The participants in this session had many great ideas we thought we'd post them.
Participants recommended posting on the following websites:
Facebook
Craigslist
Indeed
Linkedin
Advertising on your business's site
Care.com
Hirebridge
Zip Recruiter
IAEYC site University
NAEYC site
Monster
municipal website
tribal websites
Child Care Aware
Childcare Advantage
local employment websites
local early childhood registry websites
Use online job boards
Post ads on School Spring
training websites
district websites
local council website & Qualistar website
More ideas from participants for finding and hiring qualified staff:
Recruit at college job fairs.
Post to job boards
Place ads in newspapers and word of mouth.
Do a lot of networking.
Give bonuses for employee referrals.
Recruit current parents.
Advertise jobs on billboards.
Use Keloland employment.
Word of mouth from previous employees.
We use job banks.
We use the Chamber of Commerce.
Invite a qualified individual out for coffee and share thoughts about your philosophy, then ask them to join you.
Ask other daycare centers if they have any leads on finding qualified staff.
Help pay for college courses.
Try to recruit practicum students.
Use a temp company to recruit.
Collaborate with Community College.
Post on church bulletins
Advertise within the school system.
Advertise with CTC programs.
Use local help wanted ADS.
Advertise at CDA classes.
Place a 'help wanted' sign in front of the building.
Offer dual credit to high school students for college certificate courses.
Work with job placement programs
Ask friends and neighbors.
Hire parent volunteers with 60 hours experience depending on the position.
Send a brochure and hiring info to the local ECE college classroom.
Keep taking applications year round.
Recruit family members.
Recruit volunteers.
Post in the Child Care Aware state newsletter.
Try the Pre-K for all early childhood teacher finder.
Our municipality is working on a marketing for us to help recruit people to the community in this field specifically.
Hire staff as a sub to start with. It gives you both the opportunity to see if it's a good fit.
Try growth from with-in and bring in the under-qualified and help them become qualified.
Free childcare for staff.We give a hiring bonus for CDAs.
Use the NAEYC staff survey.
Work with the local high school youth workforce development program.
Provide a compensation package that shows salary, benefits, etc
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Ideas for retaining qualified staff:
Have a monthly team meetings with the staff to go over the responsibilities and goals of the school is discussed with all and not just the head teachers.
Never allow someone to start without a full orientation and training - otherwise they feel thrown to the wolves and have a hard time acclimating.
Have a 1 hour trial run in the program to see interaction.
Do 3 clear reference checks.
We do classroom trials and do not pay the candidate. We tell them it is part of our interview process.
Having our staff evaluating us three times a year helps a lot.
When I read the resumes I always call them on the phone to go over their resume.
Acknowledge an Employee of the Month.
We offer bonuses for retention.
Praise for what is working well and coaching for areas of improvement.
Give specific feedback just like we do with the children.
When we have new staff, we have his/her sit and observe someone modeling the role for the first week. It helps a lot!
We conduct a working interview its 2 hours unpaid. Then new employees are given a 3 month probation until they can have benefits. This lets me know they are committed but its also something for them to work towards it seems to weed out the people who are not willing to put effort into our program.
Train all new staff for two weeks with current trained staff.
