Would you please urgently scrutinize and reconsider the following habits when recruiting educators in your schools:
1. Applications should be hand-delivered to the following address. Hand-delivery instruction is not effective in recruiting ideal candidates as it deprives potential educators located in another province (like KZN, Northern Cape, Western Cape, etc). If your schools do not have email address, please use your young educators' information or work with the nearest school.
2. Local applicants given priority. Educators should not get job opportunities by virtue of being a "home-girl/home-boy." There should be competition amongst educators. They should be proud to have emerged as "the best."
In few conversations with principals, it was highlighted that a local applicant would be able to "conduct enrichment classes...and understand educational needs of the learners." Let us be realistic and randomly sample 5 schools in the vicinity and assess the ratio of educators contributing to the betterment of the schools (in terms of local and foreign). You would realize that there is indeed a need for "fairness" in recruiting teachers. Tribalism is at core of most schools' underperformance in our province and we seem to turn a blind-eye upon this. The decency of prioritizing our children's future has been wiped out by benefits of "favoritism" and unproven educational philosophies.
3. Closing date for applications; 20th January...Shortlisting, 20th January and Interviews 20th January. How feasible is this? What are we trying to achieve? Imagine an individual travelling for more than 16 hours from Eastern Cape not knowing he/she has been shortlisted...really!🙈.... This is the reason some schools are equipped with incompetent teachers. We are narrowing opportunities for selecting "the best" out of a pool
4. Word-to-Word advertisement, posting adverts on circuit doors and going to the radio. Let us note that only older generation personally goes to the department notice boards to look for jobs...only the older generation listens to the local radio. Do not you wonder how it happens that you advertise a post for a month and still get 8 applications (with only two applicants qualified as educators)?
The issue of "there are no qualified teachers" is not true. I have been running a WhatsApp group for unemployed qualified graduates for a year now. It has about 100 individuals across SA and Lesotho. I have proven to principals in Rakgoadi Circuit a multiple times that qualified unemployed graduates still exist and they only need platforms to present themselves. They can be accessible via social media. You can even contact the circuit heads for verification.
New-age teachers are on social media, let us utilize these platforms effectively, I beseech you.
1. Applications should be hand-delivered to the following address. Hand-delivery instruction is not effective in recruiting ideal candidates as it deprives potential educators located in another province (like KZN, Northern Cape, Western Cape, etc). If your schools do not have email address, please use your young educators' information or work with the nearest school.
2. Local applicants given priority. Educators should not get job opportunities by virtue of being a "home-girl/home-boy." There should be competition amongst educators. They should be proud to have emerged as "the best."
In few conversations with principals, it was highlighted that a local applicant would be able to "conduct enrichment classes...and understand educational needs of the learners." Let us be realistic and randomly sample 5 schools in the vicinity and assess the ratio of educators contributing to the betterment of the schools (in terms of local and foreign). You would realize that there is indeed a need for "fairness" in recruiting teachers. Tribalism is at core of most schools' underperformance in our province and we seem to turn a blind-eye upon this. The decency of prioritizing our children's future has been wiped out by benefits of "favoritism" and unproven educational philosophies.
3. Closing date for applications; 20th January...Shortlisting, 20th January and Interviews 20th January. How feasible is this? What are we trying to achieve? Imagine an individual travelling for more than 16 hours from Eastern Cape not knowing he/she has been shortlisted...really!🙈.... This is the reason some schools are equipped with incompetent teachers. We are narrowing opportunities for selecting "the best" out of a pool
4. Word-to-Word advertisement, posting adverts on circuit doors and going to the radio. Let us note that only older generation personally goes to the department notice boards to look for jobs...only the older generation listens to the local radio. Do not you wonder how it happens that you advertise a post for a month and still get 8 applications (with only two applicants qualified as educators)?
The issue of "there are no qualified teachers" is not true. I have been running a WhatsApp group for unemployed qualified graduates for a year now. It has about 100 individuals across SA and Lesotho. I have proven to principals in Rakgoadi Circuit a multiple times that qualified unemployed graduates still exist and they only need platforms to present themselves. They can be accessible via social media. You can even contact the circuit heads for verification.
New-age teachers are on social media, let us utilize these platforms effectively, I beseech you.