Teacher Recruitment: 7 Expert Tips To Help Secure The Right Candidate

Hiring teachers can be a challenging task. The chosen educator will have a huge impact, not only on the children they’ll be teaching, but on your school’s overall reputation.

Recent research shows that unfilled teaching positions have more than doubled in the last 10 years. This is an alarming issue for schools: how can they deal with the teacher shortage while continuing to offer high-quality education to children?

Below, our expert education recruiters guide you through their top tips to help you attract and retain quality teachers:

Employee Value Proposition

1. What is an Employee Value Proposition (EVP)? – An EVP provides an authentic description of the work environment at your school. It puts together what your school can offer it’s employees, from school culture and benefits to professional development opportunities. A well thought out (and promoted) EVP will help you attract and retain top quality teaching staff – which goes a long way in the current teach shortage.

Great EVP that are making a difference can take time to develop. Here at SchoolHouse we have excellent examples of EVP and specialise in helping schools develop and promote their EVP. Ensure your collateral for all parts of the recruitment process promotes your school EVP – this includes your website employment page, adverts & position descriptions. The more places it can be seen by potential employees, the better!

Utilise Strategy & Planning

Having a recruitment strategy and action plan can really help streamline your processes and make them much more effective.

2. Know where you’re going to go to market – There are multiple job boards and platforms that differ state by state and no one board is consistent in its ability to be successful for you.

3. Keep in touch – Have simple correspondence messages ready to send to candidates who apply, this will keep them updated and engaged with relevant timeframes.

4. Have your panel already in place – Inform panel members involved in the hiring process before going to market so that you can move quickly if a suitable candidate applies.

Engage In Reactive Recruitment

5. Advertise in as many spots as you can including job boards, your social channels, your website and any relevant authority websites.

6. Engage a recruiter. You can do this to widen your attraction, all the while remaining strategic. With so many job boards to sift through and given the busy life of quality teachers, many top candidates leave the job searching to a trusted recruiter.   Within 24 to 72 hours, recruiters can produce a shortlist of vetted applications who not only match your job but your school’s culture too. You can do this before you’re ready to go to market too – a recruiter can maintain varying levels of confidentiality as required by you.

7. Move to interview as quickly as possible for suitable candidates or they will be snapped up elsewhere.

SchoolHouse Solutions – Helping You Find The Right Teacher

  • SchoolHouse is a proudly Australian owned and operated education recruitment business. Our team is made up of former teachers and between us we have over 50 years of experience working alongside Australian schools to hire and retain staff.
  • Every day, we are proactively engaging candidates so that when a school reaches out to us for assistance, we are able to connect with relevant teachers in a matter of minutes.
  • SchoolHouse staff can help build your EVP quickly and use it to attract more candidates.
  • With a contingency model, we only charge a fee if a candidate we introduce to you accepts a role and commences with your school.
  • In our experience, most candidates we place in your roles are teachers we already know of who may/may not be actively looking, which means we are complementing your recruitment processes and advertising, not working against you.

Australian Teacher Recruitment: Takeaways & Next Steps

  • Be sure to think your recruitment strategy through before taking any next steps. A well-planned and executed strategy is a sure-fire way to ensure you get the right teacher for the right role.
  • Get started on your EVP. Click here to get our recruiters and marketing team to help you on your way, at no charge.
  • Engage a recruiter. Now is the time to include a trusted recruiter who knows what working at your school is all about. The SchoolHouse team are a group of recruiters who have long served Australian schools. Our experience and expertise will provide you with a quality shortlist while our business model provides certainty and no risk. We only charge a fee if you successfully appoint and the candidate commences work at your school. Get in touch today and see what we can do for you:

As a final tip from our team of experts – be sure to gravitate towards educators who share your school’s vision, will embrace the culture, and make an immediate and positive impact on the learning of your students.

We wish you the best of luck, and remember – we are always here to help.

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