“Every child deserves a champion; an adult who will never give up on them, who understands the power of connection and insists they become the best they can possibly be.” – Rita Pierson, Educator
And Trina Persson, Director of Recruitment and Retention at New Caney ISD, is determined to hire those teacher champions for the kids in her district, no matter what it takes. Trina recently chatted with Meg Peterson, VP of Revenue at interviewstream, to discuss how she has used interview technology throughout the past year for hiring in her school district and how she will continue to use it moving forward to hire the best teachers, and paraprofessionals in her district, the teachers and staff she wants her own children to sit with in a classroom and meet in the hallways at school.
2020 was a year of immense change. In March, school districts, in the midst of their busiest hiring season, had to make a quick pivot to remote hiring. Trina described this time as, “It felt like running through the Piney Woods blindfolded.” And we can relate. School districts had to hit the ground running to make the changes needed to keep hiring moving forward for full-time and substitute teachers.
Even though Trina’s district, New Caney ISD in Texas, had already implemented remote video interviewing technology, they were not using the tools to their full potential. Although they were one step ahead of many districts, they were forced to learn new ways to leverage the technology in a way that worked best for them in this new state of K12 hiring.
The majority of K12 school districts have been hiring virtually for the past year, and will continue to do so far into the future. While looking forward to getting back to face-to-face interactions, school districts continue to use remote hiring technology to build their talent pipeline and provide a superior candidate experience for their teachers and staff.
From job fairs to the recruitment process, the use of hiring technology is an effective way to communicate and vet potential teacher candidates. Trina explained the way she uses the technology and how it can work best for your school district hiring:
Interviewing technology opens the door to a plethora of use cases and opportunities. New Caney ISD implemented the technology in the best way it worked for their school district hiring process, but there are so many other ways in which you can use the technology for teacher recruiting and hiring in your district.
When the world had to blindly pivot to remote everything, K12 hiring was in game-on mode, and K12 district recruiting teams had to make fast changes. As Trina and New Caney ISD forged forward with teacher hiring technology, there were a few things she wished she had known, that she can now share with others implementing video interviewing into their school districts.
Trina Persson and New Caney ISD have leveraged teacher hiring technology in the best way that works for their district. However, the scope of opportunity for video interviewing technology usage spans so much further. Guidelines will eventually be lifted and the doors will once again be open to face-to-face recruitment, but video interviewing technology is here to stay.
To hear all the details on how the New Caney school district has used and will continue to use teacher hiring technology for their K12 recruiting, watch the full fireside chat here.
If you are excited about the possibilities that video interviewing technology can add to your K12 recruiting, speak to a client success expert about how our technology can add value to your teacher hiring process and help give your students the very best teachers!
Monique Mahler is the VP, Marketing & Partnerships at interviewstream. She is an avid researcher of facts, a self proclaimed marketing geek, and an equestrian in her spare time.