School governors can play a crucial role in safeguarding the future leadership of schools by taking a more systematic approach to the recruitment and appointment of head teachers.
A new study from the National College for Leadership of Schools and Children's Services (NCLSCS), produced in partnership with governor organisations, is recommending that all involved in the recruitment process - governing bodies, headteachers, advisers and consultants - adopt a seven-step plan that research indicates will give schools a much better chance of retaining a head once appointed.

On average, governors and employers will need to recruit a headteacher every seven years, but there are no publications with a national perspective that bring together the best techniques for appointing the right candidate for the role.

The recently published NCSL guide, Recruiting head teachers and senior leaders: Step up to the challenge provides advice for governors on recruiting headteachers. It has been informed by a long research project which looked into recruitment and appointment practice in a range of schools. The guide is designed to help governors and others involved in the recruitment process make the best decision when seeking a new headteacher and other senior leaders for their school.

The guide also urges governors to think about recruitment processes as part of longer-term planning that ensures their schools always have the best leadership. 

This includes:

• seeking ways of speeding up the career development of staff so that they don’t have to serve a long ‘apprenticeship’ before headship
• looking at alternatives to traditional headship such as federating with other schools under one head in overall charge
• ensuring that existing staff have good opportunities to develop their leadership skills and ensuring that once in post, a head is given incentives such as development opportunities to stay long-term.

The guide advocates a seven-step approach to the process, from preparing for the process and defining a candidate, through to selection and appointment and evaluation.

It asks recruiters to underpin this process with some key checks, asking them not to base their expectations of a new head solely on what worked in their school in the past, or what is seen to work in other schools, and to assess their leadership needs in the light of their school’s goals, environment and the capabilities of the current leadership team.

Access the full guide as well as a summary version on the NCLSCS website.