Hiring Nursery Staff? Watch This FIRST

How to Interview Nursery Staff: What to Ask and What to Look For

Picture this: It’s 8 AM at my nursery, and I just got a call that the new hire I thought was perfect is running late again. Meanwhile, I’ve got a room full of toddlers finger-painting the walls. 😱 Ever been there? I have – and it taught me a huge lesson about interviewing. In fact, one bad hire nearly turned my hair as grey as our nursery pet rabbit. But hang tight – because today I’m going to save you from that pain. I’ll share exactly how to interview nursery staff – the questions to ask, the qualities to look for – so you can find your next superstar educator and avoid the duds. (And yes, I’ll spill the beans on that disastrous hire of mine in a minute, so keep watching!)

Hi, I’m [Your Name] from “How to Open a Nursery UK.” I started my first nursery in 2014 with no clue how to hire a team. Fast forward, I now run multiple successful nurseries and have interviewed hundreds of candidates. I’ve seen the good, the bad, and the “did-they-really-just-say-that?”. In this video, I’ll help you master nursery job interviews. We’ll cover:

• Which interview questions to ask (and why they matter)
• What qualities make a strong early years candidate (and how to spot them)
• How to structure the interview to get honest, insightful answers
• The green flags 🟢 that say “hire this one!” and the red flags 🔴 that send you running
• How to choose between great candidates when you’re spoiled for choice
• And stick around for my personal tips (and a few funny stories) from years of hiring. Plus, I’ve got a free Nursery Recruitment Pack and other resources for you at the end, so let’s dive in!

Key Interview Questions to Ask (and Why)

Alright, let’s talk about what to ask in the interview. You don’t want to wing it – a structured set of questions will keep things fair and ensure you cover all the important ar (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years) (Childcare Hiring: Tips for Hiring Quality Childcare Workers)11】. I always prepare a list in advance (and yes, I’ve got example questions in my Recruitment Pack, more on that later). Here are some must-ask questions and what they reveal about a candidate:

• “What do you enjoy about working with children?” – A classic opener, and for good reason. This gets candidates talking about their motivation and passion. Listen for genuine enthusiasm and insight into early childhood development, not just generic “I love kids” lines. You want to hear that they understand the importance of early years education and why it matters to t (10 Nursery Nurse Interview Questions [Updated 2025])51】. (If someone answers this with a long pause or, worse, “I don’t,” – well, at least you know right away!)
• “What is your understanding of the Early Years Foundation Stage (EYFS)?” – In the UK, EYFS is our bible for early education. A strong candidate should have a **secure knowledge of the EYFS framework and its principle (What Makes A Good Early Years Practitioner? | Twinkl | Blog)33】. They don’t need to recite it by heart, but they should know about the seven areas of learning and basic **safeguarding and welfare requirement (What Makes A Good Early Years Practitioner? | Twinkl | Blog)39】. This question checks if they’ve done their homework and take the role seriously. (If they give you a blank stare and ask “What’s EYFS?”, that’s a red flag unless they’re very new – and even then, they should at least have heard of it.)
• “Tell me about a time you dealt with a challenging behavior or tantrum.” – This is a scenario-based question to gauge their real-life experience and **problem-solving skill (Childcare Hiring: Tips for Hiring Quality Childcare Workers)65】. In early years, challenging behaviors are part of the job (hello, Terrible Twos!). A good candidate might describe how they stayed calm, used positive techniques, and reflected on what the child was communicating. You’re looking for patience and empathy in action, not “I told them no and they stopped.” Listen for specific strategies they used and what they learned – it shows their ability to handle the tough moments constructiv (How to Hire the Best Preschool Teachers)29】.
• “How do you approach working with children of different ages?” – Nurseries often have mixed age groups (babies, toddlers, preschoolers). You want someone who can adapt activities to different developmental stages. This question lets them showcase their understanding of age-appropriate pract (Childcare Hiring: Tips for Hiring Quality Childcare Workers)23】. Great candidates will give examples like, “With infants I focus on sensory play and lots of warmth, with preschoolers I incorporate early literacy through play,” etc. Adaptability is key. If they only have experience with one age group, see if they express willingness to learn about others.
• “What does ‘safeguarding’ mean to you, and what would you do if you had a concern about a child’s welfare?” – Absolutely crucial. Every early years practitioner must prioritize safeguarding. Their answer should mention protecting children from harm, following proper procedures, and reporting concerns according to pol (Nursery Interview Questions: What To Ask And What To Say – 2025 Guide)81】. If they fumble here or treat it lightly, that’s non-negotiable. We need people who understand that child safety is paramount. A strong candidate will talk about being vigilant, knowing the signs of abuse, and immediately reporting to the safeguarding lead. This not only shows knowledge, but integrity.
• “Can you give an example of an educational activity you’ve organized for 0-5 year olds?” – This reveals their **practical skills and creativit (10 Nursery Nurse Interview Questions [Updated 2025])16】. You’re looking for someone who can plan fun, age-appropriate learning experiences. Maybe they’ll describe a messy play art project that developed fine motor skills, or a simple science experiment with toddlers (“we made baking soda volcanos!”). A detailed answer here is a great sign – it shows they can translate theory into practice and engage children’s curiosity. Bonus points if they mention how the activity links to a learning goal or different ages (“I adapted it for the 1-year-olds by … and challenged the 4-year-olds by …”). That shows thoughtfulness and understanding of development.
• “How would you handle a parent who complains that their child got dirty at nursery (say, covered in paint)?” – Ah, the old messy clothes scenario. This question checks **communication and attitude towards parent (10 Nursery Nurse Interview Questions [Updated 2025])14】. The job isn’t just about kids; it’s also about working with families. A good candidate might say, “I would reassure the parent that we understand their concern, explain that we encourage messy play for learning, and that we do provide aprons but sometimes Picasso happens! I’d highlight the positives of what the child learned from the activity, and of course make sure we have spare clothes and good laundry practices.” Essentially, look for empathy and professionalism – they should neither dismiss the parent nor throw the child’s fun under the bus. If someone gets defensive or blames the child (“Well, they made the mess”) – not a great sign.
• “Do you have any childcare qualifications or first aid training?” – This one’s straightforward but important. Check their certifications (NVQ, CACHE, etc.) and **paediatric First Ai (10 Nursery Nurse Interview Questions [Updated 2025])15】. It’s partly a box-ticking exercise (for legal ratio requirements, etc.), but also see how they talk about learning. Do they mention ongoing training or plans to upskill? Someone who is keen on professional development is a big asset. In fact, asking “How do you stay up to date with new early years practices?” can prompt them to reveal if they read childcare blogs, attend workshops, or follow EYFS upda (10 Nursery Nurse Interview Questions [Updated 2025])12】. Early years is always evolving, so continuous learners are gold.
• “Why do you want to work at our nursery?” – Don’t forget this one! It tells you if they did any research or if they’re just carpet-bombing CVs everywhere. A great candidate will reference your nursery’s ethos or something specific (maybe they love your forest school approach or your reputation in the community). It shows initiative and genuine interest. Plus, it gives insight into what motivates them – maybe they value your focus on outdoor play or your staff development opportunities. If their answer is very generic or blank, they might not be that invested. Ideally, they demonstrate that they’re looking for the right fit, not just any job. Remember, interviews are two-way – the candidate should be assessing if your nursery is right for them (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)90】.

These are just examples – you’ll tailor questions to the role (for a Room Leader position, you’d ask about leadership and staff management, etc.). The key is to use open-ended questions that encourage a dialo (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)19】. Avoid ones that can be answered with a simple yes/no. Follow up on their answers to dig deeper. If they give a vague scenario, kindly ask, “Can you tell me more about what you did?” This often prompts more honesty and detail.

And here’s my secret weapon: ask at least one question that might not be expected. For instance, “In your ideal nursery job, what would your week look like?” I love this because it often catches people off-script and you get candid insight into what they va (How to get honest interview answers from job candidates – Karl Sakas)23】. One candidate told me, “In my ideal week I’d get to plan a big sensory play day and also have time for learning journals.” That showed me she was reflective and cared about both the fun and the paperwork bits of the job (rare!). Another candidate said, “Honestly, an ideal week is one with no tantrums!” – we chuckled, but it gave me a chance to probe how they do handle tantrums. Don’t be afraid to get a bit creative once you’ve covered the basics.

Qualities of a Strong Early Years Candidate

Okay, so what makes a great nursery practitioner? Degrees and CVs aside, let me tell you from experience: the best early years staff all share some essential qualities that you can spot during the interview.

First up, patience – and tons of it. Working with under-fives requires the patience of a saint (or at least a very calm Jedi). If a candidate seems easily flustered or rolls their eyes at the mention of toddler tantrums, that’s a worry. We need someone who can stay calm and consistent through a child’s 20th attempt to put their shoe on the wrong foot. Patience is so vital that it tops most lists of required tra (What Makes A Good Early Years Practitioner? | Twinkl | Blog)33】. Adaptability goes hand-in-hand with this – nursery days never go 100% according to plan. A great candidate can think on their feet. For example, if a rainstorm ruins outdoor playtime, they cheerfully whip up an indoor game instead of panicking. During the interview, listen for clues: do they mention adapting to children’s needs, or trying different approaches when something didn’t work? Flexibility is a green flag.

Enthusiasm and passion are next. Early years work is hard work – you don’t do it just for a paycheck. Strong candidates genuinely love helping children learn and grow. They light up when sharing a story of a child’s “aha” moment. They have a kind, caring nature that shines thro (What Makes A Good Early Years Practitioner? | Twinkl | Blog)33】. Notice their body language – do they smile and get animated talking about kids? That authentic excitement can’t be faked (at least not for a whole career!). Enthusiasm also means they’re eager to learn – maybe they mention attending a course or a new activity they tried after seeing an idea online. That shows personal drive.

Communication skills are huge. A great early years educator can get down to a child’s level and communicate in their language – whether through silly songs, hand gestures, or calming tones – but also switch to professional mode to talk with parents and colleagues. Pay attention to how the candidate communicates with you in the interview. Are they articulate and clear? Do they listen and respond thoughtfully, indicating good listening skills? Good communication is not just about talking, but listening – especially when dealing with parents’ concerns or working in a t (Childcare Hiring: Tips for Hiring Quality Childcare Workers)42】. If a candidate can’t communicate well in an interview (when they’re presumably trying their best), that might be an issue when communicating with a frustrated parent or a shy child.

Speaking of team – teamwork and a positive attitude are essential. Nurseries are busy, collaborative environments. No one can do this job solo; it truly takes a (nursery) village. I always look for signs that a candidate is a team player. Do they use “we” when describing past work (“we had a great system in my last room where we’d…”)? Do they give credit to colleagues or mention learning from others? That’s a great sign. I sometimes ask, “What challenges have you experienced working in a tea (10 Nursery Nurse Interview Questions [Updated 2025])08】 – their answer can reveal a lot. If they respectfully describe a conflict and how they resolved it, fantastic. If they say, “Oh, I ended up doing everything myself because others were useless,” 🚩 big red flag (also, why weren’t you able to work with them? Team blame isn’t cool).

Knowledge and curiosity about child development is another quality of top candidates. They should show interest in how children learn, not just babysitting. Maybe they mention milestones, or theorists like Piaget or Montessori methods they admire – that tells you they’re invested in the field. Certainly, they should know the basics of EYFS as we mentioned, and ideally have some insight into how to support each child (differentiation). A candidate who says, “I love how 3-year-olds start developing empathy, it’s so fascinating to watch,” clearly has that passion for child development. If someone only talks about “keeping kids under control” or is fixated on routine without the why, they might lack that deeper interest in early education. Curiosity and willingness to learn are more important than having memorized textbooks, in my view. An enthusiastic learner can be trained; a person with a stagnant mindset, not so much.

Let’s not forget creativity. Early years staff often have to become impromptu artists, singers, storytellers, and engineers of cardboard-box castles. A strong candidate will often share creative ideas unprompted (“I love using recycled materials to make musical instruments with the kids”). Creativity also shows up in problem-solving – coming up with a fun game to teach handwashing, for example. It’s one of those soft skills that can set someone a (8 Soft skills your nursery practitioners need and how to develop them – Blossom Educational)110】. You might catch glimpses of this if they describe activities they’ve done or how they’d celebrate a holiday in class. If their eyes sparkle talking about a craft project, you’ve got a creative soul there.

Perhaps the ultimate ingredients of a great early years educator are kindness and genuine care. This is harder to “interview” for, but you can sense it. Did the candidate truly care for the children in their examples? Do they talk about kids in a respectful, loving way? For instance, if they share a story like, “I had a key child who was very shy at first, and I felt so proud when after weeks of gentle encouragement she finally joined circle time,” – that shows heart. This job is all about nurturing. According to one education blog, the most important traits include patience, a caring nature, enthusiasm, adaptability, and creati (What Makes A Good Early Years Practitioner? | Twinkl | Blog)733】 – basically a big heart paired with a cool head. You want someone who treats each child as unique and precious, and who finds joy in their progress, however small.

Summary of a dream candidate? Picture a person who walks into your nursery with a warm smile, engages a child in a spontaneous game of peekaboo, confidently answers your scenario questions with common sense and compassion, and asks you questions about training opportunities because they’re excited to grow. They’re reliable and organized (they arrived on time with an extra copy of their CV), approachable (you can imagine parents trusting them), and maybe a bit cheeky themselves (because a good sense of humor is a lifesaver when finger paint hits the fan!). That’s who we’re aiming to fin (Childcare Hiring: Tips for Hiring Quality Childcare Workers)age】 An enthusiastic, caring early years practitioner engaging with a child. Look for genuine warmth and patience – key qualities of a great candi (What Makes A Good Early Years Practitioner? | Twinkl | Blog) (What Makes A Good Early Years Practitioner? | Twinkl | Blog)539】.

Structuring the Interview for Honest, Insightful Answers

Now that we have our questions and we know what qualities we want to see, how do we actually conduct the interview to get the real person to shine through (or reveal their flaws)? The way you structure and run the interview can make a huge difference in how honest and comfortable the candidate is. Remember, as one HR expert nicely put it, “you’re looking to hire the best person for the job, not just the best interviewee on the (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)L90】. So it’s on us to create an environment where the candidate isn’t a bundle of nerves reciting rehearsed answers, but instead feels relaxed enough to show their true self and abilities.

Here are some tips to structure your interview:

• Set the scene and put them at ease. Interviews are nerve-wracking – many people don’t interview well simply because of ne (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)105】. I always start with a warm welcome and a bit of small talk: “Did you find us okay? Would you like a glass of water?” A friendly smile goes a long way. If possible, choose a quiet, comfortable spot for the interview where you won’t be interru (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)L97】 (i.e., not in the middle of the chaotic playroom!). You might even have some children’s artwork on the walls – it subtly reminds both of you what this is all about and gives a friendly atmosphere. Then I give a brief outline of the interview: for example, “We’ll chat about your experience, I’ll ask some scenario questions, and then I’ll show you around and you can meet the team.” Knowing the roadmap helps them r (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)115】. The more relaxed the candidate, the more authentic their answers will be.
• Use a two-interviewer setup if you can. I prefer not to interview alone. Having a second interviewer (like the room leader or deputy manager) has two benefits: one, it’s good safer recruitment practice to have another person pre (Nursery Interview Questions: What To Ask And What To Say – 2025 Guide)367】; and two, one of you can take notes while the other talks. It also makes the setting a bit less formal than one person firing questions. Make sure both interviewers are clear on the job requirements and have agreed on questions before (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)L98】. If two people hear the same answers, you can later compare impressions – sometimes one of you catches a subtle red flag the other missed. Plus, it prevents any unconscious bias; it’s a more objective process when two opinions are involved.
• Keep it structured but not rigid. I have my list of questions, but I treat the interview as a conversation. If the candidate mentions something intriguing, I’ll follow up even if it’s not on my list – those follow-ups often yield the insightful answers. At the same time, I ensure I ask each candidate the main set of questions for fairness and easier compar (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)109】. Having that structured plan ensures consist (Childcare Hiring: Tips for Hiring Quality Childcare Workers)211】, but allowing some flexibility lets you delve deeper and shows the candidate you’re genuinely interested, not just ticking boxes.
• Take notes (and explain why). I tell candidates at the start, “I’ll be jotting down notes so I don’t forget anything, please don’t mind me doing that.” This way they don’t get nervous if I look down to write. Note-taking is important – after several interviews, memories blur. Jot down key points, noteworthy quotes, or any concerns. But never write something you wouldn’t want the candidate to see – because legally, they could request interview notes, and also you don’t want to appear unprofessi (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)119】. Stick to facts, not judgments, in notes (e.g., “worked 2 years at XYZ Nursery, used Makaton signing” rather than “seems flaky”). The act of writing can also slow you down from jumping to the next question, giving the candidate a moment to add more to their answer – sometimes that silence encourages them to open up further.
• Ask open-ended and scenario questions early. If you want honest answers, avoid questions that lead the candidate to guess the “right” answer. Instead of “You prioritize child safety, right?”, ask “How do you maintain a safe environment for children?” which requires them to describe their actions. We already covered using **open “What, How, Why” questions and scenario promp (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)119】. These invite storytelling and candor. I’ve found people reveal more about themselves through stories (“One time I had this shy child…”) than through hypotheticals. So even if you pose a hypothetical scenario, encourage them to relate it to a past experience if possible. This reduces the chance of a textbook answer because they’ll speak from real life.
• Create a dialogue, not an interrogation. Throughout the interview, I use active listening – nodding, smiling, saying “mm-hmm” – to encourage them. If a candidate feels you’re engaged and not just drilling them, they’ll relax and you’ll get more genuine responses. Sometimes I’ll share a tiny anecdote of my own in response to theirs (briefly – don’t dominate the talk!). For example, if they say they struggled with a picky eater, I might chime, “Oh yes, we had a little one who only ate toast for a month, I can relate.” It builds rapport. Just be careful not to lead them to an answer or reveal exactly what you want to hear – stay neutral in your questions so they answer honestly, not just mirror your opinions.
• Include a practical element if possible. One of my favorite ways to see the real candidate is a short working interview or demo lesson. Some nurseries do this in a second interview or as part of the first: basically, have the candidate spend 20-30 minutes in a play session with children (with supervision, of course). You can ask them beforehand to prepare a simple activity or just observe how they interact during free play. This is invaluable – I’ve had candidates who interviewed brilliantly in the office, but then seemed lost or awkward with the children. And vice versa: a shy interviewee suddenly lights up in the playroom, which is wonderful to see. If you do a trial like this, make sure to supervise and follow safeguarding rules (never leave them alone with kids until all checks are d (Nursery Interview Questions: What To Ask And What To Say – 2025 Guide)367】. While they’re engaging with children, observe quietly: Are they at the child’s level? Do they seem comfortable? How do kids respond to them? It’s like a demo lesson many schools require, and it can be the ultimate test beyond w (How to Hire the Best Preschool Teachers)215】. If you can’t do an in-person trial, even showing them some photos of your setting and asking, “How would you set up an inviting activity in this room?” can get them speaking practically.
• Allow time for the candidate’s questions. This is so important. Towards the end, always ask, “Do you have any questions for us?”. Good candidates almost always do. In fact, their questions (or lack thereof) can be very telling. Candidates who ask thoughtful questions about career progression, training opportunities, or your daily routines demonstrate *ambition and genuine inter (Nursery Interview Questions: What To Ask And What To Say – 2025 Guide) (Nursery Interview Questions: What To Ask And What To Say – 2025 Guide)555】. For example, asking “What does career development look like here?” shows they’re thinking long- (Nursery Interview Questions: What To Ask And What To Say – 2025 Guide)550】. Or “How do you support staff well-being?” indicates they care about a healthy work environ (Nursery Interview Questions: What To Ask And What To Say – 2025 Guide)565】. These are green flags. On the other hand, if someone only asks “What’s the pay? How soon can I take holidays?”, it doesn’t mean they’re a bad candidate (we all care about pay and time off), but if that’s all they ask and nothing about the role or team, it might suggest they’re more interested in the perks than the position. Also note if they ask nothing at all – that could indicate lack of preparation or interest (or they’re just shy and think they shouldn’t ask – but I encourage it). Be prepared to answer questions about training, progression, your curriculum, staff ratios, etc. – serious candidates will likely come armed with t (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)127】. And answering them well also sells your nursery to the candidate. Remember, as much as they need to impress you, you should impress them too if you want to attract the best people.
• Close with next steps and a friendly finish. Once questions are done, I like to briefly explain what will happen next (“We’re interviewing a few more people this week; we’ll be in touch by Friday”). Thank them genuinely for coming – interviewing can be stressful for candidates, so a kind word is always appreciated. If you really liked them and are comfortable doing so, you can give a positive note like, “It was great hearing your experiences, thank you.” Just be mindful not to promise anything on the spot unless you’re ready to hire them. I’ve had interviews where I knew this was the person I wanted – it’s tempting to say “You’re hired!” right then, but it’s usually wise to check references and sleep on it. Instead, I might enthusiastically say, “We’ll definitely be in touch very soon.” End on a warm, encouraging note so they leave with a good impression of your nursery, regardless of outcome.

Lastly, if something was unclear, don’t hesitate to ask follow-up questions or even call them later for clarification. It’s better to have all the info you need than to make assumptions. Once you’re done with all interviews, you can compare notes and make a decision (more on that in a moment). Oh, and pro tip: do notify all candidates of the outcome once you’ve dec (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)141】. Nobody likes being ghosted – it’s professional to inform even unsuccessful candidates (a quick email will do). It keeps your reputation good; you never know, a near-miss candidate this time could be perfect for a future opening.

Red Flags: Warning Signs in Interviews

Now, let’s talk about those red flags – the signs that a candidate might not be the right fit for your nursery. Over the years, I’ve compiled a mental list of “uh-oh” signals I watch out for during interviews. Some are obvious, some are subtle. Here are some common red flags when hiring for childcare roles:

• Lack of enthusiasm or passion for child development. If a candidate seems disinterested or indifferent when talking about children, that’s a big warning (7 Red Flags to Avoid When Hiring for Child Care Jobs | Circle Time Jobs)L84】. For instance, if you ask about their favorite part of working with kids and they struggle to come up with anything, or their answers are very mechanical, they might be viewing this “just as a job” and not as a vocation. You want someone who genuinely cares about children’s growth and well-being, not someone who’s just punching the c (7 Red Flags to Avoid When Hiring for Child Care Jobs | Circle Time Jobs)L82】. Trust me, those who lack passion burn out quick or perform poorly in this field.
• Poor communication skills or unprofessional behavior. This can show up in different ways. Maybe they interrupt you constantly, or can’t clearly express their thoughts. In a childcare setting, communication is key – with children, parents, and collea (7 Red Flags to Avoid When Hiring for Child Care Jobs | Circle Time Jobs)L74】. If in the interview they communicate poorly (or worse, rudely), imagine the frustration on the job. Another red flag is if they badmouth a previous employer or co-workers a lot. A little honesty about past challenges is fine, but if it becomes a venting session of blame, that negativity could poison your team environment. Also, keep an eye on professionalism: showing up late to the interview without a very good reason is a classic red flag (punctuality matters – if they’re late to impress you, they might be late to w (7 Red Flags to Avoid When Hiring for Child Care Jobs | Circle Time Jobs)L92】. Same with dressing inappropriately or checking their phone mid-interview – yes, it’s happened! I once had someone actually answer a personal phone call during the interview. 🚩🚩 Needless to say, that didn’t proceed further.
• Lack of preparation or interest in your nursery. If a candidate hasn’t bothered to even glance at your website or ask anything about your setting, it suggests low interest. When I ask “Why do you want to work here?” and get an awkward silence or a very generic answer that could apply to any nursery, it tells me they might not stick around or truly engage with our specific mission. Great candidates usually come in having done a bit of homework (and I don’t mean they have to recite our mission statement, but at least have a sense of who we are). Also, if they have absolutely no questions for you at the end, that can indicate they’re not truly invested in finding the right fit; they just want a job, any job.
• Inconsistent stories or evasive answers. Pay attention if something in their answers doesn’t add up. Maybe their CV said they worked at Sunshine Daycare for 5 years, but in telling a story it sounds like they left after 3. If you notice a discrepancy, gently probe – an honest candidate will clarify (there could be a legit reason, like they went part-time). But if they get flustered or change their story, it could be a red flag for honesty issues. Similarly, if you ask, say, how they handled a safety situation and they give a very vague answer or dodge it, perhaps they lack experience or awareness in that area and are trying to cover it up.
• Does not prioritize safety or balks at background checks. This one is critical. Anyone unwilling to undergo DBS (background) checks or provide references – immediate no. Reputable candidates expect this in childcare jobs. Also, gauge their attitude towards safety scenarios. If in your safeguarding question their answer is cavalier (like “Oh, I’m sure it’d be fine, I don’t think about worst-case scenarios”), that’s concerning. We need vigilance. A trustworthy candidate will fully support things like rigorous safety protocols and background (7 Red Flags to Avoid When Hiring for Child Care Jobs | Circle Time Jobs)2-L60】 – they might even mention that they have a current DBS on the update service, etc. If someone refuses or hesitates about background checks, that’s a **major red (7 Red Flags to Avoid When Hiring for Child Care Jobs | Circle Time Jobs)2-L60】.
• No appropriate qualifications or willingness to get them. Now, sometimes you’ll interview a newbie who is unqualified but super passionate and willing to train – that can be okay if you have a plan for them (like an apprenticeship). But if the role requires, say, a Level 3 qualification and the candidate doesn’t have it and shows no intent to ever get it, that’s a problem. Also if they lack a required First Aid certificate and don’t seem to know why it’s important – no (7 Red Flags to Avoid When Hiring for Child Care Jobs | Circle Time Jobs)7-L45】. Enthusiasm can sometimes compensate for lower experience if training is an option, but a basic foundation (or at least understanding that they need to obtain it) should be there.
• Negative attitude or rigidity. Trust your gut on attitude. If someone comes off as very negative, inflexible, or egotistical in the interview, imagine that in your staff room. For example, a candidate who says “I do things my way and I don’t really agree with some of these new EYFS guidelines” might be hard to work with or unwilling to follow necessary policies. Or if they seem to lack empathy – say you ask how they’d handle a biting incident and their answer is punitive or dismissive of the child’s feelings – that’s a red flag for their approach to guidance. A subtle one: if they never acknowledge any past mistake or weakness (“Everything has always been great”), either they’re not being honest or not self-reflective. Nobody’s perfect, and a good practitioner learns from mistakes. If a person claims they’ve never had a challenging day, they might be hiding something or lack real experience.
• Only in it for the “perks.” Let’s be honest, people don’t go into childcare for the high salary or glamour – there’s a lot of easier ways to make a living. So if a candidate’s questions or comments seem to focus excessively on pay, holidays, or that they chose this job because it’s “9-3 and I can pick up my own kids” (when actually nursery hours are usually longer!), I question if their heart is in the work itself. Of course, salary and work-life balance are valid concerns, but I’m wary if I sense the person might jump ship for 50p more per hour elsewhere because they don’t have a deeper connection to the role. Look for a balance: they should care about conditions and the nature of the job.

One more thing: check references and watch for red flags there. Sometimes a candidate seems fine, but a reference throws up something like consistent lateness or poor te (7 Red Flags to Avoid When Hiring for Child Care Jobs | Circle Time Jobs)-L100】. If a previous employer is lukewarm or hesitant in praising them, listen between the lines. Also, trust your instincts. If something felt “off” during the interview – even if you can’t put your finger on it – it’s worth investigating (ask them for clarification or have a second interviewer meet them). I’ve learned to respect those gut feelings; every time I ignored a red flag because the candidate had a sparkling CV, I regretted it.

Green Flags: Signs of an Outstanding Candidate

Enough doom and gloom, what about the green flags – those moments in an interview that make you internally cheer “Yes, this one’s a keeper!”? Here are positive signs that you likely have a strong candidate in front of you:

• Genuine warmth and positivity. If the candidate naturally smiles, makes good eye contact, and has an upbeat vibe, that’s a great start. In nursery work, someone who can radiate warmth will help children feel safe and loved. I pay attention to whether they speak about children with affection and respect. If you see their face light up recalling a funny thing a child did, or they even chuckle and show personality in the interview, that human touch is a green flag. You want real people, not robots spouting perfect answers. As the saying goes, “hire for attitude, train for skills.”
• Knowledgeable and prepared. When a candidate references the EYFS or uses correct terminology (like “key person,” “characteristics of effective learning,” “safeguarding policies”), it shows they know their stuff and prepared for the interview. For example, if you ask about planning activities and they mention using the EYFS seven areas of learning as a guide – ding ding, good (What Makes A Good Early Years Practitioner? | Twinkl | Blog)-L539】. If they’ve even looked up your nursery specifically (“I saw on your website you have an outdoor classroom, which I love because I’m passionate about outdoor play”), that level of preparation and alignment with your ethos is a big plus.
• Reflective and self-aware. I love when candidates can thoughtfully discuss their own experiences – the good and the bad. If you ask “What’s something you want to improve or a challenge you’ve overcome?” and they candidly answer with what they learned from it, that’s gold. For instance: “I used to struggle with keeping my room organized, but I developed a system of labeling and tidying up as we go, and it’s really helped.” That shows they reflect and grow. An outstanding candidate isn’t necessarily one who claims to do everything perfectly, but one who strives to get better and is open about learning.
• Passion shines through in examples. Green flag answers often include specific examples that showcase initiative or above-and-beyond effort. Like if you ask about a successful activity and they excitedly tell you how they created a mini-beast hunt in the garden and got all the kids involved, describing the outcome in detail – you can feel their dedication. Or if they mention staying late to comfort a new child who was settling in, because they really care. These are the answers where as an interviewer you think, “This person really loves what they do.” Their eyes sparkle when talking about kids – that intangible passion is hard to fake.
• They ask insightful questions. As mentioned, when you turn the tables and they have great questions for you, that’s a strong indicator. If they ask about professional development, that shows **ambition and commitment to early years as a ca (Nursery Interview Questions: What To Ask And What To Say – 2025 Guide)-L550】. If they ask about staff well-being or teamwork, it shows they care about the work environment (someone who values harmony). If they ask about your curriculum or upcoming projects, it shows enthusiasm to be part of it. Essentially, their questions can confirm that they’re the type who will be engaged and proactive if they join you. I recently interviewed someone who asked, “How do you involve practitioners in developing the curriculum here?” – I nearly hired her on the spot because it showed she’s keen to contribute ideas and values collaboration.
• Alignment with your values. Every nursery has its own ethos. When a candidate’s answers consistently align with yours, that’s a fantastic sign. For instance, if your nursery prides itself on nurturing individuality and the candidate keeps mentioning tailoring approaches to each child, you’re on the same page. Or your ethos is all about learning through play, and the candidate emphasizes playful learning and not pushing academics too soon – yes! It means less retraining of mindset later. Some of this you’ll sense in how they talk about children (e.g., do they view children as competent learners or as little mess-makers to control?). Look for those value alignments.
• Positive feedback from a trial session. If you do a practical test or room trial, a huge green flag is when your staff and even children give good feedback. I’ve had staff quietly signal a thumbs-up behind a candidate’s back during a trial because they were clicking so well with the kids. Or a child wanders over and hugs the candidate’s leg – kids are an excellent judge of character sometimes! If the candidate naturally integrates into an activity and the team finds them approachable, you probably have a winner. Not every interview process allows this, but if you see it, take it seriously. It can reveal qualities like natural warmth and adaptability that an interview discussion might miss.
• They treat everyone with respect. One thing I always note: how does the candidate interact with people besides the interviewer? Did they smile at the receptionist or greet the children they passed by? Were they respectful to the co-interviewer? Someone who is polite and friendly to everyone, not just the boss, is likely to be a kind colleague and educator. A small but telling detail.
• They have relevant, solid experience (if required). This might seem obvious, but it’s still a green flag when their experience exactly matches what you need and they can articulate it well. For example, you need a baby room leader and this person has worked with infants for 4 years and can talk knowledgeably about infant development, routines, and building parent trust. Sometimes an experienced candidate can be a red flag if they’re burned out or stuck in their ways – but if they show enthusiasm and have the experience, that combo is ideal.
• Gut feeling of “this is right.” Don’t discount your intuition when all the above boxes are ticked. When you find yourself excited about the idea of this person joining your team, that’s a great sign. I often imagine the candidate’s first day and how I’d feel introducing them to the parents. If I feel proud and confident already, that’s usually a green li (Childcare Hiring: Tips for Hiring Quality Childcare Workers)image】 A great candidate will engage joyfully with children. Look for genuine enthusiasm, creativity, and positive interaction – these are green flags that you’ve found a gem for your nurser (How to Hire the Best Preschool Teachers) (Childcare Hiring: Tips for Hiring Quality Childcare Workers)-L242】.

Choosing Between Strong Candidates

Now, what if you end up with more than one awesome candidate? (Nice problem to have, but still a challenge!). It does happen – you might interview two or three people who all would be excellent hires. How do you choose between them fairly and smartly?

1. Revisit your “must-haves” and “nice-to-haves.” Go back to your person specification – the criteria you’re looking for. Sometimes during interviews, we get charmed and might lose sight of specifics. Lay out each strong candidate against your list of requirements. Maybe Candidate A has a bit more experience with the exact age group you need, while Candidate B has less experience but more relevant qualifications. Identify who more closely matches the critical needs of the role (skills, qualifications, availability, etc.). Also consider your setting’s particular needs at this time. For example, if you know you need a leader to eventually take on deputy duties, the candidate with more leadership experience might edge out the others.
2. Consider “culture add” as well as fit. You’ve probably heard of hiring for “culture fit,” but there’s also the idea of **“culture (Take Your Pick: How to Choose Between Two Great Candidates) (Take Your Pick: How to Choose Between Two Great Candidates)-L142】. All your top candidates likely fit your nursery culture (they share your values and approach, which is why you like them). But think about what extra each candidate could bring. Does one bring a fresh perspective or unique skill that your team doesn’t currently have? For instance, maybe one candidate speaks a second language or has a specialty in music or SEN (Special Educational Needs). Adding that to your team could benefit the children and broaden your service. Diversity in backgrounds and ideas can strengthen you (Take Your Pick: How to Choose Between Two Great Candidates)-L137】. So if you’re torn, consider which candidate might contribute something new or valuable that complements your existing staff.
3. Weigh the soft skills. When candidates are evenly matched in experience and knowledge, often it’s the soft skills that will set them (Take Your Pick: How to Choose Between Two Great Candidates)-L149】. Think back: who demonstrated stronger communication, or more empathy, or better problem-solving in their answers? Who did you feel had more leadership potential or team spirit? For example, maybe both Candidate A and B answered everything well, but Candidate B asked extra questions and seemed more proactive – indicating they might take more initiative on the job. Little differences in attitude, creativity, and interpersonal skills can tip the scale.
4. Check those references and background info. This is where the decision can get clarity. One candidate’s references might come back glowing, while another’s are a bit more reserved. Or maybe one has an edge in qualifications (like already has that first aid certificate or a higher level credential). Ensure all top contenders’ references are vetted. Sometimes references might reveal, say, one candidate had attendance issues whereas another was rock solid – which could make your decision easier. Always make the job offer conditional on satisfactory references and DBS as standard pr (How to Interview Applicants for Nursery Roles | Early Years Management | Teach Early Years)-L141】, and do those checks promptly.
5. Consider a second interaction. If truly split, you could invite the top candidates for a second interview or a trial session (if you haven’t done that yet). Perhaps have them meet some of the team, or even have your team members informally chat with them and get feedback. Seeing someone a second time, maybe in a less formal setting, can sometimes reveal more. One might relax and shine, or conversely, one might show up less prepared the second time which tells you something. Even a quick phone call with a follow-up question can be illuminating – see who responds with more thoughtfulness.
6. Look to the future. Think about your nursery a year or two from now. Which candidate do you envision growing with you? Perhaps one expressed a strong desire to progress in their career, which aligns if you might have higher roles opening. If you sense one candidate might only stick around short-term (maybe they hinted they plan to move city next year or something), while another is looking for a place to settle and grow, that could influence your choice if stability is important.
7. Team input. If a colleague sat in on interviews or watched the trials, discuss together. Sometimes another person’s perspective will highlight something you missed. Maybe your deputy noticed that one candidate was much more engaged with the children on the tour. Or perhaps your room leader felt a stronger rapport with one of them. Since your team will be working closely with the new hire, their comfort and opinions matter too.
8. Go with your gut – backed by evidence. In the end, if you’ve truly analyzed all the above and two candidates are still neck-and-neck, it might come down to gut feeling. Who are you more excited to bring on board? Trust your instincts as an experienced manager, especially if they’re supported by all the data from the interviews. I remember having two final candidates once – one had slightly more experience, but the other just felt like a perfect fit; she had this positive energy I knew parents and kids would love. My gut said pick the energetic one. I did, and she became one of our star staff, eventually moving up to room leader. The slightly more experienced candidate likely would have been fine too, but I never regretted following that intuition.

If you truly cannot choose and both are fantastic, consider if there’s any way to hire both – maybe one could fill a part-time role, or you anticipate another opening soon. Quality early years practitioners are in high demand. I’ve occasionally kept a runner-up in mind and contacted them later when another position opened; because I had a good impression and they were flattered I remembered them, it worked out.

Finally, be decisive and timely. Once you’ve made your choice, inform the lucky candidate and make the offer. Don’t leave them waiting too long or they might accept another job! And politely let the other strong candidates know – perhaps saying it was a tough decision and you’ll keep their details (if true). Who knows, you might cross paths again.

Conclusion & Call to Action

Interviewing nursery staff might feel daunting, but with the right approach it can actually be an enlightening and even enjoyable process. Remember, it’s about finding someone who will share your passion for early years and make your nursery shine. By asking thoughtful questions, looking for those key qualities, structuring the conversation in a welcoming way, and being mindful of red and green flags, you’ll greatly increase your chances of hiring that dream practitioner who fits like a glove.

And about that nightmare hire I mentioned at the start – the one who was chronically late? Well, turns out I learned later from a reference (too late) that punctuality had always been her issue. I ignored the signs (she was 15 minutes late to the interview, and my gut churned, but I rationalized her excuses). Lesson learned: don’t ignore red flags, even if the person has a sparkling resume. I eventually had to let her go, which was hard on everyone. Since then, I’ve been much more rigorous in interviews, and it’s saved me countless headaches.

The flip side: when you hire right, it’s magic. There’s nothing better than seeing a new staff member click with the children and uplift the whole team. I want that success for you and your nursery too.

To help you further, I’ve put together [My Nursery Recruitment Pack], which you can find linked in the description. It includes pre-written job descriptions, a list of interview questions tailored for various roles, and a step-by-step hiring checklist – basically all my templates and tips to save you time and ensure you cover all the (Nursery recruitment top tips – NDNA)-L220】. Feel free to grab that – it’s been a lifesaver for many nursery owners I’ve worked with.

Also, check out the other resources I’ve linked, including our video on common nursery staffing mistakes and a guide to induction training for new hires. If you found this video helpful, give it a thumbs up and subscribe to “How to Open a Nursery UK” for more honest insights and tips to help you run a successful nursery.

Good luck with your interviews! With the right preparation and mindset, I’m confident you’ll find the perfect people to join your nursery family. And as always, if you have any funny or insightful interview experiences, drop them in the comments – I’d love to hear your stories. Thanks for watching, and see you in the next one! 👋