Finding the best daycare providers can prove challenging when you’re sifting through multiple applications. Whether you’re in a rush to find a replacement or need to streamline your daycare staff recruitment process, the hiring period can feel taxing. You don’t want the process to keep you away from your daycare duties.
However, you can’t find good personnel by simply reviewing applications. Remember that qualifications and recommendation letters only tell half the story. Interviewing candidates is the best way to know if they're the right fit for your center.
If you find that a challenging task to pull off, we can help.
Here are some daycare staff recruitment tips to try:
1. Advertise on the Right Platform and in the Right Way
Your daycare marketing campaigns shouldn’t be limited to addressing parents and caregivers. Spend some ad dollars for job posts and advertising your business to prospective staffers. You can post ads on local teaching forums, social media channels, and other platforms. Alternatively, you can attend job fairs to get the word out through the proper channels.
The content of your job posts matters as much as the advertising platforms you choose. We strongly suggest sharing a detailed description of your required skills, qualifications, and experience. Also, list employee benefits and professional development opportunities you plan to provide. These specifics can attract interested daycare professionals.
They also help limit applications from candidates who’re not the right fit for your center.
Pro Tip: We provide members with online training, coaching, and educational resources. These resources can help you (and your recruited staff) become the best daycare providers in the neighborhood. These professional development opportunities can give you an edge in the job market.
2. Optimize Your Resume Screening Process
Are you stuck with a stack of resumes? Sifting through these applications can be a tedious task. You can shortlist candidates quickly by creating criteria beforehand. Look at qualifications, professional skills, and work experience. If their profile suits your daycare staffing needs, schedule an interview.
In contrast, you should move on to the next resume if they don’t have the skills or experience.
Alternatively, you can divide applications into three sections. Make a folder for promising candidates, one for people who interest you, and a third for rejected applications. The second category can help you recruit candidates when you’re short-staffed or if the shortlisted applicants failed to impress you during the interview stage.
Pro Tip: If you’re a new business, you may need more help with daycare management. Use our guides and resources to get a headstart before hiring staff.
3. Schedule an Interview for Shortlisted Daycare Providers
Interviews allow you to make a personal connection with applicants. The one-on-one conversations make it easier to assess their personality. If your team has the time, arrange a panel interview. That way, your partner and other daycare providers can share their input. Allowing staff to join the onboarding process can motivate and inspire them.
It also allows the candidate to become familiar with your work culture. They meet the faculty during this time and build a rapport from the start.
Pro Tip: Indeed shares a list of interview questions for daycare providers. Use it as a cheat sheet to make the daycare staff recruitment process smooth.
Bonus: Arrange a Demo Before Hiring Staff for Daycare
If you’re not in a rush, we recommend arranging a demo day to test candidates. You can ask them to assist another teacher or take over the daycare room. Additionally, you can designate the first week of work as a trial period to help recruits. It allows them to learn the ropes and bond with the children.
That way, you and they can make an informed decision about whether or not they are compatible with your center.
Let’s Start Recruiting!
Your daycare staff recruitment process can be a 3-4 step job if you’re well prepared. The key to finding the best daycare providers lies in your hiring plan. Know what you want and who you want before you start looking at resumes.
Interviews and demos help tie things together, ensuring you make the right choice. After that, you can plan a standout onboarding program that makes things more manageable. If you ever need help, we recommend joining our online community for tips, tricks, and professional training.
Standout Daycare can help you take your business to the next level.
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