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Suite 305 - Queens Dock Business Centre

67-83 Norfolk St


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The recruitment of new hires for further education is an essential part of the AEB (Adult Education Budget) process, but it can be challenging to mobilise contracts with little turn around. With the lack of talent on the available market and delays in funding, it can be difficult to secure quality staff for further education institutions. In this blog post, we will discuss how to navigate contract mobilisation and delays in further education recruitment.

Understanding the challenges in recruiting new hires for further education

The lack of active talent searching for a role is a major issue in further education recruitment. This means that colleges and other educational institutions often struggle to find suitable candidates for open positions. Additionally, the adult education budget can also pose challenges as it is non-devolved, meaning that each nation within the UK has different budget constraints. As a result, it can be difficult to plan for recruitment and ensure that there is enough funding available to support new hires. Despite these challenges, it’s important to remember that the education sector plays a crucial role in shaping the future of our workforce. As such, finding ways to navigate these obstacles is essential to ensure that the right talent is brought on board to drive further education forward.

Additionally, the non-devolved nature of further education means that recruiting for specialised roles can be challenging. Furthermore, there is an ongoing issue with the lack of diversity in the talent pool, which needs to be addressed by further education providers. As a result, recruitment teams need to think creatively and be proactive in attracting and retaining talent, using innovative approaches such as flexible working arrangements, training and development opportunities, and competitive salary packages. It is important to prioritise the recruitment process to ensure that all key positions are filled within the required timeframe. Moreover, the non-devolved nature of further education can pose an additional challenge for recruiters.

Mobilising contracts in a limited time frame

Mobilising contracts in a limited time frame is often a challenge for educational institutions, especially when there are delays in funding announcements. These delays can have a significant impact on hiring plans, causing a ripple effect that affects all aspects of recruitment. For instance, if there is a delay in funding announcements, the educational institution may not be able to confirm new hires until they have secured funding. This delay can also mean that contracts have to be mobilised within a shorter time frame, which can be a daunting task.

The delay in funding announcements is troubling because it affects the institution’s ability to plan ahead. It can also cause unnecessary stress for the recruitment team, who are often left in the dark about the institution’s financial situation. This can be particularly frustrating when there are new hires waiting in the wings, who may be discouraged or forced to look elsewhere if funding delays continue.

In order to manage the challenge of mobilising contracts within a limited time frame, educational institutions must be proactive in their planning. This means keeping a close eye on funding announcements and planning ahead for any delays. It also means having a flexible recruitment strategy in place, which can adapt to changing circumstances and allow for quick mobilisation of contracts when necessary. By doing so, educational institutions can minimize the impact of funding delays and ensure that their recruitment plans stay on track.

The talent shortage in the available market…

Using a trusted partner recruiter allows you to access talent  that may not be visible on job boards or traditional recruitment channels. Additionally, they can assist in building relationships with potential candidates, which can lead to a better match for your organisation. It’s important to remember that the competition for talent is fierce, especially in niche industries like further education. By working with a recruiter, you can improve your chances of finding the right fit for your team.

However, it’s important to carefully evaluate any recruiting partner you choose. Look for a company with experience in your industry and a proven track record of success. Make sure they have a deep understanding of your organisation’s needs and culture. Communication is also key – be sure to set clear expectations and timelines to ensure a smooth recruitment process.

In summary, the talent shortage in the available market is a significant challenge for further education recruiters. By working with a trusted partner recruiter, you can increase your chances of finding the right talent for your organisation. Just be sure to choose your recruiting partner carefully and maintain open communication throughout the process.

Managing delays in funding and its effect on hiring plans

Having a plan A, a plan B and a plan C is essential when it comes to managing delays in funding and its effect on hiring plans. It’s important to consider various scenarios and be prepared to adapt as needed. This may mean looking for alternative funding sources, prioritising critical positions, or exploring creative solutions such as temporary or part-time hires. Communication with stakeholders, including potential hires, is also crucial during times of uncertainty and delays. Maintaining communication and keeping everyone informed and involved, it can help to alleviate some of the frustration and anxiety that can come with recruitment challenges. Ultimately, it’s important to remain flexible and resilient in the face of obstacles, as navigating the recruitment process in further education requires a willingness to adapt and innovate to find the right talent to support student success.

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