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2. erecruit
Talent shortages abound in the education sector,
with shortfalls causing increasing challenges for
schools and their staffing suppliers. Demand is
outstripping supply: UK state-funded schools
require the skills of more teachers than are
currently available. And, for the first time in
recent years, more teachers exited the
profession than joined it in the year to November
2017.
With finite numbers of available talent, how can
the recruitment industry respond to best serve
its clients? In this eBook we take a deep dive
into:
· the numbers relating to supply and demand
within UK state schools
· what's impacting the diminishing availability of
talent
· the strategies being adopted by the recruitment
industry to address these challenges

3. Supply and demand
in UK state schools.

4. erecruit
However the number of teachers leaving the system also increased
over the same period by 9.4% - from 39.2k to 42.8k FTEs. So in the
year to November 2017 there were more teachers leaving than joining
the profession.
Additionally, the age profile of leavers changed significantly between
2011 and 2017, with the proportion of exiting teachers up to the age of
44 increasing from 50% to 60%. And in relation to those exiting due to
retirement, the proportion fell from 37% in 2011 to just 16% in 2017.
2011 s"
2011 7"
33%
27"
21% 209(j
17" 33"
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
■Under25 ■25-34 35-44 45-54 1155+
Figure 3. Age profile of new teacher entrants to the state-funded schools sector, Nov 2011 & Nov 2017
Source: eRecruit's analysis of the DfE, School Workforce Census 2011 and 2017
Looking at the driving influences, it seems likely the teacher headcount
will continue to diminish. Considering that the DfE forecasts an overall
increase in the pupil roll through to 2027 (with secondary pupil
numbers expected to rise by 14.7% (+418k) from 2018 numbers,
partially offset by a fall c.2.4% (-112k) in primary pupil numbers1), it's
evident that schools will be faced with significant recruitment and
retention challenges.

5. erecruit
As a snapshot of how these challenges are playing out from a
recruitment advertising perspective (as captured by lnnovantage), the
year-on-year increases in the volume of online job ads is growing as
this academic year progresses. January 2019 saw a 49% annual
increase in original published adverts for supply teachers.
----.----·--
Jan-19
+49%
""
Dec-18
II I
+34�
Nov-18
+16%
Oct-18
b,.
Sep-18
-48%
-60% -40% -20% 0% 20% 40% 60%
All Education Job ads Head Teacher Job ads Teachlns Assistant Job ads Teacher Job ads Supply Teacher Job ads
Figure 4. Year-on-year change in the volume of original online job adverts, Sep 2018-Jan 2019
Source: lnnovantage data

6. The shrinking education
talent pool - impacting factors.
erecruit
Global competition for UK-trained teaching talent
The annual exodus abroad
A DfE survey reporting on the reasons why teachers leave the
profession recorded that just 1% of teachers leave to go and teach
overseas.2 If factually true - and the figure is not distorted by those
who have left not being in the UK to respond to DfE surveys - this
would equate to c.400 teachers leaving to work abroad each year.
Increasing overseas demand
According to ISC Research by 2014-15 there were 1OOk UK trained
teachers working in English-medium international schools - equating
to around a quarter of the staff across c.1Ok schools. ISC also
highlights these schools plans to hire an additional 145k UK trained
teachers over the next decade. With only 28k trained to become
teachers in the UK in 2017/18, this means that international schools
will need to potentially snap up more than half of all UK trained
teachers over the next ten years to meet their targets.3
The financial incentive
The personal 'cost' of tuition fees shouldered by a qualifying teacher
are now in the region of £38k, making the lure of more highly paid (and
often tax free) international teaching opportunities even more highly
prized than before the 2009/10 tuition fee cap of £3,225 was nearly
tripled in 2010 to £9,000.
Political change: the impact of ongoing
Brexit uncertainty
Political limbo stymies personal decisions
Effects of the net loss of workers with key skills are already being felt
by employers with the uncertainty continuing around the future ability
for non-UK nationals to stay and work in the UK.
Changes to immigration
The slim majority of the electorate's decision to leave the EU will result
in a reformed immigration system that is still to be determined, but
currently includes suggestion of a £30k salary threshold for a role to
qualify for a working visa. This would rule out the option of non-UK
nationals filling any teaching assistant roles, and many teaching roles.

7. erecruit
Plugging the gaps
Whilst the education sector in general is notably less dependent on
non-UK nationals (7.2% of the teaching workforce across the year to
September 2018) compared to UK business as a whole (11.1%),
international workers do crucially fill key gaps in this candidate-short
market.
Year to Sept 2014 1,652k (5.9") 1,182k(3.9%)
Year to Sept 2015 1,873k (6.7%) 1,167k (3.6%)
Year to Sept 2016 2,153k (7.6%) 1,247k (4.0%)
Year to Sept 2017 2,325k (8.2%) 1,221k (3.8%)
Year to Sept 2018 2,294k (7.1%) 1,284k (4.0%)
0 500 1,000 1,500 2,000 2,500 3,000 3,500 4,000
Iii All sectors: EU Nationals ■All sectors: Non-EU Nationals
Figure 5. The number & proportion of non-UK nationals in the UK workforce, 2014-18
I I I
Year to Sept 2014 108k(3.6%) 1 91k(2.9%)
I I I
Year to Sept 2015 128k(4.2%) I 100k (3.1%)
I I I
Year to Sept 2016 140k(4.6%) I 95k(2.9%)
I I I
Year to Sept 2017 139k (4.6%) j 105k (3.2%) I
I I I
Year to Sept 2018 138k(4.2%) I 103k (3.1%) ·1
I I I
0 50 100 150 200 250 300
Education: EU Nationals CJ Education: Non-EU Nationals
Figure 6. The number & proportion of non-UK nationals in the education workforce, 2014-18
Source: eRecruit's analysis of ONS data

8. erecruit
Of the average of 241k non-UK nationals working in UK
education across the year to September 2018, higher
education was dependent to the tune of 52k academic
and other staff from the EU, and 36k academic and other
staff from non-EU countries.
This lef t a balance of 153k (86k EU and 67k non-EU)
staff working in state f unded schools and further
education.
In the year to October-December 2018, a 2.8% decline
(-61k) in EU nationals was more than offset by an
increase of 11.2% (130k) workers f rom the rest of the
world.
Cause for concern
It is the changing underlying demographics of the non-UK national
workforce that is of note. The decline in the EU national workforce
continues to be driven by the net loss of workers from EU8 countries
(including Poland and the Czech Republic), down by 9.3% (89k)
year-on-year. The decline in European numbers is concerning as
many EU national teachers were historically using supply teaching in
the role of a Teaching Assistant as a stepping-stone into a full teaching
role. Additionally, the number of Australian and New Zealand nationals
(71k) across the UK workforce fell by 20.5% (-18k) - likely to include
teachers within this falling number. Meanwhile, governments
elsewhere are taking advantage of the political unknowns by both
encouraging UK teachers to stay working abroad, and by reaching out
to their native teachers to return to home turf.
Greater (and higher paying) competition for graduates
Public sector falling behind
According to data from High Flyers research into The Graduate Market
in 2018, the public sector appears to have lost its commercial
competitiveness for graduates after the last economic downturn.
Whilst the all-sector median starting salary for graduate employers
rose from £26,500 in 2008 to £30,000 in 2017, the minimum salary for
a newly qualified teacher (NQT) in England rose from £20,133 to
£22,917 over the same period. Only in Central London does the newly
qualified starting salary come anywhere close to competing with the all
sector median (£28,660 in London in Sept 2017).

9. erecruit
Specialists in demand
Whilst an NQT can negotiate a starter pay premium if they are going to
teach in notable skills-short subjects such as maths and physics,
graduates with knowledge of these subjects are also increasingly
sought after by industry that will reward them a higher short and
long-term earning capacity.
2017
2016
2015
2014
2013
2012
2011
2010
2009
2008
£20,000
Investment..
Law
Oil&Gas
Retailing
Consulting
Media
IT & Telco
Consumer..
Banking&..
Accounting &..
Engineering &..
Armed Forces
Public Sector
£20,000
I I I
I I I
I I I
I I I
I I I
I I I
I I I
I I I
I I I
£27,0CIO
I I
£2�,500
£22,000 £24,000 £26,000 £28,000
D Median starting salary for graduate employers
I I I I
I
I
I
£35,000
I
£35,000
I
£31,500
I
£30,000
I
£30,000
I
£30,000
I
£30,000
£30,000
£27,500
I
"" £26,000
�24,200
£25,000 £30,000 £35,000 £40,000
■ Median starting salary for graduate employers
£30,0
£30,0
£30,0
£29,500
£29,0I 0
£29,010
1 £29,0IDO
£29,0( 0
£30,000
I
00
00
00
£47,000
H4,000
£45,000 £50,000
Figures 8. The median all-sector graduate employer starting salary, 2017
Source: High Flyers, The Graduate Market in 2018
Figures 7. The median all-sector graduate employer starting salary, 2008-17

10. erecruit
The impact of legislative change
Self-employed status
There has been much talk about the change in IR35 protocols having
an impact on the availab ility of agency workers. Introduced in the
public sector in April 2017, the fall-out in the education sector appears
to have been less significant than in other areas such as social care.
The number of self-employed teachers, which the local authority and
schools' approach to the legislative change appeared to seek to
eradicate, actually rose within secondary schools b etween Q2
2017-18 from 10,039 to 14,234 according to ONS data.
Removal of travel and subsistence
The impact of the earlier change in April 2016 to the legislative rules -
removing an agency worker on PAYE's ab ility to use travel and
subsistence costs as a tax off-set - was seen to have had a greater
impact on the availab ility of talent. According to data captured by
lnnovantage in January 2019, supply teacher pay was advertised at an
average of £123 per day for a teacher and £58 for a teaching
assistant via agencies. Remaining just equivalent to or below the
permanent pay spine (assuming that the supply teacher can find work
every day of the academic year), the loss of their ability to reclaim
travel costs will have likely made them less prepared to travel
distances, at b est, or to reconsider their work options, at worst.

11. Staffing strategies
for success.

12. erecruit
Rebalance internal teams to focus on resourcing rather than
sales
Recruitment and Employment Conf ederation (REC) data evidenced
that, in 2017/18, 64% of the recruitment agency workf orce
was engaged in a consultant role, with a f urther 11% engaged
purely in sourcing/resourcing candidates.4
Weight teams with more resources to address the need to place
increased emphasis on building candidate relationships.
Up-skill consultants in sourcing and retention techniques to help
increase talent pools.
Change KPls to reflect and reward time spent on the right retention
activities.
Actively engage returners to the state education sector
Each year, around one third of entrants to the state-f unded school
teaching population are returners. In 2017 this equated to 14,400
qualified teachers who had left the workforce for a variety of reasons
then choosing to return.
Newly qualified entrants
Deferred newly qualified entrants
Entrants new to state funded sector
Entrants who are returners lo state funded sector
2011
51%
10%
6%
33% (13.1 k)
2017
54%
6%
6%
34% (14.4k)
Figure 8. The demographics of new teacher entrants to state funded schools, 2011 & 2017
Source: eRecruit's analysis of DfE data
Identify and target potential returners with previous teaching
experience that potentially have not yet actively considered a return to
the profession.
Discover new channels and ways to discover this latent talent.
Build a brand that resonates with returners. Provide free advice, tools
and materials that can be found online to support returners.

13. erecruit
Use the apprenticeship levy to fund teacher training
The recruitment industry, spanning agencies and their supply chain
partners (notably, umbrella companies), are paying tens of millions of
pounds each year into the Apprenticeship Levy fund. Of the £2.7bn
total balance of all-sector employers' apprenticeship service accounts
at the end of September 2018, 18 months after the implementation of
the scheme, a FE Week FOi response from the DfE revealed that just
£370m (13.7%) had been drawn down for use. s
Examine how to leverage apprenticeship levy funds. There is
significant potential and urgency before the 2 year window to draw
down funds expires for the industry to look at a cross-sectoral
approach to training teachers using these available funds.
Position the recruitment industry more positively within the
teaching profession through new workforce initiatives
The recruitment industry needs to evidence how actively involved it is
in enhancing the pool of teachers that are available to schools. By
proactively driving new initiatives such as utilising the Apprenticeship
Levy to fund training for new teachers, and seeking out a wider pool of
potential returners to the profession, it will continue to add value and
demonstrate its partnership approach.
Play an active role in participating in representative trade bodies and
with other collaborative channels to raise awareness of the valuable
work the recruitment industry performs.
Educate schools about the talent shortages and how they can
effectively partner for the best hiring decisions.o training teachers
using these available funds.
Communicate with Crown Commercial Services who have recently let
the currently non-mandatory Supply Teacher and Temporary Staff in
Educational Establishments (RM3826) framework. The success, or
otherwise, of this framework will be achieved through a realisation by
all parties that in a skills-short market the true value the recruitment
industry provides in return its unique 39 weeks of revenues for 52
weeks of costs.
Footnotes:
1. DfE, National Pupil Projections - Future trends in Pupil Numbers, July 2018
2. NFER - Should I stay or should I go? - 2015
3. Schools Week: International schools to recruit more UK teachers, Jan 2018
4. REC, Recruitment Industry Trends Survey, 2017/18
5. FE Week, Employers use just 14% of their levy in the first 18 months, November 2018

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www.erecruit.com