The Effects of Teacher Recruitment and Retention on Student Learning
Teachers are central to the academic success of students. Yet, in many parts of the education system, the ability to recruit and retain qualified educators is increasingly becoming a challenge. This issue has far-reaching consequences for the quality of education, particularly as teacher turnover continues to rise.
With an already significant shortage of teachers, particularly in certain subject areas and regions, the effects on student learning are profound and multifaceted.
In this blog, we’ll explore how teacher recruitment and retention affect student learning, why it’s so critical, and what can be done to address the growing crisis in schools.
The Teacher Shortage Crisis
In recent years, schools have faced an escalating challenge: a growing number of teacher vacancies and a shortage of qualified candidates to fill them. According to government reports, teacher vacancies have increased by over 50% in the past five years, with subjects such as science, maths, and modern foreign languages particularly hard-hit. Teacher attrition rates are also on the rise, with almost 30% of new teachers leaving the profession within their first five years.
The reasons behind this crisis are complex. Low pay relative to other professions, high workload, pressure from accountability measures, and a lack of support and recognition all contribute to teachers leaving the profession early. The issue is even more pronounced in schools serving disadvantaged communities, where it’s harder to attract and retain teachers. As a result, these schools often face staffing gaps, and students in these areas suffer the most.
Impact on Student Learning
1. Disruption to Learning
One of the most immediate effects of teacher shortages is the disruption to students’ education. When teachers leave, schools may struggle to find replacements quickly, often relying on supply teachers or underqualified staff. This can lead to inconsistency in teaching quality, as students experience multiple teaching styles and approaches within a short period.
The lack of continuity can undermine students’ learning, particularly in subjects that require a solid understanding of concepts built over time, such as maths, English, and the sciences.
For students, particularly those in exam years or with additional learning needs, the effects can be severe. Without continuity, they may miss out on key learning moments, or find themselves trying to adapt to new teachers who may not fully understand their learning style or specific needs.
2. Reduced Teacher Experience and Expertise
Experience matters in teaching. The longer teachers stay in the profession, the more effective they tend to be in improving student outcomes. Research consistently shows that experienced teachers are better at managing classrooms, designing effective lessons, and tailoring their approach to individual students.
They are also more adept at building relationships with students, which can be a key factor in academic success.
When experienced teachers leave, schools are often forced to rely on newly qualified teachers (NQTs), who may lack the skills, confidence, and strategies to cope with the demands of the job, particularly in challenging environments.
While NQTs bring fresh enthusiasm and energy, they are still developing their practice and often require significant support. This creates a cycle where high turnover exacerbates the shortage of experienced teachers, and schools struggle to provide the stability and quality of teaching students need.
3. Emotional and Social Impact on Students
Teachers don’t just teach academic subjects—they play a critical role in shaping students’ emotional and social development. High turnover and frequent changes in teaching staff can disrupt the relationships that are vital to students’ well-being.
For many students, teachers are a source of stability, particularly for those who face difficult home lives or mental health challenges. When teachers leave, these students can experience feelings of abandonment or anxiety, which can, in turn, affect their academic performance.
The emotional toll of high turnover can also impact students’ motivation. When they see teachers come and go, they may feel less invested in the school community, which can lead to disengagement or a lack of trust in the educational process.
4. Strain on School Leadership and Resources
Teacher shortages and turnover also place significant strain on school leadership. Headteachers and senior leaders spend a considerable amount of time managing recruitment, interviewing candidates, and dealing with the consequences of vacancies. This can take their attention away from other crucial tasks, such as improving teaching and learning, ensuring curriculum development, and fostering a positive school culture.
Furthermore, schools may have to divert resources from teaching and learning to cover staffing gaps, whether that means funding supply teachers, offering incentives to attract teachers to challenging schools, or covering additional staff recruitment costs.
In some cases, the quality of education suffers as schools are forced to allocate their budget to addressing staffing issues rather than investing in teaching resources, extracurricular activities, or professional development.
This is where outsourcing with education recruitment specialists like Bookmark can benefit educational institutions; it allows headteachers to focus on the importance of running a school/college rather than staffing issues.
What Can Be Done to Address Teacher Recruitment and Retention?
While the teacher recruitment and retention crisis is challenging, there are several strategies that can help to improve the situation and support both teachers and students.
1. Increase Pay and Offer Better Incentives
Competitive pay is a crucial factor in attracting and retaining teachers. While starting salaries for teachers have seen some improvement in recent years, many argue that pay for more experienced teachers remains insufficient when compared to other graduate professions.
Addressing this disparity, particularly in high-demand subjects like maths, science, and special education, could go a long way in retaining talented teachers.
In addition to pay, schools could offer targeted incentives for teachers who work in areas of acute need, such as rural schools or schools serving disadvantaged communities. Financial incentives, as well as other benefits like housing allowances or relocation support, could help schools attract staff to these hard-to-fill positions.
2. Reduce Teacher Workload and Improve Well-being
Workload is one of the primary reasons teachers leave the profession. Long hours, excessive paperwork, and the constant pressure of accountability measures all contribute to burnout. Policies to reduce administrative burdens, cut down on unnecessary tasks, and improve work-life balance are essential for teacher retention.
Additionally, providing better support for teachers’ mental health and well-being can make a significant difference. Schools that invest in creating a positive, supportive working environment—offering access to well-being resources, mentorship, and peer support—are more likely to retain teachers for the long term.
3. Offer Ongoing Professional Development and Mentoring
Teachers need continuous opportunities for professional growth. A strong professional development programme can help teachers feel valued, improve their teaching practice, and prevent burnout. Offering tailored training that aligns with teachers’ needs and career goals can motivate them to stay in the profession.
For newly qualified teachers, mentorship is key. Pairing NQTs with experienced mentors who can offer guidance and support will help them navigate the early years of teaching and increase their chances of staying in the profession. When teachers feel supported and invested in, they are more likely to remain in the classroom and continue making a positive impact on student outcomes.
4. Creating a Supportive and Collaborative School Culture
Creating a positive, inclusive school culture is essential for both teacher retention and student success. Schools that encourage collaboration nurture a sense of community, and support teachers’ professional development create an environment where staff feel valued and appreciated.
When teachers feel supported by their leaders and colleagues, they are more likely to remain in their roles and be more engaged in improving the learning experiences of their students.
5. Targeted Recruitment and Retention Strategies
In areas with significant teacher shortages, particularly in subjects like maths and science, targeted recruitment efforts are necessary. This could include offering additional bursaries or scholarships to encourage people to enter these subject areas, as well as providing support for those who want to retrain as teachers. It may also involve better career progression opportunities for teachers, including clear pathways for promotion and development.
Teacher recruitment and retention are integral to the success of students. When schools struggle to attract and retain high-quality teachers, students suffer the consequences.
Disrupted learning, increased gaps in knowledge, and reduced emotional support all have a direct impact on academic outcomes. By investing in better pay, reducing workload, supporting professional development, and fostering a positive school culture, we can create an education system where teachers are supported to succeed—and, in turn, students are given the opportunity to thrive.
Addressing the teacher shortage is not just about filling vacancies—it’s about ensuring that every child has access to the consistent, high-quality education they deserve.
To find out how Bookmarks experienced educational recruitment experts can help you, click here today.
