The spring is a busy time for administrators who work in admission, enrollment management, development, and marketing communications. As your team works together to attract, select, and accept new students, you may also consider adding new administrators to your ranks.
Hiring new employees during an already stressful and hectic period isn’t easy. But it’s imperative to manage this process well and take care of candidates through every step in your hiring process.
A candidate who is treated with respect and dignity may go on to enroll a child or donate to the school, even if not offered a position. On the other hand, a candidate who feels mistreated during the hiring process—for example, due to poor communication or lack of follow-up—may share his or her negative experience with colleagues, damaging the school’s standing with other applicants, prospective families, and donors.
Here are tips to keep in mind when hiring new additions in your Admission, Development, or Marketing Communications Offices.
Make expectations and requirements clear in your job description. Every job description should include what makes your school different from others in your market. Your difference-maker starts with your mission—the foundation on which all school decisions are based. This should be included in job descriptions. Also, clearly include requirements so applicants know whether they are qualified for the position and should apply. This saves candidates from wasting their time if they don't have these minimum qualifications.
Send automatic replies to let applicants know their materials were received. Implementing an automatic reply lets candidates know their application didn’t fall into a “black hole” and reduces follow-ups. The automatic reply should include a thank you for their application, how you will follow up with selected candidates, and a rough timeline as to when.
Keep the lines of communication open. Lack of communication can cause significant damage during the hiring process. Send frequent updates to applicants and let them know their status, especially if they have taken the time to go through multiple steps in your interview process.
No one likes sharing bad news. If you’re tasked with letting a candidate know that he or she is not a good fit for your school, you must be prompt and courteous. Similarly, continually reach out to top candidates with updates on where you are in the hiring process, especially if there have been any time-frame changes. This way, you don’t risk losing him or her to a competing offer if there’s a delay on your end.
There’s no doubt that spring is a hectic time at private-independent schools. Follow these tips with all job applicants to ensure you offer employment to the most mission-appropriate candidates while maintaining good will in the larger community.
Additional ISM resources:
The Source for Business and Operations Vol. 10 No. 10 Avoiding Hiring Mistakes
The Source for Academic Leadership Vol. 15 No. 5 How to Create Job Descriptions to Attract Great New Teachers
Additional ISM resources for Gold members:
I&P Vol. 42 No. 9 Essential Expectations of Senior Administrators
I&P Vol. 42 No. 9 Admission and Enrollment Management: Spheres of Influence
