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| Top 10 recruitment mistakes
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Our 2016 Child Care and Workforce Participation survey revealed that for many early childhood providers attracting and retaining high quality, qualified staff prevails as one of the biggest challenges facing the sector and business owner.
There are many reasons why staff turnover rates may be high; people often quote the low salaries paid to early childhood workers and the long hours as compared to those worked by primary school teachers. There is also the simple fact that while working in the early childhood sector is rewarding and immensely satisfying, it is hard and exhausting.
Staff attrition rates may also be linked to hiring practices. As anyone who has advertised and recruited for a position will know it can be confusing and overwhelming filtering through a pile of CVs and then interviewing a group of eager candidates who will likely say anything if they think will increase their chances of gaining a job.
American small business expert Will Helmlinger has put together a list of the top 10 mistakes businesses owners make when recruiting new staff, have you done any of these when looking for your next team member?
1. Letting personal attitudes and biases impact decisions. Biases can include everything from cultural or ethnic prejudices to attitudes toward fashion, speech, age, and body weight. Failure to recognise your biases can mean missing out on someone who could be a terrific addition to the team.
2. Making decisions too quickly. Directors often feel pressure to hire someone quickly to comply with standards, such as maintaining the required child-to-caregiver ratio. Snap decisions may work sometimes, but it's safer to set a realistic schedule that includes review of applications, interviewing, reference checks, background check, and thoughtful evaluation.
3. Misinterpreting applicant information. What does it really mean when an applicant says of her experience, "I babysat my little brothers and sisters"? A simple statement may need explanation to determine the applicant's true skills and attitudes. It's also important to listen to what the applicant is saying in gestures as well as words.
4. Hunting for negative information. This mistake refers to an overly zealous search for information that would justify disqualifying an applicant. In the early childhood sector applicants must meet certain age and education requirements and have a background check for criminal and abuse history, as required by law. Beyond those requirements, it's important to look at an applicant's strengths as well as weaknesses.
5. Overlooking a person's behaviour patterns. Judging a person's behaviour patterns in advance of hiring may be difficult. Clues may appear in such things as showing up for the interview on time and silencing a phone during the interview. More concrete information can come from reference checks and orientation.
6. Talking too much. Ideally an interview is a conversation, a back-and-forth exchange of information. An employer who starts by describing the job in detail tips off an applicant to the right answers. Asking follow-up questions such as "Why did that happen?" and "How did you feel about that?" can elicit addition useful information.
7. Jumping to conclusions. A 30-second glance at the application and resume is not enough to evaluate an applicant. Preparing a list of questions in advance can help you check the accuracy of resume statements and pave the way for an engaging conversation. Calling references and searching social media can help provide further insight into an applicant's character and behaviour.
8. Telegraphing responses to applicants. Asking yes-no questions, such as "Do you like working with children?" can prompt an applicant to answer in a certain way. A better question might be "How do you feel when you're around children?" Your body language, such as nodding your head, could also be a giveaway.
9. Failure to hire for a cultural fit. Culture here refers to the culture of the working environment. Is your program focused on academics or learning through play? Is it business-like or laid back? Sensing how an applicant may fit in in your program can prevent problems later on.
10. Lack of solid training. Recruiting doesn't stop when you offer an applicant the job. Prospective caregivers need pre-service training and orientation that adequately prepare them for caring for children and interacting with their families. |
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