1. The document discusses 5 practices for improving bilingual teacher recruitment from innovations in the ride-hailing industry by Uber. 2. It recommends creating a one-stop online platform to streamline the sourcing, application, screening, and hiring process to increase the candidate pool and lower costs. 3. It also suggests implementing conditional or flexible contracted hiring to allow time for teacher certification while immediately staffing classrooms.

1. RETHINKING BILINGUAL TEACHER
RECRUITMENT PRACTICES
5 practices learned from

2. INTRODUCTION
While demographics of US classrooms have increasingly change over the last decade, the practice of
successfully recruiting and hiring bilingual teachers has not changed. There are several obstacles including
requiring certifications and bilingual extensions in advance of hire.
Similar challenges have negatively impacted the taxi industry limiting market entry and forcing it to change
from an old system characterized by inefficiency, high costs to consumers, and increased regulatory
burdens for drivers. Recent business innovations and new technology introduced by ride hailing companies
like Uber, has prompted regulators across the US to rethink transportation services to be more responsive
and consumer focused.
The following pages list 5 practices employed by Uber, the leading ride hailing service, that can be
employed to help improve Bilingual Teacher Recruitment and Hiring Practices in US schools systems.

3. TAXI INDUSTRY .VS. UBER RIDE HAILING
TAXI INDUSTRY CHALLENGES
Old & Bureaucratic System
• Cruising is Inefficient: limits price, quality,
competition
• Increasing Cost
• Government pre-certify Taxi
company/drivers and regulate
Start Up Costs
• Long and Costly Certification
• Increased Step by Step Cost
Static Environment
• Union Interest
• Business Interest
• Government Regulations
• Reduced Quality of Drivers and Service
Absence of Effective Feedback/Evaluation
UBER’S SOLUTIONS
Modern Application
• One Stop Online Platform
• Lower Cost by Matching through
Technology
Safety & Security
• App Technology
• Background Checks
• Licensing Check
Removed $$$ Startup Cost
By Passed Regulatory Burdens
Increased Supply & Quality
Constant Feedback & Evaluation Service of
both Drivers and Consumers

4. THE 5 PRACTICES
© BTEP 2014-2017

5. 1 Improve Sourcing, Recruitment, Application, Matching & Hire
Process by Building a One-Stop Platform
Screen, Rate, Match, & Hire Candidates
Interview and Select Candidates
Provide Conditional and/or Flexible Contract Hiring Status for International
and Out-of-State Candidates
Provide Onboarding Webinars for Hired Candidates
A one-stop platform consolidates the recruitment and hiring process, increases the
candidate pool, and lowers recruitment and administrative cost
Insight
© BTEP 2014-2017

6. 2 Decrease the Cost of Recruiting and Hiring by Improving Search,
Verification, Background Checks and Validation of Credentials
Work with Specialized Search
Companies to Sourcing Large Pools of
Qualified Bilingual Candidates
Streamline Background Checks and Drug
Testing
Streamline Credentialing Utilizing Online
Platforms by Approved State Agencies
Streamline Verification of Employment
© BTEP 2014-2017

7. 3 Implement Conditional and/or Flexible Contract Hiring to Allow
Time for Achieving State Certification
Increase The Supply and
Quality of Teachers
Immediate Impact with
Staffing Classrooms
Eliminates Obstacle for Pre-
Certification Hiring
Allows Reasonable Time to New
Teachers to be Evaluated and Worked
Towards Required Certifications
© BTEP 2014-2017

8. 4 Increase Teacher Supply and Quality
The general quality of teachers in US
Classrooms will increase significantly
by increasing the supply of qualified
and motivated candidates.
International teachers are highly
motivated and are attracted to
higher salaries and improved
professional development options
© BTEP 2014-2017

9. 5 Improve Teacher Feedback & Evaluation Process
Smartphones can be an important tool in this Feedback process.Insight
Schools can improve teacher evaluation by
including student and parents in the
Feedback process for teachers through
constant and effective electronic tools
similarly used by Uber.
Constant and immediate teacher
evaluation will also lead to increase
teacher satisfaction and retention
© BTEP 2014-2017

10. SUMMARY
1
2
3
5
4
Create Simple One-Stop Process for
Sourcing, Application & Screening,
Matching, and Hire
Decrease Cost by
Streamlining Verification,
Security, and Validation of
Credentials
Use Conditional and/or
Flexible Contracted
Hiring for Qualified Teachers
Increase Supply and Quality
by Removing All Obstacles
to Hiring
Improve Teacher Feedback
and Evaluation
© BTEP 2014-2017

11. FOOD FOR THOUGHT
Lack of innovation in Bilingual Teacher Recruitment and Hiring Practices has negatively impacted
classrooms leaving students, parents, and educators. Research conducted by the Mercatus Center at
George Mason University “Rethinking Taxi Regulations: The Case for Fundamental Reform” shows that
innovations implemented by Uber have significantly improved service to consumers and drivers. It has
also increased supply and quality of drivers without lowering overall safety and security standards for
transportation.
It is our belief that schools and districts can learn from these innovations and explore how they can be
applied to the teacher recruitment and hiring process to better serve our students, parents, and
schools across the US.
© BTEP 2014-2017

12. HOW BTEP BENEFITS SCHOOLS & DISTRICTS
The Bilingual Teacher Exchange Program (BTEP) is a one-stop, innovative source for your bilingual
teaching needs and a simple and cost effective solution. BTEP manages a growing pool of over 350
qualified bilingual teachers that can teach content areas, english language arts, special education, and
other targeted areas. BTEP delivers the following:
• A large pool of highly motivated qualified native teachers who meet state requirements and are
seeking opportunities to teach in the US
• Provide a One-Stop Online Recruitment, Matching, and Hiring Process
• Eliminating and avoiding lengthy and costly recruitment efforts
• Retention of 95% of all BTEP Teachers for up to 3-5 years
• Managing all work/visa/travel requirements
• Ongoing Professional Development Training and Support Services
2437 15th Street, NW, Washington, DC 20009
Tel. 202.798.8515
www.BilingualTeacher.org
© BTEP 2014-2017