In 2002, and again in 2007, in an effort to identify effective recruitment and retention strategies, the Oregon Special Education Recruitment and Retention Project surveyed newly hired (in their first or second year) special educators regarding their recent job-seeking experience. We received over 300 completed surveys from individuals throughout Oregon.

When striving to recruit/hire the best candidates, agencies should keep in mind that first impressions and follow-through are both important factors in the hiring process. Unpleasant interviewing experiences can result in the loss of qualified applicants. Section three of the above mentioned survey, specifically asked respondents to describe the most positive aspects of their experience in obtaining their current job. They reported a wide range of factors that contributed to a rewarding experience. Results seemed universal across level of experience, whether the respondents had come from Oregon or out-of-state, and regardless of agency size or geographic location.

These include:

• Treat applicants with respect and warmth. The largest proportion of respondents indicated that the friendliness of the people involved in the interview process made a strong impression.
• Communicate with applicants throughout the process to keep them informed and feeling appreciated.
• If possible, be flexible to meet the scheduling needs of currently employed or out-of-state applicants.
• Be honest about the position and working conditions. A number of respondents indicated that they appreciated being given an accurate picture of the job, even though it wasn't all rosy. On the other hand, several respondents indicated that they had (from their perspective) been misled about the position.

• Ensure everyone in the interview process behaves in a professional manner. Take some time to generate interview questions that are creative and are not the standard ones that have been asked in every interview.
• Provide applicants access (either during the initial interview or at a later date) to current agency employees in the same/similar position. Respondents were very positive about having the opportunity to meet and talk with their potential colleagues.

• Minimize the time the process takes. Respondents were very appreciative of a quick process (especially from interview to the decision to make a job offer). Conversely, respondents complained loudly about processes that took a very long time.
• Make sure the process is well organized so that steps do not need to be repeated or materials re-submitted.
• Provide out-of-state applicants information (or specific directions on where they can access information) regarding Oregon Licensure.
• Streamline (or at least eliminate redundancy) application forms.

These suggestions can form the basis of a checklist for developing a comprehensive screening, interview and hiring process. Reviewing your current policies and practices in these areas and determining whether improvement or development is needed can serve as an action plan for making your current system more effective.