Recruitment and Selection Methods: The case of Southwood School

The case of Southwood School reveal some strengths and some weaknesses in their recruitment method. The weaknesses of the Southwood recruitment method include: 

• Only three staff, members were given the mandate of reviewing applications and rating them independently
• Vetting applicants independently without common guidelines 
• The panelists never received training before conducting recruitments to help them recruit the best candidate. 
• Recruitment question was designed independently by the panelists 
• Southwood School recruitment interviews lack consistency
• The recruitment method also lacked a formal scoring system which would strike a debate of who scored the highest according to independent panelists

The weaknesses of the Southwood recruitment method include:

• The revised recruitment method by the HR manager has strengths in terms of testing other capabilities of the applicants
• Additionally, the revised method also dictate a formal scoring system that determines who meets the required threshold to secure the available position
• The advertisement being availed to many applicants attracted a pool of diversified candidates 
• The HR manager emphasizing internal recruitment which encourages retention of talents in the school
• The recruitment method used by the school led to hiring inappropriate candidates

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Southwood School wishes to take this opportunity to inform all candidates that they will be interviewed by a student panel. The initiative does not aim at intimidating any candidate but to allow every stakeholder in the school to represents their interests. Students are the core business of the school and hence their expectations must be met by the candidates. All candidates are requested to cooperate and take it kindly that they will be questioned by students.

Kind regards.