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The New Recruitment Journey
How Can We Attract, Recruit and Retain the Best Teachers?
Simon Hepburn
Falling
applications
Regional and
subject shortagesMore teachers
leaving the
profession
Low
unemployment
Rising student
numbers
Significant absence
Real salary cuts
Brexit
International
school growth
For the data, read…
Teacher Workforce Dynamics in England
Jack Worth, Sarah Lynch, Jude Hillary, Connie Rennie, Joana Andrade, NFER, 30 October 2018
The Teacher Gap
Rebecca Allen and Sam Sims, Routledge, 2018
Talent Architects
Mandy Coulter, John Catt. 2018
The impact is clear
‘I had no response to any of our adverts this year and was only able to recruit through personal contacts’, Headteacher, Comprehensive School, London
‘We asked an agency to send us prospective Maths teachers – they sent just one and they scored 0% on a GCSE paper’Assistant Headteacher, Comprehensive School, Manchester
The traditional recruitment model is broken
5 new starters needed
15 interviews…
75 applications…
225 application downloads
10 new starters needed
10 interviews ‘if lucky’
20 applications…
50 application downloads
THEN…. NOW….
This Photo by Unknown Author is licensed under CC BY-ND
We have been here before
and there are solutions.
McKinsey Quarterly 1998!
The new recruitment journey
Aware of job from trusted contact
Positive reinforcement
Informal chat or
visit
Simple application
form
Flexible interview
dates
Offer made that meets jobseeker
needs
Support to ensure
retention
• Work with ITT providers (as providers and mentors)
• Keep in touch with former students and teachers
• Engage your parent and local communities and let them know you have jobs
• Be open about your staff leaving and celebrate if they’re moving on or up
• Ask your staff to help recruit!
• Share jobs on social media, including personal accounts
Use ‘high-trust’ recruitment methods to save money and time
If you have to go ‘low trust’ go free!
TeachVacTeacher VacanciesTeagloTeacher ToolkitTwitter #teachingjobs
If you have to go ‘low trust’ make it attractive!
• Is this a job I’d like to do?
• Does it meet my current needs (income, location, ethical values, flexibility)?
• Is this a place I’d like to work in?
• Where it will take my career?
• What evidence is there that this is true?
• Does the school use ‘you’?
‘We value and nurture our staff, and put professional development at the centre of our work - would you like to join our team of excellent practitioners?
‘We wish to appoint an outstanding Teacher of Maths to join our expanding department. The ability to teach Maths at a high standard across the key stages is essential’
The new recruitment journey
Aware of job from trusted contact
Positive reinforcement
Informal chat or
visit
Simple application
form
Flexible interview
dates
Offer made that meets jobseeker
needs
Support to ensure
retention
Don’t leave it to others to tell your story
SecretStaffroom.com
Create an employer brand by sharing real stories
The new recruitment journey
Aware of job from trusted contact
Positive reinforcement
Informal chat or
visit
Simple application
form
Flexible interview
dates
Offer made that meets jobseeker
needs
Support to ensure retention
Why aren’t we getting applications?
• ‘I’ve already got a job’
• ‘I can only manage 1 or two applications a week’
• ‘I don’t want to have to tell my current school I’m looking’
• ‘I’ve already applied to several schools –let’s see their response first’
• ‘I can’t make the advertised interview dates’
• ‘I applied to that school last year and they didn’t get back to me’
Make the recruitment process user-friendly
The new recruitment journey
Aware of job from trusted contact
Positive reinforcement
Informal chat or visit
Simple application
form
Flexible interview
dates
Offer made that meets jobseeker
needs
Support to ensure retention
Develop a retention strategy by listening to staff
Celebrate training and development
Innovation works (and helps you stand out!)
“Since implementing the
policy last September….the
proportion of staff leaving the trust fell from 40% to
just 6%”
The new recruitment journey becomes…
Aware of job from trusted contact
Positive reinforcement
Informal chat or visit
Simple application
form
Flexible interview
dates
Offer made that meets jobseeker
needs
Support to ensure retention
The new recruitment cycle
Simple application
form
Flexible interview
dates
Offer made that meets jobseeker
needs
Support to ensure retention
Aware of job from trusted contact
Positive reinforcement
Informal chat or visit
Simple application
form
In summary
Create a ‘new recruitment journey’ by…
• Using ‘high-trust’ recruitment methods to save money and time
• Creating a strong employer brand though real stories
• Making the recruitment process user-friendly
• Developing a retention strategy by listening to staff needs
