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
Track Candidates
Candidates should not be in the hiring pipeline for longer than six weeks or there is a risk of losing them. To do this well, leverage an Applicant Tracking System (ATS) or create a tracker that monitors key hiring activities and dates to easily view each candidate’s total time in the hiring process.
RESOURCES
DEIA Callout
Add candidate age, gender, race, and ethnicity to your hiring tracker for easy analysis of demographics at each stage of the hiring process.
implement & monitor
Step
2
Schedule Equity Pauses
Achieving equity, inclusion, and accessibility takes time and is an iterative process. To continually progress towards DEIA, dedicate time mid-process to challenge the talent team to reflect deeply about current practices, share what each person has learned, realign to the school’s fundamental goals, and identify what must be done better.
RESOURCES
DEIA Callout
Regularly acknowledging the potential for bias can prevent subjective hiring decisions and ensure that staff selections are based on the tangible proficiencies of each candidate.
implement & monitor
Step
3
Assess Success Metrics
Assessing whether the current hiring process is effective and how it can be further improved should be a continuous process that starts early in the hiring stage and continues well after onboarding. By collecting and reviewing data from applicants and monitoring whether candidates and new hires are meeting expectations, an organization will have more time to invoke necessary changes the following year.
DEIA Callout
Evaluate not only the diversity of candidates receiving offers, but also of those accepting offers. Discrepancies in acceptance rates may signal underlying issues at your school that warrant attention.
EdFuel can design hiring systems and processes for you.