Summer prep: Proactive candidate reach - 5 ways your school can cast the net wider this year

Summer prep: Proactive candidate reach - 5 ways your school can cast the net wider this year

The single change you need to make to take control of your recruitment for the new academic year, is to approach it with a proactive strategy.

 

If your school often resorts to costly ‘fire-fighting’ recruitment, you need to spend time now (not money) updating your methods. How can you get more response out of less advertising spend whilst also reducing the time your team spends on recruitment administration, whilst dramatically cutting your need to fall back on head hunter fees?

 

 

BEHAVIOURS YOUR SCHOOL CAN ADOPT NOW: 

 

 

1. GROUNDWORK.

Firstly, back up your ‘employer brand’ with a career site. Our candidates tell us that applying for a teaching job often takes an incredible 2 hours. As a result, they will now research schools thoroughly before choosing whom to apply to. Adverts must be backed up with information about you elsewhere. Start by creating a career site, separate from your school’s parent- and child-facing website, dedicated entirely to positioning you as the employer of choice. Our members benefit from a bespoke career site build in our annual licence. A customisable career site is included with the School Recruiter licence.

 

 

2. ESTABLISH A SOCIAL MEDIA PRESENCE.

This is about being visible farther and reminding teachers you’re there. Professional marketers know that recruitment needs to start long before the candidate applies for the job; it needs to start before they even know they want a job, so we nurture the passive candidates. On a monthly basis, around one third of our 1.6 million teachers become ‘active’ and, because we’ve kept in touch, they search the Eteach.com job board. Celebrate achievements and grow community with your social media profile. Our customers get exposure to our niche following of 20,000 teachers.

 

 

3. USE CHEAP OR FREE RESOURCES TO REACH OUT FURTHER.

A typical advert on our online job board gets seen by around 400 teachers, yet with social media enhancement, that normally increases to over 800! Firstly, have every parent and teacher in the school share that vacancy. Teachers know teachers and parents are local. Gone are the days when you should be ashamed of having vacancies. Make parents aware that if they fill that vacancy, the cash left is a school trip!  

 

 

“MAKE PARENTS AWARE THAT IF THEY FILL THAT VACANCY, THE CASH LEFT IS A SCHOOL TRIP!”

 

 

4. RECRUIT YEAR ROUND WITH A TALENT POOL/TALENT BANK.

Large employers build a community of people who have already thought ‘I could work there’. Why not use Talent Pooling software or simply create your own manual methods to retain candidate details for future vacancies? That means previous job adverts double their return: providing you with a free pond of brand advocates from which to fish an already receptive candidate. Local, interested candidates can register on your career site year-round by simply uploading a CV. School Recruiter includes talent pool-building software for your MAT and schools.

 

 

5. INVESTIGATE SUPPLIERS WHO GIVE YOU MORE BANG FOR YOUR BUCK.

School Recruiter licence-holders benefit from the link to Eteach.com. Using an education-only job board like this for your advertising will give you a large but specific audience nationally and internationally. Look for a job board annual licence that gives high value for money – by combining Eteach.com with School Recruiter software you can use your bespoke school career site and the unlimited advertising (which includes free leadership advertising) to proactively recruit year round and ultimately, slash your hiring costs for next year.

 

 

 

Author: Katie Newell

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