Do you know the cost of hiring the wrong person for a job? It’s about $17,000 to $240,000 — and that’s just for one position.
That’s a big hit to your school’s budget, and it doesn’t even include the cost of lost productivity while the position is vacant or the new hire is getting up to speed.
To avoid making a bad hire, take the time to develop a robust hiring process.
But where do you start? This hiring guide will walk you through the key steps that will help you hire the best person for the job.
Table of Contents
Advertising
Advertising aims to attract a pool of suitable and competent candidates. To advertise effectively, you need to understand your target audience and what kind of role you’re looking to fill.
You also need to identify the channels that will reach your target audience. Schools no longer have to advertise in printed publications, as they did decades ago. They may now use internet platforms like social media and job boards to reach out to potential students.
When drafting the advertisement, it’s important to include:
- The job title
- A brief description of the role
- The required qualifications
- The key responsibilities
- The expected start date
- Application instructions
The school should also look for ways to make their advertisements stand out. This can be done by using catchy phrases or offering an attractive salary package.
Shortlisting
The shortlisting process is conducted to identify the most suitable candidates for an interview. This process begins after the school has received all the applications.
When shortlisting, the school should consider:
- The candidate’s qualifications
- The candidate’s experience
- The candidate’s suitability for the role
- The candidate’s availability
The shortlisting process helps to identify a smaller group of candidates who have the potential to be successful in the role. This process is important as it helps to save time and resources when conducting interviews.
The school should also ensure that the shortlisting process is fair and transparent. All candidates should be given equal opportunity to demonstrate their suitability for the role.
Preparing the Interview
The interview is a key stage in the recruitment process as it allows the school to assess the candidate’s suitability for the role.
When preparing for the interview, the school should consider:
- The type of questions to ask
- The format of the interview
- The length of the interview
- The number of interviews to conduct
It’s important to ensure that the questions asked are relevant to the role. The questions should also be fair and unbiased.
The interview should also be conducted in a professional manner. The school should ensure that the interview has a clear structure and that all candidates are treated equally.
When inviting applicants to the interview, indicate the documents they should bring along. To ensure the candidates you are about to interview are eligible to work in the US, request them to bring the following documents:
- Valid US passport or other work permit/ Visa or Birth Certificate
- Proof of social security number
- Photo ID such as passport, driving license, national identification card
- A permanent address
Identification helps to show that the person being interviewed is who they say they are. The identification also needs to be valid and up-to-date.
Reference Checks
The reference check stage helps to verify the information provided by the candidate during the interview.
When conducting reference checks, the school should contact:
- The candidate’s previous employer
- The candidate’s professional references
- The candidate’s personal references
Reference checks help to provide a more complete picture of the candidate. They also help to ensure that the information provided by the candidate is accurate.
Some of the questions to ask during reference checks include:
- Can you confirm the dates of employment?
- Can you describe the candidate’s role and responsibilities?
- Can you provide an overall performance rating for the candidate?
- Do you have any concerns about the candidate’s suitability for the role?
These questions help to verify the candidate’s employment history and performance. They also help to identify any areas of concern.
Analyzing Feedback From Reference Checks
After conducting reference checks, you will have gathered enough information about the candidates. This information will help you identify the best candidate for the job.
The next step is to analyze the feedback and make a decision on who to invite for an interview.
When analyzing the feedback, you should consider:
- The number of positive and negative references
- The specific comments made by the references
- Whether there’s bias from references
- The overall impression of the candidate
Once you have analyzed the feedback, you can proceed to invite the candidates for an interview.
Interviewing the Candidate
The interview is a key stage in the recruitment process. It allows you to assess the candidate’s suitability for the job.
When preparing for the interview, you should consider:
- The type of questions to ask
- The format of the interview
- The length of the interview
- The number of interviews to conduct
It’s important to ensure that the questions asked are relevant to the role. The questions should also be fair and unbiased.
The interview should also be conducted in a professional manner. You should ensure that the interview is structured and that all candidates are treated equally.
During the interview, you will have an opportunity to assess the candidate’s:
- Communication skills
- Problem-solving ability
- Knowledge of the role
- Motivation for the job
You should also use the interview to get to know the candidate on a personal level. This will help you to understand how they would fit into the school community.
Acceptance of Conditional Offer
After the interview, you will be in a position to make a conditional offer of employment. The offer should be made in writing and should include:
- The job title
- The salary
- The start date
- The conditions of the offer
The conditions of the offer should be clearly stated. These might include:
- The completion of a criminal background check
- The provision of references
- The signing of a contract
The conditions of the offer should be met by the candidate before they start work.
Orientation and Training
All new employees should receive orientation and training. This is to ensure that they are familiar with the school’s policies and procedures.
Orientation should be conducted on the first day of work. It should include:
- A tour of the school
- An introduction to the staff
- An overview of the school’s policies and procedures
Training should happen within the first week of work and should be relevant to the employee’s role.
Should You Outsource the Hiring Process?
There are a number of reasons why you might choose to outsource K-12 education staffing. These include:
Time Management
Hiring can be a time-consuming process, particularly if you don’t have a dedicated HR team. By outsourcing to k-12 education headhunters, you can free up your own time to focus on other areas of running your business.
Cost-Effectiveness
Hiring can be an expensive process, particularly if you need to use a recruitment agency. By outsourcing, you can reduce your costs by using a service that is already set up and has access to a pool of candidates.
Expertise
Hiring is a complex process and requires a great deal of expertise. By outsourcing, you can benefit from the expertise of a professional team who can guide you through the process and help you to find the best candidates.
Access to a Wider Pool of Candidates
Outsourcing gives you access to a wider pool of candidates than you would be able to reach yourself. This means that you can find the best possible candidates for your business.
Flexibility
Outsourcing gives you the flexibility to scale up or down your hiring as and when you need to. This means that you can respond quickly to changes in your business without having to commit to a long-term contract.
Peace of Mind
Outsourcing gives you peace of mind that your hiring process is in safe hands. This means that you can focus on administrative responsibilities without worrying about the quality of your candidates.
A Hiring Guide for Staffing Schools
The hiring process is a crucial step in ensuring you get the best staff for your school. You want to avoid any mistakes that could lead to hiring the wrong person.
The process can be time-consuming and expensive, but it is worth it in the end. By taking your time and following the hiring practices outlined in this hiring guide, you will be well on your way to making the best hiring decisions for your school.
We hope you enjoyed this article. Check out our website for more great articles like this one.
