2. Overview
Welcome and introductions
The international schools market
The impact of increased
competition
What schools can do to attract
teachers - survey
The effective use of technology
Discussion and questions
6. There are now 8,231
international schools
across the world
*Figures from ISC Research
7. • Competition for teachers
• Takes longer – all year round
• Increased costs
• Traditional practices no
longer as effective
• More fairs
• More agencies
• Fishing in the same pond
The impact on school
recruitment
8. • More choice and more likely to
shop around
• Career focused and better
informed of the opportunities
• More likely to seek a second
opinion and do their research
The impact on teachers
9. There are now 402,000
international school
teachers
• 523,000 needed by 2020
• An extra 121,000
10. • UK, IRL,USA, CAN, AUS, NZ, SA
• Surplus or deficit?
• ‘Brain drain’ in UK– Sir Michael
Wilshaw
• Australian & IRL shortages
• US shortages for many years in
some subjects
Where will they come
from?
12. • Applying to international schools
• 401 teachers responded
• Fully qualified, specifically
looking for international school
jobs
• Most had made applications
previously
Our survey says….
13. • Location – 34%
• The role – 28%
• The salary package – 22%
• Reputation – 12%
• Accreditation /membership –
4%
What attracts them to look
at specific int. schools?
14. • Recommendations – 25%
• Information pack and
application process – 40%
• Job description – 16%
• Well written job advert – 5%
• School website – 14%
What makes them
apply?
15. • Application forms – 35%
• Long complicated application
process – 24%
• Poor information – 16%
• Slow communication – 15 %
• Bad organisation – 10%
What turns them off?
16. • Better response
• Give feedback
• Make applying easier
• Online applications
• Keep candidates informed
How can schools
improve?
17. What can you do to
attract the best
teachers for your
school?
18. • PR / marketing not just for
parents
• Make links with colleges
• Make your website stand out
• Encourage referrals
• Make links with agencies
• Develop your
web presence…
Actively promote your
school to teachers
20. 1.Take stock
“If I had an hour to
solve a problem I'd
spend 55 minutes
thinking about the
problem and 5
minutes thinking
about solutions.”
Albert Einstein
21. 2. Start small (& compliant)
– Appoint a digital recruitment
“champion”
– Create a diary of tasks (start
with an audit)
– The web site
• Accessibility statement?
• Cookies statement (EU)?
• Develop a careers section
• Ensure safeguarding is
prominent
• Mobile-friendly pages?
23. 3. Move to the next level:
find the sweet spot
What
candidates
want to
know
What you
want to
tell
candidates
24. What candidates want
– A straight-talking jobs section that
focusses on benefits
– Comprehensive, up-to-date information
about salaries, tax, accommodation,
security, visas and cost of living
– Believable testimonials from teachers
– Demonstrable interest in the teachers as
professionals
– A mix of photos, text (“TLDR”) and video
supporting the above
26. 6.Then look at your wider
online presence
Website
? The
next big
thing…
27. ...but only pursue if you
have the resources for it
If you can’t keep it updated, either…
1. Assign long-term resources to help:
- Staff who understand social media
- Your school’s 500+ “digital natives”
- A reliable freelancer
2. Or stick to the minimum you can
manage.
Neglected channels are worse than
no channel at all.
35. Thank you
For details of TIC Recruitment’s services,
contact Andrew:
a.wigford@ticrecruitment.com
For a demo of the Uptic Applicant
Tracking System, contact Dave: dave@uptic.net
today or email us
Notas del editor
Former journalist – advises on online marketing strategy for large companies. Helps plan production for re-launches and ensures producers in place
Like use old B&W photos talking about the internet
This means auditing what you have
A comprehensive recruitment section - Always up to date, with an owner
No big companies have a welcome from even the most charismatic leader. Why? Candidates busy and want the facts
“Happy talk”
Content aimed solely at parents/students/current staff
Gushing testimonials from teachers
Screeds of text (“TLDR”)
Hyperbole and marketing-ese
The same “wonderful” messages they read on all other school sites
No big companies have a welcome from even the most charismatic leader. Why? Candidates busy and want the facts
A company that doesn’t need to advertise. But it still does.
An intriguing image and an intriguing headline
No message from CEO (look up)
A comprehensive set of web pages anticipating all questions
The internet is not just websites - build a joined-up online presence…
Be mindful that candidates are looking
- LinkedIn is the world’s largest online social platform geared towards career advancement – good for more technically inclined teachers
- All big companies are finding config that works best for them
a liability, not an asset
These address many of the issues identified in our survey. Google hangouts
