The Top 4 Trends Changing the Teaching Job Market (and How Teachers Stand to Benefit)
Once upon a time, finding a new job as a teacher was a dependably linear process. A school would advertise a vacancy in a sector publication like the TES, the successful candidate would apply with the relevant local authority, secure a permanent, full-time position and, most likely, eventually progress up to a middle leadership position at the same school.
Recruitment in education operated through such a relatively unswerving pipeline for many years. But in 2022, it seems almost primitively simple. The hiring landscape for teachers has become far more differentiated, with more places to look for a greater range of positions and considerably less involvement from local authorities.
In the aftermath of the coronavirus pandemic and its particularly acute consequences for education, the job market is again set to change. This may happen gradually but, will in the end, amount to something dramatic. To help teachers navigate the most important trends, we’ve laid out the key factors that will drive change in the teaching job market in the next few years - and how you can turn them to your advantage.
1. A shortage of teachers
The teaching profession has long faced a staffing problem, but you might not realise how pressing that problem has become.
This is primarily a crisis of the experienced. Numbers of new recruits to Initial Teacher Training programmes have been relatively large for years, even swelling temporarily during the first stages of the pandemic. The issue comes several years down the line in keeping those teachers, now hardened by many half terms under their belt, in the job.
Recent research by the Education Policy Institute found that 40% of teachers leave the profession after their first five years of teaching. This rises to an estimated half of all teachers working in core subjects like maths, science and languages.
The government has pledged to raise salaries and introduce retention incentives to help tackle this. Yet for the foreseeable future, schools will still find it tougher to fill some of their most important posts.
This imbalance in the hiring market works in a jobhunting teacher’s favour. Schools know that experienced teachers are a scarce and valuable commodity. This strengthens applicants’ hands when negotiating pay packages and working conditions.
If you want further help understanding and maximising your value in the job market, get in touch to enlist the expertise of our specialist educational recruitment consultants.
2. Teachers want more flexibility
Many a middle manager had their preconceptions about employee productivity outside of the workplace happily shattered in the first half of 2020. Yet despite schools being so critically impacted by the pandemic, education has lagged other sectors in facilitating less rigid working patterns.
This is something that will need to change, not least because there is such high demand for it among teachers. 90% of teachers believe that flexible working options in schools could be improved. In schools where flexible working has been introduced, 85% of staff have reported an improvement in their well-being.
As teachers see their peers in other jobs benefit from hybrid working arrangements, we anticipate that the pressure on senior leadership teams to introduce more flexible working patterns will only grow.
To a lesser extent, this pressure is also coming from above. The government has already produced material advising schools on how to implement flexible working policies. Also, while teachers have no automatic entitlement to flexible working, they do have the statutory right to request it once they have worked in a school continuously for 26 weeks.
We anticipate that the school leaders who cater to teachers’ changing expectations and grant such requests will be those who secure the top talent.
For now, Teaching Personnel is here to give teachers the extra leverage to secure the working conditions that best suit them. Whether you’re looking to move roles or want to broker a more flexible working pattern in your current position, contact us for practical advice and guidance.
3. Teachers want more chances to progress
Nobody wants to feel stymied in their job, least of all a young educator looking to make a difference to children’s lives. Yet many teachers are finding their ambitions of moving up to leadership positions frustrated by insufficient opportunities.
Over 50% of education professionals in 2020 didn’t feel like they have the scope in their current school for progressing in their careers. This stasis is made even more galling by the fact that teachers can be routinely demoted once they have reached mid-level positions due to the use of temporary contracts. A major quantitative study on teacher leadership development in 2019 found that middle leaders are almost four times more likely to move down the ranks back to becoming classroom teachers than they are to move up.
Teachers may now need to fight harder to ascend within increasingly sluggish reward structures. This makes easy access to adequate Continuing Professional Development (CPD) training increasingly important for building your portfolio. At Teaching Personnel, we provide such training to our registered educators through our CPD Academy, which features a large range of heavily discounted online courses designed to help teachers upskill.
The Department for Education is also now funding a new suite of National Professional Qualifications (NPQs) to develop leadership abilities. These will be free to take for staff in state-funded schools in England. Teachers can register their interest in time for Autumn 2022 through our partners at Best Practice Network.
4. Academisation is accelerating promotion
The most recent figures show that 44% of educators are now employed by multi academy trusts. The effects on the recruitment landscape of this considerable increase since 2010 cannot be overstated.
A 2019 paper from the EPI, Ambition Institute and Cambridge Assessment discovered that middle leaders at large trusts are promoted to senior roles at younger ages – and at far higher rates - than their counterparts at maintained schools. The same applies for senior leaders being promoted to headteachers.
High rates of turnover offset this effect to result in no meaningful difference in the overall proportion of staff in leadership roles at either maintained schools or academies. However, the research paints a clear picture of faster progression rates in for those who stay in their posts in MATs.
MATs have also evolved their own distinct recruitment ecosystems, enabling greater fluidity for teachers looking to move posts. A 2017 study from the National Foundation for Educational Research found that staff move between schools within the same MAT at disproportionately high rates. This has resulted in what the study’s authors call ‘internal markets’, where staff can be more readily redeployed to the benefit of more disadvantaged schools suffering from recruitment challenges.
MATs themselves have also innovated in their hiring drives. It is common for individual MATs to set up stalls at recruitment fairs and make canny use of digital marketing techniques to attract candidates.
With more academisation mooted by the Education Secretary, MATs’ sphere of influence within the education world is only set to grow.
Educational recruitment agencies like Teaching Personnel have long cultivated strong working partnerships with MATs across the country. We provide them with educators, consult with them on their recruitment challenges and frequently host their strategic insights through our series of webinars. We are well-placed to help teachers find leadership positions with the most successful MATs in their areas.
Why teachers need strong advocates
The direction of travel in the educational job market is clear. Teachers, realising their value in a climate of scarcity, will increasingly dictate the terms of their own employment, gravitating towards roles that offer flexibility and ample progression opportunities. An increasing share of these roles will be within multi academy trusts.
Experienced teachers are arguably in quite a strong position to ride these trends to their own advantage. Yet that position can be strengthened further by partnering with a specialist agency.
At Teaching Personnel, we do much more than place educators in short-term, daily supply work. Our consultants work with growing numbers of full-time teachers, helping them understand their saleable strengths and secure positions that satisfy their ambitions.
Our wellspring of expertise and insight into education is available for any teacher to tap into. Whether you’re interested in leaving your current role or progressing within your school, our seasoned sector specialists are ready to advise you on the best strategy. All you have to do is get in touch.
Sign up to posts
Related jobs
Salary
£130 - 165 per day
Location free text
Wandsworth
Job Type
Full Time
Salary
£10 - £19 per hour
Sector
Teaching Assistant
Location
Wandsworth
Description
Secondary SEN Teaching Assistant Location: England, Greater London, WandsworthJob Type: Permanent, Full-TimeSalary: £130 - £165 Per dayJob Duties: Supporting secondary school students with Special
Reference
SEFCTA
Expiry Date
DD01YY
Author
Wimbledon BranchAuthor
Wimbledon BranchSalary
£83.85 - 100.00 per day
Location free text
Doncaster
Job Type
Full Time
Salary
£10 - £19 per hour
Sector
Teaching Assistant
Location
Doncaster
Description
Job Title: Teaching Assistant Location: Doncaster, South Yorkshire Contract Type: Full-time or Part-time, Term-time Only Salary: £83.85 - £100 per day Job Description We are looking for a caring and
Reference
AH30102
Expiry Date
DD01YY
Author
Sheffield NorthAuthor
Sheffield NorthSalary
£12.82 - 15.00 per hour
Location free text
Clitheroe
Job Type
Full Time
Salary
£10 - £19 per hour
Sector
Teaching Assistant
Location
Clitheroe
Description
Key Stage 2 Teaching Assistant Location: Clitheroe, Lancashire Start Date: January 2025 Pay: Starting at £75 per day, dependent on experience Position: Full-time, Term-time onlyAre you a compassionate
Reference
KS2 TA BB7 30/10
Expiry Date
DD01YY
Author
Lancashire East PrimaryAuthor
Lancashire East PrimarySalary
£12.90 - 15.00 per hour
Location free text
Burnley
Job Type
Full Time
Salary
£10 - £19 per hour
Sector
Teaching Assistant
Location
Burnley
Description
Key Stage 2 Teaching Assistant Location: Clitheroe, Lancashire Start Date: January 2025 Pay: Starting at £80 per day, dependent on experience Position: Full-time, Term-time onlyAre you a compassionate
Reference
KS2 TA BB12 30/10
Expiry Date
DD01YY
Author
Lancashire East PrimaryAuthor
Lancashire East PrimarySalary
£120 - 159 per day
Location free text
Sheffield
Job Type
Full Time
Salary
£100 - £199 per day
£500 - £749 per week
Sector
Teacher
Location
Sheffield
Description
Are you passionate about teaching and looking for a flexible, rewarding career? Teaching Personnel is searching for enthusiastic, dedicated supply teachers to join our dynamic team. We offer exciting
Reference
JH30102
Expiry Date
DD01YY
Author
Sheffield NorthAuthor
Sheffield NorthSalary
£83.85 - 95.00 per day
Location free text
Sheffield
Job Type
Full Time
Salary
Less than £100 per day
Less than £500 per week
Sector
Teaching Assistant
Location
Sheffield
Description
Are you passionate about supporting students' learning journeys and making a positive impact in the classroom? Teaching Personnel are rectuiring passionate Teaching Assistants to work in schools in Sh
Reference
JH30101
Expiry Date
DD01YY
Author
Sheffield NorthAuthor
Sheffield NorthSalary
£140 - 200 per day
Location free text
Bristol
Job Type
Full Time
Salary
£30,000 - £39,999
£40,000 - £49,999
£100 - £199 per day
£200 - £299 per day
Sector
Autism
Location
Bristol
Description
Do you want to work in an inclusive and vibrant provision where you’re well supported by TA’s? Teaching Personnel are seeking a Secondary SEN performing arts teacher for a provision in the South of Br
Reference
CHperfomTeach
Expiry Date
DD01YY
Author
Bristol SENAuthor
Bristol SENSalary
£83.85 - 90.00 per day
Location free text
Uckfield
Job Type
Part Time
Salary
£10 - £19 per hour
Sector
SEMH
Location
East Sussex
Description
Job Title: Behaviour Support AssistantLocation: Uckfield Contract Type: Part-Time Salary: £12.90-14.00 per hour, depending on experience and qualifications Start Date: ASAPTeaching Personnel are worki
Reference
BSA301024LH
Expiry Date
DD01YY
Author
Brighton PrimaryAuthor
Brighton PrimarySalary
£25 - 30 per hour
Location free text
Northampton
Job Type
Flexible Working
Salary
£20 - £29 per hour
£30 per hour and above
Sector
Special Needs
Location
Northampton
Description
Do you love teaching and have a passion for supporting students, but hate the constraints of the classroom? Then you should consider 1:1 tutoring!There has been an increase of young people who are una
Reference
Northampton tutor
Expiry Date
DD01YY
Author
Central TuitionAuthor
Central TuitionSalary
£80 - 90 per day
Location free text
Southampton
Job Type
Full Time
Salary
£10 - £19 per hour
Sector
Primary
Location
Southampton
Description
Teaching Assistant opportunties needed for next term!We are looking for experienced Teaching Assistants to join one of our partner schools for next term to work in a KS2 class,The school is located in
Reference
309332
Expiry Date
DD01YY
Author
Hampshire PrimaryAuthor
Hampshire PrimaryRelated posts
Teaser
EducatorsContent Type
TP-PostsPublish date
DD10YY
Summary
As 31st October approaches, it’s a significant date for many teachers in the UK who may be considering their professional future. Teaching has always been one of the most rewarding professions. Y
by
Adam Davies
Teaser
EducatorsContent Type
TP-PostsPublish date
DD10YY
Summary
At the end of October, we are excited to unveil our new eLearning platform, the Educator CPD Academy. This innovative platform will enhance your learning experience while maintaining ac
by
Zuzana Vrtalova
Teaser
EducatorsContent Type
TP-PostsPublish date
DD09YY
Summary
Teaching assistants (TAs) are an invaluable part of schools today. Their dedication and hard work deserve to be celebrated! Their impact is so meaningful that pupils often remember the differenc
by
Zuzana Vrtalova
Teaser
EducatorsContent Type
TP-PostsPublish date
DD07YY
Summary
School is finally out for summer. Final-year students have left with scribbled shirts for pastures new. Final assemblies have taken place, and thank-you cards and gifts have been gratefully receiv
Teaser
EducatorsContent Type
TP-PostsPublish date
DD05YY
Summary
Poor attendance has been an issue across the UK since the pandemic. According to recent statistics, pupil absenteeism in England soared to 22% by 2023. This equates to over 125,000 pupils missing
Teaser
Tips and AdviceContent Type
TP-PostsPublish date
DD05YY
Summary
As the academic year peaks, the pressure of exams can overwhelm pupils. Many teachers believe that tests and exams have the biggest impact on students’ mental health. With GCSEs, SATs, and A-Levels
Teaser
Tips and AdviceContent Type
TP-PostsPublish date
DD04YY
Summary
The teacher recruitment crisis is a priority for school leaders across the country. In the 2021–22 academic year, 4000 teachers retired, and 9% of the teaching workforce resigned, marking the highes
Teaser
EducatorsContent Type
TP-PostsPublish date
DD03YY
Summary
Planning for the Easter break? The Teaching Personnel payroll team wants to make sure you get paid on time. This table outlines the Easter 2024 payroll date, along with the corresponding deadline
by
Adam Davies
Teaser
Supply TeachingContent Type
TP-PostsPublish date
DD01YY
Summary
Table of Contents 1. Why do people become supply teachers? 2. What does it take to become a supply teacher? 3. How can I find work as a supply teacher? <!-- b--> 4. How shou
by
Alex Schulte
Teaser
EducatorsContent Type
TP-PostsPublish date
DD01YY
Summary
Special Educational Needs (SEN) provision in schools is a critical aspect of education that demands attention in 2024. According to the Department for Education, over 1.5 million pupils in England
Register with us
for work in schools across England & Wales
Register today
Recent job