Eureka! Institutional Repository

The impact of Human Resource Management (HRM) - defined as all executive efforts to influence employees' capacities, motives and opportunities - on the results of businesses and organizations has been widely recognized. Recently, Veteman et al. (2014) claimed HRΜ is a key element in increasing school performance. In this way, by increasing the ability and commitment of teachers, it increases their performance, which as a result has higher learning outcomes on the part of the students. While there is a growing recognition of the need for schools to implement human resource management, it is still relatively inadequate in the education sector and seems difficult to implement in a systematic and effective way. As Rebore (2010) and De Armond (2013) also pointed out, and as several writers have stated before, it appears that education policy makers and educational leaders have no systematic and comprehensive view of human resource management. Perhaps with a fuller and more accurate education and continuous training, the end result can be quite different. The purpose of this paper is to study the use of the interview as a tool for the recruitment and development of primary and secondary school staff. For the purpose of the survey, 157 teachers completed questionnaires, which were then analyzed with the help of statistical SPSS package. The results highlighted teachers' experience, qualifications and skills as criteria for recruiting and highlighting education staff, while the interview as a recruitment tool was considered appropriate only if there were no subjective or party criteria. Based on the results of this study, we suggest that managers be more educated and selected on the basis of their qualifications rather than by party or any other non-objective criteria