There’s more to build up than an immunity to colds when you work at a child care facility. Building up a tolerance for noise, commotion and fatigue that comes with overseeing the learning activities, playtime and safety of a group of young children is not an easy thing to do.
And neither is finding people who can hack it for the long term. According to childcare.net, the turnover rate for this employee group ranks as one of the highest. Turnover is a huge hassle for child care providers, and it’s costing them a lot of money.
Not to mention, it’s disruptive for the children when employees leave, if not traumatic. High turnover at child care facilities has been associated with poor developmental outcomes. “High turnover erodes the quality of care,” notes the Child Care Action Campaign (C.C.A.C.).
Resumes, applications and even interviews don’t fully reveal what motivates people who apply to child care jobs, whether they’re wired for success or if they pose a risk to the safety and well-being of the children in their care.
There’s a proven hourly hiring process that will. Here’s how child care facilities are able to find the right people, increase the quality of care and reduce turnover:
According to labor market information published by California’s employment development department, people who like being child care workers tend to be:
- Social – People with social interests like work activities that assist others and promote learning and personal development. They prefer to communicate more than work with objects, machines or data. They like to teach, give advice, help or otherwise be of service to people.
- Artistic – People with artistic interests like work activities that deal with the artistic side of things, such as forms, designs and patterns. They like self-expression in their work. They prefer settings where work can be done without following a clear set of rules.
In addition to these traits, often child care job seekers have education in early childhood development or a background in teaching. Child care workers may get paid by the hour, but in many ways they’re not the typical hourly job seeker – including the fact that they tend to be more strategic and informed about where they apply.
Therefore, child care providers posting their jobs on reputable sites more targeted to fields like child care, such as Snagajob’s hourly job board, are able to get the attention of the type of people they’d love to have working for them. It’s about knowing where high-quality child care job seekers are looking for jobs and concentrating the sourcing effort there.
Dropping in on a child care facility to inquire about an opening is a more complicated thing to do than, for instance, walking into a fast food restaurant to fill out an application. Security and other concerns make it harder to manage, both for the job seeker and for the child care provider.
Snagajob is a job posting service that not only sources the best child care job seekers, but also that takes applicants through an online application process. Hourly job seekers, including child care job seekers, prefer to apply online, so application flow often increases, and providers are able to create a more structured, safe and effective hiring process as a result.
Filter questions and assessments
A Michigan State University study revealed that traditional hiring techniques provide a 14-percent likelihood of a successful job hire, but when behavioral assessments are thrown in the mix the success rate jumps to 75 percent.
The best way for a child care provider to take applicants through a behavioral assessment is online. Incorporating behavioral assessments into an online application helps determine which applicants have desirable character traits.
And when the online application features open-ended filter questions such as, “Why do you want this job?,” child care providers are able to determine if the applicant is motivated to apply for the right reasons, and not just because he or she just wants a job – any job.
Automated background checks
Providers need a hiring process in place that not only identifies those who are suited to handle the unique challenges and responsibilities of a child care job, but one that also eliminates the candidates who pose the slightest risk to the safety or well-being of the children in their care.
According to Harris Interactive, three in 10 people think it would be okay to misrepresent themselves on resumes. When you screen the backgrounds of your candidates automatically, not only do you eliminate risk but you also could increase the chance of a quality hire by 10 percent, according to the Aberdeen Group.
So the bottom line is this: Sourcing effectively by using a reputable niche job board; having applicants apply online, answer filter questions and take a behavioral assessment; and conducting a background check automatically is the best way for child care providers to know exactly who they’d be hiring. A job posting service like Snagajob’s saves child care providers from the headache, cost and ding to the quality of care that is turnover.
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