One of the best ways to gain new teachers who fit in with your school may be through referrals. Hiring people your staff members know offers you insight into their work style and abilities, and could prove more successful than choosing random applicants to interview. Here are some tips to increase teacher referrals in your school:
Nothing makes people take action quite like mentioning a reward. No, you don't have to offer a lot of money or a sweet vacation to get teachers to tell their friends you're hiring. Instead, choose smaller, yet similarly attractive options. Perhaps you can change up the vending machine to sell a particular item a teacher has been wanting. Or maybe you can get him or her out of a not-so-fun school obligation, like captaining the lunch clean up crew for a week. Offer different levels of rewards, with a bigger payback for a referral that you hire.
Move referrals to the fast-track
Teachers will not give referrals if they know their school's administration isn't using them in the first place. Clearly explain your referral program to school staff so they are aware of its presence and take part. Then, make sure to take referrals seriously. Consider these applicants before those you find on job sights, as they may be better candidates. Recruiter Box also mentioned that people who have been referred to you should receive special treatment. You may want to have them choose interview times or provide them with more online assessment options. This shows the potential teacher that you're serious about them and saves them time.
Use a tracking system
Word of mouth is great, but you might forget who referred someone and lose that information in the fray. Using a talent management program like Talent Ed offers automatic referral tracking.
"Use talent management software to track referrals."
A teacher on your staff can simply email a job listing to someone who may be interested. The system will then save that information and let you know if the individual does apply. That way you can reward the teacher who encouraged the connection, and even move the applicant up on your interview list.
Don't just ask teachers
Educators aren't the only people who know other teachers who might be great fits for your school. Consider referrals from administrative and even janitorial staff. Also make sure the local community is aware that you are hiring. Parents and area residents care a great deal about the quality of their schools, and they may think of talented individuals from elsewhere that would improve your teaching staff. Opening up referrals to this much larger grouping of people will likely greatly increase the network of people who apply for open positions. Plus, you'll broaden professional diversity at the same time.
Provide information on the position
When your teaching staff doesn't know what you're looking for in a new hire, they aren't likely to suddenly have someone come to mind who might want the job. Announce that you are seeking a teacher for a certain grade or subject. Then, include how many years of experience you prefer, as well as education preferences and other specifications. You may send out these updates via email or mention them aloud in a regular staff meeting. Now that your staff are armed with info, they may not have to think long before a great candidate comes to mind.
Reach out to individuals
Simply stating what you need may garner some referrals, but getting much more personal is likely a better option. If you really like one teacher's classroom methods, for example, talk to him or her specifically to see if he or she happens to know anyone else with similar skills who might be in the market for a job. People are more likely to put effort into thinking about referrals if you have asked them one on one. Plus, your staff can ask questions or throw out quick brainstormed candidates on the spot if you speak directly to them.