Industries · Education
Hiring teachers and school staff
Last updated 7 October 2026 · By the Rezumz team
The short answer
To screen teacher applicants, check the teaching qualification and registration the role needs, then subject and age-range fit, then classroom evidence such as results, planning and behaviour approach. Checks on suitability to work with children follow your country's safer-recruitment rules and sit outside the CV, so complete and record them before the person starts.
Education hiring combines a fixed calendar, panel interviews and strict safeguarding duties. The CV matters, but so do references, an observed lesson or task, and checks required for working with children. A good process documents the same steps for every candidate and keeps the safeguarding checks clearly separate.
Try it free →What to look for on a CV
Teaching qualification and registration
Check the qualification and any registration the role requires. A CV states them, and the awarding body or register confirms them.
Subject and age-range fit
Match the subject, key stage or age range. A secondary specialist and a primary generalist are different hires.
Evidence in the classroom
Look for results, planning, behaviour approach and work with pupils who need support, described with specifics.
Support and non-teaching roles
Teaching assistants, administrators and caretakers need different evidence, such as reliability, discretion and relevant experience.
Term dates and notice
Resignation deadlines and start dates are set by the school calendar. Check these early.
Mistakes that cost you good candidates
- Treating safeguarding checks as optional or leaving them until after an offer has been accepted without conditions.
- Changing interview questions from candidate to candidate in a panel process.
- Relying on a polished personal statement over classroom evidence.
- Missing the resignation deadline for a strong candidate because the process was slow.
How Rezumz fits
01Panel interviews with one scorecard
Set what the panel rates, such as subject knowledge, behaviour approach and safeguarding awareness. Each panel member gets a private link, and feedback is locked once submitted.
02Debrief that shows disagreement
The debrief shows where panel members agree and differ, so the discussion goes to the right place.
03References by form
Send candidates a form for referee details, and keep the answers on their record.
04Conditional offers on record
Draft an offer letter with an approval trail and online signature, and record that it is conditional on the checks you require.
What it doesn't do
- Rezumz does not verify licences, registrations or certificates, and it does not run background, criminal-record or right-to-work checks. You do those through the official register or an approved provider.
- It does not post jobs to job boards or schedule shifts. Candidates arrive through your own apply link, your CV inbox, uploads or a CSV import.
- Rezumz does not run criminal-record, barred-list or safeguarding checks, and it does not store them for you. Those follow your country's rules and your provider's process.
- It does not run lesson observations. You can record the panel's ratings of one.
Checks and rules differ by country and change over time. Treat this page as a guide, not legal advice, and see the Trust Centre for how we handle data and what we do not have yet.
Questions
Where do safeguarding checks fit in the process?
They sit outside the CV and follow your country's rules. Record that they were completed before the person starts, and keep that record in line with your policy.
Can a panel use the same scorecard?
Yes. Set the criteria once for the role, and every panel member rates the same things on the same scale.
Does Rezumz suit a multi-academy trust?
It suits small and mid-sized schools and groups. For very large trusts with many concurrent vacancies and integrated HR, a dedicated education system may fit better.
Try it on one real role
Add a job and a few CVs and see the evidence behind each score.