Addressing Teacher Shortages: Innovative Strategies for Recruitment and Retention

The national teacher shortage continues to challenge schools across the country, impacting independent and private institutions alike. As a firm that partners with Pre-K to 12 schools on recruitment, our partners at Carney Sandoe & Associates (CS&A) know firsthand that attracting and retaining top talent takes more than just posting a job and making a hire. It requires strategy, creativity, and a deep understanding of what educators look for in a school community.

The challenges are real, but so is the opportunity for innovation. Schools must evolve their teacher recruitment strategies to fill vacancies and build thriving, long-term educational communities.

Here are a few strategies we are seeing clients successfully move the needle:

Broaden Your Talent Pipeline

Rethink what “qualified” looks like. Since the pandemic, schools are broadening their perspectives on what makes a candidate a possibility. Consider candidates from nontraditional backgrounds, career changers, and recent grads. Most importantly, support them with robust onboarding and mentorship. 

Allow yourself to think outside the box with teacher recruitment strategies, and you will be surprised at who might come your way or be a great fit for your school. This expanded view of qualifications and strong support can significantly alleviate staffing pressures and enrich the educational environment with diverse perspectives and experiences.

Make Your Mission and Values Clear 

Educators are drawn to schools that align with their values. Elevate your school’s mission and culture in job descriptions, interviews, and recruitment materials. Make it clear who you are and what type of environment a new hire will be in once they arrive on campus. Allow a clear throughline at all aspects of the journey for prospective hires, so there are no surprises in the later stages of the process. 

When prospective hires genuinely understand the culture they will be joining, they are more likely to feel a deep sense of belonging and commitment from the outset, leading to more successful and enduring placements.

Streamline the Hiring Process

Make it easier – not harder – for candidates to connect with you! While additional steps may assist with onboarding down the line, getting in contact with the candidates that impress you as quickly as possible is always best. Strong candidates are hearing from many schools at once. How do you make yourself stand out? Proactive teacher recruitment strategies. Don’t wait for a cover letter; if you see a candidate who looks good from their resume, call them. More schools are inviting candidates to campus after a positive first phone or Zoom conversation. This allows prospective hires to interact with your school community, allowing your team to hire expeditiously. It can make all the difference.

As schools navigate the need for speed and broader talent pools, comprehensive background screening is vital in streamlining the hiring process. A well-managed screening program enhances efficiency by allowing schools to make informed hiring decisions quickly and confidently, all while prioritizing safety. Robust background screening ensures that:

• You maintain a secure environment: Schools protect students, staff, and their reputation with comprehensive background screening. This upfront due diligence prevents costly issues and disruptions down the line.
• Hiring managers gain confidence: A thorough screening process allows hiring teams to move forward with promising candidates quickly, reducing delays.
• Compliance is managed efficiently: Navigating complex regulations (like the Fair Credit Reporting Act, state-specific laws, and educational mandates) can be time-consuming. An integrated screening solution helps manage these, freeing up your HR team.
• The process is standardized: A consistent screening protocol ensures fairness and thoroughness for every applicant, bringing structure and efficiency to your hiring workflow.

Prioritize Support and Onboarding 

Recruitment doesn’t end at the offer letter. Ongoing professional development, clear paths for growth, and a supportive, inclusive workplace culture all help keep educators engaged and committed for the long term. Invest in them and they will invest in you. Make sure this aspect is clear to candidates during the interview process. Find out what questions they have about the school, faculty experience, city or state, etc., and connect them with the right people at your school to share their knowledge with them. Find ways for them to see themselves on your campus and as a part of your community. 

When schools demonstrate a genuine investment in their teachers' well-being and professional growth, those teachers are far more likely to invest their passion and dedication back into the institution for the long term.

Partnering for a Brighter Future in Education

By embracing the strategies above, schools can build stronger, more vibrant, and resilient educational communities that truly thrive. Our partners at CS&A stand ready to guide independent schools through this challenging environment, offering strategic expertise, empathy, and access to a deep bench of strong candidates. Their innovative approach ensures schools find the right talent for their unique communities.

Verified First is your partner for ensuring that your teacher recruitment strategies are always built upon a bedrock of comprehensive, efficient, and compliant screening. As schools adapt to a changing hiring environment, we provide the peace of mind that comes with thorough vetting, protecting your students and reputation.

Together, CS&A and Verified First empower schools to attract, secure, and retain the exceptional educators who will inspire and shape the minds of the next generation, creating a brighter and safer future for students and school communities.

See how Verified First and CS&A can help you!