HR Case Evaluation (Recommended Selection Methods) Report

This report provides an HR case evaluation, focusing on recommended selection methods for Southwood School. The report analyzes the importance of effective recruitment and selection procedures, emphasizing their impact on workforce allocation and cost reduction. It recommends teaching observation, formal structured interviews, and online testing as suitable approaches. Teaching observation allows senior educators to assess potential employees' skills, while structured interviews provide a standardized approach. Online testing increases recruitment speed and efficiency. The report highlights the benefits of each method, supporting Southwood School in optimizing its recruitment process and aligning with its values. The conclusion emphasizes that by implementing these methods, the school can improve its recruitment process.

Running Head: HR Case Evaluation (Recommended Selection Methods) 1
HR Case Evaluation (Recommended Selection Methods)
Student’s Name
Date of submission
Institute of afflation

Running Head: HR Case Evaluation (Recommended Selection Methods) 2
Table of Contents
Introduction 3
Teaching Observation 3
Formal Structural Interview 3
Online Testing Process 4
Conclusion 5
Reference 6

Running Head: HR Case Evaluation (Recommended Selection Methods) 3
Introduction
Effective employment has a direct relationship with the recruitment and selection procedure.
A strong staffing procedure allows the allotment of the workers as per their competencies and
the occupational requirements (Michael et al., 2017). An optimum recruitment procedure
reduces the time complication in searching, hiring, and interviewing of the potential
employee. Furthermore, an effective recruitment process reduces the cost of the recruitment
(Krishnaveni and Monica, 2016). The objective of each corporation is to employ applicants
that demonstrate maximum talent and competency. After reviewing the Southwood School
case study it is reflected that teaching (in-field) observation, online testing, and formal
structured interviews are the appropriate employee selection approach for the organization.
Teaching Observation
This approach is of tremendous value in the selection process, because it allows the senior
educators to find precise knowledge and abilities in the potential employees. Competencies
such as: the unique knowledge that the learners bring to course, innovation in education
methods, subject knowledge, communication skills, and the capability to occupy students can
be evaluated. This process pronounces ways to discover if the applicants are good educators
in a comprehensive sense (Michael et al., 2017).
Formal Interview
Another method to achieve the required results is the formal structured interviews. A
structured interview is where all the queries are prepared before the requirement process.
Here the deviations of replies are negligible and possibilities of optimization within the time
constraint are increased (Krishnaveni and Monica, 2016). Previously in this method of
selection board associates of Southwood School hardly met before the schedule interview.
The reason for the same was time constraint. By using this approach there is no need to

Running Head: HR Case Evaluation (Recommended Selection Methods) 4
define the questionnaire individually as all the question set is prepared well in advance, and
hence, stakeholder objections are reduced.
Interviewers just need to play the neutral role and can process the requirement in the
friendly and casual way. In the market, several ways are available to conclude the structural
interviews for close ended questions and open ended questions or a combination of the same
based on the organizational need (Goodman and Sandra, 2017). Last but not the least, this
approach can be used to organize the selection and recruitment through the online recruitment
method without the need of complicating the process. This is applicable since, technology
helps in managing the vacancies efficiently and organizes procedures.
Online Testing Process
This approach can increase the speed of recruitment and rationalize management. By the use
of resources management, we can also handle the bulk of applications in a reliable way.
Furthermore, we can records the answer easily through the feedback form for the applicants
(Goodman and Sandra, 2017). As all the questionnaire are already the part of online
assessment there is no need to arrange the questions repeatedly. Other than that, these online
assessments can generate result quickly so the applicants and examiner need not wait for a
long time. Other advantages of this process are:
 More reliable and attractive than the paper based assessments (Goodman and
Sandra, 2017).
 Eliminates the human error as the queries asked the candidate were commonly
having the high reliability to carry out the identical use of the official scoring
structure.
 Management can have a record of all the applicant at the single platform whether a
candidate is selected or failed in the recruitment process (Goodman and Sandra,
2017).

Running Head: HR Case Evaluation (Recommended Selection Methods) 5
Conclusion
Through applying all these finer practical approaches, Southwood School can carry sound
results in their recruitment process. On the other hand, some unsuitable aspirants could be
avoided if this improved processes are implemented with alignment of the school values.
Moreover, these processes can also help in declining the number of employees parting away
from school and also increase the percentage of internal staff contribution.

Running Head: HR Case Evaluation (Recommended Selection Methods) 6
Reference
Goodman M., Sandra M. (2017). Creativity and Strategic Innovation Management:
Directions for Future Value in changing time. Taylor & Francis. Retrieved from:
https://books.google.co.in/books?
hl=en&lr=&id=bjklDwAAQBAJ&oi=fnd&pg=PP1&dq=key+directions+employee+s
election+
%2B2017&ots=SHBgPaJ0Wj&sig=qMzKpsgCcNMs4hwx6uaXHmbuuKM#v=onepa
ge&q&f=false
Krishnaveni R., Monica R. (2016). Employee Engagement: Key Implications for Human
Resource Management Practices. Pacific Business Review International. 9(5).
Retrieved from: http://www.pbr.co.in/November2016/16.pdf
Michael J. Kavanagh, Richard D. Johnson. (2017). Human Resource Information Systems:
Basics, Applications, and Future Directions. 4th edition, Sage publication. Retrieved
from: https://books.google.co.in/books?
hl=en&lr=&id=3TxbDgAAQBAJ&oi=fnd&pg=PP1&dq=key+directions+employee+
selection+%2B2017&ots=p-
ZQ9ELCh_&sig=_Us2gErbBLFlRyGMfgRAyYWS0go#v=onepage&q&f=false

Running Head: HR Case Evaluation (Recommended Selection Methods) 7
You are currently viewing a