The Goals Of A Recruitment Process Within A School District

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The goals of a recruitment process within a school district are to identify all viable applicants and to motivate individuals to seek employment within your district. The importance of recruitment within a district lies heavily on the change in dynamics as it relates to federal legislation and such. There have been so many more demands placed on districts and teachers that finding the best possible candidate for a position is of upmost importance. The reliance on old ways of recruiting is no longer always effective either. “Walk-ins” are not always as available as in the past, there are more buy-outs and turnovers within current staff, new positions are always being created to meet the higher demands, and special talents are needed to…show more content…
In order to determine any internal factors a diversity analysis can be conducted. This assessment will most likely reflect the number of protected class persons employed within a school district. It may also show the type of positions the protected class persons hold.
Permissive employment policies are those policies that are not federally mandated, however they should be written in order for some situations to be clear, concise, and enforceable. Permissive policies require no definitive stance but provide a district with options for informing the recruitment process as well as legitimize it in regards to your school district’s norms and expectations. Examples of these policies can include nepotism, conflicts of interest, credentialing, residency requirements, and probationary periods.
The next step in the recruitment process would be to derive a job description. An initial step to this is to conduct a job analysis. A job analysis is used for collecting and summarizing information according to established guidelines. The information obtained also sets standards and performance expectations for employees assigned to these positions. Several different procedures or sources can be used in this process. Included in these are interviews, observations of the actual job, questionnaires, supervisory input, published literature, and the use of experts. Once this job analysis is

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