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The best talent will always be in high demand. Here are some ways you can make sure you’re first on their list.

Career fairs can be a great way to maximize your recruiting efforts, whether they’re in person or virtual. A successful career fair increases brand awareness, expands the diversity of your talent pool, and allows for more efficient hiring.

Teachers often network with other professional peers — and this gives them access to a large pool of potential candidates. Why not boost your candidate pipeline by implementing an employee referral program? These programs can significantly lower recruitment costs and increase employee retention.

Social media is a fantastic way to share your organization’s culture and highlight the engaging activities the children have been working on. These posts not only draw in prospective families but can also capture the attention of job seekers.

Though hiring is never really complete, fall can be an important time of year for some reflection and improvements before the hiring season picks up steam in the spring. Creating an annual “fall stepback” to review key data from last hiring season is the perfect start. 

To optimize the recruitment process, educational institutions need to set clear and effective goals. In this blog post, we introduce a new acronym, SMARTER, to guide districts in setting recruitment goals that are Specific, Measurable, Achievable, Relevant, Time-bound, Evaluated, and Revised. 

Achieving equity within school hiring processes is crucial for building strong educational communities. By adopting strategies that prioritize fairness and equal opportunities, districts can attract and retain talented educators from all backgrounds.

The use of “data” has become a focal point of workplace discussions and perhaps a foe for some. But what if I told you trusting the numbers (and yes, the algorithms too) can improve supervisor ratings, candidate conversion likelihood, and even increase your team’s capacity?

It’s no secret that the K-12 hiring market is more competitive than ever. Virtual recruitment events can help you level up your recruitment strategy by highlighting your organization to a larger and more diverse audience.

Ready to start communicating what makes your K-12 organization unique with prospective candidates through social media? Here are four steps to jump start your social media recruitment program.

As a former classroom educator and teacher recruiter, I know how important it is that our kids have effective teachers. When the opportunity to join the Nimble team came across my desk, I was ecstatic — I was being called back home to a mission I'm deeply passionate about.

In order to recruit, hire and retain outstanding talent, every K-12 organization needs both data-driven tools and research-based strategies. That’s why Nimble is excited to partner with EdFuel to bring discounted services to our mutual customers. 

What if there were an intervention that K-12 talent and HR leaders could adopt in a matter of just a few weeks, that had a benefit to cost ratio more than four times that of the best K-12 interventions we know? Introducing NCI - embedded AI assistance to help K-12 hiring managers quickly identify and hire top teachers for their classrooms.

We’re excited to announce that Nimble is a 2020 SBIR award winner for cutting-edge innovation in K-12 education. Nimble’s SBIR award will advance our work leveraging predictive analytics to help schools identify and hire excellent teachers.

At the start of 2019, ACE was using a corporate ATS for its hiring. In the year since switching to Nimble, ACE has reduced its time to hire by a massive 20%, ensuring that they are attracting and cultivating the strongest candidates.

Three years ago, SJUSD struggled to fill its teaching vacancies by day one of school. Today, they're leveraging Nimble to give candidates the high-touch experience they deserve.

Three years ago, the HR team at Stockton Unified School District struggled to fill their vacancies by day one of school. Today, they're on their way to becoming a best-in-class human capital organization.

Now that school has started and classrooms are staffed, there's an opportunity to reflect on the last hiring season and begin to ramp up next year’s recruitment and staffing operation. We, at Nimble, felt that this was the perfect time for our annual PSA: hire early!

Moving your recruitment activities online doesn't have to be an insurmountable challenge. If done right, the shift to online recruitment can save time and budget for your team. In this post, we outline 3 simple virtual recruitment and hiring event types along with the tools and tips you'll need to execute each of them effectively.

A stronger applicant tracking system can result in increased staff retention and significant — as in 40-50% — time savings for your team. Unfortunately, most districts are missing out on this value because of mistakes made in the procurement process. In this piece, we share the most common mistake districts make in their procurement processes and 10 essential features of any K-12 applicant tracking system.

One screening tool that has gotten much attention, especially amidst recent school closures, is the demo lesson. While demo lessons can be a heavy lift — both for candidates and screeners — when facilitated and scored carefully, they can also be a strong predictor of classroom effectiveness. So what is a demo lesson and how can schools facilitate them at scale, especially in the current virtual climate?

How can we continue the hiring process, in the midst of school building closures and social distancing? Here are some tips and resources to help.

We're excited to announce that Nimble has partnered with researchers Aaron Sojourner and Elton Mykerezi at the University of Minnesota and Dan Goldhaber at the University of Washington and AIR, to apply predictive modeling to one of the most important challenges we face in education — identifying and hiring amazing teachers!

It’s no secret that attracting top performing teachers is an ongoing challenge for K-12 talent management teams. One of the most important things to keep in mind is that hiring is a two-way process: it’s not just about school districts screening teachers, but also about them screening you!

Staffing classrooms with teacher talent that is more representative of student populations has become a growing priority for schools across the nation. In this post, we’ll highlight 3 benefits of representation in the teacher workforce. We’ll also outline 3 promising practices you can adopt to broaden your talent pool and help shape thriving classrooms!

At DC Public Schools, people matter. And, the experiences they have in navigating the hiring process as both hiring manager and potential employee matter to us as well. This is why we’ve spent the last several years focusing on the systems and user experiences that our candidates and school leaders navigate as part of the hiring process.

Human Resources is a department that is critical to the success of any school district or organization. I have learned that it is a parallel process that is balanced between the high functioning operations of the HR team and the ability to deliver support with a high level of emotional intelligence.

Anyone familiar with K-12 education knows the quality of a teacher matters drastically more than anything else in schools — including services, facilities, and even class size. In fact, just three years of highly effective teachers can completely reverse the effects of the achievement gap for a disadvantaged student. But what makes someone a great teacher?