Childcare is a critical component of the Irish economy. Accessible and affordable childcare is key to enabling parents to participate fully in the workforce, which is vital for economic growth and productivity.
In this article, we offer valuable data insights to inform and shape recruitment strategies for Childcare staff in Ireland, including information on the most in-demand jobs and the latest application activity.
Industry Insights
Childcare Services Ireland, the Ibec trade association representing childcare providers across the country, estimates that the Irish childcare sector looks after more than 200,000 children in 4,600 childcare services and employs almost 31,000 childcare professionals.
With the country at close to full employment, the demand for experienced childcare workers has never been higher. Initiatives to recruit and retain childcare staff have become more prominent. A new pay agreement will see wages increase for thousands of early learning and childcare workers, with the Minister for Children, Roderic O’Gorman, saying he is committed to supporting further improvements in pay and conditions within the sector.
In this tight recruitment environment, employers with knowledge of the most sought-after roles can create achievable hiring timelines and develop competitive employment offerings to attract and retain top talent.
Hiring Activity
The ESRI’s upbeat assessment of the Irish economy forecasts a positive trajectory for 2024, with a robust labour market, declining inflation, and continued low unemployment rates.
Hiring activity for childcare opportunities has been brisk in the first three months of 2024, with job applications up 20% compared to the same period of the previous year and applications per vacancy increasing by 10%.
The Job Vacancy Rate is an important economic indicator, providing insights into the dynamics of the labour market. It allows various stakeholders, from government and policymakers to businesses ad jobseekers, to make better-informed decisions.
Falling back from high vacancy rates during the post-pandemic hiring surge, the current vacancy rate is 1.1%, a rate last recorded in late 2019 and suggests a return to a more balanced and settled labour market.
The success of any organisation is dependent on the quality of talent it attracts and recruits. Therefore, it is essential to carefully consider the strategies and tactics employed when trying to attract and recruit top talent.
Here are five considerations for recruiters in the childcare industry:
Talent Attraction and Recruitment Considerations
Candidate Experience: A successful hiring process in the childcare industry requires providing a positive experience to candidates, from the initial job posting until the final job offer. Given the specialised nature of childcare, it is crucial to convey a strong commitment to professional development and emotional support for both staff and children.
Employer Brand: Effective employer branding is about defining and effectively communicating the qualities that will make your company the first choice for the talent you want to attract. Once you have identified your employment offerings, leverage these channels to tell a compelling narrative about why a candidate should choose to work with you rather than a competitor. Showcase your nurturing and developmental work culture, highlight professional opportunities, and emphasise your commitment to the well-being and growth of both children and staff.
Training & Development: Childcare and Early Years organisations must emphasise the potential career opportunities available for jobseekers and provide a wide range of career paths within their business. By investing in continuous development, employers can attract dedicated and passionate candidates who value opportunities for career advancement and are committed to providing exceptional childcare.
Competitive Benefits: Offering comprehensive benefits such as health insurance, paid leave, retirement plans, and childcare discounts, not only improves the overall well-being and job satisfaction of employees but also makes the organisation more attractive to potential candidates. This approach helps attract and retain skilled and dedicated childcare professionals who are essential for providing high-quality care and education for children.
Employee Retention: High retention rates reflect a positive work environment where staff feels valued and engaged, encouraging them to speak highly of the organisation and attract new talent. In the childcare industry, this begins with supportive management that leads transparently and listens actively to feedback. By ensuring a nurturing and stable workplace, employers can enhance their reputation and improve their talent attraction and recruitment efforts.
