5 Tips for Recruiting Substitutes
Substitute teachers play a pivotal role in Ohio’s educational landscape. These educators directly contribute to students’ academic achievement. Because they have such an impact, it is important to have a strategy for recruiting substitutes. Here are five tips to support your efforts.
1. Get Everyone Involved and Expand Recruitment Pools.
All staff have a vested interest in hiring more talent to your team. Recruitment should not be one person’s responsibility. Every person is a potential candidate or may know someone looking for an opportunity. Expand your sources for external recruitment – for example, community organizations, former employees, previous applicants for the same or other positions, or spouses. Utilize partnerships such as your Educational Service Center or Higher Education Institutes.
2. Appeal to Their Interests and Make it Personal.
Help position your school as a destination place for substitutes. Get to know your current substitutes and ask if they feel they have everything they need for the day. Additionally, ask about their interests so that you can highlight career pathways and rewards or benefits appropriately. For example, are they interested in:
Furthering their education and defraying costs?
A permanent position with your district?
Healthcare and related benefits?
A consistent, part-time schedule (e.g., Wednesdays and Fridays)?
A particular school or geographic location, or working with fellow teachers around the school district?
Professional learning?
Be knowledgeable of all opportunities your district offers and understand their level of investment, whether they aspire to be a teacher, a consistent substitute position, or if their interest is short-term or seasonal. This applies to both current substitutes and candidates.
3. Share How They Will Be Supported.
One of your goals should be to help every new employee have early wins. Across industries, attrition of new hires is a challenge. Various researchers claim that 1 in 4 new hires quit in their first few months on the job. The top reasons include lack of role clarity and support. This is no different for substitute teachers. Explain to them how they will be supported and start building relationships with them.
Utilize the HCRC resources for Supporting Ohio’s Substitute Teachers. There are resources for the teacher as well as resources for districts and schools.
Substitute 101 Resources – prospective and beginning substitute teachers will find resources to get prepared.
Substitute 201 Resources – current substitute teachers will find resources to develop their skills further.
District and School Resources – employers will find resources to offer and strategies to support and develop your substitute teachers.
4. Make the Process Smooth.
Obtaining a substitute license can be daunting. Utilize the State of Ohio Board of Education’s resources to guide your candidates and check in with them periodically. Stay current on the Temporary Non-Bachelor’s Substitute Teacher License and be clear on your local requirements for applicable candidates.
5. Highlight Your Mission and Your Current Employees.
Never miss an opportunity to share our collective mission of impacting the lives of all students. Share your why with candidates and new employees and connect them to your brand ambassadors in your district. By doing this, you are ensuring they feel a part of the mission and showing them how your district values employee recognition.
Employee testimonial video examples can be found on Ohio’s I Educate website.
Visit the Educator Recruitment Toolkit on the HCRC for more information.