5 Recruitment Mistakes Schools Make at the End of the Academic Year

As the academic year draws to a close, schools, academies, and multi-academy trusts are often balancing far more than recruitment alone. Budget planning, staffing restructures, timetabling, transition arrangements, and exam season can all push hiring further down the priority list.

But the decisions made during the final term can have a major impact on staffing stability in September.

Every year, schools lose out on excellent candidates — not because the roles aren’t attractive, but because small recruitment mistakes create delays, uncertainty, or poor candidate experiences.

Here are five of the most common recruitment mistakes schools make at the end of the academic year — and how to avoid them.

1. Waiting Too Long to Start Recruitment

One of the biggest mistakes schools make is assuming there’s still plenty of time to recruit before September.

In reality, many strong candidates secure roles earlier than schools expect. By late June and July, the talent pool becomes smaller, particularly for:

• Experienced teachers

• Middle leaders

• SEN specialists

• School business and support staff

• Senior leadership roles

Delaying recruitment often means schools are left choosing from a reduced shortlist or relying on reactive hiring decisions.

What schools should do instead:

• Begin workforce planning early in the summer term

• Identify potential vacancies before resignations become urgent

• Start conversations with recruitment partners ahead of peak hiring periods

• Build succession plans for hard-to-fill roles

Proactive recruitment almost always delivers better long-term appointments.

2. Writing Generic Job Adverts

Many school adverts still focus heavily on duties and requirements, while saying very little about why a candidate would actually want to work there.

Today’s candidates are looking beyond salary. They want to know:

• What the culture feels like

• Whether leadership is supportive

• What professional development opportunities exist

• How staff wellbeing is prioritised

• What makes the school different

A generic advert can easily be overlooked — especially during a competitive recruitment market.

Stronger adverts should include:

• A clear school vision and values

• Staff development opportunities

• Behaviour and culture insights

• Flexible or wellbeing initiatives where relevant

• Career progression opportunities within the school or trust

The best recruitment adverts feel human, specific, and authentic.

3. Having a Slow Recruitment Process

At the end of the academic year, speed matters.

Schools sometimes unintentionally lose strong candidates because:

• Interviews are delayed

• Feedback takes too long

• Decision-making is unclear

• Communication drops between stages

Excellent candidates are often interviewing at multiple schools simultaneously. A slow process can create uncertainty and cause schools to miss out entirely.

To improve recruitment speed:

• Schedule interview dates early

• Keep communication consistent

• Provide fast, constructive feedback

• Ensure decision-makers are available during the process

Candidates remember how schools make them feel during recruitment — and efficient communication reflects positively on leadership and culture.

4. Focusing Only on Immediate Needs

When schools are under-staffing pressure, it’s understandable to focus on filling vacancies quickly.

However, reactive hiring can sometimes lead to poor long-term fit.

The strongest schools and MATs recruit strategically, considering:

• Future leadership potential

• Cultural fit

• Long-term retention

• Department succession planning

• Wider trust growth plans

A candidate who solves a short-term problem may not always be the best long-term investment.

Questions schools should ask:

• Will this person strengthen the team long term?

• Can they grow within the organisation?

• Do they align with the school’s values and vision?

• What support will help them succeed beyond September?

Strategic recruitment creates greater stability across the school.

5. Underestimating Candidate Experience

Schools often focus entirely on assessing candidates, but candidates are assessing schools too.

A poor recruitment experience can discourage strong applicants — even if the role itself is appealing.

Common issues include:

• Lack of communication

• Disorganised interview days

• Unclear expectations

• Limited opportunity to ask questions

• Impersonal interactions

In a competitive education recruitment market, candidate experience matters more than ever.

Small improvements can make a big difference:

• Send clear interview information in advance

• Make candidates feel welcomed on arrival

• Allow time for meaningful conversations

• Showcase school culture honestly

• Follow up professionally after interviews

Positive candidate experiences help strengthen employer reputation and improve acceptance rates.

Final Thoughts

The end of the academic year is one of the most important recruitment periods for schools and trusts.

The schools that recruit successfully are rarely the ones simply advertising the most roles — they are the ones planning early, communicating well, and creating a strong candidate experience.

At Aston Education, we partner with schools, academies, and MATs to support permanent and long-term recruitment across teaching, leadership, and support staff roles. Our education recruitment specialists understand the pressures schools face because our team includes qualified education professionals with real sector experience.

If your school is planning for September appointments or longer-term workforce planning, now is the time to start the conversation.

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