I’m on a quest for the perfect leadership role.

But sadly this means wearily scrolling through job adverts, risking drowning in a tsunami of jargon.

With some of the roles described, I’m not even sure of their meaning or purpose, let alone whether or not I fit them.

Of course I’m “passionate” and “enthusiastic” - but passionate and enthusiastic about what? Am I passionate and enthusiastic about the same things as this school is? 

It’s important to get these things right. After all, no one sets out to be a bad leader, but we know that the wrong person-school combination can have disastrous consequences (and yet, with the right person, your vision will fly).

Job adverts: recruiting the right school leader

So how can schools attract the right person? Here are some things I think schools can do better: 

1. Deadlines 

It is important to plan ahead, and a short application deadline (requiring a quick turnaround) is a red flag to applicants.

It’s understandable, on occasion, when your team’s personal circumstances change suddenly, but consider how this makes you come across. 

The right candidate may discount you as being disorganised. It also impacts negatively on those with busy lifestyles: parents, those with dependants or those who have a busy week at work. A longer recruitment window is always looked on favourably by a prospective candidate.

2. Say what you mean

Ensure your job advertisement and all accompanying literature are clear about what you’re looking for. Think specifically about who you want, as much as what experience they have.

What job hunters really want to know is what values you are looking for. What matters to you? How should their behaviour back this up?

Everyone wants someone enthusiastic, for example, so consider how they might display this. You could perhaps contemplate using situational examples in your advert.

3. Just tell us

What job seekers really want is information. The school website is a good starting point, but consider providing further relevant detail in the advert.

Think about producing an applicant information pack with welcoming letters from relevant school leaders that are personable, warm and honest about your school context and where you are currently in your journey.  

Include information about the school that isn’t found on the website (for example, a staffing structure). These things can be really helpful for prospective candidates to get a real insight into what your school is like. 

4. Don’t close the door on anyone

Your advertisement should be inclusive and invite flexibility. Make it clear upfront that part-time, flexible working or job shares will be considered and you will invite more applicants who could be the perfect match.

You should consider the wording of your person specification. For example, what effect might the wording of an essential characteristic “in good health” have on a prospective candidate who is differently abled?

5. Don’t forget to celebrate yourself

Be clear about what you are offering. In the advert, prominently mention how you promote staff wellbeing, including that of leaders. Openly rejoice in your CPD offer, and your clear staffing structures and expectations around behaviour, and how you support colleagues with this.

Avoid language that invokes hero leadership. Prospective leaders now are looking for more than thanklessly sacrificing every part of their lives to do whatever it takes.

Lucy Flower is a music teacher from Leeds and tweets @MrsLFlower