From recruitment to retention: How to set new teachers up for success

Attracting top educators is only part of the equation – ensuring they stay, thrive, and grow within your school community is where the real impact lies. For international schools, the transition from recruitment to long-term retention starts with setting teachers up for success from day one. A thoughtful, well-structured onboarding and support strategy can make all the difference.

Here’s how schools can move from simply hiring great teachers to keeping them engaged, motivated, and committed.

Start strong with a meaningful onboarding experience

First impressions matter. An effective onboarding programme helps new teachers feel welcomed, prepared, and confident in their new roles. It should go beyond administrative checklists and focus on integration, orientation, and community-building.

Key elements include:

• A warm welcome and introduction to the school’s culture, values, and vision
• Clear expectations around teaching standards, curriculum, and classroom management
• Opportunities to meet and connect with colleagues, mentors, and leadership
• Access to essential resources and information from day one

Onboarding is your chance to show new hires that they’re not just joining a school—they’re becoming part of a supportive, forward-thinking educational community.

Provide mentorship and ongoing support

Early-career support is critical to teacher retention. Pairing new teachers with experienced mentors helps them navigate challenges, build confidence, and feel supported.

Effective mentorship includes:

• Regular check-ins and informal catch-ups
• Opportunities for feedback and reflection
• Classroom observations and coaching
• A safe space to ask questions, share concerns, and celebrate wins

This personalised support shows teachers that the school is invested in their success and development.

Encourage professional development from the outset

Career growth is a key driver of teacher satisfaction. Schools that prioritise learning and development from the start are more likely to retain high-quality educators.

Provide access to:

• Internal and external workshops or training sessions
• Leadership and curriculum development pathways
• Support for further study or professional qualifications

When teachers see clear opportunities to grow, they’re more likely to commit long-term.

Build a culture of collaboration and belonging

A strong sense of belonging keeps teachers engaged and motivated. Schools should cultivate a collaborative, inclusive environment where staff feel valued and connected.

This might include:

• Team-building activities and social events
• Regular staff forums and shared planning sessions
• Recognition programmes that celebrate contributions and milestones

A positive workplace culture not only improves retention—it boosts morale and overall school performance.

Use technology to streamline the experience

Recruitment and onboarding can be overwhelming without the right systems in place. Tes Staff Management (previously known as Schrole Connect) helps schools manage the full teacher lifecycle efficiently – from application through to induction and beyond.

Schools can:

• Track candidate progress and documentation
• Send digital contracts and onboarding materials
• Maintain a record of professional development and appraisals

This centralised approach ensures nothing falls through the cracks, and teachers have a smoother, more organised start.

Investing in long-term success

Retention begins with recruitment, but it’s the follow-through that matters most. By creating a supportive environment, offering meaningful professional growth, and using technology to enhance the process, schools can empower their teachers to succeed—and stay.

Want to strengthen your recruitment-to-retention strategy? Contact us to learn how Tes Staff Management can support your school in building a committed and thriving teaching team.