You are receiving this email because you either created a WorkTogether Talent Consulting (formerly WorkMonger) Career Platform Account,
applied to a job opening at one of our client organizations, or registered directly to receive Leaders in Education.
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A Publication of WorkTogether Talent Consulting (formerly WorkMonger)
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Whether you are an organization looking for a new hire, or a job seeker who's not getting any callbacks, the tips in this article can help get you through the door as a candidate, and get the right applicants through your door as an organization looking to hire.
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OpEd/Conversation Starter
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Making the move to senior leadership is a significant life step and certainly takes preparation. In this article, the author shared a few things she would consider in order to best prepare someone to become a competitive Principal candidate.
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What WorkTogether is reading right now.
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Venturing into the job market for the first time (or the first time in a while) and unsure of current best practices? Familiarizing yourself with frequent errors that typically derail a job candidate’s prospects can help you refine your approach to your job search, avoid pitfalls, make a positive impression and land your dream job.
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Career Corner: Ask a Recruiter
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How to turn down a job offer or withdraw from a hiring process without burning bridges with that employer.
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You don’t need to accept every job you’re offered or complete every interview process you start, even if you’re a fan of that employer. How you communicate (or fail to communicate) your desire to decline or withdraw can have an impact on your candidacy in future job searches. Here are some tips:
- I would encourage you to share if you’re interviewing with more than one employer at the beginning of your process. Recruiters and hiring managers expect candidates to have multiple options, and may even accelerate a process if they know you need to move quickly.
- If you decide to bow out of a process - perhaps you’ve decided to stay in your current role, accept another process, not relocate, or realize this particular position is a bad fit - share that right away as opposed to staying in a process for a role which you have no desire to accept. And when I say right away, I mean as soon as you decide - not 5 minutes before your next interview is about to begin and a recruiter or entire hiring team planned their work day around your conversation. As someone who has been on the receiving end of many last minute cancellations, it just stinks and means someone else who was actually very interested (and qualified) didn’t get to interview at that time!
- You can communicate your decision to withdraw or decline via email (especially if early in the process) or a phone call (depending on your relationship with the hiring team and stage in the process).
- Share quick rationale (i.e. “after careful consideration, I’ve decided to stay in my current role” or “having had a chance to discuss the role at length during our previous call, I realized it’s not a solid match for my skills, interests, scope of work, etc…..”). Thank them for their time and share your hope that you can explore opportunities in the future should timing work out and/or aligned positions get posted. Express the kinds of roles which speak to you and reiterate what excites you about the employer as a whole.
- If you’re not already connected with the recruiter and members of the hiring team that you met in the process, send them connection requests on LinkedIn. Let them know you enjoyed meeting them in the process and that you’d love to stay connected.
Declining an opportunity or withdrawing a process won’t place you on a future “do not interview” list, but no-showing interviews or consistently starting processes and withdrawing will give an employer pause about investing time and resources on you again.
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Create or Update Your JobSeeker Profile
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KIPP Capital Region is a network of 7 schools that is a part of a national network of high-performing public Charter Schools committed to creating joyful, academically excellent, and prepared students with the skills, ability, and confidence to pursue their paths to college, career, and beyond. KIPP, Capital Region is looking for a talent acquisition senior leader to be their Chief People Officer (CPO) in Albany/Troy, NY. As a member of the Executive Leadership Team and reporting directly to the CEO, the CPO will play a key role in developing and leading KIPP Capital Region's Talent and People Team.
The ideal candidate has 10+ years of relevant professional experiences in talent acquisition and HR. This person also has 5+ years in a leadership role preferably within a K-12, non-profit, and/or mission-driven work.
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Laureate Academy is a K-8, single site charter that serves 500 students in Jefferson Parish. Preparing each student with the academic skills and strength of character necessary for school and life success, Laureate Academy educates students for rigorous high schools, competitive colleges, and professional careers. Laureate Academy seeks an experienced and knowledgeable leader for their 3rd-8th grade Dean of Instruction, Math & Science. This person will coach and support a cohort of 3rd-8th grade Math & STEM teachers, and play an integral role supporting the achievement of their scholars.
The ideal candidate has 4+ years of successful, full-time teaching experience in education, with 2+ years of coaching and leading adults, in a formal or informal setting. Valid Louisiana credentials for Level I or Level II Teaching credential, required.
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Laureate Academy Charter School is looking for an experienced Operations leader to be their new Director of Operations. The Director of Operations serves as second-in-command at Laureate, and is responsible for owning and driving the overall operations function. They will set and achieve their ambitious vision with a high degree of autonomy, and pursue it by any means necessary.
The ideal candidate has 4+ years of operations experience, with K-12 campus-based operations experience, highly preferred. 2+ years of management experience, required.
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The National Board for Professional Teaching Standards is a nonprofit organization on a mission to advance the quality of teaching and learning in order to improve student learning and outcomes, elevate the teaching profession, and build a diverse and accomplished teaching profession. The National Board is seeking a new member to join their dynamic team as the Vice President of People, Strategy, and Finance. Reporting directly to the Chief Operating Officer, the VP, People, Strategy, and Finance will be responsible for providing strategic leadership and oversight of the National Board’s key human resource functions including people and culture, organizational learning, and operations. Additionally, the VP will drive and support a sustainable financial trajectory for the organization and direct a team to design and deliver the financial processes and systems needed to support the organization’s growth, while collaborating closely with the Senior Leadership Team to align activities with our strategic goals.
The ideal candidate has 10+ years of strategic operations, people, and / or financial leadership in a medium sized organization, nonprofit preferred.
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TrulyHired is a quick, easy, and tailored job board that specializes in providing JobSeekers with educational equity roles at impact-driven education organizations. Here are a few of the amazing jobs we have available. Check them out and apply if you're interested!
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You are receiving this email because you either created a WorkTogether Talent Consulting (formerly WorkMonger) Career Platform Account, applied to a job opening at one of our client organizations, or registered directly to receive Leaders in Education.
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