Approach: 9-day fortnight

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

Approach: Hosting Recruitment Events on Campus

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.

Approach: Offering Housing Assistance

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.

Approach: Focusing on Wellbeing Initiatives

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.

Approach: Localised "Golden Hello" Incentives

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.

Approach: Utilising Social Media for Branding

Case Study: Secondary School, Bradford

• 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.

Approach: Targeting Ex-Teachers

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.

Approach: Partnering with Local Businesses

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.

Approach: Recruiting Trainee Teachers Directly

Case Study: Secondary School, Birmingham
What They Did:

• Partnered with SCITT and PGCE programs to host placements, providing a direct pipeline for hiring new teachers.
• Offered exceptional trainees permanent contracts before they completed their training.

Results:

• Retained high-performing trainees who were already familiar with the school's culture.
• Reduced reliance on external recruitment.

Why It Works:
Allows schools to "grow their own" staff, ensuring new recruits align with their values and practices.

Approach: Offering Career Progression Pathways

Case Study: Secondary Academy, Calderdale
What They Did:

• Highlighted fast-track leadership opportunities and bespoke CPD in job adverts.
• Established a mentoring program for new teachers, pairing them with experienced colleagues.

Results:

• Attracted ambitious candidates seeking career growth.
• Retained early-career teachers by supporting their development.

Why It Works:
Positions the school as a place where teachers can thrive professionally.