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Artificial Intelligence—The New Driver of Effective Recruitment in Education

Artificial Intelligence—The New Driver of Effective Recruitment in Education

Is there an immediate solution to the staffing crisis in British education? According to the House of Commons, the student-to-teacher ratio has increased from 17.1 to 18.0 over the past 10 years. Currently, the plan to recruit teachers is underperforming by 38%, leaving gaps in the personnel roster and putting the quality of education at risk of a significant decline. 

A long-term solution would be systemic reforms in education, but the effect would not be felt in full for several years or even decades. Meanwhile, schools have been struggling with immediate challenges, requiring faster solutions to the problem. One of them is AI-powered candidate engagement. Let’s learn more about how artificial intelligence can help your educational institution hire the best talent faster and cheaper!

1. Nano-targeting

A recruitment method used by British schools is contextual advertising. However, it is quite difficult to target the right audience. Events can collect many views from uninterested users, creating additional costs with already limited budgets.

But what if you showed the ads to only a few dozen people, resulting in a higher return on your investment? This is not science fiction— such campaigns are becoming a reality thanks to data-driven candidate matching. 

Artificial intelligence effortlessly fine-tunes targeting and considers factors like the teacher’s specialisation, location, age, interests, and even behavioural traits. It’s impressively efficient—you can find the ideal candidate with just a request, bypassing the lengthy and costly traditional search process!

soccialy offers expert AI-driven recruitment solutions tailored for schools. Collaborating with over 2,000 educational institutions across the UK, it streamlines their hiring, saving time and money. This acceleration in the recruitment process fills positions faster and elevates the standard of education nationwide.

Here's How Effective soccialy Is:

2. Generating Eye-Catching Ads

In the education sector, a key challenge is crafting adverts that truly engage the intended audience. Traditional methods often yield ads that are too generic, failing to spark interest among teaching candidates and potential students, which leads to underwhelming results and squandered resources.

But what if adverts could grab attention and resonate specifically with a targeted group, dramatically boosting engagement and responses? This is a practical outcome for transforming school hiring with AI.

Artificial intelligence is now skilfully tailoring advertising content, fine-tuning it to align with the interests, preferences, and online behaviours of potential candidates. This approach results in exceptionally relevant adverts that directly address the unique needs and aspirations of individuals. Such precision isn’t just efficient—it revolutionises a standard advert into a compelling, bespoke communication, greatly enhancing the effectiveness of the recruitment process in schools.

3. Automated Resume Screening

According to Forbes, most recruiters spend an average of six to nine seconds reviewing job applications and thousands of resumes. Only suitable job candidates for significant and responsible positions receive 60 seconds of attention—usually top managers, surgeons, aerospace engineers, and highly specialised programmers. The problem with this approach is the recruitment team simply doesn’t have time to get all the information. They usually rely on key points, such as total experience, position at the previous employer, or education.

If a person is unwilling or unable to pay enough attention to all the qualities of a candidate, AI-powered technology can do it. An automated teacher screening process is a comprehensive assessment that considers dozens of factors, from quantitative characteristics such as the frequency of job changes to spelling mistakes and contradictions in the text. It helps avoid superficial attitudes towards specialists, reduces response time, and gives a chance to the best-fit candidates rather than those who know the psychology of recruiters and prepare their CVs accordingly. 

4. Creating Equal Conditions

Despite globalisation and multiculturalism, discrimination remains a major problem, including in education. At the same time, traditional rules for unconscious bias mitigation in school hiring are not always effective. This prevents building a healthy, inclusive environment that could be a positive example for students.

The most effective approach to solving this problem is improving teacher diversity with AI. A program that uses a blind selection algorithm cannot be chauvinistic. It ignores gender, race, and appearance, focusing entirely on quality candidates’ professional characteristics. 

5. Chatbots to Communicate with Candidates

According to LeadFuze, the average recruiter receives up to 80 phone calls a day, spending up to three to five hours of work time. Of course, most of them are unproductive, which negatively affects all interested parties. Schools are forced to wait a long time to fill job postings, recruiters get tired quickly doing tedious tasks and cannot work effectively, and candidates complain about the lack of attention to their logical and reasonable requests.

That’s why AI-powered chatbots can facilitate how AI can help schools find the best teachers. These simple and popular applications can:

  • accept CVs and send them to the appropriate department;
  • answer inquiries about working hours and conditions, estimated salary, and job responsibilities;
  • book interview times based on the recruiter’s current availability;
  • provide detailed information about the educational institution. 

A chatbot can increase the efficiency of the entire hiring process, provide a positive candidate experience, and personalise the teacher’s experience. Imitating live communication with candidates is much better than a cold letter in response or neglect. With this simple solution, you can significantly increase the retention rate of qualified candidates and recruitment efficiency.

6. Assistance with Interviewing

Surveys show that 82% of employers prefer remote interviews in the form of video calls, and shortly, their share may increase to 86-93%. Some professionals complain that this method of human interaction prevents them from assessing the emotions and non-verbal cues of potential candidates. But, it is streamlining the interview process and can provide access to fundamentally new tools. 

AI-powered tools can conduct an in-depth analysis of a video conference and provide information in real time. They study facial expressions, tone of voice, gaze direction, body language, and other factors. This helps to determine when a candidate is nervous, speaks confidently, is in doubt, or doesn’t like the conditions offered. Moreover, it positively affects the retention rate and productivity of human recruiters. 

7. Improving the Onboarding Process

According to Jobvite statistics, approximately 30% of new employees in the US leave their positions within 90 days. Similar trends are observed in the UK. Unfortunately, because of difficulties in the first months, many educators decide to change their careers dramatically.

One way to solve this problem is AI-powered candidate engagement, which works effectively even at the later stages of the process—after a particular CV has been selected and approved. Predictive AI will become the best advisor to the HR director and hiring manager. It will suggest what exactly a new employee expects—a moderate workload or a higher income, a creative approach or quick integration into the daily routine. By reducing staff turnover, it helps with cost savings in school recruitment. 

8. Creating a Talent Pool

The above scenarios describe a reactive approach to the recruiting process—AI only helps to recruit suitable candidates as quickly as possible. However, you can be proactive by using predictive analytics for teacher quality assessment, which can be based on specialisation, location, experience, or other characteristics. This approach is considered the future of school recruitment—it allows you to have relevant candidates ready for most positions. 

An intelligent system of talent acquisition in education looks like this:

  • AI selects teachers on social media or other online job market platforms.
  • The software evaluates their abilities based on dozens of parameters, including the style of written posts, data in their CVs, feedback from students and parents, and quantitative factors such as the frequency of job changes.
  • When a new job is opened, AI automatically launches a nano-targeting campaign, showing adverts with development opportunities to top candidates.
  • The system takes over the first contacts through chatbots and redirects interested teachers to recruiters.
  • The app also provides recommendations for school administrators on the needs, preferences, and expectations of new employees, which increases the efficiency of the onboarding process.

Conclusion

An AI-powered school recruitment system can improve the educational system during an acute staffing crisis. It produces positive results now without waiting for the effect of systemic reforms. Its implementation reduces the time it takes to fill a job opening, reduces the burden on the administration of educational institutions, and optimises budgets. The latter point plays a crucial role, as a positive ROI of AI in education recruiting will mean the release of additional funds that can be spent on raising salaries and improving the educational process.

It may sound unusual, but AI-powered candidate engagement can make the recruitment process more humane and comfortable. Automated resume sorting relieves specialists of their workload, giving them enough valuable time to communicate with candidates and launch creative advertising campaigns. And chatbot communication is more engaging and informative than cold, formulaic emails. Therefore, using AI in education recruitment is a positive trend that benefits all participants.