What’s so different about strategic hiring?
How technology is ensuring job applicants are ‘better able to find’ the schools they’ll work for
School and district leaders know that to give students the best chance to succeed, they must identify and attract high-quality educators. But if your hiring process starts with posting open positions to your site and reading resumes to determine who to interview, you’re not hiring strategically … which means you’re probably missing your opportunity to find and hire some of the best teachers available.
“Talent management teams should be strategically involved in the hiring process,” said Mark Frost, regional strategic advisor at PeopleAdmin and former superintendent of HR at Park Hill School District in Greater Kansas City. Mark explained that technology can be especially useful to help schools attract large candidate pools and objectively identify quality teachers … while simplifying the jobs of recruiters, hiring managers and administrators.
Texas-based Pasadena Independent School District experienced this when they implemented Recruit & Hire, PeopleAdmin’s applicant tracking solution in February 2015. Since then, applications have spiked — surpassing 81,000 applicants per year.
“We have a lot more applicants than we did with the old system, which shows that applicants are better able to find us,” said Keith Palmer, associate superintendent for HR at the district.
By helping schools and districts manage the entire applicant tracking process — including maintaining job postings and seamlessly sharing with other job sites through electronic integrations — applicant tracking solutions improve visibility of and interest in positions, which leads to more applicants.
But developing a healthy candidate pool without increasing recruitment workload is only the first step in strategic hiring.
The Educators Professional Inventory (EPI)®, an objective teacher assessment tool from PeopleAdmin that integrates with Recruit & Hire, can help schools and districts accurately predict which teacher candidates will have the greatest impact on student achievement.
“The EPI offers predictive data to support and improve hiring decisions,” said Dave Schuler, superintendent of High School District 214 in Arlington Heights, Illinois, and past president of the American School Superintendents Association. “We have found the EPI assessment to be incredibly insightful and essential in making informed decisions as part of our hiring process.”
The EPI consists of a 100-question online assessment that compares each applicant’s answers to thousands of data points that measure the applicant’s likely impact on student growth. The scores are instantly available, sorted and rank-ordered so it’s easy to identify who is most likely to affect student achievement.
And users have found the predictive solution is reliable.
“We recently hired a fourth-grade teacher using the EPI and have been getting really positive feedback on her performance. The parents and students love her. She’s very engaging, involved and knowledgeable,” said Michelle Holland, principal at Leadership Prep School in Frisco, Texas.
The first-of-its-kind solution was built based on research from a consortium of award-winning scholars, respected universities and highly regard education research partners. Together, the group drew from decades of education research and data from studies of diverse school districts across the country.
The research uncovered empirical evidence with high degrees of confidence that determined which skills, abilities, knowledge, experiences, and dispositions contribute most to teacher effectiveness.
“The EPI allows me to have an objective measure to help not only in the screening process, but also in making final decisions about which candidate has the best chance to grow students throughout the academic year,” said Robb Gonda, principal of Upper Arlington School District in Ohio.
That’s what strategic hiring is all about — using tools and information wisely and efficiently to hire top educators.
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