Nurturing talent: Tackling recruitment challenges

Recruiting for school business and support roles is becoming an increasingly challenging voyage. With expanding expectations and a shrinking talent pool, finding the right crew members to navigate the complexities of ICT, communications, cyber awareness, health and safety, finance, governance, and HR is no smooth sailing

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

The changing expectations on pupil-facing and pastoral staff, often due to under-resourced children’s support services, mean we are looking for people who are prepared to take on roles which may be isolated, without the network of professional support from local services.

The talent pool is changing too. We are in a society where, mostly, both parents in families need to work full-time. In the past, schools have relied on families where one parent can afford to work part-time and term-time only. It’s often not the case anymore, possibly more often in underserved communities. The difficulties in matching the pay, conditions and flexibility other sectors can offer, along with insufficient funding coming into our schools, is a reality our leaders are facing.

The Cranmer Education Trust case study

In the Cranmer Education Trust, a robust People Strategy becomes the guiding star in facing recruitment challenges. Prioritising wellbeing and professional development, the trust creates a culture that attracts and retains staff. With a collaborative ethos and shared accountability, the trust navigates changing landscapes by offering opportunities for growth and development across a network of schools.

Hubbing for success

The application of a ‘hub model’ within the business framework also aids recruitment and retention. By clustering schools based on geographic proximity, the trust fosters collaboration. Standardised processes for core business elements, including finance, HR, IT, marketing, governance, facilities, and estates, provide cohesion and clarity. This approach allows diverse expertise at different career stages, ensuring accountability and educational quality.

Building bridges, not islands

The trust’s vision aims to eliminate isolated roles, fostering a sense of belonging and shared responsibility. Shifting away from individual vulnerabilities, the framework encourages development within a sensible delegation scheme. The goal is to create a structure that builds capacity and nurtures individuals, fostering growth and collaboration.

Apprenticeships: A training voyage

Utilising apprenticeship roles proves effective in training for IT, HR, finance, and marketing. Leveraging the apprenticeship levy to fund qualifications within a supportive trust structure enables mentoring and opportunities for shadowing, providing a fertile ground for skill development.

At the heart of the business recruitment strategy is culture. While systems play a crucial role, true collaboration is steered by the people. The ability to connect with colleagues in sister schools, join virtual calls, and partake in networking opportunities fosters a culture of collaboration and idea sharing.

Navigating the challenges of attracting talent to the education sector requires a delicate balance of fostering positive cultures, meaningful relationships, and growth opportunities, yet the ultimate solution lies in securing adequate funding to establish robust structural frameworks that empower children to thrive amidst the competitive landscape of better-funded sectors.