An effective early childhood recruitment strategy is becoming critical as workforce shortages, burnout, and safety concerns continue to shape the sector in 2026
Chronic educator shortages, workforce burnout, and even childcare safety are making national headlines. But amidst the noise, one thing stands out: exceeding-rated services consistently do recruitment differently. They are not just filling rosters—they are cultivating cultures. They know the secret is not compliance; it’s connection. They recruit for relationships.
Leadership roles in early childhood education are among the most challenging to fill. But high-performing, exceeding-rated services show that intentional, values-based recruitment creates a clear advantage. In fact, SEEK data from Q2 2025 reveals that leadership job ads emphasising flexibility, shared decision-making, and team culture receive 43% more applications than ads focused solely on compliance and responsibilities.
What an effective early childhood recruitment strategy looks like
They tell a story, not just list duties!
The best-performing services use job ads to share their “why.” They highlight their philosophy, co-leadership culture, and the magic of their community. According to Irvine et al. (2022), values alignment at the hiring stage is a top predictor of staff retention in ECEC services.
They engage candidates early and relationally.
Staff are invited to participate in the recruitment process—sometimes even helping to shape interview questions or trial-day activities. This fosters early buy-in and a better cultural fit.
They prioritise leadership wellbeing
From access to a dedicated wellbeing consultant to peer mentoring programs, exceeding services know that supported leaders stay longer. A 2023 study by Thorpe et al. shows that environments with strong wellbeing frameworks reduce turnover intentions by up to 36%.
They run structured trials—not just ‘pop-in’ observations
Exceeding services increasingly incorporate short, structured floor trials. A 1–2 hour session, followed by staff feedback, helps determine the fit and strengthens team cohesion from the outset.
They master the art of induction.
Forget rushed walkarounds or five-day policy-reading marathons. Exceeding-rated services offer gentle, well-paced onboarding. Thorpe et al. (2021) argue that real quality in ECEC is driven by human connection, not checklists.
They use 'micro-positioning' to appeal to niche values
Exceeding centres tailor messaging based on educator motivations. Boyd et al. (2020) emphasise that, in not-for-profits, alignment with purpose matters more than pay alone.
They offer real leadership development, not lip service
Leadership roles are packaged with access to sector conferences, coaching sessions, and study leave. Sims (2023) refers to this as “relational leadership scaffolding,” arguing that it directly supports service quality and team stability.
They audit their candidate experience
Top services mystery-shop their own job ads and application processes. Are there too many clicks? Too much jargon? Is the response time respectful? Speed, clarity, and warmth at every touchpoint = brand credibility
Case study: North Fitzroy Child Care Co-operative (NFCC)
Located in Melbourne’s inner north, NFCCC is a community-managed, exceeding-rated service with a sharp recruitment edge. Their recent Assistant Director campaign attracted 39 high-quality applicants—three times the sector average.
Why?
– Job ads highlighted co-leadership with families and educators
– PD budget exceeded $2,000 per year
– The role emphasised support from a proactive parent committee
NFCCC’s leadership pipeline is thriving because its recruitment is grounded in purpose, not panic.
Key takeaway: exceeding begins with recruitment.
Exceeding-rated services do not find great staff—they attract them. The secret? Recruitment that feels human, aligned, and authentic.
Start here:
- Involve your team in writing job ads (yes, even the children can share what kind of leader they want!)
- Use interviews to explore—not test—your candidate’s educational philosophy
- Make leadership development part of your employment offer, not a distant possibility
As Sims (2023) notes, “relational leadership is the glue between team stability and exceeding outcomes.”
Want help applying these ideas?
At Early Years Talent, we partner with not-for-profit and exceeding-rated services to write recruitment stories that attract aligned, committed leaders.
Book a free 20-minute recruitment strategy session with or send your next leadership job ad for a free expert review.
Reference List
Boyd, W., Flynn, M., & Eadie, P. (2020). ‘Not-for-profit leadership in early childhood education: Beyond management to shared purpose.’ Australasian Journal of Early Childhood, 45(4), 305–317.
Irvine, S., Farrell, A., & Kennedy, A. (2022). ‘What keeps educators in the sector? Exploring values alignment in ECEC recruitment.’ Early Childhood Research Quarterly, 61, 29–38.
Sims, M. (2023). ‘Relational leadership and its influence on educator retention and quality.’ Journal of Early Childhood Leadership, 14(1), 12–24.
Thorpe, K., Westwood, E., & Boyd, W. (2021). ‘Burnout and leadership in the early childhood sector: The impact of induction and support.’ Child & Family Studies Journal, 30(5), 987–1001.
SEEK (2025). ‘Hiring Trends in Education Q2 2025 Report.’ Available at seek.com.au/reports