2. RECRUITMENT

3. Recruitment  A good recruitment system is one that is: (1) Effective: Recruits the best candidates. (2) Efficient: Uses established cost- effective procedures. (3) Fair: Recruits in a non-discriminatory manner.

4. Recruitment The recruitment practices of the district reflect the culture and values of the district: Style of advertising Budget Responsiveness Moment of truth

5. The Recruitment Process  Establishing a need (1) Growth or reorganization in a district (2) Retirement (3) Reaction to legislation (4) Changes in staffing plan

6. The Recruitment Process  Job Analysis: Job analysis identifies: (1) Knowledge (2) Skills (3) Abilities (4) Minimum education (5) Certification

7. Job Analysis Strategic Nature of the Position A. Mission of the school district B. Strategic objectives of the subunit C. Organization structure of the subunit D. Expectations

8. Job Analysis  Changing Aspects of the Position: Dynamic and static considerations (A) At the beginning of the assignment (B) Anticipated changes (C) Effects of others (D) Description of important constituencies

9. Job Analysis  Behaviors: Behaviors related to: (1) Work site (2) Other system employees (3) Outside groups

10. Job Analysis  Screening and Selection Criteria: Skills and knowledge (job dimensions)

11. The Job Description  Describes the position and duties  Provides information about the school and school district  Includes: (1) Title (2) Qualifications (3) Person who they report to

12. The Job Description (4) Job goal (5) Performance responsibilities (6) Terms of employment (7) Evaluation

13. Recruiting Sources and Methods Considerations (1) Actual number of applicants needed (2) Type of job (3) Costs (4) External or internal search

14. Recruiting Sources  Previous and part-time employees (15% of reentering teachers come from homemaking and/or childrearing)  Employee referrals: Highly effective recruitment source  Media Advertisements: Must consider (1) pool location, (2) cost (3) frequency

15.  Broadcasts ( Community Bulletin Boards)  Employment Agencies  Educational Institutions - Student teachers - Job Fairs - Concentrated efforts

16. Applicant Pool  Applicant Pool Process - Letter of acknowledgement - Database entry - File folder Communication vehicle for applicants

17. Recruitment of Minorities  Minority enrollment projected to reach 50% by 2,000.  Number of minority teachers and administrators is declining. (Comprise 8% of the teaching force and 16% of administrators)

18. Recruitment of Minorities  Steps towards effective recruitment: (1) Commitment to diversity (2) Diversity training (3) Review of practices and policies (advertising, networking, employment agencies, hire a minority recruiter, colleges with high minority populations, “grow your own”), education academies)

19. Fiscal and Legal Constraints  Fiscal condition of school system relative to beginning teacher salaries  Salary competition between other districts and other employers  Signing bonus  Location

20. Fiscal and Legal Constraints  Equal Pay Act of 1963: Prohibits gender discrimination in pay  Title VII of the Civil Rights Act of 1964: Prohibits discrimination in hiring, compensation and terms of employment  Age Discrimination in Employment Act of 1967: Prevents discrimination against persons aged 40 and over

21. Fiscal and Legal Constraints Title IX: Prohibits discrimination on basis of gender in programs receiving federal funds Vietnam Era Veterans Readjustment Assistance Act: Take affirmative action to hire and promote vets and disabled vets

22. Fiscal and Legal Constraints  Pregnancy and Discrimination Act: Provides EEO protection for pregnant workers  ADA: Prohibits employment discrimination against individuals with physical or mentally handicaps or the chronically ill

23.  In the long term, the success of the recruitment effort is determined not by the number of successful hires, but by the success of the hires.