FEATU
“A report by the CIPD, the professional body for HR, sets out the importance of evaluating what works in recruitment and adapting
appropriately – such as experimenting with a job advert. So, for example, you might try three different adverts and measure which attracts the most interest.
Pick the right person Pick the right person
“It sounds obvious, but a recruitment process that ends in the hiring of a new teacher who is not a good fit for the school is not financially efficient. Furthermore, such a retention, unsettled again.
pupils and the need to recruit process could lead to low
“Schools should therefore focus on recruiting candidates who are a good fit. It may be worth asking candidates to fill in a profile questionnaire to quickly assess suitability. The questionnaire will allow you to see if the values and aims of candidates match the values and aims of the school, hopefully giving you someone who will stay for longer and easily fit with the rest of the team.”
M eanwh hiile, Rands dstad’s V Viictoria Sh th s to say about the current thisi to say about the current
recruitment landscape for schools, including top tips on howto attract and retain the right candidates.
recruitment landscape for schools, including top tips on how to attract and retain the right candidates.
“Recruitment can
cost of replacing a cost. The average terms of time and be costly both in
according to Oxford staff member,
£30,000, but recent Economics, is over
CIPD surveys report
that 70%of HR directors have hired someone who did not meet expectations. One-in-ten new recruits is considered “a poor hiring decision”. “Using and exploiting ‘big data’ and new approaches such as strength-based interviews – focused on the person – are changing the way recruitment works in schools. As CIPD puts it, we expect employees to be flexible, collaborative and innovative.Why would we recruit them using methods that emerged a century ago and have been consistently derided as outdated ever since?
What is the ‘right’method? What is the ‘right’ method?
“Finding the people you need in a changing marketplace is not easy. Skills shortages, scarcity of talent, the impact of social media on online recruiting and continuing cost pressures mean this is still a challenging time for schools hiring in the UK, even though the economy appears to have recovered from the worst effects of the post- 2008 recession. The potential threat of a reduced talent pool post-Brexit adds further pressure. “As traditional recruitment pools become
drained, seeking new sources of applicants might mean considering upskilling people who already have the softer skills required; people returning to work, perhaps preferring to work more flexibly; or investing in apprenticeships.
Jump on the “brandwagon” Jump on the “brand wagon”
“A school's employee value proposition (EVP) is critical in both attracting and retaining talent and is increasingly important during a skills shortage when schools are competing for talent. A good
March 02 18 2018 Short has
employer brand and well-articulated EVP sends signals to potential recruits about the experience of working for a particular school, alerting them to factors likely to make them want to join, and conversely ‘warning off’ those who would not be the right fit.
Keep the selection process short Keep the selection process short
“Randstad’s findings have found that two thirds of teachers have given up on the teaching application process because it takes too long. As the proportion of roles that require testing has increased, the recruitment processes have lengthened, which candidates find off-putting. Therefore, if you are looking to attract candidates, you need to ensure that your application process is not driving talent away.
Focus on retaining employees Focus on retaining employees
“Selecting the right people in the first place seems self-evident and the most common approach to addressing retention issues is improving the onboarding and induction processes. From the start of the recruitment process prospective employees should be given a ‘realistic job preview’ e.g. clarity on training and career development opportunities. New employees should also receive an appropriate onboarding and/o/or induction to minimise departures during the first six months of
employment. Essentially, expectations and reality must align, and schools need to deliver on their brand promise.
Working together to achieve excellence “Finding and keeping the right person to fill a vacancy and maintaining the quality of the pupil learning experience in your school, can be a full- time job. But that’s where Randstad’s expertise comes in.
Working together to achieve excellence
“With a national network of offices, we work hard to ensure that you get the teaching talent and support you require within the tightest of time frames.With a team of over 150 specialist consultants based across the UK, we are on hand to support with your hiring needs. All-in-all, we believe in working together as an extension of your team and tailoring our approach to deliver the right candidates for your school.
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Driving efficiency through innovation “As experienced recruiters, we have developed a range of online and offline candidate attraction techniques to keep you ahead of the curve as the teacher recruitment landscape continually evolves. “Our latest search technology harnesses the best of our own resources and databases and all the specialist job boards and CV libraries. This technology is the first of its kind to be deployed to a UK recruitment organisation and it gives you high speed access to hundreds of relevant candidates for every role. Our specialist recruiters then do the leg-work to narrow the results to find the right shortlist for your school or academy.
Driving eff fficiency through innovation Flexible solutions for your classroom Flexible solutions for your classroom
“Working with over 2500 schools and academies every week has given us a good insight into the many different requirements schools may have when it comes to recruitment. That’s why we have a wide range of services to help you meet your hiring needs. All of our candidates are put through the necessary safeguarding and pre- employment checks and you can be sure that every candidate we assessed to ensure t
continuous professional development that we offer to all our candidates allows us to maintain the high quality of education provision that you are used to.
Thinking long-term Thinking long-term
“Traditionally, recruitment agencies like ourselves were used for emergency staffing.Whilst we still assist with all your unplanned or short-term absences, we are also able to support with longer term solutions.We can coordinate the entire recruitment process for you from advertising to shortlisting, interviewing to offer management and everything in between, leaving you to focus on providing a high quality education for your pupils.”
FEAT RE FOCUS: RECRU TMENT
TURE FOCUS: RECRUIITMENT
he right fit for your team. The put forward has been
To find outmore about Randstad’s education off
ffe ca or
visitwww.randstad.co www.education-today.co.uk
fering, call 0845 600 1234
.co.uk 53
co.uk
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