Effective Strategies for Recruiting and Selecting Teachers in the School District

Document Type:Coursework

Subject Area:Education

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For example, the lack of a functioning website limits these schools from advertising its benefits and salaries discouraging seasoned job seekers from considering such institutions as potential employers. Apart from schools opting to use their official websites in advertising for jobs, some teachers, as well as administrators, have developed individual websites, which include resumes, supporting document and videos that allow job seekers to effectively introduce themselves in a way that would attract attention from potential employers (Rebore, 2001). Also, it is vital for any district to establish promotional measures that discourage promotional measures against the minorities as well as protected recruiting agencies. Any district can achieve these measures through advertising promotional prospects, establishing promotion standards and offering equal admittance to career opportunities, which come with advanced training programs.

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In connection to this, the school districts should establish reputable public image through the adoption of recommendable polices, by virtue that they play a vital role in recruiting potential candidates for a certain position (Rebore, 2001). Respectively, the presented opportunity rarely attracts the best candidates especially if the offered positions are undesirable or when the district's image has a poor reputation. Procedures in the selection process One of the reasons why most schools fail to recruit the best-qualified candidates is that they often follow an unstructured process when it comes to selecting and recruiting teachers. A majority of school administrators do not understand the notion that procedures accustomed to the selection process are vital in analyzing the candidates as well as the proposed position.

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