Sharing Good Practice
by a ‘next step’ or ‘not this time’ email
can set a standard and create a good
impression of the company overall.
SO, we have offered our candidate a
post- what next?
It is very common for teachers to
change their mind, find an alternative
or simply not show up in the UAE
and this is a major challenge for HR
departments in all schools.
How can we limit this?
Engaging a new recruit on multiple
levels increases commitment and
reduces the chances of the candidate
withdrawing their application.
“Commitment is an act- not a word”
Jena-Paul Sartre
Establish a point of contact where new
recruits can easily get in touch with a
particular person – email, WhatsApp
or phone number and make sure it is
active! Meaningful, personal and even
inspirational interactions, in an age
where we are automated at every step
of online processes, can inspire loyalty,
commitment and motivation in a new
recruit.
begins. This will help the new recruit
to settle in, give them ease of mind
knowing that they have someone to
look to for guidance. It also provides an
“in” for meeting other staff members.
New recruits often get lost in the
whirlwind of a new term - a mentor
can be an anchor in the storm.
Don’t stick to work during
induction!
Try to encompass all aspects of the
new role - social life, cultural values
of the school and possibly most
importantly the mission. Why are we
all here together?
Break up the induction training
with some social activities - some
team building active, games or a
day out where new recruits can get
to know the city from the safety of a
knowledgeable group.
Provide an induction pack that has
the practical points about daily work
- timings, locations of staff room,
resources, toilets. Information about
public holidays, dress code and any
regular activities that happen, like
Pink Thursday or Dress Down Tuesday.
Note “who to talk to” for specifics like
HR, photocopying etc. These practical
details can help a new recruit feel
more at ease and familiar with their
work space.
"Teamwork begins by building trust"
Warren Buffet
Trust is a key component in reassuring
and building dedication in your new
recruits.
By following these simple yet highly
effective steps we can take away
much of the fear and anxiety of joining
a new school and often a new country.
It is often the small things that have
the biggest impact!
Create a platform where new recruits
can meet each other or their new
colleagues, before the term starts, this
can be a WhatsApp group, Facebook
page or website chat. Send a group
photo of the established team and
note who is who. This will reassure the
candidate as to who they will work
with, help build bonds and increase
buy in.
Share as much information as you
can. Connecting the new candidate
to the website, link to bios of the
people they will be working with
and sending information about
accommodation, insurance and other
necessary procedures and processes,
will contribute to building their
knowledge and connection to the
company or school.
Assign a mentor. This is a person that
the new recruit will work with closely
every day. They should be matched
accordingly, and the relationship
fostered as soon as the placement
Catherine O’Farrell (PGCBA, BSc-Psych, B-Ed) is an experienced psychologist
& consultant. She has worked in educational and medical institutions across
Ireland, the UK, Australia and the UAE for over 15 years. She is currently Group
Head for Athena Group in Dubai and Director pf Phase 2 for the Dubai Inclusion
Network.
Class Time
Term 1 Sep - Dec 2019
11