ABSTRACT
The principals of Mt. Pleasant ISD were looking at an eight-week summertime window to recruit, screen, hire and onboard 167 candidates. Strategic forecasting practices will provide principals and hiring managers with the student enrollment and staffing allocation data needed in order to begin recruiting the right candidates from the best sources. A fierce commitment to continuous recruiting is a necessary part of building the most effective team of educators for our students. While states have different laws that regulate returning to teacher after a leave of absence or retirement, leveraging this source of educators within parameters can represent low-hanging fruit in the world of recruiting. Strategic recruiters will keep a database of potential returnship candidates by licensure area, including those licensed as principals and superintendents. By keeping candidates ‘warm’ and engaged in the recruiting process, they are more likely to remain interested in and accept a position within our organization.
