How is the recruitment landscape changing in the ECEC sector in 2025? 

With the first month of 2025 nearly behind us, early childhood education and care (ECEC) sector leaders are looking to the year ahead, understanding the complex mix of shifting workforce needs and expectations, the demands of parents, and regulatory changes. 

Recruiting in ECEC is becoming increasingly complex, and is continually being reshaped by technological advancements, economic factors, and a heightened focus on quality care and education. 

Four key trends are likely to shape the ECEC recruitment environment in 2025, all of which are discussed below: 

• The presence of AI and technology in the recruitment process

ECEC organisations are increasingly using AI-assisted tools for hiring decisions—a trend which is expected to increase throughout 2025.

Such tools have become an integral part of securing the best talent, with a range of time saving options such as virtual interviews, AI screening of resumes, and online advertising. 

As these trends continue, it is imperative for leaders to ensure that the use of such tools remains inclusive and fair, avoiding unconscious biases that can arise from algorithmic decisions.

• Looking for educators with a little bit more

There is a growing demand for educators with specialised skills, such as speaking languages other than English, having a specialisation in working with children with additional needs, holding certifications in Playwork or Nature Play, or having completed professional development in line with their interests. 

In a market where parents have a number of options for care, providers are increasingly seeking standout staff, prioritising the hiring of candidates who bring niche expertise to their roles.

Having culturally competent staff can also support services to attract and retain families for whom an alignment of cultural background and values is a priority. Highlighting inclusivity and cultural awareness in job advertisements and offering training to help staff navigate diverse settings with confidence can assist providers to become employers of choice in this space. 

Strategic planning can see these organisations retain existing staff, upskilling them to bridge gaps internally while also fostering their career development and growth. 

• A flexible approach 

Employees are increasingly seeking a better work/life balance. While flexibility can be challenging to achieve with rostered roles where educators are working directly with children, adjacent roles such as support office functions, training coordinators, or those delivering professional development, are increasingly shifting to remote or hybrid working models. 

Where employers are able to offer a more flexible role, this should be highlighted in job advertisements to attract talent for whom this is a priority. 

• Value adding 

With ECEC professionals suffering from increasing levels of burnout, employers are paying greater attention to mental health and wellness initiatives in order to remain competitive. 

Counselling services or employee assistance programs, the provision for mental health days, and other supported services such as discounted gym memberships are perks which are becoming increasingly sought after. 

Other benefits sitting in this space include subsidised care for employees’ children, generous professional development budgets, or employer sponsored visa offerings for hard to staff roles or locations. 

In 2025, employers will need to be both innovative and adaptably to attract and retain the top talent in the ECEC sector, demonstrating to their current and future employees that professional growth, wellbeing and diversity are priorities.