Recruiting and hiring.
Amid an education staffing shortage, finding qualified tutors takes a strategy.
Given the national education staffing shortage, districts are finding it difficult to recruit almost every role. When the workforce isn’t consistent, students are adversely impacted. Most districts rely on teachers, volunteers, and students to their maintain tutoring program, which can be convenient—but not effective.
Teachers: Many teachers already wear multiple hats. Tutoring during a planning period or after school without appropriate compensation leads to burn-out.
Community Volunteers: While volunteering is honorable, if something comes up, they are likely to cancel.
Honor Students: Advanced students are great for helping with a quick problem before or after school, but they are not consistent or trained to tackle learning recovery.
Evidence shows that human connection directly impacts attendance, learning confidence, and ultimately achievement.
In order to effectively recruit tutors, you need to attract the right people—people who have valuable real-world experiences that can inspire students. With some training, a professional with a bachelor’s degree in math or engineering can tutor high school. A college student can tutor second or third grade subjects.
The people factor is the game-changer. As paid, consistent tutors, these trusted adults from the larger community uniquely bridge the academic gap for students. We look for tutors who are students champions—with attributes that build confidence.
Encourages students to think deeply
Helps students to understand mistakes
Teaches and models collaboration
Inspires excitement for learning
Fosters self-reliance and accountability
One of the best predictors for a program’s success is whether people want to show up for it. The best tutors are engaged so the students feel it’s a predictably warm, welcoming environment that they want to attend.
By using digital recruiting strategies, you can find the right tutors for your program.
Seek subject matter experts in targeted areas at grade level standards.
Look for cultural competence in understanding community demographics.
Use behavioral interview questions to evaluate soft skills and openness to professional development to improve their technique as a tutor.
Hire people who want to work consistently in exchange for an appropriate compensation package.
Safety is top of mind for every district, administrator, teacher, and parent.
Conduct behavioral interviews with situational questions to ensure the job is a good fit.
Verify work eligibility through the I-9 process.
Facilitate district- or state-required fingerprinting and criminal background checks.
Check name against the National Sex Offender Registry.
Onboarding, development, and support is key to engagement and success.
Train new hires on tutoring methodology and school policies before their first session.
Offer coaching via regular weekly check-ins.
Grow skills by offering ongoing professional development specific to K-12 education.
Use formative assessment and feedback forms to drive accountability.
Be available to provide payroll, HR, and timekeeping support.
