p–ISSN: 2723 - 6609 e-ISSN: 2745-5254

Vol. 5, No. 6 June 2024 http://jist.publikasiindonesia.id/

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2946

Factors Factors Affecting the Form of Teacher Recruitment

in Schools

Masayuki Nugroho

, Bachtiar Syaiful Bachri

, Umi Anugerah Izzati

, Amrozi

Khamidi

, Nunuk Hariyati

Universitas Negeri Surabaya, Indonesia

Email: [email protected]

, [email protected]

[email protected]

, [email protected].id

, [email protected]

*Correspondence

ABSTRACT

Keywords: Teacher

Recruitment, Teacher

Needs, Teacher

Competencies.

The purpose of this study is to find out the factors that affect

teacher recruitment in schools. This research method uses

the Systematic Literature Review (SLR) method. In the

future, small and medium-sized companies face the

challenge of retaining their best human resources to keep

working for the company. Aligning individual values with

work, organisation, and group is the best way to achieve

goals through creative changes in employee behaviour. They

found that misinterpretations of cultural roles, stigma, fear

and prejudice, low status of educators in the preschool

sector, and lack of male recruitment policies influenced male

recruitment into the preschool sector. This study concludes

that the factors that affect teacher recruitment in schools are

education, experience, gender, salary, facilities, working

conditions, job satisfaction, career advancement

opportunities, location (urban and rural), people

organisation, personal motivation, organisational practices,

compatibility between personal characteristics and job

needs, values, social cognitive career, self-decision, career

construction, living space, commitment, teacher

competence, social cognitive, sustainable professional

development. The recruitment stages at the school are

committee formation, socialisation, registration, and

selection process, which includes written exams, interviews,

and microteaching. After the selection process is complete,

qualified teachers are announced. Hiring can run smoothly if

supported by facilities, team collaboration, and human

resources.

Introduction

Educational institutions are locations specifically designed to enable the learning

process to improve the quality of human resources. The school describes education as all

the efforts of adults in interaction with children to aid their physical and spiritual

development towards adulthood. Children's teaching is essential for development, and

Factors Factors Affecting the Form of Teacher Recruitment in Schools

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2947

educational institutions must be better managed. Optimising strategic planning to achieve

the vision and mission of an educational institution can improve its management. Over

time, the same approach will fail. Due to internal and external environment changes,

organisations must adopt new strategies and formulas to adapt. Educational organisations

always use the best strategies by considering internal and external factors. Every

organisation or agency that participates in implementing the program is always given

instructions to achieve its goals. An organisation is complex and seeks to align human

resources to achieve a specific goal fully. An organisation is considered effective if it can

achieve the goals that have been set. All organisations must now be able to compete to

provide the best service, including government organisations.

Teachers play an important role in education. Teachers directly deal with students

in transforming science and technology and teaching positive values to students.

Therefore, teachers are an important component that must continue to be considered to

improve the quality of education. Teachers have control over the success of education in

schools and madrasas, no matter how well the curriculum is created, complete, or

sophisticated. In this context, the central government has the authority to make

regulations so that these two things can be reduced/suppressed through various

regulations and policies, including Permendiknas Number 13 of 2007 concerning

Standards for School Principals/Madrasah and Permendikbud Number 6 of 2018

concerning the Assignment of Teachers as Principals/Madrasas. The Permendikbud

mandates reorganising the recruitment system and career coaching of school

principals/madrasas to obtain credible and competent principals/madrasas. Therefore, all

related parties, especially local governments in recruiting school principals/madrasas,

must have the same commitment to implementing Permendikbud Number 6 of 2018. To

implement the recruitment system and career coaching of school principals/madrasas, the

same commitment is needed at the policy level at the district/city government level

throughout Indonesia; so far, several institutions still need to implement the recruitment

process or stages. Although procuring educators in schools requires great responsibility,

this process is highly recommended. At this time, some schools use a nepotism system to

recruit teachers. Even when educators are admitted without a selection process, schools

must know whether they are qualified. One of the reasons why education in Indonesia

still needs to improve is this problem. Withdraw all previous studies mentioned above,

except for research conducted by the researcher himself.

Various educational institutions use the teacher recruitment process to get

competent teachers in their fields. The main goal of this process is to get the right people

to fill the vacant positions so that they can work well and stay in the company for a long

time. Teacher recruitment aims to get competent teachers in their field to educate students

in the best possible way. One must choose a teacher based on four qualities: personality,

pedagogy, professional, and social.

According to research conducted in Colombia, discrimination occurs when hiring

teachers. The main theoretical basis discussed is the theory of native-speakerism, which

argues that English teachers represent the ideal Western culture for teaching English. This

Masayuki Nugroho, Umi Anugerah Izzati, Bachtiar Syaiful Bachri, Amrozi Khamidi, Nunuk

Hariyati

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2948

concept encourages certain linguistic and cultural practices to dominate English language

education (Mackenzie, 2021). As the impact of colonialism and indigenous languages

shows, both contribute to the development of discriminatory recruitment practices in

Colombia. There is a preference for native English speakers because of this theory, and

the number of teachers who are not native English speakers is decreasing (Mackenzie,

2021).

To attract and retain teachers in the United States, the research must consider non-

salary factors such as working conditions, job satisfaction, and career advancement

opportunities. However, the research should consider competitive salaries (Loeb &

Myung, 2020). Studies in the UK and Australia found positive associations between

people who fit their jobs, people who fit their organisations, people who fit their groups,

and innovative work behaviours. This suggests that people are more likely to behave

innovatively when comfortable with their work, organisation, and group (Gordon, 2020).

The study was conducted in South Carolina, USA. Schools in rural areas often need help

with the number of employees. Some schools report that only some candidates make it to

the selection group. The "problem of schools in rural areas" largely depends on the

problem of teacher recruitment and retention in rural areas. However, several advantages

of teaching in rural settings should be more noticed and recognised. These include a lower

cost of living, smaller schools encouraging closer relationships between students,

providing learning plans tailored to each student's needs, stronger relationships with the

community, and greater teacher influence and autonomy in the classroom. Compared to

non-rural schools, teachers are more satisfied with these factors. The main organisational

factors that affect hiring are the location and characteristics of the school. For aspiring

leaders, urban, suburban, and rural settings can offer a variety of challenges and

opportunities (Lee & Mao, 2023).

The most compelling facts show that providing targeted monetary incentives can

attract people to become educators. However, these incentives may not be enough to

retain teachers in the long run. The size, competitiveness, and ability to offset the

disadvantages of working in a particular school or sector determine how effective

financial incentives are (See, Morris, Gorard, Kokotsaki, & Abdi, 2020).

First, the problem of higher staffing in rural areas arises. According to research,

compared to urban, suburban, and urban districts in California, inland districts face a

much greater personalisation problem. Lack of specific topics. The study showed that the

subject had specific shortcomings in areas such as special education and English language

teachers (ELL). Rural areas need special education teachers more than other urbanisation

categories. Second, geographical factors. Geographic location is crucial to explain

personalisation issues. Rural areas are more often on the borders of the country and do

not have teacher education programs, which is a factor strongly related to the steps of the

Third Staff Challenge, Staff Challenge Portrait Description. Rural schools always have a

higher vacancy rate throughout the year than other schools in urbanised areas. Although

there are generally more job vacancies in rural areas, there are few at the end of the school

Factors Factors Affecting the Form of Teacher Recruitment in Schools

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2949

year. Fourth, Retention of Teachers. Factors such as relative wages, working conditions,

and early career experience are shown in this study (Goldhaber et al., 2020).

Emphasis on the importance of an effective recruitment strategy to attract high-

quality candidates likely to stay in their jobs. The study emphasises the issue of teacher

recruitment, especially related to the global need for qualified teachers. In addition, an

analysis of teacher recruitment messages and strategies from the Department of Education

(DfE) and Teach First shows that the message of personal utility, social utility, and the

importance of personal attributes in teaching is the focus of the strategy document.

Administration/messaging changes and personal utilities are the focus of public

advertising. This study shows that recruitment strategies must be based on relevant

theoretical and empirical work to attract and retain high-quality teachers (Klassen et al.,

2021).

A study in California found that self-reliance in career decision-making was

positively associated with a positive teaching experience, which increased teacher

recruitment and retention. This suggests that student educators with higher self-efficiency

in making career decisions are likelier to have a positive experience in their work as

educators. The second study found a link between teachers' motivation and their early

experience in the field. This suggests that a teacher's initial real-world experiences, such

as classroom observations, teaching practices, and student interactions, can influence

their desire to become a professional teacher. Third, the Influence of Learning

Experience: This study emphasises how important it is to collect learning experiences in

an environment relevant to the actual teaching of the classroom. Teachers are more likely

to gain a broad understanding of teaching work if they participate in various activities

outside the classroom curriculum, such as contacting parents and supervising student

breaks. Fourth Role of Professional Knowledge: Early learning experiences have been

shown to enhance professional knowledge, career exploration, and the ability to make

decisions more efficiently. Students can better understand the school culture, work

environment, and teacher needs by gaining hands-on experience in a teaching setting.

Results of the Structural Equation Model (SEM): This study can offer a model of

structural equations that describes the relationship between variables such as teacher

motivation, subjective evaluation of field experience, decision time, teaching career

determination, and teachers' future self-effectiveness. SEM makes it possible to

thoroughly analyse the relationships between the various components that influence

teachers' decisions about students (Wolf et al., 2021).

A study of the policies used to recruit English teachers in Iran found three main

categories: prioritising Islamic principles and values, emphasising commitment to

educational goals, and emphasising teachers' expertise and knowledge. The process of

recruiting EFL teachers in Iran is governed by this policy directive, which reflects the

broader educational context in the country. Analysis of official documents and interviews

with stakeholders involved in EFL teacher recruitment provides an overview of how this

policy is implemented. This study emphasises the importance of following Islamic

standards when choosing teachers (Mirhosseini et al., 2023).

Masayuki Nugroho, Umi Anugerah Izzati, Bachtiar Syaiful Bachri, Amrozi Khamidi, Nunuk

Hariyati

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2950

At a lower level, early childhood education. This study identifies the problems

preschoolers face when recruiting and retaining male teachers. These include public

perceptions of the role of gender in early childhood education and the low status of

educators in the industry. In addition, it is mentioned that the lack of awareness and

understanding of the importance of gender balance in preschool is an issue that needs to

be addressed (Okeke & Nyanhoto, 2021).

Greece researches the provision of special education. First, due to the workforce

shortage, studies may have shown a lack of parallel support that cannot be adjusted,

especially regarding teacher qualifications and experience. These findings may show how

difficult it is to ensure that students with special educational needs receive adequate help

in the primary classroom. Second, the postponement of teachers' work. Research may

show significant delays in teacher recruitment for parallel support roles. This suggests

that the government's recruitment process may need to be more efficient. These results

can indicate systemic problems affecting the timely delivery of special education services.

Third, Gender Distribution: A study may have examined the gender distribution of

teachers in parallel support and found any differences in representation. Understanding

the gender dynamics among special education teachers can help understand diversity and

inclusion in the workplace. The Fourth Academic Qualification of Studies may have

investigated the competence of teachers in parallel support, which includes additional

sign language certificates or Braille. These results may indicate that teachers can meet the

different needs of students with disabilities (Koutsoklenis & Papadimitriou, 2021).

The study involved 18 teachers in Lumajang, Indonesia. The study results show that

using Tahani's fuzzy logic in making teacher admission decisions is better than using

average scores. This is because Tahani's fuzzy logic considers many criteria, while the

average only considers one criterion with a high value. These results show that using

Tahani's fuzzy logic in a system that helps in teacher admission decision-making can be

beneficial. So that decision-making becomes fairer, this system considers the criteria

thoroughly. The results of the fuzzification of Tahani and the average score of the test

takers are different. This shows that Tahani's fuzzy is a more reasonable choice in

evaluating various criteria (Setiawan, 2020).

Written tests, interviews, and microteaching are some of the steps in the teacher

selection process. Out of 36 applicants, 28 were accepted, and 10 were not. This shows

that a rigorous selection process selects only qualified teachers. The teachers specialised

in various fields, such as Islamic religious education, Indonesian, and mathematics. These

subjects must be distributed to ensure the diversity of competencies among teaching staff.

Graduation Announcement: In February 2020, teachers who are qualified for the required

position are announced as graduates. Ten teachers were selected based on their teaching

ability, teaching program design, motivation, and aspirations to advance education

(Erialdy et al.. Yudi Muhtadi, 2021).

The study was conducted at Citra Insan Mulia Junior High School. First,

preparation. Recruitment committees for educators are formed to discuss and prepare for

new educator requirements, such as certificates and diplomas of education. Performance

Factors Factors Affecting the Form of Teacher Recruitment in Schools

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2951

and ability determine committee placement. Second, information about teacher

recruitment is disseminated through popular platforms such as Facebook, Instagram, and

WhatsApp. Third is admission, where the applicant's file is collected per the standards set

for new teacher candidates. This process examines applicants to ensure they meet the

requirements (Alfiyanto, 2022).

This study looks at how the pattern of principal appointments influences the

performance of junior high school principals in Central Lombok Regency. The process

of appointing principals greatly affects their performance. According to the Ministerial

Regulation, the appointment method is considered the best and affects the principal's

performance. Principal Work Discipline: The principal's performance is significantly

influenced by the principal's recruitment pattern and work discipline. High work

discipline can improve the performance of school principals in carrying out their duties

well. This shows how important these two components are to determine the quality of

school principals' performance in Central Lombok Regency (Zainuri, 2022).

The study was conducted at Nurul Palembang High School. Teacher recruitment

documents show that some schools in Indonesia rely on nepotism or informal recruitment

practices, resulting in teacher recruitment without a fair selection process. This can lead

to discrepancies between school standards and teacher qualifications and competencies,

leading to higher education in the country. The study emphasises that teacher recruitment

is essential to determine the quality of education. The school seeks to improve the

educational outcomes of students by selecting professional and high-quality teachers

through established processes and steps. To achieve high-quality education, educators are

needed who can effectively convey knowledge, attitudes, and skills to students (Intan et

al., 2023).

Institutions hold administrative exams, interviews, and teaching tests such as

microteaching to ensure that candidates are qualified. In this study, the role of schools as

human resource providers is very important in the recruitment and selection process of

employees. Schools play a crucial role in determining and evaluating potential candidates

before submitting them for final selection at the foundation. Placement Process: At SMK

Al-Islam Surakarta, teachers and staff are placed according to their education, work

experience, and area of expertise. This personalised approach ensures that teachers can

perform their duties well and contribute optimally to the school's goals. This study

provides insight into how SMK Al-Islam Surakarta conducts recruitment and selection.

This study shows that this process improves recruiting and placing teachers in educational

institutions (Dian et al., 2023).

This study was held at Madrasah Ibtidaiyah Al-Muthohhar Purwakarta. This

research shows that good human resource management is essential for educational

organisations. Organisations can increase efficiency and effectiveness by optimising

human resource activities. This will benefit both employees and the organisation as a

whole. Strategic planning in human resource management is essential to accommodate

an educational institution's short-term and long-term goals. The study also emphasises

that things such as interests, talents, abilities, and complexity of tasks must be considered

Masayuki Nugroho, Umi Anugerah Izzati, Bachtiar Syaiful Bachri, Amrozi Khamidi, Nunuk

Hariyati

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2952

when organising placement activities. A holistic approach to HR management ensures

that employees are placed in positions that match their abilities and interests. Ultimately,

this approach contributes to the organisation's success (Huda, 2022).

There are similarities and differences in teacher recruitment at different levels and

in various countries; this creates a new view that teacher competence continues to

develop. Based on the problems obtained, the researcher conducted a study entitled

"Factors Affecting the Form of Teacher Recruitment in Schools".

Method

In writing a Systematic Literature Review (SLR), it is very important to develop a

quality thinking framework to solve problems in problem formulation. Research will

begin by looking for information related to the research topic. Researchers need to be

careful in finding relevant information through this step. By using this literature research,

duplication of research can also be avoided. Researchers can find out previous research

on the subject through this research. Therefore, literature must be used as supporting

material for scientific writing. Researchers can find literature from sources and then read,

understand, study, criticise, and review the work to obtain relevant literature. A literature

review is essential to get an idea and purpose for a major research topic.

The sources collected are national and international journals that discuss teacher

supervision and performance from 2020 to 2024. The data was identified and collected

using the Systematic Literature Review (SLR) method.

The SLR method aims to organise and review journals by following established

steps (Triandini et al., 2019). In other words, the SLR Method can minimise subjective

identification, and the results are hoped to contribute to the literature on its use in journal

identification.

To synthesise the results of thought, researchers usually must research writings

related to the topic. A popular way to create a synthetic is to find and classify the

components related to the problem. To conclude whether related writings have

similarities and differences, the preparation of collective conclusions can be used to

synthesise. The synthesis matrix, which is based on important research, is a commonly

used method for synthesis. This method consists of tables or diagrams that help

researchers group arguments from different papers and then combine the differences to

make conclusions (Triandini et al., 2019).

Results and Discussion

The study found linguistic elements in 36.8% of job ads. Language is considered a

biography component because of its impact on racial, regional, or national identity. Job

ads as English teachers in Colombia indicate nationality. The government needs a

certification program to ensure teachers have equal rights, desirable abilities, and equity

across countries (Mackenzie, 2021). Studies in the United States show that alternative

certifications aim to increase teacher availability by making access easier for people with

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Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2953

academic competence, thus adding to the list of teacher candidates (Loeb & Myung,

2020).

The in-depth study found that the new teacher experience was particularly clear

from five semi-structured interviews and survey responses from 67 qualified new teachers

in the UK and Australia. This research aims to determine whether human resources and

teacher needs meet the needs. This corresponds to the theory of people-organizational

adherence (P-O), which emphasises how important it is to align individual characteristics,

values, and goals with the organisation to improve recruitment and retention efforts. P-O

compliance theory states that individuals are more likely to be satisfied and perform well

in organisations that align with their values, beliefs, and goals (Gordon, 2020). The

government considers the theory of supply and demand in education when determining

teacher placement and its expansion. Additionally, the theory considers the factors that

drive educators to hold important positions and how superintendents or districts vet,

assess and hire candidates best suited for the position. This theory encourages analysing

personal motivation and organisational practices in school principals' recruitment and

selection process (Lee & Mao, 2023). According to Human Capital Theory, a person's

knowledge, abilities, and abilities are influenced by their success and productivity in the

workplace (See et al., 2020). Urban and rural areas often have more personalisation

problems than suburban areas. This is due to the location of the teacher's labour market,

as teachers often work in districts near their hometowns.

This theory states that the fit between personal characteristics and job needs

influences a person's career choice. People's desire to become teachers is influenced by

personal benefits such as job opportunities and social benefits. Elaboration Probability

Model: This model says that people use their motivations and abilities to assess whether

their attributes and job needs are appropriate. This model emphasises how important it is

to provide specific information about the job to help people make decisions. According

to the Hope-Value Theory, a person's expectations of success and their subjective values

on a particular career influence their decision to pursue it. The Social Cognitive Career

Theory (SCCT), proposed by Lent, Brown, and Hackett, emphasises how students' beliefs

about their teaching abilities and the expected outcomes of a teaching career influence

their decision to pursue teaching. Self-decision theory (SDT) was created by Deci and

Ryan and focused on intrinsic motivation, autonomy, and competence as key factors in

human behaviour and motivation. In the context of teaching, SDT can help understand

how teachers' intrinsic motivation to teach, their sense of autonomy in the classroom, and

their perceived competence as educators influence their decision to become educators.

This theory, which is based on the psychology of motivation, states that individuals make

decisions based on the expectations of success and the value they place on the outcome

of their decisions. When it comes to teaching, teacher students may choose to pursue a

career as a teacher based on their expectations of success in the job and their value that

teaching is meaningful and rewarding. Career Construction Theory: Savickas offers this

theory to emphasise how important narrative identity and life themes are in career

decisions. Educators can create a narrative of their teaching careers by using students'

Masayuki Nugroho, Umi Anugerah Izzati, Bachtiar Syaiful Bachri, Amrozi Khamidi, Nunuk

Hariyati

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2954

experiences, personal principles, and future goals to help them decide about becoming

teachers. The Living Space Theory, coined by Donald Super, focuses on the roles and

stages of a person's life development through their career development. This theory can

help explain how students' interests, self-concepts, and values developed during teacher

education programs influence their career decisions (Wolf et al., 2021).

Theory-based and thematic coding were used to analyse the data in this study.

Islamic criteria, teacher commitment, and expertise and knowledge are the three main

categories that make up the structure of teacher recruitment policy in Iran. These

categories emphasise the application of Islamic criteria in policy, which emphasises

consideration and observation of Islamic values when selecting teachers. Teachers'

beliefs, values, and practices are guided by theoretical structures such as the Islamic

system and the Islamic-Iranian lifestyle. In addition, the study considers the broader

context of Iranian education as policies that can target EFL teachers or teachers of various

subjects (Mirhosseini et al., 2023).

Social influence on individual behaviour, self-efficiency, and observational

learning is emphasised by the Social Cognitive Theory built by Bandura (1986). This

theory can help understand how male preschool educators see their abilities and address

gender issues (Okeke & Nyanhoto, 2021). This study can address the idea of how teachers

teach inclusive practices. How teachers prepare to support students with special needs can

impact the quality of education provided in the primary classroom (Koutsoklenis &

Papadimitriou, 2021). The decision-making support system thoroughly evaluates the

criteria using fuzzy Taha ni's logic, stating that the teacher selection is based on

personality, social, pedagogical, and professional qualities (Setiawan, 2020). According

to human resource theory, having high-quality human resources is essential for an

organisation. In this context, the appointment of high-quality teachers is essential for the

success of schools (Erialdy et al., 2021).

Human resources (HR) are an organisation's most valuable asset, and HR theory

emphasises its management strategically and consistently. In teacher recruitment, HR

theory helps schools plan, attract, select, and retain qualified teachers to meet school goals

(Alfiyanto, 2022). Permendiknas Number 13 of 2007 stipulates that school principals

must have five competencies: personality, managerial, entrepreneurship, supervision, and

social. Regulation of the Minister of Education and Culture Number 6 of 2018 clarifies

this dimension. This competence dimension ensures that the selected principal has the

necessary competencies (Zainuri, 2022). The Human Capital Theory emphasises the

importance of investing in human capital, including education and training, to increase

productivity and economic growth. In terms of recruiting educators, hiring high-quality

and experienced teachers can be considered an investment in human capital to improve

the quality of education (Intan Sari et al., 2023).

Nenden Najiatul Huda's research focuses on the main component of human

resources (HR), which is an important component in the success or failure of an

organisation or educational institution. He emphasised that human resources (HR)

activities can increase the efficiency and effectiveness of organisations and their

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employees if they are developed and managed properly. The study also shows that

strategic planning is very important in human resource management. Gaining an edge

over competitors and understanding a competitive plan requires strategy. Policies are

crucial in providing direction during the decision-making process. Ultimately, policy

changes the way decision-makers think about achieving desired goals. Many studies have

investigated this issue in the broader context of HR management. Hardianto (2017), for

example, investigates ways to maximise organisational strategic planning to achieve

educational goals. In addition, Mehrabad and Fathian Brojeny (2007) developed an expert

HR management system that allows job seekers to be selected and appointed

appropriately. Swanger (2004) looks at physical changes from the perspective of

recruiters and human resource managers.

The research found an easier and more supportive teaching-mentor-educate model

for the transition, improving teacher professionalism and well-being. In the future, small

and medium-sized companies face the challenge of retaining their best human resources

to keep working for the company. Aligning individual values with work, organisation,

and group is the best way to achieve goals through creative changes in employee

behaviour. It will also lay a solid foundation for new employees' hiring and selection

process that can improve their job performance. A realistic work preview (RJP) should

be created and incorporated into school teacher's work procedures. Compared to districts

of different urbanisation classifications, schools in rural areas face much greater

employee challenges. District-level characteristics explain some of these differences,

such as the proportion of poor students in the district. The geography of rural districts

also helps explain the high level of personalisation, as inland districts are more likely to

be located on the country's borders and far from teacher education programs, which are

closely related to staffing issues. The study shows that career exploration and self-

efficiency decision-making, as well as their sources, emotional support, field experience,

and motivation, affect teachers' career despair and self-effectiveness in the future. The

study showed that no male teachers worked in preschools in the education district where

the study was conducted. They found that misinterpretations of cultural roles, stigma, fear

and prejudice, low status of educators in the preschool sector, and lack of male

recruitment policies influenced male recruitment into the preschool sector. Therefore, the

Ministry of Education and Social Development should initiate an awareness campaign to

inform all stakeholders about the importance of gender balance in the preschool sector. It

is consistent with the philosophical basis of social role theory (SRT).

Conclusion

Collaboration between districts and colleges and alternative certification programs

have proven effective in increasing the number of potential educators available. These are

some of the variables that may affect teacher retention and recruitment. Having the ability

to support intern teachers is essential to support new teachers and increase retention. This

is especially true for those who are just starting their jobs. Ensuring that all students have

access to high-quality teachers. Leaders can leverage individuals who fit their jobs,

Masayuki Nugroho, Umi Anugerah Izzati, Bachtiar Syaiful Bachri, Amrozi Khamidi, Nunuk

Hariyati

Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2956

organisations, and groups to improve job performance, encourage innovative work

behaviours, and increase organisational success. Studies show that recruitment efforts

should focus on attracting and retaining teachers to rural schools in the long term. Schools

in rural areas can increase retention and build a stable teaching workforce by creating a

supportive and inclusive school culture that values the work of educators. These key

individual and organisational factors influencing recruitment and selection emphasise that

factors such as gender, race, qualifications, school location, and working conditions

influence the process of selecting school leaders.

Targeted Financial Incentives: Targeted financial incentives appear to attract

faculty, but how effective they are at long-term retention needs to be clarified. The size

of the school, its competitiveness, and its ability to provide sufficient financial incentives

to keep pace with the challenges of a particular school are important components to

consider. Early Career Support and Continuing Professional Development (CPD): CPD

and early career support are promising strategies for retaining teachers in the profession.

However, insufficient evidence supports this technique, suggesting that additional

research and evaluation are needed. Education stakeholders and policymakers must rely

on evidence when deciding teacher recruitment and retention strategies. Evaluation of the

quality of research results and contextual factors influencing interventions is essential for

effective policy implementation.

The study shows that California's rural districts face more personalisation issues

than urban, suburban, and urban districts. Some of the problems faced by California's

rural schools include higher vacancy rates and increased reliance on teachers with

emergency accreditation. The study emphasises how geographic location affects

personalisation issues. Rural areas face problems because they are farther away from

teacher education programs and closer to state borders. The study shows that teacher

retention and recruitment in rural areas require targeted policy interventions.

Policymakers should consider local hiring strategies, geographic differences, and subject-

specific shortages when planning to reduce staff difficulties in rural schools. Teacher

recruitment methods based on theory and research encourage creating and testing new

recruitment strategies to solve current problems and ensure that the teacher workforce is

the best.

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Jurnal Indonesia Sosial Teknologi, Vol. 5, No. 6, June 2024 2957

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