BEST PRACTICE
Hiring the best Michelle Brown, HR business partner at the Alliance, shares top tips for recruiting staff at your setting
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t can be difficult at times to know the best way to advertise vacancies at your setting. Particularly in a time with so many different places available - online job boards, social media, local newspapers, and so on. The most important thing is to ensure that your target audience sees the vacancy. But you may also be looking to keep costs down and make sure that you attract the right candidates for your setting. Here are some tips you can use to ensure that you find the right people the next time you have a vacancy, while also balancing costs: Job boards – You can list all your vacancies and accept job applications and CVs directly through multinational and national job boards. There is now a wide variety of job boards to choose from - including Indeed and Monster as well as specialist early years sites. Think about local and national job boards that would be appropriate for an early years vacancy.
Local colleges and universities – Some colleges and universities offer local employers a chance to advertise their vacancies on notice boards or websites. There may be an opportunity for local employers to contact students. You could do a presentation for current students, highlighting the benefits of working in the early years sector and mention your own setting. This is a good way of building links with local students who are studying childcare and looking for a potential future employer. Open days – Host a recruitment open day at your setting. This is a good way to encourage applicants to visit your setting. They will see the work environment, watch staff interacting with children and have a chance to ask any questions they have about the vacancy or your setting. This offers a chance to market your setting to potential new recruits.
Facebook – If you have a Facebook Page or Group for your setting, think about using the site to advertise any vacancies you have available. Facebook also offers a chance to create a dialogue with potential candidates, so make sure you are ready to answer any questions they have about your setting or the vacancy.
Local newspapers – Think about the different ways that people in your area look for jobs. There is often a particular newspaper that local people will use for jobs. Think also about the role you are recruiting for and whether or not a local newspaper is the best place to advertise it. For example, you may wish to advertise for a cleaner or chef in a different place than you would a practitioner.
Local authority websites – Your local authority may allow your setting to advertise a vacancy on its jobs board. There may be a small fee for this service, so always have a quick check beforehand to make sure you can see similar types of roles advertised on there first.
Universal jobmatch – This service is offered through a government gateway, a secure online account that allows you to access government services. It is designed to help employers find and employ the most suitable jobseekers. The service is free to use, you just need to
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set up an account online for your setting at http://bit.ly/22crAdj You may already have an account if you have previously dealt with the Department for Work and Pensions as an employer. Community centre – If your setting is based in a close community, you may wish to advertise job vacancies on a community centre notice board, if the service is available. The advantage of this is that you will receive applications from local people who should be able to travel to your setting easily. Local noticeboards – Your local shop may have a section that allows local businesses to advertise vacancies in the shop windows. This is also a positive way to encourage local interest in your setting.
Recruiting Early Years Staff Member price £10.95 Standard price £13.95 This Alliance publication is designed to make the task of selecting high quality staff straightforward and efficient for trustees, directors, owners and managers. The book also offers detailed information on induction and probation procedures to help successful candidates make a positive contribution. Sample documents including job descriptions, application forms, contracts and standard letters are also included.