Solution Case

Introduction

MC School experienced increased employee turnover, and as a result, a higher level of recruitment activity. This case explores the recruitment and selection strategies used by the school. The first part of the case study introduces the system that was initially used and concludes by identifying some of the system's weaknesses. The second part of the case study discusses the improvements that were made following a system review by the HR Manager.

Industry: Public sector, education (a mixed comprehensive secondary school).

Size: The annual revenue of the organization is more than Rs. 1 million, but it is a government-funded, nonprofit organization.

Staff Size: 120 employees (80 teaching and 40 non-teachings)

Student Body: More than 800 students aged 13-18.

Alternatives sources of Recruitment

Selection of Recruitment resources depend on objectives & feasibility of organization as they are bound to fulfill requirements & imitations. But for the best recruitment processes and to attract potential candidates recruiters must be prepared themselves to be expensive and extensive. MC School is a government funded non for profit organizations so recruitments methods totally depend on funds and budgets they will get from government.

There are two possibilities in Mc School;

1. High Budget for Recruitment

2. Low budget for Recruitment

While Main Objectives are;

1. Attracting Potential Candidates

2. Retained employees

We will present alternatives of recruitment methods for MC School for both of possibilities while keeping in mind main objective of School.

In Case of Low Budget

1. Government Agencies:

Government Agency is a permanent or semi-permanent organization controlled by the government that is responsible for the various administrations of specific functions. Government Recruitment Agencies provide assistance to recruit targeted candidate, matches employers to employees and delivered recruitment services.

Viability:

 This source of recruitment is cost effective

 Gov. Agencies contains wide range of labor pool. Mc School can get through this source to find out a number of relevant candidates

 They also provide training and offer diplomas for school staff and faculty, a good package for Mc School to trained faculty to perform better.

2. SMS Advertising:

Mobile is an interactive mass media similar to the internet so advertisers are eager to utilize and make use of it. This is a traditional source of recruitment through which message about job vacancy spread to a wide range in effective words. Mc School can use this source of recruitment as this is viable.

Viability:

 As competitors are hiring potential faculty, one of the Mc School objective is to attract more and more good candidates. SMS advertisement reached wide array of people so the main objective will be achievable through this source.

 Keeping budget, profits and funds in mind Mc School should use reasonable sources. SMS Advertisement is cost effective so this way would be a fast, economical as well as widespread

3. Former Applicants:

Data of previous employees, rejected candidates or applicants can be utilized for future openings in Mc School. In respective case it's mentioned that more than 75 percent of unsuccessful candidates said they would apply for another position at MC, indicating that the school had made a positive first impression.

Viability:

Managed data about previous employees, rejected candidates or applicants could help HR department to recruit & select for future openings without investing money and time.

4. Customers, Clients and guests:

This is an innovative source of recruitment in which customers, clients and guests are invited to apply for certain job openings through relationship building. Mc School can target educated parents of students or educated experienced clients.

Viability:

 cost effective

 This source will help to recruit potential candidates

 Culture of school is known by parents or clients so this source will lead towards better performance

In Case of High Budget

1. Enrollment agencies and search Firms:

Enrollment agencies recruit for non-exempt and exempt jobs while search firms deals inly for professional job openings. MC School can get assistance of this source by confirming an agreement.

Viability:

 Enrollment agencies and search firms recruitment method is fast as they helps to fulfill job post more quickly.

 They have an access to large labor pool of qualifies applicants

2. Radio & Television:

Advertisement through radio or television could be effective for Mc School as well. But they have to contact with local TV channel as well as local FM station to target respective area audience.

Viability:

Although this source of recruitment is costly but now a day's radio is feasible. In case of high budget cost does not matter for Mc School but to convey massage to wide audience.

One Panel Interview Limitations

Panel interview can be a very effective process providing a great place to explore a candidate's true qualifications. As Mc school had relied on a one panel interview as their only selection method, which is not appropriate for hiring teachers because using a single selection method allows candidates only one chance to sell themselves. As panel interview has certain restrictions. It can be very frightening and uneasy for the candidate and very less time is given to examine the candidate. As HR manager and principal did not think that this method sufficient because it don't enable candidate's communication and lecturing

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