Can The Current Selection System Meet The Needs Of The Future Education Ecosystem?

The current phenomenon shows that many educational institutions still face challenges in placing educators and educational staff who are in line with the competencies and needs of the institution. The assumption is that if the selection process is carried out systematically, honestly, and based on clear qualifications, the quality of human resources in education will increase significantly. However, research problems/gaps arise due to the lack of implementation of transparent and competency-based selection principles in various educational institutions. The purpose of this paper is to analyze the effectiveness of applying the principles and methods of selecting educators and educational personnel in improving the professionalism and quality of educational institutions.

First, selection is a systematic process of choosing individuals who best fit the qualifications and requirements of a particular position in an educational institution. The goal is to place educators and educational personnel who are competent, have integrity, and have the potential to develop the quality of education. This process assesses the suitability of individual characteristics (including knowledge, skills, abilities, and personality) to the demands of the job. Proper selection not only increases efficiency in terms of time, cost, and energy, but also strengthens organizational performance. Thus, selection is an important step in educational human resource management to ensure that the institution's goals are achieved optimally and sustainably.

Second, the three main principles that must be upheld in selection are honesty, thoroughness, and objectivity. Honesty creates trust and prevents manipulation of selection data. Accuracy requires caution in decision-making so as not to cause moral or legal losses. Objectivity means thinking neutrally without bias, judging based on facts, not feelings. A good selection instrument must meet five indicators: standardization, objectivity, comparative norms, reliability, and validity. These principles form the ethical and professional basis of educational human resource management.

Third, selection is based on government policy (Law No. 20/2003, Law on Teachers and Lecturers No. 14/2005, Permendiknas No. 16/2007), job specifications, economic efficiency, and social ethics. Selection methods include academic knowledge tests, psychological tests, and personality tests. Interviews (structured/unstructured). Reference and background checks. Physical, health, and honesty tests. In addition, there are pseudo-scientific methods such as graphology and physiognomy, although their validity is weak. The success of the selection is also influenced by the quality of the selectors, who must be communicative, empathetic, and understand the position being filled.

Fourth, the selection process begins with an administrative check, followed by aptitude and psychological tests, job interviews, background checks, realistic job previews, and finally, the decision to accept or reject the candidate. After that, prospective employees receive a letter of appointment and undergo orientation and job placement. Evaluations are conducted to assess the effectiveness of the selection system and improve it in the future. A layered and systematic selection process ensures that qualified educators who meet the needs of educational institutions are recruited.

Summary: The selection of educators must be honest, objective, and efficient, based on law and social ethics. A systematic selection process produces professional, ethical, and competent educators to support the quality of educational institutions.

Teaching Material Link :

(https://digilib.uinsgd.ac.id/96098/1/Bahan%20Ajar-MSDMP%20Segan%20TA%20%202024-2025%20%281%29.pdf )