Making Every Hire Count: 3 Ways Remote Interviewing Software Saves School Districts

Lindsay Keegan | October 13, 2020

90% of hiring managers have stated that they're able to make informed decisions as a result of implementing the tech.

When it comes to hiring, school districts need to make every cent count. Despite the relief of the CARES Act, schools continue to incur skyrocketing costs as they navigate the murky waters of remote learning and in-person PPE.

Every district and state is in a different place — some offering virtual options for returning to school; others curating a blended virtual and traditional approach; and still others opting for a traditional in-class learning model. All of the alternatives come with steep price-tags  — and none of those costs seem to be going away anytime soon.

One additional price-tag that nearly every district is facing this year is teacher retention. Schools require enough teachers (and substitutes) to meet the needs of a growing student population, however the already small talent pool is shrinking even further due to some return-to-school approaches and nationally even our daily news channels believe this trend will continue for some time.

To combat the teacher shortage and strengthen their pool of educators, school districts are now turning even more to tech to help improve their current processes, like remote interviewing software.

Remote interviewing technology is proven to reduce time-to-offer by 58% and decrease time spent on each interview by 80%. But, how? And more importantly, what would that look like for your school district?

1. Managing Interview Logistics

There are countless moving pieces throughout the hiring process, which is exactly why the “human” in HR is here to stay. Remote interviewing software isn’t actually meant to take over the responsibilities of employees, but to help manage the smaller details so that your administrators can more effectively tackle the big stuff.

Take interview scheduler for example. Between making typos, scheduling in the wrong time zone, or forgetting critical meeting links, there’s plenty of opportunity for miscommunication with candidates, especially with an increasing number of them geographically located outside of your district. interview scheduling automates this process, allowing prospects to choose a time to interview based on a recruiter’s calendar, without the back-and-forth. The platform even sends out confirmation emails to ensure that your district never misses a beat or loses a solid candidate because of clerical errors.

2. Reaching a Broader Pool of Talent by Streamlining the Hiring Process

Did you know that in the time that it takes to complete one phone screen, you can review 10 one-way video interviews?

That’s why video tools like interview on demand were developed. Giving administrators the holistic picture of what a candidate offers is essential — now teachers can respond to questions via video interviews, allowing schools to quickly screen their abilities and make a comprehensive decision to move forward with them (or not).

(Pro-tip: to engage candidates even more effectively, ask a few students to pre-record interview questions!)

Another bonus? First impressions take an average of just seven seconds. Using a platform like interviewstream, you can now act on that gut feeling. You no longer have to waste time sitting through dreadful interviews or attempting to explain to a colleague why a hire wasn’t a good fit – simply pull up the candidate’s recording and let them see for themselves.

3. Reducing Turnover by Finding Teachers That are a Better Fit

No school district can bear the burden of a bad hire right now — that’s why, it’s critical that school districts are leveraging all of the tools possible to find great teachers. Interviewing software helps reduce turnover by:

  • Engaging candidates from the onset of the hiring process
  • Giving you and your team a clear picture of candidates from day one
  • Providing more opportunity to effectively review and communicate with candidates

The proof is in the pudding — 90% of hiring managers have stated that they’re able to make more informed decisions as a result of implementing the tech and school districts like National Heritage Academies have vastly improved their hiring processes. After partnering with interviewstream, NHA reported better connections between recruiters and candidates and increased quality and reach of their candidate pool.

Confidently Invest in Your Future Teachers Today

Teachers have always been more than just employees — they’ve served as leaders, inspiring and motivating our future generations as they learn about our world. Today, that responsibility is amplified, with many schools and teachers being the only sense of normalcy in students’ day-to-day lives.

It’s exactly why school districts have to ensure that they’re hiring the right people and providing them with the tools they need to perform at their best. With remote interviewing software, like interviewstream, you can get a better understanding of your candidates, reach a broader talent pool, and reduce turnover, all while saving time that can then be spent supporting your educators in other ways.

There’s nothing to lose and everything to gain — let’s talk about the challenges your district is facing right now and see how we can help. Click here to schedule a demo today!

About The Author

Lindsay Keegan is the Director of Educational Sales with interviewstream. She works closely with K12 school districts, helping them innovate their selection processes so they can hire the best teachers possible.


interviewstream is dedicated to the success of more than 900 clients from K-12 school districts, emerging businesses, midsize companies, large enterprises, colleges, and universities.

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