If you have kicked off the new year ready to assess your goals and hit the ground running, you’re not alone. A new year often gifts the energy and sense of renewal early childhood education business owners need to carve out what they want to achieve for the year.
It’s a great time to consider where you see your business throughout 2022 and beyond. You might plot out some key goals and work back from there to decide on the right course of action to get to where you want to go. This might include things like a reshuffle of your team, creating upskilling opportunities for your staff or building on your team to meet demand through new staff recruitment.
Now first things first — ask yourself the key questions to help ascertain what your business needs.
What does your early childhood education service look like in 2022?
The answer to this question really depends on your approach, your focus and your current situation. What do you want your service to look like? Are you looking to grow? Do you have new projects in mind? Are there certain key areas you want to improve? Do you want to build your team? How do you want your staff to function and work together?
Write down a few questions like these and start noting some answers that come to mind. Consider prioritising them, and jot down what you think you can or need to do to make these goals become a reality.
Tips for recruiting new staff in early childhood education
If your goals include the recruitment of new educators to your team, or you’re looking at options for training your team, keep reading for some useful advice.
Recruitment takes time and energy, so getting right from the beginning is crucial. These tips will help:
Take your time preparing your job advertisement
To attract the right person, you need to paint a clear picture of what the role involves and the type of candidate you are looking for. Describe your business and its values. Explain the expectations and try to be specific where possible. Consider also what you believe the right educator for this position would be looking for and incorporate information that they would be interested in — this might be your employee benefits, flexible hours or salary perks. In creating the best possible job advertisement, you will hopefully narrow down the applicants to those who are well-suited.
Ensure they are well-trained
When reviewing job applications, it’s one thing to know that an applicant had completed the required course, but why not dig deeper? Understanding where a person has completed their training can give you some further insight. Try to get an insight into which course providers training that will align their graduates with your approach to early childhood education. If they’re new to the sector, ensure that they have completed practical placement as part of their training journey. This hands-on experience is invaluable and quality training providers incorporate it into early childhood education courses.
Consider their adaptive skills
Training is important and knowing that your potential staff member has trained with a quality course provider is a big tick. However, don’t forget to consider their adaptive skills too. Sometimes known as soft skills, these qualities are crucial to support their technical skills in the workplace. Think emotional intelligence, communication, problem solving abilities and time management. These are particularly vital for those working in early childhood education.
Ask the right questions
When it comes time to interview your shortlisted candidates, think carefully about what questions you will ask to decide if they are the right fit. Some great questions to consider might be: What characteristics do you think are important for working in early childhood education? What do you believe we do as early childhood educators? What do you want to achieve in early childhood education? Don’t forget to ask yourself questions when considering a candidate too — do they have the skills needed for the role, and will they help you achieve your early childhood education business goals?
Consider traineeships in early childhood education
For any employer, highly skilled and confident employees are always desirable and sought after. With this in in mind, traineeships present an advantageous opportunity for employers to effectively train staff on the job in their prospective workplace environment. This means the chance to develop the ideal team for your workplace from their commencement of training and beyond.
At Selmar, we specialise in training individuals for thriving careers in early childhood education. Our courses are designed to be a great fit with the traineeship delivery mode, supporting both individual learners and employers to reach their goals in the sector.
Retaining and supporting quality educators
Effective recruitment goes beyond the initial application, interview and hiring phase. Quality early childhood education staff should be embraced and supported in order to keep them feeling fulfilled and nurtured as part of your team.
A key way to ensure employees experience job satisfaction in your workplace is by offering them ongoing training opportunities. This can increase their motivation and passion within the sector, keep them up to date with best practice and support their own career progression goals.
Upskilling your team of educators can improve their ability to provide exceptional care which can in turn help you achieve your early childhood education business goals.
With supportive and flexible training options for those who are new to the early childhood education sector or those with years of experience, Selmar can help you create a dream team for your early childhood education workplace. Highly skilled, committed early childhood educators can ensure you achieve your goals for your centre and for the children and families who choose you.
The Selmar team would love to talk about your early childhood education recruitment and training goals. We can help you shape a well-trained team of educators who can ensure you shine in 2022. Click here to get in touch.