You may want to examine whether new hires disproportionately come from any particular recruitment channel, or if they tend to have a certain experience in common. For example, do word-of-mouth referrals represent a disproportionately large percentage of new hires? Or do you tend to hire heavily from your substitute teacher pool, or educators who started out as student teachers in your district? You may also want to look at the volume of high-quality candidates, particularly by subject areas.
This will give you a better idea of how well your hiring process selects candidates who fit into the school culture. The next step is exploring metrics like time-to-hire, and when most candidates were hired. By looking at how long it takes to fill most vacancies, you may be able to identify inefficient processes that hold up the hiring process. Remember that hiring late in the year means less-qualified applicant pools , so if most of your jobs are filled in late July and August, you could be missing out on the most talented candidates.
Dig into what could be causing jobs to not be posted until late summer. How can you predict staffing needs more accurately? Finally, you may want to gather input from individuals involved in hiring, from your new hires to principals. Consider sending out a survey asking new hires for feedback on the application and hiring process. For principals, consider sending a survey asking for their opinion on the quality of the applicant pool and the hiring process itself — were they satisfied with the level of support they received from Human Resources?
Did they notice any inefficiencies that could be addressed? Gathering feedback from those involved in hiring across the district allows you to go beyond hiring data alone and understand how others perceive the process. Plus, it fosters collaboration and engagement by showing that you care about their experience. And in the end, it will help you provide a more positive experience for applicants and administrators alike.
After working your way through the data, determine what your district needs to focus on for the upcoming year and set objective, clearly-defined goals that are aligned to those areas of improvement. A reasonable number of feasible goals will give you the structure you need to develop effective, targeted strategies, without overwhelming yourself or your colleagues. Lay out your recruiting and hiring goals for the coming year and build a framework for a strategy to help you improve on those metrics and meet your goals.
Thinking forward comes naturally: I want X, so I will implement Y strategy to get there. Thinking backwards — or inverting the problem — means asking yourself, What would prevent me from reaching my goal?
You might realize that your district is inadvertently doing something that holds your recruitment and hiring processes back. Then, you can make a change and ensure that nothing stands between you and your goals. By no longer requiring job-seekers to apply in-person or send a thick packet through snail mail, you may find that more qualified educators apply to work in the district.
After implementing any changes to your hiring process or strategy, the next step is to continually monitor your data. If nothing else, schooling during the pandemic has been in constant flux, shifting between remote, hybrid, and in-school environments. These stressful transitions have shined a light on the need for educators who are flexible and resilient, say administrators and coaches. This includes having a proclivity toward approaches like competency-based and project-based learning.
While a number of school leaders commented that virtual hiring has its perks, such as being able to cast a wider net, it can be harder to get a true sense of whether the applicant is a good fit for the job.
As a result, some schools are upgrading their hiring practices, such as asking different interview questions that go beyond the canned ones that are easily searchable via Google, said Todd Bloomer, a high school principal in San Antonio, Texas. Bloomer said that he and colleagues—including teachers—brainstorm questions based on the specific job and include role-playing scenarios that a teacher might encounter, such as addressing a conflict with a parent.
Additionally, he requires applicants to record a one-to-two-minute video introducing themselves in advance of the interview. More than ever, administrators and instructional coaches say they are extensively checking references and bringing a cross-section of staff members into the hiring process to gauge whether the applicant will fit into their existing professional learning community. The pandemic has shined a light on long-standing inequities tied to poverty and race, and administrators say that this year they are increasingly seeking educators with culturally responsive teaching practices and an eye for improving equity in schools.
Most administrators work a couple of weeks longer than the teachers and return to school about two weeks before them. Once administrators return from their summer break, another round of interviews begins for any openings that have not been filled. Oftentimes administrators keep candidates that make a good impression in mind for future positions.
The final two weeks before school starts is a hot time for getting a last-minute teaching job. Final enrollment numbers and finalized budgets come in, and there is often a scramble to round out a staff. Tons of teachers have been hired in the week or two right before school starts, right up to the day before students arrive.
In fact, many teachers report they got jobs days, or even weeks, after school began. When a last-minute job opens up administrators need to act fast, so being in the right place at the right time is crucial. Official student headcount occurs for most school districts in October.
This is the window of time that schools report official attendance numbers. When numbers have increased significantly since the beginning of the school year, whether there has been an influx of people moving into the area or students have transferred from other schools, new positions will open up.
Pickings are pretty slim in the holiday months. Teachers who are considering leaving are usually committed to at least finishing out the semester. Same thing with teachers retiring midyear.
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