Schools across London and the South East are facing one of the toughest recruitment challenges in education: a shortage of high-calibre STEM teachers. Recent reports highlight how vacancies in science, technology, engineering and maths subjects are rising year on year, leaving schools competing fiercely for a limited pool of talent.

For headteachers and HR managers, the question is clear: how can you attract – and keep – the best permanent STEM teachers in this climate?

Here are five practical strategies to strengthen your recruitment and retention efforts.

Build a Compelling Employer Brand

STEM specialists often have options both inside and outside education. Schools that stand out are those with a clear, positive employer brand. Highlight your school’s values, achievements and support systems in all candidate-facing communications. Showcase staff testimonials, career progression stories and examples of innovation in teaching and learning.

Tip: Audit your website and external communications. Do they reflect the culture and opportunities your school offers?

Offer More Than a Salary

While pay is important, it isn’t the only factor STEM teachers weigh up. Workload, wellbeing initiatives, mentoring, and access to resources all matter. Schools that provide flexible working arrangements, clear CPD pathways and recognition programmes are more likely to retain staff long-term.

Tip: If you have initiatives like “protected PPA time” or specialist CPD partnerships, make sure they’re front and centre when you’re talking to potential candidates.

Promote Subject-Specific Development Opportunities

STEM teachers want to stay connected to their subject. Offer opportunities to engage in enrichment programmes, partnerships with local universities, or collaborative projects with industry. These not only support professional growth but also show teachers that you value their subject expertise.

Tip: Highlight any existing STEM outreach or extracurricular programmes in your school to attract candidates who are passionate about innovation.

Widen Your Recruitment Channels

Relying on traditional advertising may no longer be enough. Specialist education recruitment agencies like Hourglass, professional networks, and subject associations can help you reach candidates actively seeking new opportunities. Consider international recruitment routes – many schools in the South East have successfully recruited STEM teachers from overseas with strong support packages.

Tip: Ensure your job descriptions are optimised with keywords like “STEM teacher,” “science teacher London/South East,” and “specialist subject teaching vacancies.”

Focus on Retention From Day One

Recruitment and retention go hand in hand. A strong induction programme, mentoring for early career teachers, and visible leadership support can make the difference between a teacher staying for years – or leaving within the first 12 months.

Tip: Gather feedback from new staff about their onboarding experience and use it to refine your approach each year.

Final Thoughts

The STEM teacher shortage is not going away overnight. But schools that adapt their recruitment strategies, focus on what teachers value, and invest in long-term retention can set themselves apart in a competitive landscape.

By presenting your school as a supportive, forward-thinking employer, you’ll not only fill vacancies – you’ll build a team of committed STEM specialists who can inspire the next generation.