In today’s world, the economy is constantly changing at breakneck speed, to be successful, undeniably organizations must capitalize on the skills, knowledge, training and experience of all their employees.
Those responsible for hiring the best talent in both the public and private sectors must adapt to relentless changes in the labour market, new technologies and innovation. While there are many ways to attract talent, organizations embracing the most effective human capital systems and practices are the ones that turn out to be successful. They attract quality talent using strategic recruitment processes that capture the attention of the best professionals through properly disseminating their offers and the right technology.
However, the education sector has unfortunately been slower than other more advanced sectors, to make the necessary changes to adapt recruitment strategies to this new scenario. Although the teaching staff are the most important factor in this sector, bearing a direct relationship with the outcomes of their work, few educational organizations manage to convey and stress how crucial it is to recruit the best talent.
For instance, a recent survey conducted in more than 100 representative school districts in the USA asked participants to describe how they could recruit new talent, choose who to hire, bring in new teachers, as well as develop additional knowledge and other key matters. The survey results showed that a significant majority of the various districts had not followed proper recruitment practices which recommended using the existing innovations in this field. Some of the key findings of the study show:
- School district recruitment strategies are hyper-local, non-focused, or don’t even exist.
- On average school districts only have 1.8 employees assigned to recruitment processes.
- Only 30% post jobs on social media.
- Less than half of the districts surveyed visit colleges or universities to recruit at job fairs.
- Of the districts recruiting at external job fairs, only 22% seek to attract candidates outside their own region.
- Districts do not provide new teachers with mentoring or onboarding opportunities to develop new skills, which are critical to their roles.
Moreover, school districts across North America compete with companies that have more innovative and current recruitment systems. Consequently, these districts face more and more obstacles in recruiting and retaining the most talented professionals.
In this context, technology can help educational institutions optimize their recruitment processes as well as provide HR professionals with the right tools to manage their employees' entire cycle. Likewise, technology solutions deliver strategic advantage to these professionals, thanks to the automation of processes, talent analysis and other options that exist today for exploring various profiles.
Opportunity for growth
Teaching staff belonging to the millennial generation called the opportunity to "learn and grow" as extremely key aspects of any job they could take up. Similarly, in a recent survey by Gallup, 87% of participants said that "development" was an important part of any worthwhile work. Consequently, organizations responded by increasing the volume of feedback, the professional development opportunities and the support offered to employees, as well as by using talent management software to boost their engagement.
Homework for education professionals
Talent management solutions are a crucial part of building a successful organization, and even more so in the education sector, where great masters and teachers are a crucial factor for student success and performance, and in turn, these are key for business success. Fundamentally, the spotlight is on the positive impact that good and proper teaching has on students. To attract and retain these exceptional educators, educational institutions must modernize their human capital systems, that is to say, transform their recruitment practices and technology. Thus, we can assert that applying all these changes will improve the efficiency and effectiveness of educators and students. As a conclusion, it is important to know that if your organization has not made these changes yet, it is time to make them and achieve great results.