Wimpy Poles Catch Wimpy Fish
Hiring the Leader You Need to Succeed
Taking Schools from Passive to Active Recruiting
- Takes a one size fits most approach to filling a position
- Relies on the candidate coming to them
- Job post are 90% of what they want and 10% of what they have to offer
- Believes that money and benefits are the primary reason a candidate is interested in a position
- Leaves you hiring just the best who apply, not necessarily the best for that school
- Has no algorithim on which a balanced score card is created
- Allows schools to fill position but not to build strong dynamic teaching teams
- Has no well defined value proposition
- Adds to both teacher turnover and dissatisfaction which cost schools in the US $2.2 billion a year
- Relies on a degree and certification to deem if a candidate is qualified
- Treats each school be it a private school, a charter school or a school in a district as unique based upon their students, staff and stakeholders
- Job positing are based on the schools primary objective, the current leadership and team and challanges meeting those objectives
- Using percentages of time allow candidates to understand what is required to help the school team meet their objective.
- Relies on a strong value proposition to attract candidates who are looking at a career, not just a job.
- Uses both an simple algorithim to quickly rule a candidate in or out
- A consistant interview process prevents hiring friends who may not be the best fit
- Allows you to have a 360 degree view of who the candidate is via reference checks
- Insures that a candidate not only accepts a position but shows up and is committed to the education of their students for the full year.
Wimpy Poles Full Life Cycle Recruiting
A 8 Step Process to Active Recruiting
- Define who you are
- Define who you need
- Define your value proposition
- Define how to search
- Define where to search
- Define who should search
- Define time lines to success
- Define how to extend an offer so it's accepted
All E Squared Human Capital Solutions are designed using S.M.A.R.T.E.R. methodology
- Strategic/specific ~ goals are priorities which are part of the big picture for your school/district as a whole.
- Measurable ~ goals are those that we are able to know if what we are doing is making the kind of difference we wanted.
- Attainable ~ goals which are within our ability to influence or control and are do-able with our available resources.
- Result Based ~ goals which are targeted at specific outcomes. Can be measured and observed.
- Time Bound ~ goals which provide us with a time frame for achieving the goal and help to keep it a priority.
- Ethical ~ goals which require we act in accordance with the accepted principals of right and wrong that govern the conduct of a profession.
- Rewarding ~ goals which are those that benefit the organization as a whole.
Using S.M.A.R.T.E.R. goals allows you to monitor which of your efforts are making a difference and by how much.