Hiring the right staff is one of the most critical responsibilities you face as a childcare provider. The people you bring onto your team will directly impact the safety, development, and happiness of the children in your care, not to mention the peace of mind of their families.
Finding candidates who are not only qualified but also compassionate and reliable requires a strategic approach. A well-structured interview process helps you look beyond the resume to understand a candidate's true potential. It allows you to assess their experience, gauge their problem-solving skills, and determine if they align with your program's values.
This guide walks you through the essential steps of interviewing childcare staff, from preparation to the final evaluation, ensuring you build a team that supports your vision of high-quality care.
Preparing for the interview
The success of an interview often depends on the work you do before the candidate walks through the door (or logs onto the video call). Thorough preparation ensures you remain focused on what matters most for the role.
Define the role and responsibilities
Before you can find the right person, you need to know exactly what you are looking for. Start by revisiting the job description. Be specific about the daily tasks, required certifications (such as CPR or First Aid), and the soft skills necessary for success.
Consider the specific needs of the age group they will be working with. An infant teacher requires a different temperament and skill set than a preschool educator. Clearly defining these expectations helps you tailor your questions and evaluation criteria to the specific demands of the position.
Review applications and resumes
When reviewing resumes, look for more than just a list of previous employers. Pay attention to the duration of their past employment; frequent job changes might indicate reliability issues, while long-term tenure often suggests loyalty and stability.
Look for relevant qualifications, such as a CDA credential or a degree in early childhood education. Also, take note of any gaps in employment and prepare to ask about them during the interview. This screening process helps you prioritize candidates who meet your baseline requirements, saving you time in the long run.
Develop interview questions
Walking into an interview without a plan can lead to unstructured conversations that fail to yield useful information. Prepare a mix of interview questions that cover experience, behavioral scenarios, and situational judgment.
Avoid generic questions that can be answered with a simple "yes" or "no." Instead, focus on open-ended inquiries that encourage candidates to share specific examples from their past work. For instance, instead of asking, "Are you good with difficult children?", ask, "Can you tell me about a time you managed a challenging behavior in the classroom? What steps did you take, and what was the outcome?"
Childcare Staff Interview Questions
A free worksheet to help you hire amazing early educators.
Conducting the interview
Once you have laid the groundwork, the interview itself is your opportunity to connect with the candidate and see how they present themselves professionally.
Creating a comfortable environment
Interviews can be nerve-wracking, and a nervous candidate may not show you their best self. Start by establishing a welcoming atmosphere. Introduce yourself and give a brief overview of your childcare program and its philosophy.
Offering a glass of water or simply starting with a bit of small talk can help break the ice. When candidates feel at ease, they are more likely to speak openly and honestly, giving you a truer sense of their personality and potential fit for your team.
Asking effective questions
The quality of your answers depends on the quality of your questions. Structure your interview to cover three main areas:
- Experience and technical knowledge: Verify their understanding of child development milestones, safety regulations, and curriculum planning.
- Behavioral questions: Ask for examples of past behavior to predict future performance. Questions like, "Describe a time you had a disagreement with a coworker," reveal conflict resolution skills.
- Situational questions: Present hypothetical scenarios relevant to your program. "What would you do if a parent arrived late for pickup and seemed upset?" tests their problem-solving and customer service skills.
Assessing skills and experience
While passion is important, competence is non-negotiable. During the interview, dig deeper into their technical skills. Ask them to explain how they would plan a lesson for a specific age group or how they handle transitions between activities.
If your program emphasizes specific educational philosophies, such as Montessori or Reggio Emilia, ask how they incorporate those principles into their daily routine. This confirms whether their practical skills align with the theoretical knowledge listed on their resume.
Evaluating soft skills and personality
In a childcare setting, soft skills are often just as important as technical qualifications. Patience, empathy, communication, and adaptability are essential traits for anyone working with young children and their families.
Observe their non-verbal cues. Do they maintain eye contact? Do they listen actively? Do they speak about children with respect and warmth? You are looking for someone who can remain calm under pressure and communicate effectively with both toddlers and adults.
Post-interview evaluation
After the candidate leaves, the work isn't done. Taking time to reflect and verify information is crucial to making a safe and smart hiring decision.
Review and compare candidates
Immediately after the interview, jot down your impressions while they are fresh in your mind. Score their responses based on the criteria you established during the preparation phase.
If you are interviewing multiple candidates, use a standardized scoring sheet to ensure fairness. Compare their strengths and weaknesses objectively. Consider how each candidate would complement your existing staff. Sometimes, the most qualified candidate on paper isn't the best fit for the team dynamic.
Check references
Never skip reference checks. Speaking with former supervisors provides insights you cannot get from an interview alone. Ask specific questions about the candidate's reliability, their interactions with children and families, and how they handle feedback.
Be sure to ask the "would you rehire?" question. A hesitation here can be a major red flag. Validating their employment history protects your childcare program and ensures you are bringing a trustworthy individual into your circle of care.
Conduct a second interview (if necessary)
If you are torn between two strong candidates, or if you want to see how a candidate interacts with the children, consider a second interview or a "working interview."
During a working interview, the candidate spends an hour or two in the classroom under supervision. This allows you to observe their instincts in real-time. Do they get down on the child's level? Do they take initiative? Seeing them in action is often the best way to confirm if they are truly the right fit for the role.
Interview best practices
- Prepare ahead: Create a list of role-specific questions and scenarios to discuss with candidates.
- Focus on core values: Ask questions that reveal how candidates align with your childcare program's mission and philosophy.
- Behavioral questions: Use prompts like, "Tell me about a time you resolved a conflict with a parent," to understand past experiences.
- Child interaction: Evaluate candidates’ comfort levels and instincts through a working interview or situational roleplay.
- Check references: Always follow up with previous employers or colleagues to confirm professionalism and reliability.
- Skill validation: Look for evidence of key skills like communication, adaptability, and patience.
- Maintain consistency: Use the same questions for all candidates to ensure a fair and unbiased process.
- Encourage questions: Allow candidates time to ask their own questions to gauge their engagement and priorities.
FAQ for conducting childcare interviews
What are some key questions to ask during a childcare interview?
It's important to ask questions that explore the candidate’s experience and approach to child care. Examples include:
- "Can you describe a challenging situation you’ve faced with a child and how you managed it?"
- "How do you handle communication with parents regarding a child’s progress or concerns?"
- "What strategies do you use to maintain a safe and nurturing environment for children?"
These questions help you understand their practical skills, problem-solving abilities, and communication style.
How can I assess a candidate’s compatibility with my childcare program?
During the interview, pay attention to whether the candidate’s values and approaches align with your program's philosophy. Situational roleplays or working interviews can also provide insights into how the candidate interacts with children and handles real-life scenarios. It’s also helpful to gauge their willingness to learn and adapt to your program's specific policies and procedures.
How do I handle gaps in a candidate’s work history?
Gaps in employment are not uncommon, especially in child care. Politely ask the candidate about the reasons for the gaps and how they used that time, such as pursuing education, personal growth, or caregiving responsibilities. Focus on their skills and qualifications to determine their readiness for the role rather than solely on the gap itself.
Building a stronger team
Hiring the right staff is an investment in the quality of your childcare program. By following a structured interview process—from defining the role to verifying references—you significantly increase your chances of finding educators who are skilled, reliable, and passionate about early childhood development.
Remember that you are not just filling a vacancy; you are choosing a partner in care giving. Take the time to find someone who shares your commitment to creating a safe, nurturing, and engaging environment for the children and families you serve.
