Dale Fisher. Assistant Supt. for HR. Deerfield, IL. Almond Joy/Reese's Peanut Butter Cups...but let's be honest here, you don't get to be as big as I am by being picky about candy bars. #IASPAchat
Please tell us who you are and that you're simply watching this chat if you're with us today and not actively responding. We welcome all levels of participation in #IASPAchat.
Andy Piper, Director of Personnel at the Northern Suburban Special Education District and my favorite candy bar is Reese's Peanut Butter Cup! #IASPAchat
Andy Piper, Director of Personnel at the Northern Suburban Special Education District and my favorite candy bar is Reese's Peanut Butter Cup! #IASPAchat
A1: Regarding out postings: currently our posting are standard postings. Often for mid-year posts we will encourage December grads to apply. #IASPAchat
A1: I'm very proud of the school marketing videos that we've created with the support of @cateked and attach to job postings. Putting a "face" to the position is extremely helpful #IASPAchat
A1:We hire strong leaders (@mikelubelfeld) that our candidates & staff want to work with & learn from. We're still working on making our postings exciting. #IASPAchat
A1: I don't know that I do anything to make my postings exciting. I do attend 5 job fairs a year so that candidates learn about our district. The newest thing I have done is tweet about our openings!
#IASPAchat
Hello #IASPAChat! I'm Cathy in Deerfield, Coord. of Communications & past pres. of @INSPRABoard. Proud to work with @DaleFisherEdD, and my fave candy bar is the long-gone Mars Bar. I haven't had one in about a decade.
A1: To attract top talent we are hitting up university job fairs. Have found great success and talent with @edILLINOIS and been able to build a student teacher pipeline #IASPAchat
A1 That is why I am here today. Fortunate to be a well-regarded district but we need to do more than "post and pray". One of the most recent trends has been to use LinkedIn and Twitter to enhance out social media profile. But always a challenge in high need areas. #IASPAchat
Morning! Really intrigued by the idea of making the postings exciting-love the idea! Looking forward to learning from the group this morning! #IASPAchat
A1: Our social media campaign and digital footprint is growing in creativity and 'followers.' Our community is largely known for it's great school district, so that kind if community vibe is helpful.
#IASPAchat
I have work to do on making our postings more exciting, but working at NSSED with all of our great staff is probably our best marketing. We are working now on branding and social media. Just started tweeting! #IASPAchat
A1 That is why I am here today. Fortunate to be a well-regarded district but we need to do more than "post and pray". One of the most recent trends has been to use LinkedIn and Twitter to enhance out social media profile. But always a challenge in high need areas. #IASPAchat
Andy Piper, Director of Personnel at the Northern Suburban Special Education District and my favorite candy bar is Reese's Peanut Butter Cup! #IASPAchat
A1 - Utilizing social media has helped with attracting teaching candidates, college job fairs.
But, networking with colleagues is a great recruiting tool.
#IASPAchat
A1: I'm very proud of the school marketing videos that we've created with the support of @cateked and attach to job postings. Putting a "face" to the position is extremely helpful #IASPAchat
A1: We have made strategic efforts to better celebrate our work in innovative ways. Check out our
"59 IN :59” seriers here: https://t.co/vLui6YBjJY#IASPAchat
A1: Our next venture is video highlighting different aspects of the community and district. Hope to model them after the exemplars in @DPS109HR.
#IASPAchat
A1: Our social media campaign and digital footprint is growing in creativity and 'followers.' Our community is largely known for it's great school district, so that kind if community vibe is helpful.
#IASPAchat
A2: Taking time as administrative teams and schools to celebrate successes within the organization has helped us become One District instead of isolated school-based sites. #IASPAchat
A2: We send out each posting to everyone within the organization & have principals follow-up with (or proactively seek) individuals that may fit certain vacancies. #IASPAchat
A2: When looking for assistants we look at certified applicants. Allows for on the job training when teaching positions become open. Encourage others to get involved and put them in positions of leadership to build leadership capacity. #IASPAchat
A2: We have strong internal posting protocols and will interview any qualified candidate. We've also set-up an aspiring leaders academy in the district via @scaschwa and @mcconnellaw that is taking off at the State level as well. #IASPAchat
#IASPAchat Q4: We are working with our District's Diversity Council and our Sr. Director of Communications to develop a "Why Oak Park?" introductory video designed to highlight the diversity in D97 and to attract candidates based on our commitment to diversity and equity.
A2: We post our positions as soon as we know they are open. We have a separate interview process for our support staff that want certified positions. We tend to interview internal candidates first. #IASPAchat
A2 We love to hire from within. We look to our student teachers, our aides, summer school teachers, and PT staff for all of our FT teaching positions. For admin we try to create mini leadership stipend positions so teachers can try on leading. #IASPAchat#trainingwheels
A1: We have made strategic efforts to better celebrate our work in innovative ways. Check out our
"59 IN :59” seriers here: https://t.co/vLui6YBjJY#IASPAchat
A2 - It is important to prepare your teachers for potential leadership openings in the District. Give the teachers opportunities on committees to participate and develop leadership skills. #IASPAchat
Good to see you @BriantKelly2! I agree that networking with our @_IASPA_ colleagues is very helpful in recruiting good candidates. I've spoken to several this week! #IASPAchat
A1 - Utilizing social media has helped with attracting teaching candidates, college job fairs.
But, networking with colleagues is a great recruiting tool.
#IASPAchat
A2: We consistently encourage professional learning (joining State and National Orgs) and use the supervision process to gauge and develop interest in leadership positions. #IASPAchat
A2: We share all our postings in our internal newsletter, send emails and ask them to help *spread the word* about hard to fill/priority postings, etc. #IASPAchat
A3: A picture says 1000 words. We try to “show" our work instead of “report” about our work. Check-out our Instagram page: https://t.co/J4KYKmQWoS#IASPAchat
A1: We have made strategic efforts to better celebrate our work in innovative ways. Check out our
"59 IN :59” seriers here: https://t.co/vLui6YBjJY#IASPAchat
A3: A picture says 1000 words. We try to “show" our work instead of “report” about our work. Check-out our Instagram page: https://t.co/J4KYKmQWoS#IASPAchat
A4: Our branding plan began with building understanding with key stakeholders so that the resources and timeline would be available to carry the job out. Kudos to our communication dept. View our branding guide: https://t.co/OUrBcZ3hch#IASPAchat
Q2 All of our internal candidates are guaranteed interviews and we have had a number of staff change roles this year. Lots of interest for leadership positions. #IASPAchat
A3: We have reached a larger audience now that we Tweet all of our job postings under the handle @D112jobs. The schools RT these vacancies too as do some local colleges. #IASPAchat
A3: Social media has allowed applicants to show off their motivation and participation in professional development. What is their social media footprint look like? Are they participating in conversations or retweeting articles? #IASPAchat
A3: It's a mental shift away from passive recruiting efforts into active recruiting. Stop waiting for candidates to come to you. Go find the best and hire more like them. Twitter, FB, Instagram, and LinkedIn all help us push our message beyond traditional postings. #IASPAchat
A3: Social media has opened up a whole new world for recruiting - utilizing my PLN for ideas and helping to share vacancies has been eye opening #IASPAchat
A3 Social Media is a must! We are already seeing the benefits of showing what @GlenbardDist87 is all about. Branding our district as a place that is innovative and exciting to work in. Branding is 24/7/365 #IASPAchat
A2: We share all our postings in our internal newsletter, send emails and ask them to help *spread the word* about hard to fill/priority postings, etc. #IASPAchat
A4: Our branding plan began with building understanding with key stakeholders so that the resources and timeline would be available to carry the job out. Kudos to our communication dept. View our branding guide: https://t.co/OUrBcZ3hch#IASPAchat
A4: Our branding plan began with building understanding with key stakeholders so that the resources and timeline would be available to carry the job out. Kudos to our communication dept. View our branding guide: https://t.co/OUrBcZ3hch#IASPAchat
A3: This is great! Using social media is such a powerful tool in recruiting and showing the community all of the awesome work your district is doing! #iaspachat#K12Talent
A3: A picture says 1000 words. We try to “show" our work instead of “report” about our work. Check-out our Instagram page: https://t.co/J4KYKmQWoS#IASPAchat
A3 - I'm finding that more and more candidates learn quite a bit about our school--and me!--through social media #IASPAchat Important to tell our story there!
Interested in the idea of the separate Twitter account for job postings. @petetheisD99HR, have you found this to be more effective than using the regular district, account, and if so, why do you think that is? @k_beach#IASPAchat
A3: We've been sure to follow and 'friend' a few of the community based pages that have lots of activity and chatter about local topics.... This has been our greatest local digital 'saturation' point.
#IASPAchat
A2: Taking time as administrative teams and schools to celebrate successes within the organization has helped us become One District instead of isolated school-based sites. #IASPAchat
Q3 Looking at what a candidate Tweets gives us a lot of insight into her educational philosophy. My nephew was recruited to change school districts by one of his Twitter followers.
#IASPAchat
A3: Grassroots growth of our hashtag on Twitter has allowed us to be a known entity for candidates. Candidates can get a sense of our culture and a glimpse into our classrooms before they apply. We encourage stalking of #engage109! #iaspachat
Following this Twitter discussion and learning opportunity about employee recruiting efforts and the importance of your HR brand! Great tips being shared by our colleagues in Illinois #IASPAchat
A3: We are able to share our job openings with a wider audience and answer questions they have all while using a medium they already use on a consistent basis. #IASPAchat
@mportwoodpro just clarifying -- do you mean that if there is FB parent group for a school (for example), you might post openings there? @k_beach#IASPAchat
A3: We've been sure to follow and 'friend' a few of the community based pages that have lots of activity and chatter about local topics.... This has been our greatest local digital 'saturation' point.
#IASPAchat
We love seeing our affiliate@_AASPA_ on our #IASPAchat. Can't wait to see you at the June Boot Camp in Rosemont,IL. This is a #HR must not miss conference!
Following this Twitter discussion and learning opportunity about employee recruiting efforts and the importance of your HR brand! Great tips being shared by our colleagues in Illinois #IASPAchat
When you tweet from both your district account and personal account...This is from ME: The "59 in :59 videos are THE model for great branding & #schoolpr! Everyone in @INSPRABoard knows & loves them. #IASPAchat
Following this Twitter discussion and learning opportunity about employee recruiting efforts and the importance of your HR brand! Great tips being shared by our colleagues in Illinois #IASPAchat
#IASPAchat Q3: We are just beginning the process of leveraging social media for HR. I am learning a lot from my colleagues @Mschroeder6 and @DaleFisherEdD through #IASPA
A4: This is my goal for next school year! I saw an impressive presentation on HR branding at the @_AASPA_ Human Capital Leaders Summit in December. Blue Valley Schools in Overland Park Kansas @BVSchoolsHR does a great job. #IASPAchat
A4: We're experimenting with short social media messages called "A Minute:09 in 109." They are one-minute long snippets about something cool in Deerfield 109 that would entice people to want to work in our district. #IASPAchat
A3 Social Media is a must! We are already seeing the benefits of showing what @GlenbardDist87 is all about. Branding our district as a place that is innovative and exciting to work in. Branding is 24/7/365 #IASPAchat
A6: I think the best “selling” strategy is maintaining focus on the main thing & taking the time to #reflect & #celebrate it with stakeholders. #IASPAchat
A4: We are using various social media platforms to show off our district. We are controlling our story and sharing the great things that are occuring within the district. #IASPAchat
A4 My focus is that HR is not just filling out paperwork. HR should be thought-leaders, champions of public education, and proud of our profession. You want to work in Glenbard because we want to work in Glenbard. @GlenbardDist87#IASPAchat#LovePublicEducation@IllinoisASA
A4: We've started a "There's No Place Like Homer" campaign, by which teachers honor their colleagues and post tweets/FB posts highlighting some of what they see them do everyday.
#IASPAchat
I just sent the twitter handles of some of our teachers who are recently impacted by RIF to other colleagues to see their work. This is an excellent idea @wagnernancy! I'm so happy that one of them let me know the he received a contract offer. #IASPAchat
Q3 Looking at what a candidate Tweets gives us a lot of insight into her educational philosophy. My nephew was recruited to change school districts by one of his Twitter followers.
#IASPAchat
A4: We've started a "There's No Place Like Homer" campaign, by which teachers honor their colleagues and post tweets/FB posts highlighting some of what they see them do everyday.
#IASPAchat
A4: Can I answer for a colleague? Was on the @AHSD25HR D25 HR page the other day, and was super impressed! Page is very engaging and informative. Check it out! https://t.co/gJLwPEdzGH#IASPAchat
A4: @GFSchools has a tagline: A Great Place to Grow and Learn. We use that line in many of our marketing efforts, and couple it with photos/short stories that bring it to life. #IASPAchat
We love seeing our affiliate@_AASPA_ on our #IASPAchat. Can't wait to see you at the June Boot Camp in Rosemont,IL. This is a #HR must not miss conference!
Oh, those closed parent pages are a challenge in #schoolpr. Would love to learn how folks harness them for good! Also, love that you tagged my friend @k_beach! #IASPAChat
In reply to
@LcglickmanLynn, @mportwoodpro, @k_beach, @k_beach
A4: We're experimenting with short social media messages called "A Minute:09 in 109." They are one-minute long snippets about something cool in Deerfield 109 that would entice people to want to work in our district. #IASPAchat
A3: I love what I’ve seen online from @District214. They profile individual staff in a video series they call “214 Stories”. Would love to model that in @DPS109#iaspachat
A4: Can I answer for a colleague? Was on the @AHSD25HR D25 HR page the other day, and was super impressed! Page is very engaging and informative. Check it out! https://t.co/gJLwPEdzGH#IASPAchat
A4: We've started a "There's No Place Like Homer" campaign, by which teachers honor their colleagues and post tweets/FB posts highlighting some of what they see them do everyday.
#IASPAchat
A4: We're experimenting with short social media messages called "A Minute:09 in 109." They are one-minute long snippets about something cool in Deerfield 109 that would entice people to want to work in our district. #IASPAchat
What makes them fun is that we intentionally keep them "low-end." Not looking for a big budget to create these. An iPhone or tablet with 109 seconds is all we need to share something cool with prospective candidates. #IASPAchat
A4: We're experimenting with short social media messages called "A Minute:09 in 109." They are one-minute long snippets about something cool in Deerfield 109 that would entice people to want to work in our district. #IASPAchat
A3: I love what I’ve seen online from @District214. They profile individual staff in a video series they call “214 Stories”. Would love to model that in @DPS109#iaspachat
A5: https://t.co/ocSnzkrJnW has changed the game for us when it comes to filling unique positions. We used the tool to fill a School Nurse vacancy when we were getting zero applicants using traditional means. #IASPAchat
A5:We've used https://t.co/Wqh6qu2CO6 to post our buildings and grounds and technology vacancies. This resource has received traction from a pool that typically doesn't visit the standard sites like K12JobSpot. #IASPAchat
A5 Part 2: We also use Education Weekly e-mail blasts and professional organization sites such as what @_AASPA_ has recently started doing with much success.
#IASPAchat
A5: Networking, working with Higher Ed with interns and student teachers. We have lots of TA's that end up getting licensed in related fields and love to recruit them from within. #IASPAchat
We do the same thing. The way you described it I would agree with 100%. Some applicants are not as familiar with the idea of K12jobspot to look for a possible opening. https://t.co/Z4k8BUx4dy helped tremendously. #IASPAchat
A5:We've used https://t.co/Wqh6qu2CO6 to post our buildings and grounds and technology vacancies. This resource has received traction from a pool that typically doesn't visit the standard sites like K12JobSpot. #IASPAchat
Should always be a goal for #schoolpr professionals to work more closely with HR Department to bring brand clarity and consistency to recruitment and retention messaging #goals#IASPAchat
A5 Part 2: We also use Education Weekly e-mail blasts and professional organization sites such as what @_AASPA_ has recently started doing with much success.
#IASPAchat
A5 We've started using Indeed for clerical and operations positions -- high yield of applications! Have to be careful, though... some folks apply for just about anything, qualified or not, because using it is so easy and wide-spread! #IASPAchat
Oh, those closed parent pages are a challenge in #schoolpr. Would love to learn how folks harness them for good! Also, love that you tagged my friend @k_beach! #IASPAChat
In reply to
@LcglickmanLynn, @mportwoodpro, @k_beach, @k_beach
It shouldn't shock anyone on this #IASPAchat that @cateked and I work closely together. It's about the people in the organization who make it the best it can be. Together PR and HR manage this in @dps109#engage109
Should always be a goal for #schoolpr professionals to work more closely with HR Department to bring brand clarity and consistency to recruitment and retention messaging #goals#IASPAchat
We have begun using Indeed too for non-teaching positions and have had great results. I wonder if it using Indeed would help increase our efforts to recruit diverse candidates for teaching positions. Has anyone tried this? If so, what have been the results?
#IASPAchat
A5 We've started using Indeed for clerical and operations positions -- high yield of applications! Have to be careful, though... some folks apply for just about anything, qualified or not, because using it is so easy and wide-spread! #IASPAchat
Q5: Emails to professors at area colleges that teach that specific area. Ex: school psychologist was a hard to fill position for us until we started networking with professors at local colleges. #IASPAchat
Q6: In order to encourage recruits, I try to connect with them on a personal level. Let them know why I love working in the district. Talk about collaboration, growing together. In the end, though, I firmly believe you should never talk someone into a job. #IASPAchat
#IASPAchat Q5 A few years ago, we were trying to hire bilingual psychologists. Our Director of Special Ed and I attended the state conference in Illinois for School Psychologists and found 3 bilingual Spanish Psychologists.
A6 - We discuss the Mentor program that we have, the in-house PD facilitated by our teachers, the fact that we never RIF, and the family atmosphere in the district.
#IASPAchat
A6: I think the best “selling” strategy is maintaining focus on the main thing & taking the time to #reflect & #celebrate it with stakeholders. #IASPAchat
A6: We are revamping our hiring process to seek candidates that we believe will better fit our culture. If we do a better job of selecting, we think the right people will accept our offer. We also emphasize the significant amount of professional development we offer #IASPAchat
A6: I use what "sold" me on this organization over 12 years ago, the amazing students! I convey what it's like to be a student in NSSD112 and why it's exciting to work with our Ss. #IASPAchat
A6: Data is our strongest tool. We have great data points that we have collected over the years that we consider tools in our bag to sell the school/district to the finalist. Data about organizational culture, success rates, student achievement, and all things HR. #IASPAchat
A6: Giving the candidate 1:1 time to ask all of their questions as well as bring in others on the team to offer their perspectives. The personal interaction is important - we are not just trying to fill a position but trying to be sure that this is good for all. #IASPAchat
My jaw is on the ground @LaurieMCampbell! BIL psychologists are so hard to find. We'll need to visit this state conference in the future @ksswanson1. WOW! #IASPAchat
#IASPAchat Q5 A few years ago, we were trying to hire bilingual psychologists. Our Director of Special Ed and I attended the state conference in Illinois for School Psychologists and found 3 bilingual Spanish Psychologists.
Q5: Emails to professors at area colleges that teach that specific area. Ex: school psychologist was a hard to fill position for us until we started networking with professors at local colleges. #IASPAchat
A6 It’s easy to talk about how great your workplace is...the “sell” is how you make a candidate feel the first time you meet, and how welcoming your recruiting and interview process is. (A good compensation package also helps!)
#IASPAchat
A6 The key to "selling" is to know what will motivate the buyer. #IASPAchat Different for every candidate. Concentrate on the why. Awesome Colleagues✔️
Top Notch PD✔️
Solid Financials✔️
Visionary Leaders✔️
Supportive Parents✔️Great Opportunities✔️
A6 - The culture and success of District 128 has attracted teaching candidates. However, we have struggled with "selling" our educational organization to teaching aide positions. Would be interested in ideas on recruiting candidates for these positions. #IASPAchat
A6 One of the best ways to encourage recruits is to have a rigorous process. Candidates want to know that they were chosen by a district that only hires the best. #IASPAchat
A6: Data is our strongest tool. We have great data points that we have collected over the years that we consider tools in our bag to sell the school/district to the finalist. Data about organizational culture, success rates, student achievement, and all things HR. #IASPAchat
A6: We try to ensure candidates meet a cross section of employees, parents and students (whenever possible) through our interview process. We want them to know our culture, values, and if we align - Great! #IASPAchat
I agree with you @DaleFisherEdD! I'm about to join @JaredNorthup for a webinar on collecting data from our candidates. I've been expanding my HR toolkit and it's feeling great. #IASPAchat
A6: Data is our strongest tool. We have great data points that we have collected over the years that we consider tools in our bag to sell the school/district to the finalist. Data about organizational culture, success rates, student achievement, and all things HR. #IASPAchat
A6: To "sell" undecided candidates, we share examples of the very relational culture here and the longevity data... once people come to @Homer33c, they typically stay.
#IASPAchat
#IASPAchat Q8: Everyone in the District can be an ambassador/link to our next outstanding candidate. It is important to build a culture of pride among all members of staff. It goes way beyond managers and department heads.
A6 - We discuss the Mentor program that we have, the in-house PD facilitated by our teachers, the fact that we never RIF, and the family atmosphere in the district.
#IASPAchat
We employ research based tools to heavily screen candidates on the front end to ensure that talented candidates are the finalists for positions. The amount of data that we have on candidates is impressive. Lots of leg work up front but worth it later on. #IASPAchat
A7 - I like the Video Interview as a 1st step to provide equal opportunities for all. We also require a performance aspect of every interview process to "see candidates in action".
#IASPAchat
A7: Job interviews are the start of a relationship between the employee & the stakeholders. We use our Ss in our interview process for APs and principals. It's not a modern idea, but it works well because our students typically have a good meter for identifying fit. #IASPAchat
A7: We added a step that made our prof. lives easier later on in the hiring protocols. We use web-based interview tools that record the traditional F2F interview and allow us to invest in performance based pieces as a final interview component. #IASPAchat
A8: The Lincoln Way High School system was a model for this in the 80's, 90's and 00's... everyone in the community had high regard for the schools because everyone in the community had high regard for the schools.
#IASPAchat
We're using various tools via @HUMANeX to collect data on our candidates prior to the first face-to-face meeting. @DaleFisherEd is the expert. I'm in the early stages of implementation. #IASPAchat
A7 Modernizing the interview process is an interesting concept. Looking forward to hearing ideas. Want to be efficient but make sure the candidates know we are all about the people. #IASPAchat
The @rivscom platform has allowed us to get to the performance based piece. The tool put time back on our side and now we feel we're making even better decisions on hires than ever before. #IASPAchat
A7 - I like the Video Interview as a 1st step to provide equal opportunities for all. We also require a performance aspect of every interview process to "see candidates in action".
#IASPAchat
We've had success using @HUMANeX coupled with RIVS to allow more stakeholder feedback. We're also allowing candidates to see questions before being put on the spot. It helps to calm nerves -
the process is more about the right candidate vs the best interviewer #IASPAchat
#IASPAchat We are just getting started with RIVs. Do you use have it set up as a stand-alone or have you integrated it with AppliTrack (automatic invite)? We are trying to make the best decision.
To be honest, something as simple as seeing the questions ten minutes before the interview starts dramatically settles the nerves for candidates. #IASPAchat
We've had success using @HUMANeX coupled with RIVS to allow more stakeholder feedback. We're also allowing candidates to see questions before being put on the spot. It helps to calm nerves -
the process is more about the right candidate vs the best interviewer #IASPAchat
Our admin team has created rubrics for the video interviews and note their ratings of those they watch in the system that others can see. Has the potential to save lots of time and get to the right candidates that fit our system #IASPAchat
#IASPAchat We are just getting started with RIVs. Do you use have it set up as a stand-alone or have you integrated it with AppliTrack (automatic invite)? We are trying to make the best decision.
A7: Trying to get as much info on candidates prior to onsite interviews (screeners, phone IV's) and then onsite interviews with multiple steps in one day. #IASPAchat
A7: @rivian_rivs has allowed us to scratch the traditional interviews because we feel we already have an understanding of the candidates. We have student interview teams and also do classroom observations to see what candidates observe #IASPAchat
We are using @rivscom both as a stand alone at job fairs and integrated into the application. A little more work on my end but seems to be worth it so far #IASPAchat
Our admin team has created rubrics for the video interviews and note their ratings of those they watch in the system that others can see. Has the potential to save lots of time and get to the right candidates that fit our system #IASPAchat
#IASPAchat Diversity - We require that our school-based interview teams reflect the diversity of our student body. We also require that a diverse set of candidates be considered for vacancies.
A8: If your district has the means, make sure you are closely connected with your PR team to promote your district brand as often as possible. Our districts HR recruiting and branding success stems almost entirely from planting the seed in our #engage109 hashtag #IASPAchat
A8: Our Communications Department has helped us in our recruitment efforts for substitute teachers by creating large promotional signs outside of schools and magnets for our district trucks. #IASPAchat
A8: Our entire administrative team is participating in the development of the hiring process! We all accept responsibility for creating and sustaining our team! #IASPAchat Thanks @DaleFisherEdD and @Mschroeder6 for facilitating!!
A8 - Our Communications Dept. is critical to helping get the word out. Our Business office has connections that can provide information about candidates to consider, and they help us with the compensation necessary to hire candidates for critical positions.
#IASPAchat
The feedback I have been getting is that candidates can sense that we not only care about people but that we are totally invested in finding the right people.#IASPAchat
A7 Modernizing the interview process is an interesting concept. Looking forward to hearing ideas. Want to be efficient but make sure the candidates know we are all about the people. #IASPAchat
A8: I (as the communications person) appreciate having the opportunity to work with @tabentroth130 (HR manager) as she and her department work to recruit and retain employees. Helping with research, communications, etc. Teamwork makes the dream work! #IASPAchat
A8: It’s critical that each dept. understand their role in achieving the school district’s WHY. Once that is delivered, you won’t have to recruit. @simonsinek?#IASPAchat
A8 Recruiting is a team effort. C&I SS and Finance are key to a positive work environment. Who wants to work for a district that is financially unsound? Who picks to work in a district that lacks an instructional vision? #IASPAchat#TEAM@JeffFeucht@mc_clain87 Janet Cook
A8 - Our Communications Dept. is critical to helping get the word out. Our Business office has connections that can provide information about candidates to consider, and they help us with the compensation necessary to hire candidates for critical positions.
#IASPAchat
A8 Everyone in the district has an impact on how desirable the district is. Our staff that Tweet the amazing things in from their classrooms are great PR! #IASPAchat
Not if you set the stage the right way. The aspect of it is new to many educators but again, they feel like we are invested in getting it down to the best hire that we can. #IASPAchat
A8: If your district has the means, make sure you are closely connected with your PR team to promote your district brand as often as possible. Our districts HR recruiting and branding success stems almost entirely from planting the seed in our #engage109 hashtag #IASPAchat
#IASPAchat Just a reminder to our DuPage County friends that PACT, the DuPage County HR Group, meets tomorrow at 1:00 in Wheaton. Message me directly if you want more details.
A1 That is why I am here today. Fortunate to be a well-regarded district but we need to do more than "post and pray". One of the most recent trends has been to use LinkedIn and Twitter to enhance out social media profile. But always a challenge in high need areas. #IASPAchat
Thanks for the mention! LcglickmanLynn: @JRChambersD87, would love to hear more about your mini-stipends for leadership positions. What types of positions / responsibilities? #IASPAchat
