The Proactive Approach to Talent Acquisition

As the talent landscape evolves, school business managers must take a strategic and proactive approach to recruiting top-tier professionals to ensure their schools thrive

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

With 70% of the global workforce not actively seeking new jobs, yet remaining open to the right opportunities, traditional hiring methods like job postings alone are no longer enough. To build strong, high-performing teams, SBLs must go beyond conventional tactics and engage both active job seekers and passive candidates to fill critical roles.

A well-defined talent acquisition strategy enables school business managers to identify, engage and attract skilled professionals for current and future positions. This proactive approach ensures that schools connect with the best candidates, both those actively seeking new roles and those who may not be actively job-hunting but are open to new opportunities. So, what does this strategy look like in practice?

Align Recruitment Goals with School Objectives

Each school has its own unique hiring needs based on its educational goals, community needs and specific department requirements. A one-size-fits-all recruitment strategy can lead to mismatched hires, inefficiencies and missed opportunities for growth. To build a strong team, recruitment efforts should align with the school’s vision, mission and the demands of different roles, such as administrative support, teaching staff, or specialised school services. By tailoring recruitment efforts to match the school’s strategic objectives, school business managers can ensure they attract and retain the right talent for long-term success.

Have Clear Recruitment Objectives

Without clear recruitment objectives, evaluating success and making informed hiring decisions becomes challenging. Defining specific hiring goals helps school business managers create targeted recruitment campaigns that focus on the right skills, positions and departments. Before launching a recruitment drive, it’s crucial to ask: “Why are we hiring?” Answering this question will shape the entire hiring process and help ensure new hires align with the school’s needs and goals.

Effective Use of Online Platforms

Not all roles within a school require the same set of skills or background. For example, an entry-level administrative assistant role might be best served through a broad job posting on general career platforms, while a senior finance or facilities management role may benefit from more targeted outreach through professional networks and educational job boards.

By using platforms tailored to the education sector, school business managers can ensure they reach candidates with the right experience and qualifications. Social media platforms like LinkedIn and even Instagram or TikTok can help promote the school’s culture and job openings, especially for attracting younger, entry-level candidates or those with a passion for education.

Nurturing the Talent Pool

Building a strong talent pool is not just about collecting resumes – it requires consistent engagement and relationship-building to keep potential candidates interested and ready for future roles. Regular communication, such as sharing school news, industry insights and personalised outreach, can help maintain a connection with top talent even when they are not actively job-seeking. By showcasing the benefits of working at the school, such as opportunities for professional development and career growth, school business managers can create a compelling case for top-tier candidates to consider their school as their next career move.

Furthermore, promoting career growth within the school – whether through mentorship programs, ongoing training, or opportunities for advancement – can help attract and retain high-potential candidates. By highlighting success stories of current employees and demonstrating a clear career progression path, schools can build a reputation as a desirable workplace, making it easier to attract the right professionals when positions become available.