FEATURE FOCUS: RECRUITMENTATURE FOCUS: RECRUITMENT FEAT


Recruitment: howtomake your pro R


ecruitment can be an arduous process. However, adopting a ‘little and often’ mind-set is one approach that can help to create a smoother, andmore efficient overall process. In our second look thismonth at recruitment in the education sector,we hear fromJennyMoore fromThe Key, a provider of impartial leadership andmanagement support to almost half the schools in England, and Victoria Short,Managing Director at recruitment specialists Randstad.


ecruitment can be an arduous process. However, adopting a ‘little and often’ mind-set is one approach that can help to create a smoother, and more efficient overall process. In our second look this month at recruitment in the education sector, we hear from Jenny Moore from The Key, a provider of impartial leadership and management support to almost half the schools in England, and Victoria Short, Managing Director at recruitment specialists Randstad.


Create a great reputation Create a great reputation


“If you were to search for your school on Google right now, what would come up? Potential staff will search online to find out more about your school and how it is different from others. Having a positive reputation or brand image is therefore an important part of a continuous recruitment strategy.


“Having active social media channels and publishing regularly on your school’s website to promote the positive activities your school is doing, can be an effective way of publicising your school’s culture and attract candidates. This type of digital marketing is low cost and while it may be time-consuming at first, could pay off in th e long term.


According to The Key’s JennyMoore, there are a number of ways you can make your recruitment process more effective.


“Our State of Education survey last year found that teacher recruitment and retention was the third biggest challenge for school leaders, so what steps can you take to make the process easier?


Forecast need Forecast need


“Many schools only think about recruitment when vacancies occur, but this approach can often cost more money, time and effort. As schools face rising costs and shrinking budgets, planning well into the future may be the solution to managing some of these challenges.


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“Similarly, in shaping your digital presence, it can be useful for schools to start to build up a network of contacts within the teaching profession, as it can increase the likelihood of finding an outstanding teacher. In doing so, when a vacancy arises there may already be warm interest, and a curated pool of candidates .


I Identify your strengths dentify your strengths fy


“Building a strong brand relies on know school's vision, aims and strengths, and being able to communicate them effectively. To identify these, ask your teachers what they enjoy about working at the school. “ • •


their reasons for feeling emotionally what the school does well Points to consider:


3 4 www .education-today.co.uk


.co.uk to the school


attache d


Recruitment: how to make your process more efficientfficient rocessmore eff


“Instigating a system of ‘planned recruitment’, by forecasting likely staff turnover along with possible changes to the curriculum, can help you better understand the likelihood of needing t o recruit for certain roles .


• what might attract other teachers to apply • what has been the school's most


significant improvement in the last 12-24 months


“Additionally, you could survey the senior


leadership team (SLT) to reach a consensus on the school’s vision and goals. Building a strong sense of purpose, and creating a clear aim, helps a school to build a positive reputation, culture and network. This can in turn help you to attract and retain the right staff .


Why should candidates choose your school? “Schools that have successfully recruited outstanding teachers have moved away from focusing solely on what the school expects from candidates. They also demonstrate what the school can offer the candidate.


Why should candidates choose your school?


“The best teachers have a greater choice of job opportunities, so they are likely to have their own requirements that a school must meet before agreeing to join the staff.


“Schools should therefore think carefully about how they present what they can offer to a potential candidate. information about: • Continuing profes


sional development (CPD) This could include


opportunities (not just in the first year but throughout the teacher’s career at the school) • Potential to develop leadership skills


waing your


• Opportunities to t • Scope to innovate


ake initiativ e Develop good recruitment habitsl


Deve op good recruitment habits “Breaking away from unhelpful habits is


important in ensuring recruitment is as effective as possible. For example, it’s easy to slip into continually using the same advertising methods even if these have proved to be expensive and ineffective in the past.


Marc h 2018 2018


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