Attracting talent to your school
-
Upload
jarrod-gaines-mba-firp -
Category
Education
-
view
91 -
download
2
Transcript of Attracting talent to your school
Interim Management & Senior Leadership Recruitment
Attracting talent to your school
Interim Management & Senior Leadership Recruitment
The importance of an ongoing approach to recruitment
Getting the best people working in your school
4 Point action plan for pro-active recruitment
In this PDF
Interim Management & Senior Leadership Recruitment
The Association of School and College Leaders suggest that Headteachers today are, being treated more like football managers. The expectation is that Headteachers must have an immediate impact on a range of measures. They are often judged on results for one year and in isolation. Ensuring schools attract and retain highly capable and motivated staff is essential for securing fast turnaround and raising or maintaining standards. Behind a backdrop and raising or maintaining standards. Behind a backdrop of teachers leaving the profession, it is critical schools apply a ‘competitive edge’ approach to recruitment
Have an active Public Relations ‘PR’ plan
Understand the opportunities available for new staff
Know what your ideal person looks like
Broaden your search field
Create engaging job adverts
Ensure you have a simple application process
Attracting talent to your school
Interim Management & Senior Leadership Recruitment
Consider that you are always recruiting. It is critical that you have and that you maintain a great school image.
Candidates have a choice in where they teach. A candidate will research your school:
Google search for news items
Social Media content
Your school websiteYour school website
Q: How are you perceived in the community? Q: How much information is out there about what your school has achieved?
Highlight and celebrate your successes.
Look beyond your school improvement plan and seek to raise your local Look beyond your school improvement plan and seek to raise your local profile. Social media, local events and general publicity is a good way to maintain this. Newsletters on your website should be written for a range of audiences including future staff.
Public Relations
Interim Management & Senior Leadership Recruitment
Candidates looking to join your school want to know what your school has to offer:
Working Environment
Career advancement
Think about what the working environment looks like. Think about the opportunities available to incoming staff
Nothing is better at illustrating this than highlighting the Nothing is better at illustrating this than highlighting the activities and the successes of your staff.
Events at school
Awards and promotions for staff
Highlight what your school continues to do well as this may be the difference that secures a candidate for your school above another local opportunity
Understand the opportunities available for staff
Interim Management & Senior Leadership Recruitment
Schools that spend time thinking about what their new recruit looks like are that much more likely to make a good hiring decision.
Understanding the personality traits (the soft skills) you need in your school is vital to making a successful appointment.
Defining what your school needs may require an analysis of your current team, but the time invested now will pay dividends in the long run.
Use a model of team assessment types such as Belbin Use a model of team assessment types such as Belbin (http://www.belbin.com/about/belbin-team-roles/).
Identify the ideal person
Interim Management & Senior Leadership Recruitment
If you are designing your own job advert ensure that it does not read like a job description.
Focuses on the opportunity available.
Tell the story of how you have arrived at this point
When applying for a role, at any level, the opportunity and challenge at the school is often what appeals more than a list of job duties.
Describe what is expected of someone within the team, and Describe what is expected of someone within the team, and highlight how this is supported by senior leadership.
Be clear why someone should apply for the role.
Create engaging job adverts
Interim Management & Senior Leadership Recruitment
Broaden your search
Interim Management & Senior Leadership Recruitment
Be active on social media and job boards.
Interim Management & Senior Leadership Recruitment
The best candidates are predominantly in current roles and will be busy with their existing commitments. Demanding workloads means time can be limited and a lengthy application process can dissuade candidates from applying for a new position.
Simple application process
Online form that can be saved and edited
A word document that is laid out simply
A PDF editable document
Short and concise application forms, clear and logical questions and Short and concise application forms, clear and logical questions and set deadlines should be the norm and responding to all applicants is essential (use a mail-merge program if you cannot reply individually).
Shortlisted candidates should be invited to interview by phone and ideally this should take place after school hours so they have an opportunity to ask questions or confirm the process.
Interim Management & Senior Leadership Recruitment
About us
Interim Management & Senior Leadership Recruitment
All inclusive services for recruitment of senior leadership staff.
PR analysis of your school including internet presence
Review of school success – highlighting what you do well
Profiling top staff – building a picture of your ideal staff
Full market search utilising local authority and school networks
Advert design and insertion across multiple job boards and social media
Design of application processDesign of application process
Candidate soft skill assessment
Contract negotiation
Transition Management
Interim and Permanent Recruitment from Education Futures
Interim Management & Senior Leadership Recruitment
Actions