15 tips for employers hiring early career, education candidates

It’s becoming increasingly difficult to find experienced teachers and other educators who are happy in their jobs. Their level of dissatisfaction is so high that many schools are finding it almost impossible to recruit and retain the educators that they need.

We wanted to discover and then share some actionable tips to attract and evaluate education candidates effectively, ensuring the right fit for both the role and the institution. We reached out to 16 hiring experts to seek their advice regarding proven strategies for enhancing the recruitment success of schools and other organizations that employ educators.

• Modernize Your Hiring Process
• Offer Transparent Job Descriptions
• Implement Teaching Demonstrations
• Leverage Digital Platforms
• Use Structured Teaching Demonstrations
• Identify Passionate and Adaptable Candidates
• Develop Strong Support Programs
• Focus on Practical Experience
• Prioritize Growth Mindset Over Skill Fit
• Build Relationships with Teacher Programs
• Value Emotional Intelligence and Passion
• Streamline Credentialing Process
• Include Thorough Assessments
• Highlight Impact and Fulfillment
• Treat Candidates Like Professionals

Modernize Your Hiring Process

Employers seeking to improve early-career hiring for education roles must focus on aligning their process with the digital habits and expectations of today’s job seekers. Modernizing your approach is not a luxury—it’s a necessity.

The challenge lies in bridging the gap between outdated hiring processes and the preferences of digital-native candidates. This generation values streamlined applications, authentic communication, and clear growth pathways.

We revamped our approach to prioritize user-friendly, mobile-optimized platforms and targeted engagement strategies. This resulted in a 30% increase in application completion rates and long-term retention. Early-career candidates want clarity and accessibility, not complexity.

Simplify your hiring process with mobile-first platforms, use data to personalize outreach, and incorporate meaningful engagement touchpoints. Regularly solicit feedback to refine your approach and show candidates you value their input. By doing so, you’ll attract and retain top talent for the critical education roles shaping the future.

Michael Hurwitz, President/Co-Founder, Careers in Government

Offer Transparent Job Descriptions

One of the most important ways to improve the early-career hiring process for education roles is to offer detailed and transparent job descriptions. This approach not only attracts the right candidates but also ensures that new hires come into the role with a clear understanding of what to expect. From my experience in both education and leadership, I’ve seen how often early-career educators feel overwhelmed by the transition from academic preparation to the realities of classroom responsibilities. Transparency in job postings can alleviate much of this stress and set both the employer and the candidate up for success.

When crafting job descriptions, it’s essential to outline the key responsibilities in a way that reflects the daily experience of the role. Clearly describe tasks such as lesson planning, classroom management, grading, and engaging with parents or guardians. Providing context about the student population, such as grade levels, class sizes, and subject matter, can help candidates visualize their potential role more clearly. This clarity not only helps applicants self-assess their fit for the position but also reduces the likelihood of misaligned expectations, which can be a major source of early turnover.

Equally important is showcasing the opportunities for professional growth. Early-career educators often thrive when they see pathways for mentorship, skill development, and eventual advancement. Highlighting access to training sessions, collaborative teaching opportunities, and leadership tracks can make the position much more appealing. Transparency about compensation and benefits is also critical. Fair pay and supportive work-life balance policies signal respect for employees and their contributions.

A job description is a chance to convey your organization’s values and culture. Are you committed to innovation in education? Do you emphasize collaboration or a student-first philosophy? Articulating these priorities gives candidates insight into whether they share your mission, fostering a better match from the start. Transparent job descriptions set the tone for trust and mutual respect, which is the cornerstone of any successful hiring process.

Joel Butterly, CEO, Ingeniusprep

Implement Teaching Demonstrations

I recently revamped our hiring process by implementing week-long teaching demonstrations where candidates work with actual students while being mentored by experienced educators. This hands-on approach has dramatically improved our retention rates since new hires know exactly what they’re getting into and have already proven they can connect with students effectively.

Rakesh Kalra, Founder and CEO, UrbanPro

Leverage Digital Platforms

Leverage digital platforms to target and engage aspiring educators where they spend their time. We’ve found LinkedIn Groups and niche forums incredibly effective for connecting with professionals in the L&D space, and the same tactic can work for early-career education roles. Host live Q&A sessions or webinars about career development in education, inviting candidates to interact directly with hiring managers. This creates a sense of transparency and builds trust. Early-career professionals value organizations that offer insight and access before the hiring process even begins.

Christopher Pappas, Founder, eLearning Industry Inc

Use Structured Teaching Demonstrations

Drawing from extensive experience in higher education consulting and observing the transition of graduates into the workforce, I would advise employers to implement structured “teaching demonstrations” or “micro-teaching sessions” as part of their hiring process for education roles, rather than relying solely on traditional interviews and credentials. 

This approach serves multiple crucial purposes. First, it provides an authentic preview of a candidate’s classroom presence, pedagogical instincts, and ability to engage with learners—skills that often don’t emerge in standard interview settings. Second, it offers candidates themselves a clearer understanding of the role’s expectations and the institution’s learning environment, leading to better job fit and reduced early-career turnover.

I’ve observed that organizations implementing this practice consistently report stronger retention rates among early-career educators and higher satisfaction from both the hiring institution and the new hires themselves. The key is to structure these demonstrations thoughtfully—provide candidates with clear parameters, a specific learning objective to address, and enough advance notice to prepare meaningfully. This creates an equitable assessment environment while yielding valuable insights into a candidate’s potential effectiveness in the role.

Moreover, this approach aligns with the broader trend in education toward evidence-based hiring practices and helps bridge the often-cited gap between theoretical knowledge and practical teaching ability. It’s particularly valuable for identifying candidates who may have unconventional backgrounds but possess natural teaching abilities that could be developed with proper support and mentorship.

Shruti Parashar, Founder, GOALisB

Identify Passionate and Adaptable Candidates

Employers hiring for early career education roles should focus on identifying candidates who are not only knowledgeable but also adaptable and have an actual love of learning. In my experience in creating and operating an online learning platform, the most impactful employees are those who can connect with the topic (and goals) on a personal level.

For me, it’s all about the mindset, not just the experience. I’m on the lookout for people who show a growth mindset, creativity, and the knack for breaking down complex ideas into simple, involved concepts. Instead of just reviewing resumes, I involve potential hires in teaching demos or practical scenarios to see how they interact and motivate students.

I believe strongly in supporting new educators. They tend to flourish when provided with the right pro development opportunities. I prioritize giving mentorship and resources that empower them to sharpen their teaching approaches and address different student needs.

Above all, I value passion in educators. Those who love what they do not only create a love for learning in their students drive them to reach their fullest potential. This passion is even more essential in the online and unique educational environments we create, adding to a unique and fascinating learning experience.

Mohit S. Jain, Co-Founder, Genie Academy

Develop Strong Support Programs

Employers should focus on developing a strong support and development program for new hires to enhance early-career recruiting for education roles. Start by explicitly defining opportunities for professional development, such as workshops for early-career instructors and mentorship programs. A more seamless transition into teaching positions is ensured by systematic training in classroom management, lesson planning, and curriculum delivery while matching new hires with seasoned mentors builds confidence and practical skills. 

Simplify the hiring process by placing a strong emphasis on openness regarding requirements, school culture, and resources. To evaluate candidates’ abilities beyond their credentials, provide them with practice teaching opportunities or have them participate in simulated lesson scenarios. Lastly, to make new teachers feel appreciated and supported during the onboarding process, give regular contact and feedback a top priority. Employers may increase employee loyalty, lower attrition, and create a positive environment for teachers and children by making an early investment in their development.

Patrick Regan, Senior Recruitment Consultant, Enlighten Supply Pool

Focus on Practical Experience

I look for practical experience and a demonstrated passion for teaching rather than just academic credentials when hiring for early career education roles. New grads might not look as good on paper, but they often come equipped with ideas, energy, and a strong willingness to learn.

One method of identifying this is by including teaching demonstrations in the hiring process. For instance, have candidates create and deliver a five-minute in-person or virtual lesson. This will help you evaluate their style and ability to engage students and respond to feedback.

Also, reach out to teacher preparation programs or internship initiatives to identify candidates with some classroom experience, even if it is limited. Such candidates tend to have a more grounded perspective regarding real-world problems and are a step ahead in seeking solutions to whatever challenges they face in the future.

By zeroing in on enthusiasm, adaptability, and even growth potential, you set yourself up to discover candidates who will not only hit the ground running but will stick with the profession in the long run.

Jake Maslow, Owner, Teachers Instruction

Prioritize Growth Mindset Over Skill Fit

If I could give one piece of advice to employers looking to improve their early career hiring process for education roles, it would be this: prioritize hiring for a growth mindset over immediate skill fit.

Education roles are inherently about adaptation, communication, and continuous learning—qualities that a resume alone rarely reveals. Instead of focusing on whether candidates meet every listed requirement, design your hiring process to uncover how they approach challenges and adapt to change.

Here’s a practical example: Replace traditional teaching demonstrations with scenario-based problem-solving exercises. Give candidates a real-world challenge, like addressing disengaged students or implementing a new curriculum, and ask them to walk you through their process. This not only tests their ability to think critically but also gives insight into their creativity, resourcefulness, and willingness to collaborate.

Another underutilized strategy is reverse mentorship during onboarding. Pair early-career hires with seasoned educators, but allow the new hires to lead on specific initiatives—like integrating technology into lesson plans or modernizing communication strategies. This flips the traditional dynamic and shows candidates that their fresh perspectives are valued from day one, which is a powerful recruitment and retention tool.

The potential here is immense: when you hire for adaptability and invest in a collaborative onboarding process, you create educators who aren’t just effective today but who will grow alongside the evolving needs of your organization and students.

Derek Pankaew, CEO & Founder, Listening.com

Build Relationships with Teacher Programs

I think one of the best ways employers can improve their early career hiring process for education roles is by building relationships with teacher preparation programs at colleges and universities. When I was starting my career, I remember how valuable it was to hear directly from schools that were hiring and to feel like they understood the challenges of transitioning from student teaching to a full-time role. It really stood out when employers visited campus, hosted Q&A sessions, or even offered mock interviews.

I believe creating partnerships with education programs helps schools identify strong candidates early and also allows candidates to get a sense of what the school culture is like. It’s a two-way benefit. Employers could even go a step further by offering mentorship or training opportunities for students before they graduate. It shows a real investment in their growth, which resonates with early-career educators.

Timothy Lamb, Executive Director, TISOH

Value Emotional Intelligence and Passion

I believe that those who are looking for teachers should give priority to emotional intelligence (EQ) and the person’s love for teaching. The rationale is simple: education is not just about delivering information, it is a matter of establishing relationships with the students, and helping them develop. Only educators with a relatively high EQ can understand the emotional needs of students, and overcome the challenges of building positive teacher-student relationships.

Moreover, teachers should not just be knowledgeable, but be responsible professionals and be concerned for the students’ growth. If the candidates are unenthusiastic in education, even if they do achieve certain benchmarks especially in teaching in the short run, they will have difficulty in achieving good results long term, and more importantly job satisfaction. Those committed to the cause of education will not only be able to provide positive learning experiences to students, but will also be able to derive enjoyment and satisfaction from it.

Therefore, it is practical for employers to find out EQ and the willingness to teach by interviewing and conducting teaching trials with the candidates. Situational questions could also be employed by employers to determine how the candidates would handle the emotional and classroom management of the students and how they would react to different situations.

Eve Bai, International Partnerships and Operations Manager, StudyX.AI

Streamline Credentialing Process

Hiring for education roles is a bit tough these days, as the career has lost some of its luster with even the most idealistic of young grads, but my suggestion would be streamlining the credentialing process as I think that can make a significant difference in hiring early-career educators. Many new graduates find navigating certification requirements daunting, and with good reason. Employers can provide resources, guidance, or partnerships with universities to make the process more accessible. Offering clear pathways for professional development, such as access to teaching workshops or funding for advanced degrees, can also attract and retain top talent.

Dragos Badea, CEO, Yarooms

Include Thorough Assessments

Education is a sector that is constantly changing to fit the needs of students and parents. In order to ensure educators are properly equipped to teach the leaders of tomorrow, it is essential to take great care in the hiring process. One way to improve the early career hiring process for educators is to include thorough assessments in the interviews. 

Assessments are crucial for several reasons. A teacher may have all the necessary certifications on paper, but is not skillful at engaging or exciting students. Successful assessments will consist of both performance simulations and portfolios demonstrating prior work product. Assessments are particularly useful for early career professionals that cannot back up credentials through expansive work history. 

Lastly, portfolios allow hiring managers to better understand the personality and rationale of the educator. Seeing a candidate’s work product and work demonstration allows hiring managers to properly assess if the educator will not only fulfill their duty towards the school, but will assess if the professional fits well into the overall schooling environment.

Leslie Delhomme, Marketing Coordinator, Achievable

Highlight Impact and Fulfillment

Well, you’re probably not going to lure them in with the salary. Jokes aside, employers should highlight the impact and fulfillment of education careers to appeal to early-career candidates. This, as well as the retirement benefits, is what usually drives people to seek the role in the first place. Hosting recruitment events where experienced teachers share success stories can inspire potential hires. Providing mentorship programs for new teachers ensures they feel supported as they navigate their first years in the profession. A focus on community impact and personal growth opportunities can make education roles more attractive to passionate candidates.

Kate Kandefer, CEO, SEOwind

Treat Candidates Like Professionals

Treat early-career candidates like professionals, not students.

Too many employers approach early-career hiring for education roles like they’re still talking to students. They focus on GPAs, references, and boilerplate questions instead of evaluating real-world potential. It’s insulting—and it’s why so many great candidates drop out before they even make it to onboarding.

As a former professor who hired and trained hundreds of interns, I found the best early-career hires weren’t the ones who had a perfect academic record. They were the ones who could show me how they problem-solved, handled failure, and thought on their feet.

The way forward is scrapping the checklist hiring. Ask candidates to solve a real problem tied to the role. For example, when hiring a teaching assistant, I’d give them a scenario: “A student is consistently disruptive in class. What’s your plan?”

Young candidates are hungry for real opportunities. Treat them like professionals from day one and you’ll attract—and keep—those who can actually do the job. Stop hiring for “potential” and start hiring for problem solving.

Peter Lewis, Chief Marketing Officer, Strategic Pete