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A Publication of WorkMonger
and TrulyHired
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Job candidates are being much more selective about where they invest their time in the current landscape. Wondering how to find the most qualified, dedicated staff members to meet your business objectives? This article provides 12 tips to do so.
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OpEd/Conversation Starter
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HR plays a multifaceted role in shaping the educational experience, from talent management to compliance and cultural leadership. That being said, HR is often overlooked in education. The author of this article delves into the reason why this happens and the implications of this oversight.
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What WorkMonger is reading right now.
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For most organizations, creating and maintaining a diverse workforce is challenging. Unfortunately, once people of color (Black, Hispanic/Latine, or Native American) are hired, organizations fail to advance and retain these employees. To create a lasting impact, organizations must address the development, advancement, and retention of their underrepresented talent.
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Career Corner: Ask a Recruiter
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Why do I always pass first round interviews, but get rejected at the next round?
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You can expect an average of 2-4 interviews for any hiring process. I have heard from some job-seekers lately that they consistently pass phone screens - the traditional first interview in a process - but consistently get rejected after their second interviews. What’s the difference between interviews, and what might be behind this experience?
First, let’s talk about the difference between a phone screen and a final or next stage in an interview process. Depending on the size of the organization, the phone screen is typically conducted by a recruiter - either internal or external to the organization - not the hiring manager or other member of the hiring team. A phone screen is typically 30-45 minutes long, and a chance for the screener to quickly clarify a candidate’s experience, qualifications, and general capacity to perform the role and align with the organizational values. A second interview is more likely to be conducted by the hiring manager, and involve more technical questions, and address team culture and work style.
So, why might a candidate consistently pass step 1, but not step 2? While I obviously can’t speak for each person’s unique experience, it likely comes down to technical capacity to perform the role and alignment with the team culture and manager. In the phone screen, the recruiter has likely determined that the candidate is qualified and generally mission-aligned, and in interview two, the hiring manager is determining how qualified this candidate is compared to a larger pool of candidates, and whether or not they are most positioned to add value to the project, team, and organization.
If you find yourself relating to these job-seekers in question, here are some strategic next steps:
- When you’re finishing your phone screen, and given the chance to ask the recruiter questions about the role, consider questions like:
- “Can you tell me more about the kinds of projects I’d get to lead/participate in if hired?”
- “What is the culture like on this particular team?”
- “What are the strengths the hiring manager is looking for in a successful hire for this role?”
- Based on the insight gained (and the recruiter won’t necessarily be able to answer all your questions, but hopefully can share some feedback), take the time to prepare specific examples of times you’ve led similar projects and the ways you’ve demonstrated the strengths the hiring team is looking for.
- Practice crafting interview answers using the STAR format - describing the situation/task, the actions you took, and the end result. I had a recent client share that he likes to end his answers with the values he embodied throughout the particular situation, and he’s amended STAR to STAR-V (which I loved!).
Interviewing is hard work. Practice with someone you trust, and seek feedback when you can. Need support navigating your job search? Our team can help. Check out WorkMonger’s Career Coaching services to learn more.
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Create or Update Your JobSeeker Profile
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Tulsa Honor Academy is on a mission to equip all scholars with the academic skills, content knowledge, and ethical character required for college graduation and life success. THA is looking for its next Chief Operations Officer/Chief Financial Officer to lead THA’s day-to-day and long-term strategic operations. The COO/CFO is responsible for all operations oversight and for school operations excellence and, as such, leads a number of functions at Tulsa Honor Academy. Such functions may include, but are not limited to finance, accountability, emergency management, school operations, vendor management, enrollment, and facilities.
The ideal candidate has 5 years of experience at a school, district, or CMO with at least 3 years of experience related to operations. Charter school experience along with specific expertise in school finance and budgeting and accountability, are strongly preferred.
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Phalen Leadership Academies is a school turnaround operator that works to transform underperforming schools into high-quality schools that children need and deserve. PLA is looking for an experienced contract and compliance manager with direct experience managing federal grants to be their Development Manager. This person will manage the full annual cycle of government grants, including planning, budgeting, applications, amendments and reports; develop high-caliber proposals that position the organization effectively for competitive grants; work across functional areas to allocate resources based on student needs; develop strategic resources that support organizational growth.
The ideal candidate has 3+ years of relevant experience, including but not limited to:
- Proposal development, including grant and business proposals
- Grant budget development, preferably government grants in K-12 education
- Project management that involve navigating ambiguity, client relations and multiple moving variables
- Operational understanding of grant-writing basics
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The mission of Joule Growth Partners is to provide high-quality, responsive financial leadership and consulting for social sector organizations, helping them unlock the time, capacity, and resources they need to maximize their impact. JGP is seeking an ambitious Senior Financial Consultant to spearhead and bolster financial and operational services for their charter school clients in Washington State. As part of a small and growing organization, the consultant will lead two client engagements and support the team on a third. Responsibilities will include board and executive leadership support, accurate and timely financial analysis and forecasting, and financial and compliance reporting.
The ideal candidate has 3 – 4+ years (Senior Analyst) of experience in financial analysis and reporting OR in the accounting field. A degree in business, accounting, or finance is preferred.
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Breakthrough Public Schools' mission is to develop a growing network of distinctive school options that prepare Cleveland area students for success in life. Breakthrough is looking for an experienced professional in Special Education Compliance to be their new Manager, Student Services Compliance. The Manager of Student Services Compliance will respond to student needs through implementation and compliance with the Individual Education Plan (IEP) process. The incumbent will work in collaboration with the SS Department and school-based staff to coordinate, plan, and facilitate IEP meetings.
The ideal candidate has 3-5 years of experience as a Special Education Teacher or a Case Manager for Individualized Education Plans. This person also posses a valid Ohio Teaching License with Special Education endorsement OR plans to transfer a Special Education Teaching License from another state to Ohio.
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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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