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Becoming an Employer of Choice in Education: How Your School Can Attract and Retain Top Talent

  • Tamara Kennedy
  • Jun 2
  • 3 min read

Becoming an Employer of Choice: What It Really Means and How to Get There
Becoming an Employer of Choice: What It Really Means and How to Get There

In today’s competitive education landscape, attracting high-quality educators goes far beyond offering a salary package. The most sought-after teachers and education professionals are looking for schools that align with their values, support their growth, and foster a meaningful professional experience.

If your school is aiming to become an employer of choice, it’s not just about filling vacancies — it’s about building a reputation that draws in passionate, skilled, and committed staff who want to grow with your community.

Here’s my advice on how to position your school as a destination workplace in the education sector — and what that looks like in practice.


1. Define and Promote Your Unique School Culture

Great educators want to work where they feel a sense of belonging and purpose. Your school’s vision, values, and ethos should be clearly defined and consistently lived out.

Ask yourself:


  • What makes our school environment different from others?

  • How do we support student wellbeing — and equally, staff wellbeing?

  • Do staff feel heard, appreciated, and empowered?


Once these values are clear, communicate them intentionally across your website, job advertisements, social media, and during the recruitment process. Let candidates see the heartbeat of your school, not just the role description.


2. Prioritise Professional Growth and Mentorship

One of the key attractors for high-calibre staff is a strong professional learning culture. Teachers want to know:


  • What opportunities are there for me to grow?

  • Will I be mentored, or will I be mentoring others?

  • Can I explore leadership, innovation, or special interest pathways?


Make your investment in professional development a visible part of your employment offer — from structured induction programs to external PD support, leadership pathways, or internal coaching. Promote this proudly.


3. Foster a Collaborative and Supportive Work Environment

Talented staff thrive in environments where teamwork is encouraged, collaboration is expected, and support is embedded.


Build a workplace where:

  • Staff work together across stages and faculties

  • Open communication is valued and actioned

  • There’s a genuine culture of encouragement, not competition

This includes prioritising manageable workloads, listening to staff feedback, and offering flexibility where possible — all of which impact retention and morale.


4. Celebrate Success and Value Contributions

Recognition matters. Whether it’s staff shout-outs in newsletters, celebrating milestones, or acknowledging innovative practices, people stay where they feel valued.

Implement systems that regularly:


  • Celebrate teaching excellence

  • Share success stories

  • Highlight staff achievements (big and small)

This contributes to a sense of pride and belonging, which in turn, fuels loyalty.


5. Recruit Beyond the Job Description

When advertising roles, don’t just list duties — speak to the experience of working at your school. Focus on:


  • The type of team the candidate would join

  • What makes your community vibrant

  • Testimonials or stories from current staff

You're not just hiring to fill a gap — you're inviting someone to be part of a shared mission. The way you speak about the role and the school should reflect that.


6. Use Your Current Staff as Ambassadors

The best recruiters for your school are the people already working there. When staff are happy, engaged, and proud of their workplace, they naturally become ambassadors.

Encourage:


  • Staff spotlights on your website or social channels

  • Opportunities for current employees to participate in recruitment events

  • Honest feedback through staff surveys and open forums


Authentic storytelling from within builds credibility — and future staff want to hear what the experience is really like.


Becoming an employer of choice is not about having the flashiest facilities or the biggest name — it’s about authenticity, leadership, and intentional culture-building. By investing in your people, promoting your strengths, and staying true to your values, your school will not only attract exceptional educators but retain them too.


After all, great schools don’t just teach students — they also grow teachers.

 
 
 

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