Key points:
- The future of education depends on the educators in our classrooms today
- Ethical PD: Doing right by the teachers who do right by the world
- To boost teacher morale, reimagine the teacher role
- For more on teacher recruitment, visit eSN’s Educational Leadership hub
With recent cuts to Department of Education grant programs, the pressure to find and retain high-quality educators has only intensified. While many strategies have been proposed to address this issue, one critical and often-overlooked area is the teacher recruitment process itself.
Research consistently shows that teacher quality is the single most important school-based factor influencing student achievement–more impactful than race, socioeconomic status, or prior academic performance. That’s why it’s imperative for school and district leaders to rethink and refine how they attract and hire educators.
Here are five actionable strategies to help school leaders strengthen their recruitment efforts and build a sustainable pipeline of effective teachers:
Create an online program to expand access and flexibility
Launching or expanding an online learning program can help attract educators who value flexibility. Virtual teaching roles appeal to a broader range of candidates, including those in rural areas and professionals seeking a better work-life balance.
These programs also allow districts to tap into talent pools beyond their geographic boundaries, increasing the diversity and quality of applicants.
Tip: Ensure your online program includes robust instructional support, clear expectations, and opportunities for virtual collaboration to maintain instructional quality.
Offer competitive salary and benefits
Compensation remains a top factor in a teacher’s decision to join–or stay in–a district. Districts should regularly benchmark salaries against neighboring systems and consider creative ways to enhance total compensation. This includes offering:
- Health, dental, and vision insurance
- Retirement contributions and pension plans
- Paid parental leave and mental health days
- Tuition reimbursement or student loan forgiveness
- Housing stipends in high-cost areas
Tip: Highlight these benefits clearly in job postings and recruitment materials to stand out in a competitive market.
Partner with colleges and teacher preparation programs
Building strong relationships with local universities and alternative certification programs can create a steady pipeline of new educators. These partnerships can include:
- Hosting student teachers and interns
- Offering mentorship and induction programs
- Participating in job fairs and campus events
- Co-developing curriculum to align with district needs
Tip: Consider creating a “grow-your-own” program that supports paraprofessionals or community members in becoming certified teachers.
Invest in professional development and career growth
Teachers are more likely to stay in districts that invest in their growth. A strong professional development program should go beyond compliance training and offer:
- Instructional coaching and peer collaboration
- Leadership development tracks
- Opportunities to specialize in areas like STEM, literacy, or special education
- Microcredentials and continuing education credits
Tip: Create clear career ladders that allow teachers to advance without leaving the classroom, such as lead teacher or instructional specialist roles.
Tell your story through marketing and PR
Your district’s brand matters. Teachers want to work in places where they feel valued and aligned with the mission. Use storytelling to showcase:
- Success stories of students and staff
- Community engagement and impact
- Testimonials from current teachers
- Your district’s vision for equity and innovation
Tip: Leverage social media, video content, and local media partnerships to amplify your message and reach prospective candidates where they are.
Solving the teacher shortage won’t happen overnight, but by starting with a strategic, human-centered approach to recruitment, school and district leaders can lay the foundation for long-term success. The future of education depends on the educators we bring into our classrooms today.
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