At this point, our schools have adjusted to operating in a post-lockdown world, and our enrollment rates are finally increasing and getting back to normal. But to accommodate our new…
Whether we like it or not, the child care industry is in a labor crisis. With a booming economy right now, unemployment rates are at an all time low in the United States and companies across the country continue to raise their minimum pay in order to stay competitive and attract hard working employees. Unfortunately, in this industry, it can be hard to keep up with competitive wages and this can make you feel discouraged when trying to seek out A players because you feel like you don’t have enough to offer to them.
In this industry, I see too many of you hire out of desperation because you are in fear of being out of ratio. The people you hire in order to quickly meet ratio usually are not vetted to be sure they are aligned with your school’s culture and values, and they rarely undergo a proper onboarding process to set them up for success.
One of the most important pieces of your Hiring Funnel is your careers page on your website. You have done all the work of finding creative ways to market your job opening. Now you need to give applicants a call to action – tell them what to do. “To apply, go to www.yourcareerspage.com.” When they arrive at your careers page it should answer all their questions and sell them on WHY they should want to work for your school.
Interviewing isn’t easy and it’s a tough process to nail down. I hate to say it, but for many of you, you will always cringe at the thought of having to interview potential teachers. The unknowns of how the interview will go and whether or not the candidate will live up to our expectations is scary. Because your team trusts you as a leader to make the best hiring decisions for your company culture, the interview process becomes especially daunting. It’s so easy to become fearful that you will choose the wrong candidate and let your team down.
Today we are going to talk about hiring. We are in a hiring crisis, and many of you are still really struggling with a lack of qualified teachers in your market. I want to help you fix this phenomenon. You have to get smarter and better, more strategic and more ninja about how to hire.
The number one complaint I hear from clients these days is staffing. In this booming economy, attracting quality staff and keeping them is getting harder and harder as employers have been raising wages and incentives to attract staff at a higher rate than we can raise parent tuition. It is time to get pro-active and start fighting back! I have developed these techniques over the past 20 years and now boast a very small no-show percentage and a very low turnover rate, in an area with less than 3% unemployment.
Employee retention is a huge struggle for many child care centers. Our industry is notorious for high turnover rates. A recent survey by Glassdoor shared that child care employees rated their places of work at only a 2.8 (average) on a scale of 1-5, 5 being a great place to work, and 3 being an “ok” place to work. Child care in general was rated as LESS THAN “OK.” The number one reason for the low rating was noted as poor leadership and culture in the work place. In other words, the managers or directors either did not lead well or did not help maintain a positive work place culture. I am on a mission to change that. Why not start “wowing” your new hires on day one with some added touches that make them feel extremely welcome right off the bat? There are several ways you can do this, but here is ONE IDEA. Give each new hire a special “Teacher Survival Kit” on their first day.