Journal of Education for Teaching ( IF 4.140 ) Pub Date : 2021-01-18 , DOI: 10.1080/02607476.2021.1876501 Robert M. Klassen 1 , Jade V. Rushby 1 , Tracy L. Durksen 2 , Lisa Bardach 1, 3
ABSTRACT
For national education systems, the goal of an effective teacher recruitment strategy is not simply to attract more applicants, but to attract high-quality applicants who are well suited to teaching and are likely to remain in the profession. The goal of this article is to examine teacher recruitment strategies in England and to propose new models to understand and improve these strategies. We began by reviewing personnel recruitment theories and research from education and related fields. Next, we analysed publicly available teacher recruitment strategies and messages from two key education organisations in England: the Department for Education (DfE) and Teach First. We then compared teacher recruitment strategies with strategies and models developed in health professions (as presented by the National Health Service). The findings highlight that recruitment strategy documents for DfE and Teach First emphasise administrative/system changes and personal utility messages, whereas the public-facing advertisements focus on personal utility, social utility, and to a lesser extent, the personal attributes deemed to be important for teaching. We conclude by proposing how teacher recruitment strategies in England could be more strongly grounded in relevant theoretical and empirical work.
中文翻译:
审查英格兰的教师招聘策略
摘要
对于国家教育系统而言,有效的教师招聘策略的目标不仅是吸引更多的应聘者,而且还吸引那些非常适合教学并且很可能仍留在该行业的高素质应聘者。本文的目的是研究英格兰的教师招聘策略,并提出新的模型来理解和改进这些策略。我们首先回顾了人才招聘理论以及来自教育和相关领域的研究。接下来,我们分析了英国两个主要教育组织:教育部(DfE)和“教为先”的公开可用的教师招聘策略和信息。然后,我们将教师招聘策略与卫生专业制定的策略和模型进行了比较(由国家卫生服务局提出)。调查结果强调,DfE和Teach First的招聘策略文件强调行政/系统变更和个人实用信息,而面向公众的广告则侧重于个人实用,社会实用,在较小程度上,个人属性被认为对教学。最后,我们提出了如何在相关理论和经验工作中更牢固地扎根英格兰教师招聘策略的建议。