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Chalk Schools Blog

Top 5 Ways Your HR Hiring Practices are Hurting Your School District

New technology has changed the job application process dramatically, and recruiters who rely on traditional methods of attracting candidates are struggling. Today’s prospective employees expect a simple, streamlined application process, frequent communication and a school district in line with their basic core values. If you are guilty of the following hiring practices, you are hurting your school district’s ability to attract top talent.

1. Your Listings Are Nowhere to Be Found

Historically, posting a job using local classifieds and popular job boards was enough to attract attention. Those looking for work could be relied upon to find you. Today’s certificated candidates expect you to meet them where they are: on social media and web-based professional forums. If your listings aren’t making an appearance in these standard locations, they are all but invisible to your target audience.

2. You're Losing Candidate Paperwork

The rise of electronic record-keeping has diminished applicants’ patience for lost paperwork. If you still use a paper-based system that requires files to change hands frequently, you can be sure that something will go wrong. When it does, you are likely to lose that candidate’s interest. Online workflow simplifies the application process by giving all decision-makers access to records at the touch of a key.

3. You're Slow to Respond

In an era of instant gratification, your candidates aren’t willing to wait for an antiquated applicant approval method that takes weeks or months to complete. Automation shaves time off every step, making it possible to go through the entire hiring process in a matter of days. High-quality tools offer options for updating candidates after each task is complete, keeping them engaged.

4. You're Not Sure Who Has Reviewed Each Candidate

Complicated paper forms come with a slew of problems, including delays as you track down files and validate that you have obtained all necessary signatures. If a key approver is out of the office, the entire application could be derailed. Electronic applicant tracking makes it possible to track status real-time, and most platforms can be accessed remotely.

5. You've Developed a Negative Reputation

In an era of unlimited electronic communication, social media makes it possible to share experiences — both good and bad — with massive audiences. Entire websites are devoted to candidate and employee reviews of specific employers, and school districts are not exempt from negative feedback.

If your candidates consistently have a poor experience, whether because of delays, lost paperwork or lack of communication, you can be sure a large part of the labor pool will know. At least 10 percent of applicants who have a negative experience share their concerns widely. This can significantly decrease your ability to attract the certified and classified applicants you need to fill open positions promptly.

The initial expense your district incurs when implementing an automated recruiting platform is quickly offset by updated efficiencies in your process. Consider the costs associated with using temporary and substitute workers to fill openings for an extended period. Other expenses include fees for ineffective job postings using outdated platforms, time devoted to managing outdated paper-based applications, and the additional costs of starting over when a promising candidate loses interest due to delays.

Electronic applicant tracking systems offer the most effective methods of attracting applicants, moving them through the hiring process and on-boarding them quickly and efficiently. A smooth process saves money and improves your employer brand, making it easier to attract highly qualified candidates in the future.

 

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Topics: HR New hire packets Teacher hiring