It is standard practise that recruitment be done in a competitive manner. This can be achieved through open advertisement or by closed list advertisement. In the case of open adverts, this can be done in the newspapers or magazines also posted online. This is particularly useful when the organisation is open to recruiting staff both locally and internationally.
However, in a case where recruitment is targeted at local applicants, this can be done through a closed list advertisement. This involves placing the job vacancy adverts in media that is restricted to local media.
It is important that a vacancy advert clearly states the objectives of the job and required qualifications and personality profile. The advert should also include a contact address, a deadline for applications and a description of the application process.
It is also standard practise to put together a recruitment or screening committee that will consist of staff from the human resource unit and from the education team. This committee will be responsible for screening the applications received and recommending the required number of applicants for an interview process. The number of applicants recommended for interview will depend on the number of persons to be recruited. For instance, 6 applicants can be interviewed for one position.
Depending on organisational policy, the mode of interview could be face-to-face or by telephone. The format of the interview process also depends on the skills and capabilities to be tested in the process. For instance, to test an applicants’ facilitation or training skills, they may be required to facilitate a focus group discussion during the interview process.
