What is our approach and why is it effective?
Before any hiring occurs, the first step is to assess your technology staffing and actual needs. What if you could fill all your technology needs with lower-cost interns? Or what if you restructured the open Academic Dean position to create a senior Director of Educational Innovation role?
A strategic assessment is not a full tech audit with useless information for a file drawer, but rather a much more targeted and cost-effective process. Some schools can handle this step on their own, but if not Educational Technology Recruiting can assist by:
- Coming on site to observe firsthand your technology program
- Interviewing all technology team members
- Documenting roles and responsibilities
- Soliciting input from key stakeholders and the administrative team
- Identifying gaps
The output of this step is a staffing needs assessment and recommendation for job duties and qualifications that will maximize the ROI of any hiring process.
Hiring the best technology talent for a school is not easy, as schools compete against private industry's insatiable demand for technology talent. The key is to work with a search firm that has a deep network of relationships and connections in the independent school technology community, as well as a firm that can recognize undervalued technology talent. This phase comprises all the usual components of a recruiting search, but with a specific focus on technology talent evaluation:
- Draft customized job descriptions and appealing opportunity statements
- Post the position on the right job boards
- Proactively search for candidates
- Evaluate applications for technical and management experience
- Conduct thorough assessments of each qualified candidate
- Participate in the interview process to the extent desired
In every school, there is the ideal, and there is reality.
The ideal is to transition gracefully from one leader to the next, with new hires on-boarding slowly and learning from more experienced mentors. The experts at Educational Technology Recruiting can deliver targeted training, mentorship and support that new hires need, covering topics from hiring and managing to budgeting and presenting.
The reality is that occasionally technology departments find themselves without a leader or director. Just as schools sometimes need an interim Head or CFO, there are periods when an interim CTO or Director of Technology needs to step in for a few weeks or months. Educational Technology Recruiting offers transitional leadership and management consulting during these times of change, whether planned or unplanned. In addition to rebuilding, reorganizing, or refocusing a department, we can also use this time to conduct a full assessment of your technology program, thereby helping you make an even better hire.