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Using Data To Ask the Right Questions About Your District’s Recruiting and Hiring Process

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Your schools improve over time when you find the best candidates for every vacancy in the district. But how do you that? You can plug diligently away at recruiting, but if you aren’t asking the right questions about what’s working and not working in the process, you may get caught in a cycle of less-than-optimized rinse and repeat.

To examine your talent processes and adjust them for the better, you need a deep source of information: data . It’s the key to asking the right questions and transforming information into actionable insights.

Let’s look at how districts around the country have asked the right questions and found answers in the data within their integrated recruiting and hiring systems.

 

What If Data Isn’t Available?

The hiring process is data-rich by nature. But many districts still struggle to fully tap into the treasure trove of information living within their own central office.

Frontline Recruiting & Hiring offers easy access to a wealth of applicant data, allowing you to more easily identify candidates with the most potential. In Guilford County Schools, Frontline’s prescreening assessments are used to provide greater insight into each applicant’s suitability.

Which Recruiting Channels Are Candidates Using Most?

Many districts use the ineffective recruiting channels because they’re not sure how else to do it. That’s a lot of misdirected energy and spending.

Using data from a system like Frontline Recruiting & Hiring allows you to see where your most qualified applicants come from, and redirect your efforts to the methods that work best for your individual district.

Emporia Public Schools, for example, used Frontline’s applicant tracking tool to discover that most candidates find jobs through word-of-mouth.

 

“We started an employee referral program. We found out through Frontline, through the referral source data product, that most people found out about jobs through other friends or employees. So, we just incentivized that. Any employee that sends us a new hire, we pay them $100. That has been wildly successful for us in finding word-of-mouth applicants… We’ve simply added a place on the form for them to say, ‘how did you hear about this job?’ That’s been a nice way for us to add to our employee pool.”

Andy Koenings, former Associate Superintendent of Human Resources, Emporia Public Schools

Where Are Hiring Managers and Candidates Getting Stuck In The Process?

Where are the bottlenecks in your hiring process? Who’s making it to each stage in the hiring pipeline? Does hiring take too long, or are there optimal times to post jobs? Make the most of your time by using data to streamline your hiring process and remove potential obstacles.

In Guilford County Schools, data from Frontline Recruiting & Hiring helps ensure that great candidates can move smoothly through the process.

 
 

How Can You Attract More Applicants to an Opening With Low Numbers?

Having data at your fingertips lets you plan ahead and work collaboratively to solve challenges. For example, Meriden Public Schools reviews the number of candidates applying to each position. If a certain position tends to attract fewer applicants, district leaders can take their data to local universities and guide aspiring education graduates toward shortage-prone teaching careers.

“We use data from Frontline’s recruiting and hiring tool. We’re able to filter candidates and look for those who have perhaps a higher degree, perhaps speak a particular language, that really have the skills that we might be looking for in a particular position. We’re also able to use the JobFit or the TeacherFit score as a way to filter candidates as well.”

Alison Yates, Director of Staffing, Guilford County Schools

Explore Your Data with
Frontline Recruiting & Hiring

To become a more insights-driven organization, data must be easily accessible and utilized throughout the district. Frontline Recruiting & Hiring puts that data at your fingertips, making it easier than ever to make strategic decisions.

Proactively recruit from a larger pool of job-seekers

Gain unprecedented visibility into your district’s recruiting and hiring data

Identify high-potential candidates with research-based prescreening assessments

Streamline the entire recruiting, hiring and onboarding process