ABSTRACT
If we’ve invested time and effort into defining and spotting outstanding teachers, we do want to make sure they join us. This is more than a marketing exercise. Of course we can create glossy brochures, trumpet our advantages, even offer someone extra points on the pay scale – and we probably will need to hone our communications in some way – but we cannot disguise the fundamental conditions of our organisation. Is this a happy school? Is it a determined school? Do people get on with each other? Most candidates will absorb this atmosphere when they visit for interview and, if they do miss it, will move on from the school pretty quickly if it’s not right.
