| Recently an employer asked us about full service | | | | candidates to re-confirm information on the resumes, |
| recruitment. In particular, what would be the benefits of | | | | and more importantly confirm personality and |
| using a recruiter to find an English teacher, versus using | | | | motivations. Over time, the recruiter will interview |
| an online job board? So this gave us a great chance | | | | hundreds of candidates, developing an eye for top |
| to remember just how many steps are involved in the | | | | talent within a certain niche. |
| hiring process, and how a recruiter can help at each | | | | Step 5 - Conducting Final Interviews |
| stage. | | | | Usually 1 to 3 candidates are considered for a final |
| Step 1 - Creating the Job Description | | | | interview. At this stage, the recruiter will setup an |
| A catchy title is a great chance to grab the attention | | | | interview directly with employer to see if a good |
| of potential teachers. Most job boards are | | | | match exists. Since qualifications and experience have |
| over-populated with generic sounding job titles that do | | | | already been confirmed in the screening process, this |
| little to activate the imagination. Even a sliver of | | | | stage usually depends more on personality, attitudes |
| creativity can set your job apart from the rest. | | | | and overall 'fit' between the teacher and the school. |
| Recruiters can help you pepper your job descriptions | | | | Step 6 - Extending an Offer |
| with attractive keywords that go beyond the mold to | | | | After identifying the top 1 or 2 candidates, it is time to |
| create exciting and attractive job descriptions. | | | | make an offer. A recruiter can offer advice about |
| Step 2 -Advertising the Job | | | | current market salaries and other benefits to ensure |
| There are countless job boards for recruiting ESL | | | | that the offer is competitive. This can be particularly |
| teachers, with new ones popping up everyday. A | | | | important if a teacher has more than one offer on the |
| recruiter will usually have a list of the job boards that | | | | table. A recruiter can also keep a backup candidate |
| consistently provide the highest quality candidates. On | | | | warm in case the first candidate does not accept the |
| top of that, a recruiter will routinely post jobs on various | | | | offer for some reason. |
| job boards on behalf of the employer. | | | | Step 7 - Acceptance of Offer |
| Step 3 - Screening Resumes | | | | This is an exciting and gratifying step in the process, |
| The first time you receive a pile of fresh resumes in | | | | but it certainly isn't the last step. Many things can |
| your inbox, it can be quite exciting. Then you realize | | | | happen between signing an offer and the first day of |
| how much work it is to sort through and organize the | | | | work. A recruiter can maintain contact with a teacher |
| various bits of information. A recruiter can use a | | | | to ensure that everything is on schedule and going |
| consistent process to screen resumes objectively and | | | | smoothly before the start date. |
| will often contact candidates to double check certain | | | | Step 8 - Following-up |
| details. This can be one of the most time-consuming, | | | | This is an often overlooked, yet vital, step in the |
| yet critical steps in process. | | | | recruiting process. Once a person has started working, |
| Step 4 - Conducting Screening Interviews | | | | it is important to keep the lines of communication open. |
| Ok, now we've narrowed down the resumes to an | | | | Sometimes, it can help to involve an objective 3rd |
| acceptable list of eager individuals ready to teach in | | | | party such as a recruiter to exchange feedback |
| Japan. Usually the list will contain about 5 to 8 people | | | | between the teacher and school owner. |
| who fit the job description. The recruiter will speak to | | | | |