Teacher Recruitment Marketing: Fundamentals & Fresh Perspectives

Led by Richard Tilley, founder of comms and marketing specialists Comms for Schools, this event is a three-hour session looking at best practice and emerging strategies in education recruitment from a marketing perspective.

The session will deliver the fundamentals of recruitment marketing as well as fresh perspectives.

Part training course and part facilitated discussion, participants will leave better equippped to tackle the teacher recruitment crisis.

Richard's summary of the course structure is...

How bad and why?

We examine the trends and pressures in education recruitment – looking at the latest figures and industry feedback around retention, recruitment and training. Because if you don’t know how bad the problem is and why things are the way they are, then you will struggle to allocate appropriate resources of time, headspace and money to solving it.

The fundamentals of marketing and how they apply to state sector recruitment

What actually is marketing and why do we need to know this to recruit well? What are marketing assets? Which ones are important and how should we use them? Which channels and forms of media should we be using?

The importance of messaging

When we know what teachers value and what demotivates them, then we can provide the messaging that makes us the most desirable option. CPLD. Autonomy. Career progression. Values. Do these things matter?

The opportunities and limitations of traditional social media

How social media does work and how it doesn’t work in recruitment. What are the social media habits of teachers? Why has Elon Musk created a recruitment headache? Are teachers hiding? How do different roles affect the forms of media you use? We answer these questions.

AI in recruitment

Will AI change the way schools recruit? Is it a solution that is here now, just over the hill or miles down the line?

The importance of customer service, cultivating candidates and follow-up contact

The application and interview process – from making applying as simple as possible to making the candidate feel valued. Why worrying about the applicant experience is vital. People and processes matter. Why follow-up engagement and building recruitment pools are essential.