2017 NAIS Survey on Independent School Hiring Practices

Overview

NAIS conducted this survey to gain a better understanding of hiring structures, policies, and practices at independent schools. Having in place a school-wide hiring management process that includes a written policy, a properly conducted pre-employment screening program, background checks, and extensive reference checks can help school leaders learn more about the candidates and make better hiring decisions, while ensuring a safe, secure, and productive workplace.

Executive Summary

More than half of the respondents have a centralized hiring process with the head’s office most frequently overseeing it. Contrarily, less than half had a written policy statement governing hiring. The most common elements included were reference check requirements, background check requirements, and a designation of the person responsible for approving a position.

Almost all respondents indicated that heads were involved in interviewing for administrator positions, followed by faculty members and division heads. These three roles were also heavily involved when the school was interviewing for faculty positions, while staff interviews were conducted mostly by heads, business officers, and HR directors. Only half of respondents reported that their school provides interviewing staff with preferred interview questions, and 65 percent have screened the questions for legal compliance, bias, or both.

Regarding reference checks, almost all respondents indicated to require them for all hired positions, but over three-fourths of respondents said that their school does not have training for staff conducting these checks. The survey also revealed that 60 percent of participants screen questions for legal compliance, bias, or both.

As in the case of reference checks, almost all respondents indicated that their schools required background checks for all paid positions, with background checks most frequently conducted for criminal history, state criminal background checks, and state and federal fingerprint checks. Only 56 percent of participants require background checks for volunteer positions. As with employees, the background checks most frequently conducted for volunteer positions included criminal history and state criminal background checks. 
 

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