If you run a regional childcare centre, you may have heard about the Designated Area Migration Agreement (DAMA) program. For some centres, it may be one way to explore hiring qualified educators from overseas when local candidates are scarce. But the topic can feel confusing at first. This guide covers the basics in plain terms and suggests the questions to ask, so you can have a well-informed conversation with a registered migration agent. Understanding DAMA in a Childcare Context Regional childcare centres often struggle more than metro services to attract qualified staff. A Designated Area Migration Agreement is an arrangement between the Australian Government and a particular region that allows employers there to sponsor overseas workers in some circumstances. Whether it applies to your centre depends on the agreement for your area. Why does this matter? Many regional centres find it hard to recruit Diploma educators, Early Childhood Teachers and Room Leaders locally. Where an agreement includes relevant roles, it may open another avenue for finding qualified educators. Vhire is not a migration agent and does not give visa advice, so these questions should always go to a registered migration agent. Here’s what to know about DAMA in general: Region-specific: Each DAMA covers a particular area and reflects that area’s workforce needs. Its own occupation list: Each agreement sets out which occupations are included, and whether early childhood roles are covered varies. Its own settings: Eligibility settings differ between agreements, so general information may not apply to your centre. Subject to change: Agreements are reviewed over time, so always check the current version with a registered migration agent. Knowing these basics helps you ask the right questions from the start. A regional Australian town How DAMA Can Fit Into Your Centre’s Recruitment If you run a centre in a regional town, you know how hard it can be to find qualified educators. Local advertising often brings few suitable applicants because the local pool is small. Overseas hiring, with proper migration advice, can be one part of a wider recruitment plan. Looking beyond local applicants can help you: Fill hard-to-staff positions: Whether it’s an Early Childhood Teacher, Educational Leader or Diploma educator, overseas candidates widen your options. Keep rooms open: A full, qualified team helps you meet NQF ratios and keep places available for local families. Build a diverse team: Educators from different cultures bring languages and perspectives that enrich children’s learning. Plan for the longer term: Thinking ahead about overseas hiring helps you prepare before a vacancy becomes urgent. For educators overseas, regional centres can offer a rewarding place to build a career and a life in a welcoming community. Any visa questions should be discussed with a registered migration agent. If you’re unsure where to start, working with a childcare recruitment partner can help. Vhire finds and screens educators for regional centres and connects centres with registered migration agent partners for any sponsorship or visa steps. How Can Educators Find a Sponsoring Centre? For educators overseas, finding a centre willing to sponsor is an important step. The details depend on the pathway, so start with a registered migration agent. Here’s how educators can approach the search: Research regional centres: Look for long day care, kindergarten and OSHC services in regional towns you’d like to live in. Register with a childcare recruiter: Vhire connects qualified educators with regional centres and is free for educators. Build connections: Join early childhood networks and professional groups to learn about regional opportunities. Prepare your application: Gather your qualifications, references and First Aid certificate, and check whether ACECQA recognises your qualification. Contact centres directly: Reach out with a tailored resume explaining your experience and interest in their town. Sponsoring employers have their own obligations, and eligibility depends on the agreement and the pathway. A registered migration agent can explain what applies. Educators can also find current roles at www.vhire.com.au/jobseekers. Searching for regional childcare roles online Questions Centres Should Ask a Migration Agent If you run a regional centre and are considering DAMA, these questions can help you get clear, accurate advice: Does our region have a DAMA? Ask whether your centre’s location is covered by a current agreement and where to find it. Are our roles included? Ask whether the specific educator positions you need appear on the current occupation list. What are our obligations? Ask what responsibilities your centre would take on as a sponsor. A childcare recruitment partner can handle sourcing and screening while the migration agent covers this. What timeframes should we plan for? Ask for a realistic picture so you can plan your rosters and recruitment ahead. What should we prepare? Ask which documents and information your centre will need to have ready. Are there recent changes? Ask whether anything in the agreement has changed, since settings are reviewed over time. Going in with clear questions helps you make informed decisions and build a stable, qualified team. What Educators Should Know Before Applying If you’re a qualified educator hoping to work in regional Australia, here are some things to keep in mind: Get professional advice: Speak with a registered migration agent about your situation rather than relying on general information online. Check your qualification: Find out whether ACECQA recognises your early childhood qualification for the role you want. Look for the right centre: Choose a centre and town where you would genuinely like to live and work. Prepare your documents: Gather qualifications, references and certificates such as First Aid. Be patient and proactive: Processes can take time, so stay in touch with the centre and your migration agent. Explore regional living: Research the lifestyle, cost of living and community in your chosen town to make sure it’s a good fit. Regional childcare centres can be a rewarding place to build your career. With the right preparation and proper advice, you can make an informed decision about your move. Looking Ahead: Overseas Educators and Regional Childcare Regional centres continue to look for qualified educators, and many are considering overseas hiring alongside local recruitment. DAMA settings and occupation lists change, so staying informed through a registered migration agent is important. For centres, overseas hiring can widen the pool of qualified educators. For educators, regional childcare offers meaningful work and a welcoming community. If you want support, consider partnering with a childcare recruitment partner that focuses on regional early childhood education. Vhire places educators in permanent, full-time roles, and centres only pay when they hire. DAMA can seem complex at first, but with good questions and the right advisers, it is easier to understand. Whether you run a centre or are an educator, regional childcare has real opportunities. If you’re ready to take the next step, centres can visit www.vhire.com.au/employers and educators can visit www.vhire.com.au/jobseekers. ⚠️ Disclaimer: Vhire is a recruitment service, not a registered migration agent. This article is general information only and is not immigration or visa advice. DAMA occupation lists and eligibility vary by agreement and change over time. For advice about your situation, please consult a registered migration agent. Contact us to be connected with one of our registered migration agent partners.

Finding the right educators in regional NSW can feel like a tough challenge. The pool of qualified candidates is smaller, and many centres are competing for the same Diploma-qualified educators and Early Childhood Teachers. But with the right approach, you can attract and keep great educators who help your centre thrive. Here are practical tips for hiring locally in regional NSW, from tapping community networks to growing your own team, plus when to look further afield. Understanding Local Hiring in Regional NSW: Why It Matters Hiring locally in regional NSW is about more than filling a room. It's about building a team that knows your community, your families and the realities of your town. Local educators bring relationships and local knowledge that strengthen your centre's reputation. Here are some reasons why local hiring is so valuable for NSW centres: Community connection: Local educators often already know families, schools and community groups. Lower turnover: Educators with roots in the town are more likely to stay long-term. Smoother starts: Local candidates don't need to find housing or move before they begin. Support for the local community: Employing local people keeps careers and opportunities in town. To make the most of local hiring, you need to be proactive and creative in how you find and grow talent. Practical Strategies for Finding Educators in Regional NSW Finding the right educators in regional NSW takes a mix of community-based and online methods. Here are strategies worth building into your plan: 1. Use Local Noticeboards and Community Networks Many regional NSW towns have active community Facebook groups, local newspapers and noticeboards. Posting your vacancies there reaches educators who may not be searching national job boards. Ask your council and local community centre about places to share vacancies. Join local parent and community groups and share your job ads. Attend local events and markets to raise your centre's profile. 2. Partner with TAFE NSW and Local Training Providers Building relationships with TAFE NSW campuses and registered training organisations helps you reach the next generation of educators. Hosting student placements and offering traineeships creates a pipeline of qualified local educators. Contact local training providers to discuss placement and traineeship partnerships. Offer to speak to Certificate III and Diploma students about working in your centre. Mentor students on placement so they see your centre as a place to start their career. 3. Offer an Attractive Employment Package In regional NSW, a strong package can set your centre apart. Consider offering: Permanent, full-time roles with predictable rosters. Relocation help and support finding housing for educators moving to town. Study support from Certificate III to Diploma to Early Childhood Teacher. Fair pay in line with the award, including the Worker Retention Payment where eligible. 4. Use Online Job Boards Well Local methods matter, but don't overlook the major job boards. Educators considering a move to regional NSW often search online, so a clear ad that names your town and your support for new arrivals helps. If you'd like to learn how Vhire helps regional NSW centres find educators, the employer page explains how the service works and what centres receive. 5. Consider Qualified Educators from Overseas Sometimes the qualified educators you need aren't available locally. Hiring overseas-qualified educators can help fill hard-to-staff roles such as Early Childhood Teachers. Plan ahead for qualification recognition and support new arrivals as they settle in. Work with a registered migration agent on sponsorship and visa processes. Provide a cultural orientation and introductions to local community groups. Promote your town's lifestyle and the support your centre offers. What Checks Do Educators Need in NSW? Before an educator starts in a NSW centre, you need to confirm they hold the right checks and qualifications. Getting this right protects children and keeps your service compliant with the National Quality Framework. Here's what to check: A current NSW Working With Children Check, verified through the Office of the Children's Guardian. An ACECQA-approved qualification, or evidence of enrolment and progress towards one. Approved first aid, asthma and anaphylaxis training, in line with your service's requirements. A National Police Check, in line with your organisation's policy. Keep clear records of each educator's checks and expiry dates so nothing lapses. Building a Strong Centre Reputation in Regional NSW Attracting educators isn't just about the job ad. Your reputation as a place to work plays a big role in a small town. Here's how to build a reputation that appeals to regional educators: Show your centre culture: Share what your team does well, your community involvement and your values. Highlight career growth: Emphasise study support, mentoring and pathways to leadership roles. Promote the regional lifestyle: Regional NSW offers a great lifestyle. Make it part of your story. Let your team speak: Invite current educators to talk with candidates about what it's like to work at your centre. A strong reputation helps you stand out and makes educators keen to join your team. Retaining Educators in Regional NSW: Tips for Long-Term Success Finding educators is just the first step. Keeping them is just as important. Here are retention strategies that suit regional NSW centres: Provide ongoing study and development: Help educators progress to their next qualification and role. Create a supportive team environment: Encourage open communication, teamwork and regular one-on-one time with leaders. Recognise and celebrate achievements: Mark qualification completions, work anniversaries and contributions. Help educators connect with the community: Introduce new educators to local clubs, groups and events. Keep rosters predictable: Publish rosters in advance and keep shifts consistent so educators can plan their lives. By investing in your educators, you build loyalty and reduce turnover. Final Thoughts on Hiring Educators in Regional NSW Hiring educators in regional NSW takes patience, creativity and a genuine commitment to your community. By combining local connections with a clear recruitment plan, you can find educators who help your centre succeed. Focus on building relationships, offering secure roles with clear pathways and supporting your educators for the long haul. If you're ready for the next step, Vhire recruits permanent, full-time educators for regional childcare centres and only puts forward candidates genuinely willing to live and work in your town. Visit https://www.vhire.com.au/employers or email info@vhire.com.au.

Recruiting educators for a childcare centre in regional Australia needs a partner that understands both early childhood education and life outside the big cities. Vhire is a recruitment service built for exactly that. It works only in early childhood education and care, helping regional centres find qualified educators who want to live and work in their town. Educators use Vhire for free. In this post, we explain what Vhire is, who it is for and how it works. Why a Childcare-Only Recruitment Service? General recruitment services cover many kinds of roles, which can make it hard for them to understand what childcare centres actually need. Qualification levels, ACECQA approval, NQF ratio requirements and the realities of working with children and families all shape who is right for a role. For regional centres, a specialist matters even more. Regional services often struggle more than metro ones to attract qualified staff, so every candidate needs to be the right fit for both the role and the town. Here are the key benefits of a childcare-only service: Sector focus: Every search is about early childhood education and care, nothing else. Qualification know-how: An understanding of Certificate III (CHC30121), Diploma (CHC50121) and Early Childhood Teacher requirements. Better matching: AI-powered screening and matching help find educators who suit your role and location. Checked candidates: Qualifications, WWCC, National Police Check and First Aid are checked for every candidate. Regional commitment: Only educators genuinely willing to live and work in your town are put forward. Together these benefits help regional centres spend their time on candidates who can genuinely fill the role. What Vhire Does for Regional Centres Vhire recruits for long day care, kindergarten and preschool, and OSHC services across regional Australia. It places permanent, full-time roles only, helping centres build stable teams. Vhire finds candidates through its own network and the major job boards. Every candidate is interviewed, and centres receive a shortlist of 3–5 candidates with a profile summary, interview scorecard and check status. Roles Vhire recruits for include: Certificate III educators: Educators with an approved Certificate III in Early Childhood Education and Care. Diploma educators: Educators with an approved Diploma, often supporting room leadership and programming. Early Childhood Teachers: Degree-qualified teachers for kindergarten, preschool and long day care programs. Room Leaders and Educational Leaders: Experienced educators who guide practice, programming and teams. Centre Directors, Assistant Directors and cooks: Leadership roles that keep a service running well, plus centre cooks who support children's nutrition. Whatever the role, the focus is on finding someone who suits your centre and wants to be part of your community. What Vhire Is Not It helps to be clear about what Vhire does not do. Vhire is not a general job board where you post an ad and sort the applications yourself. Every candidate is interviewed and checked before they reach you. Vhire is also not a migration agent and does not give visa or immigration advice. When a centre wants to hire a qualified educator from overseas, Vhire connects them with registered migration agent partners who handle sponsorship and visa processes. If your centre is in a region covered by a Designated Area Migration Agreement (DAMA), occupation lists and eligibility vary by agreement and change over time, so check the current agreement with a registered migration agent. Finally, Vhire focuses on permanent, full-time roles in early childhood education and care only. That focus is what allows it to understand childcare centres well and match educators carefully. How Vhire Supports Regional Hiring Hiring in regional Australia comes with its own hurdles. Smaller local talent pools, distance from major cities and competition from metro centres can make recruitment tough. Vhire addresses these challenges in practical ways. Here is how Vhire supports your hiring: Wider search: Vhire searches its network and the major job boards, increasing your chances of finding the right educator. Willingness to live locally: Only educators genuinely willing to live and work in your town are put forward. Reference checks: Vhire completes two reference checks on your preferred candidate. Pay only when you hire: There is no upfront fee. The invoice is issued on the educator's start date with 14 days to pay. Ongoing check-ins: Vhire checks in at day 7, day 30 and day 90, and if an eligible placement ends within three months, a replacement is provided in line with its placement terms. This approach helps regional centres build teams of educators who are ready to stay. Tips for Getting the Most Out of Vhire To make the most of Vhire, here are some practical tips: Brief the role clearly: Be specific about the role, the qualification required, the room and what makes your centre unique. Describe your town: Share what local life is like so candidates can decide whether the move suits them. Review your shortlist carefully: Read the profile summaries and scorecards and let Vhire know who you would like to interview. Share what you offer: Career pathways, study support, mentoring, predictable rosters and relocation help can make your role stand out. Ask questions: The FAQs at https://www.vhire.com.au/faqs answer common questions, or contact the team at https://www.vhire.com.au/contactus. Remember, recruitment is a two-way street. Present your centre as a welcoming place to work and be open to candidates' questions about the role and the town. Finding educators for a regional centre does not have to be a struggle. The Vhire team focuses on early childhood education and care only, combining AI-powered screening with personal interviews to help regional centres find educators who suit their service and their community. To brief a permanent, full-time role, visit https://www.vhire.com.au/employers or email info@vhire.com.au. Educators can learn more at https://www.vhire.com.au/jobseekers.

Finding the right educators for your centre can feel like a constant juggle, especially when you are based in a regional town. But the way you run your hiring process makes a real difference to who applies, who accepts and who stays. This guide looks at practical ways to improve each step of your centre's hiring process, so you can attract qualified educators, including for those harder-to-fill Diploma, Early Childhood Teacher and leadership roles. Why Your Hiring Process Matters Hiring isn't just about filling a vacancy or meeting ratios. It's about building a team that delivers quality care and education for children and families. When the local pool of qualified educators is small, every part of your process counts, from the first job ad to an educator's first week in the room. For example, instead of relying only on a single local ad, consider where else qualified educators might be: in other regions, finishing their studies, or overseas. Many educators are open to relocating for the right centre and the right community. Widening your search increases your chances of finding the right fit. It also pays to keep your process clear and respectful. Long, confusing steps or silence after an interview can put good candidates off. Tell applicants what to expect, keep them informed at each stage and treat every candidate as a potential future colleague. It reflects well on your centre. Process Improvements That Work for Regional Centres Here are some approaches that suit regional childcare centres: Use Local Networks and Community Connections Local schools, TAFE and RTO campuses, community groups and families at your centre can all help you reach educators already connected to the area. Being visible in your community builds your reputation as a great place to work. Make Video Interviews Part of Your Process Video interviews and digital onboarding paperwork make it easier for educators who live elsewhere to take part in the early stages before visiting your centre in person. Offer Practical Support Relocation help, study support towards a Diploma or teaching degree, mentoring and predictable rosters are strong draws for educators weighing up a move to your town. Highlight What Makes Your Centre Special What sets your centre and your town apart? It might be your team culture, your outdoor environment, the community or the career pathway to Room Leader or Educational Leader. Make sure these come through in your job ads and interviews. Work with a Specialist Childcare Recruiter Sometimes the best way to find the right educators is to get expert help. A recruiter that focuses on early childhood education and care in regional Australia can connect you with candidates you might not reach on your own. Hiring Qualified Educators from Overseas Overseas-qualified educators can be a valuable option for roles that are hard to fill locally. It works best with a thoughtful approach. First, be clear in your job ads about whether your centre is open to sponsorship and what relocation support is available. Sponsorship and visa steps should always be handled with a registered migration agent, and qualifications need to be assessed against ACECQA requirements. Second, provide support beyond the offer. Help new educators settle in by connecting them with housing options, local services and community groups. This support can make a big difference to whether they stay. Third, prepare your team. Simple cultural awareness and a buddy system help new educators feel welcome, learn your centre's routines and build relationships with families. The Role of Specialist Childcare Recruitment in Your Hiring Process Working with a recruitment partner who understands regional childcare can take a lot of the groundwork off your plate. Vhire focuses only on early childhood education and care and places permanent, full-time educators, and centres only pay when they hire. For example, a specialist childcare recruiter can help you: Find educators with the right qualifications, skills and fit for your centre Connect with registered migration agent partners for overseas hires Coordinate hiring across several centres in your group Check in with you and your new educator after they start By tapping into specialist childcare recruitment, you get a shortlist of 3–5 interviewed candidates, with qualifications, Working With Children Check, National Police Check and First Aid checked, all genuinely willing to live and work in your town. Practical Steps to Improve Your Process Now You don't need to overhaul everything at once. Here are some simple steps you can take: Review your job ads: Make them clear and specific. State the role, qualification required, room, roster pattern, pay and the support you offer. Keep candidates informed: Let every applicant know where they stand after each stage, including when they are unsuccessful. Use social media: Your centre's Facebook page and local community groups can reach educators who aren't actively job hunting. Ask for referrals: Your current educators and families may know great candidates. Consider a thank-you for successful referrals. Prepare your interview panel: Agree on questions and a simple scoring guide in advance so every candidate is assessed fairly and consistently. These small changes can make a big difference in attracting and keeping the right educators. Building a Stable Team for the Future Hiring isn't only about the vacancy in front of you. It's about building a team that can grow with your centre. A well-run hiring process helps you bring in educators who are skilled, motivated and ready to stay. The right educators don't just fill rooms. They strengthen your program, your family relationships and your quality outcomes. Whether you're hiring locally or from further afield, for one role or several, a thoughtful process pays off. If you'd like support, Vhire works with regional centres across Australia. Visit https://www.vhire.com.au/employers or email info@vhire.com.au to discuss your vacancy. Improving your hiring process is an ongoing effort, but with the right steps and support, it's one every centre can manage. Start with one change and build from there.

When a regional childcare centre needs a new educator, reading through dozens of applications takes time that directors rarely have. Many applicants may not hold the right qualification or may not want to live in the town. Vhire takes on that groundwork and gives centres a short, focused shortlist instead. Vhire works only in early childhood education and care, placing permanent, full-time educators in regional Australia. In this post, we explain what a Vhire shortlist includes and how to make the most of it. What Is in a Vhire Shortlist? A Vhire shortlist is not a pile of resumes. It is a small group of candidates who have already been interviewed and checked, with the key information set out so you can compare them easily. Each shortlist includes: 3–5 candidates: A focused number of educators, so you can spend your time on genuine options rather than sorting applications. A profile summary: A short overview of each candidate's qualification, experience and background. An interview scorecard: A record of how each candidate performed in their interview with Vhire. Check status: The status of each candidate's qualification, Working With Children Check, National Police Check and First Aid. Every candidate on the shortlist is also genuinely willing to live and work in your centre's town, so you are not meeting people who are unlikely to move or stay. Why Shortlists Matter for Regional Childcare Centres Recruiting in regional Australia comes with real challenges. Regional centres often struggle more than metro services to attract qualified staff, and a poor hire can leave rooms short and ratios under pressure under the National Quality Framework. A well-prepared shortlist helps you focus on educators who can step into the role. To make the most of a shortlist, consider these strategies: Highlight Your Town: Share what local life, community and career growth look like, so candidates know what they are moving to. Offer Relocation Help: Support with moving or settling in can make a real difference for educators coming from another town. Use Local Networks: Community groups, local training providers and councils can help welcome a new educator to the area. Use Video Interviews: Video interviews can help you meet shortlisted candidates who live in another town before inviting them to visit. These approaches, combined with a Vhire shortlist, help you connect with educators who are ready to join your team. What Is an Interview Scorecard? Every candidate on a Vhire shortlist has been interviewed by Vhire. The interview scorecard records the outcome of that interview, so you can see how each candidate presented before you meet them yourself. The scorecard is not a replacement for your own interview. It is a starting point that helps you compare candidates side by side and decide who to meet first. Combined with the profile summary and check status, it gives you a clear picture of each educator. Practical Tips for Reviewing Your Shortlist A shortlist works best when you use it well. Here are some practical recommendations: Read Each Profile Summary Look at qualification level, experience and background first, and note which candidates suit the room and role you need to fill. Compare Interview Scorecards Use the scorecards to compare candidates side by side and decide who to interview first. Confirm Check Status Review the status of each candidate's qualification, WWCC, National Police Check and First Aid, and note anything you want to discuss. Keep Candidates Informed Let Vhire know who you would like to interview. Good educators appreciate clear communication and are more likely to stay interested. Plan Your Own Interviews Prepare questions about practice, room experience and how the candidate would settle into your community. Choose Your Preferred Candidate Once you have a preferred candidate, Vhire completes two reference checks before you make an offer. By following these tips, you can turn a Vhire shortlist into a confident hiring decision for your centre. Supporting Educators Through the Process Recruitment is a two-way street. Centres want the right educator, and educators want a role that suits their qualification and the life they want. Vhire supports educators by: Being free for educators, with no fees to be considered for a role. Interviewing every candidate and explaining the role and the town clearly. Connecting educators with regional centres that want them to be part of the community. Focusing on permanent, full-time roles that offer stability. If you are an educator looking for a permanent, full-time role in regional Australia, visit https://www.vhire.com.au/jobseekers to learn more. After You Choose a Candidate A good shortlist is only the start. Once you choose a candidate and make an offer, Vhire stays involved to support the placement. Here is what happens next: Reference Checks: Vhire completes two reference checks on your preferred candidate. Start Date and Invoice: You only pay when you hire. There is no upfront fee, and the invoice is issued on the educator's start date with 14 days to pay. Check-ins: Vhire checks in at day 7, day 30 and day 90 to see how the educator is settling in. Replacement Guarantee: If an eligible placement ends within three months, Vhire provides a replacement in line with its placement terms. By working closely with Vhire, you can build a stable team of educators who want to stay in your centre and your town. Taking the Next Step Hiring educators in regional Australia does not have to mean sorting through endless applications. A Vhire shortlist gives you 3–5 interviewed and checked candidates, each with a profile summary, interview scorecard and check status, so you can focus on choosing the right person for your centre. To brief a role and receive a shortlist, visit Vhire at https://www.vhire.com.au/employers or email info@vhire.com.au. With careful screening, AI-powered matching and a focus on early childhood education and care only, Vhire helps regional centres find educators ready to join their team and their community.

The Certificate III in Early Childhood Education and Care (CHC30121) is where many educators start their careers, and regional childcare centres are always keen to meet Certificate III educators who are ready to learn and grow. Your qualification shows you have the foundations. These are the skills and qualities that help Certificate III educators stand out when applying to regional centres. 1. Everyday Digital Skills Most centres now record observations, daily information and incidents using a documentation app on a tablet. Centres look for Certificate III educators who are comfortable using these tools and willing to learn new systems. Everyday digital skills include taking appropriate photos, writing short, clear notes for families and following the centre's privacy and photo policies. 2. Adaptability and Resilience No two shifts in a childcare room are the same. Children's needs change, routines shift and the unexpected happens. Adaptability means staying calm and responsive when plans change, taking direction from your room leader and bouncing back after a challenging moment with a positive attitude. 3. Warmth and Emotional Intelligence Children thrive on secure, caring relationships, so emotional intelligence is one of the most valued qualities in a Certificate III educator. Recognising children's feelings, responding with patience and empathy, and supporting them through big emotions all help children feel safe and settled. 4. Safety Awareness and Problem-Solving Keeping children safe is at the heart of every role in a centre. Active supervision means positioning yourself to see the whole space, anticipating risks, following hygiene and safe sleep practices, and knowing what to do when something goes wrong. Current First Aid and a clear understanding of your child protection responsibilities support this. 5. Creativity in Play Children learn through play, and centres value educators who can think creatively , set up inviting experiences with simple materials, and follow children's interests to extend their learning. 6. Teamwork Childcare is a team effort, and strong teamwork sets Certificate III educators apart. Sharing tasks, communicating clearly during handovers, supporting colleagues and helping maintain ratios all keep the room running smoothly for children. 7. Cultural Awareness and Inclusion Regional communities include families from many backgrounds, including Aboriginal and Torres Strait Islander families. Cultural awareness - respecting each family's culture, language and values, and reflecting them in everyday routines and play - helps every child and family feel they belong. 8. Observation Skills Educators support children's learning by noticing what interests them and how they are developing. Observation involves watching and listening closely, writing simple, accurate notes, and sharing what you notice with your room leader so it can inform planning under the Early Years Learning Framework. Your Certificate III gives you the foundation, but these practical skills are what help you shine at interview and in your first months at a new centre. Many regional centres also support Certificate III educators to study towards a Diploma, so these skills are the first step in a longer career. When you apply, give specific examples of each skill from your placements or previous roles — a time you settled an upset child, an experience you set up, or how you worked with your team. Concrete examples help directors picture you in their rooms. Looking for a permanent, full-time role at a regional childcare centre? Register free with Vhire at https://www.vhire.com.au/jobseekers and keep learning - the sector needs educators like you.

Finding the right educators is never easy for a childcare centre. In regional towns, the challenge can feel even bigger. Yet the educators you hire shape everything – the quality of care children receive, whether rooms can stay open and how families feel about your service. That's why regional childcare recruitment deserves real attention from every centre director and operator. Why Regional Childcare Recruitment Matters Recruiting well isn't just about filling a shift. It's about building a team that understands your community, your families and the realities of running a centre outside the capital cities. When you hire educators who want to be part of your town, you get more than qualifications – you get commitment and connection. Here are some key reasons why getting regional recruitment right is so important: Children need consistency: Stable, familiar educators help children build secure relationships, which supports their learning and wellbeing. Ratios depend on it: Under the National Quality Framework, centres must meet educator-to-child ratios and qualification requirements. Without enough qualified educators, rooms can't operate at capacity. Families rely on you: In many regional towns there are few childcare options, so a staffing gap can affect families' ability to work. Lower turnover: Educators who choose to live in your town, and feel settled there, are more likely to stay. When centres can't recruit, the effects spread well beyond one room: waitlists grow, existing educators carry extra load and burnout becomes a real risk. Good recruitment protects your current team as much as it fills a vacancy. The Benefits of Regional Childcare Recruitment for Centres and Educators When centres invest in regional recruitment, the benefits reach well beyond one vacancy. It creates career opportunities for educators and strengthens the whole community. For Centres Access to overlooked talent: Many regional towns have qualified or partly qualified educators who are missed by city-focused recruiters. Easier face-to-face meetings: Local candidates can visit the centre, meet the team and spend time in the rooms before you decide. Improved loyalty: Educators with roots in the area tend to stay longer and invest in the centre's success. Stronger reputation: Families notice a settled, local team, and word of mouth travels in a small town. For Educators Meaningful local careers: Regional recruitment opens doors for educators who want to build a career close to home. Better work-life balance: Shorter commutes leave more time for family and life outside work. Career growth: Many regional centres support study from Certificate III to Diploma and Early Childhood Teacher, with pathways to Room Leader and beyond. Connection to community: Educators often care for the children of friends and neighbours, which makes the work deeply rewarding. For many educators, that sense of belonging is one of the strongest reasons to stay. Knowing families by name, inside and outside the centre, makes the role feel valued and worthwhile. How to Make Regional Recruitment Work for Your Centre If you're ready to prioritise regional recruitment, there are practical steps that can help you get the best results. Partner with specialist childcare recruiters: Recruiters who focus on early childhood education in regional areas understand qualification requirements and local challenges. For example, Vhire's regional childcare recruitment service checks qualifications, Working With Children Checks, police checks and First Aid, and only puts forward educators willing to live and work in your town. Promote your vacancies locally: Use community noticeboards, local newspapers and regional Facebook groups to reach educators where they live. Offer clear career pathways: Show candidates how they can progress, from Certificate III through to Diploma, Room Leader and Early Childhood Teacher roles. Support study and development: Help educators complete their next qualification with study time, mentoring and practical support. Create a welcoming culture: Make sure new educators feel valued and supported from their first week, with a buddy, a clear induction and a predictable roster. By following these steps, you can build a strong, loyal team that keeps your rooms open and your families confident. Overcoming Challenges in Regional Recruitment Regional recruitment has its challenges. The pool of qualified educators can feel small, and Diploma-qualified educators and Early Childhood Teachers can be especially hard to find. But these obstacles can be managed with the right approach. Expand your search: Look beyond your town to nearby regions, and offer relocation and housing help to educators willing to move. Consider qualified educators from overseas: Many regional centres hire overseas-qualified educators who are keen to live in regional Australia, working with a registered migration agent on sponsorship. Use video interviews: Video interviews help you meet candidates who live further away before arranging a centre visit. Build relationships: Engage with local TAFEs, training organisations and schools to develop a pipeline of future educators. Hosting student placements and offering traineeships is one of the most practical ways to build that pipeline. Students who train in your rooms get to know your team and families, and many are well placed to join you once they're qualified. Growing Together: The Future of Regional Childcare Demand for early childhood education in regional Australia continues to grow. Centres that recognise the value of local educators, and invest in recruiting and developing them, will be the ones families trust for years to come. By focusing on regional recruitment, centres can: Keep rooms open and waitlists down Create stable, long-term careers Support thriving local communities And educators can find meaningful, permanent work without leaving the places they love. If you're ready to strengthen your centre's recruitment, consider working with specialists in regional early childhood education. They can guide you through the process and help you find educators who fit your centre. Regional childcare recruitment isn't a nice-to-have – it's central to quality care and a stable service. Hopefully this gives you a clear picture of why regional recruitment matters so much. Whether you're a centre director planning your next hire or an educator looking for your next role, investing in local talent pays off for children and families. To learn more about finding qualified educators for your regional centre, visit Vhire. Vhire focuses only on early childhood education and care in regional Australia, recruiting permanent, full-time educators. Centres only pay when they hire, and the service is free for educators. Let's build stronger regional communities together.

Regional childcare centres play a vital role in their communities. Families rely on them so parents can work, and children benefit from quality early learning close to home. Yet many regional centres face hiring hurdles that metro services rarely deal with to the same degree. Here is a closer look at those hurdles, and practical ways centre directors and operators can respond. A Small Pool of Qualified Educators Regional centres often struggle more than metro ones to attract qualified staff. In a smaller town there may be only a handful of Diploma educators or Early Childhood Teachers, and several services may be looking for the same people. Because ratio and qualification requirements under the National Quality Framework must be met every day, a single unfilled role can affect which rooms a centre can open and how many families it can enrol. Housing and Relocation When the right educator lives elsewhere, the next question is where they will live. Rental availability in many regional towns is tight, and an educator who cannot find somewhere suitable may turn down an otherwise good offer. Centres that help with relocation, whether by sharing local rental contacts, offering relocation support or connecting new arrivals with the community, give themselves a much better chance. Some centres also explore overseas-qualified educators, working with a registered migration agent on any sponsorship or visa steps. The Pull of the City Many educators train or start their careers in capital cities and assume the best opportunities are there. Regional centres can push back on this by showing what they offer: a close-knit team, strong relationships with families, real responsibility early in a career and a clear pathway to Room Leader, Educational Leader or Director roles. Lifestyle and community belong in the pitch too. Overcoming Perceptions Some educators worry that a regional role means limited professional learning, isolation or few chances to progress. Centres can counter this with honest, specific information in job ads and interviews: the mentoring on offer, study support for a Diploma or teaching degree, predictable rosters, fair pay in line with the relevant award, and how new team members are welcomed into the town. Specific details are more convincing than general claims. Growing Your Own Educators Attracting educators from outside is important, but developing local people is just as valuable. Supporting local trainees through their Certificate III, helping Certificate III educators progress to a Diploma, and mentoring emerging leaders all build a pipeline of educators who already call the town home and are more likely to stay for the long term. Conclusion Hiring for a regional childcare centre takes more planning than hiring in a capital city, but the hurdles can be cleared. By presenting your centre and town honestly, supporting relocation, investing in career pathways and growing local talent, you can build a stable team. A specialist recruiter can help too: Vhire focuses only on early childhood education and care in regional Australia and only puts forward educators who are genuinely willing to live and work in your centre's town. Visit https://www.vhire.com.au/employers or email info@vhire.com.au. Regional centres are worth the effort. Every educator who settles into a town strengthens the service, the families it supports and the wider community.

The way early childhood educators find work in Australia is changing, and artificial intelligence (AI) is part of that shift. Regional childcare centres often find it harder than metro centres to attract qualified staff, and many now rely on job boards and recruitment platforms that use AI to help match educators with roles. If you are an educator looking for your next position, understanding these trends can help you present yourself well and find a centre that suits you. How AI Is Changing Childcare Recruitment AI-powered recruitment tools are already part of how many childcare roles are advertised and filled. They use your profile — qualification, experience, age groups, preferred locations — to match you with suitable vacancies. For educators, that can mean fewer irrelevant listings and more roles that genuinely fit your skills and the kind of town you would like to live in. AI can also help you review your resume and compare it with a job ad, highlighting experience a centre is looking for, such as programming and documentation, family partnerships or knowledge of the National Quality Framework. On the centre side, AI helps directors sort applications so they can spend more of their energy on interviews and getting to know candidates. One practical tip: keep your resume clear and tailored to each role, using the same plain terms centres use — Certificate III, Diploma, Early Childhood Teacher, Room Leader. That helps both automated systems and people recognise your experience. Chatbots and Online Assistants Many job platforms and some centres now use chatbots or online assistants to answer common questions, guide you through an application and help arrange interviews. For educators in regional areas, this can make it easier to get information without travelling long distances. Some tools can also suggest training to build your skills or alert you when new roles appear in the areas you are interested in. Used thoughtfully, this kind of support can make a job search feel more manageable. Still, if you have specific questions about a role — rosters, room allocation, mentoring or relocation support — it is worth speaking directly with the centre or your recruiter. Those conversations matter when you are deciding where to build your career. Are AI Job Platforms Trustworthy? Many educators wonder whether AI-based job services are legitimate. Many are, but it pays to be careful. Reputable platforms use AI to support matching and screening, with people involved in the decisions. Take a moment to check the credibility of any service before you share your details. Look for platforms that follow Australian privacy laws and explain clearly how they use your information. Be wary of any service that asks you to pay to apply for childcare jobs or requests more personal information than an application needs. Reading reviews and asking colleagues for recommendations can also help. Remember, AI is there to assist you, not to replace your judgement. Always confirm job offers directly with the centre and make sure you understand the role before you accept. How AI Supports Regional Childcare Centres One of the biggest challenges for regional centres is reaching qualified educators beyond their local area. AI-powered matching helps connect centres with educators in other towns and states who are genuinely open to relocating. For example, matching tools can recognise relevant experience from different service types — long day care, kindergarten or preschool, and OSHC — so educators may be considered for roles they had not thought of. This widens the options for both centres and educators, including qualified educators moving from overseas. When AI handles some of the sorting, recruiters and directors have more time for what matters most: talking with candidates, checking qualifications and Working With Children Checks, and making sure the match is right for the children, families and team. Preparing for What Comes Next: Tips for Educators and Centres As AI becomes a bigger part of childcare recruitment, a few simple habits will help you make the most of it: For Educators: Tailor each application to the centre and role. Keep your profiles current, including your WWCC and First Aid. Use online assistants for guidance, then confirm details with the centre. Keep building your skills through study and professional development. For Centres: Choose recruitment tools that suit the size of your service. Make sure your leadership team understands how the tools work. Keep a personal touch in every conversation with candidates. Write clear job ads that describe the role, the team and the town. Combining AI with personal judgement helps create a fairer, more effective process for educators and regional centres alike. Making AI Work for Your Childcare Career AI-powered tools are becoming a normal part of finding work in early childhood education. Wherever you are based, they can help you discover roles in regional communities that suit your skills and goals. Used alongside your own research and conversations with centres, they can make your search more focused and less stressful. To see how Vhire uses AI-powered matching alongside personal interviews and careful checks, visit our page for educators looking for regional childcare roles. Registration is free for educators, and Vhire connects you with permanent, full-time positions at regional centres across Australia. AI does not replace the personal side of childcare recruitment — it helps make room for it.

Hiring an educator for a regional childcare centre is a big decision, and directors rightly want to know what recruitment support will cost and what happens if a placement does not work out. Vhire keeps this simple. Vhire works only in early childhood education and care, placing permanent, full-time educators in regional Australia, and its terms are designed so centres pay only for results. In this post, we explain how Vhire's pricing model and replacement guarantee work. Why Clear Recruitment Terms Matter for Regional Childcare Centres Regional centres often find it harder than metro services to attract qualified staff, and budgets are usually tight. Paying upfront for recruitment that may not produce a hire is a real risk. Clear terms help directors plan with confidence and focus on running a quality service. Here is how Vhire's terms work: No upfront fee: You do not pay anything to brief a role or to receive a shortlist. Pay only when you hire: A fee applies only when you hire an educator that Vhire has put forward. Invoice on the start date: The invoice is issued on the educator's start date, so you are invoiced once the educator has actually started. 14 days to pay: Centres have 14 days from the invoice to pay. Replacement guarantee: If an eligible placement ends within three months, Vhire provides a replacement in line with its placement terms. These terms mean your centre carries less risk while Vhire does the work of finding the right educator. What You Get Before You Pay Anything Because there is no upfront fee, all of the groundwork happens before you are invoiced. Here is what that includes: Understanding the Role Vhire learns about your centre, the role, the qualification required and what makes your town a good place to live and work. Finding Candidates Vhire searches its network of early childhood educators and the major job boards, using AI-powered screening and matching to find people who suit your role and location. Screening and Interviews Every candidate is interviewed, and qualifications, Working With Children Check, National Police Check and First Aid are checked. Your Shortlist You receive a shortlist of 3–5 candidates, each with a profile summary, an interview scorecard and check status. Reference Checks Vhire completes two reference checks on your preferred candidate before you make an offer. After the Start Date Once the educator starts, the invoice is issued, and Vhire checks in at day 7, day 30 and day 90 to see how the placement is going. This step-by-step approach means you can see the quality of candidates before any cost is involved. Practical Tips for Getting Value from Vhire To get the best result from a pay-on-hire service, a few simple steps help: Be clear about the role: Say exactly which role you need, such as Diploma educator, Early Childhood Teacher or Room Leader, and which qualification is required. Share honest feedback: Tell Vhire what you liked or did not like about shortlisted candidates so the search can be refined. Know your offer: Be ready with the award classification, pay and any extras, such as study support or relocation help. Plan your induction: A welcoming induction helps new educators settle in, especially if they are moving to your town. Read the placement terms: Familiarise yourself with Vhire's placement terms so you understand how the replacement guarantee applies. Ask questions early: The FAQs at https://www.vhire.com.au/faqs cover common questions about how Vhire works with centres. By following these tips, you get the most from Vhire's support and help your new educator settle into your team. What It Costs Educators: Nothing Vhire is free for educators. Certificate III educators, Diploma educators, Early Childhood Teachers and leaders looking for a permanent, full-time role in regional Australia never pay to use Vhire. Here is what that means: No fees for candidates: Educators never pay to be considered for a role. Interviews with a childcare specialist: Every candidate is interviewed by a team that works only in early childhood education and care. Regional opportunities: Vhire focuses on centres in regional towns, for educators who want to live and work outside the big cities. Permanent, full-time roles: Vhire places permanent, full-time roles only, offering stability for educators and centres. Support after starting: Vhire's check-ins at day 7, day 30 and day 90 give educators a chance to share how they are settling in. Educators can learn more and register their interest at https://www.vhire.com.au/jobseekers. A Low-Risk Way to Hire Educators Finding qualified educators is one of the biggest challenges for regional childcare centres. Vhire's model is designed to lower the risk: no upfront fee, payment only when you hire, an invoice on the educator's start date with 14 days to pay, and a replacement if an eligible placement ends within three months, in line with Vhire's placement terms. Combined with careful screening, a shortlist of 3–5 candidates and check-ins after the start date, these terms help you build a stable team of educators who want to be part of your community. To learn more or brief a role, visit Vhire at https://www.vhire.com.au/employers, contact the team at https://www.vhire.com.au/contactus or email info@vhire.com.au.

Finding qualified educators in regional Australia can feel like searching for a needle in a haystack. But it doesn't have to be that way. With the right approach, regional childcare centres can attract committed educators who want to build a career and a life in their town. Whether you're a centre director with a hard-to-fill Diploma or ECT role, or an educator considering a move out of the city, understanding how regional childcare recruitment works is key. This post covers practical steps to help your centre master recruitment in regional Australia, from how you present your town to how you choose a recruitment partner. Let's get started. Understanding the Challenges of Regional Childcare Hiring Recruiting for a regional centre is different from recruiting in a capital city. Regional towns usually have fewer qualified educators to draw on, and fewer Diploma-qualified educators and Early Childhood Teachers in particular. That means centres need to plan ahead and be proactive. Some common hurdles include: Limited local candidates: Smaller populations mean fewer applicants with the Certificate III, Diploma or ECT qualification a role requires. Reluctance to relocate: Many educators hesitate to move away from family, friends or a familiar city. Housing and transport: In some towns, rentals are scarce and public transport is limited, which can put off educators considering a move. Competition with larger cities: Metro centres can seem to offer more choice and more career options. Despite these challenges, regional centres have real strengths. Educators often value close-knit teams, strong relationships with families and the chance to make a visible difference in a community. Highlighting these strengths helps attract the right people. Main street of a regional Australian town Regional Childcare Hiring Tips: How to Attract and Retain Educators To succeed in regional childcare recruitment, you need an approach built around educators. Here are practical tips to help you attract and keep great educators in regional Australia: 1. Promote the Lifestyle Benefits Many educators are drawn to regional areas for the lifestyle. Emphasise: More affordable housing and cost of living Access to nature and outdoor activities Strong community spirit and safety Less traffic and shorter commutes Use your job ads, centre website and interviews to paint a clear picture of life in your town and in your centre. 2. Offer Stable, Predictable Rosters Educators value knowing where they stand. Consider: Permanent, full-time positions with consistent shifts Rosters published well in advance Fair pay in line with the relevant award, including the Worker Retention Payment where your service is eligible Stability makes your centre a more attractive place to work and helps keep educators longer. 3. Invest in Study and Career Development Growing your own educators benefits everyone. Provide: Mentoring and in-room coaching from experienced educators Study support from Certificate III to Diploma to Early Childhood Teacher Clear progression to Room Leader, Educational Leader and Assistant Director roles This shows you're committed to your educators' growth and their long-term future with your centre. 4. Partner with Local Organisations Build relationships with: Regional TAFEs, training organisations and universities Local councils and community organisations Schools, playgroups and family networks These connections help you find local talent, host student placements and promote your vacancies. 5. Use a Specialist Childcare Recruiter Working with a recruitment partner that focuses on early childhood education in regional areas can take pressure off your leadership team. They understand qualification requirements and can connect you with both local educators and qualified educators from overseas. For example, consider Vhire's regional childcare recruitment service, which focuses only on early childhood education and care in regional Australia. Vhire screens every candidate, checks qualifications and compliance, and only puts forward educators genuinely willing to live and work in your town. Reviewing educator applications for a regional centre What to Look for in a Childcare Recruitment Partner Every centre's needs differ, but the most useful recruitment partners for regional childcare have one thing in common: they specialise in early childhood education. They understand qualification requirements, ratios and what it takes for an educator to settle in a regional town. A good partner checks qualifications, Working With Children Checks, National Police Checks and First Aid before you see a candidate, and only puts forward educators who are genuinely willing to live and work in your town. That saves your leadership team time on applications that were never going to work out. When comparing recruitment partners, ask whether they offer: Qualification and compliance checks on every candidate Interviews and reference checks before you commit Support after the educator starts, including check-ins and a replacement guarantee The right partner works as an extension of your centre, not just a source of résumés. Planning staffing for regional childcare centres How Overseas Educators Can Strengthen Regional Teams Hiring qualified educators from overseas is one way regional centres address ongoing shortages. Many qualified educators are keen to live and work in regional Australia, especially when they have support settling into a new community. Here's how to make overseas hiring work for your centre: Check qualification recognition: ACECQA assesses whether an overseas early childhood qualification can be recognised for work in Australian services. Provide relocation assistance: Help with housing, schools and a local orientation eases the move. Promote cultural inclusion: Celebrate diversity and build a welcoming culture for your team, children and families. Work with a registered migration agent: Sponsorship and visa processes should be handled by a registered migration agent. Vhire can connect centres with migration agent partners, but does not give visa or immigration advice. Overseas educators bring skills, perspectives and languages that enrich your program. With the right support, they can fill critical gaps and become long-term members of your team. Practical Steps to Improve Your Centre's Recruitment Today Ready to take action? Here are some simple steps you can start with now: Review your job ads: Make sure they highlight your town, your team, career pathways and the support you offer new educators. Reach out to local training providers: Explore student placement and traineeship partnerships. Connect with a specialist childcare recruiter: Find one with a strong regional focus, such as Vhire. Create an educator-friendly application process: Keep it simple, mobile-friendly and clear about the role and the qualification needed. Invest in onboarding and retention: Support new educators with induction, mentoring and regular check-ins. By focusing on these areas, you'll build a stronger, more stable team that meets your ratio requirements and serves your families well. Mastering regional childcare recruitment in Australia is about understanding the challenges and strengths of your location. With the right strategies, you can attract qualified local and overseas educators who are excited to be part of your centre and your community. If you'd like expert support, Vhire recruits permanent, full-time educators for regional childcare centres, and you only pay when you hire. Visit https://www.vhire.com.au/employers to find out more. Remember, regional childcare recruitment isn't just about filling vacancies – it's about building a team that supports children and families for years to come. Start today and give your centre the stable team it deserves.

Most centre directors are not short of things to do. Between ratios, programming, families, compliance and their own team, recruitment often gets squeezed into whatever time is left. For regional childcare centres, where qualified educators can be harder to find, many directors choose to work with a specialist early childhood recruiter rather than doing everything in-house. Here is why. Sector Knowledge and Reach A specialist childcare recruiter understands the roles you are hiring for, from Certificate III and Diploma educators to Early Childhood Teachers, Room Leaders, Educational Leaders and Centre Directors. They know how ratio and qualification requirements under the National Quality Framework shape your needs, and how to check that a qualification is ACECQA-approved. Vhire focuses only on early childhood education and care, and finds candidates through its own network and the major job boards, reaching educators your own ad may not. Pay Only When You Hire Advertising, screening and chasing candidates in-house all carry costs, even when a vacancy is never filled. With Vhire there is no upfront fee. Centres only pay when they hire, and the invoice is issued on the educator's start date with 14 days to pay. That makes the cost of recruitment clear and tied to a result. Candidates Who Want to Live in Your Town One of the hardest parts of regional hiring is finding educators who will stay. An applicant who has never visited your town may accept a role and then struggle to settle. Vhire only puts forward educators who are genuinely willing to live and work in your centre's town, and checks in at day 7, day 30 and day 90 after they start. If an eligible placement ends within three months, a replacement is provided in line with Vhire's placement terms. Time Back for Directors When a recruiter handles sourcing, screening and first interviews, directors can spend their time where it matters most: leading their team, supporting children's learning and building relationships with families. You still make the final decision. Vhire provides a shortlist of 3–5 candidates, each with a profile summary, interview scorecard and check status, so your interviews are focused on the people most likely to suit your centre. Thorough Checks Before You Meet Anyone Childcare hiring comes with essential checks. Vhire interviews every candidate and checks qualifications, Working With Children Check, National Police Check and First Aid before they reach your shortlist, then completes two reference checks on your preferred candidate. That gives you a clear picture of each educator's status before you make an offer, alongside your own centre's induction and compliance processes. Presenting Your Centre Well Educators considering a move want to know what your centre is like: the team culture, the community, the career pathway and the support on offer. A specialist recruiter can help present your centre clearly and honestly to the right candidates, so the educators who apply already have a good sense of whether your centre and your town are the right fit for them. Conclusion Working with a specialist childcare recruiter is not about handing over control of who joins your team. It is about getting a focused, checked shortlist of educators who suit your centre and your community, while you stay focused on running a quality service. Vhire places permanent, full-time educators in regional centres across Australia. To discuss a vacancy, visit https://www.vhire.com.au/employers or email info@vhire.com.au.