Innovative Approaches to Recruiting Teachers
On this page you can find a range of brief case studies from across England. These examples are intended to highlight pioneering and innovative practices across the country that have had a positive effect on teacher recruitment. For more detailed discussion, you can consult our Innovative Recruitment Reading List.
If you want to read more about how schools in Birmingham are attracting and recruiting staff, you can read this testimonial from Harborne Academy.
Case Study: Multi-academy trust in the North of England
What They Did:
- Implemented a nine-day working fortnight for teachers starting September 2024
- Provided an extra day off every two weeks without affecting student contact time.
Benefits
- Improved Work-Life Balance:
Teachers get a regular day off, helping to reduce burnout and stress. This could make the profession more appealing, especially to early-career teachers or those returning from career breaks. - Increased Retention:
Existing staff may be more likely to stay due to better workload management and personal time. - Attracting a Diverse Workforce:
The flexibility could appeal to parents, caregivers, or professionals seeking part-time work, expanding the talent pool. - Competitive Advantage:
Offering innovative working patterns could make your school stand out in recruitment campaigns.
Case Study: 11-16 Academy, Greater Manchester
What They Did:
- Hosted “open school” events where potential candidates could visit the school, observe lessons, and meet staff.
- Created a relaxed environment for informal interviews and networking over refreshments.
Results:
- Attracted candidates who wanted to see the school’s culture before applying.
- Improved applications from people who aligned with the school’s ethos.
Why It Works:
Candidates feel welcomed and gain insight into the school environment, helping ensure a better cultural fit.
Case Study: 11-19 academy, London
What They Did:
- Partnered with local housing associations to provide affordable accommodation for teachers moving to London.
- Arranged shared housing to foster a sense of community among new recruits.
Results:
- Reduced financial stress for teachers relocating to an expensive area.
- Attracted applicants from outside London.
Why It Works:
Addresses a key concern for many teachers: high living costs in urban areas.
Case Study: Primary School, Birmingham
What They Did:
- Emphasised staff wellbeing by reducing unnecessary workload, such as excessive marking and planning. Time given for collaborative planning and construction of central resources.
- Introduced perks such as medical health insurance, access to counselling, access to discounts from a wide selection of retailers.
- Regular staff appreciation events.
Results:
- Improved retention rates and overall job satisfaction.
- Attracted teachers prioritising work-life balance.
Why It Works:
Demonstrates that the school values staff as individuals, not just professionals.
Case Study: Secondary School, Walsall.
What They Did:
- Offered one-time “welcome bonuses” for teachers in shortage subjects like maths and physics.
- Included additional incentives such as free childcare at the school’s nursery.
Results:
- Increased applications for hard-to-fill roles.
- Helped retain staff through extra support.
Why It Works:
Financial and practical incentives provide immediate and tangible benefits to new recruits.
Case Study: Secondary School, Bradford
What they did:
- Created a vibrant online presence showcasing school life through Twitter, Instagram, and LinkedIn.
- Shared success stories of current staff and students, highlighting the positive school culture.
Results:
- Increased visibility and applications from outside the immediate area.
- Attracted teachers who aligned with the school’s dynamic ethos.
Why It Works:
A strong digital presence makes the school relatable and appealing to modern candidates.
Case Study: Primary School, Coventry
What They Did:
- Reached out to former staff and local teachers who had left the profession, offering flexible hours and part-time roles.
- Provided additional CPD opportunities to ease the transition back into teaching.
Results:
- Successfully recruited experienced teachers to return to the profession.
- Filled part-time roles in high-demand areas.
Why It Works:
Offers a low-pressure way for former teachers to re-enter the workforce.
Case Study: Secondary School, Derbyshire
What They Did:
- Collaborated with local businesses to sponsor perks for teachers, such as gym memberships, discounts at local shops, and free tickets to events.
- Highlighted these partnerships in recruitment campaigns.
Results:
- Improved teacher satisfaction and morale.
- Differentiated the school from others in the area.
Why It Works:
Strengthens the school’s community ties while offering unique benefits to staff.
Fully editable versions of all resources are available to schools who complete the Recruitment and Retention Audit Tool.
