Teacher Shortage Resources
Critical Strategies and Ideas to implement
Incentives & Programs (financial, Including multi-year contracts), opportunities for growth, recognition, and reward programs.
Relocation expenses assistance & housing allotment
Child care assistance
Strong mentorship program
New Staff Academy
Ideal (Teacher to Students) Match
School-wide Culture Improvement ( class size, teacher prep time, salary, availability of resources)
Support, support & more support for staff
Be loud & proud about your staff ad school accomplishments
Leadership Opportunities for Teachers
7 Recruitment & Pipeline Best Practices According to:
Track & Analyze Data
Number of openings expected
How many applicants and quality hires each recruitment strategy produces (i.e. employee referrals, job fairs, social media, etc.) Where is our applicant pool coming from? Where do our new hires come from?
Candidate experience metrics (i.e. dates for when they apply, hear back, interview, etc.) How quickly are we able to move a candidate from application to hire? What is our offer acceptance rate? What are the top reasons our candidates decline offers?
Exiting staff: dates, demographics, and exit interviews to gather trends.
Create a Recruitment Calendar
Job/Recruitment Fairs/Shadow Days
Hiring Fairs/ Recruitment Events offer an opportunity to brand your school, not necessarily hire people.
Visitor Days for prospective employees are an opportunity to experience your school culture
Community Events. Strategically invite prospective teachers to get a flavor for your school. Bring the community in for events. You never know what qualified people will walk in your school doors.
Professional Development. Invite prospective staff in for free PD days. Pair them up with a passionate leader or staff member to catch the school vibe.
Follow-up with communication to keep the conversation going.
Rigorous Hiring Practices
A clear procedure and timeline of the hiring process should be communicated with the prospective candidate.
A pre-determined evaluation tool or character traits should be determined and communicated with all people on the interview panel.
A variety of stakeholders should be on the interview committee.
All processes should include at minimum: an application, phone interview, in-person interview and sample lesson, and reference check
Candidates should conduct a sample lesson, receive feedback, and then re-teach a portion of the lesson. ( to gauge the ability to be reflective)
Build a Community Around Talent
Bring in an expert to lead the group and grow skills around best practices.
Come together 1x/month to discuss best practices, current openings, anticipated needs, etc.
Create an online resume portal open to be featured on local town or city websites.
Create a city-wide teacher marketing campaign featuring best practices/staff.
Michele Rispo Hill