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January - March 2016

We will see some last minute recruiting at the start of this quarter before the new school year gets underway with most appointments being on a contract or temporary basis. Recruitment will then slow until an expected second burst of activity for permanent and temporary contracts ahead of the next term.

This quarter we also expect to see the commencement of recruitment activity requiring long lead times. This involves leadership roles in schools expecting senior leadership change in the next year or so, particularly Principal and Deputy Principal roles to commence in 2017.

Within the Vocational Education and Training sector we expect an increase in recruitment activity driven by two factors – a pick up in enrolments as the year gets underway plus growing compliance requirements related to the online VET FEE HELP system.

We also expect an increase in contract and permanent Trainer and Assessor roles, particularly for online and blended learning courses.

Senior roles are on the rise too particularly those focused on student engagement and course completion of online and blended course programs. These candidates will remain in high demand over the quarter.

Skills in demand

In terms of the skills in demand over the January to March quarter, Trainers and Assessors in the vocational space are needed, particularly those with experience with blended and online learning programs.

Educational Leadership professionals are in high demand across all educational sectors.

Student Engagement Managers are also in solid demand as competition amongst providers intensifies.

Secondary Schools have need of Teachers on a temporary/contract basis.

Candidate trends

Given the competitive market, candidates are turning to agencies for information about a potential employer to give them confidence that their next career move is a safe one.

This is particularly evident in the vocational sector where there has been quite a bit of volatility in the market. Within the schools sector, some teachers now also prefer to use an agency in order to ensure they're not missing out on opportunities. Candidates also welcome the fact the agency approach provides more feedback about their applications - a common complaint about direct applications is the lack of constructive feedback.

Schools are moving more of their recruitment process online, including their talent sourcing strategies and applicant tracking systems.

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