Staff selection2

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
LanguageStyleContent
SimpleFactualA description of the job
clearunambiguousQualifications needed
AttractiveExperience required
Eye-catchingLocation
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 informationType of trainingStaff category
Job description and
person specification
Induction trainingNew staff
Skills trainingNewly 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 (summary
5. 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.

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