Recruiting the best possible international school staff is always a challenge. Once you have top international educators, you really want to make sure you keep them!
In such a competitive market during international school recruitment season, it is important to stand out in a crowd. You also want to be seen and known to be the international school or group of international schools that look after its people.
Employee benefits have been slow to come to the international school sector, but it is becoming a well-established tool that has already been used successfully by a number of international schools to attract and retain their staff.
It is important to look at how an occupational international retirement and savings plan can be a simple and effective method to provide a meaningful benefit to your staff; be they local, expatriate, short-term or career-focused.
Over the years there have been bad experiences in this growing sector with international teachers being sold inappropriate individual products that are too rigid in requirements, have expensive investment options and are opaque in their fees. However, the desire to save is an important objective. It is vital that international educators make the most of working overseas from a career perspective, but also for financial benefit.
By providing an occupational plan, you can offer a simple and easy way to save as well as tailor it to your requirements. So what does that mean? The rules can be customised for international school management. The options allow you to:
· Decide who can join the plan
· Provide an employer contribution but have different percentages for different categories of staff, to reward loyalty and seniority.
· Provide a “signing on/contract completion” bonus.
· Ensure employees finish their first contract or serve an amount of time before they receive the rights to any employer contribution/bonus value.
· Limit access to any employer contributions until they leave employment or retire, so they have a meaningful benefit when they leave.
· Allow employees to make additional savings safely and easily via payroll at no extra cost. This can be used for short to medium-term goals such as house purchase, marriage, education or hardship.
· Allow local employees an easy and cheap way to save in international currency.
The good news is that the costs are simple and transparent and they can be paid by the international school, the employee or shared.
Easy to Administer
We know how busy international school boards and admin are. Therefore Sovereign will use its expertise to learn what you want to achieve and build the plan to suit your requirements. We’ll do all the heavy lifting, so you don’t have to.
· We’ll deliver a co-branded employee booklet tailored to your membership
· Deliver launch presentations to engage the population
· Provide institutional class funds by Vanguard, Fidelity, iShares/Blackrock that are ESG focused where possible.
· Provide a secure portal, so the members can self-serve thereby reducing traffic to HR
· The good news is that HR only has to upload basic new joiner information. Our system will automatically engage the employee. HR will also need to upload a contribution file and send one lump sum payment at the frequency agreed.
· Members and HR can view and export their information.
So as you can see: simple, effective and secure. Check out the International Schools case study: International Solutions – The Sovereign Group
Why not act now and get the process started by contacting (Mrs) Jo Smeed on firstname.lastname@example.org
Jo Smeed has spent 25 years providing international retirement & savings schemes to employers of all sizes, locations and sectors and brings her expertise and experience to deliver the optimum solution.
The Sovereign Group is a global company with over 20 offices around the world.
This is a sponsored article submitted to ISC via Sovereign Group.continue reading
Bad interviews are good things
“No matter the reputation of the school, the people sitting across from you in the hotel room asking you questions in that school’s name are a stronger indicator of how it would feel to work at that school. I talked to English department heads whose questions – and my answers – made it clear to both of us that we would, or would not, make a happy marriage. There was an unsurprising correlation between this marital element and the offering or non-offering of a position at each school. Schools touting themselves as “21st century schools” and banging their laptop program drums – and during interviews with which I expected flower petals to descend from on high – on an occasion or two turned out to instead voice sentiments belonging to, um, people who’d obviously never experienced the literacy magic that happens after a few months writing and conversing behind the wheel of a blog. No rose-petals there – instead, many mental leaves of wet cabbage fell, probably, in both our imaginations. Marriage for the next two years? We think not. Thank goodness for the bad interview, and for the “We’re sorry we cannot offer you a job at this time.” No apology necessary, really – good luck.”
How wonderful. This idea behind feeling good about bad interviews is perfect. Sometimes we get caught up in all the hoopla at recruitment fairs. We see teacher after teacher getting job offers and then there’s you, not getting ANY offers. We have all been there I’m sure. The worst is when you are in the elevators with the people talking so excitingly about their latest job offers and new contracts they are going to sign the next morning. Like we have said before, it is all about luck and timing. And now, there is a new addition to our quote about job hunting…if you are the right match for each other, it will be glaringly apparent. If you are the right fit for each other, then you are the right fit. It is truly like finding a partner or a spouse in life – you need to be at the right time and at the right place in each others’ lives for things to work out, and you must have some chemistry between each other.
We have all left interviews thinking “Oh, I really would like to have the opportunity to work at this school” knowing deep down that the person didn’t think you were the best fit and knowing even deeper down that you also didn’t think you were the best fit. Sometimes you just want to get affirmation that you are a “good catch” at the international school recruitment fairs (UNI Overseas Placement Fair, Search Associates, International School Services, CIS, etc.) and you want to get job offers from everyone. Some teachers are told to accept and go to all offers to interview. If you do just that, you many times find yourself in hotel rooms with some administrator who is not speaking the same language as you. They are talking and going through their speech about their school, but you are just thinking this is not the person I want to be working with, it is not the school I want to be working at and this is not the country that I want to be living in. At the end of one of our bad interview experiences, the school asked “so what do you think?” and the person responded “I’m sorry, I just don’t think we are a good fit to work together.” They sat there with shocked looks on their faces! Sometimes you just need to be blunt, to get your point across because some schools may not even realize they have also just experienced a bad interview.
Traits and signs that a bad interview is taking place at an international school recruitment fair:
“Nine lessons learned” taken from The Wonderful World of International School Hiring Fairs article by Clay Burell’s blog Beyond School.continue reading