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that districts may wish to involve teachers of color in the recruitment and selection of new candidates in meaningful ways, such as developing and enacting recruitment strategies and leveraging their networks, experience, and recommendations for attracting other teachers of color (Bireda & Chait, 2011; Carver-Thomas, 2018; S imon et al., 2015).
assessing work readiness. This paper examines current graduate recruitment and selection practices and highlights the importance of work readiness for graduate contexts. Furthermore, the extent to which current assessment methods used in graduate recruitment and selection effectively measure work readiness is explored.
Recruiting, hiring, and retaining diverse teachers is possible when schools and districts use data-driven, targeted strategies to inform their outreach eforts. Here are 9 evidence-based strategies that focus on what schools and districts can do to recruit, select, hire, onboard, and retain teachers of color. 1.
This article reports on research which examined four locations along the career continuum of school principals in Minnesota: 1) recruitment and selection, 2) university preparation programs, 3) licensing and certification, and 4) continuing professional development. We also include 18 specific policy recommendations.
KEYWORDS: Recruitment and selection, Job expectation, Job satisfaction, Human resource management. INTRODUCTION A higher learning institution’s success is defined by the performance of its leadership, employees and the quality of service produced. Thinking and acting strategically about human resource is one of the core functions of the ...
As with all selection decisions, deciding on the skills and characteristics believed to be predictive of a graduate’s job success is a vital consideration for organisations. Generally, the most common assessment methods used for selection in graduate recruitment include application forms, academic achievement,
Three themes provided the structure for shaping the inquiry: (a) leadership succession planning, (b) recruitment and selection of school administrators, and (c) school administrator socialization processes. For the purposes of this study leadership succession planning involves the policies, structures, and decisions made by school districts to ...
2.1. Common Approaches Used to Improve Teacher Recruitment and Retention 2.1.1. Financial Incentives (Including Scholarships, Bursaries, Higher Wages) Financial incentives are commonly used to try and improve recruitment and retention. These are premised on the assumption that if su ciently well compensated, people can be encouraged to go