You re Doing it Wrong: How to Use Technology, Data, and Behavioral Interviewing to Hire Better Teachers, Faster

Transcription

1 You re Doing it Wrong: How to Use Technology, Data, and Behavioral Interviewing to Hire Better Teachers, Faster Empower talent. Elevate education. Nick Montgomery Chief Research Officer AASPA Webinar Series

2 Presentation agenda Who We Are The Evolution of Hiring Electronic Tools Analytic Tools Scientific Tools 2

3 01 Who We Are

4 Nick Montgomery Chief Research nick.montgomery@peopleadmin.com Facebook.com/PeopleAdmin Twitter.com/PeopleAdmn 4611 North Ravenswood Suite 101, Chicago, Illinois 60640

5 Our Story... The need for a valid, research-based instrument backed by universities to predict teacher candidates who will succeed in the classroom A tool that helps new teacher induction succeed with a personalized PD pathway that identifies a teacher s strengths and opportunities for growth A system to provide an innovative, new way to advance, streamline, and facilitate talent management recruiting and hiring 5

6 Strategic Talent Management TalentEd provides education targeted tools for the entire educator lifecycle 6

7 02 The Evolution of Hiring

8 Teacher Candidate Trends Teacher hiring in today s tight labor market In August 2015, published Teacher Shortages Spur a Nationwide Hiring Scramble The article stated that school districts across the U.S. are struggling to find and hire teachers and their applicant pools are next to nothing. 8

9 Teacher Candidate Trends Teacher hiring in today s tight labor market In August 2017, published Teacher shortages affecting every state as school year begins 9 The school year has started in many places across the country, and federal data shows that every state is dealing with shortages of teachers in key subject areas. Some are having trouble finding substitute teachers, too. State by state --

10 Teacher-Prep Enrollment is Declining Difference over time in teacher-preparation program enrollment 691, , Enrollment 10 * Learning Policy Institute, 2016

11 The Evolution of Hiring Processes Which best describes the state of HR in your organization? 11 Traditional Manual posting Paper applications Sorting applications alphabetically or by date Informal interviews Hiring by network Electronic National job-board + social media Electronic applications Auto-requirements checking Standardized phone/video screen + Informal interviews Some hiring by network Analytic Tracking performance statistics Tracking time to hire Tracking workflow utilization Aligning resources to peak needs Tracking system utilization Scientific Predictive selection inventories + scoring applications by quality Tailored behavior-based and process interviews Connecting support > teacher > principal hiring and development Hiring highest quality Revising processes by success/outcome

12 Identify the Best Teacher 1 Experience 4 Relationship 2 Degree 5 Attitude The resume provides limited information about the characteristics that influence success in schools 3 University 6 Teaching Skills 12

13 120.00%$ A$ B$ Applicant Sort Order Influences Hiring %$ 80.00%$ C$ D$ E$ F$ G$ H$ I$ J$ K$ 60.00%$ L$ M$ N$ Some districts are more likely to hire candidates whose last names start with letters A-G 40.00%$ O$ P$ Q$ R$ S$ T$ 20.00%$ U$ V$ W$ X$ %$ A$ B$ C$ D$ E$ F$ G$ H$ I$ J$ K$ L$ M$ N$ O$ P$ Q$ R$ S$ T$ U$ V$ W$ X$ Y$ Z$ Y$

14 THE HIRING CHALLENGE Pool Size Time to Process Recruiting Prescreening Phone screen Interview Quality: It is hard to get quality candidates through the process Efficiency: It takes a long time to implement well Odds of candidates rejecting offer 60% higher after 30 days Hire Onboard 14

15 Timing is everything Fast company The average interview process now takes 23 days, up from 13 days just four years ago. Dr. Andrew Chamberlain GLASSDOOR ECONOMIC RESEARCH Washington, D.C.: An average of 34.4 days. Portland: An average of 25.3 days. Seattle: An average of 25.0 days. San Jose: An average of 24.8 days. San Francisco: An average of 23.7 days. 15

16 THE HIRING SOLUTION Pool Size Recruiting Time to Process Prescreening Phone screen 1. Identify and focus on top talent Interview Hire Onboard 16

17 THE HIRING SOLUTION Pool Size Recruiting Time to Process Prescreening Phone screen 1. Identify and focus on top talent 2. Accelerate top candidates Interview Hire Onboard 17

18 THE HIRING SOLUTION Pool Size Recruiting Time to Process Prescreening Phone screen Interview 1. Identify and focus on top talent 2. Accelerate top candidates 3. Rigorously review finalists Hire Onboard 18

19 THE HIRING SOLUTION Pool Size Recruiting Time to Process Prescreening Phone screen Screen and hire up to 90% faster while improving quality* Interview Hire Onboard 19 *Hobsons ROI

20 THE HIRING SOLUTION Pool Size Recruiting Time to Process Prescreening Phone screen Screen and hire up to 90% faster while improving quality* Interview Hire Onboard Streamline onboarding to improve teacher retention and free 50% of HR time 20

21 03 Electronic Tools

22 Electronic Recruiting with SchoolSpring SchoolSpring Unlimited allows you to post an unlimited number of jobs and enjoy full access to our ever-growing candidate pool, saving you time and money. #1 Google-ranked education job board Access to over 775k candidate profiles Customize search criteria Automatic Job Alerts for candidates Attract broader, geographically diverse candidate pool with local & national visibility Partnerships with various job boards (see next slide)

23 TalentEd will improve transparency, communication and collaboration across your organization Central Office Candidates/ New Hires Building Sites Easy management of more qualified candidates Customizable applications and onboarding forms to support multiple processes On-demand reporting Access multiple jobs in one place Complete and update a single profile Quick access to larger, better pool of candidates Streamline interview management Compliance with hiring protocol

24 Improve the Candidate Experience Branded Candidate Portal built into your website Online, centralized location for candidates to apply Automatic status s to reduce unwanted candidate inquiries Never receive an incomplete application again; required fields allow for ease of screening One-click sharing to National Job board and social media sharing to boost word-of-mouth recruiting and maintain protocol

25 Employee records and process management LEAVE OF ABSENCE NEW HIRE PAPER YEARLY PROCESSES ANNUAL PAPERWORK PROCESS REPORTING HIRE PROCESS CONTRACTS EXIT PROCESS End to end processes covering the entire employee lifecycle Intuitive workflow management Streamline communications across departments or buildings Reductions in cost, time and resources Employee self-service capabilities

26 Build your forms in Records No more paper. Fully customizable. paper process reporting

27 04 Analytic Tools

28 28 Job Statistics

29 29 Hiring Statistics Across Jobs

30 30 Hiring Statistics for a Single Job Type Special Education Instructional Assistants

31 05 Scientific Tools

32 Components of Scientific Hiring Using reliable assessments to drive each step of hiring and improve outcomes Measure + Prioritize Interview + Select Better Teachers = Student Growth Induct + Focus Evaluate + Optimize 32

33 Our Research Consortium Our research consortium brings together renowned universities and researchers to define the relationship between teacher proficiency and student success Ron Ferguson, Ph.D. Harvard University Faculty Co-chair and Director of the Achievement Gap Initiative Northwest Evaluation Association TalentEd EPI was developed in collaboration with the internationally respected leader in student performance research, analysis and data assessment Offers expertise in R a coding language for automating psychometrics on educational software platforms Dan Woltz, Ph.D. University of Utah Professor of Educational Psychology 33 John C. Kircher, Ph.D. University of Utah Chair of the Learning Sciences Program Provides classroomlevel student survey assessments for K-12 education namely Tripod 7Cs TM of Effective Teaching Develops and implements measures of educator effectiveness derived from student learning Provides advanced analytical and program design expertise along with profound academic insights Peter Goff, Ph.D. University of Wisconsin at Madison Assistant Professor in the School of Education

34 Our Nationwide Research 140,161 teachers Teachers from all 50 states and Canada 34

35 The Results of Our Research The factors that predict high-performing teachers SUCCESS INDICATORS 35 TEACHING SKILLS Planning for successful outcomes Creating a learning environment Instructing Analyzing and adjusting QUALIFICATIONS Educational background Academic credentials Teaching positions Career accomplishments COGNITIVE ABILITY Awareness perception Quantitative and analytical reasoning Problem solving Judgement ATTITUDINAL FACTORS Motivation to succeed Persistence in the face of adversity Maintaining an positive attitude Orientation to learning

36 The Results of our Research An instrument with the ability to predict which of your candidates will deliver the most student growth! Student Academic Growth Student Growth EPI score

37 Comparing Predictors Measures of attitude and teaching skills predict teacher performance above and beyond experience 1 Teacher Value-Add and Teacher Experience Teacher Value-Add < 2 years 2-4 years 5-8 years 9-14 years 15+ years 37 Charts reflect findings from a TeacherMatch District optimization and re-validation from 2015

38 Teacher Retention with EPI District retention improved after implementing EPI in the hiring process District started using EPI for hiring Retention Stats Improved 38

39 The EPI Improves Over Time One size does not fit all the EPI evolves over time to capture your district s priorities! Adaptive EPI 39

40 The Art and Science of Hiring Quickly assess all of your new candidates interview only the candidates most likely to be an effective teacher. 40

41 Objective Behavior Based Interview Guide Use behavior based interview techniques to standardize interviews based on candidate strengths and weaknesses 41

42 42 Objective Interview Questions

43 Objective Scoring of Interviews Summary Score/ Notes 43

44 Tailor the Induction Experience Research-based and validated EPI to hire the most effective teachers and principals. An evidenced-based Professional Development Profile to develop them. Candidates you offer positions to will also receive a Professional Development Profile (PDP). Based on their EPI results, it provides specific, actionable steps they can take to advance their teaching skills and set them up for success in the classroom. It also includes a template with guidelines for preparing a customized plan that will enhance your existing PD programs. 44 Our toolset for new teacher and principal induction Use EPI results to customize PD for each new candidate Use the district summary report to create cohorts of new hires needing similar PD

45 Tailor the Induction Experience Research-based and validated EPI to hire the most effective teachers and principals. An evidenced-based Professional Development Profile to develop them. LE4: Student-centered classroom: shift role to facilitator and involve students more directly in their learning. Partner with mentor teacher who leads a constructivist classroom 9/1 2/1 Difficulty finding mutually agreeable times for observations and discussions Take a multi-day workshop on coaching students in a constructivist clsrm 10/1 11/20 Ability to get feedback on cooaching students in own classroom Join constructivist classroom study group Ongoing Ongoin g Finding peer group and time Design a collaborative learning activity where students work in groups & jointly eval.uated 11/10 12/1 Diff. developing approp. & meaningful guidellines for eval. 45

46 Adjust to Cohort Patterns Professional development profile

47 Differentiate for Your Teachers Professional development profile in depth 47

48 Standardize for All Educators 48

49 Seamless Integration with TalentEd 49

50 The Impact of EPI The EPI provides powerful sorting criteria, improved visibility and greater effectiveness Sorting by predicted effectiveness leads to better hires Spend your time interviewing top candidates and accelerating them through the system Prepare teachers for success on day 1 through PDP Our old model was very involved. We had to review resumes by hand, sift through the information that wasn t relevant, and try to identify the strongest candidates Using the EPI, we have been able to streamline our recruitment and applicant processing. Victoria Frye, Director of Employment & Systems, Columbus City Schools 50

51 Educators Professional Inventory IN ACTION Leadership Prep School understands that teachers are the most critical factor in fostering student academic growth. That s why the district strives to place the most effective teacher in every classroom. To that end, Leadership Prep School depends on the Educators Professional Inventory to identify, hire and develop teachers who are most likely to positively impact student achievement. How one school district offers their students the best chance to succeed. 51

52 Educators Professional Inventory IN ACTION We recently hired a fourthgrade teacher using the EPI and have been getting really positive feedback on her performance. The parents and students love her. She s very engaging, involved and knowledgeable. 52 Michelle Holland, Principal Frisco, Texas

53 Educators Professional Inventory IN ACTION According to Ms. Holland, The EPI makes the hiring process much more efficient. I print off the candidate grid and give it to our admin team and teacher interview teams to help us choose who to bring in for inter- views. It gives us more insight into their background and how they would align with our organization. She also adds, The EPI reinforces our decision to hire a teacher. I had a candidate that I thought would be great; she took the EPI and it turns out she was a great match for our organization. Human resources gamechanger. Whenever you bring in new software, you re always worried, How am I going to have to change my work to use this? How long will it take to learn the system? says Ms. Holland. It was so easy with the PeopleAdmin webinars and support. 53

54 The Evolution of Hiring Processes Which best describes the state of HR in your organization? 54 Traditional Manual posting Paper applications Sorting applications alphabetically or by date Informal interviews Hiring by network Electronic National job-board + social media Electronic applications Auto-requirements checking Standardized phone/video screen + Informal interviews Some hiring by network Analytic Tracking performance statistics Tracking time to hire Tracking workflow utilization Aligning resources to peak needs Tracking system utilization Scientific Predictive selection inventories + scoring applications by quality Tailored behavior-based and process interviews Connecting support > teacher > principal hiring and development Hiring highest quality Revising processes by success/outcome

55 Strategic Talent Management TalentEd provides education targeted tools for the entire educator lifecycle 55

56 Empower talent. Elevate education.