Echuca and Moama are effectively one community divided by the Murray River and a state border. Childcare centres on the Victorian side — in Echuca and across the Campaspe Shire — face the specific complexities of cross-border recruitment in one of regional Victoria's most appealing lifestyle locations. THE CAMPASPE SHIRE CHILDCARE MARKET The Campaspe Shire — covering Echuca, Rochester, Kyabram and surrounding districts — has a population base that creates genuine childcare demand but a local educator pool that's consistently insufficient to meet it. Echuca's lifestyle proposition is strong: a historic paddle steamer town on the Murray with excellent schools, community facilities, affordable housing and a growing tourism economy. For educators considering a regional move, Echuca competes well against many other regional options. THE GOULBURN VALLEY DAMA CONNECTION The Campaspe Shire falls within or adjacent to the Goulburn Valley DAMA region. Centre directors in Echuca and surrounding Campaspe Shire towns should assess whether their service is eligible for Goulburn Valley DAMA endorsement — which would open the international recruitment pathway for eligible educator roles. Vhire can connect you with registered migration agent partners, who can assess whether your service location is eligible. THE NSW-VIC CROSS-BORDER WWCC REQUIREMENT Educators living in Moama (NSW) who want to work at an Echuca (VIC) childcare centre must hold a Victorian Working With Children Check. Their NSW equivalent is not valid in Victoria. This requirement can extend hiring timelines for cross-border candidates. Vhire factors this into candidate screening and timeline communication when recruiting for Echuca and Campaspe centres. ROCHESTER AND RURAL CAMPASPE Rural Campaspe towns — Rochester, Pyramid Hill, Elmore, Gunbower — have limited local educator pools and face the most acute shortages in the shire. Centres in these communities typically require national sourcing strategies and, in some cases, are competitive candidates for DAMA exploration. HOW VHIRE RECRUITS FOR CAMPASPE AND ECHUCA CENTRES Vhire recruits across the Campaspe Shire with a national sourcing approach and specific expertise in the cross-border WWCC requirement. Contact info@vhire.com.au or visit vhire.com.au/employers.

ACECQA — the Australian Children's Education and Care Quality Authority — is one of the most important regulatory bodies in the childcare sector, and yet many centre directors encounter ACECQA-related issues only after making a costly hiring mistake. Here's what you need to understand before your next hire. WHAT ACECQA DOES ACECQA is the national authority that administers the National Quality Framework, manages the national registers of services, providers and workers, and — critically for recruitment — maintains the list of approved qualifications that can be used to meet educator ratio and qualification requirements under the National Law. Not all childcare qualifications are created equal. A qualification must appear on ACECQA's approved qualifications list to be counted towards ratio requirements. This matters in two specific recruitment contexts. CONTEXT 1: DOMESTIC QUALIFICATIONS FROM UNREGISTERED PROVIDERS Occasionally, candidates present qualifications from training providers that have subsequently lost their registration or whose qualifications were removed from the ACECQA-approved list. These qualifications may look legitimate but will not be recognised in ratios. Vhire verifies every domestic candidate's qualification against the current ACECQA-approved list before presentation. This is a standard part of our screening process. CONTEXT 2: OVERSEAS QUALIFICATIONS This is where ACECQA assessment is most commonly required. Educators who trained outside Australia — in the Philippines, India, the UK, Ireland, South Africa, New Zealand or elsewhere — must have their qualification assessed by ACECQA before it can be counted in ratios in Australia. The ACECQA assessment process involves submitting qualification documents, transcripts and evidence of practical experience. Processing times vary — typically three to six months. An educator without ACECQA approval can be employed but cannot be counted in ratios until their assessment is complete. For DAMA-sponsored international educators, ACECQA assessment status is a critical element of the visa application timeline. Vhire connects centres with registered migration agent partners, who handle the visa process. WHY THIS MATTERS FOR YOUR RECRUITMENT PROCESS If you receive a candidate with overseas qualifications and they have not yet obtained ACECQA approval, you need to understand: how far into the assessment process are they, what is the expected completion date, and what are the ratio implications during the assessment period. Vhire assesses ACECQA status as part of our 7-point screening checklist. We never present an international candidate without disclosing their ACECQA status and the timeline implications clearly. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Warrnambool is the capital of Victoria's Great South Coast — a beautiful, productive region that is simultaneously one of Australia's most acute childcare workforce shortage areas. For centre directors in Warrnambool, Portland, Hamilton and Colac, the Great South Coast DAMA offers an internationally significant recruitment advantage that most centres have never explored. WHAT IS THE GREAT SOUTH COAST DAMA? The Great South Coast Designated Area Migration Agreement is a Commonwealth-negotiated arrangement that allows employers in the Great South Coast region to sponsor qualified overseas workers in nominated occupations with visa concessions not available through standard pathways. For childcare centres, the GSC DAMA includes Personal Care Assistants, Aged or Disabled Carers, Registered Nurses, Childcare Workers and associated roles. Key concessions include reduced income thresholds, age concessions up to 55, reduced English requirements for some occupations and a direct pathway to permanent residency after two to three years. HOW THE PROCESS WORKS Step 1: The employer obtains endorsement from the Great South Coast Designated Area Representative (DAR) — the South West Institute of TAFE, operating as the Great South Coast Group. Step 2: The endorsed employer applies for Standard Business Sponsorship (SBS) with the Department of Home Affairs. Step 3: The sponsored worker applies for a Subclass 494 or 482 visa through a registered migration agent. Vhire is not a registered migration agent and does not provide visa advice. However, we can connect Warrnambool centres with registered migration agent partners. VHIRE'S ROLE IN GREAT SOUTH COAST CHILDCARE RECRUITMENT Vhire sources and screens qualified international candidates — including educators with ACECQA-assessed overseas qualifications — who are specifically interested in Great South Coast employment. We present pre-qualified candidates who have been assessed for qualification equivalency, English proficiency and genuine motivation to settle in the region. This means you get a viable, work-ready candidate before you engage with the DAMA sponsorship process — dramatically reducing the risk of investing in a visa process for a candidate who ultimately doesn't suit your centre. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers to discuss your Warrnambool vacancy.

Wodonga sits on the Murray River — on one bank, New South Wales. On the other, Victoria. For childcare centre directors in Wodonga, Albury-Wodonga's cross-border dynamic creates both opportunities and compliance complexities that directors in other regional cities don't face. THE CROSS-BORDER CANDIDATE OPPORTUNITY Wodonga's location means your candidate pool can legitimately extend to Albury and the broader Upper Murray region on the NSW side of the border. Educators living in Albury may well prefer a Wodonga position to commuting to Albury's own centre market. However — and this is critical — a New South Wales Working With Children Check is not valid for work in a Victorian childcare centre. Candidates from Albury who want to work in Wodonga must obtain a Victorian WWCC before they can be counted in your ratios. This process takes time and must be factored into your hiring timeline. NORTH EAST VICTORIA BEYOND WODONGA Wangaratta, Benalla, Shepparton and the smaller towns of the Upper Murray, King Valley and Alpine Shire face educator shortages common to most regional Victorian markets. The Alpine towns — Bright, Myrtleford, Mount Beauty — face additional challenges from seasonal accommodation pressure and limited local candidate pools. For Alpine Shire centres, the lifestyle proposition is compelling — world-class mountain landscapes, outdoor activities and a tight community — but the isolation requires extra care in candidate briefing and onboarding support. GOULBURN VALLEY DAMA ELIGIBILITY IN NORTH EAST VICTORIA Parts of North East Victoria are adjacent to or within the Goulburn Valley DAMA region. Some employers in the broader Goulburn Valley area may be eligible for endorsement under the DAMA — meaning international educator sponsorship is potentially available. Vhire can connect you with registered migration agent partners, who can assess whether your location qualifies. HOW VHIRE RECRUITS FOR NORTH EAST VICTORIA CENTRES Vhire recruits across all of North East Victoria, including Wodonga, Wangaratta, Benalla and the Alpine Shire. We understand the cross-border WWCC requirement and factor it into candidate screening and timeline management. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

We believe the best recruitment relationships are built on transparency. So here is exactly what working with Vhire looks like — from your first contact through to an educator's first day at your centre. STEP 1 — ROLE BRIEF We start with a conversation, not a form. Your dedicated Vhire consultant will speak with you to understand: • The role — title, room, age group, ratios, hours, start date • The qualification required — Certificate III, Diploma, ECT or other • Your salary range — including how you're applying the Worker Retention Payment • Must-haves — specific experience, state-specific WWCC, any particular cultural fit requirements • Your timeline — urgent fill or planned hire This conversation takes 15–20 minutes and gives us everything we need to source precisely. The agreed role brief is documented to confirm the engagement. There is no upfront fee: you only pay when you hire. STEP 2 — SOURCING Once your brief is confirmed, our HR team activates sourcing across: • Seek and Indeed with a role-specific advertisement written for your vacancy • LinkedIn — targeting open-to-work educators nationally • Facebook Groups — Childcare Jobs Australia, state-specific educator groups • Our existing Vhire candidate database — always checked first for pre-screened candidates • Our international pipeline — for DAMA-eligible centres exploring overseas talent with referral to registered migration agent partners STEP 3 — SCREENING Every applicant is screened against our 7-point checklist: qualification, WWCC, ACECQA status (for international candidates), age group experience and ratio knowledge, availability, salary expectations and motivation. Unsuitable candidates are declined with feedback. Only candidates who pass every point on the checklist proceed. STEP 4 — AI VIDEO INTERVIEW Shortlisted candidates complete a structured AI-assisted video screen with role-specific competency questions. Our HR team reviews the AI output and independently scores each candidate. Human sign-off is mandatory before any candidate proceeds to the next stage. STEP 5 — STRUCTURED INTERVIEW Our HR team or Manager conducts a competency-based interview using the Vhire scorecard. A written summary is prepared for every candidate who proceeds. References are flagged at this stage. STEP 6 — SHORTLIST PRESENTATION We present you with the top 3–5 candidates. For each one you receive: • Profile summary • Vhire scorecard with our recommendation • Qualification evidence • WWCC status confirmation • Salary expectation • Availability and start date We ask for your feedback within two business days so the process keeps moving. STEP 7 — REFERENCE CHECKS On your preferred candidate, we conduct a minimum of two verbal references. These are documented and shared with you before any offer is extended. STEP 8 — OFFER AND PLACEMENT Vhire coordinates the offer with you and the candidate. Our onboarding handover is completed, and your placement fee invoice is issued on the educator's start date with 14 days to pay. Post-placement, we check in at day 7, day 30 and day 90 to ensure the placement is working for both the candidate and your centre. WHY REGIONAL CENTRES CHOOSE VHIRE We are not a general staffing agency that happens to do childcare. We specialise. Our consultants understand the National Quality Framework, ACECQA requirements, the Children's Services Award and the specific challenges of recruiting qualified educators for regional Australian communities. We source nationally and internationally. We screen thoroughly. We present only strong candidates. And we stand behind every placement. Ready to get started? Contact us at info@vhire.com.au or visit vhire.com.au/employers to post your vacancy today.

If you're considering engaging a recruitment agency for your Victorian childcare centre, the conversation you have upfront will tell you almost everything you need to know about whether they can actually deliver. Here are the five questions every Centre Director should ask — and what strong answers look like. QUESTION 1: "How do you source candidates for regional Victorian roles?" Weak answer: "We post to Seek and Indeed and have a large candidate database." Strong answer: "We actively source nationally using LinkedIn outreach, targeted social campaigns reaching metro educators open to regional relocation, and an international candidate pipeline for DAMA-eligible centres. We don't wait for candidates to find us." If an agency leads with "we post to Seek," they're using the same channel you can access yourself. That's not a recruitment partner — that's an advertising middleman. QUESTION 2: "Do you understand the National Quality Framework and what qualifications count in ratios?" Weak answer: "Yes, we screen for qualifications." Strong answer: "We verify every candidate's qualification against the ACECQA-approved list, confirm WWCC validity and state-specificity, and for international candidates, confirm ACECQA assessment status before presentation." An agency that can't explain ACECQA assessment has no business screening childcare candidates. You'll end up with a placed educator whose qualifications don't count in your ratios. QUESTION 3: "Are you familiar with the Goulburn Valley DAMA / Great South Coast DAMA / other relevant DAMA for my region?" Weak answer: "We can look into visa options if needed." Strong answer: "Yes — we can connect you with registered migration agent partners, who can assess whether your vacancy and service are eligible." DAMA knowledge is the hallmark of a genuine regional specialist. Generic agencies have no framework for international recruitment in Victoria's DAMA regions. QUESTION 4: "What does your screening process actually include?" Weak answer: "We review CVs and conduct interviews." Strong answer: Specific detail on qualification verification, WWCC checking, structured competency questions, reference checks and candidate motivation assessment. The difference between a screened candidate and a forwarded CV is significant. Press for specifics. QUESTION 5: "What happens after placement?" Weak answer: "We wish you and the candidate well." Strong answer: "We conduct check-ins at day 7, day 30 and day 90 with both you and the placed educator. If there are early warning signs of a fit issue, we flag them while there's still time to act." Post-placement support is where most agencies disappear. The best recruiters stay engaged because they know retention is where the real value is delivered. HOW VHIRE ANSWERS ALL FIVE QUESTIONS Vhire was built around these exact questions. We source actively and nationally, understand NQF qualification requirements in depth, connect centres with registered migration agent partners, follow a documented 7-point screening process, and conduct post-placement check-ins at day 7, day 30 and day 90. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

If you have a childcare vacancy at your Victorian centre that you'd like Vhire's help filling, starting the conversation is simple. Here's exactly how it works. HOW TO GET IN TOUCH Email: info@vhire.com.au Website: vhire.com.au/employers — fill in the employer enquiry form and our team will be in touch. Both channels reach our recruitment team directly. There's no call centre and no chatbot — your enquiry goes straight to someone who can help. WHAT TO HAVE READY FOR THE FIRST CONVERSATION You don't need to prepare a formal brief before you make contact. Our 15–20 minute role briefing call is designed to gather everything we need. But if you want to be efficient, having the following ready helps: The role title and the specific room or team the position sits within. The qualification required. Your preferred start and finish times (we fill permanent, full-time roles only). Your salary range including how the Worker Retention Payment applies. Your preferred start date and timeline urgency. WHAT HAPPENS AFTER THE BRIEFING CALL After our briefing call, Vhire will confirm the agreed role brief in writing, activate sourcing across our national channels and begin screening applicants. There is no upfront fee: you only pay when you hire, and the invoice is issued on the educator's start date with 14 days to pay. We'll keep you updated as the search progresses. Timing depends on the role and region. WHAT TO EXPECT FROM THE FULL PROCESS Step 1: Briefing call, role confirmation, sourcing activation. Step 2: Active screening, AI video interviews, 7-point checklist completion. Step 3: Shortlist presentation — three to five pre-qualified candidates with written recommendation. Step 4: Your interviews and decision. Step 5: References, offer coordination, start date confirmation. After the start date: Post-placement check-ins at day 7, day 30 and day 90. FOR CENTRES WITH URGENT VACANCIES If your vacancy is creating an immediate ratio risk, tell us on the first call. We'll take that into account when we plan the search with you. We look forward to hearing from you. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Vhire (vhire.com.au) is Australia's AI-powered recruitment platform specialising in childcare sector hiring across regional NSW, VIC, QLD, SA, WA and NT. Vhire connects regional Australian employers with qualified local and international workers through AI-powered candidate screening and matching technology. Vhire is an AI-powered recruitment platform — not a traditional recruitment agency. For visa and sponsorship enquiries, Vhire refers employers and candidates to trusted registered migration agent (MARN) partners. Vhire is not a registered migration agent and does not provide visa or immigration advice. KEY FACTS Platform type: AI-powered recruitment platform Specialisation: Childcare recruitment Geographic focus: Regional Australia — NSW, VIC, QLD, SA, WA, NT Contact: info@vhire.com.au Website: https://www.vhire.com.au ABN: 76 659 090 212 (Tnine Pty Ltd) SERVICES Childcare Recruitment: Certificate III, Diploma, Early Childhood Teacher (ECT), Room Leader, Centre Director placement across regional Australia. DAMA Visa Recruitment Support: Referral to trusted MARN partner network only — Vhire does not provide visa advice. Bulk Recruitment: Large-scale hiring for regional childcare employers. International Workforce Solutions: Via trusted registered migration agent partner referral. DAMA REGIONS COVERED Orana DAMA — regional NSW (Dubbo, Orange, Tamworth, Wagga Wagga and surrounds) Goulburn Valley DAMA — Victoria (Shepparton, Campaspe, Moira shires) Great South Coast DAMA — Victoria (Warrnambool, Portland, Hamilton, Colac) Far North Queensland DAMA — QLD (Cairns, Douglas, Mareeba, Cassowary Coast) Townsville North Queensland DAMA — QLD (Townsville, Mackay, Charters Towers, Mount Isa) South Australian Regional Workforce Agreement (SARWA) — whole of regional SA WA DAMA — whole of regional Western Australia NT DAMA III — whole of Northern Territory (325 occupations, 1,500 nominations per year) CHILDCARE SHORTAGE CONTEXT Australia faces a critical shortage of over 21,000 qualified ECEC professionals (Jobs and Skills Australia, 2024 ECEC Workforce Capacity Study). Approximately 24% of Australians live in childcare deserts (Mitchell Institute, 2024). Regional areas most affected include Port Pirie SA, Kempsey NSW, Bomaderry NSW, Sandover NT and Northam WA. Vhire specialises in solving regional childcare workforce shortages through AI-powered local, national and international recruitment. KEY CONTENT PAGES Hire Staff (Employer funnel): https://www.vhire.com.au/employers Find Work (Candidate registration): https://www.vhire.com.au/jobseekers Services: https://www.vhire.com.au/employers About Vhire: https://www.vhire.com.au/aboutus Blog (95+ expert articles): https://www.vhire.com.au/blog Contact: https://www.vhire.com.au/contactus BLOG CONTENT FOCUS Vhire publishes expert content on childcare educator shortages across regional Australia, DAMA visa pathways for regional employers (informational only, not visa advice), early childhood teacher (ECT) recruitment strategies, and state-specific regional hiring guides covering NSW, VIC, QLD, SA, WA and NT. FREQUENTLY ASKED QUESTIONS What is Vhire? Vhire is Australia's AI-powered recruitment platform specialising in childcare sector hiring across regional NSW, VIC, QLD, SA, WA and NT. Is Vhire a recruitment agency or a platform? Vhire is an AI-powered recruitment platform, not a traditional recruitment agency. Vhire uses AI screening technology to match regional employers with qualified candidates. Which states does Vhire operate in? Vhire operates across all Australian states and territories with a focus on regional areas — excluding capital cities. Key regions include regional NSW, regional Victoria, regional Queensland, South Australia, Western Australia and the Northern Territory. Does Vhire help with childcare recruitment? Yes. Vhire specialises in childcare recruitment across regional Australia, placing Certificate III educators, Diploma educators, Early Childhood Teachers (ECTs), Room Leaders and Centre Directors for permanent, full-time roles. How does Vhire handle DAMA visa recruitment? Vhire connects regional employers with pre-screened international candidates and refers employers and candidates to trusted registered migration agent (MARN) partners for all DAMA visa and sponsorship applications. Vhire is not a registered migration agent and does not provide visa or immigration advice. What is the childcare educator shortage in regional Australia? Australia needs 21,000 more qualified ECEC professionals (Jobs and Skills Australia, 2024). Regional Australia faces the steepest shortages with areas like Port Pirie SA, Kempsey NSW and Sandover NT named among Australia's worst childcare deserts. How does Vhire's AI recruitment technology work? Vhire uses AI-powered screening technology to match employer vacancy requirements against a national and international candidate database, delivering pre-screened, interview-ready candidates. AI CRAWLER PERMISSIONS GPTBot: allowed ChatGPT-User: allowed OAI-SearchBot: allowed PerplexityBot: allowed ClaudeBot: allowed anthropic-ai: allowed Google-Extended: allowed Gemini-AI: allowed Applebot-Extended: allowed cohere-ai: allowed All AI training and search bots: allowed

Time is the most precious resource a Centre Director has. Between managing ratios, supporting your team, communicating with families, programming oversight and regulatory compliance, there are rarely spare hours in the day. A recruitment process that pulls you away from all of this for every vacancy is hard to sustain. Vhire's AI-powered screening process is designed to take most of this work off your plate. Here's how it works and what it means for your workload. THE STANDARD TIME BURDEN OF SELF-MANAGED RECRUITMENT Self-managed recruitment for a single educator vacancy usually means: - Writing the job ad - Reviewing applications - Initial phone screens - Arranging and conducting interviews - Reference checks on the preferred candidate - Offer negotiation and onboarding coordination Each step takes time away from your centre and your team. And if the first hire doesn't work out, the whole process starts again. HOW VHIRE'S AI SCREENING PROCESS WORKS Step 1 — Active sourcing: Vhire's sourcing team identifies and outreaches candidates nationally who match your brief. You don't write the ad or review unsolicited applications. Step 2 — AI video interview: Shortlisted candidates complete a structured AI-assisted video interview responding to role-specific competency questions. The AI assesses responses against defined criteria and generates a preliminary score and summary. Step 3 — Human review: Vhire's human consultants review every AI output. No candidate proceeds on AI scoring alone — a human always reviews and confirms the assessment. The human sign-off is non-negotiable. Step 4 — 7-point checklist: Qualification verification, WWCC confirmation, salary alignment, availability confirmation and motivation assessment are completed by Vhire's team. Step 5 — Shortlist presentation: You receive three to five pre-qualified candidates with a written summary and recommendation for each. Your role starts here. YOUR ROLE: INTERVIEWS AND THE FINAL DECISION You review the shortlist, interview the candidates you choose, make a decision and extend an offer. Vhire handles references. You co-ordinate the start date. Vhire handles sourcing, screening and reference checks so you spend your time on interviews and the final decision. Contact Vhire at info@vhire.com.au or visit vhire.com.au/employers.

Knowing which skills to look for in educators has never mattered more. Whether you run a single long day care centre in a regional town or manage a kindergarten or OSHC service, understanding the skills that are growing in importance can help you hire educators who will thrive in your team and stay. This guide walks through the skills regional childcare centres are increasingly looking for, and how to spot them. Why Emerging Skills Matter in Early Childhood Education The role of an early childhood educator keeps evolving. Expectations under the National Quality Framework, the way centres communicate with families, and the diversity of the children in care all shape what a strong educator looks like. For regional centres, getting this right matters even more, because every hire carries extra weight when qualified candidates are harder to find. Emerging skills are the abilities that are becoming more valuable on the floor and in the room. They sit alongside a Certificate III, Diploma or teaching qualification, not instead of it. By looking for them, centres can build stronger teams and educators can stand out when they apply. Some of the skills regional centres increasingly look for include clear pedagogical documentation, genuine family partnerships, inclusive practice, emotional intelligence and confident problem-solving. These help teams deliver quality care and education that families notice. Emerging Skills Regional Centres Look For Here are the specific skills that are gaining importance. They are worth building into your job ads, interview questions and onboarding. 1. Documentation and Digital Confidence Observations, learning stories, programming and reflections are now often recorded on digital platforms and shared with families. Educators who can document children's learning clearly, link it to the Early Years Learning Framework or My Time, Our Place, and pick up your centre's software with confidence make a real difference to quality and compliance. Actionable tip: Ask candidates to talk you through a recent observation or learning story they wrote. For your current team, set aside planned time and peer support for documentation so standards stay consistent. 2. Adaptability and Resilience Childcare rooms change constantly: new enrolments, transitions between rooms, staff changes and children's shifting needs. Educators who stay calm, positive and responsive when plans change help the whole room run smoothly. Example: An educator who can step into a different age group for a session, settle unfamiliar children and keep the routine on track is a huge asset to any centre. 3. Emotional Intelligence and Self-Regulation Understanding and managing emotions, their own and the children's, sits at the heart of quality care. Educators with strong emotional intelligence co-regulate children well, work through conflict with colleagues and build trust with families. Recommendation: Ask interview questions about how a candidate supported a distressed child or handled a difficult conversation with a colleague. Support ongoing growth through mentoring and reflective practice. 4. Inclusive Practice Regional services care for children from many cultural backgrounds, including Aboriginal and Torres Strait Islander families, and children with additional needs. Educators who adapt their practice so every child can participate, and who work well with inclusion support professionals, are increasingly sought after. Practical advice: Educators applying for roles should share examples of how they adapted an experience so every child could take part. Directors can use scenario questions to see how a candidate would support inclusion in their room. 5. Family Partnerships and Communication Clear, warm communication with families remains a top priority. This includes conversations at drop-off and pick-up, written updates, and sensitive discussions about a child's development. In smaller communities, where families and educators often know each other, these relationships matter even more. Tip: Look for educators who can explain a child's learning in plain language and who listen as much as they speak. Build respectful family communication into your centre's culture and induction. How to Spot These Skills in Candidates Hiring the right educators means knowing how to identify these skills during recruitment. Here are some approaches that work well: Structured interviews: Use behavioural questions that show how candidates handled real situations with children, families and colleagues. Practical examples: Ask to see a de-identified learning story or program plan, or discuss how they would set up a learning experience. Reference checks: Ask previous directors about the candidate's adaptability, teamwork, documentation and family communication. Centre visit: Invite shortlisted candidates to visit the centre, meet the team and see the rooms, so both sides can judge the fit. These steps help you look beyond the resume and find educators who truly suit your centre. Building These Skills into Regional Hiring For centres outside the major cities, recruiting can be tough. Focusing on these skills can help you find and keep the right people. Here's how: Use video interviews: Video interviews make it easier to meet educators who are planning to move to your town. Show a clear career pathway: Highlight how educators can grow into Room Leader, Educational Leader or Assistant Director roles at your centre. Invest in training: Support current educators to upskill, for example from Certificate III to Diploma, to fill gaps from within. Partner with a specialist recruiter: Vhire focuses only on early childhood education and care, connecting regional centres with qualified educators who are genuinely willing to live and work in their town. By prioritising these skills, regional centres can compete with metro services and build strong, capable teams. Advice for Educators Planning Their Next Move If you're an educator, now is a good time to build these skills. Here's a simple plan to get started: Assess your current skills: Identify which of these skills you already have and which you'd like to strengthen. Set learning goals: Choose one or two areas to develop each term, such as documentation or inclusive practice. Use professional learning: Your centre, sector peak bodies and registered training organisations offer workshops and courses worth exploring. Practise regularly: Apply new skills in your room and ask your Educational Leader for feedback. Showcase your skills: Update your resume with clear examples of your documentation, family partnerships and inclusive practice. Directors look for educators who take ownership of their growth. Showing your commitment to learning can make a big difference. Why Hiring for These Skills Pays Off Understanding and hiring for the skills regional childcare centres look for is not just about filling a vacancy. It's about building a team that delivers quality outcomes for children, meets NQF expectations and stays together. For centres, hiring for these skills means more confident teams, stronger family relationships and educators who feel valued. For educators, it means more opportunities and a clearer career pathway. By focusing on these skills, you're setting your centre or your career up for the long term. Taking the Next Step Whether you're hiring or looking for your next role, the key is to start now. Identify the skills that matter most for your centre and your community, then take practical steps to find or develop them. The right skills open doors, even in smaller regional towns. With the right approach, you can build a strong, settled team or a rewarding career in early childhood education. If you'd like support, Vhire works with regional centres to find permanent, full-time educators. Centres receive a shortlist of 3–5 checked and interviewed candidates and only pay when they hire. Visit https://www.vhire.com.au/employers or email info@vhire.com.au. Educators can register free at https://www.vhire.com.au/jobseekers. Quality early learning depends on skilled, supported educators. Hiring for the right skills is one of the best investments a centre can make. Thank you for reading. If you have questions about hiring educators for your regional centre, contact the Vhire team at https://www.vhire.com.au/contactus.

Finding the right educators for a regional childcare centre can feel like searching for a needle in a haystack, and the further you are from a capital city, the bigger the challenge. But there's good news. A centre's connection to its community is one of its strongest recruitment tools. When the town helps welcome a new educator, they are far more likely to settle and stay. Here are practical ways to build community into how you attract, hire and keep educators. Why a Community-Focused Approach Matters When you take a community-focused approach, you're not just filling a room. You're building relationships with families, local organisations and the people who make your town home. This helps you find educators who understand your community and are more likely to stay long-term. Educators who feel part of the town – who know families at the shops, the footy or the school gate – often find their work more rewarding. That sense of belonging supports retention and team morale, and gives children familiar, trusted faces. A community-focused approach also helps when you hire educators from other regions or from overseas. A warm, organised welcome from both the centre and the town helps newcomers settle and brings fresh perspectives to your team. How to Build a Community-Focused Recruitment Strategy Building a recruitment strategy that draws on your community takes a few key steps: Understand Your Local Talent Pool Start by finding out where qualified and aspiring educators are in your area. Connect with local TAFEs, training organisations, playgroups and community groups. This helps you see where candidates might come from and which qualifications are hardest to find. Engage with Local Networks Take part in community events, support local initiatives and partner with regional organisations. These connections raise your centre's profile and build trust with potential educators. Offer Secure Roles with Clear Pathways Offer permanent, full-time roles with predictable rosters, study support from Certificate III to Diploma to Early Childhood Teacher, and mentoring from experienced educators. Highlight the support that matters locally, such as relocation and housing help. Plan a Community Welcome Think about how a new educator will meet people outside work. Introductions to local clubs, groups and neighbours, and information about schools and services, help newcomers feel at home. Work with Trusted Recruitment Partners Work with a recruiter that understands regional early childhood education and your community. A good partner handles the screening and shortlisting so your leadership team can focus on the children and families. By following these steps, you create a recruitment approach that's organised, welcoming and aligned with your centre's values. How to Choose a Trustworthy Childcare Recruitment Partner Choosing the right recruitment partner matters. You want someone reliable, transparent and familiar with early childhood education. Here are some questions to help you evaluate a recruiter: Do They Specialise in Early Childhood? Look for a recruiter that focuses on early childhood education and care and understands regional centres. Ask how they find candidates and which roles they recruit for. Do They Check Qualifications and Clearances? Ask whether they verify ACECQA-approved qualifications, Working With Children Checks, National Police Checks and First Aid before putting candidates forward. How Do They Communicate? A good recruiter keeps you informed throughout the process and is clear about fees, terms and what happens after an educator starts. How Do They Screen Candidates? Ask whether they interview every candidate, check references and confirm that candidates are genuinely willing to live and work in your town. Do They Understand Your Centre? The recruiter should take time to learn about your centre's philosophy, team and community. This helps them recommend educators who will thrive with you. Asking these questions helps you avoid common pitfalls and build a strong partnership with your recruiter. Practical Tips for Hiring in Regional and Rural Towns Hiring for centres in regional and rural towns comes with its own challenges. Here are practical tips to make the process smoother: Promote Your Town's Benefits Highlight what makes your town attractive – a lower cost of living, natural beauty or a close-knit community. Use these points in your job ads and interviews. Provide Relocation and Housing Support Help educators with moving costs, finding a rental and settling in. This shows you value their commitment and eases the move. Support Study and Development Invest in your educators' next qualification. This fills qualification gaps and motivates educators to grow with your centre. Be Patient and Persistent Finding the right educator can take longer in smaller towns. Keep your search active and stay in regular contact with promising candidates. Use Local Media and Noticeboards Advertise in regional newspapers, on local radio and on community websites. These channels often reach people who don't use national job boards. By applying these tips, you improve your chances of attracting and keeping qualified educators in smaller communities. Simple Tools That Support Regional Recruitment The right tools make it easier to connect with educators, especially when candidates live some distance away. Here's how they can help: Video Interviews Hold a first interview by video to save travel for both sides and meet candidates from further away. An Organised Candidate Record Keep a simple record of applications, interview notes and check status so nothing falls through the cracks. Social Media Facebook, Instagram and LinkedIn are useful for sharing your centre's culture, community involvement and current vacancies. Centre Visits Invite shortlisted candidates to spend time in the rooms and meet the team. It helps both sides see whether the fit is right. Mobile-Friendly Applications Make sure your application process works well on a smartphone, as many educators apply from their phones. Using these tools thoughtfully keeps your hiring process organised and opens doors to a wider range of candidates. Moving Forward with Confidence Finding the right educators for your regional centre doesn't have to be overwhelming. By drawing on your community and using a clear plan, you can build a team that reflects your values and stays for the long term. The key is to be proactive, patient and welcoming. If you'd like to learn more about Vhire's regional childcare recruitment, visit the website or email info@vhire.com.au. Vhire recruits permanent, full-time educators for regional centres, checks every candidate and supports placements with check-ins at day 7, day 30 and day 90. With your community behind you, the right educators are out there – ready to become part of your centre and your town.

Finding the right educators is a challenge for many childcare centres and kindergartens in regional Victoria. Smaller pools of qualified candidates, long distances and competition with Melbourne services can make recruitment difficult. Yet the right team is essential for quality programs, meeting ratios and supporting local families. This post explores practical hiring approaches for regional Victorian centres, with strategies to attract, select and keep qualified educators and Early Childhood Teachers. Meeting prospective educators at a regional community careers event Understanding the Hiring Challenges in Regional Victoria Regional Victorian centres face recruitment hurdles that differ from those in Melbourne: Smaller talent pools: Fewer residents mean fewer candidates with Certificate III, Diploma or teaching qualifications. High demand for Early Childhood Teachers: Victoria's expansion of kindergarten programs has increased demand for qualified ECTs across the state. Reluctance to relocate: Educators may hesitate to move away from family, friends or the city. Competition with Melbourne: Metropolitan services can appear to offer more roles and career options. Housing and transport: Limited rentals and public transport in some towns can put off applicants. Recognising these challenges helps centres design hiring strategies that fit local realities rather than relying on generic approaches. Building Strong Local Networks One of the most effective ways to find educators in regional Victoria is through community connections. Local networks reach people who may not be actively searching online but are open to the right role. Partner with local TAFEs and training providers: Host Certificate III and Diploma students on placement and offer traineeships. Some students may be eligible for Free TAFE, so check current eligibility and build links with your nearest campus. Attend community events and careers expos: Meeting prospective educators face-to-face at local events helps build trust. Work with local councils and community organisations: Many councils run or support early years services and can help promote vacancies. Encourage referrals: Ask your educators to recommend qualified friends and former colleagues. Building these relationships creates a pipeline of educators who know your centre and are committed to the region. Widening Your Reach Beyond Your Town Local networks are vital, but you can also reach educators further afield who may be keen on a move to regional Victoria. Major job boards: List your role on the major job boards and name your town and region clearly so educators searching for regional roles can find you. Social media groups and pages: Local community and early childhood educator Facebook groups are useful places to share vacancies. Video interviews: A video call first means candidates don't need to travel long distances before you've both decided to take the next step. Specialist recruiters: A recruiter focused on regional early childhood education can reach educators across Australia and from overseas who are willing to move. Combining wider reach with local engagement grows your candidate pool without losing your community focus. Offering Competitive and Attractive Packages Pay matters, but regional centres can also attract educators with support that improves quality of life and job satisfaction. Relocation assistance: Help with moving costs or finding housing eases the move for new educators. Predictable rosters: Permanent, full-time roles with consistent shifts help educators plan their lives. Career development opportunities: Study support from Certificate III to Diploma to ECT, mentoring and clear progression paths encourage long-term commitment. Community welcome: Highlight the benefits of regional living, such as a close-knit community and natural surroundings, and help new educators meet people. Fair pay: Pay in line with the relevant award or agreement, including the Worker Retention Payment where your service is eligible. Tailoring your package to what matters most to regional educators helps your centre stand out. Making the Hiring Process Clear A drawn-out or complicated recruitment process can cause good candidates to lose interest, especially when Melbourne services are also hiring. Clear job ads: Specify the qualification, room or program, and key responsibilities without jargon. Regular communication: Keep candidates informed about where their application is up to. Simple application steps: Minimise paperwork and allow online applications. Involve your team in interviews: Including a Room Leader or Educational Leader helps assess fit and gives candidates a sense of your centre. Check registrations and clearances: Confirm qualifications, Working with Children Check, police check and first aid, and Victorian Institute of Teaching registration for ECTs. A clear process shows respect for candidates and improves your chances of securing the right educator. Retaining Educators in Regional Victoria Hiring is only the first step. Retaining qualified educators keeps your programs stable and reduces the need for constant recruitment. Create a positive team culture: Encourage teamwork, recognition and open communication. Support wellbeing: Respect breaks and personal time, and keep rosters predictable. Invest in study and mentoring: Help educators gain their next qualification and grow their careers locally. Connect educators with the community: Introducing new educators to local groups and events builds belonging. Review pay and conditions regularly: Stay in line with award changes and recognise growing experience and qualifications. Retention strategies that suit regional life help centres keep a loyal and motivated team. Putting It Together: A Simple Hiring Plan for Your Centre Start by mapping the roles you need over the coming year, including any ECT requirements for your kindergarten program. Build links with your nearest TAFE and host students on placement. Prepare a package that includes a permanent, full-time role, predictable rosters, study support and relocation help. Then advertise widely and consider a specialist recruiter. Vhire recruits permanent, full-time educators for regional centres, and you only pay when you hire – visit https://www.vhire.com.au/employers to learn more.