School Recruitment Award

sponsored by Eteach
This will recognise an educational establishment which has invested in its recruitment methods and processes to ensure a timely intake of appropriate teaching and support staff.

2011 Winner: James Brindley School, Birmingham

When the new management team were recruited to James Brindley School in 2007/8 the school was already considered outstanding. The challenge was to retain that outstanding badge by improving on its previous best to become, in effect, ‘outstanding plus’.

Implementing a new recruitment strategy, they were awarded Outstanding Special Schools in 2010. Every applicant is seen teaching, they are shortlisted, observed in the candidates’ home school environment and, most importantly, in their relationship with pupils and colleagues. Once satisfied, their skills and ideas for adapting current knowledge are examined. A pupil panel, with support, astutely formulates questions and is encouraged to explore answers further if they do not understand when deciding on a preferred candidate.

The benefits are already clear in English, Maths and Science. With Teaching School status in April 2012 the plan is to run their own GTP training to harness the skills, ability and enthusiasm of talented team.

Commended

Wallington County Grammar School, Surrey
Wallington County’s recruitment practice was judged to be attracting staff of insufficient calibre and, coupled with becoming an academy, the decision was therefore made to thoroughly review procedures with Ascend Education’s expertise. An extensive briefing to appreciate the school’s uniqueness enhanced their attraction strategy by representing the school as an employer, focusing on key features. Emphasis was placed on increased planning before advertising. Templates were designed to prompt thinking and analysis of key skills and experience required for a vacancy prior to advertising.

The result: an attractive and engaging proposition. Addressing the requirements outlined in the profile is expected, so short-listing is focused on key criteria relevant to the upcoming challenges, improving the generic job details previously used. It is regarded as one of the most comprehensive ‘packs’ yet. The consultant reviewed and confirmed administrative procedures were comprehensive, ensuring the ‘candidate experience’ was smooth and professional.

The Cherwell School, Oxford
Pupils at Cherwell School have a significant role in recruitment of teachers. For one, all candidates for teaching posts are asked to give a lesson, or part of one, in front of a class. Those seeking senior management posts are subjected to tough interviewing by a student panel aged 13-plus, quite apart from a number of adult panels. Selected students meet before the interview with a teacher and decide what questions to put.

Being a good teacher is not about having a wonderful CV and being good at talking to adults, they have to be skilful in the classroom. Intuitively, students pick up things adults invariably don’t.

The information gleaned by students is passed back to staff and governors in a number of different ways. More insight, leadership and responsibility from students suggest better decisions. If pupils see the strengths and qualities of teachers, they appreciate them all the more.