Recruitment Update June 2022
The CES HR recruitment team has been working to promote and recruit a diverse workforce for a variety of open positions across the agency.
During May 12 – June 29, 2022, the HR team conducted screening with 171 candidates for positions with CES. CES attended the DIVERSITY in Ed Virtual Recruitment Fair, speaking with 35 candidates at our virtual booth and 86 candidates at the DESE & Mass Hire Education Virtual Job Fair.
This month, we are wrapping up our summer hiring for DYS summer school teaching positions, Migrant Education summer programs and After School/ 21st Century Learning.
A total of 12 new employees were selected for MEP summer positions. Average time to fill was 36-47 days, with 36 total candidates in the applicant pools. 14 self-identified as diverse candidates through our voluntary and confidential EOE questionnaire.
DYS recruited for multiple summer school positions throughout the state. We received 80 applications. EEO data reports 10% diverse candidates.
A total of 56 After School staff were hired during the month of May and June. The average time to hire was 8 to 20 days with two weeks to onboard and complete required new hire paperwork and background checks.
During May 12, 2022 – June 29, CES received 143 applicants through our Frontline Applicant Tracking system. CES manages external recruitment platforms, including School Spring, Top Educator, K-12jobs, Indeed, Zip Recruiter, Diversity.jobs and other National Associations and job boards. Candidates are able to apply on these platforms directly, or connect with HR for assistance with applying through CES applicant tracking platform.
Frontline Applicant Tracking EEO Reporting (May 12 – June 29, 2022) demonstrates an increase in applicant diversity across all open positions.
(Image coming soon.)
Current recruitment projects include:
- Creating a Hiring Manager training to support managers with recruiting and retention needs.
- Collaborating with the Marketing department to create a career progression infographic to use for our recruitment and retention purposes.
- Targeted outreach to colleges and universities in our region to build and strengthen our partnerships.
- Exploring radio job advertisements and bus advertisement for targeted recruiting
- Partnering with DYS Pipeline to and through Licensure
CES is excited to offer candidates for DYS educator positions the opportunity to enroll in the DYS Pipeline to and through Licensure (PttL) program. This program will support teachers currently working under waivers, Emergency licenses and Provisional licenses to complete an Initial Teacher Licensure Program at significantly reduced costs. Learn More!
Recruitment Update May 2022
Recruitment Update:
Although several positions remain open, we have made significant progress toward recruiting quality candidates for our open opportunities as well as our anticipated openings in the Summer and Fall.
In the period from April 1 to May 9th, the HR recruiting team conducted screening with 62 candidates for positions with the Collaborative. We also attended two Job Fairs this month and made good contacts with potential candidates for our current and anticipated openings. The two job fairs were sponsored by MassHire (Franklin and Hampshire Country) and Charter and Independent Schools Diversity in Education.
This month, we began recruiting for our anticipated summer school teaching positions with an eye toward recruiting candidates who would be interested in teaching for us in the new school year as full time teachers or substitutes. Candidate screening continues and referrals of those have been referred to the Regional Education Coordinators for interviews. The department and hiring managers have also been recruiting for next school year for those positions currently held by retiring teachers.
New Hire Onboarding/Offboarding:
A total of 12 new employees were hired during this report period. April 1- May 10, 2022. Including processing 75 criminal background checks for new hires and volunteers. .
A total of 2 employees separated from employment and received support with benefit transition including COBRA.
A total of 25 jobs were posted on the CES website and across various external job boards.
During the month of April 1, 2022 – May 11, 2022 CES received 91 applicants for open positions.
EEO Reporting is outlined below and demonstrates an increase in applicant diversity.
Recruitment Update March 2022
Recruiting to fill existing vacancies has stepped up in the past three months. Since December 1st, 2021, recruiters have screened over 130 candidates for our open positions in DYS, SEIS, HEC Academy and other programs and grants within CES. In the past month, over 30 hours has been spent screening and interviewing 39 candidates and over 160 hours has been spent reviewing applications, posting new and updated positions and coordinating with hiring managers.
CES is participating in the DESE/TNTP Teacher Diversity Recruitment learning community cohort. (PLC). Members include: Suzanne M. Judson-Whitehouse, Director of Educator Licensure and Credentialing; Jill Robinson, Associate Director of Operations, SEIS; Debbie Rivera, Associate Director of Education and Transition Services, DYS; Rich Condon, Teacher/Mentor Recruiter; and Cheryl Rogers, Director of Human Resources
The cohort started Thursday, November 18th and will end in June 2022. The group is following, “Promising Recruitment, Selection, and Retention Strategies for a Diverse Massachusetts Teacher Workforce” Guidebook which can be found at https://www.doe.mass.edu/csi/diverse-workforce/guidebook.html.
Recruitment Update October 2021
During this report period, CES posted 49 job opportunities across the Commonwealth. We are excited to welcome 7 new educators to the workforce and 29 activity leaders and professionals for CES After School/21st Century Learning program. The program is back to an in-person learning model and is providing homework support and academic enrichment activities. We have candidates close to the end of the hiring process and anticipate welcoming more educators, specialists and coordinators to CES soon.
Our hiring activity on School Spring and Indeed increased with additional applications and continued increase in impressions from prospective candidates. CES continues to receive exposure through our Diversity postings. We automatically post to the following job boards: Handshake, School Spring, K-12 Job Spot, Jobs in the Valley, Human Service Forum, DET Job Quest, DiversityJobs.com, Africanamericanhires.com, Allhispanicjobs.com, Alllgbtjobs.com, Asianhires.com, Disabilityjobs.net, Latinojobs.org, Veteranjobs.net, and Wehirewomen.com.
CES applicants are referred through a variety of sources: 7% social media, 43% commercial job recruitment boards, 1% job fairs/local sources, 15% word of mouth, 34% other avenues.
CES EEO Report All Applicants (109 applicants) 9/1/2021 – 11/1/2021
| GenderChose No Response 21.8%Female 7770.6%Male 2926.6%NonBinary Gender 10.9% | Race/EthnicityAsian or Pacific Islander 43.7%Black/African-American 1311.9%Chose No Response 87.3%Hispanic 98.3%Two or more races 21.8%White 7367% |
Recruitment Update September 2021
EOE Data Applicant Tracking: August 1, 2021 – September 15, 2021
All Applicants (123 applicants)
| GenderChose No Response 54.1%Did Not Respond 10.8%Female 6956.1%Male 4435.8%Non Binary Gender 43.3% | Race/EthnicityAsian or Pacific Islander 32.4%Black/African-American 118.9%Chose No Response 97.3%Did Not Respond 10.8%Hispanic 64.9%White 9375.6% |
| Human Resources Recruitment and Retention ReportTwo year comparison 2020 – 2021 | Total (6/15/-9/15/20 | Total (6/15-9/15/21) | % Change |
| NEW HIRES | |||
| DYS/SEIS Workforce | 21 | 36 | 71% |
| Noncontract Workforce | 17 | 40 | 135% |
| Total | 38 | 76 | |
| SEPARATIONS | |||
| DYS/SEIS Workforce | 11 | 35 | 218% |
| Noncontract Workforce | 5 | 13 | 160% |
| Total | 16 | 48 |
Reasons for departures noted during exit interview:
- COVID exposure risk
- Retirement
- Unable to return to in person education
- New job with different work hours, flexibility, increased compensation or enhanced benefits
- Secured remote work opportunities
- Leaving education field
- Health or disability related
- Reduction in workforce and nonrenewal of contract
Recruitment Update August 2021
Since our July recruitment report, 16 new positions have been posted. During this time, 84 people applied for our positions through applicant tracking, with the composition of applicants as follows: 51.2% female, 39.3% male, 3.6% NonBinary, and 6% no response. As to race/ethnicity, this month’s applicants were 73.8% white, 16.7% non-white and 9.5% no response.
Our hiring activity on Indeed increased with a 24% increase in impressions from prospective candidates. We continue to get a lot of exposure through our Diversity postings. We automatically post to the following job boards: DiversityJobs.com, Africanamericanhires.com, Allhispanicjobs.com, Alllgbtjobs.com, Asianhires.com, Disabilityjobs.net, Latinojobs.org, Veteranjobs.net, and Wehirewomen.com. Our postings were viewed 449 times from July 28th – August 24, 2021.
We are excited to welcome 12 new educators for the Fall! We have candidates close to the end of the hiring process and anticipate welcoming more educators to CES soon.
Recruitment update: June and July
HR is busy recruiting and hiring. 23 new positions have been posted! Since our last report, 116 persons applied for our positions through applicant tracking, the composition of applicants is as follows: 56.9% female, 32.8% male, 2.6% NonBinary, and 7.8% no response. As to race/ethnicity, this month’s applicants were 67.2% white, 22.4% non-white and 10.4% no response.
Our hiring activity on Indeed decreased, our postings saw a 16% decrease in impressions. We continue to get a lot of exposure through our Diversity Jobs as our postings were viewed by a total of 772 potential applicants from June 17 – present.
We participated in the Education Week Top School Jobs Career Fair, and MassHires Career Fair and hope our new connections may lead to possible hires.
Recruitment Update, May 2021
14 new positions were posted during the last month. Since our last report, 83 persons applied for positions through CES’ applicant tracking system, and the composition of applicants is as follows: 62.7% female, 28.9% male, 1.9% NonBinary, 7.2% no response and 1.2% non binary. As to race/ethnicity, this months applicants were 67.5% white, 26.4% non-white and 6% no response.
We continue to get a lot of exposure through our Diversity postings. We automatically post to the following job boards: DiversityJobs.com, Africanamericanhires.com, Allhispanicjobs.com, Alllgbtjobs.com, Asianhires.com, Disabilityjobs.net, Latinojobs.org, Veteranjobs.net, and Wehirewomen.com and which were viewed by a total of 436 potential applicants from May 22 – present.
Our hiring activity on Indeed increased slightly, our postings saw a 38% increase in impressions (the engagement with content, in this case with job postings/reviewing the ad).
Summer School is right around the corner for DYS and HEC Academy. We are pleased to say that this year’s DYS summer school, to date, has resulted in an 85% increase in applicants. In 2020 we had 26 applicants and thus far this year, we’ve had 48! These candidates included 7% more males as well as 7% more non-white applicants.
To date, our passive applicant outreach to fill our SEIS openings has resulted in the referral of 12 qualified applicants to SEIS Coordinators.
Our first internal job fair took place in early June – we conducted 8 informal interviews, 4 candidates were deemed well qualified, and presented to SEIS coordinators – hiring for next year is looking good!
The social media campaigns designed to attract candidates have begun! Communications reported that over the course of the first 2 weeks of our campaigns, we reached 42,218 people and received 394 click-throughs to the Careers page of our website. We are truly grateful for the support of Ashely Barton. Ashley has been instrumental in making this happen – we couldn’t have done it without her!
Finally, we’re looking forward to the Teachers of Color Job Fair on July 8th and sharing video testimonials, done by CES employees with a variety of audiences. CES staff love their work and are willing to enthusiastically tell others what a great place CES is to work, learn and grow professionally! We’ve been reaching out to educators, and quite a few have volunteered to support this project. Our plan is to showcase finished products on our web-site and via social media. We will also be using these testimonials to enhance our presence at job fairs and plan on sharing them with our college partners for passing along to students.
Recruitment Update, April 2021
Recruiting and Hiring is in full swing and we are making significant progress with our goals to diversify candidate pools. This year (January to present) 259 applicants applied for CES positions through our Applicant Tracking System, and 26% of those applicants were non-white (Asian or Pacific Islander, Black/African-American, Two or more races or Hispanic). During the same time frame last year, we received 51 applicants and 15.8% were non-white. This means that the diversity of our applicants has increased by 10.2% and the number of applicants by over 400%. Applicants for CES’ positions continue to be predominantly female. In 2021, 64.9% were female and in 2020 70.6% were female.
The number of applicants has been steadily on the rise this year. During January and February, 44 applicants applied for our positions each month. During March that increased to 89, and thus far, in April we have 72 applicants. If the trend continues, we should meet or exceed the number of applicants received in the prior month.
Indeed continues to be one of our top job boards. April saw a 162% increase in impressions (the engagement with content, in this case with job postings/reviewing the ad) rising from 7,112 to 11,714. Clicks onto our jobs have also greatly increased – by an astounding 252%, and this means that our positions are so inviting/interesting to job board users, that they are compelled to learn more, thus they “click” onto the ad in order to more closely consider the opportunity.
Our presence at job fairs is strong and we have met with many bright stars this year which will undoubtedly add to the CES educator pipeline in the years to come. This year CES has participated in 9 job fairs (MassHires 1/27, EdWeek 1/28, Anna Maria College 2/23, Boston College 2/26, MCLA 3/25, Diversity in Ed 4/14, Umass College of Education 4/21 and MERC (MA Education Recruiting Consortium) 4/22. DYS’s Debbie Rivera (one of DYS’ newest leaders/ the Associate Director of Education and Transition Services) joined us during the UMass College of Education Fair. CES was one of 12 districts participating, and according to the event coordinator, our booth received a great amount of interest. Debbie and Cyndi met with 6 eager applicants, all of whom noted they were attracted to CES because of its commitment to Social Justice and Equity.
In other recruiting news, HR has started building a relationship with the University of Puerto Rico. The Career Placement office has graciously provided us with 11 promising ESL applicants. DYS’ Sonia Febres is working closely with our new university contact.
We’re also partnering with our Business Development/Communications team and are beginning a robust social media campaign which will focus on teacher recruitment through the end of the school year. We are thrilled to be working with Ashely Barton on these efforts which will uplift and promote employment opportunities for teaching via a variety of social media platforms including Facebook, LinkedIn and Twitter.
We’ll keep you all posted on the exciting work that our recruiting and hiring staff is steadily advancing.