Claire Beech’s Post

University of Phoenix College of Doctoral Studies released a new white paper, “Remain or Resign? Workplace Attitudes 2020-2023,” by Danielle Kearns-Sixsmith, Ed.D., a Research Fellow with the Center for Educational and Instructional Technology (CEITR). Reviewing findings of the University of Phoenix Career Institute® Career Optimism Index® study over the past three years, this white paper captures indicators what retention actions are working and what are not, with broad-reaching implications for employers and workers. #Research #HigherEd #Careers #WeRise

University of Phoenix College of Doctoral Studies released a new white paper, “Remain or Resign? Workplace Attitudes 2020-2023,” by Danielle Kearns-Sixsmith, Ed.D., a Research Fellow with the Center for Educational and Instructional Technology (CEITR). Reviewing findings of the University of Phoenix Career Institute® Career Optimism Index® study over the past three years, this white paper captures indicators what retention actions are working and what are not, with broad-reaching implications for employers and workers. #Research #HigherEd #Careers #WeRise

University of Phoenix College of Doctoral Studies released a new white paper, “Remain or Resign? Workplace Attitudes 2020-2023,” by Danielle Kearns-Sixsmith, Ed.D., a Research Fellow with the Center for Educational and Instructional Technology (CEITR). Reviewing findings of the University of Phoenix Career Institute® Career Optimism Index® study over the past three years, this white paper captures indicators what retention actions are working and what are not, with broad-reaching implications for employers and workers. #Research #HigherEd #Careers #WeRise

University of Phoenix College of Doctoral Studies released a new white paper, “Remain or Resign? Workplace Attitudes 2020-2023,” by Danielle Kearns-Sixsmith, Ed.D., a Research Fellow with the Center for Educational and Instructional Technology (CEITR). Reviewing findings of the University of Phoenix Career Institute® Career Optimism Index® study over the past three years, this white paper captures indicators what retention actions are working and what are not, with broad-reaching implications for employers and workers. #Research #HigherEd #Careers #WeRise

Want to build a teaching workforce for the future? Read our guide on how to tailor your recruitment approaches for Gen Z talent. ⬇️ #HireTeachers #TeacherRecruitment #EducationJobs #Australia

🌟 Recruiting and Retaining Top Talent in Early Years Education 🌟 Hey everyone! Let's talk about a pressing issue: recruiting and retaining top talent in early years education. It's no secret that finding and keeping passionate educators is a challenge. Did you know that 40% of early years educators leave the profession within the first five years? 😲 So, what can we do as a community to overcome these obstacles? Firstly, let's focus on professional development. Offering continuous training and growth opportunities can make a huge difference. Secondly, creating a supportive and inclusive work environment is key. When educators feel valued and supported, they're more likely to stay. Lastly, let's advocate for better pay and benefits. Competitive salaries and comprehensive benefits packages can attract and retain top talent. Let's connect and chat about how we can make a difference together! Drop me a message or comment below. 😊 #EarlyYearsEducation #TalentRetention #CommunitySupport

Redefining Early Years Recruitment 🌱 The landscape of early years education recruitment in the UK is undergoing a remarkable transformation. In light of the pandemic and evolving policies, the spotlight is on the urgent need for skilled educators who can shape our children's future. 🎓 Here's what I'm noticing: 1️⃣ The demand for early years professionals is at an all-time high—credentials matter, but so does a heart for developmental milestones. 2️⃣ Recruitment must be innovative, embracing candidates' diverse experiences and rich cultural backgrounds to foster inclusive learning environments. 3️⃣ Technology is a game-changer, offering efficient ways to connect educators with opportunities that ignite their passion for teaching. 🌐 The future is about holistic hiring practices, where passion, inclusivity, and professional growth are foundational pillars. By harnessing these elements, we create a dynamic, resilient education community that truly enriches our children's lives. Are you part of the change? How do you envision the evolution of early years education recruitment? Let's come together to champion a world where every child benefits from the exceptional early learning experiences they need to thrive. Share your thoughts below! 🌟 #EarlyYearsEducation #EducationRecruitment #FutureofLearning #TogetherWeGrow

In the United Kingdom, societal norms and historical practices have a significant impact on individuals' educational and professional opportunities. For instance, in England, individuals from working-class backgrounds face challenges in completing school and gaining access to higher education. Despite their efforts and hard work, only 28% of university entrants come from these backgrounds. This disparity is not due to a lack of motivation or ability, but rather a combination of systemic factors and socioeconomic circumstances. Once at university, many working-class students experience feelings of inferiority and imposter syndrome. They may also have fewer social connections compared to their more privileged peers, which can become apparent during the job application process for postgraduate positions. Individuals from more privileged backgrounds often have connections to employers through their families, providing them with an advantage in securing employment. To compensate for this, working-class students may seek extracurricular opportunities to gain experience and build connections, but this can come at the expense of valuable study time. It is important to recognize that these challenges are not coincidental, but rather the result of historical practices aimed at suppressing and preserving certain social structures. This raises the question of how many talented individuals are overlooked due to this oppressive system, and how much potential intelligence is wasted. In light of these challenges, it is crucial for employers to move beyond conventional hiring practices and adopt more progressive approaches. By doing so, they can ensure that they are not inadvertently perpetuating systemic inequalities and are instead creating a more inclusive and merit-based hiring process. #workingclass

In reality, the problem lies not with a lack of motivation but rather with a system that fails to adapt to the changing needs of its workforce. Students, alongside countless others, are eager to work and contribute, but they require employers willing to meet them halfway. Flexible schedules, reasonable expectations, and genuine investment in employee development are not luxuries but essential components of a thriving, equitable labor market. As we confront the challenges of finding part-time employment amidst a shifting economic landscape, it's imperative to advocate for policies and practices that prioritize inclusivity and opportunity. By dismantling the barriers of overqualification, unrealistic demands, and biased hiring practices, we can create a future where education and employment are not mutually exclusive pursuits but complementary pathways to success.