5 Tips for Finding Great Early Years Practitioners

The children in your setting are going to thrive and develop if you have the right people working for you. This will mean that their parents will be happy and you’ll be happy too. That’s the whole premise behind The Happy Childcare Company. So here are five steps that will help you attract and recruit the best people for your nursery.

1.  Don’t lose your best people 

Before you start thinking about attracting new team members, it’s a good idea to first make sure you’re not actually losing your best people. Check if your staff are really happy. Are you promoting them, training them and rewarding them properly? Is your nursery’s culture positive or negative? Can you be more flexible to allow your team a greater work-life balance – without any negative effect for the children in your care?

2.  Develop your culture

If you get this right then make sure you communicate what you’re doing to keep your employees on board. Identify and develop your nursery’s brand and make sure yours is an ‘employer of choice’.

This happens by word of mouth and through the recruitment industry. Get your internal culture right – and get your business model right – and you’d be surprised just how quickly word gets around that your setting is a great place to work.

3.  Define the job role

Assuming you have no internal candidates you want to promote or consider for the job then you have to go ‘outside’. The first step is to think carefully about your job description. Our last newsletter featured a guide on the 6 Steps to Writing a Brilliant Job Description. Check it out here to find our tips to help.

4.  Target potential candidates

To reach the right people you’ve got to find out where they are: which websites they are on, which media they ‘inhabit’, which recruitment agencies they use. Remember, a good ad in the wrong place is going to be pretty ineffective.

5.  Refine your interview process

After you’ve created and posted a really good advert and job description in the right places, think about who’s going to run the interview. It’s amazing how many nurseries spend time and effort to draw up candidates and then blow it all with badly prepared interviewers. Good candidates know when they’re being given a bad or a sloppy interview. Put your best people in front of the candidates to embody your culture. They’ll ‘sell’ your setting through everything they do and say.

Get these five points right and you’ll be much more effective at hiring amazing early years practitioners for your setting. And if you have any queries (even if it’s not about working with us), we’re happy to help, so just get in touch!