Schools Under Pressure Depend on Recruitment Support

Ninety-eight per cent of recruitment businesses typically receive less than two hours’notice from a school in need of a teacher that same day, according to a survey of specialist recruiters by the Recruitment & Employment Confederation(REC). Three-quarters (77 per cent) of agencies say finding teachers quickly is the main reason schools use them to fill temporary placements.

Schools are also under pressure to find teachers with the right skills. Two-thirds (66 per cent) of the recruitment agencies polled say the priority for schools coming to them for permanent hires is to find quality teachers with specific skills.

Teacher retention is a challenge, with statistics from the Department for Education showing that 26 per cent of teachers that started in 2013 were not in post three years later – the lowest figure since records began in 1996. The REC survey shows three quarters (76 per cent) of agencies have persuaded a candidate to remain in the teaching profession in the last year.

The survey of 50 education specialist recruitment businesses also shows:

·        Nine in ten (92 per cent) recruitment agencies say their consultants first get in the office between 6am-8am in order to meet demand.

·        Three quarters (74 per cent) of recruiters are able to supply a teacher at least 90 per cent of the time, despite the short notice.

·        The majority (84 per cent) of recruitment agencies provide CPD opportunities for teachers registered with them.

REC director of policy Tom Hadley says:

“Our members tell us that they are often under immense pressure to find high quality teachers at great speed. That is why schools rely on the vital role of recruitment agencies to bring in fully vetted, qualified teaching staff at short notice.

“When a teacher can’t be in the classroom for any reason, pupils can’t just be passed off to existing teachers or teaching assistants in the place of a fully qualified teacher– they need dedicated resource. We all understand the cost pressures on schools but these costs must be put in context and weighed against the cost of employing more permanent staff or having in house recruitment banks replicate the work of specialised agencies in sourcing, and placing suitably skilled substitute teachers”. 

“Ensuring that the right calibre of teacher is in place isn’t something that can be compromised which is why majority of them use specialist agencies for advice and support.”

 

Notes to editors:  

1.   A recruitment agency is much more than a jobs portal. They carry out extensive checks to ensure that those who are put forward to schools are safe, appropriately skilled and the correct match to work in a school. They are required by law to set out and agree fees with schools. The REC recently put together this ‘factsheet’ outlining the role recruiters play in getting teachers into schools.

 

2.   School dropout rates Latest figures on the school workforce were published in June 2017: https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/620825/SFR25_2017_MainText.pdf

The percentage of teachers remaining in the profession after one year has remained stable over the past few years at 87 per cent. But after three years, teachers are leaving faster than ever before. Figures show 74 per cent of teachers that started in 2013 were still in post three years later – down from 75 per cent recorded in last year’s workforce census, and the lowest figure since records began in 1996.

 

These stats can be found in the attached database – table 8.

 

3.   Full survey of specialist recruiters results are below

Question		TOTALS	%
Question 1 - What time are you/your consultants first in the office?		50 businesses responded
Before 6am			0%
6am - 7am			46%
7am - 8am			46%
8am - 9am			8%
Later than 9am			0%
Question 2 - Typically, how  much notice do you get from a school in need of a teacher from the same day?
Less than 1 hour			83%
1 - 2 hours			15%
2 - 3 hours			0%
3 - 4 hours			2%
More than 4 hours			0%
Question 3 - How often are you able to supply a teacher despite the short notice?
At least 90% of the time			74%
75% - 89% of the time			15%
50% - 74% of the time			9%
Less than 50% of the time			2%
Question 4 - What are the main reasons that schools use you for temporary placements?
They need us to find a teacher quickly			77%
They need us to make all necessary safeguarding and background checks			25%
They need us to find quality teachers with specific skills			29%
They don't have the resource in-house to recruit			13%
They have struggled to hire directly themselves			27%
Other			0%
Question 5 - What are the main reasons that schools use you for permanent placements?
They need us to find a teacher quickly			10%
They need us to make all necessary safeguarding and background checks			10%
They need us to find quality teachers with specific skills			66%
They don't have the resource in-house to recruit			10%
They have struggled to hire directly themselves			54%
Other			0%
Question 6 - What kinds of projects relating to the education sector do you invest your agency's revenue into? Tick all that apply
CPD opportunities for teachers registered with us			84%
Careers advice for young people			46%
Emotional support for supply teachers			40%
Support specifically for NQTs			44%
Workshops for pupils			26%
Research			12%
Charitable projects			40%
N/A			8%
Other			0%
Question 7 - In the last year, has your agency persuaded a candidate to remain in the teaching profession?
Yes			76%
No			12%
			12%

 

4.   For more information, contact the REC Press Office on 0207009 2157/2192 or pressoffice@rec.uk.com. An ISDN line is available for interviews on 0207 021 0584.

5.      Jobs transform lives, which is why we are building the best recruitment industry in the world. As the professional body for recruitment we’re determined to make businesses more successful by helping them secure the people they need. We are absolutely passionate and totally committed in this pursuit for recruiters,employers, and the people they hire. Find out more about the Recruitment& Employment Confederation at www.rec.uk.com