Let’s be blunt: printing a vacancy and pinning it to the staffroom corkboard is not a digital strategy. Neither is burying “Careers” in your footer and hoping great teachers telepathically find it. If you want quality staff, you have to show up where talent already searches—and that’s in common listings alongside peer institutions.

A tiny history lesson (with a wink)

Once upon a time, jobs lived in newspaper classifieds. Then job boards ate classifieds. Now, candidates search, compare, and apply in centralized platforms—because nobody has time to open 40 separate websites with 40 different forms. Refusing to meet them there is like insisting parents fax your admissions office “because that’s how we’ve always done it.”

The talent reality you can’t ignore

• There’s a global teacher crunch. UNESCO estimates the world needs 44 million additional primary and secondary teachers by 2030; 15 million of those are in sub-Saharan Africa. That’s not a typo. It’s a gap. UNESCOTeacher Task Force

• Kenya alone is running a teacher deficit of roughly 98,000+ positions, with junior secondary hit hardest. Translation: talent competition is real—and local. KenyansallAfrica.comNation Africa

• Candidates live on listings. In 2024, 76% of job seekers regularly used general job boards and 49% used niche boards; 67% applied to a role via a job board in the prior year. If your vacancies aren’t in a common listing, you’re invisible to most of the market. iHire

• Speed matters. Average time-to-fill dropped from 48 to 41 days year-over-year, and education saw the sharpest improvement—27% faster—as teams leaned into better pipelines and tooling. If your process is slow and scattered, you lose candidates to institutions that move. NXTThing RPO+1

Why a common listing (yes, like Elimys) outperforms a lonely careers page

1. Discovery > Guesswork
   Talent doesn’t “browse the whole internet” for you. They compare in one place. Being listed where institutions sit side-by-side puts you in the shortlists you currently miss.

2. Brand signaling at a glance
   A verified profile, consistent metadata (roles, campuses, contract type), and recent posts scream “organized and credible.” A dusty careers page whispers “we’ll get back to you… someday.”

3. Fairness and reach
   Public, centralized posting kills the “who you know” myth and widens your funnel. That’s not only good optics—it’s how you surface great teachers beyond your usual circles.

4. Pipeline, not panic
   Common listings keep passive candidates orbiting your institution. When they’re ready, they don’t start from zero—they already know you.

5. Analytics you can use
   Centralized platforms show views, clicks, drop-offs. If candidates constantly bounce on Step 3, that’s a fixable form, not a “market problem.”

“But we already have a website” (and other polite self-sabotage)

• “We posted on Facebook.” Great. You also posted your sports day photos. Careers deserve a channel where job seekers actually filter by subject, location, contract, pay band, start date, etc.

• “Email us your CV.” Wonderful for your inbox, tragic for candidate experience. People abandon long, clunky processes; your best applicants have options. (Ask any recruiter who’s lost a hire to a faster competitor.) NXTThing RPO

• “We’ll wait for walk-ins.” That’s like running admissions without publishing intakes. In 2025, it’s not conservative—it’s costly.

What “good” looks like on a shared platform

• Clear role taxonomy: Teaching vs. non-teaching, department, level, full-/part-time, contract length.

• Transparent essentials: Subject, campus, start date, salary band/benefits (or at least a range), application deadline, stage updates.

• Frictionless apply: Short, humane forms; auto-acknowledgment; a visible timeline (“screening by X, interviews by Y”).

• Consistency: Keep roles current. Nothing says “chaos” like a vacancy closed six months ago still showing as “Open.”

• Cross-listing leverage: Courses, intakes, scholarships, tenders—your whole institutional footprint in one ecosystem. Candidates see the bigger story, not just a single vacancy.

The quiet competitive advantage

Here’s the uncomfortable truth: in a market with documented shortages, talent chooses the institutions that are easiest to find and quickest to respond. Central listings don’t replace your careers page; they amplify it. They put you where the search begins, and they cut days (sometimes weeks) off hiring cycles—exactly when every day counts. NXTThing RPO

Bottom line: If you want great staff, stop hiding great jobs. Put them where serious people look—in a trusted, common listing—and let your website be the deep dive, not the only door. That’s how you win teachers, admins, and specialists in 2025… without needing a fax machine.