Using the Summer Break to Strategically Plan Support Staff Recruitment

Using the Summer Break to Strategically Plan Support Staff Recruitment

While the summer break can sometimes offer a rare window for reflection, I know for many HR and recruitment teams, it’s anything but quiet. Planning for the year ahead doesn’t stop just because school is out - in fact, this period can be one of the most valuable times to think strategically about your workforce.

Even if there’s only a brief moment to step back, asking the right questions now can save a lot of time, resource, and frustration later in the academic year. Here are three key questions to consider:

1️⃣ Are our key support roles set up for long-term success?

Too often, schools find themselves re-recruiting for the same posts within 12–18 months. That can be costly, disruptive, and frustrating for staff and leaders alike.

Ask yourself:

Is the structure of the role right?

Is the salary competitive for the market?

Does the job description or person specification attract the right calibre of candidates?

Taking the time to review these factors now means you’re more likely to secure the right people who stay, grow, and make a real difference in your school community.

2️⃣ If we lost someone key next term, what’s our plan?

Workforce planning isn’t about jargon -  it’s about being prepared. Identifying which roles would create a gap if suddenly vacant is vital, as is having a realistic plan to fill them quickly.

Consider:

Which roles are most critical to school operations?

Do you have a contingency plan or a trusted recruitment channel ready?

How quickly could you respond if a key support member left unexpectedly?

Having answers to these questions reduces stress, keeps operations running smoothly, and ensures continuity for students and staff alike.

3️⃣ Are we spending too long recruiting and still not seeing the right people?

When recruitment feels slow, costly, or disappointing, it’s often the strategy that needs reviewing - not the candidates.

Some areas to evaluate:

Are your vacancy adverts reaching the right audience?

Is your recruitment process clear, timely, and candidate-friendly?

Could tapping into a passive candidate pool uncover talent that isn’t actively applying but would be perfect for your role?

A proactive approach often uncovers the people who bring not just skills, but also passion, reliability, and cultural fit.

How EduExec Recruitment Can Help

At EduExec Recruitment Limited, I specialise in helping schools get ahead of these challenges. Whether you need:

Benchmarking data on salaries,

Reviewing team structures, or

Support with a tricky or hard-to-fill vacancy,

…I’m always happy to provide advice or practical solutions. Summer might feel like a quieter time, but a few strategic conversations now can make the year ahead significantly smoother and more successful.