Brian P.

Iggins HCM Unit 2 Reflection

October 17, 2015
The hiring process is the most vital job a school leader has because the success you
achieve as a school leader is a successful school and a school is just the people that make it up.
Transmission of culture happens through the staff and that is why I cannot think of a more
important component of a school than getting teachers who share your vision and mission as a
whole. Recruiting is something that school culture supplements and I know this more than most
because I am working back at my alma mater. I was a student who saw the culture of the school
and have returned because I identify with the culture that I was exposed.
For me, as a current faculty member at my school, I am excited with our interview
process, which is different from when I was hired just one year ago. When I was hired, I simply
sent in an application via email and then skyped in on an interview with the Principal,
Department Chair, and 2 faculty members. Today, we have a comprehensive process that really
illustrates our desire as a school to find the right candidate and involve numerous people in the
process. Dont get me wrong, I think I earned the position I have, but I think now we are better
prepared to hire the people we want for our mission. We have candidates go through a process
whereby they have to submit a resume and application, conduct a phone interview and in person
interview with the principal, interview with the administration, discuss matters with those in their
subject field, and conduct a demo lesson, all after which a principal interview can follow again. I
love this process because it helps ensure we limit the poor hires we have as a school. As Rebore
states, you can hire the weakest candidate from among those you interview, and that is
considered a negative outcome for your school. We have created a sound process in this regard
and even thinking about the 2 new candidates in our department for this year, I think we have
made solid choices in hiring both.

Brian P. Iggins HCM Unit 2 Reflection

October 17, 2015
Looking ahead to our school, I think the more challenging aspect we have to improve
upon from the topics of this unit is the recruitment of employees. We have an inconsistent
process for recruitment because we do not utilize all our means all the time. Our principal said
we post job openings on Facebook, but when I went to Facebook to look up some recent job
postings I found 1 for ALL of last year. In order to recruit, we need to be more consistent in
what we do and where people can find us. We also do not post job openings to many of the big
state schools in our area but rather just focus on Catholic and private schools. While this is good
because it probably fits more in our mission, I think it would be more helpful to expand our base
and get our name out there, at the very least. We also do not go out of our way to attract alumni
like me!!! I heard about a job opening through my mom who is an employee, so there needs to be
better communication in the recruitment between the Principal and our Advancement department
who tracks our alums. We can get creative using a database and documenting people that might
want to work at Marian. It is so important that we build this into our alums because that is a vital
component of a school.
In my position as a teacher, it is important that I also reach out and be an active recruiter
for the school. Hiring and recruiting is a team effort and that is the biggest lesson I took from
this unit. I have connections that I should seek out for the betterment of the school and by doing
this, I am bringing in people that might otherwise not consider MCHS. Moving forward, the
administration needs to make it more clear that we are all a part of this process and that as a
teacher, you play an important role by seeking out viable candidates to throw into the hiring
pool. Selecting employees is so critical to a school and I look forward to being a part of the
process at my school, which I think is well on its way to increasing the viability and quality of
our candidates as a whole.