Connecting your school to an international talent pool of educational professionals

As the provision of quality education is becoming more global, an increasing number of senior leaders, teachers and support staff are choosing to expand their horizons and work in international schools. As you already know, recruiting the right staff, with the right qualifications and experience at the right time is a challenge, it is a competitive market out there. In the UK, many teachers are actively engaged with an international curriculum and they are keen to explore the possibilities of taking their skills abroad. How schools reach this group of passive and active candidates is a key component of a successful recruitment strategy.

How can your school attract the best candidates?

With the majority of job searches being carried out online, schools need to develop:

• a strong online brand
• consistent messages to attract, recruit and retain outstanding professionals
• the promotion of the schools’ ethos, vision and achievements

Recruitment marketing needs to be clear, realistic and innovative, attracting and retaining the attention of potential candidates. Remember recruitment is a two-way marketing exercise.

Online ads are a fantastic way for schools to communicate. In addition to text, the most successful online ads will include images and podcasts promoting the benefits of joining the school community and living in the heart of a new, exciting cultural experience.

How to promote your school and job vacancies

• A good ad requires a full job description, complete with salary and benefits.
• Design a dynamic ad containing images, videos, and relevant information about the job, describing the school, resources, curriculum, location, subsidised fees for children and the job itself.
• Make sure your ad clearly states interview and closing dates, the application process, how to request further information and details of your school website.
• Promote your association with ECIS and your commitment to the continual professional development of all staff.
• Agree the timeline for the recruitment process (advertisements, publishing, closing dates, short listing, interview dates, etc.)
• Set your selection criteria and conduct interviews to reflect equal opportunities best practice, then record and document the interview and selection process and provide constructive feedback to all candidates upon request.
• Create a robust induction process for all new starters and support them with a tailored orientation programme.
• Remember to monitor and evaluate the overall process and retain details of qualified but unsuccessful candidates who you would consider for future positions.

There is a fallacy that teaching abroad can have a detrimental effect on your career. Of course school leaders, teachers and support staff need to engage in life-long learning to keep in touch with the latest developments and best practice. ECIS offers excellent courses for all involved in international schools, such as the International Teachers Certificate. From our experience, schools that fully engage in the promotion of professional development for all staff have the edge in a competitive recruitment market.

Connecting candidates and recruiters… Advice we offer candidates:

• Promote your own extra-curricular interests in areas such as music, drama, or sports. This will make you more attractive to international schools.
• Research the culture of the country. Will you feel comfortable there?
• Is the school reputable? Conduct some research and do your homework. Will you be able to adapt? Will you be able to cope with new banking systems, regulations, foods, languages, climates and cultures?
• Do you have family members or financial constraints that compromise your ability to commit to a contract?
• Do you have the right qualifications and experience for a specific post?

Why do educators choose to work overseas?

By joining an international school, teachers can develop their careers, build up their professional network and develop their international curriculum knowledge. The opportunity to develop cultural understanding and awareness is another key motivator, as are meeting new people, seeing new places and learning new languages.

Teaching in Europe, the Middle East, and Asia are all popular destinations. Europe tends to be the first foray into teaching abroad for many UK-trained teachers. Competitive conditions of service including accommodation, end-of-contract bonuses, flights, medical coverage and tax-free salaries in the Middle East all attract applicants.

Whilst having a desire to travel and the willingness to adapt to life overseas is important, it is not enough. When conducting search and selection assignments for schools, Eteach look for professionalism, solid curriculum knowledge, outstanding references and a commitment to teaching.

How Eteach can help with international teacher recruitment

Eteach can help in many ways to gain the best candidates for your school. We communicate with our candidates via the international newsletter and the international bulletin. Every two weeks we send out the International Newsletter which features international schools and has the latest international news. Alongside that we offer the international bulletin which lists the latest jobs. If you are interested in registering your school with Eteach Teaching Abroad or have any questions for us, please do not hesitate in contacting us.