Recruitment & HR

With schools recognising the advantages of a diverse workforce, unfortunately, many continue to communicate their difficulties in their ability to attract and retain Black members of teaching staff.
Undoubtedly, diversity results in stronger more successful environments, the conclusive data of which is being collated across many institutions. Examples here and here.

 

The specific advantages of a diverse teaching pool are many, including:
1. Future student attraction
2. Curriculum diversity
3. Cultural diversity
4. Pastoral diversity
5. Diversity of thought
6. A teaching body reflective of society

The problem

However, the barriers to this diversity present in many areas. Commonly, there are assumptions made about the fit Black teachers will have in these environments,  both by the teachers considering applying and those being tasked with recruitment. This is also a factor that some schools have begun to question as part of their student admissions interview process.

Solutions

Whilst these issues are prohibitive, they are by no means irresolvable. ACEN can offer you help, advice, and assistance in these areas as below, although this list is not exhaustive.
For personalised requests and further information please contact shola@aceducationnetwork.com.

 

Consultation services

1. Process analysis
2. Procedure review
3. Audit of areas prohibitive to/or adversely affecting Black candidates
4. Strategy for retention of Black teachers
5. Mentoring process for linking Black teachers with mentors in senior positions within education
6. Review of interview techniques

 

Recruitment & HR services

Via our specialist diversity recruitment and HR specialists, ACEN can offer:
1. Feedback on interview processes including factors such as selection criteria, questions asked, interview style, body language, engagement with candidate, interview flow, analysis of interview notes taken, and decision taken to move candidate forward to next stage or reject.
2. Shortlisting candidate criteria review.
3. A review of the interview process across all stages with particular attention to interviewer(s) styles/ strengths/weaknesses and insight into consistency, interview training requirements/shortfalls, candidate experience, and more.
4. Interviewing alongside the panel to pick up on areas that interviewers have missed, or that could be probed deeper. Paying particular attention to what is “said” and either not said or said via body language.
5. Providing feedback: taking feedback from candidates of their experience of the process and/or to candidates if the school didn’t feel able to do so.
6. Helping to design a favourable candidate recruitment experience.
7. Advertising roles across the ACEN network.
8. Advertise for, source, and screen candidates.
9. Consultancy and attendance during the interview process.
10. Obtaining candidate feedback regarding the process and experience.
11. Providing feedback to candidates.
12. Access to the growing ACEN database of active and passive job seekers.