Hiya, there is this thread posted by
Bec302 and
turn over rates and Recruitment policies thread
Reviewing the effectiveness could mean looking at what your Recruitment policy contains and how well you think it helps with staffing. This page on UCl.ac.uk is excellent for reference in drawing up a new policy or seeing why things are included:
HR recruitment and selection policy
Other areas to look at - Stress levels, compliance requirements and pressure from employers/ees, Departments, parents, staff & management - wage levels, administration times, working conditions.
Specific initiatives and arrangements within the industry/sector could iclude local campaigns that help raise awareness of the employment opportunities and openings in the area, letting people know what the job involves and asking if they would be interested in taking any of the positions .. I guess there might be ideas around involving pay & one off / gift enticement / opportunities, but that would possibly mean hunting them down, seeing where they are and looking at the reasons why ..
Job share, part time arrangements - own Children's care arrangements & School leavers .. volunteers that later become employees, work experience week for Yr10 students is an excellent door for some to see what goes on and a further lead on for later might be looking at what local LEA or EYs dept run as contact schemes for interested parties - what contact links do they have with you to pass on updates & information about the employment & retention work being done for Early years - this page from
Borough of Poole is nice
Working culture, attitudes and practices .. the news can be good for publiscising current happenings and feelings to Childcare and can be good for analyzing based on your own & then others ideas ..
I'm not sure how much or how deeply this Knowledge evidence needs to go so please let us know how things go ..
xx