Stick to good practice
The challenge for schools who are still recruiting at this time of the year is to move even more quickly to find the right fit. However, our advice is to ‘make haste slowly’ – act with urgency, but don’t forget good practice, and before considering how technology can help, perhaps we can just pause to think through what this is, because these principles hold just as true in May as they did in January:
1. Maintain rigour
Time is of the essence, but don’t sacrifice quality. Implement an accelerated yet thorough recruitment process with well-crafted job descriptions, a streamlined application process, and a ready interview panel who can act swiftly.
2. Expand your search . . .
Relying solely on recruitment from the UK, Canada, USA, and Australia is limiting in this day and age. Look beyond traditional job boards and explore global recruitment channels where there are quality applicants to be found Consider teachers with potential in your host country or nearby regions as well.
3 . .. . while still searching more ‘traditional’ sources
The evolving educational and economic climates in traditional teacher-supplying countries are still making international teaching more attractive. UK and US teachers may be seeking career progression, better work-life balance, or a change of scenery. Highlight these benefits when reaching out
4. Capitalise on your internal network
Encourage your staff to refer qualified teachers. You might consider offering referral bonuses to spread the word, but think the process through very carefully. Investing in the professional growth of local teachers can also help cultivate a future pool of internal candidates.
5. Use social media
Leverage platforms like LinkedIn, use targeted social media campaigns, and specialised international school recruitment channels to reach a global audience. Participate in Facebook groups such as “Teachers on the Move” and “Teaching Jobs Abroad” to increase your visibility.
6. Be proactive
Don’t just wait for applications. Actively seek out potential candidates on relevant platforms. Reach out directly to teachers whose experience and skills match your needs. A personalised message can significantly increase engagement.