Grow your own: an organic solution to college staffing challenges

Staffing shortages are quickly becoming a defining issue across further education. While DfE has pledged to recruit an additional 6,500 teachers to combat the issue, forecasts from the National Audit Office (NAO) clearly show that with learner numbers on the rise, this target will be insufficient. Without considerable further investment, colleges are at risk of:

• Inability to run sufficient cohorts to meet learner demands – losing valuable learner income to other providers
• Inability to run higher-level courses – meaning current or prospective learners seeking progression options are forced to use alternative providers
• Increased workload for existing tutors – damaging workplace wellbeing resulting in poor staff retention, as observed by the NAO

As colleges attempt to fill these gaps, many rely on recruitment agencies which incur expensive agency fees for new hires, finders fees when hiring supply staff on a permanent basis, and budget-busting additional charges to cover pension and national insurance contributions that aren’t included in the advertised daily rate.

Along with these costs, hiring reactively in order to fill gaps can lead to managers feeling pressured to employ unsuitable staff, which can further impact team morale and even restart the cycle again if the placement doesn’t work out.

One of the most cost-effective solutions to recruitment is to ‘grow your own’. This means identifying and supporting future tutors from a pool of people that you already know. This will often be learners at your college who are approaching the end of their studies, but may also be staff from local industry or even members of college staff (such as finance team members taking on roles teaching accounting).

The financial benefits of this approach is clear: no need to use costly agencies or spend on advertising fees, as well as saving staff time by avoiding a lengthy interview process – but the positive outcomes don’t just stop at saved time and money.

Internal recruits may come with no teaching experience, but this presents a valuable opportunity to select new tutors who display the skills needed to be a successful teacher, and train them to suit the needs of your college and the curriculum team. Past learners in particular will already understand your delivery style and expectation – and can provide a unique insight into learners’ needs. By investing in this approach to recruitment, colleges can ensure consistency, quality and sustainability – as well as increasing capacity for delivery.

More tutors available at a college means more learners and income, but it also creates stability. When a small number of tutors cover a course, sickness or departures can put entire cohorts at risk. Building a broader, more resilient team helps prevent this, and reduces pressure on current staff leading to improved morale and retention.

For many current learners, career advice focuses on jobs in industry, so they may not have considered teaching. A rewarding role that’s both accessible and impactful, teaching offers an array of benefits, including career development and flexible hours.

For those who wish to retain one foot in industry, tutoring can be a great ‘side hustle’, allowing them to teach alongside their day job. It’s an opportunity to share their passion and inspire others – and learners benefit enormously from industry insights and seeing their subject brought to life in an authentic way.

Working in partnership with Mindful Education makes it easier for tutors to deliver professional qualifications. With extensive support and tutor resources, those new to teaching are able to transition easily into their role.

Our team is made up of passionate subject specialists with extensive experience of working in further education. They act as a valuable sounding board for tutors at all levels, with advice on how to deliver specific concepts, understanding analytics and assessing learner progress.

A simple shift in mindset is all that is needed to start sourcing home-grown tutors.

Encourage existing tutors to keep an eye out for learners who show promise as a teacher – often those who naturally support their classmates, making explanations or sharing their work experience.

Encouraging learners to consider teaching as a viable and rewarding career path, and actively discussing it in the classroom, can make all the difference – as is making clear that to begin teaching in FE, they don’t need to undertake lengthy or expensive teaching qualifications. 

Looking beyond the classroom, reaching out to industry (or sourcing from within the organisation) through marketing campaigns, hosting recruitment events or even asking college business development teams to scope out contacts in industry who may be looking for part-time tutoring roles can be an effective way to source new tutors.

By rethinking recruitment and embracing innovative, sustainable approaches like ‘growing your own’, colleges can not only mitigate the financial strain of staffing shortages but also cultivate a committed, resilient teaching workforce.

With the right support, such as the comprehensive resources and guidance offered by Mindful Education, this model empowers colleges to build teams that are aligned with their values and tuned to learners’ needs.

Now is the time to invest in people, prioritise long-term impact, and shape a future where both tutors and learners thrive.

For more information about working with Mindful Education, contact us at partnerships@mindful-education.co.uk

Existing partners should reach out to their usual operations contact, who will be happy to provide further information on tutor recruitment, resources and support.