We may be a few months away from traditional hiring season, but it’s always good to brush up on hiring tips and tricks before it starts full-force to keep the process running smoothly.
Often, administrative positions open at your school, and current employees will want the opportunity to apply first. Therefore, creating a job posting process might be helpful. This is a structured process where all openings are communicated to faculty and staff before they are made public. This has numerous benefits for your entire school.
Fairness. Notify all members of your school community of the opening and have an equal opportunity to apply for the position.
A stronger pool of applicants. Your current employees know your school’s mission, vision, and community. Giving them the opportunity to take on new challenges means that you’ll have the best possible applicant pool for every open position. This will serve to make your school better in the long run.
Career development opportunities. Giving faculty, staff, and administrators the first chance to apply for open positions keeps your talent at your school. It also provides the opportunity for supervisors, such as Division Heads or Department Chairs, to have productive discussions with employees about career goals. For example, if a teacher wants to advance into an administrative position, a job posting often prompts a discussion. If the teacher is qualified, they can apply. If they aren’t, but hopes to be in the future, the teacher and supervisor can work together to prepare the teacher so they are better qualified to pursue the next opportunity.
Legal protection. Finally, a transparent job posting process provides some measure of legal protection for the school concerning discrimination claims. When openings are not posted, it can lead to conclusions that only favored individuals are considered for key positions. This might imply discriminatory intent, whether or not it truly exists.
Once you’ve solidified your job posting process, it’s important to write a job description that attracts the right candidates. We’ve shared the elements of a great job description, but here is a brief recap.
- State your difference-maker. Your difference maker starts with your mission—the foundation on which all school decisions are based. Sharing what drives your school’s mission attracts the right candidates for each position.
- Describe the duties and characteristics required. Your job description should include five to seven bullet points covering the main responsibilities of the position. You should also include characteristics the ideal candidate should possess. For instance, must this person be self-directed, or would you prefer someone more reliant on instruction? Does this role require someone who can work well under pressure, or is planning a must?
- Outline the full application process. Be upfront about the full application and interview process, including how candidates should submit their applications, what you expect during interviews, and any relevant timelines.
Would you add any tips for our list that could benefit fellow school leaders? Let us know in a comment below.
Additional ISM Resources:
The Source for Academic Leadership Vol. 15 No. 5 How to Create Job Descriptions to Attract Great New Teachers
The Source for School Heads Vol. 12 No. 8 Everything But the Kitchen Sink: Five Common Job Posting Mistakes
Additional ISM resources for members:
I&P Vol. 42 No. 9 Essential Expectations of Senior Administrators
