Perhaps the most common issue that child care centers across the US are facing at the moment is finding the right staffing. How does one best find qualified, good-fit employees and keep them? 

This process becomes even more complicated at faith-based organizations, where finding like-minded workers with the proper qualifications can make the search even more difficult. The stakes are high to find the right staff: more than half of parents who choose faith-based care say they chose it for the center’s values and the people working there, meaning that the staff you hire play a huge role in why families pick your center. Across the board, staffing issues tend to arise primarily on account of wage – margins can be quite tight in child care, and finding a livable wage is increasingly difficult for prospective employees (according to ZipRecruiter, the average hourly rate of a Faith-based Preschool Teacher is $17.30). 

A quick note: faith-based employers have specific hiring rights under the basis of religion, but details may vary depending on role, center size, and other program qualities. Consult EEOC’s guidance and/or seek employment counsel before formalizing any criteria. 

Need help retaining your staff for the long haul? See how Playground can help streamline your operations, improve retention, and more.

Where to look for mission-aligned staff members

Beyond your typical online job boards, there are some specific resources that can be helpful in attracting individuals who see and connect with work as more than just a job, particularly within Christian programs. A few options worth your attention:

Christian Jobs

One of the larger Christian job search platforms, broader across industries but with a dedicated education category. You can filter by job title, company, and category, as well as location (city, state, ZIP). 

Christian Job Net

The site offers hand-selected listings, with direct links to teacher-specific postings. No quick filter option is available; all jobs are local to the US. 

Christian School Employment

Directly focused on education and child care programs, with fewer but highly-targeted postings. Good way to filter out the noise of generic job boards. 

The Association of Christian Schools International (ASCI)

If your program is an ACSI member, you have free ACSI job postings included in your membership. Each candidate on the platform has signed ACSI’s statement of faith, which narrows down your pool to a group of prospective hires that are already mission-aligned. 

Other job boards

While lacking a mission-aligned filter, these boards can be very effective with the proper messaging. See below for job post best practices. 

Job posting tips for Christian child care centers

When crafted thoughtfully, the right message can land on just about any job board (Christian-specific or not). Some things that make a difference: 

Mission-first messaging

To attract mission-aligned candidates, prioritize up-front emphasis on why the work matters over what the job offers. Required qualifications, while quite important, don’t have to be the main thing that draws the best candidates in; an alternative could be to highlight calling and purpose at the start of a job posting.

What faith looks like at your center 

Job postings at spiritual programs can be vague with what faith looks like in their respective environments. Including ways that employees tend to practice their faith at work can help to further filter candidates – for example, including details about chapel time, prayer, or Bible stories in the center’s curriculum can help to build a clearer picture for applicants and encourage the right people to apply.

Decide what you’re hiring for 

Not all roles require the same thing. While some centers may need an early learning head teacher who can confidently lead a classroom in prayer and worship, others may be looking for more generalized quality educators. Deciding on what you’re prioritizing in advance saves you time and effort later on in the hiring process. 

Be transparent about compensation

This advice applies to any child care job posting, but being as transparent as possible regarding compensation and benefits is especially important. While it’s true that candidates considering faith-based work may expect lower pay, they are often weighing whether or not the trade-off is worth it. Listing in your post a clear salary range along with non-pay benefits (e.g. retirement plans, paid time off, tuition reimbursement) removes most uncertainty from potential hires. 

Simplified operations through software like Playground can be a great way to entice qualified child care workers. Book a free demo today.

Interviewing for mission fit

In faith-based hiring, the interview process is perhaps the most crucial step in finding the best possible candidates for open positions. 

Behavioral questions over belief quizzes

The best interviews make sure candidates are assessed on how they’ve lived their values instead of being grilled on reciting perfect answers. Open-ended questions often invite a greater display of faith than the most targeted queries ever could.Try asking something like: 

“What drew you to a faith-based program specifically?” - invites interviewees to recount their personal experiences and relationship with religion. They’ll let you know directly where their priorities for the job lie. Alternatively, something like, “Tell me about a time you incorporated faith or your values into your work with children” warms them up to discussing both their faith and their experience in child care. 

Let them interview you, too

The best candidates for a job will ask specific questions about your program – these can be a key indicator of alignment. A candidate who is genuinely interested in your program, community, and mission sends a different message from a candidate focused on PTO and scheduling concerns. While neither is in the wrong here, the extra layer of expressed interest can be that extra push a child care director needs to make the hire. 

Retaining mission-aligned staff at a Christian child care program

In the grand majority of cases, what really causes mission-driven staff to leave their jobs isn’t the kids: it’s an overcomplicated administrative system and a lack of control over the operations that govern the success of the program as a whole. 

Compensation is the other half of the equation. As mentioned above, tight wages are a commonality across many of the country’s child care centers. Even where budgets are limited, offering employees real benefits can make your program stand out: paid time off, continued education/tuition reimbursement, and retirement plans signal to your team that you genuinely care about their welfare. For a deeper look into how to take advantage of these benefits, check out our guide on offering employee benefits. If you’re unsure on whether or not your tuition can support benefits for your employees, you can also check out our resources on tuition pricing. 

On the operational side of things, reducing burnout should be the top priority. Tracking billing, attendance, and communications can take up a significant amount of time and energy that could otherwise be spent on supporting children, family, and staff. The child care workforce gap isn’t going away any time soon, and maintaining the staff you already have is increasingly important. The less administrative friction, the better – you can book a free demo with Playground to learn more.