Agreements: Contractual & Otherwise

It’s probably safe to say most teachers believe the majority of International Schools have every intention of honoring their contractual agreements, as well as noncontractual/verbal promises. If this was not the case, no one would leave home.

But what of schools whose Contracts turn out to be worth little more than the paper they’re written on? Legal recourse is expensive, and shady schools know few teachers have the financial resources to follow through. Additionally, many developing countries have extremely weak labor laws, giving the school the upper hand in almost all instances. Yes, teachers have successfully sued their schools, but who wants to find themselves in this unenviable position?

Sometimes, even before leaving home for a new school, subtleties in emails between you and your new Director or HR department send up a red flag signaling a possible lack of commitment to promises both contractual and verbal. Is this a glimpse into what is to come? Do you listen to your gut feelings, break Contract and conclude you fortunately dodged a bullet? Or, do you go on to fulfill your Contract and take your chances? It’s a tough decision.

A recent, real life situation facing an ISR Member:

“I accepted and signed a Contract a few months ago. At the time I queried certain aspects of that Contract and received assurance that the school is flexible and accommodating where possible and does its best for the staff.

Now some changes have become evident and it seems that, precisely in the key areas I asked about, there is not so much flexibility at all. At the moment there is intransigence and this is being blamed on having already put in place certain arrangements which I had raised concerns and doubts about at recruiting time. Had my concerns been taken into account, those arrangements would not have been made and the current situation would have an easy solution.

I feel like this is a ‘Big Red Flag.’ Maybe I will feel differently in a day or two but right now I feel as though travelling across the globe to work for a company which promises one thing and delivers another, which ignores concerns raised, would be a huge mistake, particularly in Covid times when moving on or moving out might not be so easy.

If I back out now, I will feel very bad about it. On the other hand, if I get there and find this is typical behavior, I will feel bad for not having heeded warning signs before travelling and may be, or will be, stuck there.“

ISR hosts a great many School Reviews written by teachers at schools that have failed to honor their Contracts and their word. From contractual agreements like housing, health insurance, travel, and shipping, to noncontractual promises like specific classroom supplies to support your program, the COVID crisis has made a very convenient scapegoat for both written and verbal promises clearly not met. Now, more than ever, it’s important to consider carefully before accepting a position at a school with ISR Reviews pointing to a history of Contract discrepancies.

The bottom line: Contractual and noncontractual agreements are only worth the integrity of the school behind them. Stay safe! Research, research, and more research is the key to a successful career in International Education.

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Who ARE Some of These Directors?

In a perfect world, all International Schools would be created with the admirable intent to provide a top-quality education for children of expats and host-country nationals, alike. If, however, you’ve been on the circuit for any length of time, you know this is not always the case. Created with an eye on pure profit, some International Schools are not what they have been deviously crafted to look like.

Ask any veteran of a purely for-profit school to relate the experience of teaching under a school owner hellbent on extracting every last penny from the business, and you’ll understand why teachers post some extremely negative School Reviews on ISR. Education and a purely-for-profit motive do not mix.

The question is: Who directs these so-called schools? Who among us is a sell-out? To complete the façade needed to look like an International School, a greedy school owner may install in the leadership position an individual from the West with some impressive letters following his/her name, a helmsman, so to speak, who steers the ship to profitability strictly following the captain’s orders. Some teachers may prefer to refer to this person as the ‘henchman.’

Dedicated educational leaders have found themselves tricked into these positions. As such, all they can do is the best they can to protect teachers and students. On the other hand, and to their discredit, some School Directors seem to delight in rough-riding their teachers in exchange for a hefty salary. They are obviously not educators at heart. And they are certainly complicit in the charade.

ISR asks: Why are some school Directors, specifically those who’ve been identified multiple times on ISR as someone complicit in robbing teachers of integrity and students of education, exempt from the same rigorous scrutiny as teachers? How is it that some Directors, who with a litany of poor Reviews, are still able to move from school to school to school so easily? Should recruiting agencies require schools to demonstrate their Director meets certain academic standards along with a favorable work history before being allowed to recruit teachers?

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Teachers Most In Demand

Math and science teachers appear to be the most in demand teachers at Recruiting Fairs. Every school needs at least one or more, so it’s not uncommon at Recruiting Fairs to hear teachers of these disciplines sharing the news of the many interviews they have lined up. 

The good news for those of us who teach in the liberal arts is we, too, are in demand. If you didn’t already know, many countries require International Schools to hire expats who hold an actual degree in the subject they’re hired to teach.  In other words, an art teacher is required to not only hold a teaching credential but also at least a bachelor’s degree in the subject designated on their Contract. This measure is meant to protect host-country teachers who could otherwise fill the position, as in this instance, without an art degree.

An ISR member tells us that when she was in college, family and friends asked, “What in the world will you do with a music degree?” Was everyone in for a surprise! With so few teachers having majored in music, she found herself in high demand among International Schools required to hire subject-degreed teachers. Twenty years and six schools later she’s in even higher demand. She believes the trend in universities towards technical-oriented majors has created a shortage of teachers to fill liberal arts positions.

Teachers of core subjects may do well targeting large and small schools alike. For liberal arts teachers, keep in mind that larger schools offer extensive curriculums. If you’re a librarian or philosophy teacher, for example, your chances of landing a job in a small school are not as great as your technical-credentialed colleagues. In a larger school with an extensive array of classes your specialty will be in demand. Schools ARE looking for you. It’s just a matter of letting them know you’re available.

No matter what you teach, it’s all about finding the right school. There may be a higher demand for teachers of some subjects because every school must have at least one or more or them, but for the right school, we’re all in demand.

ISR invites you to Share recruiting experiences relating to the subject you teach

Please scroll down to participate in this ISR Discussion

 

 

A Brief History of Recruiting & the Future of COVID-Driven Virtual Fairs

Back in the day, if you wanted to quickly get your resume into the hands of a school Director in a far off land, fax was the only way to go. In 1989, faxing my 2-page resume from a school in Thailand to a school I hoped would hire me in South America cost a hefty $45 U.S in long distance phone charges. And that’s only because I got lucky and the document “transmitted” successfully on the first try over decaying old phone lines suffering from the usual heat and humidity of Thailand. Faxing could get frustrating and expensive, and very quickly!

Fortunately, that’s all changed. Whomever got the idea to use email and “Skype” to successfully land an International Teaching position is unknown, but as early as 2007 teachers were sharing news of successful virtual recruiting experiences on the ISR Forum. The trend was catching on! After all, it was virtually free (pun intended) as compared to fax and/or in-person Recruiting Fairs.

Recruiters, realizing hordes of teachers were landing jobs without them, began organizing virtual Recruiting Fairs to take the place of their high-priced, in-person venues. Their efforts, however, came years after schools and educators had been going it alone on “Skype” and other platforms. Were the agencies too late? It appeared that way.

Then came COVID. Large gatherings in close quarters were off-limits and without a doubt the global pandemic helped increase the popularity of online recruiting. As such, schools and teachers who had relied on in-person recruiting at the large agency-sponsored Fairs were now forced to rely on technology. Naturally they turned to online Fairs organized by the same agencies sponsoring the brick-and-mortar venues they had once attended.

ISR asks: Did COVID put Recruiting agencies at the right place, at the right time to make a success of their virtual recruiting platforms? Will the current popularity of virtual Recruiting Fairs fade along with COVID, or are they the trend of the future? How do you see the future of going it alone on “Skype” and other venues if brick-and-mortar venues become extinct?

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Beyond School Reviews

Sometimes you need unique information about a school or administrator that you’re not finding in the comprehensive School Reviews section of ISR. No worries! For just such situations, ISR offers a Member Only Forum that’s just a click away.

Ask detailed School-Review type questions & get replies from Educators in the know, join a candid conversation about the good, the bad & the ugly of a school on your radar, search through 100s of current topics of interest to International Educators, name & praise or name & shame, the ISR Member Forum is an important part of your ISR Membership.

When you need information outside the scope of the tens of thousands of School Reviews hosted on ISR, look beyond to the ISR Member Forum for information you need to make the best career decisions for YOU.

Don’t leave your career to chance.

Visit the ISR Member Forum

Covid Vaccinated Status on Your CV?

Could including a Covid Vaccination statement on YOUR CV be a boost to your candidacy as an International Educator? We can’t predict the future, but it may be wise to stay one step ahead of what appears to be on the horizon.

Before you dismiss the idea, Consider the following:

• More and more countries are instituting quarantine requirements for unvaccinated arrivals. As such, we could soon see an addendum to teaching Contracts that reads, “If not fully vaccinated upon arrival, teacher will assume all quarantine-associated costs.”

• It has been rumored job descriptions may soon include a Vaccination requirement. Although a COVID Vaccination may not yet be a school requirement, countries could begin rejecting Visa applications of unvaccinated foreign educators.

• The effort and expense associated with finding a teacher to replace an unvaccinated teacher, one who could fall sick after arrival, will surely lead schools to begin giving preference to vaccinated candidates.

• For marketing reasons, schools may decide to advertise their staff as 100% vaccinated.

Considering schools receive hundreds of applications for posted positions, ISR asks: At this point in the COVID pandemic, would a COVID Vaccinated statement on your CV help support your desirability as a teaching candidate in upcoming recruiting seasons? Could proof of vaccination help assure continued employment at your current school?

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Recruiting With 4-Legged Friends

Are your chances of landing an overseas teaching gig diminished if your travel companion is a full-sized poodle? How about an 8-pound Siamese cat? Most everyone loves cats & dogs but that doesn’t mean they are always invited. Going international with a 4-legged friend requires extensive planning. Travel arrangements, documentation, vaccinations, dietary needs & visits to the vet are just the tip of the iceberg. An obstacle you may not be able to overcome is a destination that considers dogs & cats ‘unclean’ animals, not to be touched.

At interview, pets could be seen as a complication that might keep you from showing up for the job. Extremes in weather have prompted airlines to restrict pet-travel months for animals shipped in the cargo hold. Oftentimes the start of school & airline pet-travel restrictions conflict. Also consider that in this time of pandemic concerns, it’s hard enough to enter most countries as a human; a pet in tow could complicate matters beyond resolution. Are you ready to leave your companion behind? Are you prepared to answer that question at an interview?

The key to a successful recruiting experience with pets is to know the laws related to bringing your pet into the country you’re considering for a career move. Showing the interviewer you’ve done your homework & see no obstacles to your pet coming along goes a long way to making the topic a non-issue. Loads of educators live overseas with their pets & even travel with them through an array of countries during school vacations. The key is Research & Planning.

ISR asks: Were you a teaching candidate this recruiting season with a pet in tow? How did that experience play out? If you’re already overseas with your pet, what advice do you have to Share? Is Covid playing a factor in recruiting with a pet? Would you leave your pet behind if it meant that’d be the only way to get the job?

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It’s All About Priorities

When you stop to think about teaching overseas, is your priority to have horizon-expanding adventures in select parts of the world? OR, is your priority to work towards financial security with a willingness to live and teach in not so desirable locations in exchange for a great salary? Maybe you’re after a little of both?

If your bucket list wish is to live and teach in a cultural icon like Paris, Berlin or Madrid, be prepared to settle for a mediocre salary in exchange for the chance to fulfill a long sought-after dream. To make ends meet in these cities, teachers report taking on a second job. If, on the other hand, accumulating money is your goal, Kuwait or the UAE might be your first choice since salaries allow for travel, savings and more, although the trade off may be a less vibrant experience.

It’s all about priorities but keep in mind, the uninitiated can find themselves in an unpredicted situation. A school’s published “savings potential” could actually be based on eating street food, watching TV, and never taking a trip outside the city. Living a life that approaches a first-world lifestyle in some developing nations can be quite pricey. Know before you go!

Connecting with people who have ‘lived the life’ is your key to an overseas experience that satisfies your priorities and fulfills your expectations. We remind ISR Members that the ISR Member Forum is the perfect place to connect on a no-holds-bared basis with someone who lived and worked in the place you’re considering for a career move.

ISR asks: What were YOUR priorities when you accepted your current overseas position? Has reality met your expectations? Did your priorities evolve once you were in mid-Contract? If so, how did that work out?

Please scroll down to participate in this Discussion

China Visa Gamble

Good news: One hundred fifty teachers and more than 60 schools with multiple available positions have so far registered for the upcoming Shanghai Virtual Recruiting Fair. The odds of landing a teaching position in China are looking strong! Bad news: The odds for Obtaining a Visa for China at the current stage of the pandemic are not looking good.

Issued by the Chinese Foreign Affairs Office, the first step in the China Visa process is to obtain a PU letter, essentially an invitation to apply for a Visa. Companies apply for the letter in the name of their foreign employees. Individuals and agents cannot. With a PU letter in hand, Visa candidates visit the nearest Chinese Consulate/Embassy in their home country to complete the process. Herein lies the problem.

With the pandemic muddling up the works, many Chinese Consulates/Embassies are closed until further notice, or simply refusing to process Visas at this time. An ISR member reports that an open Chinese consulate refused to process her Visa, even though she had a PU letter. Teachers waiting for a PU letter have not been guaranteed a date of issuance. The word is it could be June before Visa processing resumes, with the most likely applicant to receive a Visa being a single teacher or teaching couple. A trailing spouse and/or dependent children could be denied.

The odds of landing a teaching position in China look like a slam-dunk. The odds of entering the country to assume that position, even with an invitation letter, look like a gamble. It’s a waiting game and one that strongly suggests teaching candidates have a viable plan “B” ready to roll should August come around with China still on lockdown.

Comments? Questions? Please scroll to participate in this ISR Discussion

Ghosted

It was as if the school had literally fallen off the face of the earth. After 2 interviews at the Fair & an ongoing exchange of emails during the next few weeks, the school Director who’d led me to believe I was on the verge of being hired, suddenly & without warning, disappeared from my radar. I never heard from him again. Texts, emails & 3 phone calls were not answered. He had ghosted me!

Call it “ranting” if you choose, but soon thereafter I submitted a School Review outlining my negative recruiting experience with this Director. He can wear my Review as a badge of dishonor for the rest of his career. Thank you ISR for giving teachers a voice & holding Administrators who treat us like commodities, accountable.

As it turns out, ghosting is not uncommon in the International School arena. Although a poor business practice at best, I can almost understand not responding to every single resume/cover letter submitted for consideration. To lead a teacher on, get their hopes up & then disappear is, however, without conscience, manners or morals. Imagine passing up another offer only to be ghosted by your first choice! Do schools realize they are playing with our lives? Our careers? Maybe some just don’t care…

I read an amusing comment by a teacher on the ISR Forum who reports that after a few weeks of being ghosted he sent an effusive email thanking the school for the job offer, telling them he’s excited & looking forward to meeting everyone at the start of the school year! He goes on to say, “It’s funny how this elicited a response! Although not professional, neither is ghosting.”

Have many International Educators experienced ghosting in this unprecedent recruiting season? I reported my experience to the recruiter & could sense the manufactured tone of concern. Has COVID pushed ethics & etiquette out the door to become merely a handy excuse? Beyond posting Reviews of these irresponsible Directors, how can teachers avoid being ghosted, or what can they constructively do about it?

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Director-Made, Overly Positive School Review Site?

ISR recently received the newsletter of a school review website that openly claims on their login page to have “a better idea,” further insinuating ISR is merely a collection of disgruntled teachers doing not much more than “venting.” ISR can’t help wonder if this is the school-director organized website we were told was in the making some time ago.

Back to the newsletter… Upon opening the forwarded newsletter, we were struck by its glaring colors adorned with party popper confetti. It appears the message they are sending is: Teaching overseas is a party and don’t you worry about the rest of it!

In any case, the design, better suited for napkins at a kid’s birthday, served to introduce an uninspired article about “11 schools with hard working teachers and students.” Among the group included were schools in the UAE, Philippines, Uruguay, Zanzibar and Thailand, each accompanied by a quote from a teacher saying how “absolutely great the students are,” plus a link to more “great” comments.

We won’t dispute these teachers have a wonderful classroom of kids. However, and this is a big however, when you’re contemplating relocating to a foreign country, with little to no laws in place to protect you from your employer, there’s more to consider than simply how the kids behave in a few classrooms across the globe.

Beyond the atmosphere YOU create in your classroom, there’s a whole world of scenarios related to living and teaching internationally that will impact your personal security and career future. ISR’s School Reviews remove the rose-colored lenses and party poppers and unmask schools that withhold salaries, switch Contract terms, substitute poor housing for that promised, fail to reimburse travel and/or shipping allowances, renege on health insurance, cancel Contracts with little to no notice, fail to stop bullying, discriminate against minorities and otherwise engage in dishonest and unethical practices. Any website that considers telling the truth a form of “venting” is a website YOU might want to avoid.

There’s a lot of positives at every school and ISR’s School Reviews delve into them. The question is: Do the positives outweigh the negatives and can you live with the negatives? Overlooking the negatives could be detrimental to your career and personal safety. It’s always wise to consult various sources when considering an International School for a career move. It’s irresponsible when websites fail to reveal the reality of life at these schools. Then again, a site created by directors and/or supporting schools by advertising job openings, could have a “narrow” viewpoint with an potentially dangerous agenda. Is this really “a better idea”?

Your CV/Résumé Beyond Words

How many pages should a résumé/CV be? What about a cover letter? Should a résumé be 1 page and the cover letter 2? Or is it the reverse? And what about references? Do references belong on a separate sheet or do you even include them? All of this may be worth considering but none of it will make or break the deal because ultimately, you need to stand out, and today more than ever! Here’s how…

Competition is stiff this Recruiting season. As a result of Covid, borders have closed and the market appears flooded with teachers who would have otherwise returned to their positions. All things being equal, your résumé and cover letter are YOUR first and best opportunity to display unique capabilities and that special something that makes YOU the best candidate for the job. After all, teaching requires creativity. Show them you have it!

An internet search quickly yields hundreds of clever, catchy résumé and cover letter designs. It’s good to know what’s out there and what the competition is up to, but adopting the flavor-of-the-month, hook, line and sinker, could cast you to the bottom of the pool along with the rest of the copy cats. More importantly, how unique can you appear within the confines of someone else’s creation?

We’re all unique in our own special way and it’s that incomparability that makes us attractive to recruiters. Take chances and don’t be afraid to get creative with your résumé and cover letter. Let your personality leap off the page! Color a little outside the lines. When recruiters see what makes you unique beyond words and format, it’s obvious why you’re a great teacher and the perfect candidate for the job.

ISR asks: How do YOU tweak your résumé with an infusion of creativity?

Please scroll down to participate

Teachers’ Impressions of Search October Fair

“Schools did not seem to be hiring or interviewing. Search emails stated that we needed to check the site and respond quickly. Schools were not under the same requirement…”

“My feeling is that this is honestly too early and my spouse and I will likely have better luck at the January Fair. At least that’s what I’m telling myself...”

“Had 3 interview offers but none in locations I wanted. I submitted interview requests but have not heard anything. Seems like a bit of a waste of time & $$ for me…”

These excerpts are from threads on the ISR Member FORUM. Use the login button below to sign into ISR. Then return to this tab and use the highlighted links to go directly to individual threads.

Log into ISR

Search Fair a Disappointment for Many (26 entries)
Search October Fair Full (27 entries)

What You Need to Know about Recruiting in the Age of Covid

If you’re contemplating or planning on recruiting during these unprecedented times, you’re probably searching for answers to some pressing questions:

• • Is it worth recruiting this season?
  • Should I stay put in my current position for job security?
  • Do virtual Recruiting Fairs hold a candle to the real thing?
    
  • Is the job market glutted with teachers who lost their jobs to Covid? 
    
  • Are schools hiring or being super picky because jobs are at a premium?

As a Community of International Educators, we collectively have answers to these questions, and MORE. ISR invites YOU to take a minute and share YOUR experiences and insights regarding today’s recruiting climate. Together we can piece together the information each of us needs to make informed career decisions in the age of Covid-19.

International Educators Keeping Each Other Informed
is what International Schools Review is All About!

Please scroll down to Share your experiences & insights

Schools w/ Highest Savings Potential, 2020

Read this first:  Please do not evaluate schools or Directors on this Discussion Board or pose questions that solicit such responses. Do not hijack the topic of this Discussion Board. If your wish to ask questions about your suitability for employment, please use our Open Forum.

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High salaries don’t always mean high savings potential. What could sound like a high-dollar job offer based on where you currently live, might, in fact, turn out to be bare subsistence living in another part of the world.

I learned this lesson when I came onboard at the American School of Kinshasa, DR Congo.  The year was 2002. Food, gasoline, and everything in-between was triple the price I was accustomed to paying. I’d been duped by a sly-talking school Director. Hidden taxes and cost-of-living expenses quickly turned what appeared to be a wonderful salary, into peanuts. ‘Buyer’ beware! 

Speaking rhetorically, does anyone enter the teaching profession to become rich? We all, however, want to live a comfortable lifestyle and sock away some coin for the future. With that in mind, it’s highly suspect when International Schools neglect to make salaries readily known. And, what of schools that stall right up to the night before a Recruiting Fair to make pay scales available? You can be sure they’re not waiting to wow you with a spectacular salary!

ISR asks:  Which schools, in your experience, provide salaries that allow for a lifestyle we’d all like to become accustomed to while also saving for the future? Which schools pay enough to kinda enjoy life but not enough to save a cent? Which schools keep you just above the poverty level?

Please scroll down. Name your School. Then, tell colleagues about the standard-of-living and savings potential inherent in the salary at your school.

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 If you wish to go beyond the scope of this topic and compose an in-depth look at your school,  Click HERE to send a School Review

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Virtual Recruiting Fairs – Too Little, Too Late?

Back in the day, long before broadband, landing an International Teacher position was dependent on finicky, old fax machines and land-line phones. Faxing a 1-page resume plus a cover letter from my school in Thailand to a prospective school in South America in 1989, cost me a hefty $45 U.S. and that’s because I got lucky and the document “transmitted” successfully down the tired old phone lines on the first try. 

Brick and mortar recruiting venues made sense at that time. We sent our documents to one of the big recruiters and they acted as a central clearing house of sorts, putting teachers and schools together for a frantic three-day, face-to-face event known as a Recruiting Fair (often referred to as a “cattle call”). You finagled time off from your current job, plunked down thousands of dollars on airfare, accommodations and fair attendance fees, and hoped for the best.

Today, all that’s ancient history. Thanks to modern technology the need for a recruiting venue has all but disappeared. Whoever got the idea to “Skype” for an International Teaching position had the right idea. As early as 2009 “Skypeing” for teaching jobs was already happening and being talked about on ISR Discussion Boards. Here is a glimpse into the past:

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2009 – Will Skype Replace the  Fairs?  2012 – Skype Your Way into an Overseas Teaching Position.  2019 – Survey: Are  Recruiting Fairs Headed for extinction?

Less than 10% of 447 educators surveyed in 2019 found positions at Recruiting Fairs

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Slow to get with the trend, recruiting agencies have recently organized virtual Fairs. A great many schools and educators, however, have already been successfully recruiting for years using Skype-type venues, without the need for a high priced middleman. Are virtual Fairs too little, too late? 

ISR Asks:   Have YOU participated in a virtual Recruiting Fair? Were you hired at the Fair or was the event basically a ‘meet and greet’? Is there any advantage to recruiting through an online Fair as opposed to going it alone? Considering we are living in the age of social distancing with large gatherings at the top of the list of taboos, what effect do you think coming late to the virtual recruiting arena will have on the future of recruiting agencies?

Please scroll down to participate in this ISR Discussion

Could This Be Normal?

A month into the COVID pandemic, with still no concrete ‘start date’ for the upcoming academic year, I telephoned the principal at what was soon to be my new school in Italy. I was simply looking for a little reassurance before officially resigning my teaching job in the States.

The principal was sympathetic. She understood my predicament. At least that’s what I thought….until she told me in no uncertain terms:

“If you fail to show up for school when we decide to open, you will be responsible for all expenses associated with hiring you, plus penalties. On the other hand, if we decide we don’t need you due to reduced enrollment, your Contract can be nullified with no financial compensation. Of course, in this situation you owe us nothing….”

It was painfully obvious I wasn’t going to get the reassurance I was looking for. I did, however, get the information needed to make a firm, much-needed decision. Jeopardizing my health and financial security for an organization that obviously could not give a damn about me was not about to happen! My final words to the principal? ‘Find yourself another teacher….I’m out!’

I realize I’m one of the fortunate ones. At least I still have a job. What if I had resigned my position here in the States? Worse yet, what if I was already working at the school prior to the pandemic, only to find myself put in the position of becoming a disposable commodity?

My Questions: Is it normal for International Schools to take such a hard-line stance, especially right now? Who in their right mind would expect educators to put their future in limbo with no assurance they won’t be left high and dry? Can this school really collect their recruiting fees from me?

Comments? Please scroll down to participate in this Discussion

Most In-Demand Subjects?

I’m currently not credentialed and teaching in a small, private English-language school in China. I’ve decided to get a teaching credential so I can work in ‘real’ international schools. I’m trying to decide in which subject to become credentialed.

My question is:  What are the most in-demand subjects in international schools? If it’s math or science, which specific types, i.e. Calculus, Physics, Chemistry, Statistics?

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Please scroll down to participate in this Discussion Board

Master List of Schools w/ Top Savings Potential

There is more than just salary to consider when you’re looking for an International School with excellent savings potential. Airfare to home, the local exchange rate and income tax, among other factors, can make or break any Contract offer.

Beware of dazzling big numbers only to later discover your salary pans out to be worth less than a smaller salary in a less expensive place to live. All that glitters at recruiting time may not be gold.

In an effort to help colleagues around the globe identify schools with strong saving potential (in relation to all other factors), we invite you to participate in constructing a Master List of Schools w/ Top Savings Potential.

Your entry should include school name, country, city and, based on your experience, what you estimate to be the yearly savings potential. Sharing a bit about the cost of living and other pertinent factors will be helpful. Feel free to ask for savings potential information on a specific school.

For example: XYZ International School, Warsaw, Poland. I estimate my yearly savings to be about $10,000 US. The cost of renting an apartment in Warsaw can be high but everything else is about half the price of living in the United States.

Your participation is appreciated – Please Scroll to begin

Top Tips for Recruiting Fair Newbies 2020

…If you’re standing at the precipice of your first ever International Teacher Recruiting Fair, get set for an emotional roller coaster like none other! One minute you’re flying high: Wow…that interview went super great! The next minute you’re in the depths of despair: Why hasn’t my top pick called me back for a second interview? Then, out of nowhere, an opportunity you hadn’t even considered presents itself. Should you go for it? Or maybe hang back and hope to hear from one of your A-list schools? Hesitate, and you may find yourself out in the cold. Jump too soon and you put yourself out of the running for a school you really want.

Navigating an International Teacher Recruiting Fair requires planning, planning and more planning, plus the flexibility to abandon that plan if need be. Written by a long time ISR Forum member and avid contributor, the following words of wisdom for newbies and seasoned Fair goers alike are a must-read before the “ride” begins:

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From the ISR Open Forum
Re: First job Fair coming up. Top 5 tips please!
by Thames Pirate » Sun Dec 29, 2019 12:24 pm
Posts: 1080 Joined: Fri Jul 05, 2013 8:06 am

    Do your homework beforehand. Take the time to really research your top choice schools, including your pie-in-the-sky schools as well as more realistic options. Research the mission statements, browse their websites, look at whom they sent to the Fair, etc. A well-organised cheat sheet is worth its weight in gold. Knowing what positions are open from both the online database and from the candidate lounge (remember, sometimes things are posted in the lounge and not online, or are still online but not in the lounge because the spots are filled) will help you make your plan.

Have your prep work done and have a plan. Have your resumes, ichiro, whatever, ready and printed before you go. Have your clothes ironed and your initial plan for sign ups made (Which schools are you hitting up and in what order? What do you want to say to recruiters?). Decide which presentations you are interested in seeing. I colour-code with a highlighter so that I can easily check when and where to go, when to try to avoid scheduling interviews, and where I should go if I have the time. You won’t have time to find a print shop. Have a spare set of clothes ready for if/when you spill coffee during breakfast.

Get your rest, especially if you are jet lagged and/or an introvert. You are “on” the WHOLE time, and that is exhausting. The emotional roller coaster is exhausting as well. Rest when you can, either between events if you are at the Fair hotel, or at night. If you want down time, do it away from the Fair. But be aware that you might still meet someone from the Fair at the local eatery. Your room is your only real sanctuary. Use it.

Be flexible. Your plan will be shot to hell in no time. That’s okay. Things change fast for recruiters as well as candidates, and everyone is tired, sometimes cranky, and doing the best they can for their schools and their situations. Don’t be discouraged when you don’t get hired right away but others do. Be willing to take interviews even if you hadn’t considered the position or know little about the school. Change the order in which you sign up based on the length of line.

Network like crazy. Like I said, you are “on” all the time. That means watch what you drink at the social so you can be working the crowd. Talk to other candidates to see what you can learn about potential destinations or their thought processes or what went well in interviews. Maybe they will tell you where their interview went off the rails so when you talk to that recruiter later you can avoid that pitfall. Or maybe you can just encourage one another. Talk to recruiters, even of schools you are not necessarily interested in. You might learn more about the process, find an interesting job that you hadn’t considered, or make a connection for the future, when that person is at a different school where you might want to be. A conversation in an elevator led to a job for us once. Or a teacher to whom you gave a kind word of hope moves into leadership and offers you a job. You just never know.

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Also see
Getting the Most From Recruiting Season!

What Directors Look for in International Teaching Candidates.