Education has long been perceived as a rewarding career with immense potential for bringing far-reaching changes in society. Whether you are trained as a teacher or have an inclination toward leadership roles, you can find many lucrative growth opportunities in this field. Or this was the case at a time, at least.
Lately, recruiting for roles in this sector has become daunting. The US Department of Education reports that almost 75 percent of public schools encountered roadblocks in filling vacant teaching positions in 2024 and 2025. Recent cuts to the department could worsen the situation, especially for smaller organizations.
The situation is hardly specific to a country. The UK Parliament notes that the Department for Education has missed several recruitment targets in recent years. Millions of teaching positions remain unfilled in rural and partly-urban schools in India.Â
So, where do the obstacles lie? How can recruiters address them?
1. Disillusionment About Education Careers
The upsetting truth is that careers in education seem to have lost some of their former charm.
Not too long ago, many associated this field with fulfillment, passion, and flexibility. Now, several surveys indicate systemic issues such as political battles related to curriculum and book selections. Administrative challenges and a lack of growth opportunities dissuade many candidates from applying.
An even more distressing issue is the lack of distrust in the capability of education.Â
According to Common Sense Media’s 2024 report, only 8% of respondents give excellent ratings to public education. Many are concerned about teacher shortages and bullying. The declining state of mental health among students also troubles many parents. Fewer people now believe that education in its current state is making a difference to life outcomes.
2. Separating Love for Education and LeadershipÂ
As recruiters, you understand the requirements of an education leader’s role. It demands specialized skills, from strategic thinking to critical problem-solving. It also mandates soft skills, such as communication and the power to motivate a team.
As recruiters, we also understand that these skills can be different from a love for education and educating others. It is a fantastic event when the two coexist in a candidate, but they often don’t.
The problem is that many interested applicants also lack clarity on these differences. They struggle to view K-12 leadership competencies as separate from other roles in education. It leads to many unsuitable applications and wasted time on everyone’s end.
Rockhurst University notes that students interested in this field can benefit from learning about inclusive policies and creating an engaging learning environment at the primary and secondary school levels. It is sensible to highlight these requirements clearly in job postings to avoid ambiguities.
3. The Need to Prove a Technological Edge
In these AI-driven times, education is hardly insulated from digital inundation. From remote classes, which first became prevalent during the COVID-19 pandemic, to robotic tutors, technology in education is multifaceted and powerful.Â
In a frenzy to prove competence in technical matters, some candidates may dilute focus on other strengths that give them an edge. A desire to work hands-on with children of all age groups. Interpersonal skills that help them work harmoniously with the staff. So much can get hidden in the glitzy technological showcase that many candidates now feel obliged to display.
In any case, an overdependence on technology does no favors to either educators or students. Pew Research Center finds that 25 percent of American teenagers use ChatGPT to complete schoolwork. Arguably, this may not be a problem in itself, but it becomes one when tools start replacing original thought and effort.
Recruiters must clarify if technical skills are important for the role. They should also reiterate that these skills will not be substitutes for other, unique strengths a candidate may bring to the position. For leadership vacancies, these can be networking, collaboration, or conflict management.
4. Limited Budget, Limited Pool
Yet another substantial challenge is the lack of adequate funds available to many educational institutions. They fail to offer an attractive compensation package, alienating many excellent candidates who could have made good leaders and fuelled growth.
The National Education Association in America reports that the pay package for educators has decreased in the last 10 years. The average teacher’s pay has not kept up with inflation, resulting in teachers earning 5 percent less than their earnings a decade ago.
Managing this challenge is of vital importance in these times of stressful schedules, hybrid work arrangements, and emerging challenges aggravated by social media usage. Education leaders must be innovators in the truest sense, and it’s only fair that they are paid commensurately.
In light of these challenges, educational institutions and allied organizations can benefit from expert recruitment guidance.Â
Professionals can develop a plan to enhance job listings to invite a wider applicant pool. This may require you to work on your job page SEO and finetune the descriptions to clarify exactly what you seek.
You can also identify avenues to make the position more appealing through non-monetary perks. These could include flexible work schedules and more opportunities for further career growth.
Education can hold the world together in these divisive, unnerving times. We need leaders who can steer these efforts, and employers must do their part to make sure it happens.
Author Bio: Deboshree Bhattacharjee likes to tell stories that delight and engage. Her realms include lifestyle, parenting, health & wellness, and technology. Besides writing, she also edits and strategises content. Every morning, she wakes up with the northern lights in her eyes and chalks out travel plans.
