Recruitment and Selection: Meeting the Leadership Shortage in One Large Canadian School District

Despite the millions of dollars invested in leadership development programs across North America, an increasing shortage of adequately prepared administrators continues to loom in face of challenges confronting public schools (Canadian Association of Principals, 1999; Educational Research Service, 1999, 2000). Developing a more comprehensive source of information about barriers to attracting good candidates and about ways in which school districts, professional associations, and institutions of higher education can contribute to ensuring that these candidates are prepared and ready to move into leadership positions is an investment that would pay high dividends to our public schools and the children they serve (Bartel, 1994; Begley, 2000; Daresh, 1997; Dufour, 2001). Due to the lack of interest in the administrator role, and inadequate leadership preparation of individuals within the ranks, school districts report challenges in recruitment and selection processes for school leaders (Grimmett & Echols, 2000; Leithwood & Duke, 1999; Leithwood, Jantzi, & Steinback, 1999; Seyfarth, 2002). It is not surprising to find a parallel concern for the recruitment and selection process of school administrators due to the continuing recognition of the importance of the school principal. In the past, it was relatively easy to attract teachers into the ranks of school administrators because male educators saw administration as a normal part of career advancement. Traditionally, if teachers wanted to earn more money, achieve higher status, or earn greater respect, they would leave the classroom and move toward a principalship or some other administrative role (Carlson, 1972; Stout, 1973; Warren, 1989; Weindling, 1992; Weindling & Earley, 1995; Winter & Dunaway, 1997). Today, fewer teachers are likely to see administration as a way to improve their salaries, prestige, or respect among other colleagues. The complexities, changing demands and expectations within administrative roles have caused a shortage in applicant pools. Consequently, an urgent need for district personnel to deliberately invest time, energy, and money in developing good recruitment practices and policies as a way to attract more qualified leaders of education is at the fore (Baltzell & Dentler, 1992; Coffin & Leithwood, 2000; ERS, 2000; Herman,1994; Normore, 2001; Rebore, 1992). The purpose of this study was to investigate a recruitment and selection program used to attract and retain aspiring and practicing school administrators in North Western School District (pseudonym) - a large urban Canadian school district in Ontario. The district recently developed and implemented a recruitment and selection program in attempts to meet the leadership shortage for its schools. For purposes of the article, recruitment and selection refers to the processes and strategies school districts engage in to attract future leaders. The article will focus on: (a) a description of the recruitment and selection efforts, and; (b) perspectives from the participants about the process and its effectiveness, followed by a discussion. An analysis of the findings is presented and linked to the literature. Implications for practice and policy are discussed