SIMPLE GUIDELINES FOR RECRUITMENT
WHILE WE ARE WAITING, OUTLINE YOUR RECRUITMENT PROCESS SO THAT YOU CAN COMPARE NOTES
�I WANT TO START THIS DISCUSSION WITH A ??
How many great candidates have gotten lost or overlooked because someone did not have time to contact them?
CREATE A SYSTEM FOR RECRUITMENT
Have a strategy and block out time for interviews -
Where can this fit into your routine??
EVERYTHING is riding on this 1 thing!
JOB DESCRIPTIONS ARE VERY HELPFUL
BE SPECIFIC ABOUT WHAT YOU WANT in a candidate – this goes hand in hand with setting the criteria for what you want in a candidate.
KEEP THE JOB DESCRIPTIONS SIMPLE
Keep the job descriptions simple - candidates will already expect classroom discipline, lesson planning, CUT to the important stuff that says what you are looking for in a candidate
SHARE THE SALARY AND BENEFITS
Your competitors already knows what you are doing anyway; secret shoppers, social media – even if you don’t want it posted, you can still share it with the recruiter.
USING A RECRUITER TO ……
Don’t buy a dog and then do the barking for him….
DELEGATE PRELIMINARY INTERVIEWS
HAVE A CRITERIA FOR YOUR CANDIDATES�
When the top schools recruit, they have a criteria/rubric and they know at the end.
It is either yes or no!
MEET PEOPLE WHERE THEY ARE AT!
LITERALLY – don’t force candidates to “have to” interview during their workday if they cannot do so or late at night or the middle of the night, many candidates will turn down the interview just for this because it is a red flag!
CHECK YOUR EMAILS AND RESPOND, EVEN IF ONLY BRIEFLY!
Don’t sit on candidates for weeks and then expect them to still be available weeks later.
DEMO CLASSES CAN GIVE THE BEST PICTURE OF THE CANDIDATE
In-Person
or
Video
CONSISTENT AND BRIEF COMMUNICATION AND FEEDBACK
with your recruiters increases your chances of placing candidates – recruiters are like teachers who gravitate to the part of the room where they are getting the most eye contact….we go where we get attention.
Webber’s Ed WhatsApp #s (+57) 311 231 5155 – Colombia (+506) 7256 8866 - Costa Rica
CONSIDER CANDIDATES THAT DO NOT COME FROM THE TRADITIONAL TALENT POOLS
Consider candidates that do not come from the traditional talent pools that you have used in the past. Not only are those pools HIGHLY competitive, they are drying up WHILE AT THE SAME TIME, some of the candidates coming from non-traditional talent pools are skilling up and becoming more and more international.
IF INSURANCE REALLY IS THE REASON
- you cannot consider an older candidate, then consider giving a stipend for candidates who come with their own insurance plan.
BE OPEN TO RECEIVING GOOD CANDIDATES EVEN WHEN YOU ARE NOT RECRUITING�
Thank you LAHC, Alan and Sita for this opportunity!
BUILDING A RECRUITMENT STRATEGY