The recruitment challenge: Understanding Gen Z in education

The latest recruitment statistics for the teaching profession are far from encouraging. Despite more teachers in our schools than ever before, the real issue is the alarmingly high attrition rate

CREDIT: This is an edited version of an article that originally appeared on ASCL

This is especially concerning for a country with a young teaching workforce. To tackle this, we need to attract and retain members of Generation Z, born between 1995 and 2009, who are currently in their mid-teens to late twenties. Over the past decade, the percentage of teachers in their twenties has decreased, exactly when it needed to rise.

Gen Z is different – and for good reason

The oldest went through their teenage years in an age of ‘austerity’ following the global financial crash. This was accompanied by relatively low economic growth compared to the Millennials (years of birth 1980 to 1994) who came before them. Once they had negotiated that they have had the aftermath of Brexit, Covid-19, and the cost-of-living crisis affecting their earliest years in the workplace.

It has made them more prudent and apprehensive, amongst other key characteristics. Employers who complain about their Gen Z staff ‘leaving on the dot’ often do not appreciate they leave because they have a second job, or business to run, because one income does not pay the bills. A key lesson from the pandemic is that those who were ‘last in, were first out’. Gen Z has learned to spread its bets.

Those in education will also know of Gen Z’s diligence. Although comparisons at GCSE are not straightforward, given the change in grading methodology, it can be easily seen at university level. The percentage of first-class degrees doubled over the 2010s to approximately a third, even with the university population growing by a sixth in this period. Gen Z works hard.

What can schools and trusts do to resolve the issue? Although the powers to change the fundamental terms and conditions of the job remain with central government, and ‘teaching from home’ is not going to be a possibility for many any time soon, there are principles to pursue.

Principle 1: Be clear, be thorough

Gen Zs have many good reasons to be suspicious. They include inheriting a very poor set of financial circumstances, alongside responsibility for resolving expensive issues around an ageing population and climate change. They have been bombarded by clickbait all their lives. Filtering out what is not useful, truthful or interesting absorbs a lot of energy.

If you want to recruit and retain the best you need to be ultra clear. You should ensure that all the detail anyone may ever wish to see is available. Collectively, clarity and detail generate transparency and that is the starting point for trust.

Schools will never be able to offer the kind of flexibility on offer elsewhere but note that not everyone wants it. It was Gen Z who was back in the workplace first after Covid, not least because the cost of living means their working conditions at home do not rival those from the older generations. I would recommend you are clear about exactly the level of flexibility on offer and how you came to that decision.

Principle 2: Be who you say you are

The battle for retention starts pretty much as soon as your Gen Z employees arrive and does not let up. The key is that they need to find what was described on appointment. Authenticity counts for everything. Gen Z employees would rather see you for what you are, rather than what you want them to see.

Also note that Gen Z’s engagement in social media means that if they do not find what they expected that others can know about it very quickly, and in a way which can have long-lasting consequences.

You need to go further than you might feel reasonable in terms of being open and transparent. There is nothing wrong with saying ‘these are our weaknesses and this is how you can help’. You may find this piques interest, in that the role is something more than coming in at the bottom of an organisation.

Principle 3: Make it easy to apply

Microsoft Word formatting nightmares and clunky website forms need to be a thing of the past. Fully optimised mobile application forms which take minutes to complete will increase the number of applicants. If you really want 500 words of prose tailored exactly to the job available you might get them, but in highly limited quantity. Your application process is the best window into your school on offer. It is your opportunity to look efficient, ambitious, and open.

Recognising Gen Z as the most significant generational shift yet offers opportunities for those who move beyond the ‘snowflake’ stereotype and leverage their work ethic and academic strengths effectively.