How our filters work:

Our team sorts through all blog submissions to place them in the categories they fit the most - meaning it's never been simpler to gain advice and new knowledge for topics most important for you. This is why we have created this straight-forward guide to help you navigate our system.

Phase 1: Pick your School Phase

Phase 2: Select all topic areas of choice

Search and Browse

And there you have it! Now your collection of blogs are catered to your chosen topics and are ready for you to explore. Plus, if you frequently return to the same categories you can bookmark your current URL and we will save your choices on return. Happy Reading!

New to our blogs? Click Here >

Filter Blog

School Phase

School Management Solutions

Curriculum Solutions

Classroom Solutions

Extra-Curricular Solutions

IT Solutions

Close X

Top Tips for Recruiting Teachers Remotely

Faye Heming from School Support Solutions shares her top tips for recruiting teachers remotely after being involved in the process. These will help schools recruiting and candidates applying.\

  1. Showing potential candidates around the school using a video call has many benefits. It enables them to get a feel for your school and you can ask them questions about themselves and their experiences, gaining valuable information prior to shortlisting.
  2. Set a range of tasks for the candidates which will help you to ascertain their skill set. Think really carefully about what you want to find out and design the tasks around this. For the teacher and deputy head recruitment processes I was involved in, we used a presentation, a written task and an interview.
  3. We gave the candidates a few days to submit their presentations. The deadline for submitting the presentations was at least 1 day before the interview. Viewing the presentations before the interviews led to some insightful questions being asked during the interviews. Ensure the candidates know how/where to upload their presentations as some files are too large to email.
  4. Candidates were emailed their written tasks which had to be submitted later the same day – this enabled us to see how they worked under pressure and they did not have sight of the
    written task until it was emailed to them. Simple things like scheduling when emails would be sent helped us to prepare the emails in advance and ensure they were all sent at the
    same time.
  5. Using MS Teams or Zoom for the interviews worked well. One person on the panel asked the questions and the rest of the panel turned off their microphones and video cameras after the introductions to reduce distractions. The chat facility in Zoom is good as you can send supplementary questions privately to the person asking the questions, which can be incorporated into the interview.
  6. We emailed the interview questions to the candidates ½ hour before the interview to help them think through their answers and reduce anxiety. Again, these emails were scheduled to ensure they were sent out at the right time.

Leave a Reply

The author

Faye Heming is a former Headteacher who now works countrywide as an independent education consultant, trainer and school improvement partner (School Support Solutions Limited). She is passionate about professional development opportunities, regularly devising and delivering courses for NQTs, middle and senior leaders, providing practical strategies to support teachers in their quest to ensure the best possible outcomes for children. In addition to school improvement work, Faye provides confidential support to headteachers and senior leaders to help them maintain their own well-being. She is an active member of the National Headteacher Support Organisation and is currently the vice-president of the Gloucestershire branch of the NAHT.

Subscribe to the monthly bloggers digest

Cookies and Privacy
Like many sites this site uses cookies. Privacy Policy » OK