Now Boarding Recruitment

[Gigí Ruais]

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Having spent the last 16 years recruiting and having hired and managed people myself, I recently realised that possibly the most important part of the whole recruitment process is actually not part of the recruitment process at all.

Having recently hired for my own team I have come to realise this as a result of all the help and support I have had from other people in the business. I know that if I would have had to do it all by myself, then I would have had to stop recruiting for my clients for a week or so just to fully plan and prepare, so I am really grateful for the support I had.

The reason I think the on-boarding process is so important is that as soon as you bring someone new into your business, that person will have a lot to take in and will be forming opinions based on how well organised everything is and how welcoming the people are.

Prior to coming on board with TABS, Michael served as a Regional Director (REAC) for EducationUSA at the U.S. Embassy in Bangkok, Thailand. In his role as a REAC, Michael supported EducationUSA Advising Centers across Asia and collaborated with U.S. Higher Education Institutions to develop recruitment strategies throughout the region.

In addition to his background in international admissions, Michael has taught university level courses at Eastern Illinois University, Rochester Institute of Technology, and was a guest lecturer at the University of Applied Sciences in Worms, Germany.

Patricia previously served as the Head of the Upper School at the Ransom Everglades School in Coconut Grove, Florida. She also worked at the Loomis Chaffee School as a dean of students and was heavily involved in advancing diversity, equity, and inclusion at the school. Prior to Loomis Chaffee, Patricia worked at The Madeira School in several roles, including as a major gifts officer, director of student activities, special assistant to the head of school on diversity, and the assistant dean of students for residential life.

Raquel Majeski began working at Lawrence Academy in 2017 and is the Assistant Head of School. She has a BA from Eckerd College in communications and human development and an MA from Nova Southeastern University in reading and special education. Raquel lives in Brazer with her two children, Lauryn and Wade. She loves spending time with the students at LA, participating in book clubs and bible study groups, and attending Dave Matthews Band concerts. Raquel is also the Chair of the diversity task force for the town of Groton.

In addition to his role as the assistant head of school, Marquis has successfully undertaken various acting leadership positions, including chief technology officer, director of communications and external affairs, dean of diversity, inclusion, and community engagement, and director of human resources. Currently, he leads a student-centered Wellness Team, working collaboratively with the medical director, dean of students, and dean of campus well-being to prioritize a holistic approach to student well-being.

Your pre-boarding process has a massive impact on the level of loyalty the new employee feels towards your company. With the right communication and outreach, you can generate rapport with new hires from the get-go.

You could even take this a step further by including extra merchandise for their spouse and kids (if they mentioned them in their interview). This is a straightforward yet effective way of drumming up some excitement and making new hires feel a welcome part of your organization.

Consider the individual needs of your employees and design both their pre- and onboarding processes accordingly. Take an interest in their well-being; this works wonders for bolstering job satisfaction.

Managers play an even more critical role in the pre-boarding process. As such, a telephone call rather an email might be more appropriate. A quick chat over the phone is an excellent way for the manager to get to know the new hire, and answer any questions they have. This also helps with making more meaningful introductions between the new hire and the rest of the team on their first day.

Supervisors play a crucial role in the hiring and onboarding processes, serving as the bridge between the organization and prospective employees. Supervisors set the tone for the organizational culture, providing guidance, support, and resources to facilitate a successful onboarding experience that fosters employee engagement and long-term retention.

Support new hires through effective onboarding processes, provide ongoing training and development opportunities, foster a positive work environment, solicit feedback to address any challenges, and ensure alignment between their roles and organizational goals for long-term retention and success.

Choate is a diverse community dedicated to academic and personal excellence and rooted in the values of integrity, respect, and compassion. We are comprised of 850+ students and 400+ faculty and staff members.

As a community, we firmly believe that education takes place not only in our classrooms, but also in the dormitories, on the fields and stages, and anywhere faculty and staff interact with our students. Each of us embraces the importance of lifelong learning, and we support one another in developing individual talents.

Choate cultivates a vibrant community of principled individuals from diverse backgrounds and unites them through common purpose, active engagement, and mutual respect. We believe that diversity provides for richer intellectual growth and more creative outcomes as it builds both a stronger community and stronger individuals.

Choate is committed to recruiting, retaining, and supporting an exceptional faculty and staff who reflect the diversity of the student body and are dynamic educators deeply committed to the entire student experience.

Teaching at a boarding school is a lifestyle decision. It extends beyond teaching in the classroom to coaching on the playing fields, directing in the theater, advising in our residential houses, and all the varied and informal ways in which adults and adolescents interact. You should consider teaching at Choate only if you are prepared to commit to the full, and immensely rewarding, residential life experience of a boarding school community. Choate is dedicated to recruiting, retaining, and supporting an exceptional faculty who reflect the diversity of the student body and are dynamic educators deeply committed to the entire student experience.

Choate provides students with transformative and meaningful experiences that instill lifelong habits of learning, leadership, and service, shaped by innovative and passionate educators. Teaching faculty at Choate are innovative, collaborative, and committed to our students' intellectual, social, emotional, and character development. Our faculty understands that each of our students has the potential for growth and works to encourage students to develop their own ideas and voices.

Choate is known for a rigorous academic program and the breadth and depth of our curriculum. Our course offerings include a strong foundation in core courses and are complemented by a rich array of electives, including honors courses in a wide variety of subject areas. A particular strength of Choate's curriculum is our Signature Programs, which offer opportunities for immersive study and research. Whatever their interests, Choate students find challenge and support in the academic program and the faculty who teach and mentor them.

A leader in curricular innovation, Choate works continuously to provide the best possible educational environment and experience for both students and educators. One of the first independent schools in the country to adopt a 1:1 iPad program, Choate is committed to using technology thoughtfully to enhance teaching and learning both in and out of the classroom. Whether leveraging the flipped classroom model, teaching online courses, or participating in multi-school collaborative efforts to explore educational issues both locally and globally, faculty members at Choate actively engage in curricular initiatives to maximize student engagement and improve learning. The Lanphier Center, a state-of-the-art mathematics and computer science building, opened in 2015. This building houses two i.d. Lab spaces for a variety of multidisciplinary courses that feature hands-on, experiential learning with a strong foundation in design thinking. Choate draws on a rich tradition of excellence while it seeks to prepare students to thrive in an ever-changing world.

Great teachers are great role models both in and out of the classroom. Choate expects its faculty to embrace the ethos of a growth mindset throughout their careers by actively developing their abilities as teachers and mentors at a residential school. Choate has a robust program for faculty development, during the school year and in the summer. Workshops, conferences, professional development programs, and other activities are a part of the school year program to help faculty grow professionally and personally. Summer study grants are available for faculty in support in their development of teaching content and methodology as well as how to work effectively with adolescents. Believing that good teachers are also life-long learners, the School awards over $150,000 annually for professional development, study and travel grants, and curriculum development.

Whether experienced or first-year teachers, new Choate faculty are assigned a mentor to help them through their first year. Mentors are experienced Choate faculty who are invaluable resources in adjusting to working at Choate, but who are also interested in engaging new faculty in ideas about teaching and learning through a collaborative effort. Each academic year begins with a new faculty orientation program in late August, followed by regular meetings throughout the year to discuss teaching and learning and to share experiences in an environment that promotes professional growth and self-reflection.

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