The teaching industry is enjoying something of a recruitment boom right now. Analysis by Jack Worth, a National Foundation for Educational Research economist, shows applications at the start of the year were up 26% compared with the same time last year.
Depending on teacher retention rates, the sector would most likely be in a “very healthy position” for the coming years, Worth said. This is good news indeed, providing it is sustained. However, schools will need to ensure they are in a position to attract and recruit the top-level candidates.
As you go about designing a winning strategy, keep in mind these five dos and don’ts which will help lead you to the most high-calibre candidates.
Do make wellbeing a priority
Teachers are calling out for some proper wellbeing support right now, with data showing that they are working, on average, 46 hours per week.
So, as they eye up their next move, the best candidates are only going to be interested in hearing from schools that provide some reassurance that their workload is at the forefront of thinking.
Do offer continuing professional development (CPD) opportunities
Schools that can offer a more supportive, developmental environment will not only find it easier to retain their best staff, but it can also help to recruit the top talent.
The best candidates are ambitious and career-driven and don’t want to end up at a school which will hold them back in achieving their ambitions.
Do offer a breadth of teaching opportunities
As with any job, task variety is key to long-term satisfaction in teaching. Obviously, teachers have their own specialist subjects and will be defined as such. But they can still be challenged and given opportunities to push themselves.
Perhaps you can offer them Key Stage 5 teaching opportunities or a pastoral role – it’s all about tuning-in to what your candidates want and providing an enticing teaching package that is relevant and attractive to high achievers.
Don’t be afraid to re-advertise if necessary
Interview day is a long day for everyone – especially for candidates who expend all kinds of nervous energy as they try to make the right impression. But that isn’t to say that you should fall into the trap of offering someone a job if none of the candidates interviewing on the day are of the standard that you need them to be.
Sometimes the best option is to re-advertise the position and make some adjustments to your strategy to try and attract a better standard of candidate. Don’t lose sight of the fact that every teacher represents your school.
Do utilise technology
Technology has proven to be a game-changer in many industries when it comes to recruitment. Not only can the right solution help you cultivate a healthy candidate pipeline, it can also help you build a better future workforce.
So, go in search of an expert solution that is right for your school. With Eteach’s Advanced Candidate Management and Talent Pool technology, you can simply move candidates through the workflow and keep a clear overview of your pipelines for live jobs and your future workforce.
If your school is in a position to recruit top teaching talent, Eteach can help. Find out more about our recruitment services and solutions by getting in touch today.