Hiring for Talent: The Most Important Decision School Leaders Make

Hiring isn’t just another administrative task. It’s the single most powerful lever for transforming a school or district. When it comes to results, school culture, innovation, and long-term success, no decision is more important. That’s why hiring for talent — not just experience or skill — must be a strategic priority.

In a recent episode of Edvantage, I sat down with Mike Lafavers, former superintendent of Boyle County Schools, to unpack what it really means to hire for talent and how that mindset drove Boyle County’s transformation into one of the highest performing districts in Kentucky.

Rethinking the Hiring Process

Talented people drive improvement. They execute initiatives, build culture, and push learning forward in ways that others can’t. Boyle County's success across academics, athletics, arts, and community engagement wasn't accidental. It came from making intentional hiring decisions based on who a person is, not just what they know.

Hiring for talent means looking for innate, God-given characteristics that can’t be taught. Intelligence. Coachability. Work ethic. Passion for students. A competitive spirit. These qualities fuel growth and help educators thrive in high-performance environments.

While hiring, many schools and districts consciously or unconsciously place a heavy focus on skill-based questions. An individual - especially someone with a couple of years experience - may be able to articulate how to analyze data, administer an assessment, or build a classroom management plan.  But there is much more impactful information that we need to know about our applicants  before hiring. Will they be coachable? How intelligent are they? Do they genuinely love kids? Do they have a life-long learner mentality?  Attributes like these are incredibly important because their impact spans beyond skills that can be taught.

Building a Talent-Focused System

To make talent-based hiring stick, you need systems. They found that the most important elements of hiring are:

1. Reference Checks – With the right questions, these give honest insight into the candidate’s real strengths

2. Paper Screening – There is so much to be seen here. Look for patterns of excellence and drive.

3. Interviews – Confirm key talents like engagement, attitude, and competitiveness.

In Boyle County, the hiring model was flipped.  Instead of looking for skills, consistent standing committees composed of top-performing staff were trained in talent-based hiring, including strategies to:

• Prioritize talent in paper screening

• Design interview questions that reveal intangibles

• Conduct reference checks focused on traits, not tasks

During the hiring process, these teams - which included the building principal - were trusted and empowered to make great decisions. They participated in every phase of hiring, looking at each candidate through a talent-based lens.

Talent Requires Support

Don’t get me wrong - simply finding the most talented candidates and hiring them isn’t the end of the process.  Hiring the most talented individuals sets the school up for exponential success, but it is only half the equation. Extensive, intentional, timely training must be provided in order for these new hires to acquire the skills needed for success.

In Boyle, the “Blueprint for Instruction” was a set of agreements that described a shared vision of what students should experience. It grounded their hiring, training, and daily practices. So, they built a robust New Teacher Academy aligned with the “Blueprint”. The year-long Academy offered intensive onboarding and PD focused on what great teaching looked like in the district. Every hire, regardless of experience, got the same deep support.

Here’s the key: Because they are so bright and talented, these new hires pick up the skills and knowledge very quickly.  With talent-based hiring, it isn’t unusual to see even a brand new teacher reach a very high level of performance in two years or less.

Momentum Starts In The Classroom

Superintendent Lafavers perhaps put it best: "A school district is ultimately measured by how many great classrooms it has."

Hiring for talent grows that number. Talented hires learn quickly, model excellence, and drive improvement. Through attrition and strong systems, an army of high-performing educators is slowly built. Over time, the fabric of the district changes - and momentum ripples through the building, the district, and the community.

Final Thoughts: Make Hiring A Leadership Priority

We’re facing a teacher shortage these days, but that doesn’t mean we should lower the bar. In fact, it means talent-based hiring is more important than ever. Be thorough. Do the reference checks. Experienced candidates can be loaded with talent.  When you find those, hire them as quickly as possible.  But don’t fear inexperienced candidates with high potential. Train them well, and they will soar.

If you're a school or district leader, remember: each hire is a decision that shapes the future. Build systems to hire for talent. Support your new hires. Grow your great classrooms. The momentum will follow.