Recruiting the right staff for your nursery is one of the most crucial steps in ensuring a safe, nurturing, and stimulating environment. Whether you’re hiring for a new nursery or expanding your current team, finding candidates with the right mix of qualifications, experience, and passion can be challenging.
Beyond just filling positions, your goal should be to build a cohesive team that shares your nursery’s values and understands the importance of early years education.
According to the National Day Nurseries Association (NDNA), the early years sector has faced ongoing recruitment challenges due to high turnover rates and growing demand for skilled childcare professionals. This makes it even more important to consider your recruitment process.
One effective way to manage employees is by using nursery specific HR software, such as People Bunch. Investing in the right tools can save you time and help you focus on what matters most.
Here’s some steps to improve your processes when recruiting staff for your nursery.
Asses your requirements and understand your nursery’s needs
When it comes to staffing, it’s essential to have a clear understanding of what your nursery requires. This not only helps you attract the right candidates but also ensures you’re building a team that can meet the specific needs of your children.
What are the roles and responsibilities
Start by outlining the key duties for the position you’re hiring for and what the role is i.e. whether the role is for a nursery nurse, room leader, or support staff.
Each position will have different requirements in terms of qualifications and day-to-day responsibilities.
Be as specific as possible, including details such as:
- Planning and leading activities that support children’s development.
- Maintaining a safe and hygienic environment.
- Building strong relationships with parents and guardians.
- Supporting children with additional needs, if applicable.
What qualifications and experience does the person need?
In the UK nurseries must adhere to specific regulatory requirements, so it’s vital to check that candidates hold the necessary qualifications.
Common requirements include:
Level 2 or Level 3 Childcare Qualification: These are often a minimum standard for nursery roles.
Paediatric First Aid Certification: A must for safeguarding the children in your care.
Experience: Depending on the role, you may need candidates with experience working in similar settings or with specific age groups.
What soft skills do you desire?
While qualifications and experience are crucial, soft skills are what truly set great nursery staff apart.
You may want to kook for applicants who demonstrate:
Empathy and Patience: Essential for managing young children, especially during challenging moments.
Creativity: The ability to design engaging and educational activities.
Strong Communication: To build trust with children, parents, and colleagues.
Sell your nursey – what makes it unique?
Along with any early years setting, there’s a good chance you’re advertising in a competitive job market. It’s important to showcase what makes your nursery an exceptional place to work.
Candidates want to feel like they’re joining a supportive, rewarding environment where they can grow professionally while making a meaningful impact on children’s lives.
Start by highlighting your nursery’s ethos. Are you focused on creating a friendly atmosphere? Do you prioritise child-led learning or outdoor education?
Whatever your approach, make it clear to potential staff that they’ll be joining a team with shared goals and values. This not only helps you attract like-minded individuals but also ensures a strong cultural fit.
Ensure you advertising in the right places
Advertising in the right places can make all the difference, helping you attract a pool of qualified and enthusiastic applicants.
Job boards remain a popular choice for many nurseries. Platforms like Indeed and Totaljobs offer a large reach. However, industry-specific sites like Nursery World can be even more effective, as they attract professionals who are actively seeking roles in early years education.
Posting in local community social media groups or on your nursery’s own socials can help you tap into a more personal network.
Don’t overlook the value of reaching out to local colleges and training centres. Many of these institutions have job boards or partnerships with nurseries, and their students are often eager to find placements or entry-level roles.
Recruitment doesn’t end at a job offer
Recruitment doesn’t end once a candidate accepts the job offer.
The way you introduce new hires to your nursery can set the tone for their entire experience, boosting retention and creating a positive work environment. Take time to introduce new hires to the rest of the team and provide an overview of your nursery’s culture and values.
experienced professionals may need to brush up on certain skills or learn about specific procedures unique to your nursery. Make sure new staff complete any mandatory training, such as safeguarding, paediatric first aid, and health and safety.
Assigning a mentor or buddy to new staff members can make a huge difference. This person can answer questions, offer guidance, and provide a friendly face as they settle into their new environment.
A well-thought-out onboarding process not only equips new staff with the tools and knowledge they need but also makes them feel valued and motivated.
