Finding and retaining top talent in the early years education sector is a growing challenge. With high turnover rates and a fiercely competitive job market, it's crucial for businesses to implement effective recruitment and onboarding strategies.
A strong hiring process not only helps attract the right educators but also ensures that they are integrated smoothly, leading to long-term success.
This guide explores how early years organisations can strengthen their recruitment efforts, improve onboarding, and create a stable, engaged workforce.
Addressing high turnover rates in early years recruitment
High turnover rates are a common challenge in the early years sector. According to a 2023 survey by the National Day Nurseries Association (NDNA), staff turnover rates in the UK early years sector reached 21%, highlighting ongoing retention issues. Frequent staff changes can impact the quality of care, disrupt child development, and increase recruitment costs for organisations.
Effective talent acquisition strategies can help reduce turnover rates by attracting and hiring the right candidates who are committed to their role and the organisation's values and long-term goals.
Why talent acquisition matters in early years recruitment
The early years sector plays a significant role in a child’s development, which is why hiring skilled and dedicated professionals is so important. However, with staff shortages and frequent turnover, finding and retaining the right educators can be challenging.
By focusing on strong recruitment strategies, organisations can build teams that are not only qualified but also passionate about providing high-quality care and education. This will also result in a better learning environment for children and a more stable workforce for the business.
Talent acquisition in the early years sector
Develop a strong employer brand
Attracting top talent starts with a strong employer brand. How an organisation presents itself to potential hires influences their decision to apply. Candidates look beyond salary, and also choose to prioritise professional development, employee wellbeing, and a positive workplace culture.
To develop a strong employer brand, HR and recruitment teams should focus on showcasing the organisation’s values, mission, and culture. This can be done through social media, career pages, and employee testimonials. By highlighting what makes your organisation unique and a great place to work, you can attract top talent who align with your values and are more likely to stay long-term.
Use staffing solutions
Staffing solutions, such as recruitment agencies and job boards, can be a valuable resource for early years HR and recruitment teams. These solutions have access to a pool of qualified and experienced candidates, making the recruitment process more efficient and effective.
When choosing a staffing solution, it's important to consider their experience and reputation in the early years sector. They should have a thorough understanding of the industry and be able to provide candidates who meet the necessary qualifications and have the right skills and experience.
Leverage social media
Social media has become a powerful hiring tool with platforms allowing businesses to not only post job openings but also build relationships with potential candidates.
Engaging with professionals through content, employee testimonials and industry discussions can create a talent pipeline of qualified candidates for future opportunities.
Prioritising safety with thorough background checks
Ensuring child safety is a non-negotiable in early years recruitment.
To comply with regulatory requirements, comprehensive background checks should be a standard part of the hiring process, ensuring that candidates are both qualified and safe to work with children.
Background checks should include:
- Criminal record checks at a national and global scale if applicable
- Previous employment verification to confirm past roles and conduct
- Education and qualification validation to ensure candidates meet required standards
- Reference checks to gain additional insights into the candidate’s work ethic and skills
Background checks should be integrated seamlessly into the recruitment process, ensuring they are completed before finalising any job offers. Transparency with candidates about the necessity and scope of these checks fosters trust and professionalism.
It's also crucial to conduct all background checks in compliance with employment laws to avoid discrimination. Early years businesses should be aware of their legal obligations under relevant child protection laws and employment legislation.
Best practices for early years onboarding
Effective onboarding is crucial for retaining top talent in the early years sector. It sets the tone for the employee's experience and can greatly influence their decision to stay with the organisation long-term.
Start before the first day
Start onboarding before the new hire’s first day to create a smooth transition. This can include sending them a welcome email, providing them with information about the organisation and their role, and setting up any necessary paperwork.
By starting the onboarding process early, HR and recruitment teams can help new employees feel welcomed and prepared for their first day.
Provide a strong orientation process
A comprehensive orientation is essential for new employees to understand the organisation's culture, policies, and procedures. This can include an overview of the organisation's mission and values, an introduction to key staff members, and a review of important policies and procedures.
Organisations should also provide new employees with a handbook or manual that outlines their role, responsibilities, and expectations. This can serve as a reference for employees as they settle into their new role.
At the same time, ensuring all necessary training on child safety policies and regulatory requirements is completed early in the onboarding process helps new hires feel confident and fully prepared.
Assign a mentor or buddy
Pairing new hires with a mentor or buddy ensures they have ongoing support through their onboarding journey. This person can serve as a point of contact for any questions or concerns and help the new employee feel more comfortable in their new role.
Mentors or buddies can also provide valuable insights and tips for success in the organisation, helping new employees feel more integrated and supported.
Real-world examples of effective early years recruitment
Bright Horizons
Bright Horizons, a leading provider of early education and preschools, focuses on employee wellbeing and career growth as key aspects of their recruitment strategy.
Their career page emphasises their inclusive, supportive work environment that values personal and professional growth.
In terms of recognition and rewards, Bright Horizons offers comprehensive benefits, which include health and wellbeing programs, financial security plans, generous time off policies, professional development opportunities, family support, and employee discounts.
Notably, they have an attractive employee referral program that includes cash rewards and a chance to win a trip to New York for a successful referral.
KinderCare Education
KinderCare Education, another leading provider of early education and preschools, has a strong focus on employer branding. They showcase their values, mission, and culture through social media and their company website, attracting top talent who align with their company's goals.
Their onboarding process includes structured orientation sessions, a mentor or buddy program, and ongoing training and development opportunities for new employees.
Key takeaways: Early years recruitment
Successful early years recruitment requires a strong employer brand, a structured hiring process with a strong focus on regulatory compliance and background checks, as well as an effective onboarding strategy. However, recruitment alone is not enough - retaining talent through continuous support and a positive work environment is key to ensuring long term success.
Building a committed and motivated team helps early years organisations provide consistent, high-quality education and care, fostering the best possible learning environment for children.
FAQs
1. Who is responsible for recruitment and onboarding in early years education?
In most early year organisations, the HR department manages recruitment and onboarding. However, hiring managers, senior educators and department leads also play a role in assessing candidates and supporting new hires, ensuring a smooth integration into the team.
2. How long does the early years recruitment process typically take?
The timeline can vary based on factors like background checks, compliance requirements, and candidate availability. On average, hiring for early years roles can take a few weeks to a couple of months, depending on the thoroughness of the screening and the onboarding process.
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