#K12Talent chat is for K-12 HR professionals or any school leader interested in learning more about human capital leadership. Topics include: rewards/recognition, recruiting, hiring, interviewing, difficult employees.
A2: The best way we've found is to attend career fairs at local universities. Online postings take away the personal touch. Include vision and mission on job postings. #K12Talent
A1: our focus is To Lead and To Serve, so we look for candidates who r leaders in education, in districts, on campuses, in the classroom. They have to b engaged learners committed to growing the capacity of those we serve. #K12Talent
Do you post for jobs specifically when there is an opening or do you have a pool of applicants generally available when positions come available? #K12Talent
A3: Being at a service center, our organization is pretty flat w/o a lot of options for advancement. Our focus is on promoting from within as we tend to hire #rockstars who r committed 2 pushing us and our schools forward. We r working on an internal prof learning plan #K12Talent
A3: There was a time that we posted all positions internal for 1 week then if there was not qualified applicants we would post the position externally. It seemed that at times we were not receiving enough applicants for consideration for the internal posting. #K12Talent
A3: Do you feel it may be that we are not offering enough staff development for training opportunity or mentorship for preparation of a promotion or new position? #K12Talent
A4: We host an application consortium using @FrontlineEdu that brings in a large pool of candidates. We also have a great group of districts that work well together in trying to hire and promote good applicants as we support each other @NCTASPA#K12Talent
A3: We have just entered into a contract w @LI_Learning for online resources geared towards the needs of our individual employees. Very exciting stuff! #K12Talent
A5: W our instructional candidates, we have started a showcase process that allows them to show us their talents/skills. A focus on our learning framework which consists of engage, create, discover, reflect, activate. It’s about how we teach/engage/process #K12Talent
@AmyHunt899 it varies based on the position; clerical we could have up to 25 or more where a professional position we may not have as many because of the requirements. #K12Talent
A6: We conduct meetings to work with staff on the interview requirements, questions, rating scores, etc. Honestly, we do have to review closely to verify that procedures were followed to prevent legal issues in the future. #K12Talent
A6; Another thought, part of our applicant process is a writing summary based on the qualifications and experience in the related position that they are applying for. We treat this similar to the first interview and it allows us to determine their writing skills. #K12Talent
A5. We see and advise district to use a variety of practices in selection... which should start with screening. But these practices could include performance interviews, writing samples, behavioral-based interviews, reference checks, and much, much more!
#K12Talent
A process needs designed and documented first... then training occurs on the process itself (and associated documents). Next comes the learning specific to standards, performance expectations, IRR, and legal issues/topics—- https://t.co/yjgkoCAQMm… #K12Talent
A7: We are focused on diversity as it is an important role. We serve preschool to mature adults with disabilities. Everyone's disabilities are different from hearing impaired, visually impaired, or multi-disabled. We educate and serve our students and adults. #K12Talent
When a position needs to be able to communicate in written form (aka when it’s a job necessity) and a district decides to use this practice, we typically work with districts to set this up on site... that way we know for sure who authored the writing sample!!
#K12Talent
