The Worker Retention Payment is the single most significant development in childcare educator pay in Australia in at least a decade — and most regional Victorian centres aren't using it to its full recruitment potential. Here's exactly how to turn the WRP into your strongest candidate attraction tool. STEP 1: KNOW YOUR NUMBERS PRECISELY Before you can use the WRP effectively in recruitment, you need to know exactly what it means for every role in your centre. Calculate the effective hourly rate at each classification level with the WRP applied. Know the numbers to two decimal places. Then know what those rates compare to at Melbourne metro centres, at Geelong centres, at competing Ballarat or Bendigo centres. If your rates are competitive — and they often are, once the WRP is applied — lead with them confidently. STEP 2: PUT THE NUMBER IN YOUR JOB AD The WRP is invisible to candidates if it's not in your job advertisement. Most childcare job ads in regional Victoria still don't state a specific salary or hourly rate. This is a mistake that costs you candidates. State specifically: "Diploma Educator — $30.85/hour base + 10% Worker Retention Payment = approximately $33.90/hour effective rate." That number makes a candidate stop scrolling and read further. STEP 3: EXPLAIN IT IN EVERY PHONE SCREEN Don't assume candidates know about the WRP. Most don't. When a candidate asks about pay in your initial phone screen, walk them through it: what the base rate is, what the WRP adds, what the effective hourly rate is, and how that compares to their current position. This short conversation in a phone screen can help a hesitant candidate see the real value of the role. STEP 4: COMBINE WRP WITH COST-OF-LIVING COMPARISON The WRP is more powerful when combined with a cost-of-living comparison. A Diploma educator earning $33.90/hour in Shepparton paying $1,400/month in rent is significantly better off than the same educator earning $33.90/hour in Melbourne's inner suburbs paying $2,400/month in rent. Have this conversation explicitly. Candidates who can see the full financial picture make better relocation decisions — and are more committed once they do. STEP 5: USE IT IN COUNTER-OFFER CONVERSATIONS When a candidate you want is weighing your offer against a metro position, the WRP combined with cost-of-living is your strongest counter-argument. "You'd be earning the same rate with significantly lower living costs — your real take-home is better with us" is a compelling and honest case. HOW VHIRE COMMUNICATES THE WRP TO CANDIDATES Vhire briefs every candidate on the Worker Retention Payment as part of our screening process. We ensure candidates understand their full compensation picture before they receive an offer — reducing surprises and increasing offer acceptance rates. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

The Wimmera sits in the heart of Victoria's wheat belt — a vast, productive landscape of grain farms, sheep stations and tight-knit communities. It is also one of Victoria's most severe childcare desert regions, with demand for qualified educators consistently outstripping local supply across Horsham, Dimboola, Nhill and Warracknabeal. If you're directing a childcare centre in the Wimmera, you understand the challenge at a visceral level. There are no qualified educators sitting idle in your community. Everyone who wants to work in childcare in the Wimmera is already employed. Your only options are attraction from outside the region or — for some roles — international recruitment. WHY LOCAL ADVERTISING FAILS IN THE WIMMERA Job board advertising targets candidates who are actively searching. In the Wimmera, the pool of actively searching qualified educators is effectively zero most of the time. Posting on Seek produces two outcomes: no applications, or applications from unqualified candidates who don't meet your ratio requirements. The solution requires reaching passive candidates — educators who are not actively job-hunting but might be open to a compelling opportunity if it was presented to them directly. WHAT MAKES THE WIMMERA COMPELLING TO RELOCATORS Don't underestimate the Wimmera lifestyle proposition. For the right candidate, the Wimmera offers: affordable housing (often half or less of what they pay in Melbourne or regional coastal areas), genuine community connection, outstanding outdoor lifestyle, and — critically — career progression significantly faster than metro or coastal regional centres. A Certificate III educator who joins your Horsham centre in a strong team, develops professionally and builds relationships with families has a pathway to Room Leader, Diploma qualification and beyond that is far more accessible than the equivalent path in a large Melbourne centre with 40 other educators ahead of them. PRESENTING THIS CASE TO METROPOLITAN CANDIDATES The candidates most likely to successfully relocate to the Wimmera are educators in their mid-20s to mid-30s who are disillusioned with city living costs, traffic and impersonal workplaces. They want community, they want progression, and they want to feel like they matter. Vhire's outreach to this group is written with their circumstances in mind. HOW VHIRE RECRUITS FOR WIMMERA CENTRES Vhire actively sources metropolitan and regional Victorian candidates for Wimmera placements. We brief every candidate honestly on the Wimmera lifestyle — what it offers, what it doesn't — before they commit to an application. This reduces the risk of a placement that fails because the candidate wasn't prepared for regional living. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Gippsland is one of Victoria's most geographically diverse regions — stretching from the outer suburbs of Melbourne's east to the remote wilderness of East Gippsland. For Centre Directors in Sale, Traralgon, Bairnsdale and the smaller towns beyond, the region's diversity creates a spectrum of recruitment challenges. Traralgon is close enough to Melbourne to attract commuters but far enough that metro candidates still need convincing. Sale is a smaller, more self-contained market with a limited local educator pool. Bairnsdale and Orbost are genuinely remote — and require a recruitment approach that acknowledges the lifestyle commitment they're asking candidates to make. THE LATROBE VALLEY MARKET Traralgon, Morwell and Moe form the Latrobe Valley — historically an industrial centre now transitioning to a more diversified economy. Childcare demand in the Latrobe Valley is high and the educator market, while larger than the outlying Gippsland towns, still experiences regular shortages particularly at ECT and Room Leader level. For Latrobe Valley centres, the most effective recruitment strategy combines: active LinkedIn sourcing of Melbourne educators open to regional relocation, targeted advertising in educator networks and communities, and — for DAMA-eligible roles — referral to MARN partners. THE EAST GIPPSLAND CHALLENGE Bairnsdale, Lakes Entrance and the communities beyond face the most acute shortages in Gippsland. Geographic isolation, limited housing supply and limited local candidate pools mean standard recruitment approaches consistently fail. East Gippsland centres that succeed in recruitment typically: offer strong relocation packages, maintain connections with the TAFE network for early engagement with graduating students, and partner with specialist regional recruiters who actively source nationally. THE WELLINGTON SHIRE OPPORTUNITY Sale and the Wellington Shire have benefited from significant infrastructure investment in recent years. Housing is affordable, the community is tight and the career progression available at Sale's childcare centres is genuinely faster than metro equivalents. For Melbourne educators who are tired of traffic, expensive rent and impersonal workplaces, Sale represents a genuinely compelling alternative. Vhire's role briefs for Sale centres speak directly to this aspiration. HOW VHIRE RECRUITS FOR GIPPSLAND CENTRES Vhire recruits across all of Gippsland — from Traralgon to Orbost. We source nationally, screen thoroughly and present pre-qualified candidates who have been honestly briefed on the lifestyle and opportunity that Gippsland offers. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

There's a shift happening in childcare recruitment that most Ballarat centre directors haven't fully capitalised on yet. Since 2022, a growing cohort of qualified educators have been choosing regional Victoria over metropolitan Melbourne — driven by housing affordability, quality of life and the genuine career progression available outside the capital. For Ballarat, this is an opportunity. The city is large enough to offer the amenities candidates care about — culture, dining, healthcare, schools — while being small enough to offer the career progression, community and lifestyle that metro centres can't match. THE WORKER RETENTION PAYMENT LEVELS THE PAY PLAYING FIELD The single biggest objection educators historically had to leaving Melbourne was pay. The Worker Retention Payment — 10% above award from December 2024, rising to 15% from December 2025 — has materially addressed this. A Diploma educator in Ballarat earning $30–$34 per hour, paying $1,400 per month in rent (versus $2,200 in Melbourne's inner suburbs), and commuting five minutes to work has a materially better lifestyle than her Melbourne counterpart on the same award rate. Centres that make this case compellingly and specifically attract the best relocators. BEST START, BEST LIFE IS DRIVING ECT DEMAND IN BALLARAT The Victorian Government's Best Start, Best Life kindergarten expansion is increasing ECT demand across Ballarat significantly. As three-year-old kindergarten becomes universal, the demand for Early Childhood Teachers at three-year-old kinder sessions is growing faster than the local supply of ECTs can accommodate. This means Ballarat centres need a national ECT sourcing strategy — not just local advertising — to maintain NQF-compliant educator ratios through the expansion. WHAT MAKES BALLARAT CANDIDATES STAY Ballarat educators who relocate tend to stay longer than metro equivalents. They made a deliberate choice to be in Ballarat — which means they're committed to the community, not just the job. Centres that invest in genuine onboarding, professional development and career pathway conversations retain their regional recruiters far better than average. HOW VHIRE RECRUITS FOR BALLARAT CENTRES Vhire's national candidate pipeline actively targets educators in Melbourne who are open to Ballarat relocation. Our messaging for Ballarat roles speaks directly to the questions metro candidates have about moving. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Certificate III in Early Childhood Education and Care (CHC30121) is the entry point to one of the most in-demand careers in regional Australia right now. Qualified Certificate III educators are needed urgently in childcare centres, family day care and outside school hours care services across every state and territory. Here is what you need to know before you apply. YOUR QUALIFICATION MUST BE APPROVED Your Certificate III must be on the ACECQA-approved list of qualifications. If you completed your qualification in Australia with a registered training organisation (RTO), it almost certainly is. If you trained overseas, you will need ACECQA to assess your qualification before you can be counted in educator ratios. Check the ACECQA website or ask your recruiter to confirm your qualification status before you apply. YOUR WWCC MUST BE CURRENT AND STATE-SPECIFIC A Working With Children Check (or equivalent) is a legal requirement for working with children in every Australian state and territory. Your WWCC must be: • Current (not expired) • Issued in the state where you will be working A NSW WWCC is not valid in Victoria. A Victorian Working with Children Check is not valid in NSW. If you are considering interstate roles, factor in the time and cost of obtaining a new WWCC for that state. WHAT REGIONAL EMPLOYERS ACTUALLY LOOK FOR Qualification evidence — Be ready to provide your certificate immediately. Not in a week. Immediately. WWCC status — Know your card number and expiry date. Be ready to provide it. Experience with the relevant age group — Specify exactly what age groups you have worked with and in what ratio. Don't be vague. Genuine availability — Regional centres need reliable, consistent staffing. Be honest about your availability, including whether you can work early starts (typically from 6:30 or 7:00am) and late finishes. Motivation — Regional employers want to know you actually want to work in their community, not that you're applying everywhere hoping something sticks. Show that you've researched the area and the centre. WHAT THE PAY LOOKS LIKE IN 2025 Under the Children's Services Award with the Worker Retention Payment applied, Certificate III educators in regional Australia can expect approximately $25–$28 per hour depending on experience and the specific centre type. Regional areas also typically offer: • Lower cost of living than metro cities (rent is often much lower) • Permanent full-time contracts more readily than metro markets • Faster progression to senior educator or Room Leader roles HOW TO MAKE YOUR APPLICATION STAND OUT Lead with your qualifications clearly stated — many applicants bury this information. Specify your age group experience — "three years in a toddler room with 1:5 ratios, six months in a kindy room with 1:11 ratios" is far stronger than "experienced with all age groups." Include your WWCC card number and state in your application — it signals professionalism. If you're applying for regional roles and are willing to relocate, state this explicitly and briefly explain why regional living appeals to you. Keep your application concise. Centre directors are time-poor. A sharp two-paragraph cover letter with your key qualifications, WWCC status and availability will outperform a lengthy essay. HOW VHIRE FINDS CERTIFICATE III ROLES FOR CANDIDATES Vhire is free to register for candidates. We match your qualifications, experience, preferred region and availability to current vacancies from regional childcare centres we are actively recruiting for. We brief you on every role before you apply — the centre, the team, the community and the pay — so you can make an informed decision. Register free at vhire.com.au/jobseekers or contact us at info@vhire.com.au.

Open Seek right now and search for childcare jobs in any regional area. What you'll see is a page of nearly identical advertisements: "We are looking for a passionate educator to join our team. You must hold a Certificate III or Diploma and a current WWCC." Every ad says the same thing. Which means every ad is invisible. Writing a job ad that actually attracts qualified candidates in a shortage market requires a different approach. Here's what works. LEAD WITH WHAT THE CANDIDATE GETS, NOT WHAT YOU WANT Most job ads lead with a list of requirements. Qualified educators in a shortage market are choosing between multiple opportunities — they scan for what's in it for them before they read your requirements. Instead of: "We are seeking a passionate educator to join our growing team." Try: "Permanent full-time Diploma educator role in [Town] — $X per hour with Worker Retention Payment, relocation support available, growing team with genuine career progression." The difference is immediate. The second version communicates value before it asks for anything. THE ELEMENTS THAT MAKE A REGIONAL CHILDCARE AD STAND OUT Specific salary or salary range — Candidates filter by salary. If you don't list one, qualified candidates often assume the worst and move on. With the Worker Retention Payment applied, your actual hourly rate may be more competitive than you realise. State it. The Worker Retention Payment — Most candidates don't know about it. Mentioning it explicitly positions your centre as informed and transparent. Relocation support — If you offer any relocation assistance, say so clearly and state the amount. Even $1,500 can change a candidate's decision. Your centre's actual culture — Not "we are a passionate team" (every centre says this). Specific details: "Family-owned centre, team of 12, average tenure four years, monthly team lunches, PD budget of $X per year." Specifics build credibility. What career progression looks like — "Our current Assistant Director started as a Certificate III educator five years ago" is worth more than a hundred adjectives about your team culture. The age groups and ratios — Candidates want to know if this role suits their experience. State the room (Nursery, Toddler, Kindy), the age group and the educator-to-child ratio. THINGS TO AVOID IN A CHILDCARE JOB AD • "Must be passionate about childcare" — Every candidate will tick this box. It screens out nobody and adds no information. • A wall of dot points listing requirements before any benefits — Restructure. Benefits first, requirements after. • No salary information — In a shortage market, this costs you candidates. • Generic language that could describe any centre in Australia — Be specific about your centre, your community, your team. THE STRUCTURE THAT WORKS 1. Headline: Role title + location + key benefit (salary, permanency, relocation support) 2. The opportunity (2–3 sentences): What this role is and why a great candidate should want it 3. What we offer: Salary, hours, WRP, relocation, PD, culture specifics 4. The role: Room, age group, ratios, key responsibilities (keep brief) 5. What we're looking for: Qualifications, WWCC, key attributes (keep short) 6. How to apply: Clear CTA VHIRE CAN WRITE AND PLACE YOUR JOB ADS Vhire writes role-specific job ad templates for every childcare position as part of our recruitment service. Our ads are written for regional markets — not generic templates. If you'd rather not manage the advertising process yourself, let Vhire handle sourcing entirely. We source nationally and internationally, screen against our 7-point checklist and present only qualified candidates. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers to get started.

If you're a childcare educator sitting in a metro area — dealing with traffic, high rent, a casual contract that never seems to turn permanent — regional Australia might be worth a serious look. The narrative that regional equals lower pay and fewer opportunities is changing. Fast. Here's what educators who have made the move are discovering. THE PAY STORY IS CHANGING The Worker Retention Payment has been a game changer for regional childcare pay. Since December 2024, eligible educators earn 10% above their award rate — rising to 15% from December 2025. Combined with lower cost of living in regional areas, the real financial picture is often better than metro on equivalent award rates. Approximate take-home rates with Worker Retention Payment applied: • Certificate III educator: approximately $25–$28/hour • Diploma educator / Room Leader: approximately $29–$34/hour • Early Childhood Teacher: $75,000–$95,000+ per annum in many regional roles Add to this that regional rent is often much lower than in Sydney or Melbourne, and the lifestyle math starts to look very different. CAREER PROGRESSION IS FASTER IN REGIONAL CENTRES In a metro centre, you might wait five years for a Room Leader opportunity. In a regional centre, you might get one in two. The talent pool is smaller, the centres are often more cohesive, and management tends to notice and reward strong performers faster. Educators who want to become Centre Directors, Educational Leaders or Nominated Supervisors often find regional Australia is the fastest path there. WHAT RELOCATION SUPPORT LOOKS LIKE More regional centres are offering relocation assistance than ever before — typically ranging from $1,500 to $5,000 depending on the centre, the role and the distance. Some centres in remote areas offer subsidised or fully covered accommodation. Always ask about relocation support during the interview process. The worst outcome is the centre says no. The best is they say yes. THE REGIONS WITH HIGHEST DEMAND RIGHT NOW Victoria: Shepparton, Bendigo, Ballarat, Mildura, Warrnambool, Sale, Horsham New South Wales: Dubbo, Wagga Wagga, Tamworth, Orange, Albury, Bathurst, Coffs Harbour Queensland: Toowoomba, Cairns, Townsville, Bundaberg, Mackay, Hervey Bay, Rockhampton South Australia: Mount Gambier, Whyalla, Port Pirie, Port Lincoln, Murray Bridge Western Australia: Bunbury, Geraldton, Kalgoorlie, Broome, Albany Northern Territory: Alice Springs, Katherine, Palmerston ALL of these areas are actively hiring qualified childcare educators right now. WHAT TO CONSIDER BEFORE YOU MAKE THE MOVE Visit before you commit — most good employers will facilitate or contribute to a visit before your start date. See the town, see the centre, meet the team. Ask about housing options — Regional housing markets vary significantly. Some areas have very tight rental markets (particularly mining-adjacent towns). Do your research. Understand the community — Regional towns have tight communities. If you're an outgoing person who enjoys being known in your neighbourhood, this is a feature. If you value anonymity, factor that in. CHECK YOUR QUALIFICATIONS If you trained overseas, you'll need ACECQA to assess your qualification as equivalent to an Australian standard before you can be counted in ratios. Start this process early — it can take several months. HOW VHIRE HELPS CANDIDATES RELOCATE Vhire works with regional childcare centres across Australia who are actively seeking educators for immediate and upcoming vacancies. Registration is free for candidates. We match your qualifications, experience, preferred region and availability to current vacancies — and we brief you fully on the role, the centre, the team and the town before you apply. We don't waste your time with roles that don't fit. Register free at vhire.com.au/jobseekers or contact us at info@vhire.com.au to discuss regional childcare opportunities that match your profile.

The Grampians region — Ararat, Stawell, Halls Gap and the surrounding communities — is one of Victoria's most spectacular landscapes and one of its most challenging childcare recruitment environments. For centre directors in Ararat and Stawell, the isolation compounds an already difficult regional recruitment market. The local educator pool is small. The towns, while genuine and welcoming communities, lack the population density to support large candidate markets. And national job boards consistently underperform for roles this far from metropolitan centres. THE GRAMPIANS LIFESTYLE PROPOSITION What Ararat and Stawell do have — and what no metropolitan employer can offer — is proximity to one of Victoria's most magnificent national parks. The Grampians (Gariwerd) is a world-class destination for hiking, rock climbing, wildflowers and indigenous cultural heritage. For the right candidate, working in Ararat or Stawell and living within an hour's drive of Halls Gap is not a compromise. It's the point. Vhire's recruitment messaging for Grampians region roles is built around finding candidates who are genuinely excited by this. THE CENTRAL HIGHLANDS DAMA GAP Ararat and Stawell fall within the Central Highlands — a region that does not currently have a DAMA agreement. This means international educator sponsorship through the DAMA pathway is not available for these centres. However, employer-sponsored visa pathways may still be available for specific occupations on the national skills shortage list, including Early Childhood Teachers. Vhire's MARN partners can assess your specific situation. BALLARAT AS A SOURCING CORRIDOR Ballarat — approximately 40km east of Ararat — provides a candidate corridor for Ararat centres. Educators in Ballarat who are open to a slightly longer commute or a lifestyle change may consider Ararat roles, particularly if the centre offers a compelling remuneration and culture package. Vhire actively sources candidates in Ballarat for Ararat and Stawell centres as part of our recruitment approach for Grampians region clients. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Every qualified childcare educator in Australia is making a choice — metro or regional. Regional Victoria competes directly with Melbourne, Geelong, Ballarat and other centres for the same qualified educators who have completed their Certificate III, Diploma or ECT degree. Understanding how to win this competition consistently is the difference between a centre that staffs reliably and one that is perpetually short. THE METRO ADVANTAGE AND HOW TO COUNTER IT Metro centres have real advantages: more social options, more established professional networks, proximity to family for many educators, and — historically — slightly higher wages. The Worker Retention Payment has largely addressed the wage differential. The social and family arguments require a different response. The most effective counter-argument to "but I'd be far from family and friends" is not denial — it's acknowledgment and reframe. "We understand that's a real consideration. What we've seen is that educators who make this move for the right reason — career, lifestyle, community — typically build a life here and find the distance from family more manageable than they expected. And we actively support new team members in building connection in [Town]." This honest, specific response is more persuasive than any attempted dismissal of the objection. THE REAL FINANCIAL CASE FOR REGIONAL A Diploma educator earning $33.90/hour in Shepparton (approx. $70,500 per annum for full-time) paying $1,400 per month in rent has approximately $53,700 in net disposable income after rent annually. The same educator in Melbourne's inner west earning $33.90/hour paying $2,300 per month in rent has approximately $42,900 in net disposable income after rent annually. The regional educator is approximately $10,800 per year better off in real terms — without a cent of difference in hourly pay. Have this specific calculation available. Walk candidates through it when they raise money as a concern. THE CAREER ACCELERATION ARGUMENT In Melbourne, a Certificate III educator might wait five years for a Room Leader opportunity. In a regional Victorian centre of twelve educators, that same Certificate III educator might be invited into a Room Leader development pathway within two years. Career acceleration in regional environments is genuine and significant. Make the specific case: "Here, you'll be in a Room Leader development conversation within 18–24 months if you perform well. That timeline doesn't exist for you in metro." HOW VHIRE APPROACHES METRO CANDIDATES FOR REGIONAL VICTORIAN ROLES Vhire's candidate messaging is built around the specific objections metro educators raise, with honest answers to each. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

In Victoria's childcare educator shortage, your job advertisement is one of your most important competitive tools. It is often the first impression a qualified educator gets of your centre — before they speak to you, before they visit, before they form any other opinion. Most childcare job ads in Victoria are indistinguishable from each other. "Passionate educator required. Must hold Certificate III or Diploma. WWCC essential." This ad could belong to any of the 3,000 approved childcare services in Victoria. It gives a candidate no reason to choose your centre over the one listed above it. Here's how to write differently. OPEN WITH YOUR STRONGEST OFFER, NOT YOUR REQUIREMENTS The standard job ad structure — Role Summary, Requirements, How to Apply — is backwards for a shortage market. Requirements come last. Your offer comes first. Structure your ad: What makes this role exceptional → What we offer → What the role involves → What we require → How to apply. Your opening should answer the question: why would a qualified educator who already has a job want to read further? BE SPECIFIC ABOUT MONEY In Victoria's childcare market, candidates filter by salary. An ad without a rate is invisible to many quality candidates who have learned that vague ads tend to mean below-market compensation. State: "Diploma Room Leader — approximately $33.90/hour effective rate (Children's Services Award Level 5 + 10% Worker Retention Payment)." This is transparent, accurate and immediately distinguishes you from every centre that hides its rates. DESCRIBE YOUR ACTUAL CULTURE, NOT AN ASPIRATION "We are a passionate team dedicated to providing quality care" applies to every childcare centre in Australia. It tells a candidate nothing. Instead: "We are a team of twelve, with an average tenure of three years. We celebrate small wins, support professional development with a $1,000 annual budget, and our director has an open-door policy. Our last NQF assessment rated us Exceeding in four of seven quality areas." That's a description of a real place. Candidates can see themselves in it — or quickly determine it's not for them, which saves everyone's time. BE HONEST ABOUT THE LOCATION AND LIFESTYLE If your centre is in Horsham, say so clearly and say it proudly. Don't bury the location. Candidates who are genuinely interested in Horsham are a better fit than candidates who realise too late that they're not willing to relocate. Include a brief, honest sentence about what Horsham offers: "Horsham is a vibrant regional city in the heart of the Wimmera — affordable housing, strong community and beautiful Grampians National Park on your doorstep." HOW VHIRE WRITES JOB ADS FOR VICTORIAN CENTRES Vhire writes role-specific job ads as part of our sourcing process. Our ads are written for each regional Victorian market. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

If your childcare recruitment strategy consists primarily of posting to Seek and waiting, you're one vacancy away from a ratio crisis. In Victoria's chronic educator shortage, passive advertising is an inadequate foundation for a sustainable staffing approach. Here's how to build a multi-channel recruitment strategy that gives your centre consistent access to qualified educators regardless of market conditions. LAYER 1: INTERNAL PIPELINE — YOUR MOST RELIABLE SOURCE The most reliable source of qualified educators is your existing team. Invest in your Certificate III educators' Diploma study. Promote talented educators before they feel they need to go elsewhere to advance. Maintain a genuine relationship with previous employees — some will want to return. A centre director who proactively develops internal talent can reduce how often they need to run a full external search. LAYER 2: GENUINE REFERRAL NETWORKS Your educators know other educators. A structured referral program — even a modest cash incentive of $500 for a referral that results in a six-month placement — activates your team's professional networks in a way no advertising can. Your local early childhood education TAFE is also a network. Building a relationship with TAFE coordinators in your region creates a pipeline of graduating students before they enter the active job market. LAYER 3: LINKEDIN ACTIVE SOURCING LinkedIn's educator community is active and searchable. Diploma and ECT-qualified educators within commuting or relocation distance can be identified, assessed for open-to-work signals and approached directly. This reaches passive candidates who aren't actively job-hunting but might respond to the right opportunity. LAYER 4: NATIONAL JOB BOARD ADVERTISING WITH RELOCATION MESSAGING When you use job boards, advertise nationally — not just locally. A regional Victorian centre advertising nationally with clear relocation messaging and specific WRP-inclusive pay rates will generate interstate applications that a local-only ad simply won't reach. LAYER 5: SPECIALIST RECRUITMENT PARTNERSHIP For roles that your internal and direct strategies can't fill, a specialist childcare recruitment partner with national and international reach — like Vhire — delivers access to a candidate pipeline that no individual centre can maintain independently. HOW VHIRE INTEGRATES INTO YOUR STRATEGY Vhire operates as Layer 5 — the specialist resource for vacancies your direct strategies can't fill. We complement, not replace, your internal and network approaches. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

No recruitment placement is risk-free. Even the most thoroughly screened candidate can leave within their first months due to personal circumstances, unforeseen life events or an unexpected mismatch that wasn't apparent through the recruitment process. Vhire's approach to placement risk is built on two principles: rigorous upfront screening that minimises the likelihood of an early departure, and a clear, fair guarantee process for when one occurs despite our best efforts. OUR POST-PLACEMENT CHECK-IN SYSTEM The most effective guarantee is one you rarely need to invoke. Vhire's post-placement check-ins at day 7, day 30 and day 90 are designed to identify early retention risks before they become departures. At day 7, day 30 and day 90, we speak with both the placed educator and the Centre Director separately. We ask the educator: how is the role matching your expectations? Are there any early concerns? We ask the centre director: how is the educator performing? Are there any early fit concerns? When there are early concerns — and sometimes there are — we facilitate a three-way conversation to address them while the employment relationship is still salvageable. The aim is to pick up early concerns while there's still time to address them. WHAT HAPPENS IF A PLACED EDUCATOR LEAVES WITHIN THE GUARANTEE PERIOD If an eligible placement ends within three months despite the post-placement check-in process, Vhire provides a replacement in line with its placement terms. Our replacement process follows the same sourcing, screening and presentation standards as the original placement. We prioritise your replacement as an urgent brief. OUR COMMITMENT TO HONEST MATCHING The most important thing we do to prevent a guarantee from being needed is honest candidate briefing before placement. We don't present candidates who have undisclosed reservations about the location, the role or the lifestyle. We don't rush a candidate through the process in a way that prevents them from making a fully informed decision. An educator who is genuinely excited about your centre and your community before they start is the most reliable guarantee against early departure. HOW VHIRE'S SCREENING HELPS PLACEMENTS LAST Vhire's seven-point checklist includes specific assessment of motivation — why the candidate is looking, what they need from their next employer, what their support network in the region looks like and what their genuine commitment to the location is. These are the factors that predict whether a candidate stays — and they're what most recruitment processes skip entirely. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers to discuss your next Victorian childcare vacancy.