How to Hire a Nursery Manager
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Nursery Manager Job Description
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Our childcare facility is seeking a Nursing Manager to oversee the day-care provided to our customer’s children. In this role, you will ensure high standards of care and learning and arrange the daily children’s activities. Your duties include the overall management of the nursery, developing relationships with parents, managing the staffing team, and ensuring health and safety. The ideal candidate will have previous leadership experience, a Level 3 Children and Young Peoples Workforce qualification, and Paediatric First Aid.
Nursery Manager Duties and Responsibilities
- Manage the nursery’s staff
- Ensure high standards of care
- Plan children’s daily activities
- Delegate tasks to the nursery team
- Build relationships with parents and carers
- Ensure staff follow nursery policies
Nursery Manager Skills and Requirements
- Previous leadership experience
- Level 3 Children and Young Peoples Workforce qualification
- Paediatric First Aid
- Knowledge of the Early Years Foundation Stage
- Two years of recent pre-school experience
- Excellent health and safety knowledge
Personalising Your Nursery Manager Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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