School Recruitment Award
This award recognises an educational establishment which has invested in its recruitment methods and processes to ensure a timely intake of appropriate teaching and support staff.
2018 Winner: St Peter's School, Cambridgeshire
Three years ago, St Peter’s School relied heavily upon agency staff to fill vacancies, but a comprehensive recruitment schedule which begins in December of each year includes attendance at recruitment events, hosting Teach in Cambridgeshire events and several training programmes. Trainee testimonials state that they have been ‘positively influenced by their professional development and experiences during their time at St Peter’s School.
Herts for Learning, Hertfordshire
North Yorkshire County Council
Bradford MDC / Northern Lights
Neale-Wade Academy, Cambridgeshire
The Weald School
Headteacher Peter Woodman continually revises his staffing plans throughout the year, meeting with the senior leadership team four times a week to discuss staffing. Together, they react quickly to staff turnover and to the school’s success in recruiting teachers, so an effective staffing structure is always in place.
North Yorkshire County Council
Teach in Herts - Herts for Learning
Newham Partnership Working
Bridge Multi-Academy Trust
Herts for Learning - Recruitment Fair
Held at Hertfordshire Development Centre, the second annual Teach in Herts Teacher Recruitment Fair was a huge success, with hundreds of experienced, newly qualified and returning teachers in attendance. A total of 302 Hertfordshire schools were represented by Teaching School Alliances. 79 schools had exhibition stands on the day, with the event featuring numerous CPD workshops on topics including returning to teaching, teaching in the UK for overseas qualified teachers and changing from a teaching assistant to teacher. Advice surgeries were made available for attendees with specific circumstances. The recruitment fair proved to be an excellent method to showcase the strengths of teaching in the county. One high school identified 31 potential teachers, which will all be invited to visit the school.
Bradford Birth to 19 Teaching School Alliance
Hillside High School/Liverpool Echo
Elmfield Rudolf Steiner School , West Midlands
Elmfield Rudolf Steiner is the second oldest of the UK’s 38 Steiner-Waldorf Schools and educates children from the age of three up to GCSE level. It has faced many problems, primarily concerning recruitment - three new Steiner academies created between 2012 and 2014 instantly doubled the demand for qualified Waldorf teachers, 35 per cent of whom are expected to retire by 2020. Consequently, experienced mainstream teachers who join Elmfield have to ‘unlearn’ many teaching habits and often struggle with experiential learning aspect of its teaching.
To solve this issue, Elmfield Rudolf Steiner established a trainee teacher scheme to find potential candidates before they qualified as teachers. Assessing them over two days, the school selects the best and sponsors them to undergo the two years of Waldorf teacher training. The school has also set up a partnership with the West of England Steiner Teacher Training (WESTT) teacher training course, and advertises across Europe, using social media, the local community, open events, and giving talks at universities across the region. The school emails PGCE students, and creates a database of potential candidates.
Advertising campaigns direct people to the Elmfield website where a brochure details different ways to inspire young people. Last year, over 100 people applied, 12 were shortlisted and after two days of assessments, which included working interviews, competency-based interviews and teaching tests, three candidates were selected to train up. Additionally, the school has aimed to improve its brand as an employer via online videos and a YouTube Channel, with classroom footage and staff profiles.
Elmfield Rudolf Steiner has also organised a national residential education conference, focussing on creativity and experiential learning. This helped the school spread best practice but also helped it network with potential candidates and put it on the map as an employer. Elmfield overhauled its induction and new class teachers now receive paid mentoring from experienced teachers.
The project has been extremely cost effective. Staff turnover and teacher recruitment spend have both more than halved.
SGOSS - Governors for Schools/University of Manchester