The TeamWorks Perspective: Guiding Teams to a Strategic/Unified Vision with Transformative Strategies

Expanding the Applicant Pool

Introduction

In the “not too distant past” there existed a competitive hiring environment where a wealth of applicants with a variety of experiences, skills, and abilities filled our position openings.  Today, a significant challenge is to find qualified applicants to compete for many of our open positions.  There are ways to expand our applicant pool that are both short term solutions as well as long term solutions.  They include:

1. Identify who we are and what we are about
2. Create internal systems that promote filling positions
3. Develop an outreach strategy

Practical Application 

• Identify who we are and what we are about
  • The Mission and Core Values should be identified, embraced, and practiced.
  • Ensure the school community is aware of the values of the district.
  • Include the Mission and Core Values on communications.
  • Embed the Mission and Core Values into the advertising and hiring processes.
  • As much as possible, hire people who best exemplify the values of the district.
• Create internal systems that promote filling positions
  • Create a student internship possibility where an elective credit is awarded to students who intern with qualified teachers/staff.
  • Develop a pathway for advancement through incenting staff to grow professionally.  Fully promote the possibilities and talents of current staff.
  • Encourage staff to become licensed and/or trained to accept roles that enhance their work (grow your own).
  • Compensate those who want to be further trained by paying for all or a portion of the training.
  • Provide an extraordinary student-teaching experience that teacher preparation programs recognize and promote.
  • Ensure students have developed the skills (applications, resume, interviewing, communication) necessary to successfully compete for positions.
  • Consider applicants as a continuum of a fit for the position.  The candidate might have a growth opportunity that matches with a district strength.
• Develop an outreach strategy
  • Attend a career fair at locations that would be out of the geographic area (be prepared to interview and offer on the spot).
  • Facilitate a career fair in the district’s community (there are always people looking for work).
  • Ask to be a guest speaker at the training site (speak to a college class of future educators).
  • Create a database of potential employees and regularly communicate with them.
  • Create partnerships within the community to support those businesses who lose employees to the district.

Resources and Tools 

• Recruiter:  Hiring for Mission and Values Alignment:  It all starts with a defined purpose
• Aaron Hall Attorney:  How Business Owners Can Align Hiring Practices with Organizational Goals
• Forbes:  18 Concrete Ways to Develop Internal Talent
• Forbes:  15 Best Ways to Develop Internal Talent Without Losing Business Focus
• Landrum:  11 Simple Ways to Increase Job Applicants
• AIHR:  21 Creative Sourcing Strategies to Find and Attract Top Talent

Community Spotlight 

High school students who were eligible to take independent study courses and/or work internally as a Teacher/Advisee were able to schedule time during the day where they earned elective credit to shadow a variety of teachers at a variety of grade levels in order to best understand where they might want to work once they entered the educational field.  Additionally, students were encouraged to work during the summer months in all levels of the organization and in all departments to shadow and intern with staff.  Staff included licensed, non-licensed, and district level staff who received a small stipend to support the extra work expected through the program.

Call to Action

Identifying and Communicating MIssion and Core Values is the first step in expanding the applicant pool.

• Engaging in a strategic planning process can assist districts in the formation/revision of their core Mission and Values.  Once these are aligned with actions and aspirations, communicating the Mission and Values to prospective employees will allow applicants to better match their values with those of the organization.
  • Ensuring current organizational culture is consistent with Mission and Values increases the likelihood of increased employee engagement and retention

Closing Remarks

Expanding the applicant pool is integral to the process of selecting employees who are the best fit for the position posted.  Strategies exist that will assist organizations in finding the right person for the available position.

Paul Neubauer, Senior Consultant TeamWorks

Dr. Sheri L. Allen, Senior Consultant TeamWorks

• Mr. Neubauer has a breadth of experience as a teacher, coach, Principal,  Director of Curriculum and Instruction and Superintendent in mid-size school settings.
• Dr. Allen has diverse experiences as a teacher, coach, Principal, Assistant Superintendent and Superintendent in large school settings.

For more information, please contact:

Paul Neubauer
paul@teamworks4ed.com

Dr. Sheri L. Allen
sheri@teamworks4ed.com