Spring Hiring Trends: How to Recruit and Retain Top Teachers for the 2025-26 School Year 

As students — and educators — anticipate the end of the academic year, school and district leaders are already planning for the next. Spring remains one of the most critical seasons for recruiting exceptional teaching talent, especially in a competitive and evolving educational landscape. 

This article outlines current hiring trends and provides strategic, research-informed recommendations to support school and district leaders in recruiting, hiring, and retaining top educators for the upcoming school year. 

Key Hiring Challenges in Spring 2025 

Districts nationwide are navigating several persistent challenges as they work to build and sustain high-quality teaching teams: 

Teacher Shortages 
Educator vacancies remain especially high in special education, STEM, and bilingual education. According to the National Center for Education Statistics (NCES), 82% of public schools reported needing to fill two or more teaching positions prior to the 2024–25 school year. 

Intense Competition for Talent 
Qualified teachers are in high demand — not only from other districts but also from industries that offer greater compensation and flexibility. NCES also reported that 64% of public schools cited a lack of qualified applicants as a significant hiring challenge. 

Concerns around Retention and Burnout 
The profession continues to see elevated rates of attrition due to burnout, workload, and a lack of support. Addressing these concerns is vital to retaining experienced educators and maintaining continuity for students. 

Shifting Certification Pathways 
Alternative certification programs are expanding the pipeline of prospective teachers. However, these evolving routes also require districts to provide tailored support to ensure new hires succeed. Programs like Moreland University, which offers accelerated certification and master’s degrees, are leading the way in this space. 

Spring 2025 Hiring Trends to Watch 

Start Early to Secure Top Talent
Initiate recruitment efforts in early spring — ideally March or April — to maximize access to a strong pool of candidates. Late recruitment often results in limited options and rushed decisions. 

Prioritize Retention 
Conduct stay interviews, renew contracts early, and offer incentives that promote professional satisfaction. Retention strategies should be as proactive and intentional as recruitment efforts. 

Embrace Both Virtual and In-Person Job Fairs
Virtual events expand your geographic reach, while in-person fairs foster relationship-building. A balanced approach enhances visibility and deepens candidate engagement. Sites such as EdWeek’s TopSchoolJobs provide access to both formats. 

Leverage Alternative Certification 
Partner with institutions like Moreland University to access candidates from diverse professional backgrounds. These individuals often bring valuable real-world experience to the classroom and a strong commitment to education. 

Enhance Compensation through Creative Perks 
If salary increases are constrained, offer value in other forms — such as tuition reimbursement, student loan support, mentorship programs, and flexible scheduling — to make positions more attractive. 

Commit to Diversity, Equity, and Inclusion (DEI) 
Adopt equitable hiring practices and expand outreach to underrepresented communities. Resources such as The Education Trust can support DEI-focused recruitment strategies. 

Utilize Technology and AI in Recruitment 
Modern applicant tracking systems and AI-driven tools streamline hiring, reduce bias, and improve decision-making. These technologies allow HR teams to focus on building relationships and improving candidate fit. 

Actionable Steps for Educational Leaders 

In addition to trend-aligned strategies like posting openings early with clear hiring timelines, offering early contracts, and highlighting your school/district’s strengths online, consider implementing the following actions to strengthen your hiring and retention efforts: 

1. Develop a Year-Round Recruitment Strategy 
Recruitment should not be confined to spring. To build a sustainable recruitment pipeline, build relationships with educator prep programs like Moreland University, maintain a presence at education conferences, and engage with prospective candidates throughout the year. 

2. Conduct Exit Interviews and Analyze Turnover Data 
Understanding why teachers leave can inform future hiring and retention efforts. Use data to identify trends and address systemic issues.

3. Create Clear Pathways for Career Advancement 
Teachers are more likely to stay when they see opportunities for growth. Establish leadership roles, mentorship opportunities, and advancement tracks within your district. 

4. Ensure Robust Onboarding and Induction Programs 
Early support is essential to teacher success. Provide structured onboarding experiences that include coaching, peer support, and access to professional development.

5. Engage the Community in Recruitment 
Parents, alumni, and community leaders can be powerful allies in identifying and recruiting mission-aligned educators. Highlight community strengths as part of your recruitment messaging. 

Final Thoughts 

Recruiting and retaining high-quality educators is a multifaceted challenge, but with strategic planning and a commitment to support and growth, districts can build exceptional teams. Begin early, invest in your current staff, and cultivate an environment where teachers feel valued, supported, and inspired to stay. 

Interested in strengthening your educator pipeline? Partner with Moreland University to close the certification gap, enhance teacher effectiveness, and improve student outcomes.