Growth Metrics for K-12 Human Capital Management Part 1: Recruiting and Hiring
As the Institute explored in our most recent report, Human Capital Management may hold the key to realistic education reforms that can have both short- and long-term impacts on the teacher experience and student outcomes.
But with an overwhelming volume of data, school and district leaders may struggle with determining what to measure. What are the most important data points and KPIs? What levers can you pull that might lead to immediate improvement?
3 KPIs for K-12 Recruiting and Hiring
In this first post in a 3-part series, we’ll focus on 3 key metrics from the report for a critical area of HCM: recruiting and hiring. With these metrics and related resources, you can benchmark your own organization and watch for trends and opportunities for improvement.
For further detail, download the full report.
1. Jobs are posted in January-March and filled no later than April.
Ensure that the best candidates can identify open roles early and that hiring managers have a broad selection of high-quality candidates from whom to choose.
ACTION STEP: Prioritize hiring early in the calendar year. Establish processes to identify vacancies as early as possible, and work to create smooth transitions out of and into teaching positions by hiring early from the broadest pool of applicants.
2. The time it takes to fill open teaching positions is brief and standardized.
Ensure that hiring is both efficient and effective in selecting for long-term retention and educator success.
ACTION STEP: If hiring practices are regulated in your collective bargaining agreement, consider bringing data on the effects of your CBA on hiring and staffing to the bargaining table. If possible, collaborate with labor leaders to open hiring windows earlier and make roles available based upon qualifications other than seniority sooner in the year.
BLOG POST: Learn more about using data to set and reach your teacher hiring goals Read now
CHECKLIST: Not sure you’re finding the best candidates for every position? Use this recruiting checklist to cover your bases. Get the checklist
3. Both referral and hiring sources reflect a broad diversity of origins.
Create a wide recruitment pipeline by maximizing routes like job boards and training program partnerships, but also ensure that hiring processes do not introduce bias by hiring to match the current workforce rather than hiring to meet the needs of students.
ACTION STEP: To increase the diversity of your teacher workforce, focus efforts on diversifying both the overall recruitment pipeline and the top hiring sources. If your candidate pipeline is varied but your hiring is not, consider investigating why some sources are more trusted than others. If your pipeline is not varied, consider changing the ways you market open roles to educators.
INSTITUTE REPORT: Learn more about diversity in hiring practices, identifying hiring bias, and measuring for cultural fit in the Institute’s Teacher Pipeline report series Get the reports
BLOG POST: Is cultural fit masking unintentional bias in teacher hiring? Read more