Why Finding the Right Talent Is Still a Challenge for Schools – Episode 4

Hello, education employers! 👋

We’re here again, and this time, it’s the final episode of our series, Why Finding the Right Talent Is Still a Challenge for Schools.

So far, we’ve explored some of the key challenges schools face when hiring. We’ve looked at attracting the right talent, making sure your opportunities appeal to the people you want to hire. We’ve explored reaching the right talent, because even the most attractive opportunity cannot help if the right candidates never see it. And we’ve looked at identifying the right talent, because having the right qualifications and experience does not always mean a candidate is the right fit for your school.

But what happens after you find the right person?

What happens when the right person joins your school or organization, only to leave a few months later?

That brings us to the final challenge for this series.

Episode 4: Retaining the Talent You Hire

Finding the Right Talent Is Only Half the Job

A school can spend weeks searching for the right candidates, reviewing numerous applications, interviewing several candidates, and finally filling a vacancy.

But if the person you hire leaves a few months later, the recruitment process starts all over again.

And the cost isn't only administrative. Staff turnover can also affect the classroom and the wider school community.

Learners may have to adjust to new teachers, new teaching styles and new classroom routines. Parents notice these changes too. When they repeatedly see familiar teachers leaving and new ones taking their place, they may begin to question the consistency and stability of the school.

This is why finding the right talent is only half the job.

The Solution: Think About Retention From the Start

Retention should not be an afterthought. Schools need to think about what will make the right people want to stay from the moment they consider joining the school.

The same factors that can make a school attractive to a candidate can also influence whether that person chooses to stay. These include:

• Working conditions
• Leadership and management
• Workload
• Professional development
• Career progression
• Staff support
• The overall working environment

But retention is not simply about creating a list of benefits. It is about creating an environment where employees can do their work, grow, feel supported and see a reason to build a future within the school.

This also means being honest during the hiring process. If you want to attract and retain talented educators, you need to consider whether the experience you are offering is one they will want to remain part of.

A candidate may accept a role because of the opportunity, but whether they stay can depend on what the experience of working there actually looks like.

This brings us back to the beginning of the series.

The goal of every education employer should not simply be to fill a vacancy, but to create an environment where the talent hired can succeed, grow, contribute and want to stay.

Where ScholaEdu Jobs Fits In

At ScholaEdu Jobs, we help schools and education organizations navigate the recruitment process, from attracting and reaching the right talent to identifying candidates who match their needs.

But recruitment does not end when an appointment is made.

Every education employer has an important role to play in creating the conditions that encourage the right talent to stay, grow and contribute over time.

That is why finding the right talent and creating the right environment need to go hand in hand.

The right hire gets you started. The right environment gives them a reason to stay.