Next-Gen Educators Wanted: How Ohio Schools Can Attract and Inspire

As Ohio schools continue to navigate teacher shortages and evolving workforce demands, it's critical to understand how to attract the next generation of educators. Research from the PEW Research Center shows that Millennials (born 1981–1996) and Gen Z (born 1997–2012) now make up the largest segments of the U.S. labor force. For school districts aiming to fill their open positions, recruiting from these generations will require a fresh, innovative approach.

The Ohio Human Capital Resource Center’s Winter 2025 Training Series highlighted exactly how districts can do just that. The session, Recruiting the Future: Engaging Millennials and Gen Z, offered practical insights into what these generations want—and how to reach them.

Know Your Audience

Effective recruitment starts with understanding what motivates younger job seekers. Millennials, shaped by the Great Recession, value collaboration, purpose, and growth. Gen Z, deeply influenced by digital life, the pandemic, and economic uncertainty, seeks job security, flexibility, and mental health support.

 While these generations have their differences, they also share some expectations of their employers. Both generations want:

• Positive workplace culture

• Learning and development opportunities

• Flexibility and shorter work weeks

• A strong sense of purpose

“If we want to attract the next generation of educators, we need to show up where they are—demonstrating real opportunities to grow, meaningful work they can believe in, and the flexibility to build a career that fits their lives,” explained Experience Management Institute Strategic HR Partner Taylor Tamang.

This mindset is essential for districts looking to resonate with today’s job seekers. These priorities should inform how districts design roles and communicate their value. 

Build a Strong Employer Brand

Once you’re clear on what job seekers want, begin thinking like a marketer. Think about the ways that you can advertise your organization as the place that offers everything that job seekers are looking for.

Your Employee Value Proposition (EVP)—the unique combination of values, benefits, and culture your district offers—needs to be front and center in your recruitment materials. Highlight what makes your district stand out:

• Professional development and mentorship

• Career advancement stories

• Community impact

• Flexible work options 

Answer the concerns that job seekers have about workplace culture, learning and development opportunities, and flexibility through your EVP.

Tap Into the Power of Storytelling

Storytelling connects more deeply than facts alone. Real stories from real people make your culture tangible and relatable. Share narratives like:

• A staff member making a difference in a student’s life

• An employee who took a nontraditional path into education

• A bus driver who runs a small business but finds purpose in being students' first smiling face each day

For example, one district highlighted a staff member who rose from administrative assistant to assistant superintendent through internal support and development. Stories like this show real investment in employee growth—something younger generations seek.

Use the Identify Your Organizational Stories Worksheet to uncover stories about:

• Purpose and impact

• Career growth

• Culture and support

These personal accounts reinforce why your district is a great place to work. “Job seekers aren’t just choosing positions—they’re choosing organizations,” shared Tamang. “Your story is your strongest selling point.” Let your stories do the talking—and the recruiting.

Maximize Social Media

Today’s job seekers are online—and that’s where you need to be, too. Over 60 percent of Gen Z and more than half of Millennials with job experience have found roles through social media. Use platforms like Instagram, LinkedIn, and Facebook to:

• Share staff testimonials and spotlights

• Post short, engaging recruitment videos

• Highlight career paths and inclusive workplace culture

Photos, quotes, and videos from real staff members build authenticity and visibility. A simple line like, “This district believed in me and invested in my growth,” goes a long way.

Empower Your People

Everyone in your district can be a recruiter. Encourage staff to share their journeys on social media or at hiring events. Highlight diverse voices from across departments—not just teachers—so potential candidates see themselves reflected in your team. At job fairs, bring staff from various roles and career stages to highlight the wide range of career paths available. Collective advocacy from your team strengthens your recruitment reach.

Final Thoughts

Millennials and Gen Z are not just the future—they are today’s workforce. They’re choosing careers based on alignment with values, culture, and opportunities for growth. By embracing storytelling, digital outreach, and employee advocacy, Ohio districts can build strong, vibrant teams that reflect the needs of tomorrow’s classrooms.

For more ideas and tools to support recruitment, explore these resources from the Recruiting the Future: Engaging Millennials and Gen Z session: