Meeting recruitment and retention challenges in education

The education sector, particularly from a school business and support perspective, is facing increasing challenges in recruitment. With expanding expectations and dwindling talent pools, leaders are grappling with the need for experienced and qualified staff to meet the evolving demands

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

Business staff and support workers are encountering mounting responsibilities, spanning areas like ICT, communications, health and safety, finance, and HR. The compliance landscape is also growing more complex, necessitating specialised expertise within school teams.

Changing family dynamics, where both parents often work full-time, are reshaping the talent landscape. Traditional reliance on part-time or term-time-only workers is fading, presenting recruitment difficulties, particularly in underserved communities, compounded by funding constraints.

Addressing challenges – a case study

Cranmer Education Trust exemplifies a strategic approach to tackle recruitment hurdles. With a strong focus on wellbeing and professional development, the Trust fosters a collaborative culture across schools, aiming to attract and retain staff committed to the mission of serving children.

The hub model

A structured ‘hub model’ framework enhances recruitment and retention efforts by fostering collaboration among schools. This approach ensures standardised processes across finance, HR, IT, marketing, governance, and facilities, allowing for shared expertise and improved accountability.

Through apprenticeship roles and supportive structures, the Trust nurtures talent and offers development opportunities in key areas such as IT, HR, finance, and marketing. Mentorship, shadowing, and networking within a cohesive governance framework enhance skills acquisition.

At the core of the recruitment and retention strategy lies a focus on culture. Building a sense of belonging and collaboration through networking opportunities, teamwork, and shared values strengthens the recruitment proposition, even in the face of competition from better-funded sectors.

While culture and development opportunities are vital, adequate funding remains a pressing need. Investing in education is crucial to establishing robust structural frameworks that empower staff and ensure children’s success in a rapidly evolving landscape.

School leaders face significant challenges in recruitment, but strategic approaches centred on fostering collaborative cultures, providing professional development opportunities, and implementing supportive frameworks can mitigate these hurdles. By nurturing talent within their organisations, leaders can build resilient teams equipped to navigate evolving landscapes and ultimately, enhance outcomes for children and communities.