3 tips for teacher recruitment
Written by Niki Juhasz
I recently chatted with a central office staff member who was headed to one of her district’s elementary schools…to teach for the day. She shared that in the past year, everyone from the superintendent to school nutrition workers have filled in in the classroom.
As the national teacher shortage rages on, more and more districts are struggling to hire talented team members. As a matter of fact, a recent Gallup poll showed that 61 percent of superintendents strongly agree that recruiting talented teachers is a major challenge.
That’s why today, we’re sharing tips to help your district market your open positions so you can hire the right teachers for your district.
Lead With What You Offer – Not What You Need
Which option do you think is going to intrigue potential teachers?
Option 1: We are looking for talented teachers who have at least five years of experience and a passion for teaching to join our district’s team.
Option 2: We offer competitive pay, world-class professional development and plenty of career growth opportunities, all with an unbeatable culture.
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If you guessed option 2, which is a real example from Edgecombe County Public Schools (ECPS) in North Carolina, you guessed right. Potential teachers have options–they want to know why they should choose your district. By leading with what you offer them, you can build excitement about your district and encourage teachers to learn more about your open positions. A few ideas for what to highlight include:
District culture. In a Glassdoor survey, 75 percent of respondents reported they wouldn’t apply for a job if the organizational culture didn’t match their values.
Professional development. In an International Literacy Association study, teachers and education leaders named quality professional development as a priority.
Competitive pay. Enough said. (And don’t forget about any signing bonuses or retention pay your district may be offering right now.)
Personalize Your Recruitment
People trust other people–which means that teachers trust other teachers! By personalizing your recruitment materials, you can put a face to your district and build trust, too. A few ideas include:
Quotes. Feature quotes or mini stories from your team. Highlight what your teachers love about your schools, your students or why they chose your district in the first place. Use these across your materials, from your recruitment landing page to LinkedIn.
Photos. From teaching to fun professional development activities, include pictures of real district team members throughout your materials. This shows your district culture and builds personal connections, too.
Short videos. Film a short message from your superintendent directly to prospective teachers. This is a fun, visual way to engage with potential new team members. These can be as simple as a video filmed on a cell phone–no fancy videographer required.
Here’s an example of how ECPS is both leading with district offerings and highlighting their team, too.
Optimize Your Website
If teachers can’t easily find your open jobs, they won’t apply. How and where you highlight your open positions is critical! Consider:
Website navigation. Make it easy for teachers to find open positions on your website. Add a line to your menu or main navigation bar, or include an easy-to-find call to action.
SEO. Many teachers are Google searching open positions, not going directly to your website. Here are three easy steps to optimize your search engine rankings to help them find you!
Share across platforms. Consider sharing your open positions on social media, job boards and with community partners, too.
As an education professional yourself, you know what teachers are looking for. Read your recruitment content and think: would I apply? If the answer is yes, you’ve done your job well.
