teacher quality → Dr Jake Madden

How to Write a Teacher Job Advert that Attracts Quality Staff

This time of year is busy for school leaders as they forward plan for the new academic year. A key task at this time of the school year is the appointment of new staff that are good fits for your school will value add to the school’s teaching and learning agenda.

A teacher job advert often sets the tone for your whole recruitment process. This time of year is busy, and hiring can feel urgent. Yet a rushed advert invites a rushed shortlist. A strong advert helps you attract the right people and avoid poor-fit appointments.

Even if you use a recruitment firm, writing the advert yourself is still valuable. It clarifies what great teaching looks like in your school. It also forces you to be specific about the role, the support, and the expectations.

Why a teacher job advert matters

Your advert is more than a notice. It is a message about your culture and your standards. It also signals how organised your school is.

A well-written advert should help candidates answer three questions quickly:

What is the role, and what will I do each day?
What does good teaching look like in this school?
Why should I choose this school over another?

Teacher job advert steps to secure quality staff

1) Be clear on your needs

Start with the end in mind. If you are not clear, your shortlist becomes guesswork. The Cheshire Cat had it right. If you do not know where you are heading, any road will do.

Define the “must-haves” and the “nice-to-haves”. For example:

strong subject knowledge and planning habits
evidence of impact on learning
skill in collaboration and feedback
commitment to safeguarding and wellbeing

2) Write a headline that earns attention

Most candidates scan before they read. Use a headline that is specific and inviting. Avoid generic phrases like “exciting opportunity”.

Try naming what makes the role matter, such as learning, growth, or curriculum work.

3) Describe the role with precision

Vague adverts create vague applications. Name the key responsibilities and the daily work. Include teaching load, year levels, and any additional duties.

If there is coaching, mentoring, or leadership potential, say so. Clarity reduces misalignment later.

4) Explain what makes the role different

Every school needs a maths teacher. Not every school offers the same professional culture. In your teacher job advert, state what a teacher gains by joining you.

This might include:

a strong induction programme
shared planning routines
coaching cycles and lesson study
time for collaborative work

5) Share the school’s vision and learning agenda

Candidates want purpose, not slogans. Describe your school’s direction in plain language. Link it to teaching and learning priorities.

If you have a school improvement plan, name the focus areas. For example, stronger curriculum alignment, better formative assessment, or improved student agency.

6) Make the application process simple and transparent

A messy process reduces applications and damages trust. In the advert, state exactly what you require and when you need it.

Include:

documents required (CV, cover letter, referees)
closing date and interview window
start date and contract details
safeguarding and reference expectations

7) Distribute the advert with intent

A good teacher job advert still needs strong distribution. Use the channels that match your candidate pool.

Consider:

recruitment platforms and agencies
professional networks and associations
LinkedIn and school social media
internal referrals from current staff

Do not underestimate word of mouth. Great staff often know other great staff.

8) Interview strategically and follow up well

The advert gets attention. The interview confirms fit. Build questions from the role description and your teaching expectations.

Look for evidence, not charm. Ask for examples, student work, planning samples, or reflections on impact. Take structured notes so you can compare fairly.

Follow up with every candidate. A respectful process protects your reputation and strengthens future recruitment.

Final thought

Recruitment can feel draining, but it is one of your highest-impact leadership tasks. The right staff lift learning, culture, and momentum. A clear teacher job advert is a practical first step towards that outcome.

Understanding the Teacher/Student Learning Process

For me, the long end of year break is a great time to engage in professional learning. I was fortunate to spend some time working with Professor Ian Mentor, a revered Oxford University academic on improving teacher education. As a principal of an international school, there was much to be learnt from the guru of teacher learning.

In a presentation given at Southern Cross University during July this year Professor Menter offered insight into a ‘clinical’ approach to teacher learning. Improving student attainment is a key feature of a teacher’s work and using a more de-privatised approach to supporting teacher learning is a key factor to improving student learning.

Recruiting Quality Teachers for School Success

Earlier this week I was reading an article on teacher absenteeism and its extent and the impact on student achievement. We know that teacher quality is one on the largest factors is raising student achievement outside the influences of the home. While some schools have difficulty with teacher absenteeism Dar Al Marefa has a very low absentee rate.

Earlier this week, I read an article on teacher absenteeism and its impact on student achievement. Research consistently shows that teacher quality is one of the most significant factors in raising student achievement—outside of home influences. While some schools struggle with high teacher absenteeism, Dar Al Marefa has a remarkably low absentee rate.

As we enter the recruitment season for the new academic year, one common misconception arises: that we are simply “lucky” to have committed, dedicated teachers. In reality, recruiting quality teachers is a deliberate process, not luck.

The Importance of a Strong Recruitment Process

At Dar Al Marefa, we firmly believe:

“You are who you recruit. Your staff reflects your leadership.”

To build an outstanding team, we begin with clear, structured hiring practices that ensure we attract the best educators.

Key Strategies for Recruiting Quality Teachers

1️⃣ Define the Role Clearly
📌 A well-written position description outlines:
✔ Job responsibilities and expectations
✔ What makes teaching at our school unique
✔ The qualities we seek in candidates

2️⃣ Objective Shortlisting
📌 To eliminate bias, we avoid decisions based on:
✔ Name
✔ Location
✔ Basic qualifications

Instead, we use structured scoring and a question-based evaluation system to fairly assess candidates.

3️⃣ Effective Interview Techniques
📌 Our interviews focus on:
✔ Creating a comfortable environment for candidates
✔ Open-ended questions linked to job requirements
✔ Scored responses to ensure objective hiring decisions
✔ Scenario-based questions to evaluate real-world teaching responses

We ensure our recruitment panel listens more than it talks, allowing candidates to demonstrate their skills and fit.

Beyond Hiring: Supporting Teacher Success

Recruiting quality teachers is just the beginning. Once hired, we:
📌 Clearly communicate performance expectations
📌 Provide ongoing professional development
📌 Monitor progress through structured appraisals

Teachers at Dar Al Marefa set SMART goals (Specific, Measurable, Attainable, Realistic, Timely) for their own professional growth. They understand that learning never stops, and they embody the work ethic of a true learning community.

You Are Who You Recruit

At Dar Al Marefa, we don’t leave our staff quality to chance. Our success in recruiting quality teachers comes from a deliberate, well-planned approach that:
✔ Attracts top talent
✔ Sets clear expectations
✔ Develops teachers through ongoing learning

In the end, great schools don’t just happen—they are built by great teachers. And great teachers are recruited, not found by luck.