Hiring teachers is one of the most important steps in establishing a successful school or language centre as the quality of your staff will greatly impact the standard of your service. It is a make-or-break moment for schools and language centres and it is essential that institutions are employing individuals who align with their core values, meet their distinct standards of excellence, and effectively support the students that apply to be a part of the institution. That said, the hiring process can be tricky and schools and language centres do not always make the best decisions. For this reason, we have created this article to highlight several terrific tips to help the process of hiring staff at schools and language centres make better teacher recruitment decisions and ensure that they stay a cut above the competition.
As already mentioned, hiring is a critical operation that does not always work out according to plan. Teachers with inadequate real-world experience or poor qualifications can hinder the success of education institutions and hiring them can have many negative consequences for the school or language centre. Whether it be ensuring that institutions vet teacher applications properly or check up on teacher references, a quality hiring process will help companies avoid the extensive costs accumulated from hiring the wrong teacher. We have outlined the risks associated with hiring teachers incapable of fulfilling their roles below:
While teacher recruitment can be tremendously time-consuming and costly, the process can be made easier with the assistance of third-party recruitment specialists such as Dux Recruitment. Dux Recruitment coordinators are trained and equipped with the necessary tools and skills to alleviate hiring operations from organisations seeking our services. With a network of exceptional certified teachers, we guarantee the success of hiring our candidates for international teaching jobs. Furthermore, additional upskill training dedicated to assessing teachers’ real-world proficiencies ensure that all teachers within our community possess the necessary skills to add tangible value to schools and language centres.
Besides seeking the assistance of third-party teacher recruitment specialists, there are several helpful tips that schools and language centres should consider when looking to fill a teachers vacancy at their institution. We have listed a few crucial ones to help you better set your organisation up for success and you could improve your chances of sourcing exceptional educators with the assistance of Dux Recruitment and its quality teacher recruitment services.
As much as new recruits need to be prepared for interviews, it is essential that those conducting interviews are properly prepared. In saying so, interviewers should outline their interview map, a document defining the questions to be asked and guidelines on how to navigate the interview should certain things arise. An interview map should include several significant questions that are designed to help teacher recruitment staff assess an applicant's ability to fulfil the distinct services of the educational institution. All schools and language centres are different, meaning each will have their own questions tailored to their professional operations. The map should also outline scenarios and quizzes that may require applicants to offer solutions real-time, further establishing their ability to think on their feet.
The most successful schools and language centres are those that acquire teachers who possess unique skills and creative problem-solving abilities. Teachers that work by the book are failing to fulfil positions at the best educational institutions as these companies' exemplary standards call for teacher recruitment that outshines the competition. In saying so, your hiring staff hoping to fill international teaching jobs should assess applicants on the basis of their distinct differences and one-of-a-kind talents. Applications that are exceptionally intellectual or those with unique teaching methods will prove more valuable than teachers merely meeting the requirements of the job.
One of the most critical steps in the hiring process is ensuring that applicants are ready to teach in the real world. To determine this, you will need to consider whether or not the teacher's experience and skills will translate into the classroom. The easiest way to do this is by vetting their references. Be sure to give each and every reference a call and prepare a series of questions that will allow you to determine whether or not the applicant is prepared to enter your classrooms. The second step, which is a little more time-consuming but potentially more important, is to host a real-world practice session whereby the applicants are invited into a real classroom and asked to conduct a lesson. This will allow you to gauge their competencies first hand.
With the support of recruitment specialists and these handy tips, schools and language centres can adequately prepare to fill a teachers vacancy or several open positions at their institution. Implementing these tips and tricks will help education companies avoid the costs accumulated from hiring the wrong teachers, and ensure their brand image is positively maintained!