Stuck in a Rut? 

Why Schools Keep Recruiting the Same Way (and What Needs to Change)

Andrew Dalton, Group Director of Education, International Schools @Parkcity Group, explores why many schools continue to rely on familiar recruitment methods and how new approaches can save time, money, and stress while attracting stronger teachers.

Every year, schools around the world invest significant time, money, and effort into recruiting teachers, often using the same channels and methods that have been relied upon for decades. The process feels familiar, the steps are predictable, and while vacancies are eventually filled and contracts signed, the overall cost in resources, energy, and momentum continues to grow.

So why do schools keep doing it the same way? Why do we keep paying more for less in a process that so many quietly agree could be better?

Part of the reason is habit. Recruitment in schools has evolved slowly over time, shaped by tradition and familiarity. Schools naturally value consistency and reliability, and long-established methods often feel safe and dependable, especially in such a people-focused profession. Familiar routines can offer comfort, even when they are no longer the most effective or efficient approach.

There is also the reality that recruitment costs sit within wider school budgets, often managed through layers of governance and oversight. This can make spending decisions feel somewhat removed from the day-to-day priorities of teaching and learning. When the money does not come directly from one’s own pocket, there is often less urgency to question whether it is truly being spent in the best possible way. Over time, recruitment can be treated as just another administrative cost, rather than a strategic investment that shapes the very quality of a school’s teaching and learning.

Of course, schools are busy places. Recruiting through well-known agencies or familiar websites feels convenient when time is short and demands are high. Yet every advertisement, agency fee, and relocation package add up. The irony is that the money spent finding new teachers could often be redirected into areas that directly benefit students and staff, such as improving learning spaces, investing in professional development, or expanding wellbeing initiatives.

The landscape of recruitment is changing, and it is time for schools to change with it. New digital platforms and data-driven tools are offering more efficient, transparent, and affordable ways to connect teachers and schools. They can reduce administrative burden, broaden reach, and improve the quality of matches, all while saving valuable resources.

One such innovation is Teacher Recruit, a new platform redefining how teachers and schools connect. By replacing outdated processes with smart matching technology, it pairs teachers and schools that align in values and priorities - making recruitment faster, simpler, and more human.

The schools that are ready to question old habits and adopt smarter, more sustainable recruitment practices will save time, reduce costs, and build stronger communities. Recruitment should be about finding the right fit between teacher and school, a connection that inspires both sides and strengthens the future of education.

Andrew Dalton is the Group Director of Education, International Schools @Parkcity Group.