Summer 1 Teaching and Learning Newsletter

Online Teacher Recruitment: Natalie
Aveyard features in the TES
By Gemma Corby
And Natalie Aveyard
Page 5
This is an extract from the TES article available
at: https://www.tes.com/news/recruitment-itbusiness-usual-again-schools
It will come as no surprise that recruiting
teachers, in the current climate, presents
some challenges.
Fortunately, schools are innovative places,
and many have found ways around the
issues. Here we speak to three senior
leaders about their experiences of
recruiting during the coronavirus
lockdown.
Natalie Aveyard is deputy headteacher at
The Brunts Academy, which is part of The
Evolve Trust in Nottinghamshire. Her
school has managed to successfully recruit
staff, despite the lockdown.
“At the Trust we make it clear prior to the
interview that the day will be made up of
a number of tasks, but we do not specify
details at that stage,” says Aveyard.
Tasks set by The Evolve Trust, depending
on the role, include:
Preparing a lesson plan in 30 minutes – with
the topic being given there and then.
Candidates are required to explain their
plan and answer any questions. Critiquing
a videoed lesson, sent via a link on the day.
Analysing an article, also sent to
interviewees on the day.
Aveyard says that The Brunts Academy,
where she is based, has had candidates
withdraw once the schedule has been sent
out as they realise that the process will still
be rigorous despite lockdown.
“It is not just a 20-minute phone interview,
which I know some schools have done – I
think the rigour of our process has put
some people off in terms of the work that
it will entail. We’re fine with this, as we
want the right candidates who are also
comfortable with our culture and
approach,” she says.
So far, so good. But what are the downsides
to this otherwise rigorous process?
One of the difficulties of setting tasks
remotely is that candidates can draw on
other resources, which they are less likely
to be able to do if the interview is taking
place in person. This is something Aveyard
has experienced.
“Obviously it is up to them whether ‘they
call a friend’, so to speak. Only on one
occasion have we had a candidate submit a
lesson plan that was obviously not planned
by themselves, as upon further questioning
they were not able to articulate why they
had chosen certain activities," she says.
"This was not in line with the values of the
Trust and therefore this candidate clearly
didn’t progress to the next stage."
Despite this downside, remote recruiting
has been working well for Aveyard and her
colleagues across The Evolve Trust.
“Being able to see a candidate and look
them in the eye (albeit via a computer
screen) is crucial," Aveyard says.
"We feel confident that we are overcoming
the obvious challenges and that our
processes are still in line with safer
recruitment.
"We are testing for the necessary skills and,
above everything, ensuring that the
candidates are a values-match and that
they have the information they need to
make the right choice for them, too.”