Faculty Recruitment | Origin: OP115
This is a general discussion forum for the following learning topic:
Hiring the Right Faculty for Your Institution --> Faculty Recruitment
Post what you've learned about this topic and how you intend to apply it. Feel free to post questions and comments too.
Being strategic in wording job advertisements was new for me, I have never been on this side of a job ad before, so didn't think much about the whole wording perspective.
Factors that enter into the recruitment process will be determined by the type of position you are trying to fill and the applicants you are trying to attract. Print ads may be more useful for those who are not computer savvy or do not have internet. Internet job boards like Indeed and Monster are readily available and easy to use. Networking by asking current employees or professional alliances to refer qualified candidates is cost effective and may generate very qualified candidates. Using an employment agency has both pros and cons: while they can do a lot of the prescreening, they are also pricy and there's no guarantee the hired individual will stay in the position. When trying to fill a position in your institution you need to consider their needs and budget.
I’ve realized that recruitment can be done through various strategies and sourcing methods.
Hello Mongwa. I enjoyed your discussions. Gave an interesting point of opinion and experience. I am most involved with simulations and clinical settings. The clinical setting is beneficial for students to learn from each other's experiences.
Good feedback
Comment on Maryjo Marvin-Dixon's post:
The sources to recruit a faculty member and the AIDA model
I learned about different pools other than sites like Indeed.
It is a good idea to advertising listing in a variety of ways and creating the aids with AIDA can help make sure you will get quality applicants that fit the needs and wants of qualities within a applicant.
En este módulo, aprendió sobre las estrategias efectivas para atraer candidatos adecuados a puestos docentes mediante el networking, anuncios impresos y plataformas en Internet . Comprendí la importancia de elegir la estrategia según el perfil del docente y el contexto de la institución.
Voy a aplicar este conocimiento optimizando los métodos de reclutamiento en función del público objetivo. Por ejemplo, usaré networking para encontrar docentes especializados, anuncios impresos en comunidades con acceso limitado a Internet y plataformas digitales para alcanzar un mayor número de candidatos de manera rápida y eficiente.
Job(s) advertisements should enhance the employers branding online when using different venues. You also want to ensure that you are optimizing the company's site if there is a section for employment and engaging content.
Comment on Liane Pardo-Mansfield's post: Truly is. Tracking is key to both proactive recruitment progression and ensuring cost are providing the intended return.
I think recruiting is great!
Using AIDA to create engaging job ads is a best practice when the school needs to recruit fast and in a targeted manner.
I am now working on publishing an Alumni newsletter for our campus. This is not something we have ever done in the past. It would be a good adjunct recruiting tool, especially in health sciences and industrial technology.
Finding the right person to join your team also involves collaborating with the recruiter because they may not always know the important things that faculty are looking for in a potential colleague.
There is a plethora one can use in recruiting potential applicants. 2 which I think would be the best are the internet and professional bodies.
There are different sources of recruitment and we should not rely on only one source.
All applicants should be treated in a positive way. If they have a positive experience with your organization, whether they are hired or not, they have the power of word-of-mouth. An applicant who had a positive experience is likely to refer others for the position and possibly refer prospective students. You may also end up calling them back down the road if other candidates decline your offer.
There are so many methods to recruitment and multiple layers to this process and how it can affect the company's image, mission, and end goal. I feel that newspaper ads are basically out though, and sites like Indeed, and others, are how things are done at this current moment in time. I feel the pandemic really shifted not only what kind of jobs people are looking for, but how they are looking for them. We have seven schools and we have even started utilizing Facebook to post hiring ads and had some success there in finding Receptionists and some instructors. My favorite takeaway is how we treat each applicant can not only affect a potential future hire, but the image of the company in its entirety. Just like anything else we do, people may not remember what you said but they will remember how you made them feel.
