Although it is coming to the end of the traditionalschool recruitment season (August/September – January), it certainly feels like the school recruitment season hasn’t ended for the past three years. This draws on EDU Talent’s focus on the implementation of strategic and proactive recruitment strategies, to minimise the cycle of reactive recruitment activities.
Our mission focuses on developing people-centred teacher recruitment strategies; informed by data and research, driven by schools leaders.
This article outlines a succinct blueprint for strategic teacher recruitment, highlighting six pivotal steps. It’s important to note that while these steps provide the basis of a framework, there’s recognition that recruitment strategies should be tailored to each school’s unique context rather than adhering to a one-size-fits-all approach. If you want to develop a specialised school recruitment strategy to move out of reactive recruitment activities call Laura on 0431 463 804 or via email la***@***********om.au.
1. Early Leadership Position Planning
It all begins with leadership. Securing key leadership positions as early as July/August sets the foundation for a smooth recruitment season. Timely decisions in leadership roles create a ripple effect, streamlining the recruitment process for the entire school, as well as surrounding schools.
2. Know Your People
Engage in open and honest conversations with existing staff about their career goals and intentions. Understanding individual aspirations fosters a positive working environment and allows for strategic workforce planning. Knowing your team members on a personal level cultivates a strong sense of camaraderie, making them more likely to actively contribute to the recruitment process.
Additionally, extend this engagement to pre-service teachers. Create connections early on, providing insights into the school’s culture and values. Don’t let them go after their practicums; instead, maintain ongoing communication and cultivate a sense of belonging. By nurturing these relationships, you not only contribute to the development of future teachers, but also enhance the pool of potential future candidates for your school’s staffing needs.
3. Celebrate Your Uniqueness
Beyond financial incentives, emotional buy-in plays a significant role in attracting top talent. Celebrate and communicate your school’s unique culture, employee value proposition (EVP), and personal stories that showcase the tight-knit community. Highlighting instances like teachers driving to the airport on a Saturday to welcome a new recruit with a town tour, these stories contributes to the emotional appeal that can be a deciding factor for prospective hires. Utilise your story-telling skills.
4. Tap into Your Contingent Workforce
Capitalise on the talent within your contingent workforce. Leverage the expertise of existing casual and part-time teachers who are familiar with your school’s culture and operations. Additionally, consider backfilling casual teaching with recently retired teachers, bringing a wealth of experience and institutional knowledge to casual teaching roles.
5. Diversify Job Board Presence
While traditional job boards like Teachers on Net and Seek are essential, explore alternative platforms to widen your reach. Consider advertising on platforms such as Early Learning Association Australia, Workforce Australia, Facebook, Instagram, Learn4Good, TES, IB School Careers, and Education HQ (start researching and thinking more broadly). Don’t underestimate the power of LinkedIn; although teachers might not actively seek jobs there, leveraging your network and creative hashtags can tap into a broader audience, and potential networks of suitably aligned teachers.
6. Harness the Power of Your Network:
The most potent recruitment tool at your disposal is your school’s network. Leverage employee referrals and word-of-mouth recommendations within your existing staff network. The data I ran from the commencement of the 2023 school year revealed that over 40% of successful placements resulted from word-of-mouth or employee referrals. Encourage your team to actively participate in recommending potential candidates, creating a robust and supportive recruitment ecosystem within the school.
Gone are the days when posting a job and waiting yielded a robust candidate pool. Successful strategic school recruitment requires a year-round dynamic approach. To develop and implement a individualised pro-active school recruitment strategy for your school call Laura on 0431 463 804 or via email la***@***********om.au.
