When recruiting staff in your magnetic field is your school attractive or repellent? Possibly a deeply personal question but intensely important at this time of turbulence; recession, Brexit, a global pandemic to name just a few recent challenges!
Which came first? Great question! It’s that age old riddle that has sparked many arguments and debates.
The same great riddle can be posed around the term ‘teacher recruitment and retention’ – or should that be retention and recruitment?
We are being approached on a daily basis by schools, Local Authorities and Multi-Academy Trusts who are going to extreme measures in a bid to fill their teaching positions. Whilst we cannot (and will not!) claim to have the answers to the national shortage, we do support the notion that marketing has a role to play.
We are in a teachers’ marketplace and school leaders need to change their recruitment habits in a bid to stand out from the crowd.
- Have you considered your unique proposition for staff?
- How is this being promoted?
- What is the experience of a candidate who comes for interview?
- Or even when an applicant goes through your application process?
The channels you use are crucial. We recommend a combined approach that includes traditional advertising, social media and creative methods such as utilising your teachers’ personal networks through incentive schemes.
Topics: Teacher recruitment