How to Hire the Right Worker Abstract

This paper discusses the processes used for screening, interviewing and retaining candidates in the Noble Network of Charter schools in the Chicago area. The processes examined include those used for certified and non-certified candidates as well as evidence-based practices recommended by academic researchers. The paper concludes with a reflection of how the Noble Network could better facilitate the screening, interviewing and retaining process.

Keywords: candidate screening, candidate interviewing, candidate retention

Introduction

This paper examines the processes used by Noble Butler College Prep for screening, interviewing and retaining candidates—both certified and non-certified. The paper is organized into the following sections: (a) Process for Screening Candidates, which discusses current screening practices at Butler College Prep as well as evidence-based practices (EBP) that could be used; (b) Process for Interviewing Candidates, which discusses current interview practices along with EBP that would apply; (c) Process for Retaining Candidates, which discusses current practices used to facilitate retention at the school and EBP that would also work; (d) Reflection, in which I provide my own thoughts on the information provided, and finally (e) Conclusion, in which the main points of this paper are summarized. Before beginning, it is worth noting some brief characteristics of my school, Noble Butler College Prep, which is part of the Noble Network of Charter schools in the Chicago area: it is located in Southside Chicago; it is an impoverished school in an impoverished region; it is also a school for social justice and the arts. These qualities play a part in how candidates are screened, interviewed and retained because they demand a certain type of character from potential hires; however, when it comes to the processes used, certain standardized approaches are what apply predominantly.

Process for Screening Candidates

Current

Certified staff....

Background checks, drug tests, referrals, teaching licensures, a relevant degree or a degree in education, years of experience, and/or an appropriate academic background are all part of the checks used to screen candidates applying for a certified position, whether it be as a teacher, administrator, or school psychologist. Screening is conducted in the initial phases when candidates are selected from the talent pool. Candidates’ social media profiles are examined, including professional profiles on LinkedIn if available; resumes are sorted based on applicable experience, training, and education. Failure to pass any of the above-mentioned checks eliminates the candidate from moving forward.
Non-certified staff. The main methods of screening for non-certified staff are background checks, fingerprinting, drug testing, referrals from other staff, high school diploma or GED, and experience. As non-certified staff are required to support the infrastructure of the school but are not required to engage in the actual training or oversight of students, their educational background is not as relevant or pertinent as is the case for certified staff.

Evidence-Based Practices

Information technology (IT) can facilitate screening both for certified and non-certified staff (Chapman & Webster, 2003). IT can be used for recruiting candidates whose resumes are posted online, for screening candidates based on social media profiles and posts, and for collecting data from a trove of resumes and selecting candidates that fit a specific profile entered into the system on the back-end. IT is a Digital Age tool that can help a school system identify matches more easily and more quickly where and when it counts most.

Process for Interviewing Candidates

Current

Certified staff. Application review with voting on proceeding to the interview stage, phone interviews conducted by HR, followed by formal interviews with principals and staff hiring team; followed by a demo lesson in front of principals in the Noble Network…