Technology Blazes a Path for Hiring in a National Teacher Shortage

Finding and hiring quality teachers remains a high priority as schools and districts recover from the effects of the pandemic. In fact, “Teacher Recruitment” topped the list of priorities for HR leaders in our 2022 PowerSchool K-12 Talent Index: Education Research Report.  

While hard data on the magnitude of the ongoing teacher shortage can be difficult to source, K-12 HR professionals consistently report hiring and retention challenges in our annual Talent Index reports. However, new data analysis is starting to come in.

The national teacher shortage: What’s the data say? 

An Annenberg Institute research report published in August 2022 estimates there are at least 36,000 vacant K-12 teaching positions as of August 2022, with at least 163,000 positions currently held by underqualified teachers. The National Center for Education Statistics reported in March of 2022 that nearly half (44%) of public schools reported teaching vacancies. Of those reporting vacancies, 61% attributed increased teaching and non-teaching vacancies to the COVID-19 pandemic.  

By all indications, the teacher shortage isn’t letting up. Districts continue to feel the effects of a shortage that began long before the global pandemic, and it’s clear the disruptions of the last few years haven’t helped. K-12 HR teams need to find, hire, and retain more educators to keep pace because students rely on quality teachers to help them reach their learning goals—especially during the disruptive times we’re experiencing.

Hiring and onboarding faster can help 

Our 2022 PowerSchool TalentIndex K-12 Research Report looked at talent management practices of high-performing districts in relation to others. While 60% of districts reported that it takes more than a month to fill an open position, the majority of high performers fill positions in less than a month 30 days. In fact, once prospects accept a position, 77% of high-performing districts report onboarding them in 5 days or less.  

Moving faster than the competition can give districts a significant advantage over competing employers, especially when up against larger, higher-paying K-12 districts nearby. Moving the hiring process online and automating communications can help schools and districts recruit, hire, and onboard faster. By shifting much of the administrative burden onto an efficient, integrated system, applicants can move through the process without unnecessary delays, and K-12 HR staff members can focus more time and effort on optimizing recruiting efforts and connecting with top teaching candidates. Sending offers before competing districts get the chance can mean the difference between filling critical teaching roles and missing out on another excellent candidate.  

One district using technology to streamline hiring and onboarding is Boerne ISD in Texas. They began shifting processes online even before the pandemic began, citing the benefits of simplifying applications, easing the administrative burden on staff, and creating a convenient onboarding experience new teachers can complete from home. 

Case Study: See how Boerne ISD in Texas saved thousands with online hiring and onboarding

Focusing teacher recruitment on quality in a competitive environment 

With teachers and substitutes in high demand, competition remains high in the labor market. Speedy, simplified digital processes enable you to find, screen, and advance candidates toward a hiring decision before other potential employers get the chance. 

Of course, getting talented and qualified educators to apply in the first place is critical. Here are a few tips for appealing to quality teachers: 

• Offer an easy online application and interview process 
• Automate applicant tracking and communications to keep them in the loop about their application status 
• Use technology to simplify recruiting and hiring during the pandemic, showing candidates you’re a forward-thinking school or district willing to invest in the tools needed to help everyone succeed 

The convenience and flexibility of remote work have become the norm across many professions—even teaching when it comes to completing professional development and administrative processes. Though it arose out of necessity, the ability to complete work tasks remotely has become an expectation for many. When candidates experience an easy application process, followed by timely communication and a paperless experience, they’ll know they’ve applied to join a future-ready team. 

Talent products from PowerSchool give you an end-to-end solution like the one used by Boerne ISD to simplify hiring and onboarding.  

• Reach more qualified applicants with PowerSchool SchoolSpring Job Board 
• Simplify applications and automate communications with PowerSchool Applicant Tracking 
• Identify top teaching candidates fast with PowerSchool Candidate Assessment 
• Offer convenient, fast online onboarding with PowerSchool Employee Records 

Tackling the national teacher shortage with technology to keep students learning 

The teacher shortage continues, and uncertainties remain ahead. While in-person operations have returned for teachers and students, recruiting and hiring practices have evolved. Paper-based processes and in-person onboarding have been left behind. Schools need quality teachers and they need to hire them fast. A shortage of qualified teachers and a tight labor market make that a real challenge. But schools and districts can shift the odds in their favor. Technology to recruit, hire and onboard educators helps schools fill vacancies and move ahead of competitors when hiring during a teacher shortage.