Six years ago, I became a part of the recruiting team in one of the universities in Thailand.
I was assigned to assess foreign applicants who want to teach EFL in the Language Department of the university.
I encountered applicants from various backgrounds, and honestly speaking, it was a difficult extra job given to me.
To be a recruitment officer needs patience and analytical
skill. You have 30 minutes to 1 hour with the applicant to decide whether
he/she is going to fit in the job.
This article will talk about it, and my main focus is for language schools here in the Philippines who are looking for fresh and experienced ESL teachers.
This article will talk about it, and my main focus is for language schools here in the Philippines who are looking for fresh and experienced ESL teachers.
Here in the Philippines, summer is the usual time for the
new graduates to look for a job. It is a great opportunity for newly opened
language schools to hire teachers, likewise for old language schools. Also,
many Filipinos are benefited because of the possible jobs as ESL teachers.
Before you start the recruitment process, it is important to
know exactly what your school needs. Have your goal in sight, and list down the
questions that will guide you in the recruiting process.
Here are some of questions you need to consider:
Here are some of questions you need to consider:
- Are you planning to hire teachers for young learners or adult learners?
- What kind of ESL program your school is offering?
- Is it a short term program or long term program for ESL?
- Are you looking for a teacher with a long experienced or just a new graduate? (Both of these have advantages and disadvantages)
- Do you want to hire a full time or part time teachers?
After you know what you want, you need to brainstorm the
profiles of the candidates. These are the three categories you need to
consider:
Qualifications –
·
Is a university degree important to the school?
·
Will you hire an applicant with a TEFL / TESOL
certificate?
B.
Work Experience –
·
How long has been the applicant an ESL teacher?
·
Does the applicant have a work problem or
criminal record in his/her past jobs? In 2007, an FBI fugitive was caught in
Thailand. He was an ESL teacher in an international school when he was arrested.
It was unknown to the school officials that the man they hired was a rapist and
a pedophile in America. This experience should teach us that a background
checkup is important during the hiring process. Here are the following
suggestions that you can do to check the applicants background:
1.
Ask the applicant to produce a latest NBI
clearance and local police clearance. You can also ask for authenticated birth
certificate from NSO to be sure of the applicant’s identity.
2.
Call the previous employer if there is any, and
ask for the applicants working behavior.
3.
If you noticed that the applicant’s documents
are faked then it is better to get rid of him/her. Honesty still rules.
C.
Personal Qualities –
·
Is the applicant adjustable; has a sense of
humor, energetic, knowledgeable, etc?
These three categories will help you during the recruitment
process. You can add more categories as long it will fit on the job
qualifications.
Let me add more questions that will help you before the
recruitment:
·
What will you ask during the interview?
·
How will you verify the applicant’s diplomas and
certificates?
·
Will you do a post interview before the actual
interview?
The bottom line here is to get as much as information as
possible before you invite the applicant for interview.
Now that you know what you are looking for, then you are
ready to start for advertisement.
There are many ways to do it. You can do it by word of mouth, internet, newspaper, billboard, etc. If you will post advertisement on the internet, make it attractive to the applicants.
List down everything that the applicants needed to know like experience, qualifications, qualities that your school is looking for an ESL teacher.
You might want to include the information of the class (size, age group, type of ESL program). Do not also forget to include your school information, contact number, and its location. It is your discretion if you will also include the teacher’s salary.
There are many ways to do it. You can do it by word of mouth, internet, newspaper, billboard, etc. If you will post advertisement on the internet, make it attractive to the applicants.
List down everything that the applicants needed to know like experience, qualifications, qualities that your school is looking for an ESL teacher.
You might want to include the information of the class (size, age group, type of ESL program). Do not also forget to include your school information, contact number, and its location. It is your discretion if you will also include the teacher’s salary.
Once you posted an advertisement through online or offline,
then expect that you will receive calls or emails from potential candidates.
Check the applicant’s CV using the three categories I just mentioned. Use it to analyze if he/she is fitted for the job.
You can phone and ask a few questions if you want to ask some clarifications. If the applicant is well fitted, then schedule an appointment with the applicant. You can also ask him/her to bring some documents that will support the information written on the applicant’s CV.
Check the applicant’s CV using the three categories I just mentioned. Use it to analyze if he/she is fitted for the job.
You can phone and ask a few questions if you want to ask some clarifications. If the applicant is well fitted, then schedule an appointment with the applicant. You can also ask him/her to bring some documents that will support the information written on the applicant’s CV.
Make it sure that the interview will be done in a quiet
place without interruptions. It will make the candidate at ease and not to be stressful
during the interview.
I’ve noticed that applicants reveal less if he/she is not at ease.
Avoid too personal questions. It is better to list down the questions so there will be a flow during interview.
You can also ask the candidate to show a teaching demonstration in front of the student. After the interview, tell the candidate that he/she will be hearing from you in _ _ days.
I’ve noticed that applicants reveal less if he/she is not at ease.
Avoid too personal questions. It is better to list down the questions so there will be a flow during interview.
You can also ask the candidate to show a teaching demonstration in front of the student. After the interview, tell the candidate that he/she will be hearing from you in _ _ days.
Professionally speaking, it is better to wait at least 24
hours before you contact the candidate.
It will give you the time to decide to accept the candidate as an ESL teacher in your school.
I believed that a time well spent in finding a right person will give you less time spend with problems once the applicant is hired.
It will give you the time to decide to accept the candidate as an ESL teacher in your school.
I believed that a time well spent in finding a right person will give you less time spend with problems once the applicant is hired.
