Key points:
Teacher retention is in crisis. Teachers of color leave the classroom at a high score than their white counterparts (19 percent vs. 15 percent, respectively), and students need to have more Black and brown teachers leading classrooms.
Investigation tells us that having a person of color teach them has a positive impact on students of all backgrounds, but particularly those black student dropout rates. We also know that attracting and retaining teachers of color presents unique challenges.
No software solution or recruiting team can eliminate these systemic biases. However, automating candidate tracking, hiring, and onboarding processes can break down barriers for applicants and result in a smoother, more engaging experience for everyone, attracting a larger, more diverse pool of applicants to your open positions. Let's explore why automation can have a positive effect on recruiting.
A polished and professional first impression.
Using a standard format for hiring ensures fairness. Automation helps add a layer of professionalism, checks and balances to all interactions with applicants. Additionally, automated systems give applicants a clue that their district invests in the latest technology across the board.
Data transparency is good for school culture
Applicant tracking systems also collect data for you, help you manage it, and have built-in compliance tools. The system includes a standard approval process that depends on the job posting, so applicant information is only available to approved reviewers. The data collected is invaluable: Viewing candidate and hiring trends helps hiring managers analyze aggregate data to spot trends and share them with leaders and stakeholders.
Embrace non-traditional paths to educational careers
One strategy to get more teachers into classrooms starts with potential educators who don't follow a linear path to a teaching certificate. These educators don't always enjoy a smooth path from K-12 graduation to postsecondary graduation, and recognizing that is the first step in building a diverse workforce.
“Grow your own” programs are not new in many districts. Relying on an applicant tracking system can easily onboard internal candidates while respecting laws that protect applicants and organizations. There is freedom to decide to hire internally or externally depending on the position.
Incorporation designed to last
Tracking applicants can also lead to a smoother onboarding process. Because the same system that houses human resources information welcomes applicants, the information needed to set up a new employee in the system has already arrived. New employees don't get bogged down in redundant data entry (nor do HR professionals). win win!).
Especially for teachers who will be moving to the district or commuting, offer multiple onboarding options. Virtual onboarding may seem counterintuitive, but the accommodation is a huge help for the applicant who is likely juggling multiple life transitions.
A coaching culture will engage employees and help them feel heard, respected and valued. And finally, data transparency goes a long way to demonstrating that inclusion is a priority when hiring and retaining a team.
Make sure your culture is comfortable for people of color
More than anything, being willing to listen and pivot is crucial to teacher retention. Especially for students of color, cultural competency is invaluable. The student population is crying out for representation. Meanwhile, more than 80 percent of teachers were white, while non-white enrollment declined to 44 percent in 2017. This means teachers of color often face a disproportionate population that looks to them for familiarity and comfort , and even motivation and discipline. These kinds of over-the-top skills are often the spark that calls teachers to teach, but burnout lurks.
Instead of these invisible taxes (see tracking resources at the end of this article) adding up for educators of color, strong, proactive communication can help attract and retain educators in your district. Major Sharif El-Mekki from Mastery Charter Shoemaker in Philadelphia, Pennsylvania, encouraged district leaders who aim to increase the diversity of the teaching population to reach out to historically black colleges and universities (HBCUs) near them. Advisory panels are another proactive communication strategy that districts use to ensure they are listening. Lastly, pairing teachers with an established mentor can help ensure that their early years are comfortable and provide a solid foundation for growth.
Schools are more than buildings that students visit to practice skills. Rather, the community that grows in and around school buildings is an ever-evolving ecosystem. All students have the ability to grow, change, and graduate prepared to succeed in the world at large. Leaders who consciously build their community can enjoy watching the seeds of their work for decades to come.
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