Q: Does anyone else feel that they end up effectively being interviewed by the applicant during recruitment interviews? I know quality staff are in high demand, but how can I turn this around?
Titi Adeyemo, managing director, Kings and Queens Day Nursery
‘I have definitely observed a lack of motivation among candidates to work in the early years sector. When I interview a candidate with lots of potential, they constantly ask many questions. They are trying to figure out if there is any hopeof a higher salary or more incentives.
‘To counter this, I try to focus the conversation on the benefits they will deliver to society by working in childcare. I try to ignite their passion for childcare and remind them what a rewarding job it is to work with children. I remind them about the joy that comes from inspiring children in their foundation years. You need to yell out the positives of working in the early years sector. It is also a good idea to explain to them how they might progress in their careers by working with you.
‘Personally I think it is better to focus on hiring younger applicants coming out of college as they may have more motivation. Try organising a hiring event for potential recruits, including college graduates, or perhaps parents who have been out of work looking after their own children, and introduce them to the nursery and the benefits childcare brings.’
Rachel Bird, business manager, Evergreen Lodge Nursery and Preschool 
‘We opened our nursery just a year ago with seven members of staff. Since then we have conducted many job interviews and now have a team of 17.
‘People are asking a lot of questions in interviews but, in our experience, the wage is not the first thing they ask about. We have found morale is really low among applicants, who have had bad past experiences.
‘We make it clear we would never tolerate workplace bullying and we aim to build strong team morale in our setting. The managers have an open-door policy. And we have appointed a member of staff who fulfils the role of “wellbeing warrior”.
‘It sounds like your candidates might have had bad past experiences too, which is why they are looking for a position that really fits their needs.
‘The way we approach hiring is to sell ourselves. We invite prospective applicants into the setting initially for a show-around so they can see what we are about.
‘We get some feedback from them during this time – you can pick up a lot from a person this way. We also explain things to them, such as our values, ethos, and our focus on staff wellbeing.
‘The prospective applicants can ask any questions if they want. If they are still keen to apply, at the end we give them an application form. If they are no longer interested, they do not apply, and nobody’s time is wasted.
‘Once we receive a formal application, we invite them back for an interview.’
Hazel Moody, director, Advantage Day Nursery 
‘We are all facing a staffing crisis. But it is important to be professional and maintain boundaries during interviews.
‘Firstly, get as much information about the applicant as possible prior to interview. Often, they send a CV, but send them an application form as well. Sometimes I look at their Facebook page. The more information you have on the applicant, the more you can be prepared.
‘In the interview, target certain areas you want to question them about. Ask them why they left a position or company. This indicates you have done your homework on them.
‘Be on time and dressed as a professional. Making them wait sets the wrong signal. You need to put up that professional image: you’re in charge, you’re the employer, you are conducting the interview.
‘Phrase the interview questions with “tell me” rather than “did you”? That way you can ask them to elaborate or expand, rather than closed questions with yes or no answers.
‘Always ask them what they know about your setting. Have they looked at the website, Facebook page or latest Ofsted report? Ask them questions about these to check they have actually read them. Some people say they have, but that is untrue.
‘Be very clear what role you are offering: the hours and salary. Be prepared to be firm on your salary ceiling. Don’t be pushed into a corner. We have two people interviewing, so if the candidate is beginning to take over, one of you can regain control with another question.
‘Do give applicants the opportunity to ask questions. If they have prepared some, it shows an interest, depending on what they are asking, of course.’
