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Confidence in Hiring
During Uncertain Times

Not a Pretty Picture

The results of our most recent survey on K-12 hiring don’t paint a pretty picture. 51% of respondents report having teacher shortages this year. And of those who don’t have trouble finding applicants right now, half believe that it will become more difficult to find qualified teaching candidates.

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Not a pretty picture

 

 

51

of survey respondents have a teacher shortage this year.

The Learning Policy Institute agrees that  teacher shortages will only continue to get worse. Their report, A Coming Crisis in Teaching? Teacher Supply, Demand, and Shortages in the U.S. explains:

Teacher demand is on the rise, as a function of changes in student enrollment, shifts in pupil-teacher ratios, and most significantly, high levels of teacher attrition…. Increased demand would not be an immediate reason for concern—if there were enough qualified teachers to enter the classroom, or if we could reduce the number of teachers leaving the classroom. Unfortunately, the supply of new teachers is atypically low and has been declining.
According to their analysis, it’s all downhill from here.
Unless major changes in teacher supply or a reduction in demand for additional teachers occur over the coming years, annual teacher shortages could increase to as much as 112,000 teachers by 2018, and remain close to that level thereafter.
That’s bad enough.

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Impact of Hiring without Prescreening

30

of shortage-struck districts without prescreening tools reported they are “not at all confident” in their hiring decisions.
Impact of Hiring with Prescreening

5.7

of shortage-struck districts with prescreening tools reported they are “not at all confident” in their new hires.
The Impact on Hiring Confidence

Now consider the following finding from our report: When experiencing a teacher shortage, administrators are half as likely to be confident in their hiring decisions. The good news is that prescreening assessments, like those in Frontline Recruiting & Hiring, are associated with greater confidence in hiring decisions.

30% of shortage-struck districts without prescreening tools are “not at all confident” in their hiring decisions. But when we looked at districts with shortages who use prescreening tools, we found something very different, with only 5.7% reporting they are “not at all confident” in their new hires.

And who wouldn’t want to be more confident in their hiring decisions?

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After the Hire

Recruiting is only half of the story. After the hire, supportive school cultures help improve retention and keep qualified teachers in the classroom.

30% of shortage-struck districts without prescreening tools are “not at all confident” in their hiring decisions. But when we looked at districts with shortages who use prescreening tools, we found something very different, with only 5.7% reporting they
are “not at all confident” in their new hires.

Is this because effective induction programs and prescreening tools are hallmarks of innovative, proactive organizations? Or, consider this. Perhaps administrators using screening tools have more insight into where new teachers have the most room
to grow, and are able to structure their mentoring and learning opportunities accordingly. Having data from pre-hire assessments provides a baseline overview of each new hire’s abilities, allowing administrators to provide targeted support measures
for each individual educator.

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43.6

of districts feel their induction and mentoring programs are very effective without prescreening tools.

56.7

of districts feel their induction and mentoring programs are very effective with prescreening tools.
What You Can Do

Even if you aren’t experiencing a shortage right now, be prepared for the situation to get worse.

You don’t want to be caught off guard by a sudden applicant drought and struggle to catch up. So, it’s time to get proactive about having the right hiring resources in place. Frontline Recruiting & Hiring makes it easy to filter through applications
and find the right candidate. And our prescreening assessments offer insight into multiple dimensions of each candidate’s potential. Because each test is based on university-backed research, you can be confident that you’re choosing the best candidate
for every position.

  • Dive deeper into candidates’ capabilities with job-specific assessments
  • Support interviewers with standardized interview protocols
  • Ensure that the best hire was made with post-hire performance surveys
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