and why use The TEACHER NETWORK?

For a school to advertise in a wide spread of media is expensive in terms of time and money. Time spent screening and interviewing takes school management away from other urgent and important roles. Sometimes hundreds of unsuitable applicants must be responded to - in a professional manner, in line with the school's image - and this puts additional pressure on secretarial/admin staff.  If a suitable candidate is not found, the whole process must be repeated.  By using The Teacher Network, a school pays only for the employee it wants, and does not have to spend unnecessary time "away from the knitting".  An additional factor is that we may well already have a suitable candidate on our books, providing a timely and relatively stress-free solution.

Schools don't necessarily want to make public the fact that they have vacant posts, particularly in the subjects where it is difficult to find teachers or when they are experiencing high staff turnover for whatever reason.
Sometimes schools wish to withhold their identity until they are ready to interview a short list of candidates. This may be for competitive or strategic reasons.
We advertise posts in general terms (e.g. independent boys' school in Johannesburg needs a Gr 10-12 AFRIKAANS teacher from 1 August 2018).  Interested candidates who have the required qualifications and experience etc are able to respond to advertisements via us without revealing their identity to the school.  .
The world of education can be very small: like all other employees who may be available for a new position should something suitable become available, teachers may not necessarily want their current employers to know that they are "looking" - and teachers are very much aware that often Heads know each other.   For this reason, a good teacher may send her CV to us with a view to moving when a position that meets his/her needs becomes available.

Recruitment consultants are able to build up a large applicant pool from which they can draw for future assignments.  This pool of applicants may be built up through media advertising (including the Internet), through word of mouth (clients or other candidates), or through networking.  In addition, in response to new assignments, further advertising and/or networking occur, resulting in an increased applicant pool.  Networking and referrals are hugely valuable sources of new candidates. (See "More about The Teacher Network" below.)   We are also on Facebook, and currently have more than seven thousand "Likes".

Schools are experts in education.  Because of their background and training, and daily involvement in interviewing and matching clients and candidates, recruitment consultants are experts in recruitment and selection.
The Teacher Network is run by an experienced corporate Human Resources Manager who has a number of years teaching experience, both in state and independent schools.  
We know how different each school is in terms of its culture, and prefer to visit schools before working on an assignment, so as to ensure that  we recruit the right person for a particular school - someone who can do the job, will fit in well, and will stay.  We prefer to only put forward candidates once we have interviewed them but this is not always possible because of our clients' time constraints.
We belong to appropriate professional bodies (see below).  We  do our best to keep up to date with relevant legislation. Schools' chances of unintentionally committing an unfair labour practice are reduced.

This teacher recruitment agency was started by a Human Resources Manager with a number of years teaching experience.  Initially the intention was simply to try to help schools find substitute or locum teachers - hence the original name "Relief Teachers" - but within a short while, clients were asking for permanent teachers and other school staff as well. As you can see from the HOME page, the majority of our assignments are for permanent placements.  

We do not charge applicants a registration fee.  Charging a registration fee is considered unethical by the industry's professional body, and is usually illegal in terms of The Skills and Development Act 97 of 1998 (Sub-regulation 8A & B) - unless the registration fee is less than R 1 (one Rand).
The Teacher Network is a corporate member of ISASA, the Independent Schools Association of South Africa.

The website speaks for itself and is updated constantly.

Mary Stuart taught Gr 8 - 10 English (Dundee High School), English up to Grade 12 (Westville Girls' High School), then Gr 8-12 Vocational Guidance and Counselling at Westville Girls' High School. And after a break from teaching, she taught Zulu at St Andrew's School for Girls and part-time at Holy Rosary School in Johannesburg.  She has done English "Matric Marking" and was Convenor of the IEB Gauteng Zulu User Group.  She has co-authored three Zulu second language text books (Masizwane 4, 5 and 6) for Macmillan Publishers.   In a voluntary capacity, she was also part of the Training Team of Bushveld Training Adventures.

Mary has over ten years' experience in Human Resources (industrial relations, recruitment and selection, employee benefits, etc) at such companies as Dorbyl Marine, Sandoz Products (Chemical Division) and Coates Brothers, all in Durban, as well as in the education environment.

Mary has a B.A. from the University of Natal, Durban, and a post-graduate Secondary Teachers Diploma from UCT.  She completed the Advanced Business Programme at Technikon Natal, Durban, (rated M+4 by the HSRC), and has attended many Industrial Relations courses and seminars, as well as recruitment industry specific courses and seminars.