18 Years in Early Years: What We’ve Learned About Recruitment, Retention, and Hiring in 2026
Reaching 18 years in business is a milestone we’re incredibly proud of at JEM Childcare Solutions. Over nearly two decades, we’ve supported nurseries through changing regulations, evolving expectations, and an increasingly competitive recruitment landscape.
One thing is clear in 2026: hiring and keeping great early years professionals has never been more challenging—but there are ways to navigate it successfully.
Here’s what we’ve learned.
Why Nursery Recruitment Is Harder in 2026
The recruitment market has shifted dramatically in recent years, and early years settings are feeling the pressure more than most.
1. Candidate shortages
There are simply fewer qualified practitioners entering the sector. Combined with increased demand for childcare places, this has created a significant talent gap.
2. Rising expectations from candidates
Today’s candidates are looking beyond salary. Flexibility, wellbeing support, career progression, and workplace culture are now key decision-makers.
3. Increased competition
Nurseries aren’t just competing with each other—they’re competing with schools, other sectors, and alternative career paths offering better work-life balance or higher pay.
4. Burnout and sector fatigue
The long-term impact of high workloads and regulatory pressures has led many experienced practitioners to leave the sector altogether.
5. Faster hiring cycles
Strong candidates don’t stay on the market for long. Delayed decision-making often means losing out to more agile employers.
How to Reduce Staff Turnover
Retention is no longer a “nice to have”—it’s essential. Keeping your existing team engaged and supported is one of the most effective ways to stabilise your nursery.
Create a clear progression pathway
Staff are far more likely to stay when they can see a future. Whether it’s Room Leader, Third in Charge, or management roles, make progression visible and achievable.
Invest in ongoing training and development
Continuous professional development not only improves quality of care but also shows your team that you’re invested in their growth.
Prioritise wellbeing and work-life balance
Flexible working patterns, mental health support, and realistic workloads can make a significant difference in retention.
Strengthen leadership at all levels
Strong, supportive managers are one of the biggest factors in employee satisfaction. Invest in leadership training—not just for managers, but for emerging leaders too.
Recognise and reward your team
Regular recognition—whether formal or informal—goes a long way. Feeling valued is a key driver of long-term commitment.
Interview Questions That Actually Work
In a competitive market, interviews need to do more than tick boxes—they need to reveal attitude, values, and real-world capability.
Here are some of the most effective questions we recommend:
1. “Can you tell me about a time you supported a child with additional needs?”
This helps assess practical experience, empathy, and problem-solving.
2. “How do you handle a challenging conversation with a parent?”
A strong indicator of communication skills and professionalism.
3. “What does high-quality early years care look like to you?”
Gives insight into their understanding of standards and expectations.
4. “How do you support your team during busy or stressful periods?”
Particularly valuable for leadership roles—reveals emotional intelligence and teamwork.
5. “Why are you leaving your current role?”
This often uncovers motivations, values, and potential retention risks.
6. “What kind of nursery environment helps you do your best work?”
Helps you understand cultural fit—crucial for long-term success.
Looking Ahead
After 18 years in the industry, one thing hasn’t changed: great people are at the heart of every successful nursery.
While recruitment in 2026 presents real challenges, it also offers an opportunity to rethink how we attract, hire, and retain talent. By focusing on people—not just positions—nurseries can build stronger, more resilient teams for the future.
At JEM Childcare Solutions, we remain committed to supporting nurseries and candidates alike—helping to create the right match, every time.
Here’s to the next chapter.