By James Sanders
Hiring Teachers Post-COVID: Practical Strategies for Success
Hiring teachers in the wake of COVID-19 presents familiar processes but in a fundamentally changed environment. While the core goal remains the same—finding qualified, committed educators—the methods and marketplace have shifted dramatically. Teacher pools are smaller and more selective, making recruitment a seller’s market. School districts and independent schools must adapt their approach to stand out and secure the best candidates.
It’s a Digital World Now
Recruitment has moved online. From job postings to interviews and onboarding, most interactions now happen virtually. Schools should treat their digital presence like a recruitment channel: use social media, professional networks, and targeted digital content to promote openings and the strengths of your district. Think beyond traditional job boards—share videos that showcase school culture, professional development opportunities, and the community surrounding your school. Coordinate HR and marketing so every job opening is presented as a polished, engaging opportunity.
Candidates may come from anywhere, so emphasize location benefits, unique programs, salary and benefits, and career growth in your digital materials. Short recruitment videos, testimonials from current teachers, and regular posts about school life help build a talent pipeline even when explicit vacancies are not open.
Start with a Strong Job Ad
Your job advertisement is often the first impression a candidate will have of your school. Well-crafted copy that is clear, inviting, and informative will attract better applicants. Avoid bland, generic listings—use a warm, professional tone that highlights mission, culture, compensation, and professional development. Make responsibilities and expectations clear, and include the application process and timeline so candidates know what to expect.
Where you place the ad matters. Combine traditional education job boards with LinkedIn, Facebook, and community channels. Integrate your ad into blog posts or newsletter content and use social media to amplify it. Experts recommend allocating roughly half of your recruitment outreach to general brand-building content—promoting your school or district as an employer of choice—so you’re already visible when specific roles open.
Create a Solid Virtual Interview Process
A virtual interview should be designed specifically for the online format, not simply copied from an in-person workflow. Practice and standardize the experience—run mock interviews with staff to smooth transitions, test technology, and refine timing. Overpractice until the virtual process feels professional and welcoming.
Make candidates comfortable in the first interview by keeping it one-on-one and lasting around 45 minutes. Over-communicate cues that would normally be nonverbal: explain the interview structure up front, say when you are looking at the resume or notes, and clearly signal when the interview is concluding. For example, tell candidates the next steps and propose a specific time for a follow-up interview while you are still connected.
Schedule a second interview within a week when possible. The second meeting can include multiple stakeholders—administrators, department leads, or mentor teachers—to assess fit with pedagogy and culture. Ensure your technology and documentation processes are seamless: use e-signature platforms for offer letters and have background check and reference forms ready to speed hiring decisions.
Virtual Interview Tips
- Over-narrate to replace nonverbal cues: explain what you’re doing or looking at during the interview.
- Keep the first interview candidate-centered and relaxed to help them perform at their best.
- Confirm next steps and schedule follow-ups before ending the session.
- Use consistent scoring rubrics so decisions are fair and based on clear criteria.
Try Before You Buy
Reduce hiring risk by offering a trial period where possible. Hiring a promising candidate initially as a substitute or on a short-term contract allows both parties to assess fit. The school can observe classroom management, instructional style, and collaboration with colleagues, while the candidate experiences the school’s environment and expectations. Trial arrangements benefit retention by aligning expectations before a full-time offer is made.
Many organizations and platforms support short-term placements that let districts evaluate candidates with limited commitment. If a trial goes well, transition smoothly to a permanent offer with clear timelines and onboarding steps.
Conclusion
Post-COVID teacher recruitment demands an intentional, digital-first strategy. Schools that invest in polished job ads, brand-building outreach, practiced virtual interviews, and trial hiring approaches will attract stronger candidates and reduce turnover risk. Use the tools and lessons learned over the past years to create an efficient, humane process that highlights your school’s strengths and supports new hires from first contact through onboarding.
For more information, you can contact James Sanders personally: [email protected].
About the author
James Sanders is CEO of Scoot Education. He previously founded Australia’s largest not-for-profit network for entrepreneurs and spent nine years at Deloitte supporting educational startups in scaling their businesses. Today, James focuses on helping U.S. schools recruit excellent teachers and improve learning outcomes. Outside work he enjoys soccer, walking his dog Jedi, and supporting his AFL team, the Geelong Cats.
This article was originally published by The Learning Counsel, a research institute and news media hub focused on the shift to digital curriculum in education.