Recruiting and Retaining Generation Y Teachers: Emerging Strategies for School Administrators

Abstract

A generational transition is occurring in South African public school classrooms. Baby boom teachers (those born between 1946 and 1964) have begun to retire, and others from Generation X (those born between 1965 and 1976) are entering their midcareer stage. The newest generation in the teaching profession is Generation Y (Gen Y). Attracting and retaining Gen Y teachers into the teaching profession is a concern for many countries throughout the world. In South Africa, for example, about 45 per cent of those students who embark on the teaching courses never become teachers, and of those who do become teachers, about 30 per cent or more are no longer teaching five years later. This teacherturnover situation is often referred to as a “leaky bucket”. In a research study conducted by the author entitled “student teachers expectations of teaching as a career choice in South Africa”, it emerged that those who choose school teaching as a career have expectations about what teaching as a job will offer and if those expectations are not met, they leave the profession. Literature on talent management within and outside of the education sector suggests that keen attention must be given to Gen Y teachers’ needs and preferences to ensure that the most effective Gen Y teachers continue to teach for more than just a few years. In the private sector, talent management policies and practices are being actively adapted to meet the needs of Gen Y employees. Considering that the education sector is competing with many other sectors, it is crucial that the sector should consider taking strategic talent management approaches and addressing the needs of Gen Y teachers. This article offers strategies to enhance teacher support and retention specifically for Gen Y teachers.