T3. Get the right people on the bus toolkit
Toolkit
Building a great school starts with getting the right people on the bus and in the right seats. As Jim Collins (2001) argued, great organisations focus first on who, then what. In schools, this means selecting staff who align with your values, culture, and purpose, not just their technical competence. Recruitment and onboarding should reveal whether candidates can thrive in your environment and contribute positively to the culture you are building.
| Define What Matters |
| Clarify the values, behaviours, and non-negotiables that define your team culture. Use these to shape your recruitment materials and interview questions so that candidates know what your school stands for and what is expected from day one. |
| Recruit for Cultural Fit and Capability |
| Plan selection tasks and questions that test both skill and alignment with values. Include scenario-based discussions, lesson observations, and values-based questions that reveal how candidates think, act, and respond to challenges. |
| Involve Others in the Process |
| Invite students, staff, or governors to contribute to recruitment. This provides a wider perspective on cultural fit and helps test how candidates connect with your community. |
| Induct with Purpose |
| Design an onboarding experience that introduces routines, expectations, and the school’s culture. Help new staff understand not just how to do their job but why the school operates the way it does. |
| Review and Support Early |
| Check in regularly during the first term. Provide clarity on success measures, offer coaching, and ensure early wins are recognised. This helps new colleagues settle quickly and sustain motivation. |
T3. Get the right people on the bus: example toolkit
Role: Headteacher
| Define What Matters |
| Before advertising, I will ensure our values of hard work, integrity, and pride are explicit in all materials. I will describe what it feels like to work here so candidates understand the culture as well as the competencies required. |
| Recruit for Cultural Fit and Capability |
| I will design tasks that test skills and alignment with our values. I will observe lessons for routines and interactions, and use scenarios to see judgment and expectations in action. |
| Involve Others in the Process |
| I will involve students and staff for informal feedback on cultural fit, reinforcing transparency and shared responsibility for culture. |
| Induct with Purpose |
| I will run a Culture First induction morning, pair each new colleague with a mentor, and model key routines with the why behind them. |
| Review and Support Early |
| I will meet each new colleague at term end to discuss clarity, workload, and alignment, and I will celebrate early wins publicly. |
| Intended Impact |
| New staff will understand our community, their contribution, and how to live our values daily. Appointments will strengthen culture through character, alignment and skill. |