Onboarding to Retain and Exiting to Mitigate Risk
By Philip S. Georgia, Ed.D.
Director of Human Resources
Lake Forest School Districts 67 & 115
True story, in the mid-2010s I was the principal of an elementary school and had over 200 applicants for a third grade position. Overwhelmed, I spent hours reviewing applications, ran two rounds of screening interviews and struggled to make a selection as the top five candidates all had fantastic experiences and stellar references. When I made the offer, it was immediately accepted with joy.
How times have changed! These days, the hiring market in education is tight and having a pool of five qualified applicants to interview is a relief. Salary negotiation is typical, candidates want to compare offers and “ghosting” has evolved from candidates missing interviews to candidates going radio silent after receiving an offer…sound familiar?