Specific Features of Generations
In order to attract the top talent teachers, the employers should not be too focused on generations, although some specifications should be taken into account. Each generation has individual working style features that are important to implement in recruiting practice. A generation of traditionalists or veterans is born between 1922-1945. The teachers of this generation cover almost 10% of the workforce. These teachers possess an absolute company loyalty, since they hope to get retired at the same school they started their career. Baby Boomers, who were born between 1946-1964, cover nearly 44% of the workforce. These teachers are the ones who believe the work is the most significant value in their life. Gen Xers generations are those, who were born between 1965-1980. They cover almost 34% of the workforce and do not think only work defines the human life. Millennials or Gen X teachers are the youngest specialists born between 1981 and 2000. They cover nearly 12% of the workforce and are more likely to present devotion to the career and work specifications than to the employers.
Recruiting Strategies for Different Generations
Top talent teachers of Baby Boomers can normally work with the same school for years. These specialists need recognition and advancement in work most of all. They tend to favor a top-down management style, familiar with micro-manage, and able to work long hours (Chase, 2013). Baby Boomers are more likely to communicate in person than rely on technological tools. In order to make top talent Baby Boomers stay in school for years, it is important to provide strong ethic base at a workplace, support their good communication skills, and provide them with emotional maturity. These teachers value a good strategy for retirement. Older teachers can be considered the expert veterans for hard-to-staff schools. In the USA, there are more certified teachers than positions available for all of them. Thus, a maldistribution of qualified teachers exists throughout the states and districts (Darling-Hammond & Ducommun, 2016). As for older generations, top talent teachers are attracted and recruited according to the specific local programs, such as National Board Certified Teachers to high-need schools in California or Connecticut BEST program. The program implies paying a sufficient bonus over four years to Board Certified teachers. Among other programs on a local level, California’s Beginning Teacher Support and Assessment Program, Peer Assistance and Review Programs launched by different states help teacher attrition and contribute to adequate distribution of top talent teachers throughout the country.
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Recruiting Top Talent Teachers on Federal Level
Federal based programs contribute to a strong teaching, good infrastructure, and enhance the supply of certified teachers in the country. According to these programs, the teachers get training in high-need areas, including mathematics, physics, bilingual education, and special education. Federal grants for top talent teachers in the states and district should become a way to attract the specialists and the most experienced professionals in most needed schools. Today, it is believed that Gen Y teachers are most suited to become the professionals of tomorrow, because they are comfort with technologies and prefer innovative management approaches as well. Among the most effective strategies that can be implemented for top talent teachers’ recruiting, merit-based compensation, payment for higher education opportunities, job rotation into other departments, and opportunities for career advancement match the needs of Gen Y best (Behrstock & Clifford, 2009).
Besides, it is important to encourage teachers’ values and self-expression; provide them with appropriate training, mentoring, feedback, newest technological innovations; convey the impact of their work for the school; be honest and support ethical communication; and create customized career tracks, work advancements, and progress. Within these HR techniques and practices, managing multi-generational teams of top talent teachers would be easier and more efficient for the entire education on both local and federal levels.
- Behrstock, E., & Clifford M. (2009). Leading Gen Y Teachers: Emerging Strategies for School Leaders. Washington: National Comprehensive Center for Teacher Quality.
- Chase. (2013). Managing Talent in a Multi-Generational Workforce. New York: Chase.
- Darling-Hammond, L., & Ducommun, C.E. (2016). Recruiting and retaining Teachers: What Matters Most and What Can Government Do? The Forum for Education and Democracy. Retrieved from http://www.forumforeducation.org/
