Recruitment of Educators and Educational Personnel: Not Just Choosing, But Determining the Future
Fitri Rengganis Asadul Usud/Graduate Student, Non-reguler Class 1E, UIN Sunan Gunung Djati Bandung
The phenomenon faced by educational institutions today is the difficulty of obtaining professional educators and educational staff who meet their needs. In fact, recruitment is an important aspect of human resource management. The assumption is that if recruitment is carried out with careful planning, objectivity, systematicity, and based on the principle of the right man in the right place, quality education can be achieved. However, there is a gap between the ideal concept and practice in the field, where the recruitment stages are often ineffective. The purpose of this paper is to examine the concepts, principles, policies, methods, and stages of recruitment in order to produce quality personnel in line with the vision and mission of the institution.
First, the recruitment of educators and educational staff is a process of searching for, attracting, and gathering prospective employees to fill positions according to the needs of educational institutions. The main objective of this activity is to obtain potential and qualified applicants through various information channels, such as job postings, skill inventories, referrals, walk-ins, writers-in, universities, educational institutions, and advertisements. The purpose of recruitment is to ensure that the institution obtains professionals with the right qualifications in accordance with the principle of the right man in the right place, so that each position is filled by individuals with the appropriate competencies who can support the success of education.
Second, the principles of recruiting educators and educational personnel emphasize that the recruitment process must be carried out with careful planning, in line with the vision and mission of the institution, and based on religious values so that the results are meaningful. In addition, recruitment must be objective, rational, and systematic, based on data analysis and real needs, with fair selection without discrimination. Another equally important principle is comprehensiveness, meaning that the selection process must consider all aspects of the candidates' competence, expertise, experience, and integrity in order to obtain professional, qualified human resources that meet the needs of the educational institution.
Third, the basis for the recruitment policy for educators and educational personnel is due to needs such as teacher retirement, transfers, death, resignation, program additions, and the establishment of new institutions. The process uses various methods, such as series theory, sample theory, linear models, decision theory, inventory models, and production integration. Recruitment techniques can take the form of centralization, which is managed centrally for large needs, or decentralization, which is carried out by small units for limited needs. The stages of recruitment include forecasting needs, attracting candidates, and determining internal or external sources. Recruitment strategies emphasize actual formation, accurate job analysis, objectivity, the principle of the right man in the right place, and periodic evaluation.
Fourth, the stages of recruiting educators and educational staff begin with preparations, which include forming a committee, determining requirements, procedures, schedules, facilities, and announcement media. Next, the registration stage is carried out as a means of collecting documents and forming a first impression of applicants to the institution. The selection process includes psychological tests, knowledge and skill tests, followed by interviews to explore motivation and competence. Reference letters are added as supporting information, while medical evaluations ensure the physical and mental condition of prospective employees. The final stage is the recruitment decision, which involves determining the selection results, issuing decision letters, and placing employees according to the needs of the educational institution.
Summary:
The recruitment of educators and educational personnel is a strategic process for obtaining professional human resources in accordance with the needs of educational institutions. This process must be carefully designed, objective, rational, systematic, and comprehensive, taking into account the competence and integrity of candidates. Recruitment policies are driven by real needs, using appropriate methods and techniques, and going through stages from preparation to placement, in order to ensure that the personnel recruited are of high quality, in line with the vision and mission of the institution, and support the success of education.
This article is summarized from the teaching module of the Human Resources Management Education Course by the Lecturer Prof. Dr. A. Rusdiana, M.M.
