Reference no: EM133097949

CASE STUDY

Blue Berry Community College (BBCC) has, for many years, relied upon a single method of recruiting for teaching positions. It advertises in the Times Educational Supplement (TES). Basic information is placed in the supplement and interested candidates are instructed to contact the school for an application package with details on how to apply. Other colleges also advertise using TES, public newspapers and college websites where application packages can be downloaded.

Heads of department at BBCC collect application packages from prospective applicants to their departments, along with the names of two referees. Shortlisting is done by academic staff in the respective departments. Training on how to carry out this process is not provided for these members of staff. Selection of candidates is contingent on satisfactory references.On the day of the interview, the principal welcomes applicants after which they are taken on a tour of the campus. This is followed by a 20-minute informal interview by academic staff then a lunch break. The second interview, lasting 30 minutes, is conducted by a team of Principal, HR Manager, Head of Department and Senior Teacher. Candidates wait while the panel decides by voting as no scoring is done. The successful candidate is then called and informed while the others are told thanks for their participation and dismissed.

A. Upon analysis of BBCC's recruitment and selection process, highlightFOUR (4) areas of weakness.

B. Explain to BBCC TWO (2) other internal or external sources of recruitmentwhich can be used.

C. Make a recommendation to the HR Manager on how to improve selection.