Department of Education — Ireland’s Post

Navigating the Complex Terrain of UK Talent Acquisition for Educational Institutions 🎓 In the realm of education, talent acquisition is not just a recruitment drive; it's about building the future. Recent UK statistics depict a challenging landscape, with a stark 4.5% increase in teacher vacancies year-on-year, alarming yet not without a silver lining. The persistent teacher shortage may seem daunting, yet it opens doors to innovation in recruitment strategies. Educational institutions must pivot, leveraging both traditional and novel approaches to attract top talent. Opportunities abound for those willing to adapt, whether it's through enhanced incentive packages or creative outreach programmes. Furthermore, professional development is fast becoming a vital currency in the retention of teaching staff. Forward-thinking institutions are investing heavily in training, with a reported 15% more budget allocation compared to previous years. This not only aids in retention but also ensures educators grow in their roles, enriching the learning experience for students. But overcoming these challenges calls for a collective effort. Sharing insights or collaborating could pave the way to a robust educational workforce. Keen to discuss how we might steer this ship together? Drop a line or leave a comment - let's transform challenges into opportunities. #UKeducation #TeacherRecruitment #ProfessionalDevelopment

More than 20 years ago I was part of a Department of Education project in the Northern Territory investigating ways to improve recruitment. After exhaustive research, debate and consideration, this remarkably eclectic team presented our findings. Essentially, we proposed that a dedicated unit answerable only to the Chief Executive within the department be established using experienced teachers to actively recruit the most suitable teachers for our context. It was predicated on the idea that recruiting the right people who were retained longer would be more cost effective than cheaper methods, but which resulted in higher turnover. The Executive Board of the department rejected this. They told us that administrative staff using online recruitment and devolving decision making to the lowest levels would be much better and cheaper. And it became so. In my view effective recruitment and retention has been on a downwards slide ever since. Today in the Northern Territory teacher recruitment and retention is in crisis, exacerbated by national and international shortages. Not only do I believe this could have easily been foreseen, I believe there are factors that have contributed to this, for which past and present leadership should take the blame. (there’s an idea bureaucrats and politicians hate).  

Really excited to see this paper published with Mark Vicars about the challenges faced by higher education workers in the shift towards increased online digital labor. We consider the impacts on topics such as ·      research pursuits, ·      work-life balance and ·      psychosocial risks associated with the blurring of boundaries between home and work. We talk about the normalization of these risks through the concept of "postdigital presence" to consider countermeasures associated with established theories such as the Slow University and Quiet Quitting to urge policymakers to reflect on three critical areas of concern: 1.      Remote and Isolated work, 2.      Job Demands, and 3.      Digital Fatigue. With some academics thriving in remote work and others drowning, we emphasize the need to re-consider and re-evaluate risks and harms associated with digital labor. We need to question digital labor's impact as a social, anthropological, and technological phenomenon due to the institutional financial risks that are associated with 'quiet quitting' and the often unwritten expectation that academics are constantly in a state of being 'on standby'. https://lnkd.in/gcUdTkWp #Highereducationworkers #onlinedigitallabor #work–lifebalance #psychosocialrisk #postdigitalpresence

As the U.S. faces a critical workforce shortage, rapidly changing technology and an aging population, foreign-born workers now account for almost 20% of the U.S. labor force—a number that is only expected to grow. With only 7% of the world’s future workforce being trained at U.S. universities, partnerships between U.S. and global universities are emerging as a pivotal force in preparing the next generation of global professionals and in shaping the future of the American economy. Peter Joseph Torres, professor of linguistics in The College of Liberal Arts and Sciences at Arizona State University Department of English, is leveraging ASU and Cintana Education partnership with Mapúa University in the Philippines 🇵🇭 to address these workforce challenges, particularly by exploring how global language patterns used in health-related curriculum, papers and policies, impact the ways in which we administer and receive healthcare here in America. “I grew up in the Philippines and am very familiar with the country. The Philippines is an emerging market in Southeast Asia, and language and health in the Philippines is not as studied as it is in Western countries, so there's a lot of room for research. In fact, many healthcare workers in the U.S. and in Arizona come from the Philippines, and they go to universities like Mapúa University for training. The information and data gathered from the classrooms and the training is important because it emerges in one way or the other in healthcare in the U.S. I thought it would be a great opportunity for ASU to collaborate with Mapúa as they build up their new School of Health Sciences.” Dr. Torres' work not only highlights the importance of international collaboration, but solidifies the crucial role of universities like ASU in influencing interdisciplinary and inclusive healthcare policy and workforce development in the U.S. and regions around the world. Read more about Dr. Peter Torres’ work in the Philippines on ASU News: https://ow.ly/mvh350TNQv2 ASU Global #asuhumanities

HCMC attracts high-quality talent Attracting and Retaining Top Talent in Ho Chi Minh City The Ho Chi Minh City Party Committee recently held a conference on studying and implementing the 2024 Topic: “Studying and Following Ho Chi Minh’s Ideology, Morality, and Style in Practicing Democracy, Strengthening Legal Culture, Ensuring Discipline; Attracting High-quality and Dedicated Human Resources in Building a Civilized, Modern, and Sentimental City”. Therefore, in addition to studying and following Uncle Ho’s example, attracting talented and dedicated individuals to Ho Chi Minh City is also a top priority. Creating a Talent Pool from the Start In the context of the digital age and globalization, especially during the implementation of Resolution 31/2022 of the Politburo and Resolution 98/2023 of the National Assembly, which introduce many new and challenging tasks, Ho Chi Minh City is particularly focused on building, developing, and attracting high-quality and dedicated human resources. In recent years, Ho Chi Minh City has issued and implemented many appropriate policies and solutions to ensure that the workforce possesses the necessary moral standards, skills, and dedication for the public sector. Nguyen Thi Hong Tham, Deputy Director of the Ho Chi Minh City Department of Internal Affairs, said that the city is implementing several policies to attract and recruit high-level skilled workers. Ho Chi Minh City has recruited outstanding students and young scientific professionals according to Decree 140/2017 of the Government. By the end of 2023, the city had conducted interviews for candidates who met the standards. The city plans to continue recruiting civil servants and officials in this group in the next phase. “This is an important foundation for attracting and building human resources to serve the economic and social development goals of the city,” said Nguyen Thi Hong Tham. For the first time, Ho Chi Minh City recruited 3 officials from outstanding students after 5 years of implementing Decree 140 – an important milestone in the city’s strategy to attract and develop high-quality human resources. The outstanding students who were recruited will be pioneers in further enhancing the quality of the city’s officials and civil servants. In the near future, Ho Chi Minh City will continue to recruit according to Decree 140, expanding the target group based on the new policies issued by the People’s Council. Ho Chi Minh City ensures the employment of talented individuals and builds a workforce for public sector development that both nurtures and specializes, meeting the professional skills and attitudes required to serve the people and to build a sustainable development city. As one of the three outstanding students recruited as a Secondary School Mathematics teacher at the III level by the Department of Education and Training of Ho Chi Minh City, 23-year-old student Luu Van Khoa said the city has more special preferential policies to a...

Precarious work and underemployment are rising, with an estimated one out of three academic staff on contract, compensated only for teaching. As a consequence, our research and science capacity is eroding. Assistant professor is the rank at which early career researchers are hired, yet the number of these positions declined by almost 20% in the last decade. This also impacts the student-faculty ratio. At 25 of Canada’s largest universities, there is an average of 23% more students per full-time faculty member than in 2000, exacerbating teacher-student ratios, staff workloads, and research outputs. Together, we can win stable funding and protect good jobs for our post-secondary education system.

📢 Job alert! 📢 Two PhD Positions in ERC Starting Grant project on multiple jobholders Two four-year PhD research positions in the ERC Starting Grant project “Moonlighting: Understanding the quality and consequences of working multiple jobs [MOONLIGHT]”.    The two PhD researchers will become part of the new, cutting-edge research project “Moonlighting: Understanding the quality and consequences of working multiple jobs  [MOONLIGHT]”, funded by the European Research Council (ERC) for the period 2024-2029. The project studies the quality of work and wellbeing of contemporary multiple jobholders. Work in the new economy is increasingly of a flexible and fragmented nature. Multiple jobholders [MJHs], or so-called moonlighters, can be considered emblematic of how work fragmentation and combinations affect the quality of work and total worker wellbeing. MOONLIGHT will research the quality of work in first, second and other jobs and how this translates into total worker wellbeing. MOONLIGHT will study the quality and wellbeing of MJHs through comparative research in seven advanced economies: Denmark, Germany, Italy, the Netherlands, Poland, the United Kingdom and the United States - countries with increasing levels of MJHs, but different welfare state and labour market traditions, regulations and norms. The research will rely on new comparative cross-national and dynamic data. https://lnkd.in/evek3pWf Questions ❓ Please contact: 📩 aias-hsi@uva.nl Universiteit van Amsterdam - Faculteit der Rechtsgeleerdheid #aiashsi #amsterdam #uva #job #alert #PhD

Redefining Early Years Recruitment 🌱 The landscape of early years education recruitment in the UK is undergoing a remarkable transformation. In light of the pandemic and evolving policies, the spotlight is on the urgent need for skilled educators who can shape our children's future. 🎓 Here's what I'm noticing: 1️⃣ The demand for early years professionals is at an all-time high—credentials matter, but so does a heart for developmental milestones. 2️⃣ Recruitment must be innovative, embracing candidates' diverse experiences and rich cultural backgrounds to foster inclusive learning environments. 3️⃣ Technology is a game-changer, offering efficient ways to connect educators with opportunities that ignite their passion for teaching. 🌐 The future is about holistic hiring practices, where passion, inclusivity, and professional growth are foundational pillars. By harnessing these elements, we create a dynamic, resilient education community that truly enriches our children's lives. Are you part of the change? How do you envision the evolution of early years education recruitment? Let's come together to champion a world where every child benefits from the exceptional early learning experiences they need to thrive. Share your thoughts below! 🌟 #EarlyYearsEducation #EducationRecruitment #FutureofLearning #TogetherWeGrow

Australia’s higher education and workforce planning could greatly benefit from a more coordinated national approach, akin to successful European models. Implementing a national higher education planning capacity would align university programs with labour market demands, reducing graduate underemployment. A robust labour force information system is essential for providing real-time data on labour trends, skill shortages, and employment outcomes. This data would help universities tailor curricula to better prepare students for the job market, enhancing employability and addressing skill shortages. Collaboration between government, educational institutions, and industry leaders is key to creating a cohesive framework that supports sustainable employment outcomes for graduates. #HigherEducation #WorkforcePlanning #GraduateEmployability

Surprising Findings from My Latest Research 👇 🎓 The share of UK job postings requiring a Bachelor's degree or higher remains surprisingly low—and remarkably stable. 🎓 Most UK job postings don’t explicitly mention any education requirements. 🎓 A few sectors have loosened their education requirements slightly. We’ve all heard about the shift towards skills-based hiring. With the ongoing skills shortages, you’d expect employers to reduce degree requirements, right? So, why isn’t this happening in the UK? Because the requirements are often implied: 🔍 For roles like medical doctors, a university degree is a given—no need to state the obvious. For example, over 90% of postings for physicians and surgeons don’t mention education levels. 🔍 Slightly more than half of the UK population aged 25-64 holds a tertiary degree—10 percentage points above the OECD average. Could this make employers assume candidates are likely to have one anyway? 🔍 Professional licenses mentioned in postings might require a degree that isn't itself spelt out. 🔍 The tendency to not mention degree requirements may be a cultural quirk that sets the UK apart from other advanced economies. Upcoming research to shed light on education requirements in other countries! ❗ I did find that some sectors, including mathematics (which covers data science) and social sciences, have seen a slight decrease in formal education requirements. Check out my blog post for more details!