The evolution of the CIO: an evolving role
Technology has become ingrained in almost every part of business life – no matter the industry or sector.As employers have learned to survive in unstable market conditions, they’ve come to realise the value of having an innovative and business-focused chief information officer (CIO).With technology advancing at an unprecedented pace, the traditional responsibilities of the CIO have expanded, with their role becoming increasingly important to the success of an organisation. In today’s business world, CIOs are required to not only manage IT infrastructure and systems, but also to drive forward and align technology initiatives with overarching business goals.The changing roleHistorically, the CIO's primary focus has been on overseeing the implementation and maintenance of technology systems within an organisation. However, as businesses have become more reliant on technology for their operations and growth, the role has evolved to encompass a broader set of responsibilities.Today, CIOs are expected to be strategic business partners who are there to help enhance operational efficiency and leverage technology to create competitive advantages – maximising the return on the company’s investment in technology. In other words, it’s now essential for a CIO to focus not only on cost savings, but on using technology to add value and increase revenue for the business.CIOs are now required to collaborate closely with other c-suite executives to align technology initiatives with overall business objectives, identify opportunities for digital transformation, and mitigate potential risks associated with technology adoption. It’s an exciting era, as CIOs now have the chance to be transformational leaders who can harness technological advancements and data to consolidate their tech stacks and gain efficiency.Challenges in staying up to dateStaying current with the latest technological developments can be a considerable challenge. The rapid pace of innovation, coupled with the proliferation of widespread AI technologies, presents a daunting task for CIOs looking to stay informed and ready to address the potential impact these technologies can have on their organisation.According to digital adoption platform, Userlane, and leading consultancy, PwC, almost two thirds of CIOs surveyed were concerned that the state of the economy will affect their digital transformation plans. But at the same time, 62% plan to deepen their investment in technology, illustrating just how important technology integration now is at leadership level.One of the biggest challenges is offering digital services that are safe and secure for the consumer, which makes cybersecurity a number one priority for the majority of CIOs; their responsibility is to protect the systems and data that shareholders and stakeholders entrust them with.As cyber threats become more sophisticated, CIOs must continually evaluate and implement robust security measures to safeguard their organisations' data and infrastructure.Understanding the capabilities of AIGiven the uptake in generative AI across the workplace, it’s no surprise that AI is expected to shape the future of business. Large language models (LLMs) will continue to play a part in generating documentation on business processes, designing training programmes, and writing and rewriting code.AI has been hotly anticipated by technology departments for a while, but has only recently reached a point where its potential benefits, capabilities, and enhancements, have become clear. CIOs are being asked to learn what AI is capable of and how it can be harnessed to competitive or strategic advantage across the business – similar to the adoption of any other technology.More recently, generative AI is offering an entry point for companies looking to spearhead investment decisions. Rather than manually researching information, CIOs have the ability to use generative AI to summarise markets, telling them where to look and where to harness department energy.Managing business needsThis transformation now sees CIOs juggling evolving responsibilities, to shape their departments. This requires a thorough understanding of their organisation's strategic objectives – helped by their c-suite role – as well as the ability to identify and prioritise technology initiatives that will best support those objectives.As the role grows, it’s important for CIOs to develop and maintain strong relationships with other business leaders and departments, gaining insights into their challenges and opportunities, and leveraging technology to address them. As a company grows, so does the amount of data, which makes having an innovative leader and strong IT department even more essential.We’re seeing CIOs steering the ship, promoting continuous improvement within their teams, while further encouraging the exploration of new technologies to drive meaningful change to stay competitive, relevant, and secure.The sooner companies realise the true value of the CIO position, the better their chances of success.To find a talented tech professional for your company, or to take the next step in your career, contact our specialist technology recruiters now.
The four top benefits of working with a specialist to find talent for your school
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 landscapeWhen 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 handleOver 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 proceduresThere 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 recruitmentWorking 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 thoughtsWhen 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.
The need for cultural intelligence in the workplace
Cultural intelligence has increasingly become a topic of interest in management.With teams comprising individuals from various cultural backgrounds, it’s only fair that managers strive to appreciate and understand differing cultural factors in their teams.The proportion of people working abroad has been increasing over the past decade, making cultural diversity a key feature of the modern workplace. It’s wise for employers to remember that each employee has different perceptions and perspectives that can help elevate business success.The ability to understand, communicate, and collaborate across cultural boundaries is essential for company growth and talent attraction.What is cultural intelligence?Cultural intelligence, or cultural quotient (CQ), is the ability to relate to and interact with other cultures effectively. It is a crucial skill for employees who work in diverse and global environments, as it helps them understand, communicate, and collaborate with people from different backgrounds, with different values and perspectives.CQ has four main components according to professors P. Christopher Earley and Soon Ang. They are:Drive (motivation): the ability to direct attention and energy toward learning about and functioning in cross-cultural situationsKnowledge (cognition): describes the wide scope of general knowledge individuals hold about culturesStrategy (metacognition): refers to a person’s mental capability to acquire and evaluate cultural knowledgeAction (behaviour): the capability to put knowledge into practice and to demonstrate an extensive range of culturally appropriate verbal and non-verbal behaviours.It’s important to remember that cultural intelligence can play a significant role in how employees evaluate your company culture. By bridging gaps related to traditions, customs, disciplines, and nationalities, you can influence greater awareness and understanding of cultural differences among your workforce. This will help with collaboration, increase productivity and enhance organisational reputation.Why is it important in the workplace?According to research published by School for CEOs, 76% of senior business leaders lack cultural intelligence – hindering their chances of creating a greater sense of belonging and inclusion within their teams.Owing to its impact on team building and diversity of opinion, CQ is becoming an increasingly important skill in business. Here are some of the key reasons cultural intelligence is important in the workplace:Enhances productivity and innovationCultural intelligence plays a pivotal role in enhancing productivity and driving innovation. When employees possess the ability to understand each other, they are more likely to work collaboratively and harmoniously, regardless of cultural differences.This, in turn, creates a positive work environment, where individuals bring unique perspectives and ideas to the table – making them better equipped to solve complex problems by drawing from a wide range of experiences and viewpoints.Creates effective communication and collaborationOne of the most significant benefits of cultural intelligence is its role in creating and maintaining effective workplace communication – especially in large organisations, where individual thoughts and opinions can easily be overlooked.Individuals with high cultural intelligence are skilled at bridging communication gaps, mitigating misunderstandings, and building trust across the workplace. This is essential in a globalised economy, where businesses often engage with international partners, clients and stakeholders.By leveraging CQ, employees can build stronger, more meaningful relationships with stakeholders from diverse backgrounds, leading to enhanced business outcomes, long-term partnerships and reduced risk of miscommunication.Promotes customer relationsAs business models grow and strategies expand beyond localised areas, businesses must cater to a diverse customer base. Cultural intelligence is instrumental in understanding and meeting the needs of different customers.When teams understand diverse cultures and their requirements, they can deliver more personalised and culturally sensitive services, thereby enhancing customer satisfaction and loyalty. Cultural intelligence enables businesses to avoid misunderstandings and missteps that could jeopardise customer relations and lead to reputational damage.Builds inclusive workplacesWith inclusion and diversity now a prominent part of internal business strategy, cultural intelligence is key to creating inclusive workplaces where all employees feel valued and respected.By promoting a sense of belonging and understanding of others, organisations can create an environment that celebrates diversity and encourages individuals to bring their authentic selves to work. This supportive culture then leads to higher levels of employee satisfaction, engagement, productivity and retention.Developing cultural intelligenceImproving cultural diversity in the workplace requires everyone, especially leaders responsible for strategy and innovation, to practice cultural intelligence.Some of the ways to develop and encourage a multicultural mindset are:Helping employees learn the basics of different cultures, such as values, beliefs, customs, and etiquetteObserving and reciprocating the physical cues and gestures of other cultures, such as eye contact, body language, and personal spacePractising empathy and curiosity when interacting with people from different backgrounds and viewpointsSeeking feedback and learning from mistakes when engaging in cross-cultural situationsProviding opportunities for cultural exchange and collaboration, such as mentoring, training, and social events.Looking to attract the best talent to your business, or considering a career change? Contact one of our specialist consultants today.
10 steps to supercharge your business in 2024
Whether your business is a small startup or a large corporation, it’s vital to evaluate how the previous year has gone and what your hopes and goals are for the new one.A comprehensive checklist will serve as a roadmap to navigate the exciting challenges and opportunities a fresh start brings.By establishing an annual strategy, you can ensure your business is set up for prosperity and longevity. A well-devised plan will boost your operational effectiveness, as well as prepare your business for fluctuating market conditions, making you better equipped to tackle obstacles and seize opportunities.Preparing for the upcoming year instils a feeling of responsibility and dedication among your team as you collaborate on a common objective and mission. It prompts you to monitor your plan’s progress and evaluate performance, resulting in more informed decision-making and the identification of areas requiring enhancement.It also fosters enthusiasm among your team about the future and the venture you’re constructing collectively.Follow the checklist below to evaluate your current position and ensure the upcoming year is a success:Review the past yearBefore looking ahead to the New Year, make sure to take a comprehensive look at your performance over the previous 12 months.That includes analysing sales and revenue figures, going over customer feedback, and reviewing any other important metrics.Have a look at what your goals were at the start of the year, and identify which strategies worked and those which fell short. Such analysis is crucial for learning and in aiding you to make informed decisions in the future.Set clear goalsEstablishing specific objectives for the year ahead is vitally important and can ideally be done using SMART (specific, measurable, achievable, relevant, and timely) goals.An example of setting a SMART goal is instead of simply saying ‘increase sales,’ create a clearly defined goal with an obvious objective such as, ‘increase sales by 10% in the first quarter’.Using such goals to guide your company’s actions and decisions will lead to more successful outcomes and help manage resource allocation, aiding decision making when it comes to investment of time, money and resources for maximum returns.Develop a strategyOnce you have clearly defined goals in place, it will be possible to outline the steps you need to take to achieve them. This could involve launching new products or services, expanding into new markets, or improving your customer service. Your strategy should be a roadmap to achieving your goals.Plan your budgetFinancial planning is a critical aspect of any business plan, making reviewing your income and expenditure from the past year and setting a budget for the new one an essential part of any new year checklist.It is important to account for all potential costs, including salaries, marketing expenses, and operational costs.Conduct market analysisDeveloping a strong understanding of your potential customers and competition will offer valuable insight, helping to form the foundation of your company’s marketing and sales strategy.Conducting a thorough market analysis will allow you to make informed decisions, setting up your business for success in the year ahead.Risk assessmentEvery business faces risks, whether financial, operational or market. By identifying what these are, your company can develop ways of mitigating them.By being proactive, you can navigate challenges and ensure business continuity.Invest in developing your teamsYour people are your most valuable asset, so by investing in their development through training and development opportunities, you can not only enhance their skill levels but boost morale and productivity.This is essential in 2024 as many organisations are facing skills shortages. By upskilling your teams, you can fill these gaps while giving your employees the opportunity to learn new skills to progress their careers.Customer engagementAs you look ahead, it is important to make sure to put strategies in place which engage your customers and improve their experience.This might include improving your customer service, launching loyalty programmes, or enhancing your online presence. Engaging with customers and asking them what they would like to see is a great starting point.Review and update business processesEfficient business processes can improve productivity and reduce costs. The new year is the perfect time to review existing processes and analyse areas of improvement.By adopting new technologies or streamlining workflows you could transform the way your business operates. Visit the tools and templates section of our site to find advice, tools and guidance that could help with this.Have a contingency planUnexpected events can disrupt your business operations, so having a contingency plan in place can help your company navigate these challenges and ensure business continuity.This could involve setting up an emergency fund or developing a disaster recovery plan.Remember, a good plan is flexible and adaptable. Regularly review and adjust your plan as necessary to keep your business on track for success in the new year.If you are looking for a talented professional to join your team, or wanting to embark on a new career opportunity, get in touch with one of our specialist consultants today.
6 signs it might be time to find a new teaching job
Is your teaching role still giving you that 'Love Mondays' feeling? If not, it could be time for a change. Your experience and skills are far too valuable to stagnate in a job that no longer brings you joy. It's no secret that teachers are challenged by many circumstances both inside and outside the classroom, and many may wonder about their long-term prospects in the profession. Difficulties in recruiting and retaining teachers can add pressures on existing staff, and classroom numbers, unruly pupil behaviour, Ofsted visits, and changes to the curriculum all take their toll on teacher wellbeing, which in turn can impact educational standards. That said, teaching is still one of the most rewarding careers, in more ways than one: it provides the chance to inspire the next generation, contributes to the success of the wider school community, and is well compensated, with great benefits including a robust pension and several weeks' holiday each year. Teachers switch schools or roles for a lot of reasons, but to understand the main motivations, we asked teachers why they would consider looking for pastures new: Symptoms of burnout and feeling unsupported Everyone deserves fair treatment and to feel valued at work. In the face of relentless pressures such as overwork, it can be challenging for even the most experienced of teachers to maintain professional standards and a positive attitude. A pay rise will not make ever-increasing workloads easier to bear, change workplace culture, or improve how you feel day-to-day. If you have already raised your concerns with senior leaders, and how it’s affecting your abilities to do your job, it may be time to look for a new role at a school that demonstrates more commitment to teacher health and wellbeing. It’s important to note that stress and burnout can cloud our judgment, impact our decision-making, and make situations seem worse than they are. Before leaping, talk to a career coach, counsellor, or colleagues to help you gain clarity and perspective. They may have experiences, ideas, and solutions that may help resolve your most difficult issues. Prioritising your health trumps all but avoid making rash decisions. Limited opportunities for career development The job may be good, the school right, but career progression seems lacking. Promotion - or the experience needed to gain it – might lie elsewhere. While it's common for teachers to want to put down roots early on in their careers, a fresh start can bring fresh opportunities. Consider different types of schools that may provide a new challenge to hone your skills - could you learn more in an inner-city school than a rural one, broaden your experience at a school in special measures, or find more reward working in a SEND school? It could even just mean moving to a larger school with more students. With all the pressures facing teachers across the sector, it can be tempting to stay put if colleagues and workplace culture are good. However, all teachers should be encouraged to spread their wings and engage in professional development, increasing skills in communication, classroom technology, behavior management, and listening. If there is resistance to your ideas to take on extracurricular responsibilities, such as organising clubs and societies, you may find more opportunities at another school. Similarly, suppose you have aspirations to become a headteacher but are not encouraged to advance in your career or don’t see any likelihood of promotion. In that case, it can help to research what other local schools have to offer before making a decision. Feeling stagnant Have things become stagnant? Are you just going through the motions? Most teachers love inspiring and motivating students, but it's no reflection on your abilities if you find yourself less than eager to start your day as when you first began the job. Teachers often end up going above and beyond, either through the general business of the school or through establishing, or overseeing, extra-curricular activity. Wider involvement in the school and helping to forge links with the local community is a big part of being a teacher. It not only serves the school and students but increases feelings of job satisfaction through a shared sense of belonging and goals. If these opportunities aren't available in your current role, it could be time to move on. Remember, it’s impossible to love your job all the time. Could it be that you just need to try something new – perhaps exploring different teaching methods, collaborating with colleagues to shake up routine tasks, offering to mentor a new teacher learning the ropes, or undertaking PR activities to enhance the reputation of the school – perhaps through a school project or charity challenge. If you feel you know your job inside out and have explored every avenue to retain your interest in the role, it may be time to consider options elsewhere. You may be many years into your time at a school or you might be disillusioned after only a few terms. Change can be scary but also exhilarating – and help you to fall in love with teaching again. The school’s values don’t align with your own It can be tough to work against your principles or in conditions that see you constantly at odds with senior leadership decisions. Cultural and philosophical alignment is crucial in teaching as it directly influences job satisfaction, professional fulfillment, and the effectiveness of the teaching-learning process. A school's culture encompasses its values, traditions, and overall atmosphere, while its educational philosophy outlines the principles guiding teaching methods and approaches. Cultural alignment ensures a harmonious work environment. When educators share values and beliefs with their colleagues and the institution, it creates more cohesive teams, ultimately benefitting both teachers and students. Alignment with the educational philosophy of a school is paramount for effective teaching. Teaching methods, assessment strategies, and the overall approach to education can vary widely between institutions. When educators resonate with a school's educational philosophy, they are more likely to feel supported and motivated to implement its practices. This alignment promotes a seamless integration of teaching strategies, creating a unified and effective learning experience for students. Furthermore, cultural and philosophical alignment contributes to professional growth. Educators who share a common vision with their school are often more motivated to engage in professional development opportunities offered by the institution. School leaders are resistant to innovation Are you frustrated by the lack of interest to explore new technologies in school? Perhaps there’s a fear of AI that has lost senior leaders’ confidence in tech tools. Keeping a mindset of innovation in schools is crucial in order to meet the diverse needs of students and prepare them for the challenges of the future. Innovation should be part of the school environment. It allows teachers to stay abreast of advancements in pedagogy and technology through new teaching methods and tools to enhance the learning experience, making lessons more engaging and relevant. Schools that encourage innovation often provide professional development opportunities, empowering teachers to experiment with novel approaches in the classroom. Innovation can also improve teacher adaptability. With societal and technological changes influencing education, teachers must be equipped to adapt their methods, and be sure they are a step ahead of students who will be immersed in technology beyond the classroom. All teachers will feel undermined if they can’t answer children’s questions about existing technology or aren’t familiar with the social media platforms or other tools children use to communicate and learn. An innovative mindset encourages a willingness to experiment, learn from failures, and continuously refine teaching strategies to remain effective. Feeling overwhelmed or under-challenged by the size of the school or classroomNot every teacher is suited to a challenging environment, managing behavioural problems or large classroom sizes. By the same token, others will find a large school a positive test of their skills and character. The size of a school or classroom plays a pivotal role in a teacher's happiness and effectiveness. Smaller class sizes allow for more personalised interactions, where teachers can better understand individual learning styles, address specific needs, and provide tailored support. This approach also helps teachers build stronger connections with their pupils. Managing a smaller class often translates to fewer discipline issues. Teachers can devote more time to cultivating a positive and inclusive classroom culture, as they can address behavioural concerns promptly. Likewise, smaller schools often offer more collaborative and close-knit communities. Teachers have increased opportunities to engage with colleagues, share ideas, and collaborate on projects. This sense of community can lead to a supportive network, facilitating the exchange of innovative teaching methods and best practices. On the other hand, larger schools or classrooms may provide more diverse resources and extracurricular activities. However, the challenge lies in maintaining a sense of individual connection and addressing the unique needs of each student in a larger setting. It's good to try different types of school environment if you are undecided, as this can make you a more rounded teacher, able to handle different situations such as classroom behaviour or making your voice heard in a large school. Every teacher has a different ideal and choosing the right school for you is an important factor in ensuring the best interests of pupils. Looking for a fresh start in teaching? Working with a specialist recruiter can reignite your passion for teaching. We have lots of open roles and are top of the list when it comes to September recruitment. Speak to one of our specialist consultants today.
Looking to 2024: the challenges facing the education sector in the year ahead
According to LinkedIn, 22,035 education professionals changed their jobs over the past year, while 562 jobs were opened. This highlights to us a challenge in recruiting and retaining talent in the UAE.Overall, the number of skilled education professionals across the UAE has gone down by 4% and the hiring demand in that location is getting higher every day, especially for English teachers. How do we address issues of attraction and retention when it comes to teaching?Recruiting from overseasAccording to a recent article from AGBI, the UAE will need up to 30,000 more teachers by 2030. Private and Public schools are looking to recruit qualified teachers from the UK and other countries to confront the shortfall in the United Arab Emirates. Expanding your recruitment strategy beyond the UAE could be beneficial for your school in finding the best professionals. There is a growing number of teachers in the UK who are interested in working abroad, as reported by the Institute of Education at Manchester University to The Guardian in November 2023. They said that 15% of their primary cohort planned to begin careers overseas.Mental health and wellbeingIn the UK, the House of Commons report quoted figures from a survey by TALIS, a respected EdTech business with over 30 years of experience in analysing the lives of students, into the workload of teachers. It showed full-time, lower secondary teachers in England reported working an average of 49.3 hours per week, well above the Organisation for Economic Co-Operation and Development’s (OECD) stated average of 41 hours a week.Primary school teachers were working even longer hours (51.2 per week), according to the report. These figures translated into concerns that teacher’s workloads are unmanageable, with 53% of primary and 57% of lower secondary teachers saying they had too much work.Although this figure is specific to the UK, the need for mental health and wellbeing is an industry-wide concern. Staff workload and well-being are inextricably linked. The demands put on teachers and their wellbeing need to be dealt with as a single issue.The next step should center on mental health and well-being in the workplace. The first part of this is acknowledging there is a problem. Once that is done, employers should start to look for effective long-term solutions. Currently, schools do not have strong benefit offerings, something which has over and again been proven within the private sector to influence the attractiveness of a workplace.This includes addressing workload pressures in conversations, running support webinars and looking at the benefits offered in the private sector. At the moment, there is a distinct lack of flexibility in the education sector. An Education Endowment Foundation report quoted in the House of Commons report says although some schools are implementing flexible working, including personal days and part-time posts, as well as allowing teachers to complete lesson planning and marking offsite, a survey of 500 state-funded schools in England found only 3% had a flexible working policy published on their website. The DfE needs to find ways to address this and the undercurrent of problems within wellbeing. If it can, then there will be a resulting improvement in retention.The role of technologyDuring the Annual Meeting of the World Economic Forum, UAE Minister of Education, Dr. Ahmad Belhoul Al Falasi, highlighted the significance of technological advancements for the education sector. He also introduced the UAE National Strategy for Artificial Intelligence 2031.Dr. Al Falasi emphasized that AI is a supporting tool, and it can complement the role of teachers. He reiterated the importance of teachers in shaping the awareness and skills of students. He also noted that technological innovation can bridge the gap and enhance teachers’ capabilities for more efficient task performance.With technological development, teachers' workload can be reduced, making the process of producing lesson plans faster and more efficient. Artificial intelligence can help map out the required resources, plan complex lessons, and even create entire curriculums.ConclusionFinding and attracting the best talent for your school is one of the key success factors to ensuring that your staff and students are happy and thus can flourish. Partnering with specialist recruiters, with access to local and international talent alleviates a great amount of work when it comes to finding, screening, and recruiting staff.With over 60 years of recruitment experience, Reed experts are here to help you address any recruitment challenges head-on and help you design and implement an effective recruitment strategy.Visit our website or contact our office to find out more.