EdTech’s Staffing Crisis: How Schools Can Bridge the IT Talent Gap

The Consortium for School Networking’s (CoSN’s) 2024 EdTech Leadership Report, released last April, stated, “EdTech leaders cite the inability to hire skilled staff as a top challenge, ranked second behind budget constraints.”  I have also consistently heard this concern at our CoSN Conference Belonging and Inclusion Meetups when our members discuss things that keep them awake at night.

As a former Chief Technology and Information Officer for a large Wisconsin school district, I agree that finding talent to fill your open IT positions in a school district can be difficult. Qualified tech professionals often have numerous job opportunities, making school districts a less attractive option for some. 

With a new mindset, EdTech leaders can find untapped resources, refine their hiring practices, and build an IT team that reflects their community. Strategic hiring, support systems, and growth opportunities help IT leaders build a loyal, leadership-ready talent pool. It’s every EdTech leader’s dream to have a sustained deep bench of talent who can rise to the challenges school districts face.

In this series of articles, I will address some building blocks you can consider when you’re staffing your IT Team.

1. Rethink the Role – With most IT staff hired at will, turnover can feel like a revolving door. However, each departure is an opportunity to rethink the vacated role to gain greater team efficiency. The first thing you should consider is, “Do I need to post a job description for the same position that is now open, or should I modify it or my thinking?” Perhaps you have new talent on your team who has the skill set to take over some of the workloads of the departing members, so a restructuring may be needed in your team’s future. Maybe some of the work that the departing member did can now be automated or handled in a different and more efficient workflow. That is also a topic worth exploring. Third, maybe there is an opportunity to cross-train some of your team members so that you have built in more flexibility once the new team member is hired.
2. Craft a clear job description – Outline required skills in simple language, avoiding excessive jargon or unnecessary certifications that may exclude qualified candidates. Use direct and professional language, focusing on essential job competencies without gender-coded terms. Ensure the description emphasizes equal opportunity based on skills and experience.
3. Move out of the ordinary for your job postings – Your school district may have its favorite places to post job openings or use their websites. Think about additional places where you could find talent. For entry-level IT positions, advertising at your local institutes of higher education could be an option. For more senior positions, posting in IT trade publications or professional association websites might be helpful. 
4. Actively Recruit from Within –  Many school districts have untapped talent outside their IT departments. Consider staff in student nutrition, student services, or library programs—those who are tech-savvy, adaptable, and skilled at working with students and teachers. These individuals often excel at problem-solving, communication, and learning new systems quickly. With training and mentorship, they can transition into IT roles, strengthening your team while fostering internal career growth.

Building an effective and diverse IT team starts with intentional hiring practices. School districts can attract top talent by crafting inclusive job descriptions, advertising in innovative spaces, and rethinking team structures when positions open. Strategic hiring, internal support, and professional development opportunities create a loyal and leadership-ready workforce. Additionally, automation, workflow adjustments, and cross-training can enhance efficiency and team resilience. With a proactive approach, school districts can compete with the private sector to build a skilled, diverse, and committed IT department.

These steps will help kickstart your IT hiring process. With strategy and preparation, you’ll build a strong IT team who is ready to face any challenges that come their way. Next, we’ll cover screening, interviews, and onboarding new IT staff.

AUTHOR: Diane Doersch, CETL, Senior Director of Information, Digital Promise (WI) 
CoSN Belonging & Inclusion Committee

Published: February 24th, 2025

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