There’s no denying that colleges that use recruitment agencies as their first or only method of recruitment do really need to examine how cost-effective their strategies are. However, there is a clear and necessary place for recruitment agencies in the education sector – after all, the government’s own school funding strategy completely precludes schools from setting up the huge HR departments they need in this teacher shortage.
If you are a college recruiter, and your own proactive candidate attraction strategies are not giving you the staff pipeline you need, or your online advertising efforts can’t reach the audience you need, you may need professional support from a dedicated and exclusively education recruitment consultancy.
The school recruiter team at FEjobs are the premium executive search service in education. We don’t simply fire off CVs scraped from the internet. We do more and we do it by the book.
So when is it appropriate for colleges to use professional talent finders, and why should candidates sign up with one?
You get dedicated focus
The consultant will take time to build an extended picture of the brief including understanding the exact requirements of the brief, the college environment, team etc. ensuring not only an insightful conversation with any candidates but also only candidates that closely match the brief will be selected.
The search takes a recruitment campaign beyond the (comparatively) small ‘active’ talent pool, presenting the opportunity to high-calibre candidates sourced through network recommendations, who are not looking daily at job-boards etc. These are very often highly desirable candidates as they are often well rewarded and engaged in their current colleges for a good reason; for the same reasons, these are the candidates that will be recommended - they are less likely to be ‘average’!
The first level of shortlisting is done for you, by a professional who knows the sector’s skill values specifically.
Candidates who are being nurtured by a professional recruiter can be more engaged. As they have been sourced specifically for a brief, they will not be looking at multiple opportunities/interviewing with multiple schools – this improves the chances of a ‘yes’ at offer stage.
Discretion: Covert approach
If a recruitment campaign is sensitive for any reason, this is the ideal way to take a search to market without the ‘wider industry’ (or general public) knowing. Only a small selection of candidates who are highly relevant to the role will be made aware of exactly which organisation is on the hunt, what they are looking for and why. This is particularly beneficial for leadership searches, but can also be beneficial with hard-to-fill roles or in a candidate-short pool as a long-running campaign often concerns candidates who will question why an organisation struggles to source candidates.
A bespoke solution
The search consultant will recommend the best process to deliver the desired result; ensuring an effective and efficient outcome where the college will easily see the attributes that they are looking for in candidates.
As a result of pro-active, targeted conversations with candidates, consultants will build expertise into other local organisations, this insight can be relayed during the process to help colleges better understand their market, competitors etc.
If you need to escalate your talent search, an FEjobs school recruitment specialist is ready to support you now. If you’d like a chat today to find out more about what we can do for you, select ‘Direct Recruiter Services’ on the dropdown to request a call back here.
Call it headhunter services, call it recruitment outsourcing, but do call. 0845 226 1906.