How to attract teachers: 10 ways to improve application conversion rates 

1. Simplify and modernise your application process

One of the most overlooked aspects of how to attract teachers is your application process. Long, clunky forms are the #1 reason candidates abandon applications. Education is one of the few sectors still relying on paper or overly detailed forms from the outset - and it’s costing you talent. In fact, 54% of Gen Z candidates won’t complete a job application if the process feels outdated. 

Actionable tips:

• Break your application into stages. Only ask for essential info upfront.
• Use online application platforms with 'Fast Apply' capabilities.
• Make sure your application is mobile-friendly - over 70% of jobseekers apply via mobile.
• A simplified application process alone can reduce drop-offs by over 50%.

2. Improve job post visibility with multichannel promotion

Relying on a single or generic job board (or worse, just your school website) massively limits your reach. Candidates are spread across platforms - and your roles should be too.

Actionable tips:

• Advertise on an education-dedicated job board, Eteach.com.
• Post to multiple free and paid education job boards with SchoolRecruiter broadcasting.
• Promote roles via Google Jobs, LinkedIn, and social media.
• Use an ATS like SchoolRecruiter to handle this in one place.

This approach expands your visibility and makes applying more accessible.

3. Tailor messaging to specific role types

One-size-fits-all job adverts rarely perform well. Candidates want to feel like a role is designed for them.

Actionable tips:

• Use advert templates tailored to teachers, support staff, leadership roles, etc.
• Highlight unique benefits per role (e.g., CPD for teachers, flexibility for TAs).
• Avoid generic phrases - lead with values, team culture, and impact.

Speak to their motivations and you’ll earn more clicks - and more completed applications.

4. Build and promote your employer brand

Strong school brands don’t just attract students (and parents) - they attract staff. A compelling employer brand helps candidates picture themselves in your team.

Actionable tips:

• Invest in a branded careers page with staff stories and testimonials.
• Highlight wellbeing support, CPD, and flexible work policies.
• Ensure visual consistency across your job posts, SchoolRecruiter Career Site, and emails.

Candidates are 2x more likely to apply when an organisation presents itself as a great place to work.

5. Use social media to humanise and amplify your roles

Your future staff are on LinkedIn, Facebook, Instagram - and yes, even TikTok. Use these platforms to stand out – and capture the passive audience that may not be looking, but would move for the right opportunity

Actionable tips:

• Create short, authentic videos of staff or classroom moments.
• Share behind-the-scenes content or 'day in the life' posts
• Use hashtags and location tags to increase reach.

When schools show personality online, they create connection - and that drives conversions.

6. Capture and nurture passive interest

Not every great educator is job hunting today - but they could be tomorrow.

Actionable tips:

• Add a 'Register Interest' option to every vacancy or careers page.
• Use Talent Pools (like those in SchoolRecruiter) to keep in touch.
• Send occasional updates, new role alerts, or teacher spotlights.

You’ll be building a warm pipeline of future applicants who are already interested.

7. Optimise every part of the mobile experience

With 3 in 4 candidates using their phones to job hunt, mobile usability is critical. In fact, it’s a make-or-break factor in how to attract teachers effectively, especially Gen Z candidates.

Actionable tips:

• Test your job posts and application forms on multiple mobile devices.
• Reduce image size and load time on careers pages.
• Ensure CTAs are large and tappable - avoid tiny links or drop-down menus.

If it’s frustrating to apply on mobile, many candidates won’t come back to a desktop later.

8. Communicate quickly and consistently

Application fatigue sets in fast - especially if candidates don’t hear back promptly.

Actionable tips:

• Use automated emails to confirm applications immediately.
• Set expectations about timelines (e.g., “We’ll contact shortlisted candidates within 5 days”).
• Send follow-up reminders for incomplete applications.

Candidates who feel acknowledged are more likely to complete - and recommend - your school.

9. Track drop-offs and act on insights

You can’t improve what you don’t measure. Understanding where and why candidates abandon your application form is critical if you’re focused on how to attract teachers more successfully.

Actionable tips:

• Use your ATS or analytics tool to see where applications stall.
• Test variations of job titles, application length, or CTA buttons.
• Identify friction points (e.g., asking for references too early) and remove them.

Continuous improvement based on real data will consistently lift your conversion rates.

10. Create a seamless journey from ad to application

The handoff from job ad to application form is a conversion hotspot. If the experience is jarring, candidates exit.

Actionable tips:

• Avoid redirecting to generic council or MAT portals — keep them on-brand.
• Match the language and tone from the ad to the form.
• Ensure branding, layout, and logic flows naturally throughout.

Every click should build trust, not create confusion.

Improving application conversion rates isn’t about working harder - it’s about knowing how to attract teachers by removing barriers, building trust, and giving candidates a better experience.

With the Access Education People + SchoolRecruiter integration, schools and trusts are simplifying recruitment, attracting better candidates, and making it easier to apply - all while saving hours of admin time every week.

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