Summary: <br> Why is hiring such an important part of your responsibility as a principal? <br> <br> <br> <br> Photo by Jony Ariadi – Creative Commons No known copyright restrictions https://unsplash.com/@joniastin?utm_source=haikudeck&utm_medium=referral&utm_campaign=api-credit<br> <br> <br> <br> First and foremost, because the students, teachers, and community members deserve high quality education experiences. And secondly, because the people in your school often reflect on your own leadership. Although we cannot judge ourselves by the way others behave, school leaders are responsible for how others behave under their leadership, and hiring plays one of the most crucial roles in the kind of culture and environment a school provides.<br> <br> <br> <br> Part 2 of Hiring & Retaining High Quality Teachers<br> <br> <br> <br> This week we dive into Part 2 of Hiring & Retaining High Quality Teachers. <a href="https://williamdparker.com/2019/04/24/pmp150-hiring-high-quality-educators-part-1/">You can check out Part 1 here. </a> As my guest <a href="http://jenschwanke.blogspot.com">Jen Schwanke</a> and I share in this week’s podcast episode, there are several important ideas to keep in mind. Listen to the podcast version as we unpack the following:<br> <br> <br> <br> 3 Tips for Hiring & Retaining Talented Educators<br> <br> <br> <br> * Know the difference between talent and skill. You can teach skill. You can’t teach talent. Enough said (but you can listen to the podcast episode for more).* Value your candidates. The way you treat candidates reflects on your leadership, and you never know when someone may be re-applying for a future position if this one isn’t offered. So remember:<br> <br> <br> <br> * Show respect, kindness, and professionalism (Show the same courtesy you’d want to receive.)* Remember others are out there talking about the experience* Be open to working your schedule around candidates, not vice-versa.* Keep in mind a number-2 candidate may later come back as a number-1. So treat everyone with dignity and respect.* When possible, follow-up by phone with every candidate so that even those not chosen feel honored.* Showcase your school’s vision, culture, and offerings. This IS a sales job for hiring the most excellent candidates.* When the candidate pool is shallow, be creative: visit job fairs, go online, use social media, be open to interviewing remote candidates via video-chats.<br> <br> <br> <br> 3. Keep them on your team.<br> <br> <br> <br> * Check in often (but don’t hover!) – New hires deserve your attention but also the autonomy to learn and make mistakes.* Morale/culture – Fostering positivity is an important part of attracting and retaining talent.* Support new teachers and watch out for exhaustion, confusion, loneliness. Give them a break when need. * Remember seasons that come with life – raising children, new marriages, caring for older parents, experiencing a crisis — all these times can be tough seasons, so be supportive. * Create a cadre of friends/colleagues for new hires. Then get out of the way.* Provide resources (many teachers leave because they had illusion of what it was like…then they find it was harder/lonely/etc.) Make sure they have the resources they need.* Act quickly when there are problems. Following-up shows you are paying attention and care.* Teach and model balance. Your teachers don’t need emails from you at 10PM. Model a good work/life balance.* Let them go, fly, and succeed. Everyone has a different personalities, gifts, and ideas. Encourage these unique talents.* Foster leadership. Allow new hires to develop skills in serving others, and look for potential future school leaders among them too.* Provide key responsibility areas or helpful lists of key people, resources, and information so new hires aren’t left to guess where to find help.
