7 recruitment metrics schools should know

The National Foundation for Educational Research says “significant” teacher supply challenges are “re-emerging” after two years of a Covid-related boom in applications. The Teacher Labour Market in England annual report also reveals the number of teachers leaving the profession is also rising back to pre-pandemic rates.

Schools are powerless to impact any impending recruitment crisis – all you can do is ensure that your recruitment is up to scratch and do everything you can to hold onto your best staff.

So, ahead of a potential recruitment crunch point, here are the key metrics you need to assess what is working for you and what needs to be tweaked.

1. Time to hire

How long does it take to fill an open position? It is every recruiter’s goal to reduce the time to fill by as much as possible – but at the same time, giving enough time for quality candidates to apply. With customisable job templates and online application forms, you can streamline your administration processes and get in front of candidates quicker than other schools.

2. Quality of hire

Did the candidate prove to be a good or bad hire? This is subjective and you can’t easily put a number on it. To improve the quality of hire, recruit proactively; identify and communicate to the best talent before your competition.

3. Cost per hire

How much are you spending for each hire? Tracking this metric will help you analyse which part(s) of the recruitment process are costing you more than they should, how to reduce it, and where the money could be better spent.

4. Candidate experience

How do candidates perceive and interact with your hiring process? Make the hiring process as streamlined as possible for candidates. With the right software, you can seamlessly communicate between hiring personnel across your school, group, or MAT. A joined-up approach ensures candidates get the best possible experience.

5. First-year attrition

How many hires don’t see out the year with you? Statistically, almost one in six teachers in England quit after just a year. It’s important to get to the bottom of why some candidates fail to make it 12 months. Ensure your employer brand tallies with reality – so you’re not selling candidates an image that doesn’t exist.

6. Offer acceptance rate

What percentage of candidates accept a formal job offer? It’s important to listen to any reasons that a candidate gives to why they’ve rejected an offer – then make improvements to the hiring process to reduce the chance of it happening again.

7. Application completion rate

How many candidates finish your application form? The biggest reason for application attrition is that the process is simply too long (the average school application process takes over two hours). Make it easy for them by giving them the option to complete a job application on the move on their smartphones.


Whether it’s faster time to hire, a boost in applications or a reduction in administration time, NAHT Recruiter can transform the way you attract, recruit and onboard talent. Get in touch to hear about our education-specific recruitment software.


Written by: Eteach
Published on: 6 June 2022