Rethinking Teacher Recruitment: How schools can attract—and keep—the best educators

Teacher recruitment and retention continue to be among the most pressing challenges facing the education sector. According to UK Parliament research, just 62% of initial teacher training (ITT) targets were met in 2023/24.  Even more concerning, only 68% of teachers remained in the profession five years after qualifying. These figures underscore a deeper issue: we are not only struggling to recruit new teachers—we are failing to create the conditions that make them want to stay.

At NextGen Teachers, we engage with dedicated educators every day. These are individuals driven by a sense of purpose. They’ve entered the profession not simply for a job, but to shape futures, build communities, and make a lasting difference. The question facing schools today is not just how to recruit more teachers, but how to become the kind of places where dedicated educators want to build their careers.

The answer starts with how schools present themselves. A school’s identity isn’t defined solely by academic results or Ofsted ratings. Increasingly, it’s shaped by its online presence, the tone of its communications, and how it tells its story. Prospective teachers look for more than job specifications—they want to know who you are. A school’s values, its commitment to staff wellbeing, its investment in personal and professional development—these elements form the foundation of a compelling offer. Recruitment shouldn’t be a transactional process; it should be an invitation into a shared mission.

At the same time, schools must understand the evolving landscape of graduate employment. With fewer young people entering teacher training, and a growing number of industries actively courting top graduate talent, education is no longer competing solely with itself. The private sector, charities, start-ups, and public service roles are all competing for individuals who want to make a difference. To attract the next generation of teachers, the profession must be positioned as an inspiring, rewarding path. That means offering robust mentorship, clear career progression, and a working culture that values both ambition and empathy.

Yet while recruitment often commands the spotlight, retention is equally—if not more—crucial. Every year, around 10% of teachers leave the classroom, according to the National Foundation for Educational Research. But many of them remain within the wider education sector. They’re not necessarily chasing higher salaries; more often, they’re seeking work environments that recognise their humanity. Environments that support rather than stretch them thin. That invest in their growth and wellbeing, rather than expecting resilience without reciprocity.

Schools that prioritise retention understand that culture is not an abstract concept—it’s a daily practice. It’s found in the tone of leadership, the availability of flexible working, the value placed on continuing professional development, and the presence of genuine pastoral care for staff. It’s about creating spaces where teachers feel heard, seen, and supported. Because when a teacher feels they belong, they’re far more likely to stay—and thrive.

And it’s worth remembering that while qualifications are essential, teaching is as much a vocation of the heart as it is of the head. Educators with empathy, resilience, and a deep commitment to students’ wellbeing are invaluable assets to any school. These attributes should be celebrated and nurtured. Recruitment processes that recognise the full person—not just the CV—are far more likely to build strong, lasting teams.

All of this takes time, expertise, and a willingness to think differently. That’s where we come in. At NextGen Teachers, we specialise in connecting schools with educators who are not only capable, but deeply aligned with your values. We go beyond simply filling vacancies—we work to understand what makes your school distinct and use that insight to match you with candidates who genuinely fit.

Ultimately, the challenges around teacher supply present a rare opportunity. This is a chance for schools to reshape their approach to recruitment and retention—placing people, purpose, and wellbeing at the heart of their strategy. In doing so, they can become the kinds of places where educators don’t just work—they belong.

And that’s how we build schools that don’t just survive these times but lead us into a brighter educational future.