RECRUITMENT


RECRUITMENT


Advertising your schoo effectivelywhen ecruitin


Advertising your schooll eff W


ith the recruitment market becoming increasingly competitive, schools need to go the extramile to attract high quality cand dates. In our third look at the schoo recru tment process this month Kaley Foran Lead Content Editor from The Key, explain howyou can make your job adverts as enticienticing and effeng and effective as possible


Analyse your recruitment habit s Analyse your recruitment habits


Take inspiration from businesses and put some time into analysing and improving your recruitment processes.


Ask your support or HR staff to analyse your previous recruitment rounds. Look at your records from the past couple of years, and consider the following aspects of your recruitment process: • Time of yea r


• Applicant numb ers and calibre


• Advertising cont ent, placement and duration • Method of recruiting (e.g. word-of-mouth referral, using agencies, headhunting) • Application proc ess


• Interview panel composition


and least successfu l Draw up lists of the


common factors in your most recruitment rounds. Use thi s


evidence to work out what you need to change, what you should do more of, and what new strategies you could try.


Entice candidates with the job advert Your job advert is o


Entice candidates applicants will have


with the job advert


with your school, so it needs ften the first encounter


www


Your selling points might also not be your ‘best’ features. Be honest – if your school is


underperforming, explain upfront that you're o n a school improvement journey. You’ll only get applicants who are ready for the challenge, which will benefit you in the long run.


Counter-intuitively, perhaps, don't focus on your 'outstanding' Ofsted rating if you have one. This won't tell applicants what it’s like to work in your school, or appeal to their desire to make a


3 2 www .education-today.co.uk.co.uk


ith the recruitmentmarket becoming increasingly competitive, schools need to go the extra mile to attract high quality candidi ates. In our third look at the schooll recruiitment process thismonth Kaley Foran,, Lead Content Editor fromThe Key, explains how you canmake your job adverts as fective as possible..


• • a


•


to be informative, engaging and a good reflection of what you're about.


In the advert (as much as the format allows), lways include:


The basic information about the job


A high-quality picture of your school looking its ue s


Your school's ethos, culture and va l best, and logo


Highlight your school’s strengths Highlight your school’s strengths


Make a list of 10 selling points about your school and craft your advert around these. Consider y our:


• Location – e.g. good transport links, proximity to a park or picturesque area


• Links with other schools, training pr universities or businesses CPD offer


• •


• •


Demographic and what this means


– e.g. the oviders,


challenges and potential to make an impact Facilities


Provision for pupils with special educational needs or English as an additional language


Offe Offer extra benefits fer extra benefits If you have the flexibility to offer perks to


candidates, make sure you highlight these in the advert. Incentives don’t have to be financial – for example, some schools:


• Run social activities, like staff sports teams, quiz nights or choir s


• Partner with local businesses to offer discounts, like local fitness clubs


• Allow staff to use their specialist facilities, such as gym or medi a equipment


• Offer priority admission to the school for the children of staf f


• Offer excellent professional development opportunities, such as secondments or extensive CPD programme s


Advertise in the right places


Advertise in the right places There are a lot of pl depending on your


• Your own websi t reach :


• National general and Guardian Jobs


budget and who you want to aces you could advertise


recruitment sites likeMonster e


Marc h 2019 2019


ffectively when recruiting


difference to children’s lives, or show how they're going to be supported to develop their career. Ask your staff what they most value about your school. The responses can give you a steer on what to focus on, and can also give you great testimonials for marketing. Ask staff if you can use their comments on social media, your school website, or in a prospectus or other promotiona l material.


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52