Use the Job description template from our company shared folder.

 Post job openings:

Post the job opening on your company website, job boards, and other relevant job posting sites.

 Utilize employee referrals:

Encourage current employees to refer qualified candidates for the position.  Build relationships with local schools and universities.

 Attend job fairs and networking events:

Attend local job fairs and networking events to connect with potential candidates who may not have seen the job posting online.

  Use social media:

Leverage social media platforms like LinkedIn, Twitter, and Facebook to reach a wider pool of potential candidates.

Purpose

The purpose of this policy is to guide the human resources (HR) department of an educational institution  through the procedure of sourcing for childcare teachers. Given the delicate nature of handling young children, enlisting the right educator requires careful and intensive measures to ensure teachers possess necessary qualifications, experience and demonstrate aptitude for the role.

Step 1: Identify Staffing Needs

Understanding the institution’s staffing needs is the initial phase. The HR department, in conjunction with the management, is required to analyze:

  • Sub-step 1.1: The Number of Teachers Needed

    If the need for a new teacher originates from student population growth, a substitute situation, or a vacancy, it’s pertinent to specify the number of teachers required.

  • Sub-step 1.2: Role Specific Qualifications

    Detail the qualifications essential for the role. This includes educational requirements, years of experience, necessary skills, and certifications (if any).

  • Sub-step 1.3: Budgetary Considerations

    Estimate the budget available for new childcare teachers.

    Step 2: Job Posting and Advertising

    The next step is broadcasting the job opening to attract potential candidates.This includes:

    • Sub-step 2.1: Use pre-approved Job Description

      A lucid job description outlining the qualifications, responsibilities, working hours, salary level is essential to attract suitable candidates.

      Sub-step 2.2: Choosing Suitable Platforms for Advertising

      Select appropriate platforms such as online job portals, institution website, employment agencies, social media, etc., for job posting.

    Step 3: Reviewing Applications and Shortlisting

    • Sub-step 3.1: Reviewing Resumes and Applications

      Analyze the candidate’s qualification, experience, and skills as per the job description.

      Sub-step 3.2: Shortlisting

      After review, create a shortlist of candidates who meet the outlined criteria and appear to be a potential fit for the role.

    • Sub-step 3.3 Conduct initial screening interview on Indeed, zoom or google drive 5 minute max
    • Sub Step 4: Send qualified candidates to our website to apply for the position and invite them to an in person interview. The candidate is in the system.