5 Common Recruitment Challenges in School Districts, Charter Schools and K-12 Programs
1. Recruiting Teachers Is a Complex Task and Requires More Thorough Vetting Than Most Jobs
Recruiting teachers is no walk in the park. The simple fact that teachers interact with young students on a daily basis means that the screening process for these individuals needs to be extremely thorough.
Solution: Digital Interviewing Software Built With Teacher Recruiting in Mind
VidCruiter has developed tools specifically designed to help identify, screen and hire the best possible candidates for this difficult job more efficiently and with much more certainty. With VidCruiter’s structured rating scales, you can easily evaluate core teaching competencies quickly and effectively while keeping all the information secure in the cloud.
2. It’s Hard to Predict How a Teacher will Perform in Front of a Classroom
You can interview candidates over and over again, but gauging their level of experience with actually leading a lecture in a classroom environment is a much more difficult task to accomplish.
Solution: The Lesson Plan Upload Feature: A Must Have in Your Recruitment Toolkit!
VidCruiter has created a lesson plan upload feature, which enables hiring teams to watch and evaluate videos of candidates actually teaching a class before bringing them in for an in-person interview. Additionally, you can have candidates upload and submit various class materials and assisting documents for review by the hiring committee, or complete time-sensitive skills tests and project-based assessments to accurately gauge their level of competency in the classroom. Our clients in the education sector, and in particular the principals who coordinate the hiring function, love this feature because they get the complete picture of a candidate when the time comes to make final hiring decisions.
3. There’s Always a Risk for Unconscious Bias by Reviewers When Hiring Teachers and Administration Staff
In traditional unstructured interviews, the interviewer’s decisions with regard to candidates for teacher or administration positions are often susceptible to personal bias. Their first impression and/or final judgement can be influenced by characteristics or opinions which have little to do with the candidate’s actual qualifications.
Solution: Eliminate Involuntary Bias by Implementing Structured Rating Rubrics and Competency Guides When Interviewing Teachers and Support Staff
With structured digital interviews and rating scales, candidates are selected to move forward in the hiring process based on objective scoring and ranking rather than subjective instincts. VidCruiter also allows you to distribute the rating function across multiple raters which greatly minimizes the impact of personal bias on the final decision. Solidify the process by having someone on your team review the cumulative scores to ensure everyone is treated fairly.
4. Recruiting the Best Teachers Often Requires the Input of More Than One Reviewer
As a matter of fact, it is not uncommon for teachers to be sourced, screened and interviewed via search committee.
Solution: Easily Conduct Online Panel Interviews with Prospective Teachers
With both VidCruiter’s on-demand and live video interviews, you can easily involve as many hiring managers, reviewers or members of a search committee as you need in the interview process. Whether a principal, superintendent or fellow recruiter joins a panel interview in real-time or they review a profile or pre-recorded interview that is shared with them, they can provide feedback on any candidate and offer their contribution to the decision making process. This also simplifies the lives of applicants by not having to meet with principals separately at every school.
5. Reference Checks are an Integral Part of Recruiting Teachers
If there is any profession in which reference checking brings significant value, it’s teachers, and anybody who interacts with kids on a daily basis for that matter. The problem is, with high volumes of candidates, there are too many references to be contacted and, in some cases, reference checks are left incomplete, or performed improperly.
Solution: Ask for as many references as you need and gain valuable insights in your prospective teacher’s past work experiences
Since recruiters are saving huge amounts of time by not having to reach out to references individually, you can ask for as many references as you want, and take a deeper dive into your applicant’s work history. Pair automated reference checking with video interviewing and recruiters gain a rich and complete applicant profile to share with principals, superintendents and fellow reviewers.
Digital Interviewing Software Designed For All Levels of Education, Including K-12 Online Programs
VidCruiter has worked with all levels of the education sector, from individual schools to school districts to post-secondary education, charter schools, and K-12 online programs. Not only does VidCruiter help ensure your team is making the best possible hiring decisions, but the overall candidate experience is also significantly improved as a result.