While conducting any type of recruitment, it is very important to have a clearly defined timetable to work to. This will ensure that the recruitment goes to plan. It will also ensure that all candidates have a positive experience of your school, even if they aren’t successful.
The recruitment timetable should be approached in a logical manner, with specific events happening at designated times as shown below.
- An agreed advert should be posted with a set closing date, usually two weeks from the date of posting.
- Carefully consider the key resignation periods to ensure you are in a position to secure your new appointment within the resignation window.
- Receive applications and review against the specifications outlined in the recruitment pack. This will aid the shortlisting process on the closing date.
- Continue to receive and review the applications against the specifications outlined in the recruitment pack.
- Close the role on the set date.
- Agree the final shortlist and invite the successful candidates to interview. Do this in a written or emailed format, ensuring that all specifics for the day are outlined, i.e. lessons that need to be taught, presentations that need to be done, etc.
- Contact successful candidates via phone and congratulate them. This will continue to portray your school in a positive light.
- Send out invites for interview to the shortlist and confirm their attendance. Ensure that this happens no later than 72 hours from the closing date.
- Should any candidates drop out, refer to the shortlist again and refill with suitable candidates.
- Ensure that references for all the shortlisted candidates are requested.
- Inform all the unsuccessful candidates and wherever possible, provide feedback. This will aid in their own personal development and also support a positive image of your school.
- Conduct the interview process and review the results. Once a successful candidate has been selected, contact them and make a verbal offer.
- Once the successful candidate has accepted, contact the unsuccessful candidates. Again, give feedback to them to aid their personal development and reinforce their experience of your school.
- Start the clearance procedure in lines with legislation.
- Start the onboarding process, to ensure that the new staff member continues to have a positive experience of their new school and transitions smoothly onto your staff.
All of the above is set within a four-week cycle, but this does not need to be over that exact length of time. It could be longer if you wish, however, trying to make it shorter might be a struggle.
If you have any questions about the recruitment timetable, please contact us for guidance.