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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).
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.
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.
ABSTRACT: This article presents findings from an exploratory study that compared and contrasted leadership succession planning in two large Ontario school districts with focus on three themes: (a) leadership succession planning, (b) recruitment and selection, and (c) professional and organizational socialization of school administrators.
Collaborate with the teachers’ union. Hiring, placement, and assignment policies are issues of high importance to teachers and their union representatives. Working collaboratively to improve these policies will ensure that reforms are effective and supported by staff. Take a systemic approach.
Recruitment poster for the UK army. Recruitment is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs (either permanent or temporary) within an organization. Recruitment also is the process involved in choosing people for unpaid roles. Managers, human resource generalists, and recruitment ...
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.
This article critically reviews the recent empirical literature on teacher recruitment and retention published in the United States. It examines the characteristics of individuals who enter and remain in the teaching profession, the characteristics of schools and districts that successfully recruit and retain teachers, and the types of policies that show evidence of efficacy in recruiting and ...