Hiring Dedicated, Enthusiastic Educators with High Potential
In a recent webinar sponsored by PowerSchool, educators and district leaders shared insights on the evolving landscape of teacher recruitment and support. The speakers, Greg Bagby, Dan Ryder, and Fred Scott, discussed the challenges and solutions in this vital area, emphasizing the importance of a supportive environment for teachers to thrive.
Greg Bagby, a teacher, principal, and district office staff member, highlighted the significance of clear communication between teachers and their superiors for continued success. Bagby also shared his unconventional methods for recruiting teachers, such as treating prospective educators as if they are already part of the team. This approach includes inviting them to lunch and engaging in discussions about teaching and expectations in a comfortable environment.
Dan Ryder, a district leader, spoke about the unique challenges faced by his district, which educates students from diverse backgrounds in a politically mixed environment. Ryder's district uses social media to consistently communicate about ongoing recruitment efforts, and they have found success in leveraging word of mouth to find educators who fit the culture of the school or district.
Fred Scott, another district leader, emphasized the importance of respecting teachers, having their work inspected, and setting solid expectations for their job. Scott also discussed the changes in the recruitment process for educational decision-makers and the expectations teachers now have regarding employment.
The webinar also touched upon the differences in support for public schools and private schools, which can be a hurdle in teacher recruitment. Scott emphasized that providing support, training, and resources can make the difference between successful and unsuccessful teachers. Being clear on teachers' responsibilities in the classroom is crucial for success.
To overcome traditional obstacles, unconventional methods were proposed, including leveraging informal networks, digital platforms, innovative partnerships, and flexible role offerings. These approaches address traditional obstacles such as limited applicant reach, rigid certification pathways, and slow bureaucratic processes.
For instance, word of mouth and teachers' networks are effective recruiting tools, with many principals recruiting through personal and professional networks, tapping into trusted recommendations rather than relying solely on formal hiring systems. Leveraging local universities, posting jobs on non-traditional platforms like LinkedIn, and fast-tracking candidates via discretionary exemptions are other strategies discussed.
Expanding access through online teaching opportunities, "Grow Your Own" programs and residencies, and marketing and recruitment branding strategies were also highlighted as effective methods to attract a diverse, qualified, and committed pool of teacher candidates.
Lastly, the webinar emphasized the importance of a stress-free introduction to the culture of a school for teachers starting in a new school or district. Chattanooga's public schools, for example, have faced challenges due to lower pay compared to surrounding districts, making it a challenge to recruit teachers. Searching for candidates in larger districts can help refine the type of teacher being sought.
In conclusion, the webinar provided valuable insights into the current and future landscape of teacher recruitment and support. The combination of personal networking, technology use, community-based development, and flexible roles makes recruitment more efficient and responsive to school needs.
- Greg Bagby proposed an unconventional method for recruiting teachers by inviting prospective educators to lunch and engaging them in discussions about teaching and school expectations in a comfortable environment.
- Dan Ryder's district finds success in leveraging social media and word of mouth to recruit educators who fit the culture of the school or district.
- Fred Scott emphasized that providing support, training, and resources can make the difference between successful and unsuccessful teachers, and being clear on teachers' responsibilities in the classroom is crucial for success.
- To overcome traditional obstacles, expanding access through online teaching opportunities, "Grow Your Own" programs and residencies, and marketing and recruitment branding strategies were highlighted as effective methods to attract a diverse, qualified, and committed pool of teacher candidates.
