Talent Talks

EdFuel’s blog on all things talent.

A Guide to 3 Virtual Hiring Event Types
Kelly Gleischman
May 28, 2020

Many of you have expressed questions about moving your recruitment and hiring events to a virtual setting. Our Managing Partner, Kelly Gleischman, partnered with Nimble to put together some quick tips for three different types of virtual recruitment and hiring events that you may want to consider as you continue your work to attract a high-quality, diverse staff. Check out her blog and let us know how you are managing these types of events for your own organization!

As always, if you are looking for resources on virtual talent management practices check out our website for tools and links to prior webinars. Our goal is to continue supporting the sector with open-source materials, so please let us know if you have suggestions or thoughts on how we can best serve you.

Thank you so much for your continued support of our work. We deeply appreciate it!

EdFuel’s Guidance on Virtual Sourcing and Hiring
Kerri-Ann Nesbeth & Mary Mason Boaz
April 6, 2020

Even before COVID-19, teacher recruitment and hiring were a daunting challenge for schools and organizations seeking to hire diverse, high-quality talent and for candidates looking to find the right position. In the current climate, schools and organizations are now needing to make all recruitment and hiring efforts virtual.

We’ve heard from many of you about these concerns and at EdFuel, it is important to us to provide responsive support to the education sector whenever and however we can. To that end, we wanted to share our curated best practices on virtual recruitment, which includes sourcing and hiring candidates, for those of you who are facing these challenges during this time of uncertainty.


Our top three tips for effective virtual sourcing of diverse, high-quality candidates include casting a wider net with job postings, bolstering employee involvement and investment, and attending virtual hiring fairs. See below for specific tactics related to each strategy.

Job Postings: Cast a Wider Net and Make Your Postings Pop

With more potential candidates working from home, now is the time to ensure your open positions are posted in as many places online as possible. In addition to posting to the sites you typically gravitate towards, ensure your postings are listed on subject-specific and even diversity-specific posting sites. For example, looking for a diverse math teacher? Try posting your position on the Association of Mathematics Teacher Educators and Educate ME Foundation job boards. [Read More]

Cortney’s DEI Spotlight:  Designing Inclusive Talent Systems with “Bringing Your Whole Self to Work” in Mind
Cortney Graham
December 18, 2019

Do you remember that time you laughed and joked about the latest meme floating around Instagram with your favorite coworker, letting your hair down and turning your “professional persona” off for a bit? After “getting your life” at lunch, you later transformed back into your “professional” persona for your big pitch to the leadership team?

It’s something that many people do, almost organically, when transitioning between home and work or friend and current/potential colleagues.  But why?  In a work environment, particularly in the education sector, where “bringing your whole self to work” is encouraged, this shouldn’t be necessary. There’s a name for this conscious, sometimes unconscious, shift in behavior: code-switching. Code-switching is defined as the “process of shifting from one linguistic code (a language or dialect) to another, depending on the social context or conversational setting.”  The term code-switching can also be used more broadly to describe subtle shifts in how individuals express themselves in different spaces.

The author of Bring Your Whole Self to Work, Mike Robbins, says: “When we don’t bring our whole selves to work we suffer – lack of engagement, lack of productivity, and our well-being is diminished.  We aren’t able to do our best, most innovative work, and we spend and waste too much time trying to look good, fit in, and do or say the “right” thing. For teams and organizations, this lack of psychological safety makes it difficult for the group or company to thrive and perform at their highest level because people are holding back some of who they really are.”

In the final installment of our DEI series, this month we are exploring the concept and importance of bringing your whole self to work in relation to code-switching, and the potential bias that can emerge as a result. [Read more]

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Have a resource, problem of practice, or story that might be useful for others to learn about? Reach out to us at info@edfuel.org to let us know if you’re interested in contributing to Talent Talks, EdFuel’s blog on all things talent. We look forward to hearing from you!

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