Are you an agent of change that embraces the reality of the SEN sector?
In our last blog, we explored the value of non-qualified individuals to the special education sector. This relatively untapped talent pool can provide vital support to settings and their pupils.
There’s plenty of interest, too – our job listings for ‘unqualified SEN teaching assistant’ receive an average of 13 applications per role. However, empowering the next generation of SEND heroes cannot be achieved on candidates’ interest and determination alone. Rather, they must be welcomed and supported by open-minded employers who are willing and able to encourage them on their career journeys. Only with this attitude and approach will both parties feel the true benefit of up-and-coming, unqualified SEND employees.
A perfect storm
Department of Education data from June 2022 tells us that the number of pupils with special educational needs (SEN) increased to 1.49 million pupils in 2022, representing 16.5% of all pupils. The proportion of pupils with SEN had been decreasing since 2010 (21.1%), however it has increased for the last 5 years.
Concerningly though, 2023 applications to post-graduate initial teacher training (ITT) courses are low, according to the National Foundation for Educational Research.
Jack Worth of the NFER commented: “ Application numbers so far are pretty similar to last year's recruitment, which was dreadful” . Recruitment expert, Ben Barton, added: “ This is challenging news when you consider that vacancies are up about 25% on the same time in 2021. Some might say a 'perfect storm'.”
Be an agent of change
High demand coupled with dwindling supply is an issue but it also highlights just how valuable unqualified people are to the sector and why they shouldn’t be dismissed by employers. Those that include them within their wider recruitment strategy can reap the rewards of a new cohort of talent over the coming months and years – but a commitment to nurturing new talent doesn’t stop at sourcing employees.
By supporting training requirements, offering mentorship and working closely with employees on their journey to becoming qualified, employers are more likely to get the most out of non-qualified recruits. What’s more, it’s an opportunity to shape fresh talent into exactly the type of SEND support you require – get them on board with how you work, communicate what you expect from staff and create a real ambassador for your specific setting.
At Senploy, we work with an unrivalled network of recruiters that can not only help you source talent but deliver vital training, too – examples include Engage Education, Vision for Education and Moxi Recruitment.
For example, Moxi Education is partnered with EdStart Specialist schools. This means that as part of the recruiter’s model, it can offer the unique opportunity of training candidates on site. Moxi creates bespoke CPD accredited training packages to suit individuals’ career goals and personal development.
Courses cover a range of essential topics to help prepare candidates for life in the classroom, such as Asperger Syndrome Awareness Certification, Anti-Bullying Prevention Certification and Mental Health First Aid. Candidates also have the unique opportunity to work with specialist staff, including SENCos and centre managers to shape their knowledge and give them the confidence to make a real impact in a new school.
For more information about how you can boost skills within your school by welcoming non-qualified employees, get in touch.