Keeping Teachers Engaged Between Placements

Introduction

Recruitment doesn’t end when a contract does. In fact, the period between placements is where loyalty is either cemented or lost. For teachers and support staff, these gaps can feel uncertain: no guarantee of income, no visibility of when the next role will arrive, and often, little contact from their agency. For recruiters, this is a crucial moment. Agencies that maintain engagement during downtime retain their best candidates. Those that don’t risk losing them to competitors.

Why Engagement Matters More Than Ever

The education sector is experiencing one of the most acute teacher shortages in decades. Every candidate matters. Losing good teachers not only weakens an agency’s ability to meet demand but also damages its reputation with schools. If candidates feel ignored, undervalued, or left in the dark between roles, they will quickly move to another agency that makes them feel more secure.

Retention isn’t just about the jobs candidates are placed in — it’s about how they are supported in the gaps. Engaged teachers stay loyal because they trust their agency to prioritise them even when the phone isn’t ringing.

Practical Ways to Keep Teachers Engaged

Regular Check-ins: A quick SMS or phone call shows candidates they haven’t been forgotten. It doesn’t have to be long — even a “How are you doing?” can make a difference.
Training Opportunities: Many candidates value professional development. Offering free or discounted CPD courses during downtime keeps them connected while boosting their skills.
Transparent Communication: Share upcoming roles, likely demand patterns, or simply where they stand in the placement pipeline. Transparency reduces uncertainty.
Recognition and Rewards: Small gestures — whether it’s highlighting reliable candidates to schools, or providing loyalty incentives — reinforce that teachers are valued.
Building Community: Creating WhatsApp groups, online forums, or informal networking events helps teachers feel part of something bigger than just individual bookings.

How CRM Helps Recruiters Stay Connected

Without technology, maintaining engagement is hard. Recruiters manage dozens, sometimes hundreds, of candidates. Remembering who has been waiting longest, who needs a check-in, and who prefers what kind of communication quickly becomes overwhelming.

A CRM like MyTalent solves this by:

Automating reminders for recruiters to follow up with candidates who haven’t been placed in a while.
Tracking preferences and history so contact feels personal, not generic.
Providing visibility of which candidates are at risk of disengagement.
Sending bulk yet personalised communications (like newsletters or CPD offers) in a few clicks.

Conclusion

Candidate loyalty is built in the quiet moments between placements. Agencies that invest in engagement — through consistent communication, development opportunities, and recognition — retain their best teachers. Those that don’t, risk losing them when they’re needed most. With MyTalent CRM, staying engaged is no longer a burden — it becomes an integrated part of the recruitment process.

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