A YEAR IN THE LIFE OF A GREAT RECRUITMENT TEAM Purpose This calendar documents key activities that top-performing HR recruitment teams take over the course of a year. This document can be used by recruitment teams and their supervisors to ensure the most important work is the priority throughout the year. Intended User(s) Recruitment Teams The graphic above highlights the key work of a best-in-class recruitment team. Great recruitment teams must both Plan and Execute their strategy to get the best talent and ensure that key Policies and Enablers, as well as tools for Data and Measurement are in place to support their year-round recruitment efforts. Below you will find key information for each component of the Planning and Execution segments, as well as how you can apply this learning to recruitment in shortage areas. In addition, key policies, enablers, and additional data to consider are included on the last page. PLANNING Component Primary Timeframe Key Considerations Data to Review Application to Shortage Owner Areas Forecasting: How HR creates September – Any changes to Previous years’ hiring/ Share forecasts in Many Teachers? with input November retirements? vacancy data (3 to 5 years) shortage areas with from others pipeline programs – not Any changes to Teachers eligible to retire Determine how (Principals, just for this year, but for resignations? by subject/school many teachers the Academics, the next 3-5 years Any new academic Known vacancies by school district needs for New Schools) programs? and subject the upcoming year Any new schools? Historical retention data and beyond, by New school or program subject needs Pipeline Analysis: HR determines October – Effectiveness of new Effectiveness of new hires Share data on new hire Where to Recruit? where to December hires? by program, including effectiveness with recruit retention and other data pipeline programs # of program completers Identify the most by program and subject? # of graduates by program Prioritize hiring of student effective pipeline by subject teachers early, if Student teachers in sources using successful schools currently? Effectiveness of student historical data teachers Pipeline HR, with input Ongoing Are current programs Effectiveness of new hires Share forecasts in Programs: Partner from budget, meeting your needs? by program shortage areas with
A YEAR IN THE LIFE OF A GREAT RECRUITMENT TEAM Purpose This calendar documents key activities that top-performing HR recruitment teams take over the course of a year. This document can be used by recruitment teams and their supervisors to ensure the most important work is the priority throughout the year. Intended User(s) Recruitment Teams The graphic above highlights the key work of a best-in-class recruitment team. Great recruitment teams must both Plan and Execute their strategy to get the best talent and ensure that key Policies and Enablers, as well as tools for Data and Measurement are in place to support their year-round recruitment efforts. Below you will find key information for each component of the Planning and Execution segments, as well as how you can apply this learning to recruitment in shortage areas. In addition, key policies, enablers, and additional data to consider are included on the last page. PLANNING Component Primary Owner Timeframe Key Considerations Data to Review Application to Shortage Areas Forecasting: How Many Teachers? Determine how many teachers the district needs for the upcoming year and beyond, by subject HR creates with input from others (Principals, Academics, New Schools) September – November Any changes to retirements? Any changes to resignations? Any new academic programs? Any new schools? Previous years’ hiring/ vacancy data (3 to 5 years) Teachers eligible to retire by subject/school Known vacancies by school and subject Historical retention data New school or program needs Share forecasts in shortage areas with pipeline programs – not just for this year, but for the next 3-5 years Pipeline Analysis: Where to Recruit? Identify the most effective pipeline sources using historical data HR determines where to recruit October – December Effectiveness of new hires? # of program completers by program and subject? Student teachers in schools currently? Effectiveness of new hires by program, including retention and other data # of graduates by program by subject Effectiveness of student teachers Share data on new hire effectiveness with pipeline programs Prioritize hiring of student teachers early, if successful Pipeline Programs: Partner HR, with input from budget, Ongoing Are current programs meeting your needs? Effectiveness of new hires by program Share forecasts in shortage areas with
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