You’ve posted the job. You’ve waited. And waited. And waited.
Then? Crickets. Or worse—the few candidates who do apply either ghost you, accept another offer before you can even schedule an interview, or simply aren’t the right fit. Meanwhile, your existing staff is stretched too thin, burnout is rising, and student needs keep piling up.
No Time to Read? Take These Takeaways With You
- Broaden Your Hiring Reach – Relying on job boards isn’t enough. Tap into specialized networks.
- Prioritize Retention from Day One – Burnout leads to turnover. Support your staff from the start.
- Make Hiring a Year-Round Effort – Don’t wait until a position is empty to start looking.
- Think ROI, Not Just Cost – Investing in the right hires now saves you from costly turnover later.
- Partner with Experts – A recruitment partner can save time, stress, and hiring gaps.
What’s going wrong? And more importantly—what can you do about it?
Here’s a breakdown of the four biggest reasons schools struggle to hire specialized educators and the real, practical solutions that will get you in front of the right candidates faster.
1. The Right Candidates Aren’t Applying (Because You’re Not Reaching Them)
If you’re relying on the same old job boards, your postings are likely drowning in a sea of similar listings—or worse, not even reaching the right people. Speech pathologists, school counselors, and psychologists are in high demand, and the best candidates have options. If they don’t see your school as a stand-out opportunity, they’ll move on.
How to Fix It:
- Expand Your Reach – Specialized educators often find jobs through industry-specific networks, university programs, and word-of-mouth. Are you tapping into those? If not, you’re missing prime candidates.
- Upgrade Your Job Descriptions – Are you just listing requirements and responsibilities? That’s not enough. Highlight why your school is a great place to work—your mission, culture, support systems, and benefits. Show them why they should want you just as much as you want them.
- Leverage a Recruitment Partner – Specialized hiring requires a specialized approach. Working with a recruiter who knows the education sector means access to a pre-vetted talent pool instead of waiting and hoping for the right person to apply.
2. You Hire… But You Can’t Keep Them
Even if you manage to find great candidates, keeping them is another battle. Post-COVID, burnout is at an all-time high. Educators face heavier workloads, behavioral challenges in students, and a constant cycle of staff shortages. If your new hires don’t feel supported, they won’t stick around.
How to Fix It:
- Make Retention a Priority from Day One – Hiring isn’t just about filling a position; it’s about making the right match. A great recruitment partner will help assess not just skill fit, but cultural fit—so your new hire actually wants to stay.
- Invest in Support Systems – Teachers and counselors don’t leave just because of salary. They leave because they don’t have the resources, professional development, or administrative support they need. Take an honest look at what’s leading to burnout and fix it.
- Build a Pipeline, Not a Crisis Response – Constantly scrambling to fill vacancies is exhausting and costly. Instead of hiring reactively, build a steady pipeline of talent so you’re never left scrambling.
Need help finding and keeping top talent? Let’s talk. Our recruitment solutions are flexible—even free or sliding scale.
3. Administrators Are Overloaded—And Hiring Isn’t Their Only Job
School administrators and HR professionals are already juggling a hundred things. Recruiting specialized educators takes time, strategy, and outreach—time most school leaders simply don’t have. The result? Jobs stay unfilled for months, and by the time HR steps in, it’s already a crisis.
How to Fix It:
- Stop Doing It Alone – Partnering with a recruitment firm means your job postings, candidate sourcing, and screening are handled for you. No more last-minute scrambling.
- Get Ahead of Hiring Needs – Instead of waiting until a position is open, plan ahead. Keep an ongoing list of potential candidates, so you’re not starting from scratch every time.
- Make Hiring a Strategic Priority – The longer a role stays unfilled, the more it impacts student outcomes. Treat recruitment like an ongoing process, not an emergency fix.
4. Budget Constraints Are Holding You Back
Schools have tight budgets, and hiring top talent isn’t cheap. But trying to cut costs in the short term—by relying on outdated hiring methods or offering below-market salaries—often leads to higher turnover, longer vacancies, and more strain on existing staff.
How to Fix It:
- Think ROI, Not Just Cost – A great hire stays for years. A bad hire—or a long hiring gap—costs you more in the long run. Focus on quality, not just price.
- Explore Flexible Staffing Solutions – Not every position needs a full-time hire. Sometimes, contract or temporary specialists can fill gaps without breaking the budget.
- Work with a Cost-Efficient Staffing Partner – The right recruitment firm doesn’t just find candidates—they help you hire smarter, minimizing turnover and ensuring you get the best return on your hiring investment.
We help schools hire smarter, faster, and more cost-effectively. Let’s find the right educators for your students today.
About Phaxis Education Services
Phaxis Education Services is set to revolutionize the way academic schools and institutions connect with exceptional talent. Officially launched in May 2024, this division is dedicated to supporting the education sector by bridging the gap between special education services and top-tier professionals. We aim to make a significant impact by filling critical roles within school systems and institutions, ensuring that each placement contributes positively to the educational environment and, ultimately, the lives of the children served. See new open positions in education on our Careers page and let us help you find the right role for you.
