Tailored, flexible, personalised, bespoke.

 

These were the buzzwords throughout my conversations with Heads last year around recruiting the best senior leadership talent for their schools.

 

Schools are looking for more tailored services from expert recruiters that shifts the relationship from outsourcing to co-sourcing.

 

Traditionally, schools hand the whole process over to an agency and await white smoke. But now Senior Leaders and HR teams are taking a more hands-on role, especially during the latter stages of the hunt,

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Schools are centralising functions and merging into groups that aren’t looking for the full-service model. They want something more modern and collaborative that retains the same focus on quality results – ultimately better value for money.

 

So, how might the flexible recruiter add value?

 

1. They can provide support during the crucial, upfront search phase, so that an enhanced shortlist of candidates arrives fully prepped, engaged and proceedable.

2. The third party can ensure that every candidate gets a proper conversation when considering the role, this helps the prospect to grow in candidates’ minds and ensures all are on the same page from the start. 

3. The bolt-on consultant can troubleshoot and dispense pain relief where needed. Including feedback and closure if they don’t secure the position. That’s so important for representing and protecting the school’s brand as a caring employer.

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Recruitment is a hard process; it matters deeply on all sides. The process brings its share of curveballs, plate spinning and firefighting (other metaphors are available…). Schools therefore require a partner who can find the best talent and present the strengths of the opportunity but also remove obstacles and soothe headaches along the way.

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