Examining application and hiring patterns of superintendents

Purpose We explore the job application patterns and hiring dynamics in the superintendent labor markets from 2017 through 2022 in Wisconsin. We focus on compositions of the application pool and vacancies, district factors related to the size and diversity of the application pool, and applicant characteristics associated with being hired as superintendents. Design/methodology/approach Drawing on the framework of labor supply and demand in the educator labor markets, we analyze statewide vacancy-application data along with administrative staffing records and district demographics. We employed descriptive statistics and regression models with vacancy/year fixed effects. Findings Our results show gender and race/ethnicity gaps in the job application and hiring. Compared to their share of teacher/principal workforce, female applicants and applicants of color are underrepresented in the application pool. Women were less likely to be hired prior to COVID-19 while applicants of color were less likely to be hired in rural districts and the pre-pandemic. Higher student achievement and salaries are significant factors in increasing the size of the application pool while lower ELL/SPED student rates, lower pupil-teacher ratio and higher salaries are related to an increase in the diversity of the application pool. Building- and district-level leadership experiences increase applicants’ hiring probability and being an internal candidate is the most powerful factor for the prediction of being hired. Research limitations/implications This study builds on scholarship of the superintendent pipeline by adding evidence on job application and hiring patterns. Because this study relies on vacancy-application records upon superintendent turnover, a series of sensitivity/subgroup analyses are limited due to the small sample size. Longitudinal multi-state studies are recommended. Practical implications This study provides important implications for diversifying the superintendent pipeline across the career stages, recruiting/tapping home-grown potential leaders and increasing the size/diversity of the superintendent application pool. Originality/value Our study is the first to utilize longitudinal statewide vacancy-application data to understand the labor dynamics of superintendents.