7 things I’d change about school recruitment
In 3 days’, time I’ll be reading one of my Elena Ferrante novels on a sun lounger in Lake Garda.
It’s cheesy but I like to read books that are set in the same country as my holiday, so I’ve bought the entire Neapolitan saga and I’m going to read all 4 in a fortnight (one line at a time I expect, in between requests to “look at this mummy!” from the 6 y/o…)
I’m returning to the exact same place as last year’s holiday.
Boring? Maybe.
Unadventurous? Yep.
But *ta-daaa!* I’ve found our perfect family holiday.
A beautiful place, with a view of Monte San Bartolomeo over the pool, a spa, and a restaurant that serves a 12-layer lasagne. That’s dedication. I only have patience for 3 chunky layers when I cook lasagne, by that point, heavily cursing the 5 hours I’ll never get back.
Why would I spend days searching locations, reviews, weather, flight times?
This works.
But how about when you try something and it doesn’t work?
Do you:
1. Take Paul Heaton’s advice and carry on regardless?
2. Opt for a different approach?
3. Stew on it for years, then write a passive aggressive blog list?
It’s 3 for me.
Here are 7 things I wish we could change about school recruitment.
Post and pray
It makes a gorgeous Instagram quote but when it comes to education recruitment, the universe doesn’t have your back. What’s meant for you will absolutely pass you by unless you get proactive.
I’d love to see schools move away from the traditional cookie cutter approach. And implement a strategy focussed on results, i.e., recruiting better people, quicker, and with less stress.
Application forms
I’ve seen a 26-page application form with answer boxes that move, flip and jump faster than Simon Biles. Incidentally Simone has dyslexia and ADHD, so she’d probably pass on that application…
I’ve seen loads of school application forms, and know the simpler forms get more and better candidates.
JDPS
Often too long. With stuffy language and repetition. Which is confusing to candidates.
At worst it doesn’t match what the school are looking for. Sometimes it’s an JDPS from 10 years ago!
Your JDPS is your foundation to finding the right person. Spending 30 mins reviewing, querying, and altering before you post will help you to find the right person (and save time later on).
Focussing on the vacancy
Recruitment is about finding your ideal person, and education is arguably the most personable sector of all.
But be honest, before you post your ad do you consider who you’re looking for? Not just skills, quals and experience. Also, motivations, worries, career stage, aspirations, family life, sector background…Cracker style profiling.
Putting everything on TES
I think TES will always have a place in school recruitment, but using TES for everything is like only watching 4 channels and complaining there’s nothing on.
For a period drama or the Olympics, the BBC is world class. But don’t be disappointed if you never see Game of Thrones. And for the best selection you probably want basic subscriptions to Amazon, Netflix, and Disney+, depending on what you fancy at the time.
Not engaging until interview
I get it, you have so many boxes to tick, safer recruitment guidelines to follow, and a to do list that breeds tasks overnight. There isn’t the time to make everyone feel like a beautiful and unique snowflake.
But building in brief, semi-automated engagement points throughout the process pays off when it comes to interview attendance and offers accepted.
Boring job ads
I see a lot of ads that look the same. They’re too formal. With unnecessary detail.
And they’re about the school and the vacancy, rather than the candidate.
These types of ads don’t engage your ideal candidate, or compel them to apply. Which means disappointing / irrelevant / plain rubbish apps for you. And going back to the start of your recruitment process.
PS - Do you know you can attract your ideal candidates by rewording your ad? Yep.
And I have a free template that practically writes an engaging ad for you.
PPS - Free Template - Attract your Ideal Candidate Every Time