Anonymous's picture
Theodora Nelson's picture

Unfortunately, I am not in the position as a Teacher or Counselor to develop effective recruitment strategies. As a candidate seeking a doctoral degree in Organizational Leadership, my opinion is hiring practices within the public education system here in Arizona should be much more selective. Our goal is serving students and much of the barriers faced come from adult conflicts and office politics. It take an insightful and caring leader to resolve adult conflict and keep the team focused on the goal of serve to our many student. In addition, 471:1 is the average counselor ratio to students in Arizona. According to the American School Counselor Association the ratio should be 250:1. Too much adult drama and too many student to really serve them the way they need to be served. Overall, public education is doing a mediocre job at seeking out leadership with the proper perspective. For example, all teachers are not good administrators just because they complete a program. I think principal and counseling programs should be more reluctant to take all applicants.

Peggy Steinhagen's picture

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When we post any of our job opportunities, we go through our Human Resources and they use a variety of websites. One of them is a link to ADE for people in education who are looking for full time or part time positions. We have a difficult time maintaining after school staff in a small school because of teacher burn out after a full day of teaching so, we are also trying to recruit outside resources as well.

Mary Willis's picture

We have a local community college that has an ECE program.  We partner with them and allow their students to come and complete observation and when we are needing staff the instructors will let students know that employment is available.  This process works for both organizations.


Mary Willis


USAFA CDC

Angela Lowery's picture

We partner with a local community collage that offers a ECE program that enables their students to come in and complete observations. They are able to see what the program is like and what it takes. The instructors provide information to them on how to apply for jobs at our centers.

Aspire.jen's picture

We used a variety of recruitment techniques as we hire year round. We utilize free web postings like AzCASE, Maricopa County Community College, ASU, Supportive Childcare and more. We also pay advertising with online resources like Craigslist, Monster and Jobing. We create posters that we hang up in our own schools as well as the local high schools and colleges. We also conduct quarterly job fairs with interviews onsite.

sara lesko's picture

With the nature of our program, recruitment is focused on volunteers. We utilize social media, flyers/newsletters, and word of mouth as our main methods.

Natalie Garley's picture

Because recruitment is much different for government employees, a lot of times our hands are tied with some recruitment strategies. however qualities I look for in a potential employees include: initiative and own interest and hobbies. In my opinion, interests and hobbies of an individual is the quickest thing for someone to be able to teach and to connect with someone else (youth for example). If an employee has an interesting in photography.. it is more likely than not that the person will be excited to teach/ show youth what is involved.

Linda Mock's picture

We use radio spots and talk directly with parents to recruit for youth sports coaches

Ashley Garcia's picture

Our facility hire is more done by upper management, so I am not sure how that hiring process works. And because we are on a military installation, the hire process is a bit more strict which can make it harder to hire people.

Cedric Ah-Ching's picture

Share your creative and successful recruitment strategies to attract great hires in your program!

Our facility serves under government restrictions, and being that I am not a lead myself I am not quite sure how the entire hiring process itself works when it comes to our facility on a military installation. I will say that I am aware that most of the hiring process is done through upper management, as well as through managements' employers and the entire HR process as well. The way I got hired onboard was through an on-the spot interview at a job-fair earlier this year. The previous assistant director had observed me in a group interview and after going through the questions and telling the recruiters who I am and what my demeanor is and how I carry myself I think that there was something that stuck out with me.

Andrew Riley's picture

A key element when hiring staff is to determine whether they are "a good fit" for your program. Some childcare programs strss athletics, while others favor the arts. Some programs stress academic excellence. It is incumbent during the hiring process to make sure that you have found the best person to meet your program's specific needs. This is not always easy. However, by taking the time in the application process to find the best individual, your program will reap the benefits.

Mary Neubauer's picture

It is hard for us to fill positions at our Middle School Teen Center.  The hours are short during the week, only from 1430 till 1800 and Fridays till 2100.  On Saturdays we are open from 1430 till 2100.    Almost all the positions are flex positions.  Also, we are a remote site so many who apply would have to comutedrive at least 40 or minutes.  The good thing is we advertize through the internet and it is a far reaching system.  Also all the tools to make a resume and apply are on the site.  It is seldom that we find anyone with a degree  having to do with youth development who applys.

Brock Phillips's picture

Recruiting usually occurs through casual conversations.

Angela Hughes's picture

of the most important components of afterschool and youth development programs is the availability of positive role models and consistent adult support11. Since, most afterschool youth programs have limited resources to invest in the recruitment of qualified staff, developing a targeted, intentional plan that includes a variety of strategies to recruit possible candidates for the program is essential. While rigorous research is limited in the area of effective recruitment strategies for youth programs, researchers and others have surveyed successful youth programs to learn more about the strategies they have found effective in recruiting staff7. Below are descriptions of some of the strategies programs identified as successful

Dell Whitfield's picture

We gathering information about the candidate’s skills and experience, but also about their potential ‘fit’ with your team and organization. Look for cues that will help you to make that determination, including attitude, sense of humor, enthusiasm and where possible, include young people’s assessment of the applicant.

Dell Whitfield's picture

Help to ensure a new staff member’s success from the beginning by offering a new hire orientation process. In addition to the usual review of policies and procedures of the organization, spend time focusing on the mission and vision of the organization, explaining what each department does, and how that contributes to the overall organization.

Dell Whitfield's picture

A written application, consistent interview format for all applicants
Background checks for applicants prior to hire,Reference checks
Education verification

Dell Whitfield's picture

A written application, consistent interview format for all applicants Background checks for applicants prior to hire,Reference checks
Education verification.

Dell Whitfield's picture

N/A

Dell Whitfield's picture

We have A written application, consistent interview format for all applicants
Background checks for applicants prior to hire,Reference checks
Education verification.

Jacqueline Bates's picture

As a director I must represent the facility as a brand therefore, I believe in promoting the facility as a rewarding place to work. My focus is on keeping the new selected employee for long-term. When I am recruiting for a certain position, I like to be ensure that I am hiring the right person for the right position. I like to market our program as a fun, energetic, motivated and passionate place to work therefore, I want a person with the same characteristics. I take time to review the resumes then I prepare open-ended questions that all the candidate to tell me about themselves. I make sure to ask for professional references this way I can check thoroughly before making my selection.

Nelisha Dukes's picture

Here, Fort Hood, they have job fair yearly. Some great recruitment strategies I came across were; they treat me like I was their best customers, they did not sugar coat the job; they cover the pain point of the job up front. They used video in more stages of the hiring process. They also, implement a mobile-friendly application process.

Jamela Jones-Plater's picture

Recruitment strategies used would be written application, background checks for applicants prior to hire, reference checks, creative partnerships, word of mouth and posted job opportunities.

Vickie G. Jackson's picture

education, sports experience, promotions, background check, interviews, onboarding

Miriam Washington's picture

Ensure applicant is aware of the necessary Experience, Education, Application process, background and reference checks, prior to interviewing and Onboarding.

Gladys Hewing's picture

I must represent the facility as a professional. My focus is on keeping the new selected employee for long-term. It is important to market our program as energetic, motivated and passionate place to work therefore, I want a person with the same characteristics. Get to know your employees and take time to review the resumes then I prepare open-ended questions that all the candidate to tell me about themselves. I make sure to ask for professional references this way I can check thoroughly before making my selection.

Della Kidd's picture

In our program, much of the knowledge of our facility is done through word-of-mouth or through advertising/marketing.

Keshia Gray's picture

Even though our organization do advertising and marketing which is a great way to recruit new candidates, I believe word of mouth from employees within the organization is the key.

Yvette Wright's picture

Several methods are used to recruit we start by a good partnership with Human Resources, partnership with local community college, job fairs at community events, briefing at newcomers orientation to highlight services and employment opportunities, work-study, student interns, base newspaper and TV, staff member referrals, national & local child care referral agencies job boards, our website, and flyers posted at family gathering places.

Edy McCray's picture

Our methods that we use here at our center is that we post our jobs on USA jobs. We ask for the best candidate. We then interview them. Along with there resume and interview process then that when we hire based off of how the interview went and their backgrounds.

Eddie Bass II.'s picture

Our facility hire is done by upper management, through personal experience, the hiring process is a long process I was hired in August and didn't begin working until December. The process should be adjusted. In my opinion, the hire process is a bit too strict which can make it harder to get quality staff.

Tammy Null's picture

I have no impact on the hiring of staff for our after school facilities. The jobs are posted on a government site (we are located on a military post). The pay for our staff does tend to be better than many other programs, and we have some well educated workers. Unfortunately the process can be long and tedious.

pamela wheat's picture

....

pamela wheat's picture

??

pamela wheat's picture

I am not in the position to hire.

Lonzo Cobaris's picture

I have no impact on the hiring process. Our jobs are posted on a government job search and then the process of selection is done through the personnel office, then the interview process is completed with the facility directors.

Roberto Vega's picture

I am not in the position to hire.

Kristina Sanchez's picture

N/A

Christopher Hopkins's picture

You have to go to where the people are at.

Warren Simpson's picture

It is not only recruiting staff for the the job...but management must do a better job to retain staff for the Middle School Teens, School Age Services, and Child Development Services, and try retain the children for all services.

Warren Simpson's picture

Recruiting or interviewing personnel for these three services....personnel must be told what there job descriptions are and what other jobs they will be ask to do outside their job descriptions.