Proven teacher recruitment strategies that work: 2025 edition

Recent data shows a continued shortfall in teacher recruitment. In the 2024/25 academic year, only 69% of the postgraduate initial teacher training (PGITT) target was met, leaving a gap of more than 10,000 teachers (UK Department for Education, 2025). Secondary schools remain particularly affected, achieving just 62% of their recruitment target, though this marks an improvement from 48% in 2023/24.

Retention also remains a significant issue, with many teachers leaving the profession due to high workloads, student behavior challenges, and limited career progression opportunities. According to the National Foundation for Educational Research (NFER), 2025, nearly 32% of early-career teachers leave within their first five years, requiring schools to focus on retention as much as recruitment.

In addition, teacher recruitment challenges are unevenly distributed across the country. Schools in urban areas such as London often struggle with affordability issues, where high living costs deter teachers from staying long-term. Meanwhile, rural schools experience difficulty attracting applicants due to geographical isolation. These factors mean that recruitment strategies must be tailored to the unique needs of each region.
Government initiatives and incentives

To address recruitment shortfalls, the UK government has pledged to recruit 6,500 additional teachers in 2025, focusing on areas with the greatest need (House of Commons Education Committee, 2025). Financial incentives remain a key strategy, with substantial bursaries and scholarships offered for subjects with critical shortages. For example, teachers in high-demand subjects such as physics and computing are eligible for bursaries of up to £27,000, making it more attractive for graduates to enter the profession.

However, experts suggest that achieving these targets through pay increases alone would require nearly a 10% annual raise for two consecutive years, costing billions in additional funding (National Foundation for Educational Research, 2025). Additionally, some MATs have introduced their own financial incentives, such as retention bonuses for teachers staying beyond three years in hard-to-staff schools.

Additional government-backed support

To complement financial incentives, new teacher training routes have been introduced:

• Teacher Degree Apprenticeships: This allows candidates to earn while they train, making the profession more accessible to those unable to afford traditional routes.
• International Recruitment Partnerships: Schools and MATs have been encouraged to recruit overseas, particularly from countries with high-quality teacher training standards.
• Levelling Up Premiums: Additional funding has been made available for schools in areas with significant teacher shortages, allowing them to offer competitive salaries and enhanced professional development opportunities.

1. Flexible working arrangements

Many schools and trusts have introduced flexible working models to attract and retain staff. For example:

• All Saints Catholic College provides teachers with additional free periods to reduce workload, improving staff retention and satisfaction (The Guardian, 2025).
• Dixons Academies Trust has implemented a nine-day fortnight, allowing teachers additional time for planning and professional development (The Guardian, 2025).

Schools that offer job-sharing opportunities, part-time positions, and remote administrative roles have also reported increased applicant interest, particularly from experienced teachers returning to work or those with family commitments.

2. Streamlining recruitment processes

Technology-driven teacher recruitment strategies have made it easier for schools to attract and hire teachers efficiently. Many schools now use platforms like Eteach's Applicant Tracking System (ATS), which enables them to post vacancies across multiple job boards simultaneously (Eteach, 2025). This approach not only saves time but also broadens the pool of potential candidates.

Additionally, some schools have introduced pre-screening assessments, helping to match candidates with school cultures and roles more effectively. AI-driven tools are also being leveraged to scan CVs and identify promising applicants faster.

One real-world example of successful teacher recruitment strategies is The Vale Federation, a group of two special educational needs schools that transformed its recruitment and HR processes with Access Education People. Facing inefficiencies with fragmented systems, The Vale Federation implemented a fully integrated HR and payroll solution, which streamlined recruitment, improved compliance, and eliminated duplicate data entry. As a result, despite growing staff numbers, they have not had to increase their HR or finance teams, proving the power of automation in modern teacher recruitment. 

3. Early and proactive recruitment efforts

Starting teacher recruitment efforts well in advance of the hiring season allows schools to identify and engage potential candidates early. Schools that maintain a rolling recruitment strategy and build relationships with universities and trainee teachers are more successful in filling vacancies before the school year begins (RecruitFront, 2025).

Some successful approaches include:

• Offering paid internships for final-year university students to gain classroom experience.
• Hosting open-house recruitment events that allow prospective teachers to meet school leadership teams and tour facilities.
• Creating a talent pool database to track interested candidates, ensuring a faster recruitment process when vacancies arise.
• Partnering with businesses and non-traditional education professionals to bring industry expertise into the classroom.

4. Supply teaching and recruitment software

Another important aspect of recruitment that schools should consider is supply teaching. With fluctuating needs, having access to recruitment software like Eteach can help schools quickly find and hire short-term or long-term supply teachers.

Eteach also offers a recruitment pool where schools can store information on teachers who are proactively seeking work, either on a short-term or long-term basis. Additionally, schools can use this database to target teachers within specific geographical areas, making it more likely to find local talent who are more willing to work in a nearby school.

This approach not only ensures a quicker and more efficient recruitment process but also allows schools to maintain a reliable roster of potential candidates for any staffing gaps that may arise unexpectedly.

1. Multi-channel candidate attraction

Using a multi-channel approach to job advertising ensures that vacancies reach a wide audience. Schools that leverage social media, job boards, and direct outreach see higher application rates and improved hiring outcomes. Platforms like LinkedIn, Twitter, and dedicated education job boards (e.g., Eteach, TES) allow schools to target specific candidate pools effectively.

2. Expanding digital recruitment campaigns

Many schools have started running digital recruitment campaigns with video content that showcases the school’s culture, mission, and daily teaching experiences. Schools that personalise their recruitment approach with engaging content tend to attract more applications.

3. AI-powered hiring and data-driven decision making

AI-driven recruitment tools now assist schools in filtering applications, conducting preliminary interviews, and predicting long-term candidate success based on employment history. Some trusts use machine learning to assess a candidate’s likelihood of retention, helping reduce turnover rates.

4. Virtual recruitment events and video interviews

Schools are increasingly using virtual career fairs and AI-powered video interviews to streamline recruitment. Some MATs now conduct asynchronous video interviews, where candidates submit recorded responses, allowing recruiters to review applications flexibly (RecruitFront, 2025).

Conclusion

While teacher recruitment in 2025 remains a challenge, schools that implement flexible working arrangements, technology-driven teacher recruitment strategies, and proactive retention efforts are seeing success.

For schools looking to enhance teacher recruitment strategies, Access Education People offers a cloud-based HR software for schools that streamlines everything from candidate tracking to appraisals and compliance.