Your pupils rely on your ability to hire the very best teacher for your open role. From the moment a candidate applies for a position, they need to be kept engaged to ensure they don’t lose interest.
Prior to the interviews
Before creating an advert, decide on a timescale for shortlisting and interviews and stick to it. Once you've created a shortlist, notify all successful candidates with timings, the format of the interview process and anything else they need to prepare for. As a courtesy, you should also notify all candidates who've not been shortlisted.
After the interviews
Once the interviews are over, let all candidates know when they can expect to hear back from you.
You should always aim to offer constructive feedback, regardless of a whether or not a candidate was successful. When you’ve agreed on who to offer the role to, send a formal letter as soon as possible.
Before they start
Regular contact with your successful candidate is key. Ensure their official contract is sent out promptly. If possible, send them a 'new-starter pack' to help them feel supported and part of the team and try to provide full details on the class they'll be teaching to ensure they can prepare in advance. Let other staff know a new member of the team is joining and to welcome them to the school.
Applicant Tracking System
Remember: if you recruit via tes.com you'll have access to our Applicant Tracking System (ATS). Tes Portal’s built-in, centralised ATS is designed to support you at every stage of the recruitment journey and provides you with a simple way to track and manage your applicants. From receiving applications and shortlisting them to requesting references and making your final decision who to hire, it makes collaboration easier and also helps you to maintain high levels of security and transparency with applicants as required under GDPR.