With teacher shortages affecting subjects like maths, physics, computing, and SEND, the pressure to widen entry routes into the profession has never been greater.
Yet many would-be teachers are unaware of the alternatives to the traditional PGCE route. Schools, trusts, and local authorities have a role to play in making these pathways more visible and accessible.
Here is what’s available — and how employers can help open the door.
What alternative pathways exist?
Beyond university-led training, there are several established routes into teaching:
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School-centred initial teacher training (SCITT) — hands-on training in a school setting
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Teach First — leadership-focused graduate entry with a strong social mobility mission
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Postgraduate Teaching Apprenticeships — earn while you learn with QTS at the end
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Assessment Only (AO) routes — for experienced staff already meeting teaching standards
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International Qualified Teacher Status (iQTS) — for overseas candidates looking to teach in England
Each has its own criteria and benefits, but all are viable ways to build the workforce.
Why visibility matters
Too many career changers, teaching assistants, and graduates are unaware these options exist. Others assume they must self-fund or relocate to train.
Better employer-led promotion can help address that. For example:
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Host information sessions or training fairs
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Build links with local providers and universities
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Promote clear pathways from TA roles to QTS
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Offer support for staff exploring apprenticeships or SCITT
Many future teachers are already in the system. They just need a way through.
What schools and MATs can do now
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Review your website and job ads
Make sure all roles that could lead to teacher training clearly state that pathway. This encourages speculative interest from the right people. -
Support internal progression
Offer study leave, mentoring, or funding contributions for current staff pursuing QTS. -
Collaborate with training providers
Schools that host trainees often have early access to promising candidates and a better grasp of recruitment pipelines. -
Challenge outdated assumptions
Not all great teachers need to come from the same path. Embrace career switchers, returners, and others with relevant experience.
Barrow Mount supports talent pathways into teaching
We work with schools and trusts to recruit across classroom, leadership, and support roles — and help design workforce pipelines that encourage long-term retention. If you are rethinking how you bring new talent into the profession, we are here to support you.
