Rising inflation and higher living costs don’t just affect families. Public services are also hard hit and, as in healthcare, schools and education providers in England and Wales are frequently being asked to do more with less. Simply put, although government funding might be holding steady or even rising, because costs are increasing in real terms school budgets are shrinking.
For headteachers weathering the storm of a school funding crisis is going to come down to effectively managing your resources to maintain teaching quality. A big part of that will be attracting, developing and retaining effective teachers and key members of staff.
Challenges Faced by Schools
Schools are facing tough decisions about how best to use their increasingly limited school budgets. In fact headteachers across Wales including Carmarthenshire, Wrexham, Denbighshire and Conwy have warned parents that squeezed budgets will mean increasing challenges for their schools. Challenges like:
• Increased class sizes
• Fewer extracurricular activities
• Reduced support services such as SEN provision, wellbeing, pastoral care and mental health support
• Difficulty in recruiting new teachers and support staff
• More teachers choosing to leave the profession
However, it is possible to improve your recruitment and retention to attract the best possible teaching staff, and keep hold of key staff members, even as you keep costs down. And the savings you make in talent acquisition can be used elsewhere in your school budget.
Strategies for Improving Talent Acquisition
Hiring new members of staff, whether they are teachers, teaching assistants or support staff can be a time-consuming process that can eat into your school budget reducing the resources you have available. At Vetro we understand how hard it can be to find the right staff, and how important it is that your recruitment processes are as effective as possible.
Here are three innovative recruitment techniques to help you attract the best teaching staff:
Simplify Your Recruitment Process
By making the recruitment process as straightforward and accessible as possible you will attract a larger pool of qualified applicants. A good candidate experience is also important. Staff shortages mean the best candidates can pick and choose roles, so standing out with a quick, painless process starts the relationship off on a good note. Ensure your application form is simple and accessible on mobile, offer personalised feedback and give a clear timeline for communication that you stick to.
Offer Training and Professional Development
By emphasising the opportunities on offer for growth and career advancement you can position your school as attractive to new teachers. Training doesn’t have to be expensive. There are lots of resources available and your existing staff may have valuable knowledge to share. Offer a range of workshops and certifications across a wide range of teaching skills, subject knowledge and soft skills.
Implement Onboarding and Mentorship Programs
Structured onboarding not only welcomes new staff members but helps them integrate successfully into the school community. Provide comprehensive orientation sessions, resource materials, and introductions to key stakeholders. Pair new teachers with experienced mentors who can offer guidance, support, and feedback during their transition period. This will help new hires feel valued, connected, and empowered to succeed in their roles.
Retention Strategies for Key Staff Members
Experienced staff are crucial for maintaining continuity and stability in your school community. Retaining key senior staff and long-term teachers gives you access to their knowledge and skills, and by encouraging new hires to stay with you for the foreseeable future, you reduce your recruitment costs in the long term.
Here are four tips for improving retention in your school:
Create a Positive Work Environment
No one should dread coming into work each day. Working in a supportive and uplifting atmosphere, teachers are more likely to feel valued, motivated, and committed to staying within the school. Encourage open communication, respect, and appreciation among staff members. Provide opportunities for team-building activities, celebrations, and social events to enhance camaraderie and morale.
Develop Supportive Leadership Practices
Being a great teacher doesn’t always translate into being a great leader. Your staff need a school leadership team that has the skills and tools to support them. Invest in leadership training for your senior team. Encourage leaders to adopt a coaching and mentoring approach that offers guidance, feedback, and resources to help teachers thrive. By creating trust, engaging with empathy, and empowering those under them, leaders can create a nurturing environment where staff feel supported in their professional growth and development.
Encourage Collaboration
26% of education staff feel disconnected and left out at work. A collaborative working environment where staff members are encouraged to share ideas, resources, and best practices encourages a sense of teamwork and collective ownership. Working together in this way improves job satisfaction and reduces isolation and burnout. Encourage staff to work together through team projects, learning opportunities and pairing teachers with complementary strengths.
Recognise Your Staff’s Unique Contributions
Each member of your team brings unique and diverse talents, skills and contributions to the school. By acknowledging and celebrating them as individuals they feel affirmed and motivated to continue making a difference within the school community. Implement recognition programs that highlight individual achievements, milestones, and successes. Take the time to personalise recognition efforts and show appreciation for each staff member's unique strengths and efforts.
Although schools are experiencing a difficult time right now it’s important to establish practices that will help you both now and in the future. Be proactive when it comes to improving your talent acquisition and retention. Because by prioritising staff investment you can turn the challenges and constraints of tight school budgets into opportunities.
Need guidance to improve recruitment and retention for your school? At Vetro our dedicated consultants have years of experience working in the education sector to draw on. Which means they are well placed to give you guidance and support when it comes to attracting and retaining talented teaching staff.
Learn more about Vetro’s education recruitment services, or contact a consultant to discuss your hiring needs.
