Summer is often seen as a time to slow down in education. But behind the scenes, leadership teams are planning, recruiting, and preparing for the new academic year. Two of the biggest challenges they’re tackling? Retention and recruitment.
We often talk about teacher recruitment peaks in September and January, but the truth is, many staff start considering a move during the summer. The quieter months give space for reflection—about their workload, well-being, or whether they still feel supported and fulfilled in their role. At the same time, school and college leaders are thinking about gaps, last-minute resignations, and how to attract the best talent.
The problems we’re not always talking about
- Burnout is real—and it doesn’t clock off in July.
Teachers often carry the weight of long terms, stretched resources, and relentless pressure into the summer. If schools don’t actively encourage real rest and recovery, many staff return in September already halfway to burnout. According to a 2023 study, 45% of teachers reported feeling burned out at the end of the school year, and nearly 1 in 4 teachers say they leave the profession due to burnout. - Exit decisions are made silently.
Lots of teachers won’t say they’re considering a move until it’s too late. If you’re not checking in with staff during the quieter months, you risk being blindsided by September resignations. A recent survey found that 61% of teachers are actively considering leaving the profession early, with 25% of those teachers intending to do so within the next two years. - Recruitment feels like a scramble.
Leaving hiring until the autumn puts you behind the curve. Candidates have more choice than ever—and the best ones are snapped up fast. Last-minute hiring often leads to short-term fixes, not long-term solutions. A 2023 report highlighted that 80% of education institutions said they struggled to find quality candidates during the September hiring rush.
So, how can schools and colleges use the summer strategically?
- Use the time to listen
Set up informal 1:1s or anonymous staff surveys to find out how your team really feels. Creating space for honest feedback can highlight issues before they become resignations.
Example: Implement a simple online feedback form or host informal group discussions during staff meetings to gather insights. - Invest in professional development
CPD doesn’t have to stop in July. Whether it’s short online courses, leadership coaching, or planning for INSET days—showing your team that you’re investing in their growth can go a long way.
Example: Organise virtual CPD webinars or offer teachers access to free online courses they can complete over the summer. - Be open to flexibility
We know not every school can offer hybrid working, but flexibility comes in many forms: job shares, adapted timetables, phased returns. Even small changes can have a big impact on morale.
Example: Offer part-time hours for staff who need them, or implement flexible working hours where teachers can choose their work hours during the summer months. - Check in with your early career teachers
The first few years can make or break a teaching career. A well-timed check-in during the summer can help them feel seen, supported, and more likely to stick around.
Example: Send an email or invite your early career teachers to a casual meeting to discuss their progress and offer support. - Tackle recruitment early
Waiting until September to sort staffing gaps puts you on the back foot. Use the summer to work with your recruitment partner, fine-tune job descriptions, and plan your outreach. Early action gives you access to a wider pool of quality candidates—and a smoother September.
Example: Partner with your recruitment team in June to finalise job descriptions, then use July to start recruiting so that you’re not rushed in the final weeks before school starts. - Highlight your culture
When advertising roles, don’t just list the essentials. Talk about your team’s ethos, values, and how you support staff well-being. Candidates are looking for more than just a job—they want to feel part of something meaningful.
Example: Share employee testimonials, photos, and videos on your website or job ads that showcase your school's supportive culture and work environment. - Think about well-being beyond the classroom
Offer optional well-being sessions during the summer—like mindfulness workshops, yoga classes, or staff get-togethers. It’s a chance to show staff they’re more than a resource—they’re people you value.
Example: Invite staff to an informal summer social, or offer online well-being workshops that focus on stress relief and self-care techniques. - Review your onboarding process
Summer is a great time to revisit how you welcome new staff. A thoughtful onboarding experience can make a huge difference in whether someone feels like they belong—or starts thinking about leaving.
Example: Create an engaging virtual onboarding programme for new hires, allowing them to learn about the school’s culture, meet colleagues, and understand expectations before they step into the classroom in September.
Need help with retention and recruitment?
Morgan Hunt can support you with all of the above—from workforce planning and well-being strategies to targeted summer recruitment campaigns. Let’s help you build a team that feels motivated, valued, and ready for the year ahead.
With over 15 years' experience in education recruitment and partnerships with 80% of college PSLs across the UK, Morgan Hunt can help you take action now to attract and retain the best talent. Get in touch with us at education@morganhunt.com or find out more about our services here: www.morganhunt.com/sector/education