[icon name="exclamation-triangle" class="" unprefixed_class=""] An update about coronavirus (COVID-19):
Our advice during the current situation is to carry on with recruitment for your schools. We have created guidelines about recruiting and interviewing here.
For additional guidance and advice please contact us.
While conducting any type of recruitment, it is very important to have a clearly defined timetable to work to. This will ensure that the recruitment goes to plan. It will also ensure that all candidates have a positive experience of your school, even if they aren’t successful.
The recruitment timetable should be approached in a logical manner, with specific events happening at designated times as shown below.
- An agreed advert should be posted with a set closing date, usually two weeks from the date of posting.
- Carefully consider the key resignation periods to ensure you are in a position to secure your new appointment within the resignation window.
- Receive applications and review against the specifications outlined in the recruitment pack. This will aid the shortlisting process on the closing date.
- Continue to receive and review the applications against the specifications outlined in the recruitment pack.
- Close the role on the set date.
- Agree the final shortlist and invite the successful candidates to interview. Do this in a written or emailed format, ensuring that all specifics for the day are outlined, i.e. lessons that need to be taught, presentations that need to be done, etc.
- Contact successful candidates via phone and congratulate them. This will continue to portray your school in a positive light.
- Send out invites for interview to the shortlist and confirm their attendance. Ensure that this happens no later than 72 hours from the closing date.
- Should any candidates drop out, refer to the shortlist again and refill with suitable candidates.
- Ensure that references for all the shortlisted candidates are requested.
- Inform all the unsuccessful candidates and wherever possible, provide feedback. This will aid in their own personal development and also support a positive image of your school.
- Conduct the interview process and review the results. Once a successful candidate has been selected, contact them and make a verbal offer.
- Once the successful candidate has accepted, contact the unsuccessful candidates. Again, give feedback to them to aid their personal development and reinforce their experience of your school.
- Start the clearance procedure in lines with legislation.
- Start the onboarding process, to ensure that the new staff member continues to have a positive experience of their new school and transitions smoothly onto your staff.
All of the above is set within a four-week cycle, but this does not need to be over that exact length of time. It could be longer if you wish, however, trying to make it shorter might be a struggle.
If you have any questions about the recruitment timetable, please contact us for guidance.