National Best Practices: Teacher Recruitment and Pipelines
Over the years, many charter schools and networks have used job fairs as their primary recruiting tool to find high-quality talent, but new channels for recruiting high-quality candidates are quickly gaining traction. Charter schools and networks that have not adapted and engaged with these new practices are at a significant recruiting disadvantage. This becomes increasingly important when recruiting highly sought-after veteran, bilingual, and special education teachers.
This paper from the National Alliance for Public Charter Schools and the Illinois Network of Charter Schools highlights seven core practices that are foundational to building a high-quality teacher pipeline and the tactics behind them in an effort to help charter schools, and the organizations that support them, recruit and retain the best talent. In this report you will find:
- Actionable research from The New Teacher Project, National Comprehensive Center for Teacher Quality, and EdFuel.
- Case studies from Uncommon Schools, IDEA Public Schools, Mastery Charter Schools, and Noble Network of Charter Schools.
- Best practices on each core practices, including online marketing, pipeline programs, teacher retention, and job fairs.
- Next steps for schools and charter support organizations.
This report was made possible by EdFuel through a National Activities grant from the Department of Education.
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