Talent acquisition is a strategic approach that includes identifying, attracting, recruiting, and onboarding talent to meet the dynamic needs of an organization. This approach can be especially useful for early care and education (ECE) programs. While general staff recruitment is concerned with filling vacancies quickly, talent acquisition focuses on the bigger picture with long-term human resources planning and finding appropriate candidates for very specific skill sets.

ECE programs should prioritize child safety and foster ongoing professional development to meet the unique needs of young children and their families. The talent acquisition strategies outlined below can effectively address program needs by spotlighting candidates who are qualified and aligned with the program's values and culture.

This worksheet outlines seven strategies and includes reflective questions to help ECE programs develop or enhance a talent acquisition plan.

Strategy 1

Implement talent acquisition as an ongoing strategy to identify, attract, recruit, interview, and onboard current and future ECE staff for different levels of your program.

1. Start the recruitment process early.
2. Assess job descriptions to ensure they are clear and concise, and that responsibilities and qualifications are realistic and easily understood.
3. Sell the job and your organization. Highlight why working for you is better than another ECE program. Build your career online page with your Employee Value Proposition as a focus.
4. Enhance your online presence with pictures of children, facilities, and information on organizational culture.
5. Convene a panel to interview candidates.

Reflection Question 1

Considering the unique aspects of your program and community, how can you best adapt and implement a talent acquisition plan that includes your employee value proposition?

Strategy 2

Project or anticipate future needs. Continuously look for the best talent via post-secondary and secondary educational programs that prepare the workforce for the ECE industry.

1. Define your perfect candidate by identifying the needed skill set of your future employee.
2. Reach out to individuals who previously worked for your ECE program or who worked in a similar job to provide feedback on realistic job expectations.
3. Showcase new opportunities to current employees.
4. If possible, offer a referral bonus. This could be contingent on retention for one year of employment and satisfactory performance.
5. Use only recruiters with the best results.
6. Expand outreach to new targets and channels.
7. Place emphasis on strategic partnerships with colleges and build new ones in your area.
8. Expand outreach to non-traditional channels where early child care and education staff receive training, such as high school dual enrollment programs.
9. Screen resumes as soon as the recruitment period ends.

Reflection Question 2

Consider the resources and constraints of your program. How can you strategically invest in long-term talent acquisition efforts, such as building partnerships with educational institutions and expanding your outreach channels, while balancing the need to fill immediate staffing needs?

Strategy 3

Attract candidates who align with your organization's values and needs. Consider and market what makes you unique and a place professionals would want to work. Build your online presence and EVP around the question: Why should I work for your organization instead of somewhere else? Work to strategically and continuously attract candidates who are the best fit for your organization.

1. Be accessible and show what the organization has done to improve workplace satisfaction and what the employee satisfaction rate was on the most recent survey.
2. Implement values-based interview questions.
3. Include testimonies from staff and families to demonstrate the benefits of the organization.
4. Make your application process candidate friendly. An example would be to provide an online website that allows applicants to upload and paste resumes, rather than having to input the information manually.

Reflection Question 3

How can you strategically incorporate transparency and positive workplace culture into your recruitment process to attract candidates who align with your organization's values and mission, and ultimately enhance employee satisfaction and retention? How can you highlight the employee experience journey as a practice that your organization embraces?

Strategy 4

Build a stronger organization by fostering teamwork, and ensuring lasting relationships. Even after employees leave, they can become ambassadors.

1. Examine resumes thoroughly.
2. Match applicants to an appropriate job.
3. Provide a robust onboarding plan and monitor employee engagement.
4. Test a candidate’s knowledge and expertise and evaluate their compatibility with your company’s culture.

Reflection Question 4

Given the importance of building a healthy organization that cultivates a program-wide approach to engagement and wellness, how can you accurately evaluate a candidate's alignment with your program's values and overall culture during the hiring process, while maintaining a fair assessment for all applicants?

Strategy 5

Consider metrics when developing your talent acquisition plan. Save your ECE program a great deal of money and time in the long run by implementing a data informed plan.

1. Time to fill measures the duration from job opening to a successful hire. It indicates recruitment efficiency and can pinpoint bottlenecks.
2. An offer acceptance rate is the percentage of job offers accepted. It reveals your organization’s attractiveness to candidates and highlights potential issues in the offer process.
3. Quality of hire evaluates how well a new hire performs and contributes to the organization. It is a strong metric of success.
4. Source of hire tracks the effectiveness of different recruiting channels. A few examples are job boards, the organization’s career page, social media, and sourcing agencies.
5. New hire turnover is the number of new hires who leave within a set period, such as within their first year of employment.

Reflection Question 5

Effective talent acquisition creates potential for long-term cost savings and benefits. How can your program simplify the hiring process while ensuring a comprehensive and fair evaluation of candidates?

Strategy 6

Make your talent acquisition plan proactive to combat major skill shortages.

1. Be clear about the realistic expectations of each position such as hours of work, duties of the job, and qualifications required.
2. Provide training and support. This will help new employees feel confident in their roles and be successful at their jobs.
3. Highlight the benefits of working in ECE. These could include flexible hours, the opportunity to work with children, upward mobility in the ECE industry, and the importance of making a difference in the lives of children.
4. Partner with local colleges and universities. Many offer ECE programs, and you can recruit students interested in a career in ECE by partnering with them.
5. Attend job fairs and other events. This is a great way to meet potential candidates and learn about their skills and experience.
6. Offer referral bonuses as a way to encourage your current employees to refer their friends and family members to your ECE program.
7. Make the application process simple and straightforward. Potential candidates will be more likely to complete the application.
8. Be responsive to your candidates. Once you receive applications, be sure to respond to candidates promptly. This will show that you're interested in their application and that you're serious about hiring the best person for the job.

Reflection Question 6

Considering the ongoing challenges in recruiting and retaining qualified ECE staff, how can your program create a hiring plan that not only fills current job openings but also helps build a strong team for the future, especially in areas where there are major skill gaps?

Strategy 7

Talent acquisition can operate like a marketing campaign: strategic, focused on program needs, with clearly defined and measurable goals.

1. Create a positive work environment. This includes having a supportive staff, providing opportunities for professional development, and celebrating successes.
2. Build a strong employer brand. Foster a positive reputation for your early childhood education program as a great place to work. Offer competitive salaries and benefits, provide opportunities for professional development, and create a positive work environment.
3. Use social media to attract candidates. Many people look for jobs online, so it's important to have a strong social media presence. You can use social media to share information about your ECE program, post job openings, and connect with potential candidates.
4. Ensure a positive experience for all candidates. Demonstrate that a candidate’s well-being is just as important as their pay at work.

Reflection Question 7

Considering the importance of employer branding and candidate experience, how can your program develop and implement a talent acquisition strategy that effectively leverages marketing principles to attract and engage top talent in this competitive ECE field?  How can you highlight your steps to maintain pay parity in your program as a strategy to attract talent? How can you highlight the unique benefits of your program to attract talent?

The Takeaway

The landscape of talent acquisition in ECE is evolving rapidly. As the demand for qualified professionals grows, ECE programs must adopt proactive and innovative strategies to attract and retain top talent. Programs can ensure a sustainable and high-quality workforce by:

• Prioritizing belonging and individualizing for all.
• Fostering a healthy organization that cultivates a program-wide culture of engagement and wellness.
• Implementing effective marketing and recruitment practices.

It is imperative that ECE programs recognize the critical role that their employees play in shaping the lives of young children. By investing in talent acquisition strategies that align with their program's values and mission, they can create a thriving and supportive environment where both staff and children can flourish.

Concluding Reflection Question

Reflecting on the talent acquisition strategies outlined in this worksheet, how can your ECE program take a holistic and proactive approach to attract, develop, and retain a skilled and dedicated workforce that contributes to the success of your program and the well-being of the children you serve?

Last Updated: June 16, 2025