Recruiting Staff Process

From ABC Wiki

Local Contract Staff

Advertisements in the local press (on Mondays in La Prensa Grafica and Diario de Hoy) are used in the main. Announcements by e-mail to staff are also used to broaden the applicant field. Since for most posts a high standard of spoken and written English is required, this aspect is stressed in the advertisements.

Applicants are asked for a full letter of application (in English for most positions), a resume or cv, and the names and contact information for two referees.

Interviews take place with both the Headmaster and the Head of Section or Head of Department, and where possible a sample lesson is observed prior to making a final decision.

Expatriate Contract Staff

Normal Recruiting Cycle: Existing Expatriate Contract Staff are required to give their intention to leave or to seek renewal of contract by 30th of November prior to the end of their contract. A curriculum staffing analysis is carried out by the Head of Section to determine the staffing needs for the following school year.

A web-based Recruiting System is prepared with pull-down menus for the posts being advertised. The school website is altered to include an advert for the posts together with "how to apply" information as well as extensive information about the school and life in El Salvador.

Posts are then advertised in the Times Educational Supplement in December with a deadline for submission falling in the first school week in January. Candidates are asked to upload their information onto our recruiting website, including a recent photograph, cv and letter of application. We encourage candidates to enter the information regarding their referees.

The Primary Recruiting Team consists of the Head of Primary, the two Deputy Heads and the Headmaster. The Secondary Recruiting Team consists of the Head of Secondary, the Director of Studies and the Headmaster.

An e-mailed notice to indicate that a new application has been received is sent to the Headmaster who accepts it into the system. The Recruiting System then e-mails each of the corresponding recruiting team that a new application has been received. Each member then visits the Recruiting System, reads through the information, and rates the application: 1 - Definitely shortlist, 2 - Possible for a shortlist, 3 - Reject. The Headmaster activates the reference requests for candidates in categories 1 and 2.

Once each of the team has responded, candidates who are on the shortlist are interviewed by telephone and the result written in the appropriate box.

We will give preference to candidates who are able to attend face-to-face interviews which are held in London.

Posts outside of the normal recruiting cycle: as above, except that on occasion we are unable to have face-to-face interviews with the candidates. In these cases we try to triangulate information with known contacts.