Mindset behind creating a detailed job description for your childcare business.

hiring job description Feb 20, 2020
 

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It's time to hire staff for your childcare business. You create a Facebook ad campaign. Resumes start coming in, interviews are underway, and you start rejoicing only to find out that the employees you’re interviewing are anything but a good fit for your childcare business.

What happened? What did you miss? You start telling yourself that it’s hopeless! And eventually hire out of desperation.

PLEASE DON’T!

Time to look at this with a different perspective! As a business owner and someone that is committed to operating a child care business that they absolutely love , you need to figure out what went wrong in your strategy so you can correct it.

Let's start at the beginning! You followed your  a hiring procedure , and created a  FB ad. Once your ad has been clicked on, it should bring the potential candidate to a landing page with a detailed job description.

One of the things  that might be attracting the wrong candidates is your...

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5 step process when it comes to interviews and your childcare center

hiring interview staff Jul 17, 2019
 

The interview process should be carefully planned out. As a childcare owner, you are adding to your business family and that is cause for celebration .( for the most part) 

 

It means that your team is growing. It also means that you are weeding the employees that do not fit your team culture and adding precious gems that hopefully will be ideal team members.

 

There are a few steps I like to take to make sure I am well prepared when interviewing a potential employee.

 

Step 1: Do not waste your time or anyone else's by interviewing out of desperation. 

Call back ONLY the potential employees that FIT your job description and staff avatar. 

 

Step 2: Take control of the interviewing schedule and plan according to your energy level.

Please, for the love, do not schedule the interviews when you are stressed, busy, sick, tired or not fully present.

 

Step 3: Be prepared with questions and the person’s file. Make sure all scheduled potential...

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