Schools have been performing admirably against staffing and budget constraints for several years. With the workforce failing to increase at the required rate, schools need to address the innovations they can embrace to compete for staff – and retain them
eTeach’s annual research, consistently yielding opinions from more than 4,000 teachers and school leaders, provides a valuable insight into what schools can do to adopt a proactive and candidate-centric approach to recruiting, while building a credible employer ethos that even helps retain their existing staff.
Stop making it difficult to apply to you
Schools still need to bring down some of the barriers to applying. In 2018 more than 50% of eteach.com jobseekers were visiting the site via their mobiles. Unsurprisingly, the schools with healthy application rates per advert are those which enable teachers to search and apply instantly via their ‘phones.
In addition, 57% of teachers cite long application forms as the most arduous part of the recruitment process. An application form comprising more than five questions leads to 15% fewer applications; more than 30 questions leads to 50% fewer applications!
Application forms have come to be misused as ‘catch-alls’. Under GDPR, you will be hard-pressed to justify asking many of the questions currently found on forms at application stage. One alternative is to offer a brief, online ‘expression of interest’ job advert response, and then gather data such as NI number after interview.
Establish and market your school’s ‘employer brand’
As a minimum, schools should have a dedicated career site and an active social media presence in order to be found by, and engage with, the online community of teachers. A total of 60% of job-seeking teachers said a dedicated school career site would make them more likely to apply for a role.
Teachers also tell us they are looking for evidence of professional development opportunities (53.6%) and a ‘fair workload’ policy (45.6%). Your career site lets you showcase exactly how you meet their career aspirations and needs.
Build talent pools – for permanent and supply staff
Just imagine if, every time a vacancy arose, you had access to a pool of candidates already interested in working at your school? This is exactly what a talent pool offers. So much more than a powerful database of candidates, it allows you to build and engage with your own talent community in a far more meaningful way.
Arming yourself with an annual licence for unlimited advertising on a national, low-cost/high-value job site is the most cost-effective way of controlling your recruitment spend. By securing your right to unlimited advertising, you are free to advertise a series of vacancies in your talent pool year-round, inviting school professionals of all types and levels to join your ‘workforce waiting list’ and engage with you until the right vacancy arises.