The education sector in the UK is experiencing an unprecedented increase in right-to-work checks, directly linked to teacher shortages and regulatory pressures.
- In 2022, a record number of 40,000 teachers quit their positions, intensifying the need for recruiting international educators.
- Right-to-work checks have seen a remarkable growth of 163% over three years, as institutions strive to comply with legal requirements and avoid penalties.
- These stringent checks come at a time when the costs for employing illegal migrants are expected to triple, posing additional challenges for education institutions.
- While institutions aim for thorough vetting, the prolonged processes risk losing potential candidates to more efficient competitors.
The UK’s education sector is undergoing substantial changes, driven by unprecedented teacher shortages and stringent regulations. A remarkable rise in right-to-work checks correlates with the significant exit of teachers in the past year, prompting institutions to seek international talent.
In 2022, the sector observed a record departure of 40,000 teachers, exacerbating the existing talent scarcity. This shift has pushed educational institutions to widen their recruitment efforts globally, despite the regulatory complexities involved.
Right-to-work checks have surged by 163% over the past three years, highlighting the intense pressure on institutions to adhere to legal standards. This increase aligns with the enhanced punitive measures for employing illegal workers, which threaten to triple current fines.
Institutions are navigating these checks amid fears of non-compliance penalties, while simultaneously managing applicant fail rates exceeding 15%, suggesting a significant number of candidates do not meet eligibility criteria. This scenario urges a balance between diligent vetting and timely hiring.
The protracted hiring processes, necessary for thorough vetting, present a risk of losing top talent to more expedient competitors. With only 9% of businesses able to complete these checks within a week, organisations face delays that can stretch to a month, particularly those recruiting over 500 individuals annually.
Luke Shipley, CEO and co-founder of Zinc, remarked on the delicate balance institutions must strike, stressing the importance of maintaining communication with candidates throughout the hiring process to prevent attrition. He noted that ”leaving an applicant in the lurch” could lead them to seek opportunities elsewhere, even amidst critical vetting procedures.
The sector’s need for accelerating hiring speed without compromising thoroughness is crucial, as attrition rates between job offer acceptance and start date reach up to 10%. Institutions risk exacerbating this if they cannot streamline their hiring processes effectively.
The education sector must navigate the delicate balance of rigorous right-to-work checks and efficient hiring to attract and retain top international talent.
