Ryan Osborne | February 2025

It’s February.  If you’re not already thinking about next year, let this be a reminder to start!  We all know that recruiting teachers and school staff is no small task. In today’s hiring market, it’s tough out there. But here’s the good news: you can build a strong recruitment strategy that attracts the right people—mission-driven, passionate, and ready to make a difference. The key? Start with heart and back it up with intention, structure, and a little teamwork magic.

Let’s break it down!

Step 1: Start with a Compelling Employee Value Proposition (EVP)

First things first—tell your story, the real story; the lived experience of your valued staff.  Why is your school an incredible place to work? What do your teachers and staff love most about being part of your community? This is your Employee Value Proposition (EVP), a fancy way of saying your “Why us?” message.

Your EVP is what sets you apart from every other school (and organization) out there. Maybe it’s your supportive culture, the innovative programs you’re building, or the strong bonds among your team. Whatever it is, tell that story loud and clear. Share real experiences from your staff, show the joy and growth that happens in your school, and make sure anyone reading it feels inspired and excited about the possibility of joining.

It’s simple: when you start with heart, you attract people who get it and want to be part of it.  

Step 2: Get Intentional with Goals (AKA Make a Plan)

Once your message is set, it’s time to get organized. Trust me—winging it won’t work when it comes to recruitment. Set clear, measurable goals so you can track your progress along the way. Ask yourself:

• What positions do we need to fill, and by when? Since staffing needs can fluctuate with student enrollment, start by identifying the roles you’re most certain you’ll need. Prioritize filling those positions first to stay focused and organized.
• How will we track success? (Think applications received, interviews scheduled, and hires made.)
• How diverse and mission-aligned is our candidate pool?

These goals will help you stay focused and make data-driven decisions. Plus, they’ll keep you from panicking in May when you realize you’re still short three math teachers.

Step 3: Recruit as a Team Sport (Ownership)

Here’s a little secret: recruitment isn’t a one-person job. It takes a village! Bring others into the work—leaders, teachers, even external partners—so that each part of the process has a champion.

Even better, empower your current staff to spread the word. Teachers know other teachers. Their networks are often the best source for great candidates, and their enthusiasm for your school can be your most effective recruitment tool. Give them talking points and let them shine as ambassadors.

Step 4: Sourcing Talent—Think Local and Personal

This part can be tricky, but it’s where the magic happens. Yes, big national job boards can help you cast a wide net but don’t overlook your local context. Where are the people who already have a connection to your community? Who’s likely to be invested in your mission long-term? 

Tap into local job boards, build relationships with nearby universities and alternative certification programs, and collaborate with community organizations. And don’t be afraid to sweeten the deal with financial incentives—relocation assistance, tuition reimbursement, or housing stipends can go a long way.  Interested in more ideas?  Check out EdFuel’s Best Practices in Sourcing Guide. 

The Bottom Line: Lead with Heart and Stay Intentional

Recruitment is hard work. There’s no magic wand to wave or secret formula to follow. But if you focus on what makes your school unique, stay intentional, and involve others, you’ll build a recruitment strategy that brings in talented, mission-aligned people who are ready to make an impact.

Remember, it’s not about finding all the talent—it’s about finding the right talent. And with heart, a clear plan, and a little creativity, you’ve got this.