Lifestagehiring
Best Practices in hiring
The strongest candidates have accepted offers by end of May [1]. Teachers hired after the start of the year are twice as likely to leave within one year.
By aiming to hire at least 90% of staff by the end of May, organizations have access to the highest-quality candidates, retain more new teachers the following year, and minimize the financial and cultural impact of turnover.
[1]: Levin J and M Quinn. 2003. Missed Opportunities: How We Keep High-Quality Teachers Out of Urban Classrooms. TNTP.
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Step
1
Create Guides and Rubrics
Structured interviews standardize the hiring process and minimize bias, allowing candidates to shine on their own merit. Creating defined lists of questions aligned to the hiring profile ensures that all candidates participate in the same hiring process. Additionally, using standardized rubrics focuses assessment on factors directly relevant to job performance and reduces subjective decision making.
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Incorporate chances for candidates to gain a deeper understanding of your school and its culture. Interviews should be a mutual dialogue where both parties assess whether the role will be a good fit
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Step
2
Train Stakeholders on Bias Mitigation
Bias mitigation starts with awareness training to illuminate the role unconscious bias plays in hiring and allow employees to recognize their own biases regarding race, gender, sexual orientation, and religion. Creating space to acknowledge bias and implementing strategies to mitigate it, such as anonymous resume reviews, can ensure that candidates are assessed equitably based on their qualifications and talents – not surface demographic characteristics.
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Regularly engaging in implicit bias assessments and bias mitigation training is essential for everyone participating in talent-related activities, including those who have undergone training in the past.
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Step
3
Develop a Clear Communication Strategy
Make a positive, lasting impression on candidates by prioritizing transparency, equity, and expediency in communication for all steps of the interview and hiring process. Carefully drafting thoughtful emails not only saves leaders time, but also leaves candidates feeling respected and valued – whatever the hiring decisions may be.
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Working to ensure a positive, equitable experience for all candidates ensures that they will remain interested in future opportunities within your organization.
EdFuel can design hiring systems and processes for you.