Recruit Like a Pro: 5 Basic Tips for Ohio Educators
In today’s competitive talent landscape, hiring the right educators isn’t just about filling positions—it’s about delivering an experience that attracts and retains top talent.
“Whether you’re new to human capital or fine-tuning your strategy, a strong recruitment foundation begins with seeing the process through the candidate’s eyes,” said Ohio Human Capital Resource Center presenter Dr. Kate Heynoski.
Here are five essential tips from the Ohio Human Capital Resource Center’s session, Building a Strong Talent Foundation: Essential Recruitment Strategies, to help you recruit like a pro:
1. Walk Through Your Process Like a Candidate
The candidate experience is the sum of all interactions across time with an organization throughout the candidate journey. That means everything—from reading a job post to navigating your application portal—contributes to how job seekers feel about your school or district. And it matters—a lot.
➡️ Tip: Apply for a job in your own system to spot confusing or impersonal steps. A smooth, human-centered process is key to keeping great candidates engaged.
2. Know Who You're Looking For
Before writing a job post, define your ideal candidate. Creating a candidate profile helps you clarify the minimum and preferred qualifications, the traits that lead to success in the role, and where your candidates are likely to be found.
➡️ Tip: Build a candidate profile for each position. For instance, a lead teacher may be found through educator pipelines, while food service roles may be better filled through local outreach.
3. Craft Job Postings That Stand Out
Think of your job posting as your district’s first handshake—and first impressions matter. A vague, jargon-filled listing won’t spark interest. Done right, a job post is more than a description—it’s an invitation. It should be compelling, clear, and engaging. The Job Posting Guide recommends treating postings like advertisements: designed to catch attention, spark curiosity, and motivate action.
➡️ Tip: Use language that works for real people—not just HR teams. Include the essentials:
A clear, searchable job title (e.g., “4th Grade Teacher” instead of “Instructional Facilitator III”)
Key responsibilities in straightforward terms
A breakdown of minimum and preferred qualifications
Pay range or salary information
A timeline with next steps, so candidates know what to expect
4. Communicate Clearly and Consistently
Nothing turns off a candidate faster than silence. When communication is vague, delayed, or nonexistent, even the most enthusiastic applicant can quickly lose interest—or worse, accept another offer. In today’s fast-moving job market, candidates expect timely updates, transparency, and professionalism at every stage.
➡️ Tip: Don’t ghost your candidates—engage them. Set the tone early by outlining key timelines and next steps directly in your job posting. Then, follow through:
Send a confirmation email when applications are received
Keep candidates updated throughout the process, especially if there are delays
Share interview expectations in advance so they feel prepared and respected
Close the loop with a decision, even if it’s a “no”—candidates deserve closure
5. Respect the Candidate’s Time
Your application process says a lot about your organization. If it’s clunky, repetitive, or overly demanding, top-tier candidates may walk away before they ever hit “submit.” In fact, 60 percent of job seekers abandon applications halfway through if the process is too long or frustrating. That means your best-fit educator could be lost to a few unnecessary clicks.
Put yourself in their shoes: Would you complete your own application without hesitation? If the answer is no, it’s time for a redesign. A faster, friendlier experience can mean the difference between an accepted offer and a missed opportunity.
➡️ Tip: Streamline your process to show candidates their time is valued:
Cut out duplicate fields and redundant steps
Hold off on requesting references until after the first interview
Ensure the entire application is mobile-friendly
Eliminate login barriers and simplify document uploads
Learn More
Recruitment isn’t just a process—it’s your district’s first impression. By creating a candidate-centered experience, you build trust, improve hiring outcomes, and position your school as an employer of choice.
Explore free resources from the Ohio Human Capital Resource Center, including:
