Recruitment and Retention in Education: How Paragon Education Supports Schools and Teachers Across the West Midlands

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The education sector in the UK is experiencing one of its most turbulent times in decades. From attracting high-quality teachers to keeping experienced staff in the classroom, the challenges are impacting schools at every level. Here in the West Midlands, schools across Birmingham, Dudley, Wolverhampton, and Worcestershire are feeling these pressures daily.

At Paragon Education, we specialise in education recruitment in the West Midlands. Every week, we speak with headteachers, senior leaders, teachers, and supply staff who are navigating the same complex issues: a shortage of qualified educators, difficulties retaining staff, and increasing reliance on supply teachers to keep classrooms running smoothly.

In this blog, we’ll explore the current challenges in recruitment and retention, the specific difficulties faced by supply staff in 2025, and—most importantly—the solutions that can help schools and staff overcome these issues. We’ll also invite educators and school leaders to join the conversation: what strategies do you think will make the biggest difference this year?

The State of Teacher Recruitment in the UK

Teacher recruitment has been a growing concern for years, but the situation in 2025 feels particularly acute. Several key factors are contributing:

• Specialist Subject Shortages – Schools are competing fiercely to recruit teachers in STEM subjects (science, technology, engineering, mathematics), languages, and core subjects like English.
• Declining Training Applications – Applications to Initial Teacher Training (ITT) courses have fallen, meaning fewer new teachers entering the profession.
• Rising Demand – Population growth and increased curriculum requirements mean more teachers are needed, not fewer.
• Geographical Gaps – Urban centres such as Birmingham may attract applicants more easily, while schools in surrounding areas like Dudley, Wolverhampton, and Worcestershire sometimes struggle to draw candidates.

How We Can Overcome Recruitment Challenges

At Paragon Education, we believe schools can get ahead of the curve by adopting creative recruitment strategies:

1. Building Talent Pipelines Early – Engaging with trainee teachers and Newly Qualified Teachers (NQTs/ECTs) before they finish their courses, helping schools secure fresh talent.
2. Attracting Career Changers – Encouraging professionals from industry to retrain as teachers, particularly in shortage areas like science and technology.
3. Promoting the West Midlands as a Teaching Destination – Showcasing the region’s cultural, economic, and professional opportunities to attract talent from other parts of the UK.
4. Working with Specialist Agencies – Recruitment agencies like Paragon Education offer schools a constant pipeline of pre-vetted, compliant staff who are ready to step into classrooms.

The Teacher Retention Challenge

Recruiting teachers is only half of the problem—keeping them in the profession is arguably the bigger issue.

Recent research shows that up to a third of teachers leave within their first five years of teaching. Burnout, stress, and workload are consistently cited as reasons. In the West Midlands, schools are seeing:

• High Workloads – Marking, lesson planning, and admin often spill into evenings and weekends.
• Limited Flexibility – Unlike many professions, teaching has traditionally been less adaptable to part-time roles or flexible hours.
• Wellbeing Concerns – Stress, mental health challenges, and lack of support have all contributed to attrition.
• Career Progression Bottlenecks – Talented teachers may leave if they don’t see opportunities for leadership or specialist development.

How We Can Improve Retention

Retention strategies need to be proactive, not reactive. Some of the most effective approaches include:

• Prioritising Staff Wellbeing – Schools that actively support wellbeing—through reduced workload policies, counselling services, or wellbeing initiatives—see higher retention.
• Investing in CPD (Continuing Professional Development) – Giving teachers the tools to progress in their careers keeps them motivated and engaged.
• Flexible Work Options – Embracing part-time or job-share roles can extend teachers’ careers and help those with family or personal commitments.
• Listening to Staff Feedback – Teachers who feel their voices are heard are far more likely to stay in their roles.

At Paragon Education, we maintain regular contact with our teachers and supply staff, offering guidance and listening to their experiences. By doing so, we help schools understand what matters most to their staff—and why they stay or leave.

The Supply Teacher Landscape in 2025

Supply staff are the unsung heroes of the education system. Without them, schools would struggle to cover sickness, training days, and unexpected absences. However, supply teaching comes with its own set of challenges in today’s climate:

• Uncertainty of Hours – Supply teachers often face fluctuating schedules, which can make financial planning difficult.
• Adjustment to New Environments – Each school has its own behaviour policies, safeguarding practices, and systems. Supply teachers must adapt instantly.
• Long-Term Cover Expectations – With retention challenges, supply teachers are increasingly asked to step into long-term roles, which can be rewarding but also demanding.
• Perception of Supply Roles – Supply teaching is sometimes undervalued, even though it requires adaptability, resilience, and strong teaching skills.

How to Support Supply Staff

Paragon Education takes pride in supporting supply teachers across the West Midlands by:

1. Providing Clarity Before Every Placement – We brief our staff on what to expect, from timetables to behaviour policies, so they can walk into schools confident.
2. Offering CPD and Training – Supply staff should have the same access to training as permanent staff. We provide opportunities for professional growth, keeping supply staff competitive and motivated.
3. Encouraging Long-Term Opportunities – Many of our supply placements lead to permanent offers, giving teachers the chance to settle into schools they love.
4. Valuing Flexibility – Some educators prefer supply because it allows them to balance teaching with family life or other commitments. We celebrate and support that choice.

Why Partnerships Matter

The challenges of recruitment and retention cannot be solved by schools alone. Nor can agencies solve them in isolation. What makes the difference is partnership: schools, agencies, and educators working together towards sustainable solutions.

At Paragon Education, our mission is to:

• Build lasting relationships with schools to understand their culture, not just their vacancies.
• Provide ongoing support to teachers and supply staff, not just one-off placements.
• Advocate for positive change in recruitment and retention practices, helping schools look beyond short-term fixes.

Join the Conversation

The education system in 2025 is at a crossroads. The recruitment and retention challenges are real, but they are not insurmountable. With creative strategies, strong partnerships, and a focus on supporting staff wellbeing, we can build a more sustainable future for education.

At Paragon Education, we want to hear from you.

• Are you a school leader who has found effective ways to retain staff?
• Are you a teacher or supply staff member with first-hand experience of the challenges?
• What changes would you like to see in recruitment and retention this year?

Share your thoughts with us. Let’s keep this conversation going and, together, find solutions that strengthen education across the West Midlands.

📞 01905 814754
📧 alex@paragon-education.com
🌐 www.paragon-education.com

Paragon Education – Education Recruitment in Birmingham, Dudley, Wolverhampton & Worcestershire

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