Recruitment and Selection Process
Selecting and recruiting teachers for high school is done through several steps. It begins with recruitment – schools actively search for qualified teaching candidates; hence, the phase involves advertising vacancies, reaching out to potential people, and stating the qualities needed in a successful applicant. Selection is the next step – candidates are evaluated, which is why their personalities, cognitive abilities, and references are correctly assessed (Watermann et al., 2021).
Background checks are a critical part of this process because they ensure that teachers have a good and clean record since there are ethical standards in any school. As a result, the hiring comes next, and here, the best candidates are chosen based on their teaching philosophy, qualifications, and ability to contribute positively to the school. It should be stated that selecting the fit candidates is about superb evaluation at the end of the day.
Hurdles High School Teachers Encounter
High school teachers tend to face problems and tall barriers during their careers. Discrimination in the hiring process is an issue that should be noted. Budhwar et al. (2023) report that today’s recruitment process can be biased and discriminatory, even if the entire process is digitalized with AI. They claim that there is a risk “for racial bias and a tendency against female candidates” (Budhwar et al., 2023, p. 618).
Favoritism is also a hurdle to be concerned about because a group can favor its members instead of others, such as subordinates (Lee, 2023). In addition, the working conditions for high school teachers lack support and resources, which is highly demotivating (Hogue et al., 2019). These factors contribute to the classroom environment by influencing the teachers’ ability to perform correctly and how students learn.
Influence of Teachers on Education
The massive influence of teachers on the overall educational process cannot be overstated. The school itself does not constrain the relationship between teachers and their high school students – it is common for students to keep in contact with their educators as adults with jobs or businesses (Meredith et al., 2019). The diversity factor should also not be overlooked since teachers are role figures to students by default, and they need to see that the members of their communities are successful educators, too. However, the core aim for a teacher is to deliver quality education, and the latter should always be prioritized. This is why it is critical to assess their teaching skills and methods; how they teach differentiates between high-quality and subpar education.
HRM’s Role
HR team’s involvement in selecting and recruiting high school teachers is essential because their role extends beyond mere hiring. They ensure that the selection of teachers is qualified and aligned with the school’s core goals and values. A good teacher with no right fit in the school’s cultural or strategic framework will be a bad addition. HRM teams are deeply involved in integrating strategies that eliminate hurdles – favoritism and discrimination (Lee, 2023). For instance, HRM plays a massive role when a teacher’s values and beliefs conflict with the school’s ethos. They analyze the impact of such conflicts on the school environment and take proper actions, including firing.
References
Budhwar, P., Chowdhury, S., Wood, G., Aguinis, H., Bamber, G. J., Beltran, J. R., Boselie, P., Cooke, F. L., Decker, S., DeNisi, A., Dey, P. K., Guest, D., Knoblich, A. J., Malik, A., Paauwe, J., Papagiannidis, S., Patel, C., Pereira, V., Ren, S., Rogelberg, S., Saunders, M. N. K., Tung, R. L., & Varma, A. (2023). Human resource management in the age of generative artificial intelligence: Perspectives and research directions on ChatGPT. Human Resource Management Journal, 33(3), 606-659. Web.
Hogue, M., Fox-Cardamone, L., & Knapp, D. E. (2019). Fit and congruency: How women and men self-select into gender-congruent jobs. Journal of Personnel Psychology, 18(3), 148–156. Web.
Lee, J. (2023). A critical review and theorization of workplace backlash: Looking back and moving forward through the lens of social dominance theory. Human Resource Management Review, 33(1). Web.
Meredith, C., Schaufeli, W., Struyve, C., Vandecandelaere, M., Gielen, S., & Kyndt, E. (2019). ‘Burnout contagion’ among teachers: A social network approach. Journal of Occupational and Organizational Psychology, 93(2), 328-352. Web.
Watermann, H., Fasbender, U., & Klehe, U.-C. (2021). Predicting the self-regulated job search of mature-aged job seekers: The use of elective selection, loss-based selection, optimization, and compensation strategies. Journal of Vocational Behavior, 128. Web.