Teacher recruitment: a first term checklist for onboarding new teachers

With teacher recruitment more challenging than ever, international schools are prioritising teaching retention - which means supporting new teachers in their first term and beyond. 

A positive onboarding experience for new teachers sets the tone for the rest of their time at your school. It gives new teachers the tools and information they need to succeed in their role from the beginning, avoiding the disengagement and professional underperformance that can contribute to an early departure from an international school. 

So, if you’re welcoming new teachers at the start of the school year, this practical guide will help you build an engaging onboarding experience. 

The first week: hit the ground running

Week one is all about helping your teachers grasp both practical essentials and pastoral necessities.

1. Harness their initial energy by granting access to all systems before their official first day. A cheat sheet with login procedures and troubleshooting contacts prevents early frustration. Provide a comprehensive timetable covering teaching hours, duty rosters, break times and mandatory meetings. Finally, distill critical policies into a concise digital folder so everything they need is at hand, and they don’t feel awkward about asking repeated questions.
2. Follow this up with a list of key contacts - IT, HR, facilities or department heads - so that when any issues arise, new teachers know exactly whom to ask for help.
3. The first week can be isolating. Aside from practical onboarding, it’s important to support new teachers’ emotional and social wellbeing. Assign them a dedicated ‘buddy’ to answer informal questions and facilitate introductions to other colleagues. Simple gestures, like organising a designated coffee or lunch partner, can go a long way in easing new-job nerves. By helping your new hire get to know their colleagues, you also help them understand your school’s ‘unwritten rules’ and culture.

Getting these foundational elements in place immediately sets a positive tone for the term ahead.

The first month: beyond the essentials

The first month is a whirlwind; be mindful not to overwhelm your new teachers, acknowledging that this transition is both exciting and challenging.

1. Use this time to introduce curriculum and assessment expectations, as well as available professional development opportunities.
2. Consider setting them up with a formal mentor; having an experienced mentor has an enormous impact at any stage of a career, but this is especially pronounced when someone is learning a new role and getting used to a new school.
3. Beyond professional development, continue reinforcing your school culture and find ways to incorporate your new starters into the wider school community. Organise events that bring teachers and their families together to celebrate milestones and cultural occasions.

The rest of the first term: long-term integration

For the remainder of the term, shift the focus towards sustained professional development and autonomy. This period is less about daily logistics and more about long-term integration and practice.

1. Schedule brief, informal meetings that evolve from ‘survival’ check-ins to conversations about professional wellbeing and career aspirations, ensuring your new teachers feel heard rather than just assessed.
2. Facilitate peer observation opportunities, which help new teachers internalise school culture, teaching styles and behaviour management strategies in a live setting. Where possible, offer professional coaching. Evidence shows that coaching prevents burnout, builds long-term resilience and improves teacher retention.
3. As a final step, as teachers settle in, balance support with independence. Encourage them to set clear, focused goals for their first year and provide a roadmap to track their growth.

Onboarding in an international context

For international schools, onboarding is more than just workplace integration; you are helping teachers build a new life.

New hires who are also new to your country will need time to manage administrative tasks like banking, local registration and housing searches. Provide a city guide that includes trusted real estate contacts, transport tips, medical recommendations and food guides so they feel less overwhelmed by this exciting but potentially mentally tasking process.

Furthermore, teachers need time to understand local social norms and the nuances of your school’s student body. To combat feelings of isolation, host informal sessions where local staff or students can share insights into the city's culture and local traditions.

Teacher retention can be a struggle for international schools. A thoughtful and well-organised onboarding experience helps your new staff feel valued and settled.

Your essential onboarding checklist

Week 1: Logistics and welcome

• Share logins and system access pre-arrival.
• Provide a clear timetable and policy handbook.
• Distribute a list of key contacts (IT, HR, line manager).
• Assign a dedicated ‘buddy’ for questions and lunch.

Month 1: Integration

• Brief on curriculum and assessment expectations.
• Assign a formal mentor.
• Host community/family-focused social events.

First term: Long-term development

• Shift meetings to professional wellbeing and career goals.
• Support goal setting.
• Facilitate peer observations and professional coaching.

International considerations

• Provide a city guide (housing, health, transport, food).
• Hold informal sessions on local culture and 'unwritten' rules.

Onboarding: the foundation for successful teacher recruitment

Effective onboarding is strategic investment in your school's future. By taking the time to thoughtfully integrate new teachers, you are not only ensuring they settle in smoothly but are also laying the groundwork for a long-term, mutually rewarding relationship.

Ultimately, when teachers feel supported, valued and connected to their community from day one, they are far more likely to stay, thrive and contribute meaningfully to the school's culture.

A great onboarding experience, therefore, is a key part of the teacher recruitment process, serving as a powerful driver for teaching retention and transforming new hires into long-term successes.