attracting talent to your school

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Page 1: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

Attracting talent to your school

Page 2: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

The importance of an ongoing approach to recruitment

Getting the best people working in your school

4 Point action plan for pro-active recruitment

In this PDF

Page 3: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

The Association of School and College Leaders suggest that Headteachers today are, being treated more like football managers. The expectation is that Headteachers must have an immediate impact on a range of measures. They are often judged on results for one year and in isolation. Ensuring schools attract and retain highly capable and motivated staff is essential for securing fast turnaround and raising or maintaining standards. Behind a backdrop and raising or maintaining standards. Behind a backdrop of teachers leaving the profession, it is critical schools apply a ‘competitive edge’ approach to recruitment

Have an active Public Relations ‘PR’ plan

Understand the opportunities available for new staff

Know what your ideal person looks like

Broaden your search field

Create engaging job adverts

Ensure you have a simple application process

Attracting talent to your school

Page 4: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

Consider that you are always recruiting. It is critical that you have and that you maintain a great school image.

Candidates have a choice in where they teach. A candidate will research your school:

Google search for news items

Social Media content

Your school websiteYour school website

Q: How are you perceived in the community? Q: How much information is out there about what your school has achieved?

Highlight and celebrate your successes.

Look beyond your school improvement plan and seek to raise your local Look beyond your school improvement plan and seek to raise your local profile. Social media, local events and general publicity is a good way to maintain this. Newsletters on your website should be written for a range of audiences including future staff.

Public Relations

Page 5: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

Candidates looking to join your school want to know what your school has to offer:

Working Environment

Career advancement

Think about what the working environment looks like. Think about the opportunities available to incoming staff

Nothing is better at illustrating this than highlighting the Nothing is better at illustrating this than highlighting the activities and the successes of your staff.

Events at school

Awards and promotions for staff

Highlight what your school continues to do well as this may be the difference that secures a candidate for your school above another local opportunity

Understand the opportunities available for staff

Page 6: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

Schools that spend time thinking about what their new recruit looks like are that much more likely to make a good hiring decision.

Understanding the personality traits (the soft skills) you need in your school is vital to making a successful appointment.

Defining what your school needs may require an analysis of your current team, but the time invested now will pay dividends in the long run.

Use a model of team assessment types such as Belbin Use a model of team assessment types such as Belbin (http://www.belbin.com/about/belbin-team-roles/).

Identify the ideal person

Page 7: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

If you are designing your own job advert ensure that it does not read like a job description.

Focuses on the opportunity available.

Tell the story of how you have arrived at this point

When applying for a role, at any level, the opportunity and challenge at the school is often what appeals more than a list of job duties.

Describe what is expected of someone within the team, and Describe what is expected of someone within the team, and highlight how this is supported by senior leadership.

Be clear why someone should apply for the role.

Create engaging job adverts

Page 8: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

Broaden your search

Page 9: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

Be active on social media and job boards.

Page 10: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

The best candidates are predominantly in current roles and will be busy with their existing commitments. Demanding workloads means time can be limited and a lengthy application process can dissuade candidates from applying for a new position.

Simple application process

Online form that can be saved and edited

A word document that is laid out simply

A PDF editable document

Short and concise application forms, clear and logical questions and Short and concise application forms, clear and logical questions and set deadlines should be the norm and responding to all applicants is essential (use a mail-merge program if you cannot reply individually).

Shortlisted candidates should be invited to interview by phone and ideally this should take place after school hours so they have an opportunity to ask questions or confirm the process.

Page 11: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

About us

Page 12: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

All inclusive services for recruitment of senior leadership staff.

PR analysis of your school including internet presence

Review of school success – highlighting what you do well

Profiling top staff – building a picture of your ideal staff

Full market search utilising local authority and school networks

Advert design and insertion across multiple job boards and social media

Design of application processDesign of application process

Candidate soft skill assessment

Contract negotiation

Transition Management

Interim and Permanent Recruitment from Education Futures

Page 13: Attracting talent to your school

Interim Management & Senior Leadership Recruitment

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