16 tips for employers hiring a lot of education majors, recent grads

When hiring dozens or even hundreds of candidates for education roles, employers must implement a recruitment strategy that balances efficiency with quality, ensuring that candidates have the necessary credentials, teaching skills, and passion for student success. Education roles, whether for teachers, administrators, or support staff, often require specific certifications, degrees, and background checks. Employers can streamline the hiring process by leveraging applicant tracking systems (ATS) to filter candidates based on qualifications such as teaching licenses, subject-area expertise, and classroom experience. Posting job openings on platforms like College Recruiter, which connects early career talent with meaningful opportunities, can help attract aspiring educators and support staff looking to enter the field. Additionally, pre-employment assessments, including teaching demonstrations, situational judgment tests, and student interaction scenarios, can help ensure candidates possess the necessary skills for the role.

To manage high-volume hiring effectively, school districts, universities, and educational organizations can host job fairs, virtual recruitment events, and group interviews to screen multiple candidates at once. Panel interviews with school administrators, faculty, and HR representatives can provide a well-rounded assessment of a candidate’s teaching style, adaptability, and ability to engage with students. Structured interviews with behavioral and situational questions can assess how candidates handle classroom management, student engagement, and lesson planning. Once hired, a comprehensive onboarding process—including mentorship programs, classroom training, and professional development opportunities—ensures that new educators integrate smoothly into the institution and are prepared to make an immediate impact in the classroom.

We recently reached out to 16 hiring experts to get their suggestions for employers who are hiring dozens or even hundreds of education majors and recent graduates.

• Prioritize Visionary Educators
• Value Nontraditional Paths
• Prioritize Employee Engagement
• Seek Passionate Educators
• Streamline the Application Process
• Prioritize Onboarding
• Maintain Quality Standards
• Ensure Mission Alignment
• Value Transferable Skills
• Prioritize Cultural Fit
• Streamline Interview Rounds
• Prioritize Retention
• Evaluate Communication Skills
• Use Practical Scenarios
• Personalize Communication
• Respond to All Candidates

Prioritize Visionary Educators

The biggest recruitment mistake employers make when they’re hiring teachers at scale? Being too safe. Too many schools rely on outdated recruitment practices—resumes, standardized interviews, and “safe bets” that look good on paper. But great education isn’t built on safe bets; it’s built on visionaries, innovators, and mentors who challenge the status quo.

We flip the script. We don’t just hire teachers—we build a movement of educators who are masters at digital-first learning, and who can turn a screen into an entrance to inspiration. We weigh flexibility against experience and passion against procedure. Instead of rigid hiring pipelines, we use real simulations to watch how candidates actually engage with students.

The future of education is not who fits the mold—it’s who breaks it. Schools that continue to hire as if it’s 1999 will find themselves behind schools that will challenge what makes an educator absolutely outstanding.

Vasilii Kiselev, CEO & Co-Founder, Legacy Online School

Value Nontraditional Paths

When hiring for education jobs, don’t overemphasize brand-name undergraduate institutions. Some of the strongest candidates may have taken nontraditional paths—whether they were late bloomers, prioritized affordability, or started at a community college. A resume doesn’t tell the whole story, so it’s essential to read between the lines and place greater weight on in-person interactions. Often, the best educators bring passion, adaptability, and experience that can’t be captured in a degree alone.

Scott Clyburn, Founder and Director, North Avenue Education

Prioritize Employee Engagement

Employers hiring high-volume education staff should prioritize employee engagement from day one. If teachers and support staff feel isolated or undervalued, turnover rates will skyrocket.

One school I consulted with introduced Employee Engagement Software, allowing educators to share feedback, celebrate small wins, and collaborate more easily. Within months, workplace morale improved, and retention rates followed. A sense of belonging can make the difference between a long-term hire and a short-term gap in education.

Christopher Pappas, Founder, eLearning Industry Inc

Seek Passionate Educators

When hiring for education jobs, employers should really look for candidates who are passionate about teaching and connecting with students. It’s not just about the credentials or experience, it’s about how well a teacher can engage with students and make learning interesting. I think the best teachers are the ones who can adapt when things don’t go as planned. Whether it’s adjusting a lesson on the fly or finding creative ways to help a student who’s struggling, that ability to think quickly and keep things engaging is key. Employers should ask about how candidates have handled those moments in the past to see if they can think on their feet.

It’s just as important for employers to find candidates who can build a supportive and inclusive classroom environment. Students need to feel comfortable, heard, and respected if they’re going to thrive. A teacher who can create that kind of space makes a huge difference. It’s not just about knowing the material, but about creating connections with the students. Employers should look for people who can show empathy, connect with students on a personal level, and foster that sense of trust. That’s what really helps students succeed and feel confident in their learning.

Steve Nixon, Founder, Free Jazz Lessons

Streamline the Application Process

One key thing employers should do when hiring high-volume candidates for education jobs is to streamline the application process while ensuring it remains thorough. In my experience, simplifying the initial stages—like using clear, concise job descriptions and automated application systems—can help filter out candidates who don’t meet the basic requirements. This saves time for both the employer and the candidate.

For example, when I helped a school district hire for several teaching positions, we introduced a pre-screening questionnaire that assessed critical skills and qualifications. It drastically reduced the number of irrelevant applications and allowed us to focus on the most qualified candidates. The mistake I’ve seen is employers rushing through the selection process due to volume, which can lead to overlooking essential qualities like passion for teaching or alignment with the school’s culture. Maintaining quality during high-volume hiring is key to long-term success.

Nikita Sherbina, Co-Founder & CEO, AIScreen

Prioritize Onboarding

One mistake employers make when hiring high-volume candidates for education jobs is rushing the onboarding process just to fill positions quickly.

A colleague once shared how their school district hired a large number of teachers right before the academic year. They focused heavily on credentials and experience but overlooked a critical step—structured onboarding. Within weeks, many new hires felt overwhelmed, and disengaged, and some even left. The constant turnover disrupted students and put more pressure on the remaining staff.

They learned the hard way that onboarding is just as important as hiring. The next year, they built a simple but effective training and mentorship system. New teachers were paired with experienced educators, given access to lesson planning resources, and received ongoing support instead of a one-time orientation. The difference was clear—engagement improved, retention doubled, and classrooms ran more smoothly.

For any organization hiring educators at scale, the lesson is simple: don’t just fill roles—set people up for success. A well-structured onboarding plan keeps employees engaged, reduces turnover, and ultimately creates a stronger learning environment for students.

Gauri Manglik, CEO and Co-Founder, Instrumentl

Maintain Quality Standards

A common mistake that I see when companies look to hire high-volume candidates is prioritizing speed over quality, which is even more damning a mistake in the education field as a poor hiring decision can have massive trickle-down effects on children. While it’s important to fill roles efficiently, rushing the process can lead to poor retention and mismatched hires that do not fit the bill for such an important role. Implementing an applicant tracking system that pre-screens for key competencies can help manage high applicant volumes while maintaining quality standards. Also, don’t neglect your background checks and reference verifications!

Kate Kandefer, CEO, SEOwind

Ensure Mission Alignment

When hiring high-volume candidates for education roles, one critical factor is ensuring they resonate with the mission and vision of your organization. I’ve always found that aligning a candidate’s personal values with the organization’s ethos leads to more committed and passionate employees. For example, if your organization emphasizes sustainability, it’s important to gauge whether the candidates are genuinely passionate about that cause and not just familiar with the buzzwords.

Beyond qualifications, this value alignment fosters an environment where educators feel personally connected to their work. This connection is what drives motivation, creativity, and loyalty. Candidates who share your mission will not only excel in their roles but also inspire students in a way that surface-level qualifications never could. The key takeaway is that candidates should feel like they are a natural extension of the team’s values.

Jehann Biggs, President & Owner, In2Green

Value Transferable Skills

One of the biggest mistakes employers make when hiring high-volume candidates for education jobs is prioritizing rigid credentials over soft, transferable skills. In today’s rapidly evolving landscape, adaptability, creativity, and communication are just as critical—if not more—than formal degrees or years in the classroom.

I learned this firsthand when my high school was destroyed in the Tubbs Wildfire, forcing me to pivot from education to tech. As a former teacher and department chair, I leveraged my ability to problem-solve, lead teams, and think outside the box to transition into linguistic engineering at major tech companies. But I didn’t stop there.

Today, I’ve pivoted once again, this time following the massive tech layoffs in the San Francisco Bay Area. Now, I’m thriving as a bestselling author, digital creator, and Google-verified Internet Personality. My ability to analyze trends, communicate effectively, and innovate across industries comes directly from the transferable skills I once used in education.

Employers hiring at scale must recognize that today’s top candidates aren’t just those with traditional backgrounds—they’re the ones who can adapt, create, and problem-solve in real-time.

A smarter hiring approach? Look beyond the resume. Incorporate real-world simulations, behavioral interviews, and problem-solving challenges to assess whether a candidate has the skills to lead, connect, and thrive in today’s evolving educational landscape.

Susye Weng-Reeder, CEO | Google Verified Public Figure | Author | Creator, Susye Weng-Reeder, LLC

Prioritize Cultural Fit

Education is not just about filling positions, it’s about creating communities that nurture young minds. When we hire in bulk, there is a temptation to prioritize credentials and experience while culture becomes incidental. 

In my experience, I have come across many brilliant educators who have failed because they couldn’t find their connection with the school’s philosophy. A teacher who excels in a progressive education environment may have a hard time in a traditional one. An individual who thrives with autonomy may not do well under a controlling environment.

Aside from the usual interviews, think of ways to observe them in action within your community. Use panel interviews to allow candidates to work together to address challenging problems in education. Schedule some mock teaching sessions for staff critiques. Arrange for teacher aides to interact with the candidates they hope will get the positions.

While this method is more burdensome at first, it saves a lot of time spent dealing with poor fits, repetition of searches, and refuting the harm done to classroom cultures. From my experience, the best schools focus on finding people who not only possess the skills needed but who also support the educational vision.

Always remember, the credentials matter; but the connection to your mission matters more.

Arslan Habib, Digital Marketer | Business Strategist, Global SustainabilityJobs List

Streamline Interview Rounds

From my experience managing large-scale hiring initiatives, the most impactful change in education recruitment is eliminating excessive interview rounds. When I worked with a growing charter school network, we cut our process from 5-6 interviews down to just 3 focused stages: a skills assessment, one-panel interview, and a practical demonstration. The results were transformative. Our time-to-hire dropped from 4 weeks to just 10 days, and more importantly, we stopped losing top candidates to competitors. 

Within three months of implementing this streamlined approach, our acceptance rate jumped from 42% to 78% for teaching positions, particularly among highly qualified candidates who previously withdrew due to the lengthy process. The key is replacing redundant conversations with meaningful evaluations. For example, instead of multiple preliminary interviews, we used targeted teaching demonstrations that actually showed us classroom capability. This not only saved time but gave us better insights into candidate potential.

Alexander Weber, Founder, Dein Schriftgenerator

Prioritize Retention

A lot of schools and educational institutions focus on finding candidates who can handle the challenges of the job, like large class sizes, lack of resources, and administrative overload. The unspoken expectation is that teachers will just push through difficult conditions. The problem? That mindset leads to burnout, not longevity.

If I were hiring for education jobs at scale, I would stop asking, “Can this candidate handle a tough teaching environment?” and instead ask, “Can we give this person a career they actually want to stay in?” In my opinion, hiring is not just about filling roles. It is about creating a system where good educators do not leave after a year.

Retention starts in the hiring process. Instead of just testing how a candidate responds to stress, employers should highlight career growth opportunities, mentorship programs, and work-life balance policies from the start. Make it clear that the goal is not just to throw them into a tough job but to support their long-term success. That is how you build an education workforce that actually lasts.

Stephen Greet, CEO & Co-Founder, BeamJobs

Evaluate Communication Skills

Hiring in education should never feel like checking boxes on a list. A degree and certifications matter, but they do not tell you if someone can hold a student’s attention or adjust when a lesson is not landing. One mistake I see in high-volume hiring is relying too much on rehearsed interview answers instead of paying attention to how a candidate actually communicates. Teaching is not about delivering information. It is about making sure the person on the other end understands it. If a candidate cannot break down a simple concept in a way that makes sense to someone outside their field, that is a problem.

A good way to test this is to skip the scripted interview questions and ask the candidate to explain something on the spot. It does not have to be complicated. A history teacher could be asked to summarize an event in two minutes without assuming the listener knows anything about it. A science teacher could explain a concept using everyday language instead of technical terms. The best teachers adjust based on who they are talking to. If someone cannot do that naturally in an interview, they will struggle to do it in a classroom.

Moti Gamburd, Chief Executive Officer, Raya’s Paradise

Use Practical Scenarios

When hiring high-volume candidates for education jobs, employers should implement a structured interview process focused on practical teaching scenarios. This allows employers to evaluate a candidate’s ability to handle real classroom situations and ensures they are equipped with the necessary skills for success.

For example, in one interview I observed, the candidate was asked to present a short lesson plan as part of the interview process. This teaching demo allowed the hiring team to see how the candidate explained a complex concept, engaged students, and managed the flow of the lesson. The candidate’s ability to adapt in the moment and connect with the material and audience was far more telling than just reviewing their resume.

The key takeaway: By prioritizing real-world teaching scenarios during the hiring process, employers can better assess whether a candidate is truly equipped for the challenges of the classroom.

Beau V., Marketing Manager, BijlesHuis

Personalize Communication

One crucial thing employers should not do when hiring high-volume candidates for education jobs is use generic mass communication throughout the hiring process. This approach undermines both efficiency and candidate experience. 

When we’ve helped educational institutions with their recruitment websites and processes, we’ve seen the tremendous difference personalized communication makes, even at scale. 

Educational candidates are typically motivated by mission and culture, so form emails and lack of personal touchpoints signal to quality candidates that they’re just another number. Instead, implement strategic personalization at key stages (application confirmation, interview scheduling, final decisions) while using automation for background steps. 

For example, one college client incorporated personalized video messages from department heads at the interview invitation stage. This small touch increased interview acceptance rates by 87% and ultimately improved new hire retention during the first year. 

Educational hiring is uniquely relationship-driven. Candidates want to feel connected to the institution before they even start. Your recruitment process should reflect the same care and personalization you expect teachers to provide to their students.

Harmanjit Singh, Founder & CEO, Website Design Brampton

Respond to All Candidates

Responding to all candidates is the best thing an employer can do when hiring for any role, high volume or not. Candidates invest a lot of time in finding a job and often hold onto false hope when jobs don’t respond—having the ability (and decency) to decline applications helps close the loop for applicants so that they can move on, and it saves you time regarding applicants following up down the line. Even if you don’t have an ATS that allows for one-click responses, having an email template that you can use is perfectly fine and will ensure everyone’s time is respected.

Quincy Smith, Co-Founder, TEFL Hero