Recruitment vs Retention

by Rowena Minney

Retention. The Real Measure of a Recruiter’s Success?

This article has taken me a while to write, and I’m actually glad it has. Although not a complex topic, the many conversations I’ve had since with principals, HR professionals, and teachers have shaped what I’m about to share.

The idea first sparked at the inaugural LYIS conference in Foshan, China, earlier this year, during a conversation with Dr Jake Madden, Group Head of Schools, Aoba International Educational Systems, Japan. He asked whether schools truly understand what makes a “{school name} teacher.” He explained that his recruitment philosophy focuses not just on qualifications but on identifying those who can thrive within a school’s unique culture. That question stayed with me. Because when schools tell me they want “quality educators,” I now ask; What does quality mean to you? And if you already have quality within your school, are those teachers staying?

The Recruitment Reality

The current recruitment process is fairly standard. You define the vacancy, write the job description (hoping it will be read thoroughly), contact agencies, post the role on platforms like TES or Search Associates, and then you wait.

Applications either pour in or barely trickle through, and both extremes can be a challenge. Because at the end of the day, you’re trying to determine from a digital document who you’ll be working with for the next academic year.

You shortlist a handful, interview five to ten, and hope to find “The One.” Sometimes you do, which is fantastic. Other times, the digital and the real versions of the candidate don’t quite align. With AI now shaping application materials, that gap can be even wider. One principal in Saudi Arabia told me of an interview where a candidate was using an AI prompt live to answer her questions.

Still, let’s stay positive: you find your teacher, the contract’s signed, and you breathe a sigh of relief.

The Story Starts Before Arrival

Then reality sets in.

Your new teacher arrives, but they’re unprepared for the cultural shift. They’ve never taught multilingual learners, struggled to find housing near the school, and feel out of their depth with fee-paying parents.

This isn’t rare. More often than not, such mismatches stem from two issues:

· The teacher may not be the right fit for where the school is on its journey.

· Or they weren’t prepared and onboarded properly.

Too often, recruitment is seen as a transaction, simply, “please find us a teacher.” Once the hire is made, the baton passes to the school. Yet the way our industry is structured inadvertently rewards turnover. Every time a vacancy is filled, a recruiter gets paid.

Wouldn’t it make more sense, for everyone, especially the students, if success were measured not just by placements made, but by placements retained? Imagine a model where recruiters are rewarded for longevity and impact, not just speed and volume.

Retention Begins Before the Recruitment Ends

Retention doesn’t start on a teacher’s first day. It starts long before, when we first understand who that teacher really is.

We need to look beyond CVs and credentials. What are their teaching styles, aspirations, and motivators? How do they align with the school’s mission, values, and long-term goals? Equally, are schools providing the conditions for teachers to thrive, not just to perform, but to belong?

The right match is built on mutual understanding. Recruitment agencies and schools need to operate as partners, not separate entities. Recruiters who take time to understand both the school’s evolving context and the teacher’s personal journey can create relationships that last beyond a single contract cycle.

A Shared Responsibility

Do you know what your school truly needs, not just in skillset but in mindset? Do teachers feel supported enough to envision several years within your environment? Are recruiters truly empowered to prepare teachers for the realities of their move, both professionally and personally?

Teachers, too, must reflect: What environments do you thrive in? Which curriculum or age group inspires you most? When do you need a change to grow? These questions, though personal, influence the classroom and ultimately, the student experience. A happy teacher creates happy students; it’s that simple.

Looking Ahead

It’s time to redefine success in recruitment. Not as a one-time placement, but as a sustained partnership between schools, teachers, and recruiters. One that nurtures alignment, trust, and shared purpose.

At Totally Teach, this belief underpins everything we do. Our approach focuses on cultural readiness, long-term fit, and value alignment, ensuring both schools and teachers thrive well beyond the first contract. Retention isn’t an afterthought; it’s the real measure of recruitment success.

I look forward to continuing this conversation at the next LYIS Conference in Hanoi, 6–8 March 2026, where I’m certain I’ll learn even more from the leaders shaping our international education community.

Rowena Minney, Owner, Totally Teach
LYIS is proud to partner with WildChina Education