Understand the significance of the role
Before delving into the recruitment process, it's essential for school governing bodies to understand the significance of this task, which should not be taken lightly. The headteacher plays a key role in shaping the school's culture, vision, and strategic direction. A successful recruitment ensures the seamless transition of leadership, safeguarding the school’s ethos.
Formulate a selection panel for appointing a new headteacher
Establishing a selection panel is the first step in any school leadership recruitment process. In maintained schools, a minimum of three governors who have undergone safer recruitment training should be part of this panel, striking a balance between skills and focus. While there is no strict limit, a panel of around five governors is recommended. In academies, similar principles apply, even though the same regulations do not bind them.
Define the role of the headteacher
A clear and comprehensive headteacher job description and person specification are crucial during the headteacher recruitment process. Rather than replicating the previous headteacher's job description, these documents should align with the school's strategic vision and objectives. Consider the qualifications, experience, and skills required for the school’s future needs.
Advertise for the role strategically
A commonly asked question to our education HR specialists and consultants is the following: Can you appoint a headteacher without advertising? The answer is yes, but we wouldn’t advise it. There are very limited cases where a headteacher can be appointed without advertising, and it should be avoided unless justified. The advertisement should outline the role's requirements and showcase the school or trust to potential candidates.
Creating an effective advert is also key to attracting the right candidates. Timeliness is critical. Consider how much notice a headteacher has to give at their current position. Set yourself up for success by advertising in the right place, ensuring the information provided accurately reflects the role you are recruiting for, and carefully considering the timelines your candidates will be tied to.
Streamline your shortlisting process
Shortlisting marks a focused turn in the recruitment process. Ensure that good candidates are not overlooked and that time is not wasted on applicants who do not meet essential criteria, be aware of unconscious bias during the recruitment process, and ensure references are diligently reviewed and cross-checked to validate the credibility of the shortlisted candidates before proceeding to the next stage.
Plan the interview
Planning the interview process is a collaborative effort that often involves input from HR advisors and other senior leaders. Be upfront with candidates about any tasks they will be expected to perform during the interview day or prior to it. Candidates could be tested through presentations, interacting with pupils in the classroom, or leading an assembly. Core questions, aligned with the person specification, should be prepared in advance to maintain fairness between candidates.
Conduct an effective headteacher selection process
After the interviews are conducted, each panel member should independently score the candidates. These scores form the basis for your decision-making. In most cases, the governing board needs to ratify the appointment before making a formal offer to the successful candidate. It's best practice to contact the successful candidate on the same day as the interviews and inform unsuccessful candidates after the role has been accepted.
What if your headteacher candidates aren’t suitable?
If none of the candidates proves suitable, it's essential to recognise this outcome. Instead of settling for an unfit candidate, be prepared to restart the recruitment process.
It’s important to understand why this has happened. Was the headteacher's job description unclear? Perhaps the advertising needed to be more strategic? All of this will be vital when restarting the next round of recruitment. This may be disheartening, but it's essential for the school's long-term success.
Recruiting a new headteacher is a multifaceted process that demands careful consideration and strategic planning. The right headteacher is not just a leader; they are a driving force propelling the school towards a prosperous future.
If you’re starting your recruitment process and need advice, one of our education HR consultants is on hand to help. Get in touch with the team, who will be happy to assist.
Our strengths equal your success
Juniper Education’s dedicated education HR specialists have helped schools like yours successfully recruit headteachers.
We've also created free downloadable resources to help you find your next headteacher, including:
