The ability to attract and keep the very best teachers is a key factor in any institution’s success, and yet a school is likelier to tweak its homework or sanctions policy than its Mat recruitment strategy. For instance, only 7.31% of respondents said they had reviewed recruitment strategies to encourage a more diverse range of applicants, according to Hays.
When was the last time you reviewed recruitment and retention? Here are some reasons why now’s the time.
#1 Diversity is key
As we’ve said before, school staff should reflect the communities they serve. Take a look at this Ensuring Diversity In Your Schools Hiring Process.
MATs are able to write their own Mat recruitment strategy, which means they can devise innovative ways to level the playing field. Using blind CVs, looking at who’s doing the hiring, and making the most of mentoring, along with ongoing support and appraisal can make a huge difference. To break down barriers for overseas teachers, some headteachers offer loans to help new staff buy a car and therefore reduce their reliance on public transport.
Many academies, however, make little use of their relative autonomy and face the same recruitment difficulties as other schools, according to a NAHT survey of school leaders.
Feel free to download our FREE Guide to Diversity and Inclusion.
#2 Times have changed
And not everyone has changed with the times.
Take Tes ads, for instance. They’ll all promise “exciting… outstanding… unique… transformational… opportunities”, but teachers are canny. They read between the lines. They want the specifics, the brass tacks, the concrete. If it’s “an exciting time to be joining” your school, tell them why. Tell candidates what support there is or the facilities available to their particular subject.
Too many ads communicate “this is what you have to do for us”, when hiring is a two-way street. What can you do for the candidate and their career progression? Candidates want job ads that tell them about the role, in detail. Address them and their concerns, in their language. Is it part or full time? Fixed-term or permanent? Per annum or per term salary? Many ads still fail to meet these needs, needlessly deterring applicants.
The truth of the matter is that MATs remain controversial and have an image problem. Less than favourable press in some quarters has criticised unsympathetic management styles which focus too much on accountability and getting results. It hasn’t helped that many schools were forced to academize due to poor inspections. It is imperative, therefore, that MATs address these concerns head-on.
There is good news to share. As one teacher wrote in response to a Guardian Secret Teacher piece back in 2016:
“Becoming an academy made my school. It all depends on your sponsor. I work for one of the biggest MATs in the country and I would only ever work for them. They value staff, students and the whole community. Teaching is hard and tiresome and they recognise this and streaming makes it easier for all teachers. I hear horror stories about academy chains but they are not all bad.”
#3 Applicants are changing
The profession is getting younger. Most UK teachers are in their late 30s. Digitally savvy, they’ll expect all the information they need in one convenient place. The teachers we speak to are genuinely interested in candidate attraction videos. They pay attention to the headteacher’s brand. They will look at what the head says on the website or how they come across on promotional videos. Increasingly, they’ll expect a candidate pack; they’re the perfect way to set yourself apart from the competition, sell the school, and get candidates picturing themselves in the role.
Former teacher Ben Masters told us in What Do Teachers Look For In A School? A Former Teacher’s Perspective:
“One thing marketing and HR departments can arrange is that school magazines and brochures sent to applicants present the school in the best possible light. They do matter. Flicking through pictures of the new lab or school trips or the library, the teacher begins to place themselves in that setting.”
#4 New tools are available
There are so many new tools out there – to those in the know. Facebook and WhatsApp groups have never been more useful or more important for spreading the word when vacancies arise.
School referral schemes are increasingly popular. Just be sure to sure follow our AIM formula:
- Announce it
- Incentivise it
- Monitor its success
There’s also the Tes subscription management service, with smartMatch and smartReach, which allows schools to manage cost more easily, recruit throughout the year at no extra cost, and reach 280,000 interested applicants every week. To exploit its full potential, it just needs careful monitoring.
Final thoughts
It will be interesting how the economy and jobs market bounce back post-pandemic. It may trigger some to leave the teaching profession, while for those whose industries have taken a hit, it may be the push they needed. The National Foundation for Education Research reported a significant rise in numbers applying for initial teacher training (ITT) courses. Let’s not forget that the government missed its own targets for the previous 8 years.
So now’s the time to review your Mat recruitment strategy; it’ll give you the edge when the race for top talent is fierce. For example, schools that make room for trainee placements will find themselves in pole position when it comes to attracting those entrants to the profession.
If you’re looking to review your school recruitment, get in touch. Ambleglow looks after the recruitment advertising needs of around 600 schools. In a typical week, we’ll place around 150 vacancies in all kinds of media from the mainstream education job boards to the selected local press, social media, regional sites and of course specialist media. We also have years of experience in producing professional packs for schools across the UK.