5 Interview Tips to Attract and Hire Great Childcare Staff
How to get the insight you need to build a strong team!
As childcare directors, finding the right fit for our classrooms can feel like an endless challenge. Not only are we facing a staffing shortage, but we also need candidates who will thrive in a dynamic environment working with young children. Today, I’ll share an overview of the interview process along with some fresh tips to help you rethink your approach and attract team members who’ll add lasting value to your center.
Overview of the Interview Process
When hiring in a competitive and time-sensitive environment, it’s essential to make your interview process as efficient as possible. Rather than a multi-step, drawn-out series of interviews, a simple, effective process could look like this:
Application Review and Pre-Screening Call: Start by filtering candidates based on qualifications and basic fit, then conduct a brief pre-screening call (15-20 minutes). This call can cover initial questions about availability, experience, and interest in the role, helping to quickly determine if a full interview is worthwhile.
If you feel the candidate could be a good fit based on the phone screen, invite them to an in-person interview.In-Person Interview: Schedule an in-person interview that allows for deeper questions and discussions. This should include questions about their experience, teaching ideals, and why they’re drawn to working with young children. During your in-person interview, you could also:
Include a classroom interview: Invite candidates to spend 15-20 minutes in a “working interview” within the classroom, where they can interact with a small group of children under supervision, if state licensing regulations allow. This brief experience lets you observe their natural interactions and comfort level.
Offer a Classroom Observation Alternative: If direct interaction with children isn’t permitted, arrange a supervised classroom observation where candidates can watch the team in action. Observing can reveal valuable insights into how they perceive and respond to the classroom environment. It also allows individuals new to the field to get a taste for what the job is like.
Involve a Current Team Member: Include an experienced teacher (ideally from the classroom you’re hiring for) in the interview process. They can ask relevant questions, provide a tour, or simply welcome the candidate, helping them feel the warmth and teamwork your center values.
Quick Decision and Offer: After the comprehensive interview and observation (if applicable), you should be well-prepared to make a quick decision. Aim to extend an offer the same day as the interview if you feel they would be a a good fit, as candidates are often applying to multiple centers.
This process minimizes time without sacrificing insight, allowing you to make a strong hire promptly and keep up with staffing demands.
How to Implement These Ideas
1. Take the Interview Out of the Office
Instead of holding interviews in your office or a formal meeting room, consider meeting in one of the classrooms during a time that won’t cause distraction to the lesson. This might mean setting up a corner in a play area or a space with child-sized furniture. A more relaxed setting can help candidates feel at ease and allow you to see how they respond to an environment where they’ll be spending most of their day.
This informal setting often gives insights into how comfortable they are in a child-focused space and how naturally they interact with elements in the environment. Bonus points if a child asks them a question and you can observe their response! Additionally, starting the interview process in a space designed for children can spark conversation about your center’s philosophy and how candidates envision themselves working within it.
2. Observe Candidates in Real-Time Interactions
If your state regulations allow for supervised classroom interactions without a completed background check, invite candidates to spend time in a classroom under close supervision. This could involve reading a story, helping with snack time, joining a game, or even just participating in free-play with the children!
This real-time interaction gives you firsthand insight into their teaching style, comfort level, and ability to form quick connections with children. If direct interaction is restricted, you could have them observe a class instead and bring their own questions and observations to you afterward. Even from a distance, observing their engagement and interest can provide valuable information about their readiness and passion for the role.
3. Involve Current Team Members
If possible, involve 1-2 members for your team in the interview process—especially teachers, assistants or aides who would work closely with the candidate. This might look like a quick meet-and-greet, a group activity, or a casual Q&A session where current staff can ask questions or describe what a typical day is like.
When existing team members get to meet potential hires, they bring insights you may not see during a standard interview. This collaborative approach also provides candidates a sense of your center’s team culture, which can be invaluable in setting realistic expectations on both sides. Often, staff members who know the day-to-day dynamics will pick up on personality traits or skills that fit well (or may not) with the group.
4. Get to the Heart of Their “Why”
Everyone has a story about why they’re in this field—and hearing a candidate’s “why” can be one of the most revealing parts of the interview. During interviews, include open-ended opportunities for them to share what brought them to early childhood education and what they’re passionate about. You might ask, “What do you love most about working with young children?” or “What moments make you feel the most successful as an educator?”
Listening to these stories helps you assess if the candidate’s values and motivations align with your center’s philosophy. Those with an authentic, heartfelt connection to early childhood education will often shine here, helping you identify individuals who are in it for the long haul, even amid industry challenges.
5. Consider Values and Culture Fit as Much as Skills
It’s easy to focus on candidates’ qualifications, however…
Skills can be developed; core values and character are much more difficult to shape.
Take time to identify the values that define your center—collaboration, patience, creativity, adaptability—and make these a central part of the interview process.
One effective way to evaluate values fit is through scenario-based questions that touch on your core principles. For example, you could describe a situation and ask how they would approach it, or how they would handle a common challenge. This helps you see if their natural responses align with your center’s culture. Candidates who align well with your values are not only more likely to stay, but they’re also the ones who will contribute most positively to the overall atmosphere and team morale.
Final Thoughts
In a field that’s experiencing an unprecedented staffing shortage, finding quality hires can feel overwhelming. However, by focusing on creative approaches like real-time observation, involvement of team members, and values-based discussions, you’re much more likely to find candidates who aren’t just qualified on paper but will truly thrive within your center’s unique environment.
And by making your interview process quick, you show them you respect their time and know what you are looking for.
INSIDERS – Soon, I'll be sharing some of my favorite interview questions, along with a printable interview tracker to help you stay organized. Use it to track your progress, keep notes on each interview, and manage your answers seamlessly. Stay tuned!
Happy interviewing!
Amanda