Too often, we look at the hiring process as distinct from the downstream work of onboarding, resourcing, and, especially, accountability. This oversight impacts not only the types of questions we ask when interviewing, but the conditions we set for everything that follows. By moving too quickly, we miss the opportunity to deeply impact the CLARITY the new colleague has regarding the REAL environment they will be entering, the REAL expectations that will be levied upon them in their position, which of their REAL weaknesses will likely plague them most in that position, the resources that will ACTUALLY be made available to meet those expectations, and how they can expect to be ACTUALLY supported and held accountable. All of that stuff is usually saved till after an offer is signed, if it ever comes up at all. Hiring slowly doesn't mean it has to take a long time. But it better be deliberate and it better be more than asking questions and making an offer.
Ali Parnian
2mo
Erik Twist agreed, clear expectations of outcomes they are responsible for as well as culture and no surprises is a winning combination. The cost for replacing a bad hire can be as much as a full year’s salary so as you said being deliberate is the key!
Adjunct Professor of Mathematics at Paradise Valley Community College
2moInteresting post here Erik. As an observer who while working in NY, sat on the same side of the desk as you, I feel schools out here are not doing enough to secure retention of new hires. These REAL issues you point out are all too often not communicated properly to new teachers. A severe lack of mentoring in AZ schools (including yours) results in teacher frustration and burnout I agree that hiring has to be more. The question is, are AZ schools prepared to provide that “more”