Clare Othman, Operations Director, Supply Desk, specialists in matching school staffing needs with the best available teachers and teaching assistants - permanent, long-term and supply - gives her reasoning on why many schools choose supply agencies, such as Supply Desk, to fill teaching vacancies.
Education recruitment agencies, including supply agencies, have become an integral part of most UK school recruitment strategies.
With the start of every academic year comes the inevitable press ‘exposé’ about schools using education recruitment agencies. Usually focused on the ‘cost’ to the schools, these articles rarely highlight the benefits for a school that outsourcing its recruitment brings. It is important to point out that, whilst agencies are typically described as ‘supply agencies’, many of these provide staff for a range of contract types. Supply agencies often find day-to-day and short term supply to cover unplanned teacher absences but they also fill longer term vacancies such as maternity cover, long-term illness, as well as permanent positions. There are a myriad of different reasons why organisations from most other industries use recruitment agencies as part of their overall hiring strategies, so why should the education sector not do that same? Here is a list of the benefits to schools:
Using agencies saves schools time and resources
Schools often lack the time and/or the experience to effectively screen candidates, failing to separate the top quality candidates from the wealth of applicants. According to the 2017 NAO survey of school leaders 1, schools filled only half of their vacancies with teachers who had the experience and expertise required, and in around a tenth of cases, schools did not fill the vacancy at all. Some job applicants oversell their abilities, enthusiasm and dedication in their CVs, whilst other very talented teachers may have a weak application, being inexperienced in writing a professional CV. Experienced recruiters are much better equipped to identify the worthwhile recruits, saving schools valuable time and resources. It also minimises a school’s risk of making a poor recruitment decision. Good agencies therefore help to improve education standards by ensuring the best possible candidates are placed in schools.
Quality agencies, accredited by Recruitment and Employment Confederation (REC) Audited in Education, has in place stringent registration and vetting procedures to ensure that all legal and contractual requirements are met before a candidate starts work. They should also ensure candidate compliance criteria is always up-to-date, including the monitoring of key expiry dates such as Disclosure and Barring Service and visas. This relieves schools of a huge administrative burden, thereby enabling them to focus on their core business of educating children.
Difficulties in recruitment due to teacher shortages
The UK teacher shortage is well documented, as are the regional imbalances and deficits in specific subject areas. In 2016, 34,910 qualified teachers left for reasons other than retirement 2. With soaring numbers of pupils entering the education system, particularly in secondary schools, and large numbers of teachers leaving the profession, the teacher shortage is projected to increase to over 13,000 by 20213. Fewer people are entering into teacher training courses due to wider career options available, compounding the shortage because there are insufficient graduates to replace retiring teachers.
Chart: Grant Thornton UK LLP (2016)
How does this influence a school’s use of supply agencies? Schools that do their own recruiting say it is increasingly difficult to find suitable candidates, even after spending large amounts of money on job advertisements. It is more efficient for schools to get an agency which has a large, pre-vetted pool of agency candidates from which to choose to do the recruiting for them, with no risk of it leaving them out of pocket.
Quality candidates often prefer to be recruited via agencies
Increasing numbers of educators only seek work through recruitment agencies, rather than applying directly to a hiring school, despite proactive schools and local authorities attending university milk rounds looking to attract new teachers. Job seekers use agencies as it is generally a far quicker way to find a position, and larger agencies typically have a wide variety of jobs to choose from, all at no cost to the teacher. Additionally, professional education recruiters typically have extensive knowledge of schools in their area and can implement ongoing advertising and digital marketing campaigns to constantly attract new talent. The best agencies will consult meaningfully with job seekers to ensure the best possible fit between school and job seeker, making it an attractive option particularly for NQTs. Again, this reduces the risk of a poor recruitment decision, and helps ensure a better standard of education for students.
Many schools and job seekers like to work on a temporary-to-permanent basis. In this situation a teacher is appointed on a temporary contract with a view to becoming a permanent member of staff. This reduces the risk, both for schools and teachers, of making the wrong recruitment choice. It enables both parties to trial working together before making a more permanent commitment.
Access to international teachers supply agencies
Due to the decrease in UK teaching graduates entering the workforce, schools must broaden their search for high quality teachers. Agencies increasingly source quality teachers from countries with a surplus of teachers, such as Australia, Canada and Ireland. A significant amount of work goes into finding, vetting, and employing international teachers. It also takes a long time to recruit international teachers. It is estimated that most international teachers take approximately 9 months of constant work to recruit, and that many international teachers change their minds during the process. Most schools simply do not have the capacity to do this themselves, which means they benefit greatly from being able to employ international teachers via an agency.
As a result, supply agencies are a necessary part of most UK school hiring programmes with most UK schools now using supply agencies as part of their overall recruitment mix. When hiring through agencies, head teachers, SENCOs, and other school leaders are able to make better use of their time. They also appreciate the benefits of hiring pre-vetted, top quality agency staff. If your school is interested in using agencies as part of its staff recruitment solution, make sure the agencies selected are highly regarded, members of the Recruitment & Employment Confederation and have a thorough knowledge of the local area.
For further information on Supply Desk please visit supplydesk.co.uk/
About Supply Desk
Supply Desk has been operating since 2002 when it launched the first agency management recruitment services within education, for school groups in the UK. This was delivered in partnership with the London Borough of Harrow in 2002. The service was ground-breaking for the time and within the first 2 years, savings of over £1 million were made across the authority and teacher retention rates improved by 70%. Supply Desk is proud of its history as innovators in education, and its vision to be recognised as such is reflected in the many ways it tries to help schools find the right staff. It now has over 15 years of experience and its focus today is still on a fair price and a ‘never-compromise’ attitude to quality. To help schools raise standards it knows it needs to find the best talent and then create the right match. It does this by getting to know each individual school, their staff, their pupils and culture before recommending the right candidate.
1 – National Audit Office, 2017. Retaining and developing the teaching workforce. p. 10.
2 – National Audit Office, 2017. Retaining and developing the teaching workforce. p. 4.
3 – Grant Thorton LLP, 2016. Emerging trends in education: The role of supply teachers and recruitment agencies. p. 3.