Leadline on Education

Future-Proofing Education: The Case for Modern Administrative Tech in K-12 Schools

Empowering school districts and future-proofing education with a sprinkle of tech to create exclusive talent pools and tackle staffing shortages.


Future-proofing education is not just a choice but necessary for ensuring your district’s success. We’re not suggesting you turn your school into a Silicon Valley start-up, but a little tech-sprinkling here and there can do wonders. It’s not just about keeping up with the times; it’s about future-proofing education.

Tomorrow is Today’s Future—Time to Prep

Some of our future world leaders, CEOs, and managers of the upcoming generations are likely learning their ABCs as we speak. The impact of the education they receive from your school districts comes down to one factor: quality teachers. As we start 2024, many districts are now taking affirmative action to curb staffing shortages—and not just shortages in the classroom. How are our future generations getting to school? Who looks after them when they are sent to the nurse’s office? Is the playground maintained for when they head out to recess to play? Who is coaching these teens through their most impressionable years? The answer to these questions sits in the hands of your current HR team.

Let’s start with a stat from investors.com that should shake any recruiting specialist: 12,000 people will turn 65 every day in the next year. That’s about 4.4 million in 2024. And by 2030, all baby boomers—those born from 1946 through 1964—will be 65 or older. The ripple effects are already felt as more individuals retire from their longstanding tenure at the school district. Schools implementing outdated recruiting processes are already doing their future selves a disservice by not getting ahead of this today. It’s time for educational leaders to step up for their communities by modernizing their recruitment strategy.

Adapt Quickly

We get it—change can be scary, and the idea of overhauling your hiring process might make you break into a cold sweat. But let’s face it: the world is evolving, and if you don’t want to be left with a blackboard and chalk while the rest of the world Zooms ahead, you need to embrace technology in the hiring game.

In the fast-paced world of job seeking, patience is a virtue—until it’s not. According to the Greenhouse Candidate Experience Report 2022, more than 70% of job seekers throw in the towel if a job application takes longer than 15 minutes to complete. That’s right—you’ve got a window shorter than an episode of Friends to make a good impression.

Evolving Application Process

A candidate quitting due to a lengthy application process is the recruitment equivalent of a one-star Yelp review, and K-12 institutions can’t afford to be the dining establishment everyone avoids. The problem lies not in the lack of potential candidates but in the absence of interest sustained through the hiring process. Your dream hire might be just one click away from closing the tab and browsing TikTok.

One example of an outdated recruiting process is the single-form application: one set of questions every applicant must answer. While it might sound great in principle, it serves no value in your decision-making process. The point of recruitment is to find a good teacher, not just a compliant employee. For this reason, you should find out what a “good teacher” means to you and have a separate recruiting process for determining good teachers from bad teachers (and separate them entirely from your potential bus drivers).

We recognize the diversity of roles within the education sector, tailoring the hiring process to the specific needs of each position. Because let’s face it, a mathematics teacher and a groundskeeper don’t need the same set of questions and assessments. As amusing as it is to find out just how green a math teacher’s thumb is, it would be a waste of everyone’s time. By streamlining the process, Leadline helps schools cast a wider net, attracting a diverse talent pool without drowning in unnecessary paperwork.

There’s also another problem before the application process that also needs to be addressed: the job advertisement itself. According to Appcast’s Top Recruitment Trends 2022, 92% of job seekers drop out after clicking to learn more about a position. This means 9 out of 10 people who see a job advertisement aren’t compelled even to give the employer a chance. So, what’s the antidote to this alarming dropout rate?

Enter the era of engaging and informative content. Schools need to ensure that their job postings are not only attention-grabbing but also provide enough information to keep potential candidates intrigued. Not to mention that as the baby boomers exit, the generation entering has grown up in a world that only knows instant connection.

Embracing Technology to Woo Educators

It’s no secret that we live in a digital age, and the education sector should be no exception. From virtual classrooms to AI-driven educational tools, technology is reshaping the way we learn and teach. Why not leverage these advancements in the hiring process too?

Imagine a virtual tour of your school that prospective teachers can take from the comfort of their homes. Incorporate video interviews to get a glimpse of candidates’ personalities before they step foot in the classroom. Use AI to analyze resumes and match them with the specific requirements of each role. While this might sound futuristic or too complex for your organization, affordable tools that are simple to use can help you make this a reality in a matter of weeks (spoiler alert: Leadline is one of them).

Let’s address the elephant in the room—the looming teacher shortage. The clock is ticking, and schools that procrastinate in adapting to the changing hiring landscape might find themselves in dire straits. The shortage is not just a numbers game; it’s a quality game, too. With Leadline and other tech-driven solutions, schools can fill the gaps faster and ensure they are getting the right fit for each role.

So, for education decision-makers looking to move the needle, it’s time to ditch the outdated hiring processes and embrace the future. Quality teachers, bus drivers, office admins, tech support, you name it, are out there; you need to get better at attracting them. Don’t be the outdated flip phone in a world of smartphones—upgrade, adapt, and thrive.

Leadline is a recruiting technology software company helping school districts face staffing shortages and turnover issues. Our simple self-service software was built for HR teams to create district-exclusive talent pools using a modern candidate-sourcing approach.

Staff Photo: Reggie Wideman

Reginald Wideman
Sales Manager, Education

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