EFFECTIVE SEARCHES UNDER PRESSURE
Sarah Tate, COO of Teacher Recruit looks at the way technology is already playing a role to speed up recruitment when time is of the essence.
Good practice and new technology
At this stage of the international school year, the teacher recruitment race is far from over. There are still some great opportunities out there, and, as always, there will be last minute and unforeseen vacancies. With the summer break approaching, the pressure is on either to find that dream job or to fill a key vacancy, and as the clock ticks, making good matches between schools and candidates enters a new phase.
The temptation to cut corners grows as the race approaches the end of what has become a longer and longer recruitment season.
The good news is that newly emerging technology is now available that will enable recruiters and candidates to speed things up, without compromising the quality of the search. Also, at this time of year more teachers will be throwing their hats into the ring as the late round of resignation dates approaches, and in the UK the last day for resigning before the coming year is May 31st.
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.
7. Use the latest technology
While remaining firmly committed to well-established principles of best recruiting practice we are convinced that technology is about to play a major role to speed up the process of matching candidates with schools.
We have just launched our Teacher Recruit App to help schools and candidates find each other quickly while remaining true to the principles of best recruitment practice.
With this innovative matching technology, it is possible to connect qualified candidates with good schools instantly. The platform saves schools time by showing only the teachers who meet their exact requirements, helping them act quickly at a time when every moment counts.
Final thoughts:
The rush for international teachers each summer is inevitable, but it doesn’t have to lead to panic. By adopting a proactive and strategic approach and, we think, by using the latest technology, international schools can still find the talented educators they need, even at the end of the school year. The world is filled with skilled teachers seeking new adventures, and it’s your job to ensure they find their way to your school!
Sarah Tate is the COO of Teacher Recruit.
Find out more about using the new app now – as a teacher or as a school – by visiting www.teacherrecruit.com
