Recruitment marketing companies and specialists have plenty of advice about how to entice the best and brightest teachers to your school. With the current recruitment crisis, however, it makes sense to keep hold of
While many of us are adapting to working from home, school leaders and recruiters are gearing up to hire staff whilst facing the possibility of further restrictions on movement, both nationally and internationally. As
The recruitment challenges facing schools are not going to improve any time soon. Then again, while one in five teachers are looking to leave the profession in the next two years, many merely want
We’re giving you 3 simple questions to ask yourself whenever you are preparing a job listing. We’re also giving you some useful templates that you can adapt to suit your specific vacancies. Plus, we’ll reveal the number one mistake schools make when preparing their summary.
Schools like yours are using social media to support recruitment advertising for hard to fill roles. And for an outlay of a few hundred pounds, they are doubling and sometimes trebling the size of their candidate shortlists.
Job listings may be the first thing an applicant sees of your school, probably before the website or social media. So, what do you want to showcase? Your school logo, smiling children, your wonderful new sports centre or the state-of-the-art science lab. Choose carefully.
You’ve reminded us, sometimes, you just need to get a recruitment advertisement ready, approved and live in double-quick time. So, with some help from the recruitment advertising gurus at Ambleglow, we’ve produced a handy template for you to follow when you need to respond to that sudden resignation.
With parents continuing to prioritise the quality of teaching staff above everything else when deciding on where to send their children, it’s no wonder that most schools place recruiting top talent as their main priority. Well publicised teacher shortages in certain key areas are creating potentially very expensive recruitment challenges for many schools. Yet some schools, and not just those with large recruitment budgets, are rising to the challenge.
We believe that every school should use these free boards as an important first step in their recruitment campaigns. After all, every pound you save here on these costs (including advertising, time wasted on admin activities, and the expensive finder’s fees demanded by third-party recruitment agencies) can be put to work somewhere else in your school. Perhaps to an even greater effect.