In the first interview of this series titled: Behind the Curtain of International Teacher Recruitment, we explore the realities of parent board expectations and national requirements.
Yasir Patel, the current headteacher at St Constantine’s International School, Tanzania, shared his time with me and offered insights and advice to support diverse teachers applying for international teaching roles.
Yasir has extensive experience in recruitment through working across all six populated continents in countries such as England, Spain, New Zealand, Mexico, Venezuela, India, and now Tanzania. Each location has brought new experiences and cultural contexts which have enriched his understanding of recruitment.
Currently based in Tanzania, Yasir is reaping the benefits of a popular location for international teachers and applies a rigorous and multi-stage selection process.
“I’m looking for the fit,” Yasir explains. “Can this person come to our school and make our school better? Someone that can push us forward.”
A key consideration for Yasir is that recruitment is approached in a sustainable way. A sustainable approach enables teachers to bring their best to the school while ensuring their personal success and long-term comfort. Yasir explains, “You want to be fair and give everybody a chance, treating people on their merits and minimising any biases in the process”.
Yasir makes it clear that, while the challenge for a teacher is to secure a job, the challenge for school leaders is to ensure they are appropriately staffed. Governing bodies and national requirements can strongly influence the recruitment process. As such, an awareness of this context can help teachers understand the process better and lead to greater success and happiness for both the school and the teacher.
Yasir’s Advice
“Be aware that head teachers are under immense pressure from their own board and parent boards to meet their expectations. But know that this is a reflection of the process, not of you.”.
Yasir expressed how the, at times, curt responses or lack of feedback during a job hunt can sting, but should not be taken as an indication of the quality of the candidate. It often involves parent bodies, national requirements such as VISAs and qualifications, and unfair biases which require specific backgrounds or nationalities to reach a higher bar.
Yasir asks, “Does a headteacher choose a weaker candidate who will be accepted by all overseeing bodies or a stronger candidate where the pressure is on because of the colour of their skin? A candidate who is not allowed to make any mistakes? Which, of course, is not correct and it shouldn’t be like that”.
So what can be done?
Yasir believes these issues will not be solved “until the accreditation bodies go and check”, and his involvement with Association for International Educators and Leaders of Color (AIELOC) is to support that. But as individuals, it is important not to internalise the biases and to build relationships and networks.
From a Head of School’s perspective, network-building and supporting teacher growth are key, though it can sometimes lead to staff moving on. “Losing good staff hurts, but it is also a positive reflection on one’s leadership that somebody had found a new opportunity, often a promotion.”
Yasir explains. “I try to encourage Professional Development knowing full well I may be training staff into leaving for better positions. That is ok. With all staff, but especially the more diverse candidates, I have mentioned that maybe I can assist and support them with future roles where there are barriers due to what is often discriminatory reasons.”
Personal connections are instrumental in having a positive experience internationally. This may be building a network through LinkedIn, joining relevant groups online, or making use of connections within schools.
Yasir shares that he is happy to support any teacher that may need advice or help. You are encouraged to reach out to Yasir on LinkedIn as a mentor if you feel you may benefit from his advice.
The presence of bias and challenging the norm
Yasir acknowledges there are discriminatory practices occurring, mostly systemic he feels. However, change is taking place, too slowly for our liking, but it is happening, and we can continue to support the change.
Yasir firmly believes in supporting others and developing relationships with those who present themselves as mentors and allies. Such connections will make it easier to find other positive international experiences and bypass some of the systemic issues within international recruitment.
In sum…
Viewing the challenge of equitable international recruitment experiences from the perspective of the school and candidate can help identify pathways for success. Building networks with recruiters and school leaders may present opportunities and insight that will help you apply more selectively and successfully.
Keep learning
If the advice in this interview has resonated with you or inspired some questions, I encourage you to reach out to either Yasir or myself.
For further advice and an insight into the minds of the people recruiting, please explore all of the interviews below:
Yasir Patel – Headteacher at St Constantine’s International School Tanzania
Sheena Nabholz – Director of School Relations at Search Associates
Brian Couch – C.E.O of WABE International School in Pinneberg, Germany
Their insights into the recruitment process will support your journey and help you pave a safe and successful path to becoming an international teacher.
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