Scope

This recruitment and selection policy applies to all employees who are involved in hiring process for Start Smart Future. It refers to all potential instructors.

Posting Jobs

While posting a new vacancy, following should be ensured:

  • Set a deadline to apply
  • Communicate their opening through emails, word-of-mouth or social media
  • Mention the approximate salary package

Creating Job Descriptions

Create job advertisement based on full job descriptions of each role. Job advertisements should be clear and accurately denote the open position. It should include:

  • A brief description of our company and mission
  • A short summary of the role’s purpose
  • A list of responsibilities
  • A list of requirements

Tone of Advertisement

The job advertisement’s style should be consistent with our company’s unique voice. It should be addressed in a polite and engaging tone. Jargon, complicated phrases and gender-specific language should be avoided.

How to Apply

Applications shall be received through our website via an online recruiting form. The form will include the following information:

  • Identification check
  • References
  • Latest picture
  • Character certificates
  • Verifying qualifications claimed
  • Evidence of the experience acclaimed

Employee Selection Stages

Our company has a standard hiring process that may be altered according to a role’s requirements. Our standard process involves:

  • Resume screening
  • Phone screening
  • Assignment
  • Interview

Management reserves the right to add/remove stages depending on the role they’re hiring for.

Candidates interviewed should always be informed regarding their application status and if they are being hired or not. Leaving candidates in the dark can be damaging to the company. Also, we encourage to send interview feedback to candidates.

Ensure an open, fair and transparent system of instructor evaluation.

General Briefing

  • Develop mechanisms to address ineffective coaching with the possibility to move instructor to another role.
  • Provision of different incentives for instructor to continuously review their skills and improve their practices.
  • Consider a requirement that instructor renew their certificates or acquire trainings to meet standards of performance.
  • Grant greater responsibility to Management for teacher’s selection, working conditions and development.
  • Encourage a more direct interaction with candidate through exclusive and demo sessions.
  • Ensure efficiency and equity when granting more responsibility to instructors by:
  1. developing instructors’ skills in personnel management
  2. improving availability of information
  3. monitoring the outcomes of a more decentralized approach
  • Establish independent appeals procedures to ensure fairness and to protect instructors’ rights
  • Include preparation of lesson plans and demonstration of teaching skills while recruiting new instructors.
  • Completion of a probationary period is mandatory.
  • Give new teachers every opportunity to work in a stable and well-supported environment.
  • Acknowledge the completion of probation as a major step in the career.
  • Establish replacement pools to respond promptly to cover sessions, in case of absent instructors.

Revoked Offers

In case when a formal offer has to be revoked, the HR department should draft and sign an official document. This document should include a legitimate reason for revoking the offer.