The four top benefits of working with a specialist to find talent for your school

What are the benefits of working with an education recruitment agency when you need to hire professionals for your school or trust? This article outlines four reasons why using a specialist recruiter can help you source the best talent.

4 mins read
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about 2 months ago

Over the past decade, the overall number of teachers in private schools has not kept pace with increasing pupil numbers.

The number of pupils in private schools rose 12% in 2023, the biggest increase since 2007. With this increase, the number of teachers was meant to grow as well, but the pupil-to-teacher ratio is lower than expected. In addition, the teacher vacancy rate has risen over this period – showing just how critical it is to make sure your recruitment strategy hits the mark.

Working with an experienced, specialist recruiter is a great way to make sure that you’re accessing the biggest talent pool possible. An education recruitment specialist should also be a great source of information and insight that can really help your school increase its offer to students.

So why use a specialist education recruiter?

  • Unrivalled knowledge of the teacher recruitment landscape

When it comes to outsourcing recruitment, some sectors and industries need that specialist touch – none more so than education. As we know, staff recruitment and retention are some of the biggest challenges facing the education sector, so knowing where to look and how to position your school or trust as an ‘employer of choice’ is crucial when talent is difficult to obtain.

Specialist recruiters bring experience working with a large number ofschools and can utilise their rounded viewpoints to help source and pinpoint professionals they believe will work well with your institution, working to enhance your offer to students, parents and other key stakeholders.

Reed offers best-in-class teaching staff across early years, foundation, primary, secondary and SEND settings, and access to more than one million teaching professionals through Reed.co.uk and our global network – including high-demand subject specialists in STEM and English. With ongoing challenges facing schools, working with a specialist recruiter like Reed will help you secure the staff your institution requires.

  • Workforce planning handle

Over the past year, we have seen some of the most significant changes to the education workplace. The impact of staff shortages continues and with so much uncertainty surrounding the sector, workforce planning can be challenging.

But schools still need to prepare for the future, to position themselves for any eventuality or outcome. Placing your recruitment strategy on hold for too long could have a negative effect on student attainment and the future success of your talent acquisition strategy.

Working alongside a specialist recruiter can help keep attraction and retention at the forefront of your ethos, they can offer regional and national market insights, give you an in-depth understanding of salary trends for benchmarking, alongside advice on combatting your school’s skills shortages and enhancing your employer branding.

It's important to remember that, above all, school leaders have a duty to ensure their efforts contribute to achieving optimal pupil outcomes – specialists are on hand to help you achieve just that and make sure those professionals you hire match the ambition of your school.

  • Assured compliance procedures

There will always be an ongoing commitment on behalf of school leaders to make sure that those you recruit into your institution are suitable and appropriate. It’s essential that when looking for talented professionals, people are thoroughly vetted to a high standard to protect your school and its students.

Working alongside an education recruiter can help to alleviate some of the pressure that comes with finding suitable candidates and ensures you can hire confidently knowing that every aspect of safe recruitment is covered. Having had a specialist recruitment division for nearly 30 years, quality and compliance are at the core of Reed’s culture. A specialist recruiter will be dedicated to providing you with the highest level of governance for the safe delivery of learning, reassuring you, your need.

  • Ability to manage whole school recruitment

Working with an education recruitment specialist goes way beyond the sourcing and hiring of teaching staff – they can also help you source staff for all non-classroom-based roles. From teachers to teaching assistants, intervention specialists, receptionists and caretakers – a specialist recruiter, like Reed, can cater its service to meet your bespoke requirements.

Reed has a long history of working in partnership with clients, including as a preferred supplier, or as part of an approved list of suppliers for the school, multi-academy trust (MAT) or local authority. For those looking for a complete recruitment solution, Reed has expertise in the provision of managed service programmes (MSP).

This isn’t a new process, as Reed already has MSP infrastructures in place and fully operational, alongside being on four main education contract frameworks:

  • Crown Commercial Service (CCS)

  • Yorkshire Purchasing Organisation (YPO)

  • Eastern Shires Purchasing Organisation (ESPO)

  • Crescent Purchasing Consortium (CPC)

These frameworks allow your school to benefit from a tailored, industry-specific solution for years to come.

Final thoughts

When it comes to talent attraction and retention in education, school leaders need to do everything possible to ensure they continue to provide high-quality education standards and achieve positive outcomes for their students – without the right staff this wouldn’t be possible. Working in partnership with a specialist makes talent acquisition more manageable.

Using a dedicated education recruitment expert will give you direct access to a wider talent pool, up to date labour market trends and guidance, and help alleviate the overall stress of recruiting in what is an increasingly candidate-short market.

Looking for the right staff to join your school? We can help you get September ready. Speak to one of our specialist consultants today.

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Employee monitoring: a guide to best practices
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Employee monitoring: a guide to best practices

Employee monitoring can help ensure productivity and accountability among employees, as managers can track their work progress and identify areas where improvement is needed. Monitoring enhances data security by detecting and preventing unauthorised access or data breaches and additionally, it enables you to adhere to regulatory and compliance requirements, reducing legal risks. 

The key thing to remember is that workplace surveillance is perfectly acceptable, as long as you can legally justify your reasons, and it is always better to be ‘overt’, not ‘covert’.  

A report shows that despite normality returning to working life post-pandemic, demand for employee surveillance software is 49% above 2019 levels. 

Our eBook, ‘Employee monitoring: a guide to best practices’, provides insight from top experts in the field including:    

Keith Rosser, Director of Group Risk and Reed Screening, Reed 

Hayfa Mohdzaini, Senior Research Adviser, CIPD

 By downloading this eBook, you will discover:   

  • What employee monitoring is 

  • Whether it's needed for your business

  • Considerations for introducing workplace monitoring  

  • The benefits and drawbacks  

  • Potential impact of surveillance on the workforce 

  • Your duties as a responsible employer 

“Monitoring software that employees see as intrusive and unnecessary is more likely to erode mutual trust in the employment relationship. Employers need to show how using monitoring software can benefit employees, while respecting their privacy.” -Hayfa Mohdzaini, Senior Research Adviser, CIPD.

Workplace monitoring: guidance for your organisation
2 mins read
  1. Article

Workplace monitoring: guidance for your organisation

​In the past, workplace monitoring was relatively simplistic: employers relied on visual supervision and basic timekeeping systems, and the concept of privacy was limited.

Fast forward to the digital age. Employee monitoring has reached new levels of sophistication and become common practice for employers seeking to boost productivity, enhance security, and ensure compliance with regulations.

Improved productivity and deeper insights

With the advancement of technology, including GPS tracking, computer monitoring software, and biometric identification systems, surveillance can provide employers with detailed insights into employee activities and performance.

One of the key benefits of employee monitoring is the ability to track and improve productivity levels. By monitoring employees' activities, employers can identify inefficiencies, analyse workflow processes, and provide targeted feedback to enhance performance. This data-driven approach allows companies to optimise their operations, allocate resources effectively, and ultimately improve their bottom line.

Monitoring can also help employers identify and address issues such as time theft, excessive breaks, and unauthorised activities in the workplace. With real-time monitoring tools, employers can detect irregularities and take corrective actions promptly, therefore improving accountability and integrity among employees.

Employee monitoring can also aid in compliance with regulations and industry standards. By keeping a close eye on electronic communications, websites visited, and files accessed, employers can ensure that employees adhere to data protection laws, maintain confidentiality, and comply with company policies. This proactive approach minimises the risk of data breaches and security incidents and also protects the company from potential legal liabilities.

Balancing surveillance and ethics

Despite the clear advantages of employee monitoring, it is crucial for organisations to approach this practice with sensitivity and respect for staff privacy. As a matter of course, employers should establish clear policies regarding monitoring practices, communicate openly with employees about the purpose and scope of monitoring, and ensure transparency in the use of monitoring tools.

Prioritise the protection of sensitive employee data by implementing robust security measures, restricting access to monitoring data, and complying with data protection regulations such as GDPR. These considerations can ease employees’ minds about any surveillance and even instil appreciation for such measures. After all, workplace security is in everyone’s best interests.

Download our best practice guide to employee monitoring

Our eBook, ‘Employee monitoring: a guide to best practices’ provides insight into how employers might best integrate employee monitoring into their organisation, and considerations for what the impact may be on employees. With opinion from thought leaders, it addresses everything from pre-employment checks to the tracking tech that might be right your organisation.

Looking to hire top talent for your organisation or to find your next dream role? Get in touch with one of our specialist consultants today.

Temporary vs permanent teaching roles: which is best for you?
4 mins read
  1. Article

Temporary vs permanent teaching roles: which is best for you?

​Whether you’re just starting out on your teaching career or considering your options midway through, both temporary and permanent teaching roles have much to offer in terms of personal and professional development. The deciding factor for many is often concerned with the impact an individual hopes to make in their career – whether they see a long future at a particular school or are drawn to the rich experiences that may lie in a series of temporary or supply teaching roles at different schools.  

Temporary teaching roles: flexibility and exploration 

Temporary teaching roles offer educators flexibility and variety in their careers. Whether it be covering maternity leave, sabbaticals, or filling short-term vacancies, these roles provide opportunities to gain diverse experiences across different schools, age groups, and subjects. For those craving new challenges and exposure to various teaching methodologies, temporary teaching, cover teaching or supply teaching positions – just some of terms by which short-term teaching goes by – can be immensely rewarding. 

Temporary (or temp) roles enable teachers to test the waters before committing to a long-term position. They offer a glimpse into different school cultures, leadership styles, and student demographics, allowing educators to discern their preferences and strengths. This exploratory phase can be invaluable for early-career teachers seeking to refine their teaching approach and identify their niche within the education sector. 

It may even be said that everyone should try supply teaching at some point in their teaching career. Such roles can strengthen resilience and help teachers adapt to diverse environments, navigate unexpected challenges, and quickly establish a rapport with students and colleagues. These experiences enrich professional skill sets and cultivate a broader perspective on education. 

However, temp roles come with some uncertainties, such as job insecurity and lack of long-term stability. While it is highly unlikely in the current climate – unless you are inflexible when it comes to your working location – teachers may face periods of unemployment between assignments, necessitating financial planning and resilience to withstand potential gaps in income. The transient nature of temporary roles can impede the establishment of deep-rooted connections within school communities, potentially affecting professional networking and career advancement opportunities, unless working with a reputable teaching recruiter 

Permanent teaching roles: stability and long-term impact 

In contrast, permanent teaching roles offer greater stability and security, providing educators with the assurance of ongoing employment and consistent income. For individuals seeking to establish roots within a school community, build lasting relationships with students and colleagues, and contribute to long-term educational initiatives, permanent positions are conducive to professional growth. 

Permanent (or perm) roles afford teachers the opportunity to make a sustained impact on students’ lives, offering continuity and consistency in their educational journey. By immersing themselves in a specific school culture and curriculum, educators can develop deep connections with students and take on mentorship opportunities and leadership roles that contribute to the school community. 

Permanent roles often provide access to comprehensive benefits packages, including healthcare, pension schemes, and professional development opportunities. These perks enhance job satisfaction and overall wellbeing, helping teachers feel valued and supported. A permanent contract often makes it easier for teachers to access opportunities for career progression and development. 

However, commitment to a permanent teaching role entails a long-term investment in a specific school or institution, therefore factors such as school ethos, leadership vision, and career prospects should be considered before committing to a permanent position. Conversely, such roles may limit opportunities for professional exploration and diversification, potentially stifling creativity and innovation in teaching practices. 

Deciding what's best for you: priorities and nice-to-haves 

Ultimately, the decision between temporary and permanent teaching roles hinges on individual priorities, aspirations, and circumstances. Here’s how to guide your decision-making process: 

Reflect on your career goals:

Take time to assess your long-term career aspirations, values, and priorities. Consider whether you prioritise stability and continuity or crave variety and exploration in your professional journey. 

Evaluate your personal circumstances:

Consider factors such as financial obligations, family commitments, and lifestyle preferences when weighing the pros and cons of supply and permanent roles. Could you cope with long commutes for example, or be ready to move time and again? Determine how each option aligns with your personal circumstances and desired work-life balance.  

Seek mentorship and advice:

Reach out to experienced educators, mentors, and career advisors for guidance and insights. Their perspectives can offer valuable guidance when it comes to the nuances of temporary and permanent teaching roles and help you make an informed decision. 

Flexibility and adaptability:

Remain open to new opportunities and embrace the flexibility inherent in both temporary and permanent roles. Your career journey may evolve over time, and being adaptable to change is essential for growth and fulfilment. 

Choosing between temporary and permanent teaching roles is a deeply personal decision that is best decided by evaluating professional aspirations and personal circumstances. While teachers all have the same goal in educating and inspiring the next generation, the way they achieve this may be through various routes – making a difference to the lives of many in one or more schools. 

Looking for your next teaching role? Get in touch with our specialist education recruiters today for temporary and permanent teaching opportunities.