How To Recruit In Early Years Education

Currently, on Seek.com, there are 2,570 Early Years positions being advertised. Keep in mind, that this is only a fraction of the total vacancies across the country, as many aren’t listed on Seek due to budget limitations. Out of these, 700 are Centre Manager roles, meaning 2,470 positions are competing against each other in an already highly competitive job market where qualified candidates are already in short supply.

The average turnaround time to recruit someone in childcare in Australia typically ranges from 4 to 8 weeks, depending on several factors. These include:

  • Location: Remote or regional areas may face longer recruitment times due to a smaller candidate pool, whereas metropolitan areas may have faster recruitment processes.
  • Role Type: Senior or specialised positions, like Centre Managers or Early Childhood Teachers, can take longer to fill (up to 8 weeks or more), while general Educator roles might be filled more quickly (around 4-6 weeks).
  • Competition: High demand for childcare professionals, especially in the context of staffing shortages, can extend recruitment times.
  • Qualifications and Certifications: Roles that require specific qualifications, such as a Diploma or Cert III in Early Childhood, may take more time as suitable candidates need to meet these requirements.

Lastly and most importantly, Recruitment Processes. The length of interviews, background checks, and compliance with state-specific regulations (like Working with Children Checks or First Aid Certifications) can influence the time to hire.

These estimates can vary based on specific circumstances, such as how quickly an organisation can process applications and schedule interviews.

To improve the recruitment process and retain candidates throughout the cycle, employers in childcare and early education can focus on the following strategies.

Streamline the Application Process

  • Ensure that the job application is user-friendly and doesn’t require unnecessary information upfront. Long and complex forms may discourage candidates from applying.
  • With many candidates using mobile devices, having a mobile-optimised platform can improve completion rates.

Speed Up the Recruitment Timeline

  • Communicate clear timeframes for each stage of the process (e.g., initial review, interviews, offer). A transparent timeline helps manage candidates’ expectations.
  • Make decisions promptly at each stage to prevent candidates from disengaging. Delays often result in candidates accepting other offers.
  • Implement applicant tracking systems (ATS) to automate and organise the process, allowing quicker shortlisting and follow-up. Here are just a couple that we recommend (JobAdder and Bullhorn).

Improve Communication

  • Keep candidates informed at every step. Regular updates show that you value their time and effort, reducing the chance that they’ll disengage.
  • Personalise communication to make candidates feel appreciated. Even if they aren’t successful, a positive and personal interaction can leave a good impression for future roles.

Engage Candidates Throughout

  • Share engaging content about your organisation’s culture, values, and team to excite candidates before interviews.
  • Provide flexible options for interview scheduling, such as offering video interviews, to accommodate busy schedules.

Ensure a Positive Candidate Experience

  • Don’t overload candidates with too many rounds of interviews or tests. Keep the process focused and efficient.
  •  Offer constructive feedback, whether they’re moving forward or not. A thoughtful response improves your employer brand and leaves the door open for future candidates.

Highlight Employer Benefits and Career Growth

  • Emphasise opportunities for professional development, training, and growth within the organisation, which are particularly appealing in childcare roles.
  • Make sure salary, benefits, and incentives are clearly communicated upfront. Transparency around this can help candidates commit more easily.

Enhance Onboarding

  •  Maintain communication between offer acceptance and start date. A structured onboarding process shows your organisation is organised and welcoming, reinforcing the candidate’s decision.

By addressing these key areas, employers can increase their chances of retaining candidates throughout the recruitment cycle and ultimately improve their ability to attract top talent in the childcare industry where your vacancy sits on a board with more than 2, 500 others positions!

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