or Build? determines pipeline programs – not Effectiveness of new # and quality of applicants feasibility of just for this year, but for hires from current by program by subject Assess if current partnering or the next 3-5 years programs? Ratio of applicants to pipelines meet building Share data on new hire Are there untapped vacancies needs or if a pipelines effectiveness with resources – businesses, Principal satisfaction with district program is pipeline programs nonprofits – to consider? applicant pool/ pipelines needed Create the Plan: HR owns the November With whom do you need Previous years’ hiring/ Consider having a team or Who? When? planning and to partner – internally vacancy data by school specific owner for Goals execution of and externally? shortage areas; outside of % of vacancies filled by the larger recruitment team How can you hire as early month, subject, and school Create a coherent recruitment as possible? Work with Academic plan with clear plan teams to make sure your What are needed owners & metrics plan meets their needs resources and supports? EXECUTION Component Primary Timeframe Key Considerations Data to Review Application to Shortage Owner Areas Outreach: Building HR builds the November – Who is your “best” Ratio of applicants to Tailor recruitment a Pool pool, May teacher? vacancies messages to different strategically types of teachers (by How can you create Principal satisfaction with Build a wide and drawing in subject and diversity) the widest pool applicant pool deep pool of others who possible? Differentiate Diversity in applicant pool applicants from can help “sell” compensation, induction, How do you describe multiple sources by the district anything to entice high your district’s value screening in priority teachers proposition? candidates Offer early contracts Pre-Screening: HR screens all December – What’s your criteria for % of candidates by subject Highlight “best” teachers Identify the Best applicants and August “best” teacher? who meet criteria to principals in applicant highlights top Is the criteria you’re Historical data of teacher tracking, but allow Distinguish those prospects principals to see all using correlated to effectiveness by pathway most likely to candidates teacher quality and and program succeed for student achievement? principals Cultivation: HR December – What resources do you % of acceptance and Help early contracts find Keeping them continuously September have available declination rates of school-specific roles
or Build? Assess if current pipelines meet needs or if a district program is needed determines feasibility of partnering or building pipelines Effectiveness of new hires from current programs? Are there untapped resources – businesses, nonprofits – to consider? # and quality of applicants by program by subject Ratio of applicants to vacancies Principal satisfaction with applicant pool/ pipelines pipeline programs – not just for this year, but for the next 3-5 years Share data on new hire effectiveness with pipeline programs Create the Plan: Who? When? Goals Create a coherent plan with clear owners & metrics HR owns the planning and execution of the recruitment plan November With whom do you need to partner – internally and externally? How can you hire as early as possible? What are needed resources and supports? Previous years’ hiring/ vacancy data by school % of vacancies filled by month, subject, and school Consider having a team or specific owner for shortage areas; outside of larger recruitment team Work with Academic teams to make sure your plan meets their needs EXECUTION Component Primary Owner Timeframe Key Considerations Data to Review Application to Shortage Areas Outreach: Building a Pool Build a wide and deep pool of applicants from multiple sources by screening in candidates HR builds the pool, strategically drawing in others who can help “sell” the district November – May Who is your “best” teacher? How can you create the widest pool possible? How do you describe your district’s value proposition? Ratio of applicants to vacancies Principal satisfaction with applicant pool Diversity in applicant pool Tailor recruitment messages to different types of teachers (by subject and diversity) Differentiate compensation, induction, anything to entice high priority teachers Offer early contracts Pre-Screening: Identify the Best Distinguish those most likely to succeed for principals HR screens all applicants and highlights top prospects December – August What’s your criteria for “best” teacher? Is the criteria you’re using correlated to teacher quality and student achievement? % of candidates by subject who meet criteria Historical data of teacher effectiveness by pathway and program Highlight “best” teachers to principals in applicant tracking, but allow principals to see all candidates Cultivation: Keeping them HR continuously December – September What resources do you have available % of acceptance and declination rates of Help early contracts find school-specific roles
A-Year-in-the-Life-of-a-Great-Recruitment-Team-1.docx