Last year, our State of Education survey found that teacher recruitment and retention was the third biggest challenge for school leaders – so what steps can you take to be proactive, and attract the best candidates, without breaking the bank?
Many schools only think about recruitment when vacancies occur, but this approach can often cost more money, time and effort. As schools face rising costs and shrinking budgets, planning well into the future may be the solution to managing some of these challenges.
Instigating a system of “planned recruitment”, by forecasting likely staff turnover, along with possible changes to the curriculum, can help schools better understand the likelihood of needing to recruit for certain roles.
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