学校外教招聘工作失败的原因有什么？
首先，学校与外教在面试后没有进行及时的沟通。一般学校会收到很多外教的求职，外教也会向很多学校提交offer，如果不能进行及时的沟通，从而耽误了外教招聘的最佳时机。我们经常会遇到这样的情况，学校可能对一位母语外教有很强的聘用意向，而这位母语外教却对其他更高薪资的学校感兴趣，结果，因为没有及时的沟通，学校没有招到心仪的外教，外教也没有得到满意的offer。这就造成了两败俱伤的局面。
First of all, the school and foreign teachers did not communicate in time after the interview. General schools will receive many foreign teachers' job applications, and foreign teachers will also submit offers to many schools. If they can't communicate in time, the best time for foreign teachers' recruitment will be delayed. We often encounter such a situation that the school may have a strong intention to employ a native speaking foreign teacher, but the native speaking foreign teacher is interested in other higher paid schools. As a result, because there is no timely communication, the school does not recruit a favorite foreign teacher, and the foreign teacher does not get a satisfactory offer. This leads to a situation in which both sides lose.
所以，遇到合适的外教，学校要及时的与外教进行沟通。以便能早日达成合作。
Therefore, when meeting the right foreign teachers, the school should communicate with them in time. So that cooperation can be reached at an early date.
其次，有些学校没有外教招聘经验，不熟悉外教签证办理流程。
Secondly, some schools have no experience in recruiting foreign teachers and are not familiar with the visa process for foreign teachers.
很多学校在给外教办理工签的时候，认为办理起来会很容易，也不需要中介机构的协助，于是就出现了学校对办工签文件不是很熟悉，提交资料一次次的出错，也不能与办公人员很好的进行沟通，从而耽误了外教办理签证的时间，或者是其他的认证资料过了有效期的情况，致使外教不能转聘。
Many schools think that it will be very easy to handle the work visa for foreign teachers, and they don't need the assistance of intermediary agencies, so they are not very familiar with the work visa documents, and they can't communicate with the office staff very well, which delays the time for foreign teachers to handle the visa, or other certification materials have passed the validity period As a result, foreign teachers can not be transferred.
从这一点可以看出，选择一家正规的外教中介机构合作，可以省去很多不必要的麻烦，从而极大的提高外教招聘的速度。
From this point, we can see that choosing a formal foreign teacher agency cooperation can save a lot of unnecessary trouble, thus greatly improving the speed of foreign teacher recruitment.
再次，学校在招聘外教的过程中，一味的压低外教的薪资。
Thirdly, in the process of recruiting foreign teachers, the school blindly lowers the salary of foreign teachers.
学校在招聘外教时，都会有一个薪资范围，有些学校为了节省聘外资金，一味的压低外教的薪资要求，想用尽量低的薪资聘请到高质量的外教。有些因为薪资问题与外教争执不休，一点点的加价，有些学校虽然答应给外教高的薪资，但在实际执行起来却让外教接受不了，导致外教资源流失。
When recruiting foreign teachers, schools always have a salary range. In order to save money, some schools blindly lower the salary requirements of foreign teachers and want to employ high-quality foreign teachers with as low salary as possible. Some schools have been arguing with foreign teachers because of the salary problem, and they increase the price a little bit. Although some schools promise to give foreign teachers higher salary, they can't accept it in practice, which leads to the loss of foreign teachers' resources.
所以，学校在进行外教招聘时，要重视一些招聘中的细节，一方面，学校在与外教进行沟通时，要注意沟通的方法和技巧;另一方面，学校要依据市场价格给外教一个合理的薪资定位;还有最重要的一点就是与一家正规的外教中介机构合作，从而能很好的完成外教招聘的任务。
Therefore, when recruiting foreign teachers, schools should pay attention to the details of recruitment. On the one hand, when communicating with foreign teachers, schools should pay attention to the methods and skills of communication; on the other hand, schools should give foreign teachers a reasonable salary position according to the market price; And the most important point is to cooperate with a formal foreign teacher agency, so as to complete the task of foreign teacher recruitment.
