Getting the most from your recruitment process
Getting the most from your recruitment process
A quick thought for school leaders navigating recruitment right now:
If you feel like hiring has become harder in the last 12-18 months, you’re absolutely right and you’re not alone. The market has shifted, expectations have shifted and candidates are assessing schools a lot more closely than they used to.
But there are a few things that consistently make a real difference and they don’t require extra budget:
1. Make the role crystal clear. When the responsibilities, scope and expectations are genuinely understood, you attract people who can actually do the job, rather than people who simply hopethey can. Vague job descriptions create vague applications. Before going to advert, a quick revision of the spec (you might be surprised how long that same spec has been in existence!) can help position it better in potential candidates eyes.
2. Show what it’s like to work with you.Not glossy marketing, just clarity. Decision-making style, team culture, how success is measured, how support works. Whereas package used to almost wholly mean salary, it's increasingly important to outline wellbeing measures, flexible working opportunities and an idea of the school and department culture. Good candidates want to know what they’re stepping into before they step in.
3. Respond quickly. The schools that move fastest tend to get the best people. Even a short “thanks, we’re reviewing” makes a difference. Silence pushes strong candidates towards other offers. A simple gesture but I'm always surprised that Schools think that no contact should be made to any candidate until post a closing date....which could be weeks on after an application is made.
4. Involve the right voices.Too many selection panels are broad but not effective. Bring in the people who genuinely understand the work as they spot strengths and gaps others miss. It's also a good idea to plan the shortlisting and interview process early on too. Who'll be involved in what stages, what will the task on the day be (assure that its relevant to an area of the role that is considered key!)
5. Don’t underestimate your pull.Purpose, stability and community matters. Many support candidates are actively looking to leave the corporate world for something that feels meaningful; they just need to understand the opportunity properly.
Recruitment will always have its challenges, but small, thoughtful tweaks can put you in front of the right people far more often.
If you ever want a sounding board on a role, structure or approach, I’m always happy to help.
