Hiring and Retention in Schools: What 800 Districts Shared in the K-12 Lens 2025 Report 

Teacher shortages and tough hiring conditions dominate headlines in education. Educators feel it, district administrators grapple with it daily, and every unfilled vacancy is a stark reminder of the ongoing staffing battle. Many districts worry about finding enough high-quality candidates for critical roles like special education, math, and bilingual teaching. How can districts move beyond short-term fixes to a more lasting approach? 

Frontline’s new “K-12 Lens Survey Report” for 2025 sheds new light on these questions. Featuring responses from nearly 800 administrators across 49 states and Washington, D.C., it captures shifting trends in teacher recruitment and retention. It also highlights practices that give districts an edge. This isn’t just data; it’s an invitation to refine how your district approaches one of education’s toughest challenges. 

Note: This survey was fielded from November-December 2024, but because the report was released in March 2025, we refer to it as 2025 data. Last year’s report, released in March 2024, is referred to as 2024 data. 

The Current State of Teacher Recruitment 

Teacher Shortages in Numbers 

According to the survey report, 66% of respondents said their districts face teacher shortages, which is down from 81% in 2024. However, certain roles remain stubbornly difficult to fill: special educators, substitutes, and paraprofessionals top the list. Math, science, and bilingual educators stay in high demand as well. 

Note: Data for bus drivers, elementary teachers, and school psychologists is not displayed for 2024, as these roles were not originally listed as survey options. We included them in 2025 due to the high number of write-in responses for those roles.

Shifts Across District Types 

Notably, shortages vary dramatically by district size and location. Large urban districts (enrollments above 2,000 students) feel these shortages the most, with over 90% reporting shortages. By contrast, only about half of smaller suburban districts report similar shortages, which puts them in a better position to fill open positions. 

What’s Improving 

There is reason for some cautious optimism: fewer districts say recruiting got harder over the past year. That figure dropped to 46% in 2025 from 66% the previous year. Tight labor markets have not vanished, but there are hints that the issue could be easing somewhat. 

Winning Strategies for Stronger Hiring Pipelines 

Streamlined Processes That Emphasize Growth 

Thirty-two percent of districts that use software to automate personalized professional development (PD) recommendations say hiring has become easier, but only 4% of districts without any way to recommend personalized PD see a similar relief. Prospective teachers seem to appreciate systems that promise growth, so it pays to show them your district invests in meaningful learning opportunities. 

Branding and Outreach 

The next step is crafting a clear “story” about your district. This involves social media, job boards, direct engagement with local communities, and a cohesive message about what your district prioritizes. The goal isn’t simply to fill positions; it’s to create a narrative that resonates with educators’ values. This more intentional approach helps attract candidates looking for something that aligns with their professional goals. 

Long-Term Cultural Alignment 

Hiring for cultural fit and long-term retention, not just credentials, appears essential. Districts now recognize that educators who align with the district’s values and goals are more likely to stay, benefiting both students and the broader school community. 

The Impact of Retention on Recruiting 

Two-Way Street 

Hiring great educators matters, but retention completes the picture. The average teacher retention rate reported was 78%, a critical metric since higher retention rates signal a stable and supportive district culture, enhancing recruitment efforts as well. This year, only 39% of districts say retention is getting harder, a drop from 66% in the earlier survey. We still have a road ahead, yet the slow progress suggests targeted approaches are paying off. 

PD as a Retention Driver 

Professional development is more than a buzzword in this context. Districts that tie PD to teacher goals, classroom realities, and evaluations see better retention. Of leaders who said they do not think professional learning leads to higher retention, 76% said hiring has become more difficult. But for those who do see a link between PD and increased retention, only 34% said hiring has gotten harder. 

Mentorship and Early-Career Support 

Structured onboarding and strong mentoring help new teachers find their footing, moving beyond simple orientation to sustained support systems that help them feel supported and valued. Districts investing in these areas report better retention outcomes, creating a stable workforce and positive morale, which directly supports recruitment efforts. 

Overcoming Persistent Staffing Challenges 

Urban District Hurdles 

Large urban districts still see more hiring pain, and 62% say it is getting harder to hire, despite some overall improvements. Local pipelines and community connections often help. For instance, forging ties with teacher preparation programs in the area might yield new candidates who live nearby and want to serve their home communities. 

Specialized Roles 

Certain roles remain tough to fill, like special education, math, science, and bilingual positions. Partnerships with local universities or alternative certification programs can also help address such gaps and provide a steadier flow of qualified applicants. Another option is “grow-your-own” programs that guide current paraprofessionals or other staff into credentialed positions. 

Leveraging Data 

Thoughtful data tracking is key to forecasting staffing needs. Districts that rely on analytics software can see trends and plan for emerging shortages before they become crises. And at a time when some federal funding seems uncertain, the ability to confidently forecast both enrollment and your district’s financial future makes it much easier to plan. 

Practical Takeaways and Next Steps 

1. Invest in mentorship and onboarding: Show new hires that you have a plan for them. Provide a structured mentoring phase that lets them ask questions, join peer-learning groups, and collaborate with experienced educators from day one. 
2. Hire strategically for longevity: In addition to credentials, consider the bigger picture. A teacher who aligns with your district’s values will likely stay longer and support a sense of teamwork. 
3. Collaborate across departments: HR, curriculum, and leadership need a united strategy for hiring and retention. This means sharing data on projected course demands, upcoming retirements, and program expansions. Everyone moves in the same direction when communications and goals line up. 
4. Personalize professional development: Candidates prefer districts committed to their growth. If possible, adopt systems that recommend PD based on teacher goals and classroom data. According to the report, 32% of districts that do this find hiring easier. That figure alone should spark an internal conversation. 
5. Strengthen local pipelines: Partner with universities, community groups, and alternative certification routes. When you have pre-service teachers who already know your district, they are more likely to consider a long-term position there. 

From Data to Action 

Ultimately, districts seeing the greatest hiring and retention success invest in mentorship, personalized PD, early-career support, and meaningful outreach. As you reflect on your district’s strategies, ask yourself: 

• Are we fully leveraging our district’s strengths in recruitment? 
• How effectively are we aligning PD to teachers’ professional aspirations? 
• Do our staffing practices foster a culture that educators truly want to join – and remain part of? 

The answers to these questions could transform your staffing approach, helping your district become a place where talented educators thrive and students succeed.