The Future of Work in K-12 Education

The Future of Work in K-12 EducationEducation underwent a tremendous pivot to digital learning in an extremely short period. As schools have returned to in-person learning, many schools kept portions of digital remote learning. As a result, hiring teachers with digital fluency and proper digital hygiene habits should continue to be a top priority.Public pressure for schools to expand DEI hiring initiatives and DEI training across schools has never been higher. This begs the question: what does the future of hiring in education look like with heightened digital learning and increased pressure to hire the “right” candidates?

The future of work in education will invest in behavioral integrity

The shift to digital learning required teachers and staff to adapt to remote conditions, inevitably teaching from personal space and further blurring the lines between professional and private lives. The shift required digital hygiene practices for teachers who may be used to more traditional boundaries. Hiring objectives in the future for instructors, should schools continue incorporating more elements of technology as well as part-time digital learning, should continue to include rigorous care for online engagement over video chat tools and social media.Recent years have seen a rise in the implementation of training programs that include sensitivity training, anti-bias, and anti-racism training. This demonstrates a change in emphasis from pedagogical performance to behavior. A candidate may be highly qualified and desperately needed, but how are they performing their duties? To sustain a steady increase in diversity and inclusion hires, schools must consider creating ideal conditions for those hires to stay. This involves not only hiring teachers who will create a positive, inclusive working environment for a diverse range of hires but ensuring that all administrators and support staff are working to create the best possible environment.On top of that, increased scrutiny of public education means schools cannot afford to hire teachers, which will pose a risk of controversy. Public relations controversies such as this teacher who was fired for a racist Facebook post or this school board member who was asked to resign after following an offensive social media post mar the reputation of an institution and pose a risk of losing donors, prospective students, and other income streams.The demands of modern hiring in education require just as much behavioral integrity as performance ethics. The trouble is, from a hiring perspective, how can school boards ensure the consistency of a candidate’s character?

Screening can help navigate change

One of the most straightforward metrics of a candidate’s character is their behavior, and behavior is best measured through a track record. Personal and professional references may not give the most transparent picture of a candidate, and everyday behavior doesn’t appear on a criminal background check. Another solution is needed. Fortunately, social media screening has emerged as a viable supplement to hiring practices interested in more closely honing in on a candidate’s character. As more and more public life moves into the digital sphere, social media reports have become a valuable tool for higher education institutions to more closely grasp candidate behavior, specifically potentially problematic business-related behavior like intolerance, violence, and sexually explicit material. As the premiere social media screening service, Social Intelligence partners directly with educational boards and other screening agencies to create an efficient, comprehensive battery of screening tools to better serve the needs of hundreds of schools across the country.As school districts negotiate the future of public education, Social Intelligence is proud to provide them with tangible, achievable structural changes that will have lasting effects on future generations of teachers and students.

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