Vhire is an Australian AI-powered childcare recruitment platform. We place qualified early childhood educators in permanent, full-time roles across regional NSW, VIC, QLD, SA, WA and NT.

Which regions does Vhire recruit in?

Vhire operates across all Australian states with a focus on regional areas including regional NSW, Victoria, Queensland, South Australia, Western Australia and the Northern Territory.

Does Vhire help with childcare recruitment?

Yes. Vhire specialises in childcare recruitment across regional Australia, placing Certificate III educators, Diploma educators, Early Childhood Teachers, Room Leaders and Centre Directors in permanent, full-time roles.

How does Vhire's AI-powered recruitment work?

Vhire uses AI-powered screening to match employer vacancy requirements against a national and international candidate database, delivering pre-screened, interview-ready candidates faster than traditional job advertising.

What is the DAMA visa program for regional employers?

The Designated Area Migration Agreement allows regional Australian employers to sponsor overseas workers with concessions not available through standard visa pathways. Vhire refers eligible employers to trusted registered migration agent partners. Vhire is not a migration agent.

How do I post a childcare vacancy with Vhire?

Brief us on a role at vhire.com.au/employers or email info@vhire.com.au. We'll be in touch to talk through your role.

What does the Worker Retention Payment mean for childcare recruitment?

The Worker Retention Payment adds 10% above award rates for eligible childcare educators from December 2024, rising to 15% from December 2025. Regional centres can now compete with metro on pay. Vhire briefs every candidate on the WRP as standard.

What childcare qualifications does Vhire screen for?

Vhire screens for Certificate III in Early Childhood Education and Care (CHC30121), Diploma of Early Childhood Education and Care (CHC50121), Bachelor of Early Childhood Education and ACECQA-assessed equivalent international qualifications.

What is Vhire's placement guarantee?

Vhire conducts post-placement check-ins at day 7, day 30 and day 90. If a placed educator leaves within the guarantee period, Vhire initiates a replacement search at no additional placement fee.

Building a Long-Term Educator Recruitment Plan for Your Childcare Centre

Nov 3, 2025

4 min read

Updated: Oct 16

For many regional childcare centres, recruitment starts the moment an educator hands in their resignation. That leaves directors scrambling to meet ratios while searching for someone suitable. With a bit of planning, hiring doesn't have to be a constant emergency. This guide shows how to build a long-term educator recruitment plan for your long day care, kindergarten or OSHC service, so you are ready before the next vacancy arrives.

Why a Recruitment Plan Matters

Your educators are the heart of your service. When you hire well, children benefit from consistent relationships, families gain confidence and your team works better together. When hiring is rushed, it can lead to poor fits, unsettled rooms and more turnover.

A planned approach to recruitment helps you:

Avoid last-minute gaps by anticipating vacancies before they affect ratios.
Improve educator retention by matching qualifications, values and fit.
Build a strong reputation as a centre educators want to join.
Reach a wider pool, including educators from other regions and overseas.

For regional centres, these benefits matter even more. The local pool of qualified educators may be smaller, but with a clear plan you can find educators who are keen to grow with your centre and your community.

Eye-level view of a recruiter reviewing resumes in a bright office — Recruiter reviewing resumes for effective hiring

Practical Steps to Build Your Plan

Here are practical steps to put a recruitment plan in place. They are straightforward and can make a big difference.

1. Map Your Qualification Mix

Start by understanding what your centre needs now and in the year ahead. Write down:

Your current educators' qualifications against ratio and Early Childhood Teacher requirements.
Upcoming changes, such as parental leave, educators finishing study or planned moves.
Expected changes in enrolments or new rooms opening.
Must-have checks for every role, including Working With Children Check and First Aid.

This picture shows which roles to recruit for first and helps you write ads that attract the right educators.

2. Know Where You Will Advertise

Decide in advance which channels you will use. A good mix includes:

Major job boards.
Your centre's social media.
Local community noticeboards and groups.
Early childhood networks and training providers.
A specialist childcare recruiter for harder-to-fill roles.

Having these ready means you can reach a wide range of educators, including those interested in relocating, as soon as a need arises.

3. Set Up a Consistent Screening Process

Agree on a simple, fair screening process you use every time. This might include:

A phone or video interview to discuss experience and practice.
A centre visit or conversation about how they would plan a learning experience.
Reference checks with previous directors.

Consistent screening means every candidate is assessed fairly and you only meet those most likely to suit your centre.

4. Be Upfront About Pay and Support

Be clear about pay, which should be at least in line with the relevant award, along with benefits and career pathways. Educators appreciate honesty. If you can't match every metro offer, highlight what you can provide: study support, mentoring, predictable rosters, relocation help and the lifestyle and community your town offers.

5. Look After Every Candidate

From first contact to final offer, treat candidates with respect. Keep them informed about each stage. A positive experience encourages good educators to accept your offer and to recommend your centre to others, even if this role isn't the right fit.

Where a Specialist Recruiter Fits Your Plan

A specialist childcare recruiter can be a valuable part of your plan, particularly for Diploma, Early Childhood Teacher and leadership roles.

A good one brings:

Access to a wider pool of educators, including those not actively job hunting.
Knowledge of early childhood roles and qualifications.
Checks on qualifications, Working With Children Check, National Police Check and First Aid.
More time for directors by handling sourcing, screening and first interviews.

For example, working with a provider of specialist childcare recruitment such as Vhire gives you a shortlist of 3–5 interviewed educators who are genuinely willing to live and work in your town. Vhire places permanent, full-time educators, and centres only pay when they hire.

High angle view of a recruitment consultant discussing candidate profiles with a client — Recruitment consultant assisting with candidate selection

Including Overseas-Qualified Educators in Your Plan

Overseas-qualified educators can be an important part of a regional centre's long-term plan. Here's how to approach it:

Highlight lifestyle and community: Share what life is like in your town, from community spirit to the natural surroundings.
Support relocation: Offer help with housing and settling in, and leave sponsorship and visa advice to a registered migration agent.
Plan the welcome: Help new educators connect with local networks, services and your centre's families.
Allow realistic timelines: Sponsorship and qualification assessment take time, so start planning well before you need the educator in the room.

Overseas-qualified educators often bring fresh perspectives and valuable experience to your team.

Keeping Your Plan Going

A recruitment plan isn't just about filling the next role. It's about building a stable team over time.

Here's what helps:

Keep a talent pipeline: Stay in touch with promising candidates, students on placement and past applicants.
Build your reputation: Share your centre's culture and your educators' achievements.
Prepare your interview panel: Make sure everyone involved in hiring uses the same questions and standards.
Review and adjust: Track how long roles stay open and how new educators settle in, and adjust your plan.

Thinking long-term helps you build a hiring approach that consistently brings great educators into your centre.

Your Next Step

Start by reviewing your current team and the year ahead. Identify which roles are likely to open and which will be hardest to fill. Then consider where specialist support could help.

Finding the right educators is possible with the right plan. Whether you're filling one role or hiring across several centres, planning ahead makes all the difference.

Explore how specialist childcare recruitment can fit into your centre's plan. Visit https://www.vhire.com.au/employers or email info@vhire.com.au to start the conversation.