The narrative of teacher shortages is ever present. The UK government has introduced measures to fill some of the skills gaps – most recently by encouraging candidates from any country in the world to apply to teach in England.
Under the proposals, all overseas teachers would be awarded qualified teacher status (QTS) and permitted to work in any school in England. Currently, only teachers from a set number of countries – those in the European Economic Area, Australia, Canada, New Zealand, Switzerland and the USA – can apply for QTS, while those from other nations still have to undergo initial teacher training or the assessment-only training route.
The Association of School and College Leaders welcomed the move, but said it was “a sign of the very severe teacher shortages being experienced by schools and colleges”.
Will the new plans cure the teacher shortages? On their own, it’s unlikely – so it’s on schools to find the skilled staff they need in a limited talent pool.
Here’s what your school can do to make it stand out and reach talented teachers before your competition:
1. Cultivate and nurture your teacher database
If you’re going to win the race for talent, then you need to be armed with a superior teacher database; a Talent Pool of skilled potential candidates for any future jobs that may arise in your school.
If you cultivate and nurture your teacher database, when a vacancy arises, these potential candidates will be warmed up to your school and understand the value and appeal that you can offer them, without you having to ‘sell it’ to them.
To do this, you’re going to need the help of technology, which can provide you with a clear overview of your pipelines for live jobs and your future workforce.
2. Build your brand online
As well as actively engaging potential candidates, you also want to be the school that's easy to find and apply to – and one that positions itself as an attractive employer.
In terms of your employer brand, a lot rests on your Career Site. This is the place that candidates will go to get a feel for your school and to keep an eye on any vacancies.
By integrating your Career Site with social media, you’ll be keeping it relevant by showing candidates what’s going on at your school day to day.
3. Ease the burden on teachers
Retention is arguably the best solution to the teacher recruitment crisis – if we can now call it that – but it’s becoming increasingly difficult for schools to hold on to their top educators.
According to a recent survey by the National Education Union, nearly half of teachers plan to quit by 2027 due to workload.
Clearly, there is a need for the government to do more to “right the ship”, as the NEU puts it – but schools also have their part to play in ensuring its educators are continually supported to manage their workload and stress levels. Creative solutions might be required.
4. Reach out to specialist recruiters
In the current climate of skills shortages – which will only become more intense in the coming years – it’s necessary that you’re doing as much as you can to fill vacancies.
By seeking external recruitment support, you can also place greater focus on retention and all the other things that make up your recruitment strategy (employer branding etc.).
Eteach can become an extension of your recruitment team. We have the expertise and flexibility to deliver the right software solution and/or people services.
Our team of specialist recruiters work year-round to engage with both passive and active candidates. When your vacancy arises, we will deliver the top teaching talent that's just the right fit for your school.
Unsure exactly what kind of support your school needs to create a robust recruitment and retention strategy? Eteach Education Advisers can take a subjective look at your school and provide you with some recommendations.
You will receive a free initial meeting and audit of needs, with a pricing model dependent on project requirements. We offer hourly, half/full day or project rates. Find out more about this service here.
