Teacher recruitment has become one of the most pressing challenges facing international schools. As competition intensifies, schools are rethinking their strategies to attract, induct, retain, and learn from teachers—a process that extends well beyond the hiring stage. At the recent FOBISIA Leadership Conference in November 2024, school leaders shared insights and practical advice to address these challenges. We’ve collated some of the feedback and also created some actionable strategies to support school leaders to navigate teacher recruitment and retention.

 Recruitment: Broadening Horizons and Managing Expectations

The global demand for qualified teachers means schools must adopt innovative approaches to recruitment. Here are some key considerations:

1. Explore New Recruitment Markets and Services Recruitment is no longer limited to traditional hubs. Schools should consider emerging markets and untapped regions where skilled educators may be seeking international opportunities. Exploring new recruitment services and partnering with global recruitment platforms like Teacher Recruit can also help you find talent.
2. Transparency is Essential Honesty about the school’s location, culture, and challenges is critical. Candidates who are well-informed about the realities of life and work in a new country are more likely to integrate successfully. Highlight aspects such as climate, cost of living, local customs, and political conditions. Transparency builds trust and helps avoid mismatched expectations.
3. Showcase Work-Life Balance and Professional Growth Teachers, especially Millennials and Gen Z, prioritise work-life balance and career development. Schools should emphasise their vision, values, and the support they offer for personal and professional growth. Continuous professional development (CPD) opportunities can be a significant draw, often proving more cost-effective than the expense of frequent recruitment.
4. Flexibility in Contracts The traditional two-year contract is no longer the gold standard. Some educators prefer one-year contracts for flexibility, while others seek longer-term commitments. Schools that offer tailored options are more likely to meet diverse teacher preferences. Be open to negotiation.
5. Clarity in Compensation Packages Compensation plays a critical role in a teacher’s decision-making process. Be explicit about what the school provides, particularly for educators with families. Highlight benefits like school places for children, comprehensive medical insurance, and relocation support. Flexibility in addressing individual needs, such as offering car loans or accommodation allowances, can also make your offer more competitive.
6. The recruitment cycle is starting earlier As recruitment becomes more challenging, schools in Asia and the Middle East are starting their recruitment cycle earlier. Instead of waiting until term 2, schools are now staring early in term 1. European schools don’t have to provide notice until Spring and so the recruitment cycle is shorter and later in the year.

Onboarding: Setting the Stage for Success

The onboarding process is often the make-or-break phase of a teacher’s journey. A warm, organised, and supportive induction sets the tone for a positive experience. Here are some effective onboarding strategies:

1. Provide Practical Support from Day One A welcoming committee at the airport, a starter pack with essentials like cash or Ikea vouchers, and assistance in setting up a bank account or mobile phone plan can make a world of difference. Ensuring these logistical needs are addressed helps new teachers focus on settling into their roles.
2. Engage Existing Staff Current staff, particularly those who are expatriates, can be invaluable in guiding and mentoring new hires. Local staff can also share insights into local customs, explain practicalities like paying utility bills, and recommend neighbourhoods or services. Creating a comprehensive guide for new arrivals—covering everything from cultural norms to grocery prices—is a thoughtful touch.
3. Support for Families Teachers with families face unique challenges. Ensure that induction programs include tailored support for trailing spouses and children, such as school orientation, assistance with finding activities for family members, and access to networks for socialising and integration.
4. Extend the Induction Period A one-off induction week is insufficient. Prolonged support over the first term or even the entire academic year ensures teachers have the resources and guidance to adapt fully to their new environment.

 Retention: Building a Positive School Culture

Retention is not just about keeping teachers for as long as possible; it’s about creating an environment where they thrive. A stable, happy workforce contributes significantly to a school’s success.

1. Foster a Positive Work Environment Schools with a supportive and inclusive culture are more likely to retain teachers. Encourage staff feedback through regular surveys, meetings, and open communication channels. Acting on this feedback demonstrates that leadership values teacher input.
2. Incentives for Longevity Offering bonuses for contract extensions or end-of-term commitments can motivate teachers to stay longer. Such incentives need not be purely financial; additional leave, professional development opportunities, or recognition awards can also be effective.
3. Build Community Year-Round Social committees and staff-led events help teachers build strong relationships beyond their professional roles. Community engagement fosters a sense of belonging and reduces isolation, especially for expatriates.

 Exit Interviews: Learning from Departures

Despite best efforts, some teachers will inevitably leave. Exit interviews are a valuable tool for understanding their reasons and identifying areas for improvement.

1. Approach Exit Interviews Constructively Create a safe and supportive environment for departing teachers to share honest feedback. Even negative comments can offer insights into challenges within the school’s culture or operations.
2. Identify Patterns Analyse trends from exit interviews to pinpoint recurring issues. Are teachers leaving for better compensation elsewhere? Are there concerns about workload or support? Addressing these patterns can help improve retention over time.
3. Celebrate Contributions When teachers leave, recognise their contributions and maintain positive relationships. They will become advocates for your school, referring future candidates or even returning in the future.

 Looking Ahead

The challenges of teacher recruitment and retention require international schools to adopt a strategic, adaptable, and empathetic approach. By broadening recruitment efforts, ensuring a smooth onboarding process, fostering a positive work culture, and learning from departing staff, schools can navigate these challenges effectively.

International education thrives when schools invest in their most valuable asset: their teachers. As the landscape evolves, schools that prioritise transparency, flexibility, and community will stand out as desirable places to work, ensuring they attract and retain the best talent.

For more information on how Teacher Recruit can support your recruitment strategy please contact us: info@teacherrecruit.com

For more information on FOBISIA schools please visit: https://www.fobisia.org.    Please check the affiliates button on the Teacher Recruit app to see jobs in FOBISIA schools.