Supporting Candidate Wellbeing: Why Retention Matters Most in the Winter Term

By mid-November, the energy of the new school year has faded. The nights are darker, the weather is colder, and staff across the education sector are running low on energy. For supply teachers and support staff, this period can feel particularly tough — irregular hours, challenging placements, and the constant pressure of adapting to new environments all take their toll.

For recruitment agencies, this creates a double challenge: supporting candidates’ wellbeing while also keeping retention rates high. Agencies that prioritise candidate care during the winter term not only help their people thrive — they also strengthen their reputation with schools.

1. Why Winter Is Hard on Candidates

Increased sickness in schools means more last-minute bookings, often piling pressure on supply staff.
Long commutes in poor weather can reduce availability or make candidates reconsider roles.
Seasonal fatigue sets in, leaving many staff feeling burnt out before December arrives.
Without the right support, candidates may withdraw, reducing the pool of reliable staff right when demand is highest.

2. The Cost of Candidate Turnover

When candidates disengage, agencies lose more than just placements:

Schools lose confidence if familiar faces keep disappearing.
Recruiters waste time replacing staff instead of building relationships.
Payroll and compliance workloads increase with every new starter.

Retention isn’t just about keeping candidates happy — it’s about protecting consistency, efficiency, and trust.

3. How Agencies Can Support Wellbeing

Small actions go a long way in keeping candidates engaged during the winter term. Agencies can:

Check in regularly — even a quick call can show candidates they’re valued.
Offer flexibility — balancing workloads helps reduce burnout.
Provide recognition — celebrating good feedback motivates candidates to stay.
Support travel and logistics — helping candidates with clear directions or travel options reduces stress.

Agencies who show care build loyalty — and loyal candidates are the ones schools notice returning again and again.

4. Technology That Strengthens Retention

Supporting wellbeing at scale can feel overwhelming. That’s where smart systems help. With MyTalent CRM, agencies can:

Track candidate engagement and identify who’s at risk of dropping off.
Automate reminders for wellbeing check-ins.
Keep clear records of candidate preferences to improve role matching.
Streamline payroll to guarantee accurate, on-time payments.

These small but powerful improvements reduce friction for candidates, making them more likely to stay engaged through the hardest months of the year.

Final Thought
November and December test the resilience of everyone in education. But for agencies, it’s also the perfect opportunity to prove their value — not just to schools, but to the candidates who make recruitment possible.

By investing in wellbeing and retention now, agencies create a loyal candidate base that schools can rely on, building trust that lasts well beyond the winter term.

👉 See how MyTalent CRM helps agencies keep candidates engaged all year round

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