With growing student numbers and teacher shortages, school hiring managers are facing tough challenges in finding the right talent. According to the (NFER), more than six teaching posts in every 1,000 were left unfilled last year.�� 

Many cite declining student behaviour as the primary reason for teachers leaving the profession, whilst graduates are being put off teaching because of increasingly uncompetitive pay. But what’s the solution? 

Recruiting can help. These candidates are those who aren’t actively looking for a new teaching role but are open to opportunities. Typically, these candidates bring years of experience and are top performers, so it won’t necessarily be an easy pitch, but they will bring a huge amount of value to your school.��

Here’s our top tips on how to engage and recruit passive candidates: 

How to find passive candidates 

First and foremost, you need to know how and where to find your potential candidates before you can engage and recruit them.�� 

1. Social media – LinkedIn is one of the best ways to find passive candidates, especially with the “Open to work” feature. You can use advanced search filters to seek candidates with the specific qualifications, skills and experience you need. But don’t just stalk candidates – engage with them and reach out about potential roles.��

2. Networking – real life conferences, workshops and other industry events are a great way to meet passive candidates and engage in meaningful conversation. It’s a great way to sell yourself as well as your school.�� 

3. Referrals – your current teachers know your school inside out and likely know a number of other teachers. Leveraging their network can be a great way to find new, quality hires.��

4. Existing talent pool – do you keep track of past applicants? Whilst they might not have been right for previous roles, they could be the perfect fit for new openings. Likewise, don’t forget about previous employees that left on good terms or substitute teachers that might be looking for more permanent positions.��

5. Job boards – some recruitment agencies can offer a more targeted approach to sourcing passive candidates from their vast network, but they can be costly. Learn more about the pros and cons of using such agencies in our dedicated blog on the topic.��

How to engage passive candidates 

Passive candidates aren’t actively looking for a new position, so you’ll need to go the extra mile to gain their interest. Here’s a few tips: 

Be sure to tailor and personalise your messages  

Templated emails and messages won’t work here. Passive candidates aren’t seeking a new role so try to research their background and tailor your message to align with their experience, interests and skills.�� 

Encourage a casual conversation with them  

 Ask for a call, video call or in-person chat to explore their background, goals and interests. Learn why they agreed to talk with you and what they would need to leave their current school. Tailor your ongoing approach based on this conversation, it can help sell the candidate on the opportunity and make them feel it’s worth their time.��

Deliver value and highlight any unique benefits or USPs  

Be transparent about your school and what you can offer. Highlight any unique benefits and what your school different. If you have anything you’re particularly proud of – awards, initiatives, strong employee feedback, professional development opportunities - now’s the time to mention it.��

Make your school culture visible  

Passive candidates often need more than just a job description. They need to learn more about the school and culture. If you haven’t already, it’s time to update your website and social media channels to attract candidates.

• Share teacher testimonials online or on social media 

• Feature success stories 

• Post “day-in-the-life" videos 

• Offer a tour or virtual tour of the school 

Always cater to their needs  

Be as accommodating as possible to the needs of passive candidates. This means working with their schedule, whether that’s lunch times, evenings or weekends. It’ also a good idea to keep the initial stages relatively informal and keep lengthy paperwork to a minimum at this stage. A low-pressure and personalised approach is the way to go with passive candidates.��

Find the right talent with ����Vlog Staff Management

����Vlog Staff Management is a great alternative to traditional teacher recruitment agencies. Our platform is a cost- effective way of recruiting your new hires, providing you with access to four times the number of candidates vs any other teacher recruitment service in the UK (94% of teachers looking for jobs online use ����Vlog!).

Additionally, when you subscribe to Staff Management your school gains access to the following benefits:

• Unlimited job ad posting
• Safeguarding and CPD training
• Anonymous wellbeing surveys
• Full access to ����Vlog Magazine for the whole school

Learn more