Welcome back! I hope you had a wonderful Easter holiday.

It’s that term again.

Easter eggs still lingering (possibly).
SATs, GCSEs and A-Levels approaching.
And then suddenly… half term.

And quietly in the background…

The 31 May resignation deadline looms.

It seems far off right now, but before you know…it’s here.

Notices will land.

Sometimes expected.
Sometimes not.

And even when you’re prepared, there’s often that flicker of dread.

Who might leave?
What does this mean for September?
Are we about to be in recruitment Groundhog Day, again?

Before it all starts, I want to suggest something simple that helps:

Data, not dread.

When someone resigns, the emotional response is natural.
But emotion amplifies.
Data clarifies.

So ahead of 31 May, zoom out and ask:

1️⃣ Who has left over the last 2–3 years?
2️⃣ When did they leave?
3️⃣ What themes link them — role, workload, behaviour, progression?

Patterns nearly always emerge.

And patterns change the conversation.

How data reduced recruitment in one school

When we looked closely at exit interviews, a theme surfaced around working hours. On its own, each departure hadn’t raised alarm bells. But together, the data spoke clearly.

They adjusted working arrangements for the new year.

That December, TA turnover dropped dramatically.

As we know, it’s far easier to keep good people than to find good people.

Retention and recruitment improve through pattern recognition.

You might spot a pattern that will reduce the number of resignations you have this term.

Over this half term, I’m going to share ideas to help you recruit — and retain — even better than before.

At a time when many schools are finding it harder than ever.

But we start here.

With clarity.

Here’s to a strong half term,
Sonia ❤️

P.S. If this half term already feels like “notice season” in your school, you’re not alone. And if this helped, share it with someone else who is going to be navigating recruitment this term.