Crafting Effective Job Descriptions

Your job description isn’t just an announcement — it’s your first impression.

Child care workers today have options. And according to insights from thousands of workers we’ve engaged with at Tandem, the decision to apply comes down to much more than pay.
(Learn more in What Motivates Today's Child Care Workforce.)

Candidates are looking for:

• Flexibility in scheduling
• Recognition and respect
• Clarity about expectations and support

If your job post can clearly communicate how you meet these needs, you’re already ahead of the competition.

5 Essentials for Writing Strong Child Care Job Descriptions

Follow these strategies to create job posts that connect and convert:

1. Write Clear, Specific Titles

Generic titles like “Teacher Needed” get lost in the crowd.
Be specific and descriptive — not just about the role, but also about the age group, schedule, or environment.

✅ Toddler Lead Teacher – Full Time, Immediate Start
✅ Preschool Classroom Floater – Flexible Hours

Specific titles:

• Help candidates self-select faster
• Attract applicants who are actually interested and qualified

(Need help planning your staffing across different classrooms? See How to Determine Your Staffing Needs.)

2. Highlight Culture and Opportunity, Not Just Responsibilities

Since you likely can't "out-pay" every competitor, you have to out-culture them.

Use your job description to showcase what makes your center special:

• Flexible scheduling options
• Professional growth opportunities
• A supportive, respectful workplace
• Recognition and appreciation for staff contributions

For example, instead of just listing job duties, add a few lines like:

"At Little Sprouts Academy, we believe every teacher deserves a path for growth, a voice in decision-making, and a team that celebrates their successes."

This isn’t just good branding — it directly addresses what today’s child care workforce cares about.
As referenced in What Motivates Today’s Child Care Workforce:

• Flexibility is no longer a perk; it's an expectation.
• Recognition and respect meaningfully impact whether workers choose to stay.
• Clarity in responsibilities and onboarding builds early confidence and loyalty.

When you align your job description with these motivators, you make it much easier for the right candidates to picture themselves thriving in your center.

3. Keep It Easy to Read

Make your post easy for candidates to scan and absorb:

• Use bullet points for responsibilities and qualifications
• Break longer sections into clear, short paragraphs
• Stick to simple, approachable language

The easier you make it for candidates to see themselves in the role, the more likely they are to apply.

4. Set Clear, Supportive Expectations

Workers want to feel confident walking into a new environment.
That starts by setting expectations clearly — both about what they’ll do, and how you’ll support them.

Always include:

• Required certifications (like CDA, CPR/First Aid)
• Minimum experience or training preferences
• Description of onboarding or mentorship support if available

This builds confidence in your center from the very first interaction.

5. End With an Inviting Call to Action

Close your job post warmly and clearly.

Instead of dry endings like “Submit resume”, try:

• "Excited to make a difference every day? Apply today — we’d love to meet you!"
• "Join our nurturing community of educators — your career starts here."

The goal is to make candidates feel like they’re being welcomed, not just assessed.

Bonus Tip: Keep Job Postings Fresh

Even if you're not urgently hiring, refresh your listings every few weeks.
Job boards like Indeed and ZipRecruiter prioritize newer postings, and staying visible helps you continuously build your hiring pipeline.

(Explore how proactive recruiting sets you up for success in How to Determine Your Staffing Needs.)

🧸Crib Notes

Like Cliff Notes, but for child care:

• Differentiate with culture, not just pay. Show candidates why working with you feels different — and better.
• Craft specific, inviting job titles. Help candidates find roles that truly fit them.
• Showcase flexibility, respect, and clarity. Speak to the real motivators that drive today’s workforce.
• Organize your posting clearly. Use bullets and headings to make it skimmable.
• Keep your listings active. Hiring momentum builds over time — don’t wait for a crisis to start.

‍