Description
Position at IDEA Public Schools

About Southern Louisiana
Baton Rouge is ranked in the top 100 on the U.S. News and World Report Best Places to Live Rankings. It is also home to IDEA Innovation and IDEA Bridge, the first IDEA Public School regions outside of the state of Texas. We are honored to pledge our passion and focus to the students of Baton Rouge and provide an educational experience that will end with college acceptance and matriculation.

While Baton Rouge is well known for its delicious cuisine and entertainment, it is also a nucleus for an abundant culture and history. We are ecstatic to enlist a cohort of strong individuals that will help support student's dreams to get to and through college.

IDEA New Orleans is set to open its doors in the fall of 2019 and will begin by offering kindergarten through 5th grade to 360 students. Home to world-class restaurants, and beautiful architecture - IDEA is ecstatic to enlist a cohort of strong individuals that will help support student's dreams to get to and through college.

In 2017, only 1 in 6 students graduated in the state of Louisiana graduated college-ready. Changing this statistic is part of the promise IDEA makes to current and incoming students. IDEA Southern Louisiana is part of the solution for sharing the endless possibilities in grade school, college, and beyond.

Role Mission:

The Talent Recruiter role for Southern Louisiana is critical to the region success with managing the full talent cycle. This position will operate 75% recruiter 25% talent partner in the fall of 2019 and transition to 60% recruiter 40% talent partner in the spring of 2020. In the fall, the talent recruiter is responsible for effectively executing primarily recruitment tasks. This person is tasked with building the brand awareness and building candidate and applicant pools ultimately resulting in a high-quality teacher pool for our hiring managers to select from. In the spring, the role shifts slightly to take on a staffing partnership with (2) hiring managers in an effort to provide direct support, guidance, and fill hiring needs for campus vacancies. The remaining time will be spent continuing to recruit for those vacancies with decreased quality and volume to ensure successful hiring by May 31 st , 2020. Members of the staffing team are engaging and enthusiastic ambassadors of IDEA, representing IDEA through external communication, hosting and attending events, and partnering with regional organizations. They rely on data analysis to drive their work in partnership with the regional and national staffing team to ensure that every vacancy at IDEA is filled with a high-quality candidate. Staffing members also serve as the "go-to" person for all talent needs at the campus level supporting principals and hiring managers around hiring, retention, and organizational health. They collaborate with principals and hiring teams to ensure that candidates at IDEA have a positive experience throughout the hiring process, and support existing talent on our campuses through transfer and promotion processes. This unique role is an opportunity to blend recruitment, selection, candidate and staff engagement, and retention and hiring all in an effort to secure and retain the best possible talent for our new and existing schools in the Southern Louisiana Region.

Accountabilities:

Meet target teacher application number forthe IDEAregion.

• Represent IDEA at career fairs and other events to attract large groups oftalent to IDEA.
• Leverage social media and other mechanisms for communication to attract and engage prospects.
• Strategically engage in individual outreach to ensure that top prospects become applicants.
• Hold events including meet and greets, coffee shop hours, school tours, etc.
• Leverage Jobvite to track and monitor prospects and ensure thatthey convert to applicants.
• Engage in at least 4 external events each month.
• Hold at least151:1 meetings each month with strong prospects.
• Create and maintain a calendar of recruitment events.
• Leverage other staffing team members as well as other stakeholders to attend events.

30% of individual teacher hires and t wo applications for every high-need teacher vacancy ( SpEd and secondary STEM) directly recruited

• Track and monitor all prospects regularly in Jobvite CRM
• Regularly update and add notes on prospect in Jobvite CRM
• Attend regional tactical to understand hiring needs of region
• Attend and host content-specific recruitment events
• Strategically engage in prospect meetings for individuals who are high-quality and individuals who qualify for high needs roles
• Track high-quality prospects to ensure quick conversion and timely movement throughout entire screening process
• Increase regular touch-points with high quality prospects and candidates for high need roles even after application is received
• Create meaningful partnerships with local organizations and schools that yield content-specific candidates
• Head hunt key prospects through Indeed, LinkedIn, TFA Beta Connect and other job boards

Meet 100% of internal referral goals.

• Partner with Talent Partners to set individual campus goals.
• Monitor overall progress for the region and communicate updates to the Regional Staffing Team.
• Work with the marketing team to create marketing materials for internal referrals.
• Develop incentives to drive internal referrals.
• Follow up on internal referrals to ensure that they convert to applicants so that 40% of referrals and recruited applications results in a hire

100% of leaders, teachers and co-teachers are hired by the first work calendar day for their role.

• Beginning in January, engage in bi-weekly check-ins with principals in recruiter portfolio to ensure a strong partnership and understanding of talent needs.
• Communicate progress toward hiring goals to principals, information on the candidate pool, etc.
• Review applications, video interviews, conduct phone interviews, etc. within 2 weeks of a candidate's application.
• Identify at least 2 high quality candidates for every vacancy at a school.
• Ensure that final interviews are conducted within one week of a candidate being sent to a school, and a decision is communicated to a candidate within 1 week of their interview.
• Partner with principals to ensure that they have a strong matriculation plan to ensure that 90% of offers are accepted.
• Identify challenging areas that prohibit hiring progress and problem solve with staffing team, regional leaders and hiring managers to create a plan of action.
  • Other indicators that support hiring timeliness:
    • 75% of mid-year vacancies are filled with the best quality within 2 weeks
    • 75% of applicants move from application to a final decision within 8 weeks
    • 95% of HQ/non-instructional roles hired by contract start dates

85% teacher retention; 80% Welcome to IDEA teacher retention

• Provide weekly retention updates and lists of potential leavers for regional/campus interventions through-out the year.
• Plan to complete pulse checks with 100% of new instructional hires by 11/5 and provide regional trends to regional team no later than 12/1
• Plan to conduct ongoing exit interviews with all leavers through-out the year; provide trends to regional teams on a monthly basis.
• Use pulse check and exit interview data to collaborate with regional teams to identify and prioritize roles, trends and campuses of concerns; create a plan to support the leader on that campus.
• Collaborate with HR, Leader development and Teacher Advancement teams to develop campus retention strategies and trainings.
• Monitor culture surveys and pulse check data; leverage this data to problem-solve and address gaps in culture that could affect retention.
• Support the execution of Talent Reviews on campuses and create a plan with the regional team/principals around retention risks.
• Partner with HR during the annual renewal process to track confirmed and end of year potential leavers in the spring.
• Aggressively monitor retention against the yearlong benchmark.

Live Values of IDEA

• Believes and is committed to our mission: that all students are capable of getting to and through college
• Is driven by outcomes and results, and wants to be held accountable for them
• Has a propensity for action, willing to make mistakes by doing in order to learn and improve quickly
• Thrives in an entrepreneurial, high-growth environment; is comfortable with ambiguity and change
• Seeks and responds well to feedback, which is shared often and freely across all levels of the organization
• Works through silos and forges strong cross-departmental relationships in order to achieve outcomes
• Embodies IDEA's core values

Supervisory Responsibilities:

• Manage, coach, and develop 2-3 university ambassadors across select Louisiana universities to ensure ambassador efforts result in
  • Increase brand awareness
  • Increased applicants from select universities
  • At least two hires directly recruited by campus ambassadors

Competencies, Knowledge, & Skills:

• Passion for IDEA Public Schools' mission and vision in Southern Louisiana
• Knowledge of the education talent landscape in Baton Rouge & New Orleans (preferred)
• Comfort engaging, addressing, and speaking to large and diverse ranges of candidates, managers, and staff through conversation, presentation or training
• Experience creating and refining presentations or trainings and/or leading training or delivering presentations professional development sessions
• Experience and confidence with data entry, tracking, and interpretation through excel or other similar programs
• Exceptional event planning and execution skills
• Detail orientation and strong organization skills
• Proactive self-starter who navigates work effectively independently and on a team
• Ability to produce high-quality results and work with minimal management and oversight
• Ability to work flexible hours, including evenings
• Ability to travelbetween all schools and regions across Texas and Louisiana (40% travel locally and across regions anticipated)

Qualifications:

• Education
  • Bachelor's Degree (required)
• Experience
  • 2+ years' experience in education based recruitment, selection, hiring or a similar field (strongly preferred)
• Past experience in education field as a teacher or educator (preferred)

Compensation:

• Salaries for this role typically fall between $47, 623 and $56,947 commensurate with relevant experience and qualifications. This role is also eligible for a performance bonus based on individual and organizational performance and goal attainment.

IDEA Public Schools does not discriminate on the basis of race, color, national origin, age, sex or disability, in admission or access to, or treatment of employment in its programs and activities. Any person having inquiries concerning the organization's compliance with the regulations implementing Title VI of Civil Rights Act of 1964 (Title VI), Section 504 of the Rehabilitation Act of 1973 (Section 504), or Title II of the Americans with Disabilities Act of 1990 (ADA), may contact IDEA Human Resources at (956) 377-8000.