Category Archives: Talent Management

How To Hire The Best Teachers

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Teachers are the key

Student experience and learning

Research has shown again and again that the single most important element in student success is effective teachers. Additional research has identified behavior themes that are common to effective teachers.

See: Impact of Teacher Effectiveness on Student Achievement

http://www.targetsuccess.biz/wp/the-impact-of-teacher-effectiveness-on-student-achievement/

See: Behavior Characteristics of Effective Teachers

http://www.targetsuccess.biz/wp/the-importance-of-hiring-only-the-most-talented-teachers-2/

Positive and effective school culture

Teachers are the backbone of a school so it follows that a culture of excellence and supporting excellence in teaching is driven by the teaching staff in collaboration with administration. Positive and effective culture depends on quality teachers and effective leadership.

Problems with traditional hiring approaches

The “traditional” approach to hiring can take any number of forms but generally includes ideas like

  • Hiring people you know
  • Hiring referrals
  • Extensive interviewing

Unfortunately, in most cases, these are very subjective processes and tend to focus on selecting for reasons that are not tuned to finding the BEST teacher candidates regardless of where they come from.

What most leaders don’t know, yet should know, is what happens in the traditional hiring process. Continue reading →

Problems with Traditional Hiring Approaches

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The “traditional” approach to hiring can take any number of forms but generally includes ideas like:

  • Hiring people you know
  • Hiring referrals
  • Extensive interviewing

Unfortunately, in most cases, these are very subjective processes and tend to focus on selecting for reasons that are not tuned to finding the BEST teacher candidates regardless of where they come from.

What most leaders don’t know, yet should know, is what happens in the traditional hiring process. Continue reading →

The Impact of Teacher Effectiveness on Student Achievement

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Impact of Teacher Effectiveness on Student Achievement

The work of Bill Sanders, formerly at the University of Tennessee’s Value-Added Research and Assessment Center, has been pivotal in reasserting the importance of the individual teacher on student learning.4  One aspect of his research has been the additive or cumulative effect of teacher effectiveness on student achievement. Over a multi-year period, Sanders focused on what happened to students whose teachers produced high achievement versus those whose teachers produced low achievement results. He discovered that when children, beginning in 3rd grade, were placed with three high-performing teachers in a row, they scored on average at the 96th percentile on Tennessee’s statewide mathematics assessment at the end of 5th grade. When children with comparable achievement histories starting in 3rd grade were placed with three low-performing teachers in a row, their average score on the same mathematics assessment was at the 44th percentile, an enormous 52-percentile point difference for children who presumably had comparable abilities and skills. Elaborating on this body of research, Dr. Sanders and colleagues reported the following: Continue reading →

Great Employees Are Not Replaceable!

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What makes a company GREAT

 

Here is a compelling article about how great employees are not replaceable!

One of the most important lessons I learned during my years as a CEO was that great employees are not replaceable. It isn’t the technology or the product that make a company great, it’s the people. And companies who see their good employees as “replaceable” are wrong. Good employees are not replaceable.

http://www.forbes.com/sites/amyanderson/2013/02/13/great-employees-are-not-replaceable/?goback=.gde_1827_member_218687063

 

What is HR Business Partner Role?

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The HR Business Partner is usually the front-office job in Human Resources. It is quite modern. It was introduced by David Ulrich in his book “HR Champion”. The HR Business Partner was a defined as the real partner to the internal clients, the partner understanding the needs of clients and bringing the right solutions to aiming to resolve the issues.

The HR Business Partnership concept created a mess in HR Departments as the implementation of the modern theory was quick and processes were not adjusted to include the new job in the process flowcharts. The implementation of the HR Business Partners is not easy, and the HR Departments should not rush. Continue reading →

Disengaged Workers Aren’t Born That Way

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Employers who think their people leave for more money:   89%

Employees who actually do leave for more money: 12%

What a disconnect!

That’s the results of 19,700 interviews completed by the Saratoga Institute. Maybe it is easier for managers to think that money is the real issue, rather than hear that there are things that need to be fixed. But, the truth is, there are things that can be done to keep employees happy and productive, and on the job. Continue reading →

How to Hire Office Staff – Medical, Dental Profession

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It is true, a lot of doctors, dentists, chiropractors, physical therapists, acupuncturists, etc. are in THEIR business because of their passion in healing, helping, serving. Conversely they are not in the business of hiring, recruiting, selecting, and developing staff. They know the vision they have for the culture and ‘energy’ of  their office, they know how they want to care for their clients – when they get to hire, sometimes the process gets in the way!  Let’s talk about how to enhance the process.

This is a insightful article about best practices for office staff.

http://tinyurl.com/arvoflj

 

 

Why Not Hiring is Better than Hiring the Wrong Person for the Job

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Most hiring managers have been there before… the point of despair when you feel you need to find somebody, ANYBODY to fill an open position. When this happens it is natural to want to lower your hiring standards just to get a warm body on the bus. While this can be tempting it will invariably rob your organization of possibility and profits. Our philosophy is that it is better to not fill a position than it is to hire the wrong person for the job.

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Using Job Match Assessments With Existing Employees

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Have you ever worked with someone whose performance was not what you expected?  Today, job match assessments can tell you why that happened and whether it can be changed. The accuracy of higher-generation assessment instruments has created extraordinary possibilities for analyzing and understanding the performance of existing employees.

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Let The Rabbits Run

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Soar With Your StrengthsJob match is an integral part of a candidate’s actual on-the-job success. Job match refers to how well an individual’s cognitive abilities, interests, and personality traits match those required for success in a particular job.

To illustrate, let’s paraphrase the parable “Let the Rabbits Run,” from the book Soar With Your Strengths:

Continue reading →