We are excited to announce that TeacherMatch has joined the PeopleAdmin family. As two leading innovators in education talent management, TeacherMatch and PeopleAdmin join forces to pave a path that will empower school districts to give every student and teacher a pathway to success.
When a first-of-its-kind technology or tool becomes available, there’s a lot of excitement and eagerness to learn more. There are often many questions that naturally arise. For example, when people started using online search engines like Google, many wondered, “How does Google know what websites to list in the search results? How do I know if I can trust the results?” It’s important to people that new technology has a sense of transparency, credibility, and integrity.
The TeacherMatch Educator’s Professional Inventory (EPI®) is a revolutionary, data-driven hiring tool that helps school districts identify, hire, and develop the most effective educators. As with any cutting-edge technology, many people have questions about how the TeacherMatch EPI works and how it can benefit school districts.
From Googleyness to Hired! – What K-12 School Districts Can Learn from Google When Attracting Top Teacher Candidates
Many think that tech titan Google has an overwhelming advantage in recruiting top talent. Whether true or not, your school district doesn’t need to be a world-famous brand to get top teacher candidates through the door. What you need is a titan-like hiring strategy. So here is what your district can learn from Google when attracting top teacher candidates this hiring season:
If the hiring process is like dating, then being a hiring facilitator is like being a matchmaker. Hopeful candidates have to show their aptitude and worth, while the hiring team, on the other hand, has to sift through the surface of all possible matches to find the perfect candidate (match) for their needs. Then, the candidate needs to decide if they will accept the offer. So, as an employer, how do you navigate this process, not only to find the best candidate, but to also find the best resources to aid you in this crucial component of fulfilling your organization’s mission? At the same time, how do you ensure that your hiring process focuses on candidate experience and aids in the development of teaching as a profession? One answer: TeacherMatch EPI.
Technological innovation has always delivered more long-term employment, but not without short-term job loss for those in careers that become obsolete. Education is the only thing that resets and modernizes the workforce. But, as an article in the January 2014 Economist cautions, things could be different this time around because we have never seen rapid innovation of the sort we are now. As we start to experience the disorienting and uncomfortable change from what MIT professor Andrew McAfee calls the “Second Machine Age,” are educational leaders doing enough to focus student learning on the right skills or are we graduating students who will have no chance in a radically different future job market?
TeacherMatch was featured along with our friends from Netchemia in a recent article in eSchool News. The article shows how our groundbreaking research in teacher selection and support represents a new way to hire school personnel. Check out page 10 of eSchool News March edition!
Great teacher candidates don’t wait around long. Research shows that “time to hire” is particularly important to the most effective teacher candidates (Langford, Loeb, & Wyckoff, 2002). It is critical to ensure that your teacher hiring process for teachers new to your district is inspiring, authentic, and efficient. Yet, so many of us employ hiring processes that are rife with bottlenecks, failed hand offs, and outdated steps that no longer make sense to anyone on the team.
Why Not Create a Visual Map of Your Process?
As educational leaders recognize the absolute importance of transitioning from traditional human resources operations to education talent management, it becomes important to map out and completely understand your teacher hiring process so that improvements can be made and strengths can be amplified. Process mapping techniques can be helpful in this endeavor. But, we know that school districts and educational management organizations are complicated.