Ah, the weather, the most British of British things! And at the moment, the weather is hot hot hot!! Never one to miss a vital trend, here at Dovetail & Slate, we thought now is the time to show how HR departments can take vital lessons from the summer (bear with us!)
If there's one thing the UK is consistently inconsistent about, it's the weather. Glorious sunshine one minute, torrential rain the next. You leave the house in a jumper and regret it by lunchtime. And no matter the forecast, you pack an umbrella just in case.
It's unpredictable and occasionally frustrating, but somehow, we've all learned to work with it.
Education recruitment isn't all that different. From sudden resignations to last-minute hiring freezes, working in recruitment means navigating ever-changing conditions. Just like the weather, you can't always control what's coming … but you can be prepared, adaptable, and ready to respond when things shift.
So what can British weather teach us about surviving and thriving in the world of education hiring? Quite a lot, as it turns out.
1. Be Ready for Anything
Much like planning a barbecue in the UK, hiring in education requires flexibility. A strong candidate pipeline can suddenly dry up, or your perfect new class teacher might decide to go travelling after all. We get it. Bali is tempting.
That's why it pays to be proactive rather than reactive. Agencies like Dovetail & Slate help you forecast hiring needs, build talent pools, and keep things moving even when the skies are unpredictable.
2. Always Carry a Brolly
You might wake up to blue skies, but by midday, you're sheltering under a tree, wondering why you didn't bring a coat. Recruitment is the same. That perfect candidate might accept another offer, a last-minute resignation might land on your desk, or the budget might shift mid-process.
Have contingency plans. Keep a warm talent pool on hand. Use your tech to track passive candidates. It's far easier to pop open an umbrella than to run for cover with no plan at all.
3. Don't Trust the Forecast
Even the best weather apps can get it wrong. The same goes for relying solely on predicted hiring trends or historical data. While they're useful, they don't account for sudden shifts … like policy changes, Ofsted reports, or a surprise retirement announcement from a long-serving member of staff.
Stay agile. Monitor the conditions on the ground. And check in regularly with your senior leadership teams, so you're not caught off guard.
4. When the Sun Shines, Make the Most of It
Recruitment often has windows of opportunity, like the end of term, when candidates are more open to change, or the early spring rush when teachers start looking ahead. Make hay while the sun shines.
Get your adverts out early. Launch proactive campaigns. Reach out to candidates before they're even actively looking. It's easier to build relationships when the weather is calm than to start scrambling in a storm.
5. Expect a Cold Snap
Sometimes, things just slow down. Fewer applicants, fewer replies, and a noticeable chill in the air. That doesn't mean there's no hope - just that you need to adapt.
Revisit your job descriptions. Review your salary benchmarking. Engage your pipeline even if you're not hiring right now. A cold snap is the perfect time to nurture relationships before they warm up again.
6. Four Seasons in One Day
In recruitment, you might start the day feeling on top of the world and end it by troubleshooting a failed DBS check or a candidate pulling out at the last minute. The trick is not to take any of it too personally.
Build in flexibility. Use tools that automate where they can, so you have the headspace to deal with the surprises. And remember, tomorrow's forecast might look completely different.
7. Even the Drizzle Matters
Some days aren't dramatic. They're just… grey. You're not flooded with applications, but you're not panicking either. These are the days when the slow, consistent work happens - updating records, sending check-in emails, posting that job ad with a bit more care.
It's not glamorous, but it's what keeps the engine running. A well-maintained system beats a last-minute scramble every time.
8. Lighten the Load
No one wants to start their summer with a twelve-step application form that feels like sitting an A-level in admin.
Candidates, especially those already working in education, appreciate simplicity. Be clear about what you're looking for. Make it easy to apply, ideally on mobile, and respond quickly. The best teachers are often snapped up faster than a deck chair in Brighton.
9. Make It Personal
Summer in the UK is full of little joys: Strawberries and cream, the scent of freshly cut grass, and a cold drink in the pub garden. Your candidate experience should feel just as considered.
Swap generic templates for warm, human communication. Show off your school's or college's personality, whether it's your legendary end-of-term quiz, your unbeatable SEN support team, or the fact that your headteacher does a surprisingly good impression of David Attenborough during assemblies.
Recruitment is all about connection. People join people and culture, not just job specs.
10. Don't Miss the Coach
September always feels miles away, until it isn't. Suddenly, it's GCSE results day, the laminator is working overtime, and your Year 3 class still doesn't have a teacher.
Start early. Engage talent before the term ends. Schedule interviews before everyone disappears to Cornwall or the Costa del Sol. And if you're really on it, build a year-round recruitment strategy that doesn't rely on last-minute panic hiring over a soggy tuna sandwich.
11. Enjoy the Break
It's easy to let the pressure of hiring turn into a never-ending to-do list. But summer is also a chance to reflect. Celebrate the wins. Review what's working and what's not. Maybe even invest in new tech, new recruitment partners, or a new approach entirely.
And if you're part of a recruitment team, bring ice cream to the next team meeting. It won't fix staffing gaps, but morale matters!!!
Now, back to that cuppa. You've got this.