Learned that the key elements of orientation and onboarding set the stage for proper employee starting points for success. Having best practices makes it a seamless and easy process to follow. 

Stick to the tried and true method of the structured interview. Give ample time and prepare for each interview. Choose and vet the best, most qualified for the interview. 

Will apply during the application stage of getting my KSAO's for identifying key recruitment candidates and also during the marketing stage of combining the best ideas to implement. 

I learned that ongoing management of online faculty requires regular monitoring, mentoring, evaluation, and professional development. Instructor mentors and evaluators can help monitor classroom activity, provide timely feedback, and identify opportunities to improve instructional quality before concerns become larger problems.

I learned that evaluating online faculty performance should not rely only on traditional quantitative indicators, because many are negative and lagging—they identify a problem only after it has affected students or course outcomes. I will use both quantitative information, such as participation, assignment activity, and course engagement, and qualitative information, such as the quality of instructor feedback, communication, course facilitation, and student comments.

I learned that onboarding online faculty should be comprehensive but delivered in phases so new instructors are not overwhelmed. I will apply this by providing essential information first—such as institutional expectations, compliance requirements, key policies, and required teaching procedures—and then introducing more detailed resources and professional-development support over time.

I learned that selecting online postsecondary faculty requires using recruitment sources that reach qualified professionals, including professional organizations, faculty-focused job boards, and industry contacts such as advisory-board members. I will apply this by recruiting broadly while verifying that each candidate meets applicable employment-law, institutional, state, and accreditation requirements.

I learned that a job offer should clearly communicate the instructor’s pay, benefits, job expectations, and work environment. Making the offer in person can be especially helpful because it gives the candidate an opportunity to ask questions and better understand the position before accepting.