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Preschool Hiring EDITED
Preschool Hiring EDITED
With the mass exodus of preschool teachers and child care staff following Covid, it's harder than ever
to find teachers and staff for your centers — but know this:
You’re not alone.
Cindy Lehnhoff, director of the National Child Care Association, is quoted in the article, Child-care
centers struggle to staff up, saying:
“The industry lost about 350,000 child-care workers — about a third of its workforce — during the
health crisis due to layoffs, and it hasn’t been able to recoup these losses.”
So what does this mean for your child care center?
In a nutshell, your ability to attract top candidates to apply for your open roles, then successfully
onboard and retain those new hires is key to the future success of your child care brand. But if you’re
feeling the weight of the child care staffing crunch, starting from scratch can feel overwhelming —
almost debilitating. We’re here to help.
This step-by-step guide to child care and preschool hiring will help you revamp your recruitment and
hiring processes so you can attract and retain top ECE teaching talent, despite the challenges.
As a busy director or owner, you may be in the habit of quickly posting your open role once an
educator or member of staff gives their resignation. But, there’s a better way to recruit: year-round.
Year-round recruiting means promoting your child care brand to prospective employees as you would
to prospective families looking for a great preschool for their child.
This could mean keeping resumes on file, networking with other child care providers, and letting
parents know you’re always on the lookout for more quality teachers and staff for your center.
Don’t let year-round recruiting intimidate you. Something as simple as a permanent listing on your
website’s career page can do wonders for your recruitment strategy.
Can you tell me about yourself and why you’re interested in child care?
What are your salary expectations?
Are you interested in growing within your career?
What’s your favorite thing about working with children?
Keep the phone interview short (no more than 15 minutes), and take some time to thoroughly think
through the answers instead of commiting to an in-person interview at the end of the phone call.
An in-person interview is best for asking deeper questions to truly get to know your ECE teacher and
staff candidates.
1. A candidate walks into your center and is immediately greeted with a smile, welcoming
handshake, and cheery greeting from their interviewer.
2. A candidate walks into your center and is coldly told to wait for the interviewer in a waiting
area, and is eventually unenthusiastically greeted by the interviewer.
Even if both scenarios lead to a perfect in-person interview, scenario two’s candidate is keeping that
first experience in their mind when decision time comes.
Preparation is key, whether that’s making sure to warmly greet the candidate at the door or having
interview questions prepared.
With a standard set of interview questions, you can secure top ECE talent every time while making sure
you’re being fair with all candidates.
Above all, be positive while being honest during the in-person interview.
A candidate will know if you’re sugarcoating the daily experiences at a center. All workplaces have
their ups and downs. Be truthful to all candidates so they can clearly make the right decision for them.
💡Pro Tip: Ask all candidates about their child development and educational philosophies. Those
who align most with the center’s philosophies are most likely to be around for the long haul.
Make background checks known
As you know, criminal background checks are a necessity when providing the safest environment for
the children in your care.
These should be conducted for every potential hire no matter what in order to protect the children
and your business.
Your more seasoned candidates are already going to be expecting this step, but job candidates new to
the world of child care may not. The last thing you or the candidate wants is to be caught off guard.
It’s helpful to make sure these candidates know about the background check before the interview is
even a possibility. Clearly state the necessity of a clear background check in:
Workshops
In-house training
Online learning
Conferences
Mentoring
If educators and staff know they’re being invested in, then you’re more likely to retain them at your
center.