Recruitment & HR

Undoubtedly, diversity results in stronger more successful environments, the conclusive data of which is being collated across many institutions. Examples here and here.
The specific advantages of a diverse teaching pool are many, including:
1. Future student attraction
2. Curriculum diversity
3. Cultural diversity
4. Pastoral diversity
5. Diversity of thought
6. A teaching body reflective of society
However, most schools continue to communicate difficulty in their ability to attract and retain Black members of teaching staff.

The problem

Despite the many strengths, the barriers to diversity present in many areas.
Commonly, there are assumptions made about the ‘fit’ of Black teachers in these environments, made by both the teachers themselves and those being tasked with recruitment. This is also a factor some schools have begun to question as part of their student admissions interview process.


Whilst these issues are prohibitive, they are by no means irresolvable and to help address some of these issues ACEN can offer assistance in the following areas:


Consultation services

1. Process analysis
2. Procedure review
3. Audit of areas prohibitive to/or adversely affecting Black and minority ethnic candidates
4. Strategy for retention of Black and minority ethnic teachers
5. The linking of Black teachers with senior leaders within education for mentoring
6. Review of interview techniques


Recruitment & HR services

Via our specialist diversity recruitment and HR specialists, ACEN can offer:
1. Feedback on interview processes including factors such as selection criteria, questions asked, interview style, body language, engagement with the candidate, interview flow, analysis of interview notes taken, and the decision taken to move a candidate forward to the next stage or reject.
2. Shortlisting candidate criteria review.
3. A review of the interview process across all stages with particular attention to the interviewer(s) styles/ strengths/weaknesses and insight into consistency, interview training requirements/shortfalls, candidate experience, and more.
4. Interviewing alongside the panel to pick up on areas that interviewers have missed, or that could be probed deeper. Paying particular attention to what is “said” and either not said or said via body language.
5. Providing feedback: taking feedback from candidates of their experience of the process and/or to candidates if the school didn’t feel able to do so.
6. Helping to design a favourable candidate recruitment experience.
7. Advertising roles across the ACEN network.
8. Advertise for, source, and screen candidates.
9. Consultancy and attendance during the interview process.
10. Obtaining candidate feedback regarding the process and experience.
11. Providing feedback to candidates.
12. Access to the growing ACEN database of active and passive job seekers.


For personalised requests and further information please contact