Is your school’s recruitment strategy keeping up with the digital age?
Traditionally, schools have often relied on a body of staff to contribute to the recruitment efforts of prospective staff ranging from receptionists to head of schools. While most schools have an admin assistant or a small-scale HR function, recruitment typically falls under one of their many tasks.
The Evolution of Recruitment in the Digital Era
In recent years, we’ve noticed schools starting to establish specific roles focused on staff recruitment. This trend, already common among school groups due to their high volume of hiring, is becoming essential for staying competitive in the education recruitment landscape.
As the number of international schools continues to grow, we’re also facing a supply and demand challenge with fewer educators available. And, on top of that, we’re seeing a significant shift in how job seekers find and apply for jobs in this exciting new era of AI.
This change is bound to have a ripple effect on employers, and we’re just scratching the surface of what’s to come in recruitment practices.
Digital Recruitment Funnel Strategies for Schools
Recruitment is quickly evolving into a funnel exercise. Schools are likely to see a surge in applications as the process becomes more seamless and less time-consuming for prospective candidates.
The real challenge for schools will be creating a streamlined funnel that attracts the right candidates and efficiently guides them through the process.
Technology will play a crucial role here. AI screening tools will enhance existing Applicant Tracking Systems (ATS), and streamlined follow-up phases will become essential.
Even documentation is set to become more automated, reducing barriers for applicants and speeding up their progress through the funnel.
Adapting to Modern Candidate Behavior in Education Recruitment
We’ve already seen side effects take shape, with the concept of candidate “ghosting” starting to appear. Based on our own research, applicants typically apply to five vacancies in any given job search, and this number is likely to increase over time.
With this in mind, it’s crucial to have an expert in the field who understands the technology that can be leveraged to facilitate recruitment interactions and create a healthy pipeline from appropriate sources.
These experts will also understand current trends and move beyond traditional viewpoints that are still prevalent today. For instance, the idea that a committed candidate is someone who only shows interest in one institution is outdated.
When jobs are as accessible as they are today, candidates will be in communication with multiple institutions at any given time and your actions will often dictate their desire to join you.
Optimizing Candidate Experience in School Recruitment
Here are some tips to create a positive hiring experience:
- Real time or automated responses which keeps an applicant informed
- Follow ups/prompts to keep candidates engaged (it may take you multiple touch points to reach candidates, even as a direct applicant)
- Early stage calls to understand candidate motives
- Understand their preferred method of contact – LinkedIn, WhatsApp, e-mail, Phone etc
Importance of Tracking and Reporting in Digital Education Recruitment
In the digital era of recruitment – tracking and reporting will be key. Understanding what is working and what isn’t will be necessary and therefore it will become a day-to-day activity.
While many principals/heads have often been a key player in hiring efforts for schools, it will likely be necessary for them to become an end of funnel connection point and ensure you have a HR/Talent Acquisition expert in the weeds every day!