Hiring Educators and ECTs for Regional Victorian Childcare Centres

Finding the right educators is a challenge for many childcare centres and kindergartens in regional Victoria. Smaller pools of qualified candidates, long distances and competition with Melbourne services can make recruitment difficult. Yet the right team is essential for quality programs, meeting ratios and supporting local families. This post explores practical hiring approaches for regional Victorian centres, with strategies to attract, select and keep qualified educators and Early Childhood Teachers.

Meeting prospective educators at a regional community careers event

Understanding the Hiring Challenges in Regional Victoria

Regional Victorian centres face recruitment hurdles that differ from those in Melbourne:

• Smaller talent pools: Fewer residents mean fewer candidates with Certificate III, Diploma or teaching qualifications.

• High demand for Early Childhood Teachers: Victoria's expansion of kindergarten programs has increased demand for qualified ECTs across the state.

• Reluctance to relocate: Educators may hesitate to move away from family, friends or the city.

• Competition with Melbourne: Metropolitan services can appear to offer more roles and career options.

• Housing and transport: Limited rentals and public transport in some towns can put off applicants.

  
  

Recognising these challenges helps centres design hiring strategies that fit local realities rather than relying on generic approaches.

Building Strong Local Networks

One of the most effective ways to find educators in regional Victoria is through community connections. Local networks reach people who may not be actively searching online but are open to the right role.

• Partner with local TAFEs and training providers: Host Certificate III and Diploma students on placement and offer traineeships. Some students may be eligible for Free TAFE, so check current eligibility and build links with your nearest campus.

• Attend community events and careers expos: Meeting prospective educators face-to-face at local events helps build trust.

• Work with local councils and community organisations: Many councils run or support early years services and can help promote vacancies.

• Encourage referrals: Ask your educators to recommend qualified friends and former colleagues.

  
  

Building these relationships creates a pipeline of educators who know your centre and are committed to the region.

Widening Your Reach Beyond Your Town

Local networks are vital, but you can also reach educators further afield who may be keen on a move to regional Victoria.

• Major job boards: List your role on the major job boards and name your town and region clearly so educators searching for regional roles can find you.

• Social media groups and pages: Local community and early childhood educator Facebook groups are useful places to share vacancies.

• Video interviews: A video call first means candidates don't need to travel long distances before you've both decided to take the next step.

• Specialist recruiters: A recruiter focused on regional early childhood education can reach educators across Australia and from overseas who are willing to move.

  
  

Combining wider reach with local engagement grows your candidate pool without losing your community focus.

Offering Competitive and Attractive Packages

Pay matters, but regional centres can also attract educators with support that improves quality of life and job satisfaction.

• Relocation assistance: Help with moving costs or finding housing eases the move for new educators.

• Predictable rosters: Permanent, full-time roles with consistent shifts help educators plan their lives.

• Career development opportunities: Study support from Certificate III to Diploma to ECT, mentoring and clear progression paths encourage long-term commitment.

• Community welcome: Highlight the benefits of regional living, such as a close-knit community and natural surroundings, and help new educators meet people.

• Fair pay: Pay in line with the relevant award or agreement, including the Worker Retention Payment where your service is eligible.

  
  

Tailoring your package to what matters most to regional educators helps your centre stand out.

Making the Hiring Process Clear

A drawn-out or complicated recruitment process can cause good candidates to lose interest, especially when Melbourne services are also hiring.

• Clear job ads: Specify the qualification, room or program, and key responsibilities without jargon.

• Regular communication: Keep candidates informed about where their application is up to.

• Simple application steps: Minimise paperwork and allow online applications.

• Involve your team in interviews: Including a Room Leader or Educational Leader helps assess fit and gives candidates a sense of your centre.

• Check registrations and clearances: Confirm qualifications, Working with Children Check, police check and first aid, and Victorian Institute of Teaching registration for ECTs.

  
  

A clear process shows respect for candidates and improves your chances of securing the right educator.

Retaining Educators in Regional Victoria

Hiring is only the first step. Retaining qualified educators keeps your programs stable and reduces the need for constant recruitment.

• Create a positive team culture: Encourage teamwork, recognition and open communication.

• Support wellbeing: Respect breaks and personal time, and keep rosters predictable.

• Invest in study and mentoring: Help educators gain their next qualification and grow their careers locally.

• Connect educators with the community: Introducing new educators to local groups and events builds belonging.

• Review pay and conditions regularly: Stay in line with award changes and recognise growing experience and qualifications.

  
  

Retention strategies that suit regional life help centres keep a loyal and motivated team.

Putting It Together: A Simple Hiring Plan for Your Centre

Start by mapping the roles you need over the coming year, including any ECT requirements for your kindergarten program. Build links with your nearest TAFE and host students on placement. Prepare a package that includes a permanent, full-time role, predictable rosters, study support and relocation help. Then advertise widely and consider a specialist recruiter. Vhire recruits permanent, full-time educators for regional centres, and you only pay when you hire – visit https://www.vhire.com.au/employers to learn more.