Recruitment Hasn’t Stopped: Why Schools Should Keep Engaging Candidates Over the Summer

As the academic year draws to a close, school corridors become quieter, calendars begin to clear and staff finally have an opportunity to enjoy a well-earned break.

It can also feel as though recruitment has paused.

There may be fewer vacancies appearing on job boards, fewer applications arriving each day and fewer interviews taking place. However, this does not mean that competition for strong candidates has disappeared.

In many cases, the opposite is true.

Good teachers, leaders and support professionals are still considering their next move over the summer. Schools that remain visible, responsive and engaged are therefore far better placed to secure the people they need for September and beyond.

Fewer job adverts do not necessarily mean less competition

During the summer, the education recruitment market can appear quieter because fewer schools are actively advertising.

However, the number of available candidates may also reduce.

Many candidates will have already accepted positions. Some may decide to delay their search until the autumn. Experienced teachers, leaders and support staff may be enjoying a break while remaining open to the right opportunity if it is presented to them.

This means that schools are often competing for a smaller pool of active, suitably qualified candidates.

A strong candidate who is available during the summer may be speaking with several schools or recruitment partners at the same time. They may also be comparing opportunities based on factors beyond salary, including:

• School culture and leadership

• Workload and wellbeing

• Career progression

• Professional development

• Flexibility and work-life balance

• Commute and location

• The clarity and professionalism of the recruitment process

Schools should not assume that a promising candidate will still be available when everyone returns in September. A slow response or unclear process could allow another school to move ahead.

Candidates are still making career decisions over the summer

The summer break often gives education professionals something they have lacked during the busy academic year: time to think.

Away from the daily pressures of school life, candidates may begin reflecting on whether their current role is still right for them.

They may be asking themselves:

• Am I receiving the support I need?

• Is there a clear route for progression?

• Do I feel valued by the leadership team?

• Is my workload sustainable?

• Would another school offer a better cultural fit?

• Am I ready for a leadership role or a new challenge?

Not every candidate will be actively searching job boards each morning. However, many will be open to a confidential conversation about the right position.

This is why proactive candidate engagement remains so important throughout July and August. Schools that rely only on active applications may miss experienced professionals who are interested in moving but have not yet formally entered the job market.

Fast communication matters even more during the summer

Candidate communication should always be prompt, but it becomes particularly important during holiday periods.

School leaders may be away, interview panels may be difficult to coordinate and administrative processes may take longer than usual. While candidates will understand that schools are operating with reduced availability, long periods of silence can quickly create uncertainty.

Candidates may begin to wonder whether:

• The vacancy is still active

• The school is genuinely interested

• Their application has been received

• Interviews will take place before September

• They should continue pursuing other opportunities

Even when an immediate decision is not possible, a brief update can make a significant difference.

Letting candidates know the expected timetable, who will contact them and when the next stage is likely to take place demonstrates professionalism and respect.

Silence, by contrast, can damage candidate confidence and reflect poorly on the school’s wider culture.

Keep the recruitment process clear and simple

A lengthy or confusing process is difficult at any point in the year. During the summer, it can become an even greater obstacle.

Before beginning a recruitment campaign, schools should agree:

• Who is responsible for reviewing applications

• Who can communicate with candidates during the holidays

• Which members of the interview panel need to be available

• Whether first-stage interviews can take place online

• How quickly decisions and offers can be approved

• What safeguarding and compliance checks are required

• When the successful candidate is expected to start

Where possible, schools should avoid adding unnecessary stages.

A clear application process, a focused interview and a prompt decision will usually create a stronger candidate experience than a complicated series of conversations spread across several weeks.

Video interviews can also help maintain momentum when senior leaders or candidates are travelling. They may not replace a school visit in every case, but they can provide an effective first stage and prevent a strong candidate from disengaging.

Candidate experience continues outside term time

Every interaction a candidate has with a school contributes to their perception of the organisation.

Candidates notice whether communication is warm and personal. They notice whether interview arrangements are clear, whether their questions are answered and whether the school appears organised.

A positive candidate experience should include:

• Acknowledging applications promptly

• Providing a realistic recruitment timeline

• Sharing useful information about the school and role

• Preparing candidates properly for interviews

• Giving candidates opportunities to ask questions

• Communicating decisions quickly

• Providing constructive feedback where possible

• Keeping in touch between an offer and the start date

This last point is particularly important during the summer.

A candidate who accepts a role in July may not begin until September. Regular, thoughtful contact during that period can help maintain enthusiasm and reduce the risk of uncertainty or withdrawal.

A welcome message, induction information, key dates or an introduction to a future colleague can help candidates feel part of the school before they officially start.

Your employer brand does not take a summer holiday

Recruitment is not only about filling an immediate vacancy. It is also about building a reputation as a school where talented people want to work.

Even when a school is not actively recruiting, it can continue strengthening its employer brand by sharing:

• Staff success stories

• Professional development opportunities

• Information about school culture and values

• Leadership updates

• Community achievements

• Details of future recruitment needs

Candidates often research schools before applying. An outdated careers page, unanswered enquiry or lack of information can discourage them.

By remaining visible during the summer, schools can begin building relationships with candidates who may be suitable for future roles, even if there is not an immediate vacancy.

Summer recruitment can support stronger workforce planning

The summer provides an opportunity to look beyond urgent vacancies and consider future staffing needs more strategically.

Schools and academy trusts can use this time to review:

• Roles that have been consistently difficult to fill

• Departments that may need additional capacity

• Potential leadership succession gaps

• Support functions that require specialist expertise

• Staff retention risks

• Expected recruitment needs later in the academic year

Starting conversations early can reduce the need for rushed recruitment later.

For example, a school that anticipates needing a finance professional, HR leader, teaching assistant or subject specialist in the autumn can begin identifying suitable candidates during the summer.

This proactive approach gives schools more time to assess cultural fit, conduct robust checks and make confident appointments.

Aston Education remains open throughout the summer

While school leaders and staff enjoy a well-deserved break, Aston Education remains open throughout the summer.

We continue having meaningful conversations with teachers, middle and senior leaders, teaching assistants and school support professionals across HR, finance, IT, facilities and administration.

We also work closely with schools, academies and multi-academy trusts to understand their immediate vacancies and longer-term workforce plans.

Our summer recruitment support can include:

• Proactively identifying suitable candidates

• Keeping candidates informed and engaged

• Coordinating conversations and interviews

• Advising on recruitment timelines and processes

• Providing salary and market insight

• Supporting offer management and candidate feedback

• Helping schools prepare for September and future vacancies

Because recruitment relationships do not begin and end with a job advert, we stay connected with candidates throughout the year. This allows us to introduce schools to professionals who may be open to the right opportunity, even if they are not actively applying through traditional job boards.

Do not wait until September to restart the conversation

September is already an exceptionally busy time for schools.

Waiting until the new academic year to address staffing gaps can create additional pressure at precisely the point when leadership teams need to focus on pupils, staff and the successful start of term.

Continuing recruitment conversations during the summer can help schools return with greater clarity, stronger candidate pipelines and fewer unresolved vacancies.

Recruitment may look quieter during the holidays, but it has not stopped.

The schools that communicate quickly, provide a clear process and treat every candidate interaction with care will remain best placed to secure talented education professionals.

Planning your summer or autumn recruitment?

Aston Education is open throughout the summer and ready to support schools, academies and multi-academy trusts with permanent and long-term recruitment.

Whether you have an urgent vacancy, a difficult-to-fill position or are beginning to plan your future staffing requirements, get in touch with our team for a confidential conversation about how we can help.