RECRUITMENT Use social medi Use socialmedia


Social media is very popular with teachers, but schools don't yet tend to use it much for recruitment. Howe ver, it can help you because: • There are many groups and forums where teachers talk and share ideas – you can post vacancies in front of large, tailored audiences • Posting your advert on your school's profiles makes it quick and easy for


followers/connections to share it with others who would be i nterested


• Candidates can get a day-by-day sense of school life through a well-maintained Facebook page or Twitter account – use it to highlight your school's be st bits


Ensure applying is easy


• It is free to use and can save you mone y Ensure applying is easy


The application process is as much for you to sell yourself to potential candidates as it is for


• National education recruitment sites like TES, Eteach, SchoolsWeek, and Talented Teacher Job s


• Local authority websites and local papers • Social medi a • Subj


bject associati ons


• Via word of mouth (ask staff to share the vacancy with peers and refer candidates)


Consider who your advert is aimed at You'll reach different types of people depending on where you advertise. The general (un-scientific) picture is :


Considerwho yo ur advert is aimed a t


• Younger teachers tend to use recruitment websites, social media and local authority websites, so go online if you're looking for a less experienced teacher and you have a smaller budget. Forge links with your nearest university, as newly qualified teachers are likely to go to schools they have had a relationship with in the pas t


• Teachers in the 34-50 age bracket are likely to use more traditional methods like education recruitment sites, recruitment agen Twitter for educa


most likely to be members of teaching associations. They use Google a lot to find vacancies, so make sure your advert is search- friendly (use relevant key words in the title and opening paragra ph)


• Experienced teachers over 50 are not usually looking to move job, so are often headhunted or find vacancie s through established peer networks and referrals. Ask your staff to refer candidates and share the vacancy with their r proactively approach people re working in other schools


you know who a peer networks, o


who would be a good fit


Don't put all your eggs in one basket. Take out a series of cheaper adverts in a variety of places if you're struggling to find candidates, rather than one big, expensive advert. Diversifying your advertising can help you reach people you wouldn't normally .


Have a recruitment mindset all year round Consider the timing of your advertising.Most schools advertise during the spring term, but doing so is only adding to an already crowded market. You could actively promote your school’s message and selling points in front of potential


Have a recruitmentmindset all year round Marc h 02 19 2019 wwweducation-tod ya .co.uk.co.uk 33 www.


tion-related purposes, and are cies. They tend to be active on or to be signed up with


applicants all year round – partly by improving your school website and online presence.


Improve your digital presence Update your schoolwebsite


Improve your digital presence Update your school website


Candidates will research your school to find out as much information as they can before deciding to apply. Help them do so by updating your school website, taking the chance to put across the best things about your school.


• T


• •


op tips for your website are:


Make sure it works properly and is engaging and easy to use (including on tablet


Fill it with attractive photos of your phones)


surrounding area


Set up a permanent 'working here' page on your website (like other employers do), selling your school as an employer and place to work . Include :


• • •


• •


The unique/distinguishing features of your school


The benefits of living in your local area Your priorities for staff – their professional development, being part of the community Any benefits you offer – staff socials, work-life balance initiatives


Photographs and testimonials from current staff members saying what they like about working at your school


school and s and


candidates to demonstrate their suitability to you. You want to make a good impression, and you don’t want candidates telling their peers about a stressful or unprofessional experience.


With your website , make sure:


• It works for peo ple using phones and tablets • It’s easy to navigate, to find the job advert, and to work out ho w to apply


• You can apply online (if at all possible) if the job advert is onlin e


Your first step in the recruitment process should be simple. Just ask for:


• Basic personal information – name, contact details, qualificat ions, etc.


• A CV or description of their experience and work histor y


• The necessary sa feguarding information • A statement about why they want to work in this role, at your school


Don’t make all applicants fill in an unnecessarily long application form, as this will be time- consuming and may put people off. It can also frustrate candidates who don’t get any further – meaning they might not want to apply again in the future, or might discourage their peers from doing so.


Make sure your job advert is live for at least a month so people have time to see it.


Teachers work a lot of overtime, and it takes time to find a vacancy and complete an application.


RECRUITMEN T


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