International education is no stranger to rapid development, but what’s coming is unlike nothing the industry has seen. By 2024, the number of global schools around the world would have grown to an enormous total of 12,000 schools, nearly doubling 2014’s overall. These schools will service an assessed 6.9 million students, matched with the 3.5 million students in global schools two years ago. The keystone of how existing and new schools acclimatize to this intense industry expansion is teacher staffing. With a huge increase in the number of pupils attending global schools, administrators have been giving the task of meeting demand. Top level schools need to unceasingly recruit and hire top level educators, while new and growing schools need to become fully manned with the best educators and education specialists in order to compete on the international stage.
Obtaining native English-speaking educators for global positions has been a large scale responsibility among international school managers for the past decade, but the subsequent ten years are the vital ones for education and schools organizations. Hiring and recruiting will require expressively more resources from school management in order to bring in the workforce necessary for accomplishment. Traditional recruitment techniques, like newspaper advertising and job fairs, will no longer be sufficient. This white paper will clarify why these traditional procedures will finally flatline in the face of digital employment alternatives. Further, it will plan four key reasons why global schools need to move to a digital staffing model: to broaden their employment pool, to gain special access to candidates from custom directed audiences, to reduce travel, and to make time for administrators to redeploy on boots-on-the-ground school growth.

The staple of customary education staffing efforts is the job fair. Management from academic organizations attend in-person fairs in metropolises around the globe searching of ideal applicants for vacancies at their faculties. If you’re not certain what to picture when you deliberate on a job fair, or an exploration fair, think conservative - booths, brochures, and conversation among job seekers and recruiters.
Large fairs appeal in the region of 300 instructors, while smaller fairs draw nearer to 100. Although some hundred instructors keen for new prospects may seem considerable, forward thinking schools are discovering new employment approaches that may result in pool sizes much larger than this. These job fair audience statistics tell us that the best case for school heads seeking new labor force at one of these fairs would be to have talks with 300 educators, all of whom are engrossed in and qualified for a job at their school. If an establishment’s recruiters were to be present for ten fairs all through the year, they would reach an all-out of about 3000 instructors.
When compared with the number of capable educators that can be reached via digital recruitment, we can see why gathering a few thousand teachers all through the year at job fairs may not be as looked-for as it once was. The right online job publicity channels will allow companies to reach thousands of capable candidates daily. Teach Away’s online occupation board is visited by close to 100,000 job seeking administrators, teachers, and education experts monthly. Education organizations and Schools around the world can use digital employment services to reach databanks of hundreds of thousands of engrossed teachers. As more scholars flood the global school market, organizations will need to start with just reaching more educators with their job advertising hard work. Leveraging the Web to swap some of the year’s job fairs is a reliable way to bolster enlisting efforts in an age of change.
Another traditional enlisting method used by some bosses is print newspaper job placement. While this technique is not as widespread as it once was, there are persons in the international education business who use it to get across to an audience of possible employees. Newspaper readers, however, are somewhat inestimable; we will never know the number of readers that reads a newspaper ad. Even in situations where big papers claim to have audiences of 10,000, it’s safe to accept that only a small portion of these people read precise job postings for education jobs abroad. When equaling newspaper job placement to digital job posting based on grasp alone, all we know for sure is that advertising online spreads across a distinct audience of thousands of exclusive active job searchers, while newspaper placements reach a meaningfully smaller, but endless, group of possibly interested readers.

Communicating employment vacancies to massive audiences is vital to finding the best applicants, but it is definitely not the only significant intention of strategic job placement. Hiring schools also must focus on pursuing the right individuals.
Let’s look at the newspaper instance from earlier. Like the paper’s complete readership size, an advocate could take a chance at the types of people who comprise the audience. Of course schools are looking to source for new teachers who would seek newspaper openings with audiences comprising of some percentage of educators, but it is thought-provoking to analyze and control the demographics your newspaper ad is reaching. Moving to a digital model permits hiring executives to control their audience with personalized targeting. Placement of jobs online to an education precise job board promises that the anticipated audience of job seeking teachers is on the receiving phase. Further, tools like social media placement and email blasts can be executed to target some educators based on location, detailed teacher degrees and qualifications years and type of education knowledge. These filters, in the combination of online databases of 300,000 educators, make it more suitable than ever before for bosses to source applicants with very detailed qualifications.
The move from job fair recruiting to digital offers powerful openings as well. Job fairs offer an environment that lets educators shop numerous education groups while these schools promote themselves to the applicants. At fairs, the job hunters are in the power place instead of the institutions. Teachers have the influence; they'll take a contract from a school then meet another and ask for an improved opportunity. Schools can flip the outdated model to put the burden on the applicant rather than the company by moving to online job placement. While fairs offers a 1:20 teacher to job percentage, the online setting is 20:1 - employers have special access to applicants. Instead of wining over favorable teachers amongst a sea of competitor booths, online placement reverses the obligation; schools obtain easily manageable requests and select the best applicant(s). Administrators employing with digital gears give themselves the capability to select, not resolve.