Inspirational and Empowering Child Care Business Owners To Build Successful Child Care Businesses

Posts tagged ‘Hiring employees in childcare’

Staffing Your Child Care Center This Summer

Every summer my enrollment increases and this creates a demand  for more staff during the summer time.  In fact, as the enrollment increases during the summer, I see the importance of assuring that my staff is trained on field trip safety, Playground/Water safety and are effectively supervising young children.

Has your enrollment increased? Are you fully staffed? Don’t know where to find qualified applicants? I want to share with you where I find the majority of my teachers……Craigslist!

Craigslist is free and it is an easy and quick way to post your job openings. However, I must say that you must be very specific about what you are looking for in an applicant. For example: Be sure to indicate the amount of pay; education required; hours; if the position is for the summer only; the age group that the applicant will be working with; be sure to list licensing requirements; and request that the applicant sends you a resume.

Before wasting your time scheduling interviews, I find it to be easier to schedule a telephone interview with the top three applicants and screen for the following:

  1. Recent Experience working in a childcare center
  2. Education in early childhood or youth development
  3. Passion for working with children
  4. Classroom management Style and knowledge of health/safety of young children
  5. Positive Attitude!

If your center is not already fully staffed for the summer, I encourage you to give Craigslist a try and my hope is that you find the perfect teachers for your summer program!

With Quality Staff in Mind,

Shiketa Morgan

If you have not already downloaded your copy of the Summer Camp Planning eGuide, get your copy today!

Category:

Staffing, Summer Program

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Sometimes You Have To Make the Best Out of Staffing Issues

Back in December 2011, my school age teacher (of 2 1/2 years of employment) decided to work closer to home and she gave me a 3-week resignation notice. I was quite disappointed, however, I understood why she needed to work closer to home.

The hunt was on for a new teacher! As I placed ads at the local college, on Craigslist, the Missouri Great Hires website and on our social media pages, I realized how tough it can be to find a quality School-age teacher.

In fact, it seems like when I need a preschool teacher, I get a flood of applicants. At least 2-3 days a week, I would get an applicant for the position, however, they were not the perfect match for the position.

As I write this post, I am still in search of a qualified and experienced school-age teacher. I have also decided to work with the youth in my After School program until the right teacher comes along.

I must say, that they are enjoying me, I am enjoying them and the parents love to see me in the classroom. I know that soon, my new teacher is coming and while I practice being patient, I am also mentoring and coaching my teachers as I work in the classroom in the afternoons.

Also, as I work in the classroom, I am thankful that I have youth development education and that I am able to step in when we are short staff. Moreover,  decided to give myself a pay increase and pay extra on bills during this season.

I shared this post with you to encourage you to find the positive in staffing issues and use it as an opportunity to do something great for your program. Moreover, instead of getting frustrated because you have to hire someone else, embrace the staff that you have, try to have a positive mindset about it and keep in mind that…This too shall pass!

Since I have been in the classroom, my school-age program has improved, the community in the classroom is more caring, I have more blog post ideas and I feel that I have prepared a great place for my new teacher.

If you have a large center, you may not be able to teach in the classroom, however, I suggest that you have floaters to assure that you are well staffed to assure adequate child-to staff ratio. My center is licensed for 40 children with an over lap of 53 children and I can be counted in the ratio in the state of Missouri.

Moreover, one thing that I have learned during this process is to never stop interviewing or advertising that you are hiring. There many applicants that would love to work in your program, however, it takes time to find the perfect person for your facility.

Keep this in mind when looking for new staff: Be Fast to Fire and Slow to Hire!

I look forward to your thoughts about this post. Feel free to share your feedback or post your comment.

Shiketa

Be sure to subscribe to my weekly e-newsletter for weekly business tips! and check out my blog post on School-Age Care.

Category:

Employee Management, School-Age Program, Staffing

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