Teacher Recruitment vs. Retention: Why it Matters?

The UK government’s recent plan to recruit 6,500 new teachers in response to the ongoing teacher shortage crisis highlights a critical need. However, simply hiring more teachers without addressing why they leave in the first place may fall short of solving the more significant issues in education. Schools across the UK face challenges not only in recruiting but in keeping teachers—a dilemma with more profound implications for student learning, school stability, and the overall morale of the education sector.

In this article, we will explore why staying power matters as much as new hires and how we can build a more sustainable future in education!

The Teacher Shortage and Its Causes

The teacher shortage isn’t a new issue; it’s a result of complex factors that have built up over the years. One of the main reasons for the shortage is the increasing student population, which has grown by over 10% since 2015. More students require more teachers, yet teacher recruitment targets have fallen short year after year, particularly in subjects like physics, maths, and modern languages. By February 2024, the Department for Education reported that fewer than half of the required teacher training positions in these high-demand subjects had been filled.

Another factor is the demanding workload. Teachers in the UK work, on average, longer hours than their counterparts in other countries, a reality many educators find challenging. The pressures of managing classroom behaviour, preparing lessons, and dealing with various non-teaching responsibilities can take a toll, leading to burnout and, ultimately, teacher attrition. Research from the National Foundation for Educational Research (NFER) shows that while teaching time is only part of the workload, the hours spent on administrative duties, marking, and student welfare responsibilities are often cited as reasons teachers leave the profession.

Why Retention Should Be a Priority?

When teachers leave, they take their expertise, relationships, and institutional knowledge with them. This turnover doesn’t just impact schools logistically; it also affects students emotionally and academically—consistency matters, especially for young people who rely on their teachers for stability and support. Students who experience frequent teacher changes often struggle more with learning, especially in critical development phases.

Retention, then, is not just a “nice to have.” It’s an essential part of creating a thriving, supportive environment for both students and teachers. Studies have shown that when schools prioritize teacher retention, students do better academically and emotionally. Retention builds a sense of community, which can be vital for fostering a positive and productive learning atmosphere.

The Role of Pay, Flexibility, and Support in Retention

In recent years, the government has worked to increase teacher pay slightly, but many argue that these increments haven’t kept up with inflation or the demands of the job. Teachers’ salaries, particularly in the early years, still fall short compared to other professions with similar educational requirements. This pay gap is one reason teachers often look elsewhere, especially when jobs outside of education offer better pay, fewer hours, and more flexibility.

Flexible working options are another critical factor in retention. While flexible hours are typical in many other fields, teaching has remained relatively rigid due to the structured nature of the school day. Some schools have started exploring options like compressed schedules, job-sharing, or staggered hours to offer more work-life balance. Though these measures are not yet widespread, early evidence suggests they could positively impact teacher retention, especially among younger educators and those balancing family responsibilities.

Support for New Teachers

New teachers are particularly vulnerable to leaving the profession, often within the first five years. The government’s Early Career Framework (ECF) aims to provide structured support during these initial years by offering mentorship, professional development, and a gradual introduction to full teaching duties. This program could significantly reduce burnout by giving new teachers time to develop their skills without being immediately overwhelmed by workload and classroom management demands.

A 2023 survey by the National Education Union (NEU) found that young teachers felt they lacked adequate support in their first teaching roles, leading to early disillusionment with the profession. Nearly 40% of respondents said they would have benefited from more structured mentorship, underscoring the need for programs like the ECF that address this critical retention issue.

Recruitment Initiatives and What They Miss

The government’s recruitment target of 6,500 teachers is a step in the right direction, but it’s just the beginning. Recruitment efforts alone won’t solve the broader teacher crisis if the underlying reasons for high turnover aren’t addressed. Attracting teachers to the profession through initial incentives like bursaries or entry-level bonuses may attract people. Still, without proper support and adequate compensation, these teachers are likely to leave just as quickly as they arrived.

The bursary program, for instance, encourages enrolment in teacher training programs, especially for subjects where shortages are most severe. While this has brought in more trainees, recent research suggests that many of these recruits don’t stay long enough to make a significant impact. Retaining trained teachers through consistent support, professional growth opportunities, and a manageable workload remains essential

Why Support and Appreciation Matter?

Teaching is a deeply human profession. It involves not just imparting knowledge but supporting, guiding, and inspiring students. Teachers form bonds with their students, often playing an important role in their personal growth. When teachers leave, students lose mentors who might have been their primary source of encouragement or stability.

This emotional side of teaching is often overlooked in recruitment strategies focused solely on numbers. Retaining teachers who understand the school culture, know their students well, and have established relationships within their communities is as valuable as bringing in new talent. When schools create environments where teachers feel valued and supported, they’re not only enhancing teacher satisfaction—they’re investing in the future of their students.

A Balanced Approach to Solving the Teacher Crisis

A balanced approach that values retention as much as recruitment is essential for the long-term health of the education system. Ensuring that teachers have manageable workloads, competitive salaries, and flexible work options can make a world of difference. Programs like the Early Career Framework are a great start, but expanding support to mid-career teachers, who are often under the most pressure, would also be beneficial.

Schools that prioritize retention see improved student outcomes, a more stable school culture, and greater job satisfaction among teachers. Addressing the teacher crisis requires more than just filling vacancies. It requires a holistic strategy that values and supports teachers throughout their careers, recognizing that keeping experienced educators in the classroom is just as important as bringing new ones in.

In the end, teaching is about relationships—between teachers and students, between colleagues, and within the school community. Investing in retention helps strengthen these bonds, ensuring that the classrooms of tomorrow are filled with committed, passionate educators who can make a lasting impact on the lives of their students.