How to Hire the Right Worker
Abstract
This paper discusses the processes used for screening, interviewing and retaining candidates in the Noble Network of Charter schools in the Chicago area. The processes examined include those used for certified and non-certified candidates as well as evidence-based practices recommended by academic researchers. The paper concludes with a reflection of how the Noble Network could better facilitate the screening, interviewing and retaining process.
Keywords: candidate screening, candidate interviewing, candidate retention
Introduction
This paper examines the processes used by Noble Butler College Prep for screening, interviewing and retaining candidates—both certified and non-certified. The paper is organized into the following sections: (a) Process for Screening Candidates, which discusses current screening practices at Butler College Prep as well as evidence-based practices (EBP) that could be used; (b) Process for Interviewing Candidates, which discusses current interview practices along with EBP that would apply; (c) Process for Retaining Candidates, which discusses current practices used to facilitate retention at the school and EBP that would also work; (d) Reflection, in which I provide my own thoughts on the information provided, and finally (e) Conclusion, in which the main points of this paper are summarized. Before beginning, it is worth noting some brief characteristics of my school, Noble Butler College Prep, which is part of the Noble Network of Charter schools in the Chicago area: it is located in Southside Chicago; it is an impoverished school in an impoverished region; it is also a school for social justice and the arts. These qualities play a part in how candidates are screened, interviewed and retained because they demand a certain type of character from potential hires; however, when it comes to the processes used, certain standardized approaches are what apply predominantly.
Process for Screening Candidates
Current
Certified staff....
References
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Recruitment and Selection Process Piotrowski, C. & Armstrong, T. (2006). Current Recruitment and Selection Practices: A National Survey of Fortune 100 Firms. North American Journal of Psychology, 4(3), 489-496. Major Thesis In recent times, opinion has largely been split on whether organizations should adopt emerging personnel selection methods or stick to the time-tested selection process. Of particular concern is the utilization of online testing as well as the Internet personality testing approaches when
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