TalentEd Chief Research Officer Nick Montgomery explains why the research behind many assessments cause them to fall short, and what it takes to predict the effectiveness of teacher candidates.
As a public charter school in Texas, Leadership Prep School’s enrollment depends on employing top teachers, administrators and staff so parents elect to send their children to the school.
Hiring teachers quickly is a top priority at rapidly growing Comal Independent School District (ISD) in Texas. But principals know they can’t sacrifice quality just to fill classrooms, so they rely on data to inform their teacher hiring decisions.
It’s no secret that interviews aren’t always the most effective way to evaluate candidates. “Anybody can say anything in an interview,” said Sherry Christian, coordinator of human resources at Niagara Catholic District School Board in Ontario.
When you download a new app, do you struggle to learn how to use it or do you intuitively know how it works? Can you say the same when your school or district purchases a new software solution?
With the new school year upon us, many K-12 talent management leaders find themselves scrambling to hire quality teachers.
[eBook] 5 tips to fill your classrooms with the best teachers and boost student achievement, every day
Get fresh ideas and insights from more than a dozen K-12 districts about the tools and practices they use to identify, hire, nurture and support talent.
To fulfill their role in advancing student achievement, K-12 talent management teams must effectively attract, identify, support and develop teachers from the time they apply, until they complete exit interviews. Here are three ways technology can support that goal.
Learn how a data-based teacher candidate assessment tool helps principals make informed hiring decisions and place a quality educator in every classroom at Amarillo ISD. Featuring Chris Tatum, director of secondary personnel.
[eBook] According to new studies, traditional interview methods don’t work. Here’s what you should do instead.
New research suggests that typical subjective measures such as unstructured interviews, resumes and cover letters don’t reveal the most important factors in predicting candidates’ future success — and there’s a better way.