Recruiting and retaining high-quality staff is one of the greatest challenges facing schools and educational institutions today.
In the 2023/24 school year, a substantial number of teachers left the profession in the UK, with Department for Education (DfE) figures showing that almost 40,000 teachers quit.
This represents a significant retention crisis, with nearly a third of early career teachers (32.5%) leaving within their first five years; a quarter quit after three (25.9%). See SecEd’s report on the latest figures here.
This is coupled with a recruitment crisis. As we know, only once in the last 10 years has the DfE met its teacher training recruitment targets at secondary level and there are currently around 4,000 vacancies in secondary schools and colleges. Again, SecEd has reported regularly on this issue.
As a result, there is increasing competition between schools to fill vacancies, with job-seekers having far more choice over their new employer.
In an increasingly competitive landscape, it is no longer enough to simply advertise a vacancy and hope the right candidate applies. To attract and keep the best talent, leaders must take a strategic approach to both recruitment and “on-boarding”.
School leaders and their HR teams need to work to ensure that every new hire feels welcomed, supported, and empowered from day one. Here are some ideas.
Applicant pack
A clear, transparent, and welcoming application pack is one of the first, and most important, touch-points for prospective candidates. Getting this right can significantly increase your chances of attracting the right person for the role.
- A warm welcome: A message from the headteacher and their potential line manager, giving a genuine sense of the school’s ethos and leadership.
- School overview: Key information about the school, including its vision, values, and unique selling points.
- Student voice: Let your students describe their school in their own words. It brings authenticity and heart to your pack.
- Staff voice: Share testimonials or quotes from current staff about what it is like to work at your school.
- The role in context: Clearly explain why the role exists and how it contributes to the wider school community.
- Actual salary: Be transparent about pay. Include the precise salary figure, not just the banding.
- Working pattern: State the expected hours, working days, and any flexible or part-time options available.
- Job description and person specification: Provide clear and detailed documents outlining responsibilities and required qualities.
- Organisational structure: A visual or written outline showing where the role fits within the wider team.
- Recruitment process timeline: Include key dates, such as: when shortlisting will take place, when references will be requested and how they’re used, interview week or specific dates.
- Equality, diversity and inclusion statement: Show your commitment to inclusive hiring and highlight any under-represented groups you actively encourage to apply.
- Staff benefits: Beyond salary, what else do you offer? (e.g. CPD, wellbeing initiatives, pension schemes, etc.).
- Induction process: Outline how new staff are supported in their first weeks and months.
- Contact information: Provide the name and details of someone who can answer informal questions about the role.
- Visit opportunities: If candidates can visit the school beforehand, include dates and how to book a tour.
Leave candidates with the feeling that this is a supportive, values-driven, and inspiring place to work. Build that culture into every element of your recruitment, and the right people will want to be part of it.
Encouraging current staff and school leaders to share the recruitment link and applicant pack, particularly on professional platforms like LinkedIn, can be a powerful way to widen your reach. A simple post or share can help signpost the opportunity to high-quality candidates who might not otherwise be actively searching.
Empower your team to be ambassadors for your school, you never know who might be watching.
Improve your interview invite
The interview invite is a key opportunity to set the tone and make candidates feel welcomed, informed, and respected. A thoughtful, timely invitation can turn a good impression into a great one, especially when candidates are interviewing at several schools.
- The invitation to interview: Send the invite promptly and at an appropriate time. Don’t leave it to the last minute or just before the weekend; give candidates time to prepare and feel valued.
- Use warm, welcoming language: Make it feel personal and encouraging, not just transactional. Remember it’s a two-way process.
- Include practical details: Date, time, location, and who they will be meeting.
- Outline the structure: Give a brief overview of what the interview will involve (e.g. panel, task, tour). Don’t make this a surprise.
- Offer flexibility: Show willingness to accommodate reasonable adjustments.
- Share helpful resources: Directions to the school, parking information, and what to bring.
- Include a named contact: Someone they can reach out to with questions or concerns.
- Reinforce your values: Remind them that you are excited to meet people who align with your school’s ethos.
- Welcome chat: Where appropriate, offer a short 10-minute call with a school leader to answer questions and create a warm first impression.
When candidates feel valued and supported from the start, they are more likely to engage positively with the process – and with your school. Small details in your invitation can make a big difference.
Induction process
On-boarding is designed to not only educate, but also to embed the organisational culture and values, while also keeping them excited and engaged to begin. It makes sense that employees with a positive on-boarding experience will be more committed to their new employer. Do you have a clear process outlined?
- Ask the new line manager to send a personalised welcome email with a message expressing excitement about their arrival.
- Share an overview of key dates and optional opportunities to engage with the school community before the start date.
- Invite new hires to a staff induction day with a warm welcome from school leadership and an introduction to the school’s mission, values, and culture.
- Allow new staff to introduce themselves and share their background, ensuring they feel heard.
- Offer another tour of the school, focusing on classrooms, offices, and key areas they may not have seen during the interview.
- Provide access to training and school-specific technology ahead of their start date to help them get familiar with systems.
- Arrange opportunities to meet and interact with teaching staff, leadership, and support staff.
- Assign a mentor or buddy to guide them through procedures and school culture.
- Inform them of professional development opportunities and encourage on-going learning.
- Discuss their professional and career ambitions from day one and help them align with growth opportunities.
- Conduct regular check-ins once they start to address concerns and provide support.
- Organise a coffee morning or drinks reception with school leadership and governors to facilitate informal networking.
- Acknowledge and celebrate milestones and achievements, such as recognising contributions in meetings or through small gestures.
A successful on-boarding process starts well before the first day. A personalised welcome from the line manager, key dates, and early engagement opportunities help new staff feel connected from the outset. Induction days, site tours, and informal meet-and-greets build familiarity and belonging.
Final thoughts
Recruitment and on-boarding are critical to attracting and keeping great staff in education right now. A clear applicant pack, timely and welcoming communication, and a supportive induction process all help candidates feel valued from the start.
I hope this short article has made you reflect on a few practical tweaks that you can make to stand out, make a strong first impression, and build teams that thrive.
- Mike Leaman is the founder of Classroom Exit Coach. Prior to this, he was the deputy headteacher of a high performing secondary school.