Where do foreign teachers recruit? Multiple channels help accurately match high-quality foreign teacher resources

Under the trend of global education, foreign teachers have become the core resources for many schools, language training institutions and enterprises to improve teaching quality and expand international vision. Whether it is English classrooms in primary and secondary schools, bilingual teaching in international schools, adult English training, corporate cross-cultural communication training, foreign teachers' professional language skills, cross-cultural background and interactive teaching styles can bring unique learning experiences to students. However, "where to recruit foreign teachers" has become a difficult problem for many institutions: the traditional recruitment channels have limited effect, the resources of foreign teachers are scattered, and the screening cost is high... How to efficiently find foreign teachers that meet the needs? This article will combine the practice of the education industry, sort out the multiple channels and practical strategies of foreign teacher recruitment, and help institutions accurately match high-quality foreign teacher resources.

1. professional foreign teacher recruitment platform: resource concentration, screening and efficient "one-stop" selection

Professional foreign teacher recruitment platform is one of the most mainstream recruitment channels, its core advantage lies in the concentration of resources, clear classification, perfect screening tools, can significantly reduce the cost of recruitment.

1. vertical foreign teacher recruitment website: focus on educational scenes with high matching accuracy

this kind of platform focuses on foreign teacher recruitment, covering English, minor languages, arts, sports and other disciplines of foreign teachers, and provide detailed information on foreign teachers, including nationality, teaching age, education, teaching qualifications (such as TEFL/TESOL certificate), teaching style, teaching areas, etc. For example, a well-known platform has more than 200000 registered foreign teachers, 80% of whom hold internationally recognized teaching certificates and 60% have more than 3 years of teaching experience. Institutions can quickly locate foreign teachers who meet their needs by setting screening criteria such as "nationality (such as British and American nationality)", "teaching field (such as children's English)" and "teaching form (such as online/offline). An international school once recruited an American foreign math teacher through the platform. It took only 3 days to select 5 candidates and finally successfully joined 1 candidate. The recruitment efficiency was 70% higher than that of traditional channels.

2. Foreign teachers section of the comprehensive recruitment platform: large traffic and wide coverage

Some comprehensive recruitment platforms (such as international LinkedIn and a large domestic recruitment website) have foreign teacher recruitment areas to attract foreign teachers from all over the world to register. This kind of platform has the advantage of large flow, especially suitable for recruitment of large demand, wide geographical coverage of the organization. For example, a chain language training institution released recruitment information through a comprehensive platform and received more than 200 resumes of foreign teachers within a week, 30% of which came from non-traditional foreign teachers' countries of origin (such as South Africa and the Philippines), thus expanding diversified teachers for the institution. However, it should be noted that the information of foreign teachers on the comprehensive platform may not be subdivided enough, and institutions need to spend more time screening candidates with matching qualifications and experience.

2. cooperation between universities and international organizations: a high-quality path to introduce highly educated and academic foreign teachers

if institutions need to recruit academic foreign teachers (such as university professors and scientific research tutors), or hope to improve the international background of teachers, cooperation with universities and international organizations is an efficient channel.

1. University International Cooperation Office: Connecting Overseas Scholars and Visiting Professors

Domestic universities usually have international cooperation and exchange offices, responsible for the introduction of overseas scholars, visiting professors and exchange teachers. Institutions can share their international talent resources through cooperation with universities. For example, an international Senior high school cooperated with a local "double first-class" university. Through the university's international cooperation network, it successfully introduced two British literature professors as foreign teachers. Their academic background and teaching experience have significantly improved the quality of the school's literature courses. The advantage of university cooperation lies in the reliable qualification of foreign teachers (mostly with doctoral degree or associate professor or above), and may be accompanied by scientific research cooperation opportunities, which is suitable for institutions with high academic requirements for teachers.

2. International Educational Organization and Cultural Exchange Program: Introducing Short-term Foreign Teachers at Low Cost

Some international education organizations (such as the British Council and the American Association of International Education) regularly organize cultural exchange programs and send foreign teachers to China for short-term teaching (e. g. 3-6 months). Such foreign teachers usually have rich teaching experience and cross-cultural communication skills, and the project costs are borne or subsidized by the organizer, and the institution only needs to pay basic salary and living allowance. For example, a community English training institution, through participating in the "English teacher exchange program" of the British Council, introduces four British foreign teachers every year to be responsible for the teaching of oral English courses for adults, and the students' satisfaction is more than 95%. International program foreign teachers are suitable for institutions that need short-term supplementary teachers or want students to experience a pure language environment.

3. social media and professional communities: flexible ways to tap "hidden resources"

Social media and professional communities are "supplementary channels" for recruitment ", it is especially suitable for institutions with urgent recruitment needs or foreign teachers from specific language/cultural backgrounds.

1. Overseas social media: directly reaching potential foreign teachers

Overseas social media platforms such as Facebook, Twitter, and Instagram have gathered a large number of foreign teachers. Organizations can communicate directly with foreign teachers by publishing recruitment information (English or target language description is required) or joining foreign teachers' related groups (such as "Teaching in China" and "ESL Teachers Worldwide") to publish requirements. For example, a children's English training institution received 15 foreign teacher applications within 2 days by publishing recruitment information in the "ESL Teachers in Asia" group in Facebook, of which 3 candidates finally joined the job. The advantages of social media recruitment are low cost and fast feedback, but attention should be paid to verifying the qualifications of foreign teachers (such as requiring scanned certificates) to avoid false information.

2. Foreign teachers' professional forums and communities: accurate positioning of industry elites

some foreign churches gather in professional forums (such as Dave's ESL Cafe, Teach Away) or industry communities (such as foreign teacher recruitment groups on Telegram) to share teaching experience and job search information. Institutions can publish recruitment posts on these platforms or actively contact active users. For example, the training department of an enterprise needs to recruit a German business English foreign teacher. Through publishing the demand in the "Business English Teachers" section of Dave's ESL Cafe, it successfully contacted a German foreign teacher with 10 years of training experience in multinational enterprises. Its curriculum design ability and student feedback are better than those of foreign teachers recruited through traditional channels. Professional community recruitment is suitable for institutions that require foreign teachers with specific industry experience or language background.

4. foreign teacher recommend and internal referrals: "word-of-mouth channels" with high trust and adaptability

recommend of existing foreign teachers and referrals of internal employees, it is a high-quality channel of "low cost and high efficiency" in recruitment, especially suitable for foreign teachers who need long-term cooperation.

1. existing foreign teachers recommend: using network to quickly match

foreign teachers usually have their own social circle, and institutions can encourage existing foreign teachers to recommend qualified peers, and give recommend rewards (such as bonuses, lesson time fee reductions, etc.). For example, an international kindergarten successfully recruited two American early childhood teachers through the recommend of foreign teachers. Their teaching style is highly consistent with the kindergarten concept, and the adaptation period after joining the kindergarten is short, and the parents' satisfaction is high. The advantage of foreign teacher recommend is that the candidate has passed the peer "screening", the qualification and cultural adaptability are more guaranteed, and the recommender can help the new foreign teacher to familiarize himself with the working environment and reduce the running-in cost.

2. Internal employee referral: mining the "hidden talent pool"

Internal staff (especially those with overseas study or work experience) may know qualified foreign teachers, with low referral costs and high trust. For example, an adult English training institution recruited a Canadian IELTS training foreign teacher through employee referral. He was once the employee's roommate studying abroad. He has rich teaching experience and is familiar with the pain points of Chinese students. The re-purchase rate of courses is 20% higher than that of other foreign teachers. Internal referrals need to establish a clear reward mechanism (e. g. 500-1000 yuan for successful referrals), and require employees to conduct preliminary verification of candidate qualifications to ensure that the information is true.

The recruitment of foreign teachers should be based on the needs of the organization (such as discipline, teaching form, budget, cooperation cycle, etc.) and flexibly choose multiple channels. Professional platforms are suitable for quickly matching large-scale needs, university cooperation is suitable for introducing academic teachers, social media and communities are suitable for mining foreign teachers with specific backgrounds, and recommend and referrals can improve recruitment efficiency and adaptability. No matter which channel is chosen, the institution must strictly review the qualifications of foreign teachers (such as teaching certificates, no criminal record, health certificates, etc.), and evaluate their teaching ability and cultural adaptability through interviews (online or offline), trial lectures, etc. Finding a suitable foreign teacher can not only improve the quality of teaching, but also build an international brand for the institution and attract more students and partners.