This evening is unpleasant in the Fish Hoek area. Its cold and misty. An evening one should be at home. But I am at a SGB meeting where Governors are sifting and shortlisting candidates for an educator post. I am here because its my job to support them through this process - they are here because of a deep desire to play their role in ensuring we recruit a good educator to add value to their school. And they do not get paid to do this.
Every sifting and shortlisting process requires patience. It takes hours, especially for Governors who have to meander their way through many CVs, measure the same against the set criteria, debate the level of detail before scoring each CV, having to double-check their evaluations before creating a shortlist, make sure the record of the meeting clearly spells out the procedure followed, double-check all documents and scoring sheets, compile the shortlist, re-check the calculations and then reach agreement based on the acceped criteria.
After this process, Phase 2 kickstarts, which deals with communication with candidates, dealing with logistics, receiving candidates, catering, who asks which question, and so on. At the end of this process, re-checking everything is done again before nominations are submitted to the full SGB for ratification and submission to the Education Department. The process assimilates many, many hours from these volunteers. So, its very frustrating watching them try and do their jobs well, and to see the poor quality of and lack of detail in CVs of the candidates who have applied.
Candidates really need to understand that Governors only have their CV to work with - candidates need to provide them with sufficent detail around their skills, competencies, work history, core responsibilities and any other relevant information which will allow them to make informed decisions. Nothing can be left to glib interpretation or chance. Detail cannot be fabricated at the shortlisting side. CVs should lead those screening these documents to the various aspects that need to be covered as required in the advert. When candidates fail to do this, the process of generating a shortlist becomes nigh impossible. And very frustrating. And after awhile, Governors become despondent given the time wasted when they cannot arrive at a shortlist.
And should all the paperwork be returned to the Education Department, the loss of time and money, when quantified, runs into R000s wasted.
So, as someone witnessing these failed processes time-and-time again... an appeal - if you are applying for a job, take your career pathing very seriously and do your all to make sure your CV "sells" you appropriately. Leave nothing to chance or luck! It's really not worth the effort to place your career at risk because of tardiness on your part! And please, don't blame the computer!
What do you think? Do leave a comment