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10 Job Credits

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Why Male Teachers and Early Years Practitioners matter?

Parents, headteachers and nursery managers are increasingly calling for more male teachers and early years practitioners. Most of these calls are based upon the fact that childcare and teaching professions have become even more feminised.

Society recognises that this has negative effects on the education of children and young people. In particular, recent surveys indicate that 98% of parents would be happy to have men caring for and educating their children in education settings, compared to just 55% in 2005. 

 

What can Men offer to the Childcare and Education sector?

Children and young people need both male and female role models, particularly those growing up without a father figure. Men in childcare and education can encourage different approaches to learning and play and provide a sustainable balance for children. They can challenge gender stereotypes and change the feminine perceptions of the childcare and education sector. Most importantly, men working in early years and school settings are paving the way for future male generations to opt for similar careers. 

 

The Positive Impact of Men on SEN Male Children and Students

According to recent findings from the School Census, special educational needs remain more prevalent in boys than girls. 4.4% of boys and 1.7% of girls had an EHC plan, both small year-on-year increases. Similarly, boys were almost twice as likely to be on SEN support - 15% compared to 8% of girls. 

Research shows that hiring more men in educational settings plays a huge role for male children and students with special educational needs. For instance, an under 5-year-old boy with autism might feel more comfortable with a man engaging in his intimate care routine. 

 

Showcase your Inclusivity Commitment to OFSTED with our Certificate

Belonging in the classroom means ensuring that all students feel welcomed, comfortable, and part of the school family. In order to learn, students need to feel safe, cared for, and emotionally connected to their teachers and each other. 

OFSTED recognise that Diversity and Inclusion in educational settings encourage children and young people to be more open-minded, empathetic and reach their full potential. 

When you hire more male teachers in your nursery or school, you are creating a safe place for pupils to explore new ideas and be self-expressive in a variety of ways. Moreover, it is a fantastic way to promote British Values and tackle gender stereotypes in the workplace. 

Once you have advertised 3 jobs with us, we will send you a certificate that you can showcase to OFSTED as part of your Diversity and Inclusion strategy. 

 

Tackling Gender Stereotypes

Male and female early years practitioners and teachers make a positive impact on children's gender knowledge. The presence of male staff can be significant for some children, allowing them to observe and socialise with non-violent, friendly men who build positive relationships with women. However, the limited employment of male educators further prolongs the view that childcare and teaching are jobs better suited to women. By working in roles that are typically viewed as appropriate only for women, men can help to break down the barriers and differences that foster gender inequalities.

 

Building Positive Relationships

The presence of both male and female educators in the classroom allows children and students to learn from teachers they recognise as similar to themselves. This promotes feelings of school belonging, which reduce undisciplined and other challenging behaviours. Moreover, interacting with male practitioners and teachers allows female children to understand how to interact with adults who are different to themselves.

 

Promoting Diversity and Inclusion

Having a diverse workforce of teachers and early years practitioners enhances decision-making processes and drives positive outcomes. People from different genders and backgrounds might see the same problem with different perspectives, leading to innovative solutions. Diversity in the workplace has also been proven to improve productivity and job satisfaction. 

 

Improve Staff Team Building and Retention

By putting an emphasis on having an inclusive culture, you can boost morale and increase opportunities for employees, which will, in turn, lead to higher employee retention rates and save your organisation time and money in the long run.

Moreover, research shows that staff members working in gender-diverse teams are more likely to get on well with each other than those who do not.

 

Reduce Staff Turnover

New LinkedIn data shows that female workers who graduated between 2006 and 2010 have about 2.85 jobs each in the five years after college. Based on data pulled from 3 million member profiles, LinkedIn found that the rate of job-hopping in the five years after college has nearly doubled over the last 20 years. In particular, women have job hopped more than men and the gap is widening. 

Therefore, promoting a more gender-diverse workforce can help your organisation reduce its staff turnover. 

 

Save Money and Time on Recruitment

Finding the right talent for your setting does not have to be expensive! Recruitment agencies can be very costly, with standard recruitment costs ranging between 15% and 20% of a candidate's first annual salary, but this can go as high as 30% for hard to fill positions.

Posting a job with us is a cheaper and quicker alternative to traditional ways of recruiting and advertising new roles.

 

Advertise your Job Listings to Thousands of Candidates 

Thanks to our multiple partnerships with universities, colleges and training providers, our website is visited by thousands of male teachers and early years practitioners who are actively looking for their new career opportunity. By posting a job with us, you can stay reassured that your ad will be seen by a high volume of people across the UK.

 

Are you a larger recruiter and have lots of vacancies to fill?

To discuss unlimited job posting, get in touch with our team today.

How do I Post a Job?

To post a job you will need a job credit, which you can purchase in batches of one, three, five, ten, twenty five, fifty or a hundred. One job credit will allow you to publish one job, in one location. This means if you want to post the same role in three locations, you will need three job credits.

When you have purchased a job credit, we will get in touch with you via email shortly after. Then, you will have the chance to send us an email with all the details of your vacancy, including the job description, salary information and a link to apply for the role. 

Each job you post with a job credit can be tagged with the appropriate features, such as part-time, full-time, flexible hours, remote, etc.

 

Do Job Credits expire?

No, job credits do not expire. Once you have purchased one or more job credits, they are available for you to use at any time that’s convenient to your organisation. 

 

How long does it take for a Job Listing to go Live?

We aim to upload your job on our site within the same day. However, sometimes it might take a bit longer due to high demand. In that case, we aim to post any job listing within two to three working days. 

 

How long does a Job Listing stay on your site?

Job listings stay on our site for one calendar month. If you want to renew your job listing for another month, you will need to use/purchase another job credit. 

 

How do you attract Male Candidates to your Site?

We attract people to our site using various marketing strategies, including SEO, paid advertising, one-to-one networking, and targeted social media campaigns. Additionally, our various partnerships with Universities, Colleges and Training Providers allow for our website to be visited by a high volume of qualified male candidates who are seeking their next career opportunity.

 

Is your Jobs Board different to any other Childcare and Education Website?

Yes! A candidate would choose our job platform over a general jobs board for several reasons.

First and foremost, our site is specifically tailored to support male childcare and teaching staff, due to them facing underrepresentation in the workplace. It isn't for anyone and everyone, such as other education jobs boards.

Secondly, our job platform will only advertise relevant roles for our target end-users, not just any/every job which other sites will do. For instance, if you have a Primary Teacher role available in Manchester and choose to advertise it on our site, we will be able to promote your role to an audience of people living within commuting distance from Manchester who hold a QTS. Alternatively, if you are looking for a Room Leader for your Toddler classroom, we can work in partnership with Training Providers and promote your job ad to candidates who hold an NVQ level 3 or have recently qualified.

Thirdly, our site isn't just a jobs board that's sole purpose is to advertise jobs or receive applications. It is a community where every male teacher and childcare practitioner has the opportunity to meet nurseries, schools and other childcare organisations and companies that are committed to promoting Diversity and Inclusion in the workplace. It is a safe space for male candidates to apply for available job vacancies from employers who particularly welcome male staff members in order to tackle gender stereotypes and underrepresentation.

In a nutshell, unlike a general jobs board, our site provides nurseries and schools with a focussed platform to attract well informed male jobseekers and showcase their commitment to providing a suitable working environment for them.

 

What Roles and Positions can I Post on your Site?

You can post any roles or positions that are relevant to nurseries, creches, daycare centres, preschools, primary and secondary schools.

 

These may include:

 

  • Nursery Assistants
  • Nursery Practitioners
  • Room Leaders and Supervisors
  • Third in Charge roles
  • Assistant/Deputy Managers
  • Nursery Managers
  • Teaching Assistants
  • Teachers
  • Head of Subject roles
  • Headteachers
  • Chefs
  • Cleaners
  • Training and Development roles
  • SENCO roles
  • Health and Safety roles
  • Nursery/School Business Managers
  • Regional Directing roles
  • CEO roles

 

Are there any multi-buy discounts available on your site?

Yes! We currently have multi-buy discounts available for job credits. The more credits you purchase, the higher the discount. A single job credit starts at £149 and can drop as low as £89. Moreover, if you create a Company Profile on our site, you will be entitled to a further 20% discount on any job credit and marketing service for employers.

 

I have plenty of vacancies to fill. How can I post a high volume of jobs?

If you are a larger recruiter and have lots of vacancies to fill, we can make advertising multiple vacancies both cost-effective and hassle-free. By creating a Company Profile on our site, you can have access to a tailored package that you can use to post unlimited jobs. Please get in touch by emailing us and we can find the right solution for you and your organisation.

 

How can I create a Company Profile?

To create a Company Profile you will need to purchase a subscription on our Company Profile Page. Depending on how how many settings your company has, the monthly cost for a Company Profile will vary. If you purchase a yearly subscription (rather than a monthly one) you will be entitled to a 20% discount on your Company Profile. When you have purchased your subscription, a member of our team will get in touch with you via email. Then, you will have the chance to send us an email with all the details you would like to showcase on your Company Profile, including a description, male inclusivity statement, opening hours and much more.

 

What is a Social Media Ad Campaign?

A Social Media Ad Campaign is a marketing strategy that assists you with a business goal using our social media platforms. Examples of ad campaigns include Brand Awareness, Customer Acquisition and Sales Conversions.

Through paid advertisement, we can promote your nursery, school or organisation via our social media platforms to thousands of people, without them necessarily being our followers. We can target specific demographics and geographical locations, making the advertising process effective, accurate and therefore relevant to your setting.

 

What Social Media platforms do you advertise on?

We currently use 4 social media platforms:

 

  • Facebook
  • Instagram
  • LinkedIn
  • Twitter

 

How long do your Social Media Ad Campaigns last?

Depending on your goals, the length of our campaigns vary broadly. Our Social Media Ad Campaigns typically last 7 days. You can then choose to optimise your campaign and further improve your visibility online by purchasing more Social Media posts and designs.

 

What can I expect from your Social Media Campaigns?

Our Social Media Campaigns reach on average between 500 and 1000 viewers per day (between 3,500 and 7,000 viewers by the end of our campaigns), besides our regular followers. However, the number of viewers might slightly change depending on your geographical location.

We can include infographics, interactive content, facts and statistics, pictures, links to your website and social media, and we can link our posts to any job vacancies you have listed on our site.

We regularly carry out hashtag research to stay up to date with the latest trends and make sure our posts and campaigns reach relevant audiences within childcare and education.

You can trust that our social media content will have been created by an experienced copywriter and will take into account readability, the latest social media algorithm updates, Search Engine Optimisation, and user engagement.

 

What can I expect from your Featured News Articles?

Our articles are on average about 500 words long, but the length can vary depending on the article’s content and style. We can include infographics, facts and statistics, pictures, links to your website and social media, and we can link it to any job vacancies you have listed on our site.

You can trust that the article’s content will have been created by an experienced copywriter and will take into account readability, Search Engine Optimisation, and user engagement.

 

What can I expect from your E-shot Promotion?

Depending on the nature of your promotion, we can make sure that our newsletter is sent to the right audience within our subscribers' community.

For instance, if you are planning to promote your most recent Ofsted inspection report, we can create bespoke marketing content that will only target relevant website users, such as parents and candidates, since they are more likely to choose a setting with a positive Ofsted outcome. 

On the other hand, if you wish to promote a fundraising event, we can also connect you with relevant charities that might want to establish partnerships with nurseries and school and potentially exchange publicity, resulting in further marketing benefits.

Why Male Teachers and Early Years Practitioners matter?

Parents, headteachers and nursery managers are increasingly calling for more male teachers and early years practitioners. Most of these calls are based upon the fact that childcare and teaching professions have become even more feminised.

Society recognises that this has negative effects on the education of children and young people. In particular, recent surveys indicate that 98% of parents would be happy to have men caring for and educating their children in education settings, compared to just 55% in 2005. 

 

What can Men offer to the Childcare and Education sector?

Children and young people need both male and female role models, particularly those growing up without a father figure. Men in childcare and education can encourage different approaches to learning and play and provide a sustainable balance for children. They can challenge gender stereotypes and change the feminine perceptions of the childcare and education sector. Most importantly, men working in early years and school settings are paving the way for future male generations to opt for similar careers. 

 

The Positive Impact of Men on SEN Male Children and Students

According to recent findings from the School Census, special educational needs remain more prevalent in boys than girls. 4.4% of boys and 1.7% of girls had an EHC plan, both small year-on-year increases. Similarly, boys were almost twice as likely to be on SEN support - 15% compared to 8% of girls. 

Research shows that hiring more men in educational settings plays a huge role for male children and students with special educational needs. For instance, an under 5-year-old boy with autism might feel more comfortable with a man engaging in his intimate care routine. 

 

Showcase your Inclusivity Commitment to OFSTED with our Certificate

Belonging in the classroom means ensuring that all students feel welcomed, comfortable, and part of the school family. In order to learn, students need to feel safe, cared for, and emotionally connected to their teachers and each other. 

OFSTED recognise that Diversity and Inclusion in educational settings encourage children and young people to be more open-minded, empathetic and reach their full potential. 

When you hire more male teachers in your nursery or school, you are creating a safe place for pupils to explore new ideas and be self-expressive in a variety of ways. Moreover, it is a fantastic way to promote British Values and tackle gender stereotypes in the workplace. 

Once you have advertised 3 jobs with us, we will send you a certificate that you can showcase to OFSTED as part of your Diversity and Inclusion strategy. 

 

Tackling Gender Stereotypes

Male and female early years practitioners and teachers make a positive impact on children's gender knowledge. The presence of male staff can be significant for some children, allowing them to observe and socialise with non-violent, friendly men who build positive relationships with women. However, the limited employment of male educators further prolongs the view that childcare and teaching are jobs better suited to women. By working in roles that are typically viewed as appropriate only for women, men can help to break down the barriers and differences that foster gender inequalities.

 

Building Positive Relationships

The presence of both male and female educators in the classroom allows children and students to learn from teachers they recognise as similar to themselves. This promotes feelings of school belonging, which reduce undisciplined and other challenging behaviours. Moreover, interacting with male practitioners and teachers allows female children to understand how to interact with adults who are different to themselves.

 

Promoting Diversity and Inclusion

Having a diverse workforce of teachers and early years practitioners enhances decision-making processes and drives positive outcomes. People from different genders and backgrounds might see the same problem with different perspectives, leading to innovative solutions. Diversity in the workplace has also been proven to improve productivity and job satisfaction. 

 

Improve Staff Team Building and Retention

By putting an emphasis on having an inclusive culture, you can boost morale and increase opportunities for employees, which will, in turn, lead to higher employee retention rates and save your organisation time and money in the long run.

Moreover, research shows that staff members working in gender-diverse teams are more likely to get on well with each other than those who do not.

 

Reduce Staff Turnover

New LinkedIn data shows that female workers who graduated between 2006 and 2010 have about 2.85 jobs each in the five years after college. Based on data pulled from 3 million member profiles, LinkedIn found that the rate of job-hopping in the five years after college has nearly doubled over the last 20 years. In particular, women have job hopped more than men and the gap is widening. 

Therefore, promoting a more gender-diverse workforce can help your organisation reduce its staff turnover. 

 

Save Money and Time on Recruitment

Finding the right talent for your setting does not have to be expensive! Recruitment agencies can be very costly, with standard recruitment costs ranging between 15% and 20% of a candidate's first annual salary, but this can go as high as 30% for hard to fill positions.

Posting a job with us is a cheaper and quicker alternative to traditional ways of recruiting and advertising new roles.

 

Advertise your Job Listings to Thousands of Candidates 

Thanks to our multiple partnerships with universities, colleges and training providers, our website is visited by thousands of male teachers and early years practitioners who are actively looking for their new career opportunity. By posting a job with us, you can stay reassured that your ad will be seen by a high volume of people across the UK.

 

Are you a larger recruiter and have lots of vacancies to fill?

To discuss unlimited job posting, get in touch with our team today.

How do I Post a Job?

To post a job you will need a job credit, which you can purchase in batches of one, three, five, ten, twenty five, fifty or a hundred. One job credit will allow you to publish one job, in one location. This means if you want to post the same role in three locations, you will need three job credits.

When you have purchased a job credit, we will get in touch with you via email shortly after. Then, you will have the chance to send us an email with all the details of your vacancy, including the job description, salary information and a link to apply for the role. 

Each job you post with a job credit can be tagged with the appropriate features, such as part-time, full-time, flexible hours, remote, etc.

 

Do Job Credits expire?

No, job credits do not expire. Once you have purchased one or more job credits, they are available for you to use at any time that’s convenient to your organisation. 

 

How long does it take for a Job Listing to go Live?

We aim to upload your job on our site within the same day. However, sometimes it might take a bit longer due to high demand. In that case, we aim to post any job listing within two to three working days. 

 

How long does a Job Listing stay on your site?

Job listings stay on our site for one calendar month. If you want to renew your job listing for another month, you will need to use/purchase another job credit. 

 

How do you attract Male Candidates to your Site?

We attract people to our site using various marketing strategies, including SEO, paid advertising, one-to-one networking, and targeted social media campaigns. Additionally, our various partnerships with Universities, Colleges and Training Providers allow for our website to be visited by a high volume of qualified male candidates who are seeking their next career opportunity.

 

Is your Jobs Board different to any other Childcare and Education Website?

Yes! A candidate would choose our job platform over a general jobs board for several reasons.

First and foremost, our site is specifically tailored to support male childcare and teaching staff, due to them facing underrepresentation in the workplace. It isn't for anyone and everyone, such as other education jobs boards.

Secondly, our job platform will only advertise relevant roles for our target end-users, not just any/every job which other sites will do. For instance, if you have a Primary Teacher role available in Manchester and choose to advertise it on our site, we will be able to promote your role to an audience of people living within commuting distance from Manchester who hold a QTS. Alternatively, if you are looking for a Room Leader for your Toddler classroom, we can work in partnership with Training Providers and promote your job ad to candidates who hold an NVQ level 3 or have recently qualified.

Thirdly, our site isn't just a jobs board that's sole purpose is to advertise jobs or receive applications. It is a community where every male teacher and childcare practitioner has the opportunity to meet nurseries, schools and other childcare organisations and companies that are committed to promoting Diversity and Inclusion in the workplace. It is a safe space for male candidates to apply for available job vacancies from employers who particularly welcome male staff members in order to tackle gender stereotypes and underrepresentation.

In a nutshell, unlike a general jobs board, our site provides nurseries and schools with a focussed platform to attract well informed male jobseekers and showcase their commitment to providing a suitable working environment for them.

 

What Roles and Positions can I Post on your Site?

You can post any roles or positions that are relevant to nurseries, creches, daycare centres, preschools, primary and secondary schools.

 

These may include:

 

  • Nursery Assistants
  • Nursery Practitioners
  • Room Leaders and Supervisors
  • Third in Charge roles
  • Assistant/Deputy Managers
  • Nursery Managers
  • Teaching Assistants
  • Teachers
  • Head of Subject roles
  • Headteachers
  • Chefs
  • Cleaners
  • Training and Development roles
  • SENCO roles
  • Health and Safety roles
  • Nursery/School Business Managers
  • Regional Directing roles
  • CEO roles

 

Are there any multi-buy discounts available on your site?

Yes! We currently have multi-buy discounts available for job credits. The more credits you purchase, the higher the discount. A single job credit starts at £149 and can drop as low as £89. Moreover, if you create a Company Profile on our site, you will be entitled to a further 20% discount on any job credit and marketing service for employers.

 

I have plenty of vacancies to fill. How can I post a high volume of jobs?

If you are a larger recruiter and have lots of vacancies to fill, we can make advertising multiple vacancies both cost-effective and hassle-free. By creating a Company Profile on our site, you can have access to a tailored package that you can use to post unlimited jobs. Please get in touch by emailing us and we can find the right solution for you and your organisation.

 

How can I create a Company Profile?

To create a Company Profile you will need to purchase a subscription on our Company Profile Page. Depending on how how many settings your company has, the monthly cost for a Company Profile will vary. If you purchase a yearly subscription (rather than a monthly one) you will be entitled to a 20% discount on your Company Profile. When you have purchased your subscription, a member of our team will get in touch with you via email. Then, you will have the chance to send us an email with all the details you would like to showcase on your Company Profile, including a description, male inclusivity statement, opening hours and much more.

 

What is a Social Media Ad Campaign?

A Social Media Ad Campaign is a marketing strategy that assists you with a business goal using our social media platforms. Examples of ad campaigns include Brand Awareness, Customer Acquisition and Sales Conversions.

Through paid advertisement, we can promote your nursery, school or organisation via our social media platforms to thousands of people, without them necessarily being our followers. We can target specific demographics and geographical locations, making the advertising process effective, accurate and therefore relevant to your setting.

 

What Social Media platforms do you advertise on?

We currently use 4 social media platforms:

 

  • Facebook
  • Instagram
  • LinkedIn
  • Twitter

 

How long do your Social Media Ad Campaigns last?

Depending on your goals, the length of our campaigns vary broadly. Our Social Media Ad Campaigns typically last 7 days. You can then choose to optimise your campaign and further improve your visibility online by purchasing more Social Media posts and designs.

 

What can I expect from your Social Media Campaigns?

Our Social Media Campaigns reach on average between 500 and 1000 viewers per day (between 3,500 and 7,000 viewers by the end of our campaigns), besides our regular followers. However, the number of viewers might slightly change depending on your geographical location.

We can include infographics, interactive content, facts and statistics, pictures, links to your website and social media, and we can link our posts to any job vacancies you have listed on our site.

We regularly carry out hashtag research to stay up to date with the latest trends and make sure our posts and campaigns reach relevant audiences within childcare and education.

You can trust that our social media content will have been created by an experienced copywriter and will take into account readability, the latest social media algorithm updates, Search Engine Optimisation, and user engagement.

 

What can I expect from your Featured News Articles?

Our articles are on average about 500 words long, but the length can vary depending on the article’s content and style. We can include infographics, facts and statistics, pictures, links to your website and social media, and we can link it to any job vacancies you have listed on our site.

You can trust that the article’s content will have been created by an experienced copywriter and will take into account readability, Search Engine Optimisation, and user engagement.

 

What can I expect from your E-shot Promotion?

Depending on the nature of your promotion, we can make sure that our newsletter is sent to the right audience within our subscribers' community.

For instance, if you are planning to promote your most recent Ofsted inspection report, we can create bespoke marketing content that will only target relevant website users, such as parents and candidates, since they are more likely to choose a setting with a positive Ofsted outcome. 

On the other hand, if you wish to promote a fundraising event, we can also connect you with relevant charities that might want to establish partnerships with nurseries and school and potentially exchange publicity, resulting in further marketing benefits.

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