The challenges of teacher and staff turnover in K-12 districts are no secret. Every departing employee represents a significant investment lost – in onboarding, training, and the intangible costs of disruption to students and teams. As HR professionals, we're tasked with finding not just qualified candidates, but those who will thrive and contribute to our schools for years to come.

How do we shift our hiring practices to attract and retain these long-term team members?

1. Dig Deeper into Motivation:

• Go beyond the "why education?" question. Ask candidates about their specific passions within education. Do they light up talking about project-based learning? Social-emotional curriculum? Coaching extracurriculars? A deep-seated passion is a powerful indicator of longevity.

• Inquire about their career vision. Where do they see themselves in 5 or 10 years? Does their vision align with the growth opportunities and career paths available within your district?

• Assess their values alignment. What's important to them in a workplace culture? Do they value collaboration, innovation, or a strong sense of community? A strong values match with your district culture can foster a lasting sense of belonging.

2. Look for Community Connections:

• Prioritize local candidates (when possible). While not always feasible, candidates who have grown up in the area or have strong ties to the community are often more invested in the long-term success of the schools.

• Ask about their community involvement. Have they volunteered with local organizations? Do they have a strong network of friends and family in the area? These roots can make a big difference in staying power.

3. Craft Interviews for the Long View:

• Use scenario-based questions. Present real-life challenges your district has faced and ask candidates how they would approach them. This gives you insight into their problem-solving skills and how they might handle the unique situations that arise in K-12 settings.

• Ask about their professional development goals. A commitment to ongoing learning signals a desire to grow within the profession and your district.

• Include team interviews. Have potential colleagues meet with the candidate. A positive team dynamic can significantly influence a new hire's decision to stay.

4. Don't Forget the Onboarding Experience:

• Extend onboarding beyond paperwork. Create a comprehensive program that introduces new hires to the school culture, community resources, and mentorship opportunities.

• Foster early connections. Pair new staff with experienced mentors. Offer opportunities for social engagement with colleagues outside of work hours.

5. Invest in Ongoing Retention:

• Prioritize professional growth. Offer tuition reimbursement, in-district workshops, and opportunities to attend conferences.

• Recognize and reward contributions. Implement a robust recognition program that celebrates individual and team achievements.

• Create a positive work environment. Regularly seek feedback from staff and address concerns promptly. A culture of open communication and support can go a long way in retaining talent.

A Final Note:

Building a team of dedicated, long-term educators and staff takes time and intention. By focusing on motivation, community connections, and comprehensive onboarding and development, we can significantly increase our chances of hiring those who will truly become part of the fabric of our schools.