Recruitment in Schools and Children's Centres
Recruitment for a vacancy is more than just advertising a post. There are a number of elements to consider before you can start the selection process.
This involves assessing the current role profile to see whether it is still fit for purpose and the role is still required. Once you have ascertained that a role is vacant, you will need to gather information to place in the advert - start date, interview date, pay, hours, details to entice potential applicants to the role - what are your school's unique selling points?
As a minimum, all posts should be advertised within the county unless there are substantial internal organisational issues to resulve for staff with employment protection rights. 'Education Hampshire' is ideally placed to advertise vacancies, receiving over 100,000 hits a month, and the service is free to schools with a full Service Level Agreement.
Prepare for Shortlisting
Shortlisting is about identifying who you want to interview based on who meets your criteria as oultined in your person specification. You can only do this after your closing date once all your applications have been received.