As the countdown to the September term begins, schools across the UK are ramping up their recruitment drives — especially for SEN roles.
📉 A Competitive Market for SEN Talent
In 2025, schools face a shrinking pool of experienced SEN teachers and support staff.
Why?
Burnout and retention issues post-COVID
Rising EHCP (Education, Health & Care Plan) demand
Increased behavioural and mental health needs in schools
Budget pressure forcing schools to compete for fewer, better-trained staff
And the truth is:
The best SEN staff are getting offers early — and they’re being selective.
🎯 So how do you stand out?
Let’s be blunt: posting a job and waiting won’t cut it.
If you want to attract reliable, high-quality SEN educators before September, you need to do more than just advertise — you need to appeal.
Here’s how to do that effectively — starting now.
✅ 1. Sell Your School’s Values — Not Just the Job
Great SEN professionals don’t just want a job.
They want to feel aligned with your school’s ethos, leadership, and commitment to inclusion.
Practical tip:
In every job post, and in interviews:
Talk about your SEN vision
Share success stories or initiatives
Highlight your staff development or mental health support policies
✅ 2. Make Application Simple — and Human
Many SEN candidates tell us they skip over roles with:
Generic job descriptions
Over-complicated application processes
Cold or delayed communication
Practical tip:
Allow CV submissions (instead of only long forms)
Follow up personally — fast
Include a clear name and contact for informal chats
“Make the experience feel more like a conversation than a formality.”
✅ 3. Offer Flexibility (Without Compromise)
Schools often think flexibility means losing quality — but that’s not the case.
Sometimes, the best candidates:
Have childcare commitments
Thrive in part-time or job-share roles
Prefer fixed-term contracts to full-time roles
Practical tip:
If possible, advertise:
Flexible hours
1:1 contracts
Short-term + long-term options
This widens your talent pool without lowering standards.
✅ 4. Show You Value Your TAs
SEN Teaching Assistants are the backbone of provision — and they know it.
Great TAs often move based on:
Feeling undervalued
Lack of progression
Poor onboarding
Practical tip:
Add a welcome pack or induction process
Mention TA CPD in job ads
Publicly celebrate your TAs’ impact
“A valued TA is a loyal TA.”
✅ 5. Use a Specialist SEN Agency That Gets It
We hear it all the time from schools:
“We’ve used big agencies and felt like just another booking.”
SEN recruitment is not a numbers game — it’s about fit, reliability, and ethos.
At Senovo UK, we:
Only recruit for SEN roles
Vet every candidate thoroughly
Focus on long-term placements and school fit
Know how to market your school’s strengths to the right people
📞 Ready to Get Ahead of the September Rush?
September is coming fast — and every week you wait, more top talent is off the market.
👉 Talk to our SEN recruitment team today
Senovo UK — Specialist SEN Recruitment for Schools That Care
Let’s build a team your pupils can count on.
