Right now, because of the funding issues with the state legislature, our district is not hiring new employees except those that are essential. But in the past, we have participated in job fairs in San Antonio and at the universities located there. We have an online application form, and at times have had as many as 4800 applications for 50 positions. Recruitment is not that hard. We live in the beautiful hill country, outside a major city, in a family-oriented community with conservative values. Many families are drawn here.
To retain our excellent staff, many incentives are in place. A few are: special parking for Teachers of the Year, discounted membership at the local YMCA, discounted day care with a local day care facility, and a local builder offers discounts on homes for teachers. We try to keep up with the pay at the nearby districts so at least to compare well. We have the employee leave bank for major medical issues. We also offer re-imbursement for masters programs at universities like Lamar.
As a principal, I would have to consider my location as a primary influence over whether or not recruitment would be an area of high concern or not. This problem may be lessened if I strive to create great working conditions and administrative support for teachers. Word of mouth comments by current employees would be a major factor influencing the desirableness of a job on my campus. I might have to go to job fairs and universities in search of employees.
I would work with the Chamber of Commerce to create and maintain updated published and web resources for our town that I could refer to and use in my recruitment strategies. I may need to create a contact list at major universities in Texas; so that I could put the word out when I am looking for specific certified job applicants.
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment