Attract your Next STAFF with these Online Systems

Most child care center owners’ FIRST RESPONSIBILITY is to maintain their classroom ratios. 

As a center owner, it’s a challenge within itself for maintaining 20 or more staff, which is a typical size for an organization that cares for 150+ students.

So many childcare center owners are finding it to be hard times to manage and overcome the shortage of staff. 

The shortage of staff is existing because staff or people who qualify to work in the childcare industry are no longer interested in working with children. Or if you find staff, those staff members find it hard to handle the behavior or the work that comes along with being a childcare worker. 

With this particular plague, it leads to consistent shortages and owners being frustrated for not having enough people. As a prior childcare owner, I’d like to be honest with you and talk to you about the power of keeping up with staff and your hiring responsibilities. 

Although I understand it’s a lot to do in owning a childcare, don’t underestimate the power of having online systems working for you in the back office.  

ONLINE SYSTEMS

To get started with having online systems, understand that hiring takes a lot of work. And the pre-hiring process is where you must begin.

The pre-hiring process includes adequate time to strategize your job announcement. And job announcements are created for each of the roles that you have that you could possibly hire for. And these announcements are created as a sales page to sell the idea of how becoming a part of your team is the person’s best decision they could ever make. 

Next, after creating a job announcement, you want to create your job ads. These job ads are typically used on social media, newspapers, job posting sites, and more. These ads also contain sales copy that attracts your ideal staff to pay attention to what makes your organization different and what they will receive from working with you. These job ads can be placed on social media platforms and as well as backed with marketing dollars. 

These marketing dollars are created for you to have your ads reach more people. If you also are interested in offline marketing, your job ads are placed with job placement outlets, these outlets may be your local college, your local Department of Labor, your local newspaper, or magazine articles on job posting sites. Although there are several ways of posting jobs, this is just to name a few. 

I want you to understand that there is a mindset that you must recognize. Most employers expect potential new hires to find them and potential new hires expect for employers to find them. And both of these statements are true. 

So when it comes to using traditional job ad placement agencies, job announcements, and preferably job ads or social media. These outlets need systems that lead the applicant to you which you expect and your job should speak directly to the applicant which causes them to feel as if you’ve found them. 

To begin, it’s so important that you use basic marketing wisdom. When I started learning how to market the first step I was taught was defining your ideal avatar. Your avatar would be defining the staff that you want to create your job announcements, and job ads for when creating this avatar and allows you to find the potential hire and them to recognize that this is the job they’ve been wanting.