A Selection Method That Succeeds!

Autor/in	Weitman, Catheryn J.
Titel	A Selection Method That Succeeds!
Quelle	(1983), (11 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Leitfaden; Early Childhood Education; Employment Interviews; Guidelines; Job Application; Needs Assessment; Occupational Information; Preschool Teachers; Rating Scales; Staff Orientation; Teacher Selection + Suchen Sie Ihr Suchwort? Early childhood; Education; Frühkindliche Bildung; Frühpädagogik; Employment interview; Employment interviewing; Einstellungsgespräch; Bewerbungsgespräch; Richtlinien; Bewerbung; Bedarfsermittlung; Berufsinformation; Pre-school education; Preschool education; Erzieher; Erzieherin; Kindergärtnerin; Vorschulerziehung; Vorschule; Rating-Skala; Personalberatung
Abstract	Provided a structural selection method is carried out, it is possible to find quality early childhood personnel. The hiring process involves five definite steps, each of which establishes a base for the next. A needs assessment formulating basic minimal qualifications is the first step. The second step involves review of current job descriptions and evaluation forms. While most directors do not have problems with the third step, recruiting applicants, a major recruitment problem exists when no process of screening is followed and the "less than best" is hired. The fourth step, the selection process, is the most time-consuming. At this stage, as much information as possible is gathered about each applicant who meets minimum qualifications; usually this information is obtained through the application form and the interview process. If used appropriately, the application is the best device for screening potential employees. Interviews should be conducted with four major outcomes in mind: to predict job success, to learn how much the candidate knows about the area, to determine the candidate's application of knowledge, and to learn about the applicant's value system. Written interviews are best, but verbal questioning is the interview technique most frequently used. The interview should be conducted according to specific guidelines, and a rating scale should be used to compare applicants. The fifth and concluding step in the hiring process encompasses induction procedures that establish a formal orientation program for the new employee. (RH)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC