5 Ways to Create a Pipeline of Stand-Out Employee Candidates for Your Childcare Business
Even if you are not actively recruiting candidates for an open position on your childcare business team right now, it’s still a good idea to create a pipeline of quality candidates you can turn to when you need to source new talent. In the following guide, we take a look at five ways to create a steady stream of stand-out employee candidates for your childcare business. Read on to find out more.
Add a Careers Page to Your Business Website
Make it easy for prospective employees to learn more about your daycare company when they visit your website by adding a “Careers” page. Candidates can search your “Careers” page to explore current openings, if you have any, or submit their resume for future consideration. Even if you aren’t hiring right now, a friendly prompt to “Send us your resume!” can help you build up a pool of quality candidates to draw from when needed.
Also put some thought and intention behind your “About” page, where prospective employees can read more about your company mission, vision, values, and work culture.
Add human interest by including a photo of yourself and/or your daycare team. Include employee testimonials on your “Careers” page or “About” page to give candidates a taste of what it’s like to work at your company. Include any relevant information on your website that you think will be of interest to employee candidates.
Take Advantage of Free Job Boards
Make use of the numerous free job boards available to you online. The wider you cast your net by posting your job ad on multiple free job boards, the more prospective candidates you are likely to get. Give yourself plenty of time to collect candidate applications and contact information so you can sift through the prospects to find the strongest candidates. Keep these applications handy for future hiring needs.
Remember to consider niche job boards as well, which may be of particular interest to job-seekers in the childcare industry.
Participate in University Job Fairs
Colleges and universities are always looking to team up with local businesses for job fairs and other ongoing recruitment efforts to give their students plenty of opportunities to apply for internships and land jobs in their field. As a daycare business, you can make connections with the early childhood education programs in your area to gain access to qualified and motivated students who may be looking to launch their career in early childhood education or get their feet wet with a part-time daycare position. Set up a booth at college career fairs, get to know the guidance counsellors or heads of departments in the ECE programs, and provide your daycare marketing materials to school administrators and faculty members who can pass your information along to their students.
Use Social Media
Social media can be a great way to generate employee candidates for your childcare business. You can post job ads right on your Facebook, Twitter, Instagram, and LinkedIn pages to let your followers know you’re hiring. Even if you don’t have an official open position right now, you can still let people know you are always actively recruiting prospective talent for your daycare business.
Social media is a great avenue for candidate procurement because it gives you the opportunity to reach to the farthest corners of your social network via an extensive online community. It’s easy for friends and followers to share your job ad with someone else they know who may be interested in the position and who may turn out to be a great candidate. It’s easy, it’s free, and it can be very effective.
Rely on Employee Networks
Who are your best employees? Get them involved in your efforts to create a pipeline of potential employees by tapping into their own personal networks. Your great employees already add incredible value to your childcare business, and as the saying goes, “Birds of a feather flock together.” Ask your top employees whether they know anyone who may be a good fit for future positions you would like to fill on your daycare team. You never know who they know, and a simple conversation could prove more beneficial than you anticipated.
There are plenty of ways to add to your pool of promising employee candidates. We hope these tips will get you started on creating your own pipeline of stand-out candidates for your childcare company.
What are some of your favorite ways to source candidates for your daycare business? Leave us your feedback in the comment section below.
The experts at Honest Buck Accounting are here to help you optimize your childcare business finances and free you up to focus on what you love most about your daycare business. Schedule a call with us today to chat with one of our accountants.
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