Term Paper on "Recruiting Plan for K-12 School District"

Term Paper 5 pages (1473 words) Sources: 1+

[EXCERPT] . . . .

Recruiting Plan K-12 for Selecting/Retaining and Ethically Diverse, Certified and Classified Staff

Recruiting, selecting and retaining an ethically diverse, certified and classified staff is a leadership responsibility and a priority for K-12 administrators. There are many challenges associated with recruiting a diverse staff. By recruiting a diverse staff however, educators can assure that students will be provided ample opportunity to experience an education that is diverse in an environment that promotes diversity and a sense of global understanding. Implementation of a diverse recruiting campaign requires a stringent strategy.

Management Support

The primary consideration for an ethically diverse recruiting strategy is support and buy in from top administrators and management (Webb & Norton, 2002). For this to occur management and administrators must be working together to develop a mission statement and strategy that centers around support of a diverse environment. To this extent a written formal statement should be created that outlines the commitment of management to a diverse recruitment strategy.

Recruitment Strategies

With regard to recruiting strategies, selection and hiring procedures must be oriented in a manner that encourages applications from a diverse pool of applicants. To do this the team must first emphasize communication (Spangler & Wixon, 2000). A communication strategy should incorporate the educational goals and philosophies plus an explicit desire to promote diversity.

Communication includes an advertising campaign that is broad reaching and national in scope. The campaign must seek out national applicants, and may do so using the internet, professional journals, via conferences and even newsletters that focus on diversity in K-12 settings (Spangler & Wixon, 2000).

Next the recruiting team must network in order to find candidates (Spangler & Wixon, 2000). The best way to do this is to reach out into the community and in other communities to access diverse populations of people. Networking may be considered an informal yet highly effective recruiting strategy that can actually result in hundreds of ethically diverse and qualified applicants. Areas that a networking team should focus on to tap into diverse populations include: churches, temples, clubs and organizations (Spangler & Wixon, 2000).

Another strategy that the K-12 recruiting team can adopt is the use of in house workshops that focus on employment search skills and career or professional development (Spangler & Wixon, 2000).

Selecting

Selection is a critical component of an ethically diverse recruiting strategy. Some critical components of the selection process are described below.

First and foremost the K-12 administrative and HR team should work together to identify an individual or individual's that can serve as a diversity representative or equal employment opportunity representative responsible for overseeing the selection process (Spangler & Wicox, 2000). Other important functions of this representative will be to maintain records of applicants and to oversee the selection process to assure that all candidates are treated with fairness and equal consideration.

Next, the committees elected to select staff should be diverse (Spangler & Wicox, 2000). If the selection committee is diverse, it will be more adept at communicating with and selecting a diverse population. Candidates who are diverse will also feel less threatened and more comfortable during the interview process if they are working with people that are similarly diverse.

The committee can work toward creating a comfortable environment so all candidates have the opportunity to maximize their potential and put on their best face during the interview and selection process. Comfort is an important part of selection. If a candidate feels out of place or like they are the only ethically diverse person being considered, their answers, attitudes and even personality may be affected.

Part of a successful selection campaign also includes training (Spangler & Wicox, 2000). Most people have a natural tendency to select individuals' that are most like themselves, because this is what they are most comfortable with (Spangler & Wicox, 2000). Therefore the objectives of training should be orienting selection committee members so that instead of looking for similarities between candidates and themselves, they focus on differences and adaptability, maintain a flexible viewpoint and consider a candidates interpersonal skills and actually qualifications for the position.

During the selection process, selection representatives should also be apprised of appropriate employment laws and well informed regarding anti-discrimination philosophies in the K-12 environment as well as anti-discrimination laws governing selection of ethnically diverse candidates.

A solid recruiting and selection campaign will focus on assisting hiring officials and the selection committee in developing an awareness of diversity and a… READ MORE

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