With help from community partners like the Mobile Chamber of Commerce and the local realtors association, MCPSS spotlighted what’s great about their city, from nearby beaches to Mardi Gras celebrations. Attendees could even take trolley tours of downtown Mobile. “We wanted to let candidates know that Mobile is a great place not only to work but to live and play,” says Philips.

Perhaps the most impressive aspect of MCPSS’s recruitment fair was its convenience. “We wanted to make it as easy as possible for the job candidates,” says Philips. So the fair was, in essence, a one-stop shop for prospective employees. After candidates submitted their resumes at specific school booths, principals could interview them in designated private areas. Then, in an HR room, they could do all the necessary processing—like fingerprinting and background checks—to clear them for employment. While the school board would need to vote to officially hire most candidates, “we wanted you to walk out with a contract in hand,” says Philips. Everything up to that final vote was taken care of before prospective hires left the event.

To say that the event was a success would be an understatement. That first year, MCPSS hoped to attract at least 200 attendees and hire 75 new employees. In reality, nearly 450 people attended the fair, and 93 were hired. If post-event surveys are any indication, it also did a lot to boost the district’s brand. “People said they loved how organized it was, that they felt like Mobile County was a great place to work, that they wanted to be part of Team MCPSS,” says Philips. And in the two years since, the event has only grown. At their most recent career fair this spring, more than 900 candidates turned out.

Experiences like teacher recruitment fairs certainly aren’t the only way to attract people to your district. But they are an incredible opportunity to make it appealing—and easy—for candidates to apply for positions.

Show current teachers they are valued.
Of course, teacher retention is just as critical as recruitment—if not more so. In our own 2023 study, 40% of teachers surveyed said they would leave the field of education if given the opportunity. That’s not surprising when you consider that, according to research from Gallup, K-12 workers have the highest burnout rate of any industry in the U.S. But we also found that, unsurprisingly, teachers who said they were happy in their current positions were less interested in leaving their districts or education as a whole.

According to Gallup, more engaged employees show signs of better well-being, greater productivity and lower turnover. So what keeps teachers happy and engaged in their work? Citing decades of research, Gallup has identified a few statements that are good indicators of employee engagement in any sector—for example, “I know what is expected of me at work,” or, “There is someone at work who encourages my development.” In 2023, they asked more than 1,100 K-12 teachers to agree or disagree with these statements. The results were mixed.

Some of the news was good. Teachers were more likely than employees in other sectors to agree that the “the mission and vision of my organization makes me feel my job is important.” However, only a quarter of teachers said they had received recognition or praise for doing good work in the previous seven days, and less than 40% believed that their supervisor—or at least someone at work—cared about them as a person. Clearly, it’s crucial to recognize, appreciate and care for your teachers, but how? A thoughtful, well-planned experience can help you do just that.

North Texas Collegiate Academy (NTxCA) has a simple mission statement: “Love First, Teach Second.” But in 2023, Superintendent Dr. Lisa Stanley began to wonder if the district’s usual August convocation event was conveying that mission to teachers. “Traditionally, we host some incredible motivational speakers and have a keynote address,” Stanley tells us. “But by October, when I go back and survey the staff about convocation, they don’t remember the heart of the message or the name of the presenter. If we’re going to use convocation to unite us all on our mission, that should start with our board and me showing our staff that we love them—before we expect them to do the hard work and teach.”

So as the 2023-24 school year began, teachers settled into their seats for a keynote address from the local mayor. But instead of launching into a speech, he announced a surprise. The teachers were going shopping for classroom supplies—and instead of paying for a convocation speaker, the district would be footing the bill for the shopping spree. 

“We all know that teachers spend an excessive amount of their own personal money to make their classrooms loving, welcoming learning environments. There’s really no other profession where we ask people to go out and buy their own supplies,” Stanley says. “They shouldn’t have to choose between going on a vacation, paying their cell phone bill or decorating their classroom. They need to have supplies. So let’s take them on a shopping spree and let them buy everything that they need.”

To make the experience even more special, NTxCA literally rolled out red carpets for teachers, leading them out to the chartered buses that would take them shopping. “We wanted to treat our teachers like celebrities, because they should be honored and esteemed in our culture,” says Stanley. “They are shaping tomorrow’s leaders. So we want them to know how important they are.” 

Of course, one isolated event at the beginning of the school year will not be enough to keep your teachers feeling valued all year long. But creating an experience that not only shows staff appreciation but fills an actual need will set the right tone for a culture of care.

It’s worth mentioning that any experience that doesn’t ring true to your district’s culture and values will prove ineffective. If your students can tell your teachers aren’t happy in their jobs, a signing ceremony won’t magically make them want to study education. Teachers hired at a career fair won’t stay if they were sold on an environment that doesn’t actually exist. And one shopping spree won’t cancel out an entire school year of feeling unappreciated.

Experiences aren’t panaceas; they won’t singlehandedly solve your staffing problems. But they can get the word out more effectively and serve as firsthand proof of your district’s values. And they just might be the factor that brings an employee into your schools—or keeps them there.