Recruiting a new headteacher is one of the most important roles that a Governing Body must undertake.  As noted by the DfE in their guide to recruiting a new headteacher ‘School leadership is extremely influential on the success of a school and it is therefore essential to give thought, care, time and attention to recruitment and selection processes.’  

It is critical that a professional, fair, open and time-sensitive recruitment practice is undertaken, taking on board the latest safeguarding guidance and legislation to ensure a successful recruitment outcome. 

The DfE also note that it is essential that ‘the board has, or is able to access, the skills they need to carry out effective selection processes and follow agreed procedures. They may need advice from the human resources expert or to seek training or other professional support if there are gaps in skills.’  The guidance notes two particular areas of expertise that are key in Headteacher recruitment: 

Educational adviser support to the selection panel to:  

• help the board to think through the specific educational needs of the school, and to consider them in the context of a shifting schools landscape  

• help to tailor the job description and person specification to meet the specific educational needs of the school 
• shape the assessment exercises to reflect the educational challenges of the school  
• provide the professional experience and ability to judge candidates’ relative strengths in leading teaching and leadership, and expertise on their suitability for the headship post. 

Human resources and recruitment expertise to: 

• advise on the advert and the application pack so it generates the largest and most appropriate application field  
• ensure compliance with recruitment and equalities legislation  
• ensure the process follows best practice in recruitment  
• help to establish appropriate shortlisting criteria, including supporting the process. 
• help to determine appropriate assessment exercises and interview questions  

• assist with relevant paperwork to support the selection process and ensuring this is kept as a safe and secure record  
• advise on sensible timescales for the recruitment process 
• provide renumeration advice 

The Buckinghamshire Council BESST School Improvement Team and Buckinghamshire Council Human Resources team can offer the following traded packages of support to all maintained, academy and free schools in Buckinghamshire. 

It is a statutory duty for Buckinghamshire Council to support one day of interviews in maintained schools. This is therefore included free of charge in all packages below. 

BESST Support for Headteacher Recruitment

Package A – Human Resources Recruitment Support Only

Pre-Interview HR Support

Creation of advert and candidate pack, plus pre-interview checks:

• Creation of an advert
• Creation of headteacher candidate pack
• Arranging interviews and liaising with candidates regarding self-declaration; up to 4 candidates
• Requesting and checking references; up to 4 candidates and up to 3 references per candidate
• Support to determine appropriate assessment exercises and interview questions
• Expert HR advice and guidance at the pre-interview stage (does not include shortlisting of candidates)

Post–Interview HR Support

• Providing guidance for governors on the offer to be made to the successful candidate
• Providing guidance for governors on the next steps and pre-employment checks to be undertaken
• Rejecting unsuccessful candidates
• Providing a template for the Conditional Offer
• Expert HR advice and guidance at the post-interview stage

Cost

£795 (exclusive of direct advertising costs and VAT if applicable)

Individual elements of support can be purchased separately – please email advertising@buckinghamshire.gov.uk for more information

Package B – School Improvement Advisor Support Only

Expert School Improvement Advisor Support

Recruitment panel meeting participation 

• Advise on roles, responsibilities of the panel and recruitment timescales  
• Review of the job specification and headteacher candidate pack 
• Support for the development of shortlisting criteria 

Review of applications 

• Interviewee recommendations made 

Attendance at and support for shortlisting meeting 

• Communications with the recruitment panel to create a structure for the day, providing materials and tasks as required 
• Guidance on and review of interview questions, with particular reference to safeguarding  

Attendance at and support for interview days

• Support and advice for decision making  
• This is a statutory duty and therefore one day of interview support is funded for all maintained schools

Cost

Maintained schools
One day of interviews - £825
Two days of interviews - £1,375

Academy and free schools
One day of interviews - £1,375 
Two days of interviews - £1,925  

Package C – Complete Headteacher Recruitment Package

Pre-Interview HR Support

Creation of advert and candidate pack, plus pre-interview checks:

• Creation of an advert
• Creation of headteacher candidate pack
• Arranging interviews and liaising with candidates regarding self-declaration; up to 4 candidates
• Requesting and checking references; up to 4 candidates and up to 3 references per candidate
• Support to determine appropriate assessment exercises and interview questions (to be agreed with School Improvement)
• Expert HR advice and guidance at the pre-interview stage (does not include shortlisting of candidates).

Expert School Improvement Advisor Support

Recruitment panel meeting participation

• Advise provided on roles, responsibilities of the panel and recruitment timescales
• Review of the job specification and headteacher candidate pack
• Support for the development of shortlisting criteria

Review of applications

• Interviewee recommendations made

Attendance at and support for shortlisting meeting

• Communications with the recruitment panel to create a structure for the day, providing materials and tasks as required
• Guidance on and review of interview questions, with particular reference to safeguarding

Attendance at and support for interview days

• Support and advice for decision making
• This is a statutory duty and therefore one day of support is funded for all maintained schools

Post–Interview HR Support

• Providing guidance for governors on the offer to be made to the successful candidate 
• Providing guidance for governors on the next steps and pre-employment checks to be undertaken 
• Rejecting unsuccessful candidates 
• Providing a template for the Conditional Offer 
• Expert HR advice and guidance at the post-interview stage

Cost

Maintained schools
One day of interviews - £1,450 
Two days of interviews - £1,950

Academy and free schools
One day of interviews - £1,950 
Two days of interviews - £2,450 

Visit our shop to purchase one of these packages

Appendix 1 - LA Statutory Duties in Maintained Schools 

In community, voluntary-controlled and community special schools, the local authority, as the employer, has the right to attend all proceedings of the selection panel (including interviews) and provide advice. The board will need to consider any advice provided by the local authority.  

In voluntary-aided, foundation and foundation special schools, the local authority does not have an automatic right to attend proceedings of the selection panel. The local authority may, however, offer advice to the board, subject to the terms of a written agreement between the board and the local authority. Any such advice that is given must then be considered by the board.  

In all maintained schools the selection panel must notify the local authority of the names of applicants selected for interview. If, within a period of seven days beginning with the date it receives notification, the local authority makes written representations that any applicant is not a suitable person for the post, the selection panel must consider those representations. Where it decides to recommend for an appointment any person about whom representations have been made, the selection panel must notify: 

• the board and local authority in writing of its reasons (community and voluntary-controlled schools) 
• the local authority in writing of its reasons (foundation and voluntary-aided schools). 

Appendix 2 - The Panel 

Where a vacancy for a headteacher is advertised, the board of a maintained school will need to put in place a selection panel to select candidates for interview (and notify the local authority of the names of the candidates), interview applicants and, if the interviews are successful, recommend a candidate for appointment as headteacher to the board. This is also good practice in academies.  

For maintained schools, the panel must comprise of at least three governors. There is no limit to the number of governors who can sit on the panel, but boards should ensure that the selection panel is not unnecessarily large. It is important to strike a balance between ensuring the panel possesses the range of skills needed and ensuring a candidate does not feel intimidated. Academies are not subject to the same regulations as maintained schools and, subject to their articles of association, are free to set their own arrangements. Good practice suggests that schools may want to consider the process to be followed in the event of a complaint or grievance being raised. Any such process should ensure that complaints and grievances can be reviewed impartially by those who were not involved in the original recruitment process.  

Membership of the panel should be diverse and inclusive to help ensure an equal and fair recruitment process. In choosing members of the panel, boards should consider factors such as conflict of interest. In maintained schools, panel members may be drawn from the governing board as a whole, with the exception of a governor who is the headteacher, as this is prohibited by regulations. Academies are free to decide their own arrangements, subject to any requirements set out in funding agreements and articles of association