The strategies you need to employ to attract, hire, and keep the best talent include some foundational actions, but they vary from year-to-year based on the economy and world events. In 2021, the job candidate pool is still dealing with…
Introduction You are dedicated to the mission of your organization. You know that having the right people in the right roles is essential to delivering on this mission. While COVID-19 has forced some education organizations to reluctantly slash budgets and…
In 2019, the U.S. unemployment rate dropped to a mere 3.6%, a near 50-year low. Candidates were in the driver’s seat in 2019, fueling a war for top talent in the education sector. The U.S. economy set records in July…
One of the best ways to fill a job is by keeping valuable employees from leaving their positions in the first place. Recruiting is only half the battle; once you hire them, you need to work just as hard on…
Education organizations are losing top talent due to sluggish follow-up practices, especially during the interview phase. Slow communication leaves qualified job seekers in the dark, making them question the value of the job they applied for and the integrity of the organization they applied to.
To help your hiring team communicate with candidates in record time, we created a break down of the ideal times to touch base with job applicants after an initial face-to-face interview. Streamline your communication systems, engage your job seekers and retain the top talent in your pipeline with this follow-up timeline!
Offering remote roles isn’t common practice in the education space. In many cases, and especially in more traditional institutions, structuring roles as remote never really cross the hiring team’s mind.
Has your team tinkered with the thought of offering remote education jobs? Have you considered the possibilities and potential of creating remote opportunities? If not, what misconceptions or objections are holding you back? We ask because you could be causing your organization to miss out on great talent!
In the field of education management, you can’t afford to hire sub-par talent.
The decisions you make and the policies you enforce will have a direct impact on an entire student community. As such, it’s wise to fill your vacancies with only the best.
That said, how do you find and secure the right recruits?
It all begins by following the best hiring practices. Today, we’re pulling back the curtain and sharing our top 15 ways you can attract the ideal candidates and turn them into superstar hires.
Ready to learn more? Let’s get started!
If you’ve ever hired someone, you know how the process starts. With your dream candidate in mind, you eagerly write out the job description. Master’s Degree. Ten years of total work experience and five years in a similar field. Management experience. Strong track record of success in a similar role. The list goes on. When you’re finally done, you step back, read the description, and smile. This person would be awesome!
Of course they would. When has someone dreamed up a candidate that would be terrible in a role? So, what’s the problem with setting the bar so high? Simple. This candidate doesn’t exist. Or, if they do, you’re likely to have a very hard time finding them or not be able to afford them.
Hiring in the education space is hard. As employers, hiring managers, and human capital professionals in this sector, it’s imperative that we find candidates that not only align with our job descriptions, but that also line up with the mission and values we hold dear.
Sometimes, the process of finding such individuals can seem painful. But with each hire, we uncover valuable lessons that make the hiring process a little less daunting, a little more streamlined and much more successful. In this blog, we explore four common hiring traps we often see education employers fall into and how to avoid them.