The global teacher shortage is no longer a distant threat. It’s a present reality that requires a fundamental shift in how schools attract and retain educators.
To support school leaders in this transition, the 9th annual International Education Recruitment Report (IERR) 2026 offers a roadmap to move beyond reactive hiring and toward a proactive, human-centered strategy.
This data is shared to help school leaders bridge the gap between their recruitment needs and the shifting expectations of the global teaching workforce.
It’s a collaborative, free resource designed to empower recruiters with the evidence needed to build sustainable and high-quality faculties in a challenging market.
Addressing the Teacher Shortage Through Evidence
Solving a global shortage requires more than an increase in job postings.
It requires a deeper understanding of the modern educator.
This research serves as a resource to align the needs of the school with the evolving motivations of the teacher.
When recruiters have access to these insights, they can better create environments where teachers feel valued and supported.
This evidence-based approach helps stabilize the profession, reduce burnout, and ensure the long-term health of the international education ecosystem.
Key Finding 1: Licensed Teacher Shortages Are Solved Through In-School Pathways
One of the most effective ways to widen a talent pool is to address the specific barriers that keep qualified candidates out of the classroom.
A teacher licensure pathway is a school-led program that supports educators in earning their legal certification while they are active in their roles.
Findings from the 2026 report reveal that 86% of candidates hold a Master’s or Bachelor’s degree, yet 44% are held back by the financial cost of formal licensing.
By offering a licensure program, a school stops competing for a small pool of already-licensed teachers and begins to cultivate its own talent.
The 91 Percent Factor in Recruitment
- A Primary Recruitment Lever 91 percent of surveyed educators would choose a school that offers an in-person licensure program over a school that does not.
- Overcoming Financial Barriers Providing a pathway to licensure directly addresses the top reason qualified educators remain uncertified.
- Building Long Term Loyalty Teachers who receive certification support from their employer are significantly more likely to renew their contracts.
Key Finding 2: Automation Paradox Causes High Candidate Dropout Rates
As schools adopt new technologies to manage high application volumes, the candidate experience can inadvertently become cold or robotic.
This has led to the automation paradox.
While 53% of teachers use AI to build their CVs, they deeply value human interaction during the hiring process.
Data shows that 30% of candidates have withdrawn from a job application because the process felt too automated.
To address the shortage, schools can use AI to handle administrative tasks while doubling down on the human connection that defines the teaching profession.
Key Finding 3: Onboarding and Induction Support Is Essential for Recruitment Success
The teacher shortage is often worsened by a lack of support during the transition period between signing a contract and arriving at a school.
Strengthening the induction phase ensures that the talent a school has worked to find actually makes it to the classroom.
Findings show that 48% of teachers prioritize visa assistance above all other pre-departure support.
Additionally, 19% of educators seek financial guidance regarding taxes and the cost of living before they land.
By offering these specific supports, schools can reduce candidate dropout and ensure a more successful start for new hires.
Key Finding 4: Modern Value Propositions Must Balance Agency and Wellbeing
The teacher shortage exists in part because the traditional value proposition for educators is shifting.
To attract the next generation of talent, schools are looking at more than just a competitive salary.
Educators are increasingly prioritizing a sense of agency, professional growth, and a manageable work-life balance.
Schools must move toward offering a career legacy in order to be competitive.
By focusing on mental health support and professional autonomy, schools can make the profession more sustainable.
This shift in perspective is essential for widening the global talent pool.
Key Finding 5: Student Impact and School Culture Drive Teacher Retention
Retention is the most critical part of solving the teacher shortage.
Every teacher who stays in their role is one less vacancy to fill in a competitive market.
In 2026, retention is primarily driven by workplace culture and student impact.
The Reality of the 60% Flight Risk
A significant 60% of the international teaching workforce has considered leaving the profession due to burnout and administrative burden.
To counter this, many schools are prioritizing safe and sustainable working conditions.
- The Power of Student Impact Seeing students succeed remains the number one motivator for educators.
- Onboarding for Success 84% of teachers express interest in virtual onboarding when it is paired with a human mentor or buddy program.
- Staffing and Support Adequate staffing levels are often ranked higher than salary increases as a reason for staying at a specific institution.
Tailoring Recruitment Packages for Global Hotspots
The teacher shortage is a global problem, but the solutions are often regional.
Educators moving to different parts of the world have different motivations.
Understanding these draws allows a school to tailor its recruitment pitch more effectively.
| Region | Primary Motivation | Why This Matters for the Shortage |
| Middle East | Financial Opportunity | Attracts experienced educators looking for tax free savings |
| Asia | Career Advancement | Essential for candidates seeking job security and growth |
| Europe | Institutional Credibility | Ideal for attracting teachers who prioritize lifestyle |
| Africa | Mission Driven Impact | Draws in educators who are primarily motivated by social purpose |
The Cost of Inaction in a Competitive Market
The global teacher shortage requires schools to be agile and data-driven.
Schools that adapt to these human-centered recruitment trends are better positioned to manage turnover rates and recruitment costs.
By using the insights in the IERR 2026, school leaders are not just filling seats in a classroom.
They’re contributing to a movement to stabilize the teaching profession.
Together, the community can ensure every school has the faculty it needs to thrive.
Accessing the Full 2026 International Education Recruitment Report
The full International Education Recruitment Report 2026 contains over 40 pages of deep-dive data on candidate search behaviors, modern compensation packages, and AI in the classroom.
It serves as the definitive guide for school leaders like you navigating the recruitment challenges of today.