Retention Over Recruitment: Why Investing in Your

Schools spend heavily on recruitment, but retention delivers the real savings. Explore cost-effective strategies to keep staff loyal and motivated.

Introduction

Every year, schools across the UK pour thousands into recruitment. Job adverts, agency fees, interview panels — the costs add up. Yet, too often, schools overlook the biggest saving of all: retention.

Recruiting staff will always be necessary. But retention is where the real value lies. By investing in the staff you already have, schools can save time, money, and energy — while building stronger, more consistent teams.

The True Cost of Recruitment

Recruitment doesn’t just drain budgets; it also takes time and focus away from pupils. Consider the costs:

Advertising roles across multiple platforms.
Agency fees when vacancies can’t be filled directly.
Interview days pulling senior leaders away from classrooms.
Induction and training time for every new staff member.

When turnover is high, these costs repeat endlessly. For many Derbyshire schools, this cycle has become unsustainable.

Why Retention Is the Smarter Investment

Retention is recruitment’s quiet rival — and it nearly always wins. Here’s why:

Consistency for pupils — Relationships with trusted adults boost outcomes.
Improved morale — Staff stay longer when they feel valued.
Lower long-term costs — Investment in training is cheaper than constant replacement.
Stronger reputation — Schools with low turnover attract better candidates when they do need to recruit.

Key Retention Strategies for Schools

Invest in CPD
Professional development is one of the best retention tools. A TA who can see a pathway to HLTA, SENCO support, or behaviour specialist is far more likely to stay.
Build Recognition Into Culture
Retention isn’t only about big promotions. Small acts — thank-you notes, shoutouts in staff briefings, end-of-term recognition — build loyalty.
Strengthen Leadership Support
Transparent, supportive leadership keeps staff grounded during tough times. Staff should always feel they can raise concerns and be heard.
Balance Workloads
Review marking policies, cover rotas, and behaviour systems regularly. Staff leave when demands consistently outweigh capacity.
Create Staff Communities
Schools that foster belonging — through mentoring, staff socials, or peer support groups — retain better.

Case Study: A Derbyshire Special School

A Derbyshire SEN school struggled with high TA turnover. Leadership decided to introduce a structured CPD programme: monthly SEN workshops and quarterly recognition awards for TAs. Within a year, turnover dropped by 25%.

Not only did this save thousands in recruitment costs, but pupils benefitted from greater consistency. Parents noticed too — praising the fact that their children were finally supported by familiar faces term after term.

The Bigger Picture

Recruitment fills gaps. Retention builds stability. By focusing on the staff you already have, schools can break free from the costly cycle of constant rehiring.

When staff feel invested in, they don’t just stay — they thrive. And thriving staff deliver thriving schools.

Conclusion

The smartest schools aren’t just those that recruit well. They’re those that retain well.

In Derbyshire and beyond, the message for 2025 is clear: shift resources from constant hiring towards building loyal, motivated teams. Because in the long run, retention doesn’t just save money — it transforms school culture.