Learners are losing...

When did we decide to put our hiring processes ahead of learning?

Had a conversation with a friend this weekend that got me thinking. Usually, we'd be cycling together, those rides turning into impromptu curriculum planning sessions - some of our best teaching ideas born somewhere between kilometers. But she's stopped riding completely. Not from lack of passion, but because international school hiring season has consumed every spare moment.

The reality of international school hiring creates a perfect storm of stress factors. To even begin looking, educators must declare their departure - often 6-8 months before any potential transition. This triggers a cascade of uncertainties:

• Potential unemployment
• Loss of health insurance
• Children potentially losing their school places
• Housing insecurity
• Visa complications
• Financial instability

During these months, every spare moment gets consumed by the job hunt. Planning periods split between lesson preparation and application writing. Evenings divided between grading and job boards. Weekends lost to interview prep rather than creative planning. The impact on teaching quality isn't hard to imagine - when educators are forced to divide their focus between securing their future and serving their current students, something has to give.

Looking at other industries suggests alternatives. The tech sector's 'passive candidate pool' system allows professionals to explore opportunities without jeopardizing their current position. Healthcare often uses rolling recruitment cycles with preliminary matching periods.

Here's what we could explore:

1. Preliminary Global Round

• Educators explore possibilities without committing
• Schools share upcoming needs and vision
• Initial matches made by December
• Option to step back if nothing surpasses current situation

2. Regional Hiring Networks

• Schools within regions coordinate hiring timelines
• Shared candidate pools
• Reduced uncertainty and travel costs
• Better cultural and contextual fits

3. Technology-Enabled Solutions

• Secure platforms for confidential exploration
• AI-powered matching based on preferences and qualifications
• Virtual preliminary interviews
• Rolling application processes

Let's acknowledge something important - good schools work hard on retention, they always have. They create positive environments, support professional growth, and build strong communities. But retention alone can't solve this. Some of our most innovative educators, those who model what it means to be global citizens to their students, will inevitably seek progression or new cultural experiences. That's not just okay - it's valuable for international education.

These are often the very educators who inspire students to think globally, take risks, and embrace change. Yet ironically, they're hit hardest by the current system, forced to leap before they can look, potentially making them think twice about that next adventure, that next challenge, that next opportunity to grow.

We're essentially penalizing the very mindset we want our students to develop.

Let's start this conversation. Share your experiences, your ideas, your solutions. Because every learner deserves an educator who can focus fully on teaching, not just surviving the next transition.

Read more: https://ies.ed.gov/ncee/rel/Products/Region/northwest/Ask-A-REL/60043