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The state of teacher recruitment and retention has been an ongoing topic of conversation in the industry, with the number of teachers in state schools not keeping pace with increasing numbers of students. Large numbers of teachers are leaving the workforce and fewer new teachers are entering the workforce.ÌýÌý

This is why an effective teacher recruitment and retention strategy is essential to avoid school disruptions and unexpected costs. Learn more about teacher recruitment and retention below.Ìý

Five reasons why you need an effective teacher recruitment and retention strategyÌý

If you’re struggling with recruitment and retention, learn more about what is impacting this and how an effective strategy can help turn things around.Ìý

Teachers are leaving the workforce and fewer new teachers are enteringÌýÌý

According to the government’s latest , 41,212 teachers left the workforce in 2024. 41,736 new teachers entered the workforce (1400 fewer than 2023), however, combined with changes in working patterns and an increase in teachers without qualified teacher status, schools are left with a decrease to the number of teachers in England (468,258, 400 fewer than 2023).Ìý

Additionally, 10% of new teachers are leaving state-funded schools just one year after qualification and recruitment to both primary and secondary Initial Teacher Training (ITT) courses of trainees that the DfE estimated schools would need to meet future staffing needs.ÌýÌý

Budgets are limited with no scope to fund new initiativesÌý

When it comes to retention, schools don’t have much up their sleeves to fund strategies aimed at retaining teachers. Whilst not insignificant, many schools have to rely on school culture and wellbeing to retain teachers.Ìý

How recruitment and retention impact studentsÌý

Retention is especially important ofrfor students who rely on consistency. Stable teams provide continuity in the classroom, assisting learning and development. Additionally, suggests that students who experience a high turnover of staff tend to do worse in their end of year exams than those who don’t experience a high turnover.ÌýÌý

What’s more, when staff are in roles for a longer period of time, they help to shape school culture and have more influence on creating a positive environment.ÌýÌý

The financial impact of a high staff turnoverÌý

High staff turnover can have a costly impact on schools. Recruiting new teachers can be time consuming and expensive plus any interim supply teachers and agency costs will only add to this cost.ÌýÌý

Operational impactÌý

A high staff turnover can cause operational issues that make it more challenging to efficiently run a school. Mid-year resignations in particular can result in disruption to both the department and the whole school if the role does not get filled quickly. This means an increased reliance on other teachers covering lessons and work which, in turn, dials up the pressure across the whole school.ÌýÌý

How to build an effective teacher recruitment and retention strategyÌý

Ultimately, building an effective strategy will depend on the unique needs of your school. However, there are a few key things to consider for both recruitment and retention:Ìý

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1. Targeted recruitment – take the time to really consider the type of person, qualifications and skills that you want to bring into the school. Identifying your ideal candidate is the first step in attracting the right candidates.Ìý

2. Build the school’s brand – show your candidates who you are any why they should want to be a part of your school. Often, people and culture can be the difference between your candidates choosing you over another school.Ìý

3. Utilise technology – utilise available technology to streamline your application and interview process. Often, this can bring the process in-house and save money.Ìý

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1. Provide meaningful professional development – CPD is important to teachers, but workload and job pressures can prevent them from taking full advantage. Offer meaning CPD programmes and ensure to work around teachers’ busy schedules.Ìý

2. Reward and recognise staff – Recognising achievements and hard work can make a huge difference in retaining top talent and also boosting school culture.ÌýÌý

3. Focus on work-life balance –Research suggests that reducing workload could have a similar impact on retention as a pay rise. Workload is consistently named as a key reason for teachers leaving the workforce, therefore if schools can work to reduce teacher workload, there is significant scope to improve retention.Ìý

Discover Tes Staff Management for powerful recruitment and retention toolsÌý

With Tes Staff Management, schools gain access to four times more teachers than the next best alternative, as well as a number of great features to help retain existing staff. Benefit from:ÌýÌý

ÌýÌýUnlimited job adverts, accessing over 550,000 UK teachersÌýÌý

• ATS trackingÌýÌý
• Candidate Search - find your ideal candidatesÌýÌý
• CPD coursesÌýÌý
• Safeguarding trainingÌýÌý
• Wellbeing surveysÌýÌý

ÌýÌýLearn moreÌý