Recruitment Made Simple
- Katie O'Flynn
- 7 days ago
- 4 min read
Recruitment in international schools is one of the sector's biggest budget pressures. Schools face annual costs for platform memberships, agency commissions, placement fees, branding campaigns, and job fairs, all of which continue to rise, but with no guarantee of return on investment. Whether you are running a not-for-profit, part of a global group, or leading a stand-alone school, these costs are significant and demand careful strategy.
At the same time, competition for top teachers is intensifying. According to the Teacher Task Force, an estimated 44 million new primary and secondary teachers will be needed globally by 2030 to meet education targets. This demand far exceeds supply in many regions, making it harder than ever for schools to secure and retain the talent they need.
Most schools recognise the importance of maintaining visibility through platforms, agencies, and fairs. What can get overlooked are the internal practices that can strengthen recruitment efforts, reduce costs, and make schools far more appealing to candidates. The good news is that many of these fixes are simple, low-cost, and easy to implement — whether you work with a large or small team.
1. Employer Branding
At its core, recruitment is an act of marketing. To attract the right teachers, your school's messaging must be clear, compelling, and authentic.
Align with your vision, mission, and values: All collateral — job ads, websites, brochures — should reinforce these consistently.
Speak to what candidates actually care about: Go beyond the standard language of "competitive packages" and "professional development opportunities." Share honest insights from current staff, stories of career path growth, or the lived culture of your school. This point is expanded below.
Keep it simple and sharp: Branding should be quick to digest, visually appealing, and answer the candidate's key question: Why should I join your school?
Effective branding sets you apart in a crowded field and ensures your opportunities catch the attention they deserve.
2. Selling Your School's Uniqueness
Marketing collateral forms the main part of the recruitment toolkit for schools and candidates alike. It comes in various formats: job descriptions, job adverts, brochures, videos, 'A day in the life' snapshots; the list is endless. The most important action when forming these is to ensure they provide a true representation of your school's vision, mission and lived-in culture, especially for future candidates and hires.
Highlighting what your culture is and what it's like to join the school will provide you the competitive edge and hopefully secure high retention and referrals from new hires.
Tell authentic stories that matter to teachers: Simple stories from current staff about the community and social aspects of joining your school, what it's like to walk through the front doors on day one, how new hires are supported with onboarding, and their families if applicable. What does support look like in your school, not only for students but for employees as well? These stories provide insight into the culture of a school.
Go beyond the job description: Rather than listing generic benefits, share specifics that differentiate your school. What opportunities are there in your school for teachers to grow? Do teachers have access to sabbaticals or research opportunities? Is there a strong mentor system for new international hires? These details help candidates envision their actual experience at your school.
Include practical information candidates need: International teachers are making life-changing decisions. Address their real concerns: housing support, visa assistance, spouse employment opportunities, children's education options, healthcare provisions, and community integration support. This transparency builds trust and shows you understand their journey.
Use multiple formats to reach candidates with different preferences: Some prefer detailed written information, others respond to video testimonials from current staff, and many appreciate visual snapshots of daily school life. A mix of formats ensures your message resonates with diverse communication styles and helps candidates connect emotionally with your school community.
3. Easy-to-Access Candidate Database
Your candidate database should be treated like a business network: accurate, accessible, and always up to date.
Many schools rely on spreadsheets for tracking applicants, which often results in duplicate files, version control issues, and lost data. A smarter approach is to invest in simple applicant tracking tools that allow collaboration and visibility across your team.
For example, Skoolspot offers an easy-to-use platform to centralise candidate records, reduce admin struggles, and support long-term recruitment pipelines. The aim is to make access effortless so that your recruitment team spends less time managing files and more time engaging with people.
4. Create Candidate Touchpoints
The candidate experience doesn't begin or end with an application. Every interaction is a chance to build a relationship and reinforce your school brand. A few practical steps:
Track time-to-fill as a KPI — it reveals bottlenecks and highlights where you may be losing great candidates.
Send timely acknowledgment messages so applicants feel seen and respected.
Create follow-up opportunities, even for unsuccessful candidates, to keep them engaged for future roles.
Each touchpoint is an investment in building goodwill and maintaining a positive reputation in the international education community.
Finding The Fix
International teacher recruitment will only become more competitive in the coming years. While external platforms and agencies remain valuable, it is the internal practices that often make the difference in attracting and retaining talent — and many of these do not require large budgets to implement.
By sharpening your employer branding, investing in smarter candidate management tools, and focusing on meaningful candidate touchpoints, schools can create a recruitment process that is not only more streamlined and effective, but also more sustainable.
This isn't about an expensive overhaul - it's about finding the fix: simple, low-cost strategies that deliver long-term impact and help your school stand out in a crowded market.