Effective Strategies for Recruiting and Retaining Quality Staff in Australian Childcare

In the dynamic landscape of Australian childcare, directors face a persistent challenge: staff shortages and high turnover rates. The backbone of any childcare centre is its staff, and the quality of care is directly impacted by these staffing issues. This article aims to provide practical strategies for childcare directors to recruit and retain exceptional staff.

The Size of the Problem

The Current State of Staffing in Australian Childcare

Recent statistics paint a concerning picture of the Australian childcare sector.  It is widely believed that staff turnover is around 30-40 per cent for Australian Childcare centres. (Statistical Reference by Care for Kids). Jobs and Skills Australia data shows the number of estimated vacancies for childcare workers has roughly doubled since before the pandemic. The government agency said there were 4263 vacancies for child carers in June 2023 – up from 2295 in June 2019 and 1717 in February 2020 (Financial Review). Factors contributing to this trend include low industry wages, high job stress, and limited opportunities for professional growth.

A childcare centre facing staff shortages can encounter several significant issues, impacting both the quality of care provided to children and the overall operation of the centre. Here are some of the key problems:

1. Capacity and Child Well-being Issues

  • Increased Child-to-Staff Ratios: With fewer staff members, the child-to-staff ratio increases, potentially exceeding legal limits. Ultimately forcing the centre to reduce child capacity.
  • Reduced Quality of Care: Overburdened staff may be challenged to provide the individual attention each child needs, impacting the quality of care and early education.

2. Operational Challenges

  • Inconsistency in Care: Frequent changes in staff or the need to rely on temporary staff can disrupt the consistency of care and education provided to children.
  • Administrative Burdens: Directors and administrators may need to spend more time on staffing issues, such as recruitment and training, diverting attention from other important aspects of centre management.

3. Financial Implications

  • Increased Costs: Relying on temporary staff or overtime can increase operational costs.
  • Potential Loss of Revenue: If the quality of care declines due to staffing issues, parents may choose to withdraw their children or the centre might be forced to reduce children’s available positions both leading to a loss of revenue.

4. Reputation and Compliance Risks

  • Reputational Damage: Parents and the community may perceive the centre negatively if they believe it is understaffed or providing subpar care.
  • Regulatory Non-Compliance: Childcare centres are subject to strict regulations, including staff-to-child ratios. Non-compliance due to understaffing can lead to legal and regulatory consequences. Even enforced foreclosure.

5. Impact on Child Development

  • Limited Educational Activities: Staff shortages can lead to a reduction in the variety and quality of educational activities and programs.
  • Emotional Impact on Children: Children may feel the effects of less individual attention and inconsistency in caregivers, which can affect their emotional and social development.

Strategies for Recruiting Good Staff

Identifying the Ideal Candidate

The ideal childcare worker is more than just qualifications on paper. They possess a genuine passion for child development, patience, and excellent communication skills. When recruiting, look for these traits as they are pivotal for long-term success in this emotionally demanding field.

Effective Recruitment Channels

  • Online Job Portals: Aside from Platforms like SEEK and Jora start to look at companies like Kiddo Childcare Recruitment platform which is industry-specific and has a national network of qualified Early Education workers. Ensure your listings are detailed and highlight the unique aspects of working at your centre.
  • Social Media: Platforms like LinkedIn can be a goldmine for finding passionate professionals. Engage with potential candidates by showcasing your centre’s culture and values.
  • Educational Partnerships: Forge connections with institutions offering early childhood education courses. Internships or placement programs can be a pathway to full-time employment.

Crafting Attractive Job Listings

Your job listing is the first impression potential candidates will have. Highlight aspects like career progression opportunities, the supportive work environment, and any unique benefits your centre offers.

Where to Advertise

  • Local Community Boards: These are often overlooked but can be effective, especially for reaching local talent.
  • Digital Platforms: Early Education job boards, consider forums and groups dedicated to early childhood education.
  • Networking: Encourage your staff to refer potential candidates. A referral program with incentives can be highly effective.

Retaining StaffCreating a Supportive Work Environment

A positive and supportive work environment is crucial in retaining staff. This involves:

  • Team-Building Activities: Regular team-building exercises help in fostering a sense of unity and belonging. This could range from simple group lunches to organised team outings or workshops focused on team dynamics.
  • Open-Door Policy: Encourage open communication by having an open-door policy. This means that directors and supervisors are approachable for any concerns or suggestions staff might have. Regular check-ins can also be beneficial.
  • Mental Health Support: Recognise the emotional demands of childcare work. Providing access to counselling services or mental health days can be a significant step in supporting staff well-being.

Professional Development Opportunities

Investing in your staff’s professional growth not only enhances their skills but also their commitment to your centre:

  • Continuing Education: Offer subsidies or time off for staff pursuing further education in early childhood development or related fields.
  • In-House Training: Regular in-house training sessions can be conducted to keep staff updated with the latest childcare practices and regulations.
  • Career Advancement Paths: Clearly outline potential career paths within your organisation. This gives staff a sense of direction and purpose in their roles.

Competitive Compensation and Benefits

Fair and competitive compensation is a key factor in staff retention:

  • Market-Competitive Wages: Regularly review and adjust wages to ensure they are competitive with the market rates in your area.
  • Flexible Working Hours: Offering flexible schedules can be a significant benefit, especially for staff with families.
  • Additional Benefits: Consider other benefits like health insurance, retirement plans, or childcare discounts. These benefits show your staff that you care about their well-being beyond the workplace.

Regular Feedback and Recognition

A culture of feedback and recognition can greatly enhance staff morale:

  • Performance Reviews: Implement a structured system for regular performance reviews. This should be a two-way process where staff can also share their feedback about the workplace.
  • Recognition Programs: Recognise and celebrate staff achievements. This could be through an employee of the month awards, celebrating work anniversaries, or even acknowledging personal milestones.
  • Feedback Implementation: Show that you value staff feedback by implementing feasible suggestions. This could relate to workplace improvements, training needs, or even social activities.


The challenges of staffing in the Australian childcare sector are significant. They are heavily influencing the quality of Early Education Care and significantly add administrative pressure to the recruitment and profitability of a Centre. By employing strategic recruitment and a heavy focus on retention methods, directors can build a stable, committed, and skilled workforce. This investment in staff is an investment in the quality of care provided to children, enjoyment in staff and ultimately profitability of the centre.