The best of the best

As times get tougher, this is crunch time for schools seeking the best teachers, advises Angela Forsyth

Every day as we read about the global downturn, the impact on our national local economies becomes increasingly palpable. All sectors face pressures to tighten the purse strings and reduce outgoings wherever possible. It is inevitable that some independent schools will come under threat from falling rolls as overstretched parents opt for day schools over boarding in an effort to save thousands of pounds on boarding fees. The response of first time buyers to the financial crisis may also have serious implications for the nursery end of independent education, as parents elect to delay the start of formal education by a year or so.

It is difficult to forecast how the changing pattern of school enrolment will affect the landscape of independent schools; there will always be winners and losers. What is certain, however, is that schools faced with tough, turbulent market conditions will need to ensure they continue to recruit and retain the highest quality staff to enhance their performance and competitiveness.

In the face of a credit crunch, good teachers in secure posts who might otherwise have contemplated a career move may decide to wait for more opportune times to move on. Others fearing for a school’s survival may be discreetly exploring their options. There are yet others who will not wish to risk buying and selling property to take up a new post.

This background means there will continue to be competition among employers for the most talented teachers. And the best candidates are likely to be choosy about job choices and their expectations. To ensure that schools appoint their preferred candidate, they will need to review their approach to recruitment, broaden the scope of their searches and possibly speed up the recruitment process. Contracts, salary and benefits packages may come under the spotlight too.

Active searches
When planning recruitment campaigns, schools must bear in mind the changing job hunting habits of today’s workforce, particularly for those in their 20s and early 30s. Candidates no longer limit job searches to press advertising, waiting for the right opportunity to turn up. Instead, they have adopted a proactive approach to job hunting. Some make direct contact with schools, others posts information on the internet. But most, at one time or another, register with at least one teacher recruitment agency.

Good teachers registered with specialist agencies do so in the knowledge that they will gain access to professional advice and support that would otherwise be unavailable. They also appreciate that agencies aim to secure the job that best matches their skills and experience. This relationship can reduce or eliminate the need to apply directly for an appointment.

Schools can choose to embrace the way the recruitment market is moving or ignore it at their peril. With competition for the best candidates set to continue, there has never been a better a time to establish a relationship with a specialist teacher recruitment agency.

The key to a successful partnership is seeking out the agency that most closely understands a client’s requirements and can reliably source the quality of teachers. Enlisting the services of an organisation with consultants who are knowledgeable about your school can make the significant difference when it comes to making the right appointment. Since an agency accepts an assignment on a no appointment, no fee basis, this can be a win-win situation for a school in these chilly economic times.

Angela Forsyth is a director of Connaught Education.

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