Adapting to a changing hiring landscape: A practical guide for ECEC professionals in 2026

The job search experience in 2026 is becoming more challenging across many sectors, and early childhood education and care (ECEC) is no exception. While workforce shortages persist, so too does increased selectivity in recruitment. For educators, teachers, support staff and leaders seeking new roles or re-entering the workforce, understanding these shifts and responding strategically is essential.

 

The Hays Salary Guide Australia & New Zealand FY 25/26 highlights several broader employment trends now being felt in the ECEC sector. These include more cautious hiring, the impact of automation, and a growing emphasis on demonstrable value from candidates.

 

Hays data and sector feedback show employers are:

 

• Hiring more selectively, often pausing recruitment until budgets or operational needs are clearer
• Using AI and digital screening tools to process applications, increasing the importance of clarity and relevance
• Investing in current teams, with many services prioritising internal leadership development
• Expecting candidates to demonstrate value early, not just meet baseline requirements

 

These conditions call for job seekers to take a more intentional, proactive approach.

 

While services are still hiring, applicants who rely solely on online portals or generic applications are more likely to be overlooked. Instead, consider these strategies:

 

1. Clarify your value proposition

 

Think about the specific problems you solve or strengths you bring. Examples include:

 

• Experience with inclusive practice
• Strength in family engagement
• Leadership or mentoring roles
• Knowledge of curriculum planning or NQF compliance

 

Articulate how you can contribute to a service’s goals, not just your own qualifications.

 

2. Personalise your applications

 

• Address cover letters to the centre or approved provider directly.
• Reference the service’s philosophy, website or recent projects.
• Avoid generalised résumés; tailor them for each application.

 

3. Follow up with purpose

 

• Send a short, respectful email within a week of applying.
• Reiterate your interest and what makes you a strong fit.
• Avoid repeated contact, but stay visible and professional.

 

4. Build human connections

 

• Reach out to past colleagues, mentors or centre leaders.
• Attend professional learning or networking events.
• Use sector associations or job boards tailored to early childhood.

 

5. Stay active and informed

 

Even if you’re not immediately successful:

 

• Keep your professional development current.
• Engage with sector news and webinars.
• Volunteer or do relief work to stay connected and build visibility.

 

Approved providers and centre managers are seeking team members who are:

 

• Aligned with service values and community focus
• Ready to work collaboratively and adapt to changing needs
• Able to engage meaningfully with children and families
• Familiar with current sector issues, regulations and practices

 

Confidence with digital tools (e.g. for programming, documentation or communication) is also increasingly valued.

 

This guide is not just information, it’s a starting point to help you move forward. Use the tools below to refine your approach:

 

• Hays Salary Guide Australia & New Zealand FY25/26 
• Be You Learning Modules
• Early Childhood QLD

 

The current hiring environment can feel uncertain, but it also presents an opportunity for ECEC professionals to position themselves clearly and confidently. Services are still hiring, but they are increasingly looking for applicants who understand their value, connect meaningfully and engage with intent.

 

The more you can articulate what you offer, align with service values, and maintain visibility in the sector, the stronger your chances of securing a fulfilling and sustainable role.

 

Remember: your experience, relationships and commitment to early learning are your strengths. Use them.