportunity for
candidates to sell
themselves.
Makes it more difficult
for the organization to
make objective
comparisons,.
Different types of
information will be
provided by the
candidates.
Candidates may
omit relevant or
required
information
Advantages
Disadvantages

12. Informal interview
An informal environment can
encourage the respondents to
be open and honest.
This allows the respondent to
talk in some depth, choosing
their own words
More valid information about
respondent’s attitude, values,
opinions can be obtained
Only a relatively small number
of interviews can take place
Time consuming- both
in terms of data collection
and data analysis.
Employing and training
interviewers is expensive, and not
as cheap as collecting data via
questionnaires.
Advantages Disadvantages

13. References
Advantages
Quick recruitment
Official interview or written
exam is not needed
No needed for any advertisement
Disadvantages
Qualified people will not be able to get the job
New ideas will not come up
Bad reference will have long term negative impact

14. Problems in the selection panel
No
coordination
amongst
panel
members
Members
not
prepared
properly
Inconsistency
in questions
Feud over
the
selection of
the right
candidate

15. Solutions
Apprise the
teachers
about the
sectors
basing on
which
candidates
will be
marked
Let the
teachers
selected for
the
interview
panel
develop co-
ordination
Select
teachers
who are
experienced
in their
respective
fields
Teachers
must be
showed or
taught
which type
of
questions
should be
asked

16. THANK YOU.