Retention of the Employees: As with other sectors, hiring and sustaining qualified professionals is the primary concern of the recruiters for the education industry. The root cause can be pointed to:
Difficulty the institutes face to balance the employees pay structure.
Quality education they expect from the underpaid or available resources.
Teachers worldwide are inclined towards their subject instead of the institute they are working at. This results in them hopping from one institute to another, whichever pays them a better salary, has a better brand value and gets better funding.
Less Number of Qualified Professionals Entering the Industry: If we speak about the recruitment setting in the US, two daunting scenarios are affecting the education sector- recruitment of the qualified followed by their retention. According to the study by edsurge.com, the number of educators entering the profession is far less than those leaving. Low wages, minimal support, and burnout are the primary reasons contributing to the sad state of affairs.
The shortage in the education sector is real and ever-growing. This is because of the drop in the number of people graduating from the programs compared to those enrolling in the new sessions.
Biased Recruitment: Another primary concern that has marred the recruitment process in the education sector is biased recruiting. Be it the age, gender, or most regretting, the color, there’s a considerable bias in the mindset of recruiters that often makes the institutes lose out on the deserving candidates.
Shortage of Qualified Substitutes: There’s a shortage of substitute teachers not just across the US but all around the world. Finding them is a challenge that the HRs have faced for quite some time, particularly after the pandemic. If they are lucky enough to find some, the qualification and skills are not at par with what the education system requires. Having data of the right people is what the HRs need and lack.
The offset of COVID-19 jeopardized the learning modules of the students all around the world, but the worst affected were the teachers. Slithering its way into the otherwise smooth education and respective employment system, it posed a challenge for the schools and universities to reopen.
Early retirements, resignations, and the impending job postings for the new joinees have resulted in acute shortages in the education industry, which is becoming severe with pandemic-related complications. Take California, for instance; numerous districts are either struggling to hire teachers who have very substandard qualifications or have to hire substitute teachers who are already very few in numbers.
Businesses for colleges and universities toppled during the pandemic. The campuses moving to remote and online mode have made the institutes grapple with financial aids. This compounded the cash flow uncertainty because the students either failed to pay the fee because of the economic crunch or didn’t continue with the distance learning program. In events like these, it’s the teachers who fall prey to the unforeseen scenarios and are ultimately laid-off.
The RAND American Teacher Panel study in early January 2021 further confirms the uncertainty teachers feel regarding their profession in its survey comparing the mindset of teachers from before COVID.
The Statista Research Department published data that showcased the projected number of employees in the US education sector from 2019-2026. Going by the data, 2026 will have around 14.47 million employees compared to the more significant number of 14.52 million in 2022.
Of course, HR professionals can’t fix the crumbling state of affairs. Still, they play a significant role in enhancing the teacher’s recruitment experience, especially when it comes to the first two or three primary funnels of the hiring process.
Whilst researching, we realized that the constant change in the education landscape has indeed added to the HR teams` pressures. Courtesy of this, the accuracy in the job descriptions has dropped to a significant low. This subsequently affects the compliance requirements depending on different positions.
Topping it is the struggle to attract the attention of candidates who at least visit the website and apply on the career page. Add to this is the sorting and sifting of resumes to find that perfect match and fill in the positions.
RChilli resume parser, realizing the pain areas of the HRs in the education industry allowed them to select the preferred skills set and mine valuable and relevant information. This eligibility checklist helped them compare the qualifications, skills set, experience, accolades, if any, and much more to make an informed yet quick decision.
The employment metrics or the skills set that the HRs set to evaluate the desired set of candidates further helped them automate the candidate data structuring.
Considering the problems faced by the recruiters, RChilli resume parser backed up with a deep learning/AI network further simplified the recruitment process to save both time and money of the education institutes.
The conventional recruiting model that usually most of the companies follow was designed with silos as a point solution. This procedure kept just the fundamental requirements of the recruiters in mind. It meant restricting them from being tech-savvy. RChilli resume parser empowered the recruiters and hiring managers by helping them get access to structured data of the candidates that match the requirements set by different departments.
As discussed above, one of the prime aspects that hinder effective recruitment is intentional or unintentional bias. In the USA for instance, most of the teachers are white despite the ones from a different race or color being much better educationists. Other than this, the personal preferences including gender, experience, age, religion, and more pave the way for unconscious bias. RChilli resume parser helped the recruiters stay clever of the inclinations that could affect skilled candidate hiring. Select a few preferred fields and the parser won’t fetch the information of the fields that can cause bias.
An institution’s workforce includes multiple cohorts that range from full-time academic staff to ad-hoc based team members. Each one has its specific candidate requirement, which can be pretty challenging to support if the process is done manually. The resume parser easily integrates with the native server, streamlines the recruitment process, fetches the required data, and matches quickly and easily.
While managing the nitty gritties, it’s not feasible for the recruiters to scan through each resume and then keep aside the ones with preferred skills. RChilli resume parser, understanding this dilemma, converts the unstructured data in nearly 140+ fields in real-time, including age, education, gender, skills, qualification, and more.
What’s strange is that despite the evolving industry landscape and the need to enhance the employer-candidate experience, many universities haven’t made the shift from the paper-bound recruitment process. Filling in the data manually from each resume to the excel sheet naturally encourages the recruiters to evade the procedure and select candidates randomly. Working in tandem with the education HR professionals for years has proved that swapping the paper-based processes with streamlined automation (RChilli resume parser in this case) reduces the risk of human errors and enhances accuracy. The resume parser makes this tedious job simple by automatically fetching the data from the CVs and filling those in the ATS.
One of the major challenges that the universities or schools face is finding and hiring knowledgeable educators before the competitor. More than the salary, the employer’s brand is a compelling aspect for the candidates these days. Building a brand value hence is very important in the current scenario. Improving the candidate experience is one way of doing so. With RChilli’s resume parser, candidates needn’t worry about repeatedly filling the information mentioned in their resumes. Just one click and the parser populates the information of skills automatically.
Hiring candidates, especially when they have to be educators, is no cakewalk. Parsing is just one facet of the solutions that we offer. To make recruitment more seamless and resourceful, there’s a list of AI solutions including:
Search & Match: Search and match candidates and jobs with great relevancy by filtering resume data according to similar search keywords. Get the perfect candidate through normalized and enriched data e.g., skills/ competency, domain, location, education, city, company, and job title.
Data Enrichment: Unified Platform empowering global CRM/ATS/Enterprises to easily launch their own marketplace.
Taxonomies: Enhance your resume/job searching capability and build better search engines. RChilli Taxonomy 3.0 offers a comprehensive collection of skills and job profiles, along with their related information. At present, it offers 9,00,000+ Skills and 5,50,000+ Job Profiles in multiple languages.
Data Migration: Seamlessly migrate data structures to your ATS. RChilli Data Migration Service streamlines the process of onboarding new clients into an ATS by migrating their data from the old ATS/CRM to the new ATS.