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00:00:00 --> 00:00:05 Welcome to Your Morning Boost, your daily leadership advice to help you lead your school community.
00:00:05 --> 00:00:09 Brought to you by AWB Education and sponsored by Grundmeyer Leader Services,
00:00:10 --> 00:00:14 where together we are transforming education, one leader at a time.
00:00:14 --> 00:00:16 Now here's your host, Adam Bush.
00:00:17 --> 00:00:21 Good morning on a strategically focused Thursday to all of the resourceful school
00:00:21 --> 00:00:24 leaders that are tuning in today to Your Morning Boost.
00:00:24 --> 00:00:28 Thanks for joining us today. As the current school year gracefully concludes,
00:00:29 --> 00:00:33 that often daunting task of strategically filling those traditionally hard-to-fill
00:00:33 --> 00:00:38 positions within your school or district likely moves to that forefront of your
00:00:38 --> 00:00:39 administrative priorities.
00:00:39 --> 00:00:43 We're going to talk about some strategies to fill these positions today.
00:00:46 --> 00:00:51 As we all know, attracting highly qualified and dedicated candidates for roles
00:00:51 --> 00:00:55 such as special education teachers or dynamic STEM instructors,
00:00:55 --> 00:00:59 or even positions in more geographically remote or rural locations,
00:00:59 --> 00:01:04 these often demand a more nuanced and proactive approach than the traditional
00:01:04 --> 00:01:06 recruitment methods we're all used to.
00:01:06 --> 00:01:10 To tackle this, our initial step should involve a thorough and honest analysis
00:01:10 --> 00:01:15 of these underlying reasons for why these specific positions have just historically
00:01:15 --> 00:01:18 been proven difficult to fill within our schools?
00:01:18 --> 00:01:22 Are there significant salary discrepancies compared to neighboring districts
00:01:22 --> 00:01:24 or maybe even private sector opportunities?
00:01:24 --> 00:01:28 Are there perceived or actual limitations in terms of resources,
00:01:28 --> 00:01:32 maybe support staff, or even professional development opportunities that are
00:01:32 --> 00:01:34 associated with these roles or my school?
00:01:34 --> 00:01:39 Are there geographical challenges or community-related factors that might be
00:01:39 --> 00:01:40 deterring potential applicants?
00:01:41 --> 00:01:44 Now, addressing these fundamental underlying issues wherever possible,
00:01:44 --> 00:01:48 it's a critical first step in improving our recruitment success.
00:01:48 --> 00:01:53 Subsequently, it's essential to significantly expand our recruitment efforts
00:01:53 --> 00:01:57 beyond the conventional avenues of standard job boards and generic postings.
00:01:57 --> 00:02:01 We want to actively explore and cultivate partnerships with local and regional
00:02:01 --> 00:02:05 universities and colleges, particularly in their education departments.
00:02:05 --> 00:02:10 Participating in virtual and in-person job fairs, specifically targeting educators,
00:02:10 --> 00:02:12 is going to be strategically helpful as well.
00:02:12 --> 00:02:16 Leverage social media platforms, professional networking sites,
00:02:16 --> 00:02:20 and even targeted advertising to reach a wider and more diverse pool of potential
00:02:20 --> 00:02:22 candidates is going to assist us.
00:02:22 --> 00:02:26 Drawing upon the insights of a comprehensive report by the Learning Policy Institute,
00:02:27 --> 00:02:31 effective strategies to recruit and crucially retain teachers in hard-to-staff
00:02:31 --> 00:02:34 schools encompasses a multifaceted approach.
00:02:34 --> 00:02:37 It includes financial incentives, improved working conditions,
00:02:37 --> 00:02:40 and a strong induction and mentoring program.
00:02:40 --> 00:02:44 So what that tells us is we need to think creatively and strategically about
00:02:44 --> 00:02:48 the types of incentives that we can realistically offer to attract top talent
00:02:48 --> 00:02:50 to these challenging roles.
00:02:50 --> 00:02:53 This might include offering some competitive signing bonuses.
00:02:53 --> 00:02:58 Maybe we explore student loan forgiveness programs in partnership with some
00:02:58 --> 00:02:59 relevant agencies, possibly,
00:02:59 --> 00:03:04 or provide stipends or tuition reimbursement if they get advanced degrees or
00:03:04 --> 00:03:06 specialized certification areas
00:03:06 --> 00:03:09 and high-need areas, and this may apply to our current staff as well.
00:03:10 --> 00:03:14 Proactively highlighting the unique and compelling benefits of working specifically
00:03:14 --> 00:03:19 within our school or district to help get past those hurdles that could be out there.
00:03:19 --> 00:03:23 We also want to proactively highlight the unique and compelling benefits of
00:03:23 --> 00:03:25 working specifically within our school or district.
00:03:26 --> 00:03:30 This could include showcasing a supportive and collaborative school community,
00:03:30 --> 00:03:35 highlight the innovation and successful academic programs that you have going on right now,
00:03:35 --> 00:03:39 and emphasize opportunities for leadership growth and professional advancement
00:03:39 --> 00:03:44 you have within your building or your district, and promote the positive aspects of the local community.
00:03:45 --> 00:03:49 Furthermore, consider exploring alternative staffing models or maybe even creative
00:03:49 --> 00:03:53 partnerships with neighboring school districts. We could potentially share highly
00:03:53 --> 00:03:57 specialized personnel or resources and help each other out in this quest for
00:03:57 --> 00:03:58 these hard-to-fill positions.
00:03:59 --> 00:04:03 Actively engage your current dedicated staff in this recruitment process, too.
00:04:03 --> 00:04:07 Maybe implement an employee referral bonus program. Incentivize them to help
00:04:07 --> 00:04:11 identify and attract qualified candidates. They'll do so within their own professional networks.
00:04:12 --> 00:04:16 By just thoroughly understanding these specific challenges associated with hard-to-fill
00:04:16 --> 00:04:20 positions, and then strategically expanding our recruitment search,
00:04:20 --> 00:04:25 we can offer compelling and targeted incentives and significantly increase our
00:04:25 --> 00:04:27 chances of attracting and then in the end,
00:04:27 --> 00:04:32 retaining highly qualified and passionate individuals for all of these crucial roles.
00:04:33 --> 00:04:36 In the end, it's going to ensure the provision of the highest quality education
00:04:36 --> 00:04:38 possible for all of our students.
00:04:42 --> 00:04:45 Thank you for joining us today on your Morning Boost. We trust that these expanded
00:04:45 --> 00:04:49 strategies will provide you with valuable insights and innovative approaches
00:04:49 --> 00:04:54 for effectively tackling the persistent challenge of filling those hard-to-staff
00:04:54 --> 00:04:56 positions within your school or district.
00:04:56 --> 00:05:02 Have a strategic and productive Thursday as you plan for a successful recruitment season ahead.
00:05:03 --> 00:05:06 Thank you for listening. Hope it's been a great day. Have a great finish to
00:05:06 --> 00:05:09 your Thursday, and we will talk with you again tomorrow.
00:05:09 --> 00:05:14 You have been listening to Your Morning Boost by AWB Education in partnership
00:05:14 --> 00:05:15 with Grundmeyer Leader Services.
00:05:16 --> 00:05:20 You can find out more about our services by clicking on the links in the description.
00:05:21 --> 00:05:25 Remember, you are doing this vital job that only a few can do.
00:05:25 --> 00:05:29 So until next time, thank you for your service to your community.