9 Top tips for hiring new education employees

Hiring in the education sector requires a unique approach. Whether you're looking to hire teachers, administrative staff, or support personnel, finding the right candidates is crucial to maintaining the quality of education your institution provides. Unlike some other industries, education employees need to possess not only the necessary skills but also the passion and commitment to fostering a positive learning environment.

In this guide, we’ll explore nine top tips to help you streamline your hiring process, attract the best talent, and ensure your new hires are the right fit for your educational institution.

To learn more about recruitment strategies, explore GoHire’s guide to hiring new employees.

1. Define clear job roles and expectations

One of the most common mistakes in hiring education employees is not clearly defining the roles and expectations for the position. In the education sector, it’s vital to outline the specific duties, qualifications, and goals tied to the role from the outset.

When writing a job description, be clear about the required certifications, degrees, and experience. For example, if you need someone experienced in handling special education needs (SEN), ensure that’s highlighted in the description. Defining these parameters helps to filter out underqualified applicants and reduces the chances of hiring someone who is not a good fit.

To avoid common recruitment mistakes, check out this guide on avoiding common career page mistakes.

2. Use applicant tracking systems to streamline the process

Using an applicant tracking system (ATS) can drastically improve the efficiency of your hiring process, particularly when you’re receiving a high volume of applications. An ATS helps you filter candidates based on qualifications, experience, and even geographical location, making it easier to find the right fit faster.

ATS platforms like GoHire’s allow educational institutions to automate tasks such as sorting CVs, tracking applicants’ progress, and managing interviews. This saves valuable time and reduces human error in the hiring process.

You can read more about how ATS systems can benefit educational institutions in this article.

3. Prioritise cultural fit alongside qualifications

While qualifications and experience are crucial in education, cultural fit is equally important. Education employees, especially teachers, often work in close-knit teams and need to collaborate well with both colleagues and students. A candidate may have the right credentials on paper, but if their approach to teaching or interacting with students conflicts with your institution’s values, they may not be the best hire.

Consider asking interview questions that gauge a candidate’s compatibility with your institution’s culture. For instance, ask about how they manage classroom challenges or how they adapt their teaching style to different types of learners. These insights will help ensure the candidate will mesh well with your existing team and learning environment.

Learn more about how to create a work culture that attracts top employees to build an attractive and supportive workplace.

4. Promote your employer brand effectively

Building a strong employer brand is essential to attracting top talent, especially in education, where passionate and motivated employees are key. Candidates often research potential employers online, and having a well-established brand can make you more appealing to job seekers.

A strong employer brand highlights the values, work culture, and opportunities for growth at your institution. Use your website and social media to showcase why your institution is a great place to work. For example, share success stories of current staff, highlight your commitment to professional development, and emphasise any unique perks or benefits.

To learn more about the impact of branding, check out this article on employer branding.

5. Offer competitive salaries and benefits

In an increasingly competitive job market, offering a competitive salary and benefits package is crucial to attracting the best education employees. While many candidates may be driven by their passion for teaching or supporting students, they still need to feel financially secure and valued.

Beyond salary, consider offering benefits such as professional development opportunities, flexible working hours, and a supportive work environment. This could be particularly attractive for teachers who want to improve their skills or advance in their careers.

For more insights into competitive hiring strategies, you can explore this GoHire article on top ATS systems.

6. Leverage referrals and networking

Word-of-mouth and referrals are highly effective when hiring for the education sector. Current employees can be a great source for finding new talent. Many education professionals know colleagues from previous jobs or educational networks who may be looking for new opportunities.

Encourage your existing staff to refer potential candidates. Offering a referral bonus or other incentives can help motivate your team to actively participate in the recruitment process. Additionally, you can use LinkedIn and other professional networking platforms to reach out to potential candidates who may not be actively applying for jobs but are open to new opportunities.

Learn more about crafting powerful LinkedIn messages that can help with networking.

7. Look beyond qualifications

While it’s important to hire qualified candidates, sometimes the best education employees bring more than just credentials to the table. Skills such as empathy, patience, communication, and creativity are crucial in educational roles, particularly when dealing with young students or those with special educational needs.

During the interview process, ask behavioural questions that help you gauge a candidate’s soft skills. For example, you might ask, “Tell me about a time you helped a struggling student succeed,” or “How do you handle disruptive behaviour in the classroom?” These questions help reveal how candidates will perform in real-world situations.

To avoid over-reliance on formal qualifications, you can also learn more about candidate sourcing strategies.

8. Conduct thorough background checks

Given the sensitive nature of working in education, conducting thorough background checks is essential. A clean background check ensures that your institution maintains a safe and secure environment for students and staff alike. Verify academic qualifications, check references, and perform criminal background checks where necessary.

Many educational institutions also require health checks or certification in first aid, particularly when hiring for roles that involve direct interaction with children. Ensuring that candidates meet these requirements can prevent issues later down the line.

Explore this GoHire guide for more tips on maintaining a compliant and efficient hiring process.

9. Streamline your onboarding process

After hiring the right candidate, your job is not done. A smooth and comprehensive onboarding process is essential to helping new education employees integrate into your team and hit the ground running. A well-planned onboarding process should include an introduction to the school’s culture, policies, and expectations, as well as any necessary training or professional development.

The onboarding process is your opportunity to ensure that new hires feel welcomed and supported, reducing turnover and increasing employee satisfaction in the long run.

For more tips on improving employee onboarding, explore GoHire’s onboarding strategies.