NANNY EXPERIENCE NOT REQUIRED?
How to Attract Top Talent for Part-Time Caregiving
Good help is hard to find. Good part-time help is even harder to find! Why? Because (1) there are more part-time jobs available, and (2) when talent is looking for a temporary position, they are often less motivated by passion.
Part-time job seekers expect their next position to be short-term and not their chosen career where they plan on spending the next “x” number of years.
That’s why their criteria may shift to be more about finances and flexibility, which means YOU, as the employer, will need to adjust your strategies to find quality part-time childcare.
Everyone’s entitled to top-quality childcare.
Many families don’t need a full-time nanny. They want someone just for the summer or to cover date nights or an upcoming vacation; however, just because their nanny isn’t permanent doesn’t mean that they want them to be any less awesome.
And who can blame them? These nannies still have total access to the most precious parts of your clients’ lives.
The good news is that there are still plenty of incredible caregivers seeking part-time positions. So, how do you recruit and retain the top-tier ones to work for the families your agency serves?
Don’t lose another good candidate to the movie theater, ice cream parlor, or one of those charming downtown boutiques. Here are a few of our recruiting secrets so that you can attract the best of the best!
Pitch the evergreen transferable skills of being a nanny.
Short-term opportunities can be long-term resume gems. When a future recruiter or hiring manager sees a previous nanny position on an application, it immediately conveys highly desirable qualities.
Patience, trustworthiness, reliability, common sense, creativity, and adaptability are just some of the soft skills that caregiving sharpens. This is especially useful for college students at the start of their professional journeys.
So, make sure you highlight the resume-enhancing potential and the opportunity to gain leverageable experience in your help wanted advertisements. And speaking of job description…
Proudly showcase your company culture.
You probably know the basics of crafting a captivating job description, including how to make a strong first impression by using warm, inviting language that demonstrates your company's values and the unique perks of working with you.
Your company culture should be the secret ingredient that sets you apart from the competition. Potential candidates want to know that they'll be joining a team where they feel valued and inspired to do their best work.
However, job seekers also want to partner with companies that share similar beliefs and support community causes they also care about. So, remember to spotlight all the parts that make you stand out.
Share testimonials from happy part-time employees.
Who says an application just has to have mandatory but boring information? Make it engaging by adding enticing content like behind-the-scenes glimpses of your workplace.
Give candidates a glimpse of what it's like to work with you by including happy photos and raving testimonials from current or past employees. Put faces to the job’s responsibilities by featuring A-Day-In-The-Life-Of stories that incorporate your loving client families.
Be intentional about attracting candidates from diverse backgrounds to make everyone feel seen in your hiring efforts. Then, once they’re on board, foster an inclusive environment where everyone brings out the best in each other.
Streamline the hiring process.
Always look at things from the candidate’s perspective. Life is fast-paced and lived through smartphones, which often means that finding a part-time job can be a numbers game.
Therefore, when potential seekers are constantly filling out applications, a cumbersome application process can be a major turn-off. If applying for work with you seems too painstaking or meticulous, they might just skip it and move on to the next ad. Including all the necessary information and details doesn’t mean it has to be a hassle for your applicants.
Make it easy for job seekers to submit their resumes and cover letters. Then, follow up promptly with a confirmation to let them know that their application has been received and outline the next steps in the hiring process.
Bottom line: RESPECT. Try to remember how grueling job hunting is and treat others how you would have liked to be treated. Oh, and move fast with candidates that catch your eye because they won’t be available for long!
If your nanny agency isn’t recruiting and retaining top talent, we need to talk. Let’s find out why and also see if there are other services that you could offer. Book a complimentary discovery call with Megan and learn more about her consulting packages. (And don’t worry, they quickly pay for themselves.)
“Working with Megan has been a true blessing! She is a genius when it comes to the world of nanny agencies and has so much knowledge to share. She really builds a connection with her clients and cares deeply about their success! I’m so thankful for the guidance from Megan and will continue to praise her for having the confidence in me when I wasn’t exactly sure what those next steps looked like. Thank you for bringing my vision and passion to life. I’m so blessed to know you!” – Shantelle Alliman, STARZ Staffing
