As 2024 draws to a close, schools are looking ahead to 2025 as a fresh start to recruit the best talent. Going into the New Year, with growing challenges and a competitive market for top teaching talent, schools must implement innovative hiring strategies to stay ahead.
To help your school get ahead for the rest of the New Year, here are some actionable strategies to consider that will elevate your recruitment and put you ahead of the rest.
Broaden your visibility
A diverse pool of candidates starts with widening your scope of visibility. Advertising on multiple job boards – not just one – can significantly boost your chances of finding the right talent. Using specialised platforms – such as Eteach’s education-specific job board – will connect you with candidates specifically looking for roles in education. You can supplement this targeted approach with other general job boards, ensuring an even wider audience.
Harness the power of targeted email campaigns
A strong database is one of the most powerful tools in your recruitment arsenal. Leverage data wisely to send personalised job alerts to your potential candidates, with segmented email lists that ensure precise targeting for relevant roles only.
Want your roles to benefit from the UK’s largest education-specific database, using bespoke email outreach plus more? Eteach Media is your solution to let you tap into an engaged, targeted bank of talent. You can find out more about Eteach Media’s recruitment support for your school here.
Tap into social media outreach
Social media is an increasingly invaluable tool for recruitment. Utilising social media platforms like LinkedIn, Instagram, and Facebook will let you effectively promote your roles in a whole new way. By also sharing engaging supplemental content, such as testimonials, videos, and photos, you’ll be giving candidates real insight into your school’s brand and values. Plus, paid campaigns can target specific demographics, ensuring your job openings reach the right audience – so, if you’re not already utilising social media for your school, you should be.
Optimise for mobile recruitment
Did you know that over 80% of candidates job search via mobile? This percentage has continued to grow year-on-year, so ensuring your application processes have mobile users in mind is paramount to recruitment success.
Simplify your application processes for smartphones, capture candidates that are on-the-go, and you’ll see your completion rates rocket. For example, a feature such as School Recruiter’s mobile-friendly Fast Apply option collects all of the application data that you need, whilst eliminating lengthy downloadable forms that discourage candidates from applying, and can double the amount of applicants your roles receive.
You can also send SMS or WhatsApp reminders to your existing opted-in database, to quickly remind potential candidates of open positions they may not have seen otherwise.
Streamline your recruitment costs
UK trusts and schools often feel like they have their hands tied with extortionate agency fees or advertising costs with TES to find the best teachers - but the truth is, there are other ways to recruit that give you optimal control over your spending. Platforms like School Recruiter offer cost-effective recruitment solutions, no matter your budget, instead of more expensive traditional methods. By optimising your job advertisements to target the right audience, you’ll significantly reduce your time-to-hire, minimise agency & advertising spending, and improve your cost-per-hire as well!
Another cost-effective method of sourcing talent that you may not have considered is your current staff! Encourage staff referrals for prospective talent, tapping into trusted networks while saving on your external recruitment costs.
Take professional development in-house
In-house or externally-funded Continuing Professional Development (CPD) courses are a cost-effective and flexible way for current staff to learn and develop their skills, instead of using more expensive external courses. This can even include online webinars and training programmes that staff can complete regardless of location, such as those from the NEU. You can provide pathways for your current staff to upskill into needed roles if suitable; for example, looking internally for department leadership candidates.
Streamline your job postings
Use automated platforms to streamline job postings across multiple job boards with a single click. School Recruiter’s Applicant Tracking System (ATS) is packed full of built-in broadcasting options, letting you effortlessly post across job boards from one central platform.
Pre-scheduling your job advertisement posts can also ensure optimal timing for candidate engagement, saving your team time and effort; did you know, the best day to post your job in terms of candidate traffic is on a Tuesday?
Data-driven recruitment, smarter decisions
Analytics are key to refining your recruitment strategy – if you’re not getting the insights you need, you won’t know how to improve on your processes.
Using an informative ATS such as School Recruiter gives you access to Enhanced Reporting Dashboards, letting you track metrics like time-to-hire, cost-per-hire, and where your candidates are being sourced from. This data can shine some much-needed light on your hiring process, clearly showing areas of strength as well as areas for improvement.
Simplify the process
When it comes to your application process, take a second to put yourself in your prospective candidates’ shoes. Is it too lengthy? Are there multiple downloadable forms required? Do candidates need to be redirected to a separate website to apply? A smooth application process can make all the difference – many candidates will simply drop off before completing applications that take too long or are too complex.
Other employers, including those outside of the world of education, are in direct competition with you - and the best ones are already using candidate-friendly application methods.
Use clear, minimal steps to collect essential information without overwhelming candidates. You could choose to collect other information that isn’t as pertinent at interview or shortlisting stage, cutting down on application time and resulting in more completions. Opting to use Fast Apply options like the one School Recruiter provides also prioritises your candidates’ time during the application process, making it simpler for them to complete by pre-populating their application with their candidate profile data.
Be transparent and proactive
Transparency, as an employer, goes a long way to making a great initial impression upon your prospective candidates. The majority of jobseekers say they are less likely to apply for a job if the advert doesn’t specify a salary – so your job advertisement should clearly outline key details that any prospective employee would want to know, instead of being opaque. These include the role itself, clear responsibilities, salary, and benefits.
Supplement this key information by highlighting your school’s values, cultures, and further opportunities on your website. If your school’s own website isn’t up to scratch, tools such as School Recruiter’s Career Site functionality work as an all-in-one showcase for your school, letting you easily convey to candidates why they should want to work for you, alongside listing your current vacancies and more.
Responding manually to every candidate who applies for a role is, of course, not always practical – however, automated tools within education recruitment software such as School Recruiter’s ATS will let you acknowledge applications and stay in communication with candidates effortlessly. For example, automated bulk emails let you regularly update candidates on their status whenever they are moved in your pipeline, or if you want to provide them with a timeline for next steps.
Utilising tools for transparency, whether at advertisement stage or application stage, builds trust between you as an employer and your candidates - giving a strong impression and keeping them engaged throughout the process, making the best educators more likely to choose your school.
Forecast and prepare
Understanding your future staffing needs and trends is crucial to stay one step ahead of your competition. You should be analysing and anticipating any future staff retirements; plan recruitment cycles well in advance to avoid last-minute pressures.
Your recruitment campaigns should coincide with key termly resignation deadlines, capturing transient talent who may be seeking a new role at a crucial point in your hiring cycle.
Capturing candidates and proactively planning for the future with tools such as School Recruiter’s Talent Pool functionality gives you an edge above the rest. A Talent Pool connects you with qualified educators who have expressed interest in joining your school; when suitable roles arise, you’ll already have a pre-existing bank of candidates to tap into, giving you a much easier starting point for your outreach and ensuring you’re prepared for whatever recruitment needs may arise.
Retention is key
Keeping your current staff engaged and motivated is as important as hiring new talent. Invest in professional development programs such as aforementioned CPD courses or webinars; prioritise staff well-being, and create a supportive school culture that encourages long-term retention.
Keep a calendar of key events
Planning ahead for your recruitment needs to take into account your entire school operation. If you haven’t already, you should develop a calendar that includes key dates such as term schedules, resignation deadlines, exams, staff meetings, and special events. Share this calendar with your school community as early as possible, ensuring smoother coordination and hiring preparation throughout the year.
By implementing these forward-thinking strategies and utilising the power of ATS technology such as School Recruiter, alongside a truly multi-channel approach, it’s never been easier to position your school as a leader in education recruitment - attracting and retaining top talent while going above and beyond to meet the needs of your students.
Let 2025 be the year your school sets a new standard for success with us. Find out more about how School Recruiter can transform your recruitment for next year, today.