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Human-resources report: 199 hires in 2024-25; district seeks stronger pipelines and expanded stay-interview program
Summary
The HR office reported 199 hires through May 20, 2025, described workforce demographics and outlined plans to expand stay interviews, strengthen recruitment partnerships and develop teacher and leadership pipelines to increase diversity and retention.
The Bethlehem Area School District human-resources team reported on recruitment, hiring and retention data on June 9, saying the district logged 199 hires from July through May 20 and is expanding plans to strengthen pipelines and retention strategies.
HR staff reported the district hired 74 teachers, 45 teacher-aides and other support staff during the period. Of the new hires reported, 48 identified as Hispanic, 14 as Black, four as Asian and one as American Indian; overall hires skewed female (168 female hires versus 31 males).
HR said it will expand stay interviews (a proactive retention survey/interview) for teachers in 2025-26 and streamline exit interviews to a Google survey to improve response rates and data collection. The office also plans to increase partnerships with universities (including HBCUs mentioned as a target for expanded outreach), explore apprenticeship programs, and continue attendance at recruitment fairs. HR said the union has been briefed and will review stay-interview questions before deployment.
HR staff noted recruitment timing challenges — some college recruitment events occur after posting cycles close — and said next year they will budget for travel and registration for career events. The HR summary emphasized the need to grow diversity among certified teachers and administrative ranks and to encourage more men to consider support and teaching roles.
Quotes and specifics: HR staff said 34% of new hires identified as nonwhite and called that visible growth in paraprofessional and support roles but noted more work remains to increase diversity among certified teachers and administrators. On stay interviews the HR presenter said their pilot found stronger survey response than in-person interviews (41 survey responses vs. 17 in-person responses during the pilot). The office plans a fuller rollout next fall.
Next steps: HR will create and vet stay-interview questions with union leadership, expand recruitment partnerships and integrate retention analyses into hiring and staffing plans.
