The purpose of staffing models is to ensure that the hiring process is well streamlined and that there is consistency at all times whenever hiring decisions are made in an organization. A good staffing model, therefore, is imperative in recruiting and attracting talent. In addition to this, a good model can also help the management of a business to plan for current as well as anticipated personnel needs. Furthermore, great staffing models can also be able to guide the recruiter on how to carefully identify and hire candidates who are suitable for specific positions. Therefore, in order to achieve the best results during hiring organization heads should be careful in the model they choose as well as how they implement it. This paper examines the different aspects of staffing as used by a daycare facility that handles children aged between 3-10.
Job Requirements
The daycare requires qualified teachers with the right certification, experience and external influences. The position requires individuals with a high school diploma or higher from a recognized institution. The potential candidate must have a minimum of two-year progressive teaching experience attending to children aged 3-10 years. Two issues will be considered at this juncture, the daycare will try to establish the quality of work experience and the duration of the work-related experience. Such an individual must be passionate about helping young kids to learn. They must be able to handle the parents and to address the issues that arise in the course of their work. In addition to the requirements above, candidates must demonstrate creativity and must be self-motivated.
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The above requirements will help in obtaining the right candidates to be shortlisted for interview. It will reduce the number of applicants as it is expected that potential applicants will only be those who meet the requirements. They are what a potential candidate should have to be considered for a position. They also clearly state what the daycare is looking for in a potential applicant. Job requirement will, therefore, support in obtaining teachers with the qualities and qualifications that are desired for the position. Job requirements will help the daycare to improve its accuracy for recruiting the required candidate. Despite reducing the number of potential applicants it helps them to make the appropriate decision.
One strategy that will ensure that all the applicants meet the required experience is to put a clause that clearly states that individual who does not meet the minimum requirements need not apply. Similarly, it is possible to lower some of the requirements depending on their importance to the job. Doing so will give the potential applicants an opportunity as the employer will have a wider space to accommodate individuals who could otherwise be locked out of the entire process.
Long-term Recruitment Plan
The job description should be revised periodically to reflect any changes that might take place. Consultation with the other teachers will help to identify how the roles have changed and the need to update the job description. A job analysis which involves determining the job duties, as well as requirements, will help in developing job description (Mostyn, 2016). The process involves conducting interviews with the other staff and discussing their roles and responsibility. Additionally, job description templates can be useful in job analysis.
A skill gap will be conducted periodically to determine the current skill level of the staff and the desired skills in the future. A comparison is then done between what the daycare has and plans to fill the gaps will be developed. Future recruiting needs will also be considered based on the external environment and industry standards. A plan of action to achieve the desired goals will then be drafted and the required skills will be rated on a scale of five. Skill gaps identified in the process will then be prioritized and if need be a training plan will be developed for the current employees (Mostyn, 2016). In case the skill gaps are significant, new teachers will be hired to fill them. Any new hires must meet the requirements for the position and should pass in all the recruitment steps.
A thorough skill gap will be helpful in identifying the number of new hires. However, hiring needs can also be predicted using other techniques like quantitative methods which can forecast future potential hires for the recruitment plan. The future goals of the daycare will be used to find out if the current employees can achieve the goals and if not the number of additional people will then be calculated. Previous experience can also give an insight into the number of new hires (Mostyn, 2016). Children with special needs, for example, require a teacher with the skills to handle them and therefore the hiring plan must consider the children population and the differences in each group. Available information can be used to generate a table of a hiring plan which indicates the number of potential new hires per year or quarter. Hiring will then be done well in advance to avoid any shortfalls and to provide for training time. Average time to fill as well as time to hire will be maintained to help in planning all the relevant activities.
A review of the previous recruitment plan, as well as hiring habit, will be helpful in evaluating whether there was proper communication and whether the process met the expected requirements. The performance of the new teachers in their probation and their turnover will also be established at this juncture. Similarly, it will be useful in identifying the legal issues or even the experiences of the candidates throughout the process (Moody, 2015). Finally, it will be good to identify needed changes in the recruitment process.
Once the hiring activities are completed, the next step will be to determine the cost per hire and the yield ratio. All recruitment costs are added and divided by the number of new hires. An amount to be paid to the employees in personnel cost will then be forecasted. The hiring process should be efficient for all future hires and help to build a culture that last (Moody, 2015). The entire workforce must incorporate diversity and the interviewers must be well trained and unbiased.
The daycare will also engage retirees who will help to fill some of the identified gaps in the analysis. The retirees are particularly useful given that they have adequate experience and are unlikely to leave soon in search of greener pastures. Similarly, the daycare will not have to develop a training program for the retirees and in any case, they will be instrumental to the new hires in the school as they can help them learn faster. Succession planning is another critical area that must be considered by the plan. The daycare will provide personal development opportunities to the workers. It will also identify the individual who shows signs of leadership and can be entrusted in future to run the daycare. Succession planning will be helpful in future as the daycare will not have any vacuums in future. Similarly, the current workforce is likely to work harder as they are motivated by the prospects of career growth in the daycare.
The daycare will strive to attract the best applicants for the new hires. It is therefore envisaged that aggressive branding will be conducted to attract as many applicants as possible A three-pronged approaches will be used to brand the daycare as the best in the area and why individuals who desire to grow their career in the industry should look no further. The daycare will be branded as offering the best services to the locals and why is the best option for busy parents who are not comfortable leaving their children with the house help. The branding will have to showcase the institution as having qualified personnel and with the required facility to meet the demand of all kids. The second approach will focus on professional development of the employees of the daycare. It will showcase the institution as having the best working environment and facilities in addition to taking care of the needs of its employees. The benefits accrued by the employees will also be identified in the branding to drive the point home. Lastly, the branding will focus on the security and a serene environment. It will try to identify the daycare as the best in the neighborhood to attract new parents who are moving to the town. Having a huge population allows the daycare to pay its employees handsomely, therefore, reducing employee turnover while attracting new applicants.
Selection Processes
Potential candidates can use the traditional way of application forms and CVs. In this case, the candidates will fill an online form and attach a copy of the CV which is then sent to the daycare. The forms address the basic issues to allow proper screening and short listing of the potential candidate. The form will ensure that similar information is obtained from all the candidates and therefore it is possible to compare and shortlist the best candidates. CVs are used for additional information which has not been captured in the online form.
The second form of the selection process is structured interviews. The key requirements of the position are identified and a list of questions is developed. An interview panel will use the questions to interview potential candidates. The scores from each candidate are considered and the candidate with the highest score is selected. Where other processes are involved, the results are used to determine the leading candidate who is offered the job. Even though the interview is structured, follow up questions can be asked to probe or seek further clarification. The selection criteria for the new employees include the value of the employee, their skill set, cultural fit, capabilities and past experiences. The five have an effect of determining whether an employee will be hired or not given that they are supposed to meet some or all of the criteria to be hired. If candidates are unable to meet the criteria, a job advert will be conducted to attract new applicants for the position and the entire process is repeated. Successful employees have the opportunity to be hired in the new job. The daycare must consider the salary package depending on their experience and skill. It also must plan for other benefits and allowances including motivation of the new hire. A new employee must be oriented to enable them to adjust to the new environment and start their work without any problems.
Assessment methods
The daycare uses structured interviews to assess the new employees. They can be used to assess the softer skills in the candidate. The structured nature allows for a standardized rating approach that can be used by the interviewers to determine the quality as well as the effectiveness of the responses given by the interviewee. Another method that will be used is job knowledge cost. It determines the knowledge areas required for performing an assignment. The present technical abilities of the applicant are determined. The previous knowledge of the applicant is determined and inappropriate measures taken depending on the skills and abilities of the candidate. The two approaches are valid and reliable for the kind of work to be performed. Some of the job predictors that can be used to assess knowledge skill and abilities and experience include past experience, training, knowledge on the subject matter and willingness to explore.
References
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Bechet, T. P. (2012). Designing your strategic staffing/workforce planning process. In, Strategic Staffing (pp. 41-76). American management association international.
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Moody, K. (2015). The consultative recruiter: The key to faster fills, more candidates, and happier hiring managers . CreateSpace independent publishing platform.
Mostyn, S. (2016). Recruiting 101: The fundamental of being a great recruiter . Sarah Mostyn.
Whitchurch, C., & Gordon, G. (2013). Reconciling flexible staffing models with inclusive governance and management. Higher Education Quarterly , 67 (3), 234-255. doi:10.1111/hequ.12013
