Page 92 - Issue 112 May-June 2021

Recruitment Three steps to a long-term recruitment strategy In this article Jemma Ive focuses on the three steps school leaders can take to support an effective short and long-term recruitment strategy 92 Unsurprisingly, many educators are reporting high levels of stress and fatigue. The pandemic is causing added stress, and pinches in recruitment. However, with some planning, you can identify potential issues in future staff provision. What’s more, you can do so without drastically adding to your current workload. Review Survey your staff. Find out how they’re feeling, and their concerns for the coming months. You could use a simple online survey tool with some incisive questions. Parents, part- time staff and pupils will also provide valuable insights which may help you to retain staff and maintain stability. Parents of children with SEN may identify specific support needs, which may be a great way to utilise support staff. Support staff may also be well placed to be upskilled to fill a short-term absence of a teacher. Analyse absence patterns and vacancies. This information can enable you to predict where and when you might have a shortfall of available staff, especially if you need specialists “Reporting high levels of stress and fatigue” in a particular SEN area. Try to be objective: are any of your team members vulnerable and likely to need to isolate? Being prepared for quarantine cover in advance; prepare a backup or supply staff colleague who is experienced in the SEN area you require. Imagine the peace of mind knowing that you have an experienced PECs facilitator on board. Also, take a look at vacancy information in your area. What year group specialisms or support roles are most in demand? Are there opportunities for staff sharing or recruitment collaboration with other local schools? Identify your priorities for pupil support. Nurture the people you connect with, for example by retaining them long-term SEN112 senmagazine.co.uk