Oregon Special Education R&R Project - Recruitment Briefing June 2007

In 2002, and again in 2007, in an effort to identify effective recruitment and retention strategies, the Oregon Special Education Recruitment and Retention Project surveyed newly hired (in their first or second year) special educators regarding their recent job-seeking experience. We received over 300 completed surveys from individuals throughout Oregon. During the coming months we will use this space to share and explore the successful recruitment strategies that emerged from this study.

Over half (52.4%) of those surveyed reported finding their current job online through an agency website, a job clearinghouse, or other website. This is especially true when recruiting from out of state, over 60% of experienced special educators from outside Oregon found their job online. Additionally, results indicated that advertising online was an equally effective strategy for agencies regardless of size or geographic location.

Some tips for using your agency website to recruit candidates include: post openings in an easily visible location; design and post a downloadable document to promote your program/district, community/state; provide links to local sites that promote your community; offer an easy way for candidates to make inquiries and/or submit resumes.

Additionally, post job openings on the Oregon Special Education JOBS Clearinghouse, on websites of relevant professional associations, and with the career/placement offices at colleges and universities.

Taking advantage of informal or formal networks of colleagues, friends, and family members is an advertising strategy that should not be overlooked. Results of this study revealed that word of mouth was the second (33%) most commonly cited way respondents found their current job. Letting staff know there are openings and having them pass this information on to their personal and professional networks is an effective and free method of advertising.

Approximately 18% of the special educators prepared in Oregon reported that they found their job through their student teaching/practicum experience. Those districts in proximity to preparation programs may benefit from serving as a student teaching or practicum setting for pre-service special educators. Proactively contacting preparation programs to discuss such relationships may be a worthwhile task. Additionally, with the expansion of distance education programs there may be more opportunity to place pre-service special educators in more distant sites.

Surprisingly, a significant number of respondents reported that they simply walked into the district office and asked whether they had any job openings. Agencies should take advantage of this situation by having a process in place to effectively respond to these potential job seekers. The process might include have a packet of information prepared that includes contact information for those responsible for hiring and any other relevant information for job applicants.