Hiring Preschool Teachers: A Comprehensive Interview Guide

In my years of working with nurseries, one truth has stood out. The strength of a center lives in its people. When staff are united, confident, and deeply attuned to children’s needs, the entire environment becomes more nurturing and responsive.

A strong team is the heartbeat of early years education. Every adult matters. The teacher who guides learning, the manager who holds standards, and the cleaner who greets children with a smile. Together they create safety, warmth, and trust.

Parents sense this. They leave their children with you not because of policies on a wall, but because they believe in the people in front of them. This trust begins with how you hire.

The interview is where it starts. It is not only about assessing the candidate, but also their chance to see your culture and ask themselves if they belong there. Done well, an interview sets the tone for the relationship to come.

In this article, we will explore the step-by-step hiring process to help you find the perfect preschool teacher for your center.

1. Define Your Ideal Candidate

Before you attract the right candidate, you must know who you are looking for. Always ask yourself: If this person joined tomorrow, what difference would they make to the children and the team?

Many nurseries use job descriptions that have not been updated in years, and a generic list of duties does not inspire great educators. Nor do these help you judge fit. Strong candidates want to see themselves in the role before they ever step into the interview.

Start with clarity. Review the job description. Does it reflect the real needs of your setting today? Are the qualifications still accurate? Does it show what makes your nursery unique?

Separate essentials from desirables. The essentials are non-negotiable; the desirables are qualities that can grow with time. For example, you might shortlist a candidate who has never used your curriculum but shows a rare gift for connecting with children. Because you are clear about what can be trained and what cannot, that person could turn out to be one of your strongest hires.

Bring your vision and values into the process. If wellbeing is central to your ethos, test for it. If teamwork is what holds your culture together, ask how they work with assistants.

And if you have an interview panel, prepare together. Decide who will open. Decide who will ask which questions. Decide who will close. When panels skip this step, candidates feel the lack of alignment. That first impression stays with them.

2. Write a Clear Preschool Teacher Job Description

A strong job description is your first filter in attracting the right candidate. It does more than list tasks. It tells a story about your setting and the type of educator who will thrive with you.

When you write a preschool teacher job description, keep it clear and engaging. The best candidates will skim dozens of postings each day. Yours should help them see whether they belong in your team.

Think of three parts:
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1. Introduction to your setting. Share your vision, values, and what makes your nursery unique.
2. Role clarity. State what the teacher will do and why it matters.
3. Expectations. List essential skills and qualities, followed by those that are desirable but trainable.

Use bullet points. Keep sentences short. Align every line with what your nursery truly needs.

3. Set the Right Impression from Arrival to First Questions

First impressions matter. For many candidates, their experience of the interview process will shape how they view your nursery. A thoughtful start communicates respect and professionalism long before the first question is asked.

First impressions are so important that as per surveys^[1], 46% of candidates said they would withdraw from the hiring process if they felt the interviewer’s attitude was negative.

Get the basics right. For example: send clear directions and a location pin, and mention nearby transport or parking. These small details reduce stress and help the candidate arrive calm and prepared.

Next, prepare the environment. Choose a quiet and private room, arrange chairs before they arrive, and have the CV, your notes and questions ready. A well-organised space shows that you value their time.

When the candidate arrives, welcome them warmly. Offer a drink. A simple gesture like this sets a relaxed tone. Use light conversation to break the ice: “How was your journey?” or “Did you find us easily?” Such questions ease nerves and help the candidate settle in.

Then move to low-stakes openers: ask them to share a little about themselves or what drew them to early years education. This gives them space to speak from passion before you begin structured questions.

As the interview progresses, listen closely and take mental notes. Observe body language as well as words. Ask consistent questions across candidates to allow fair comparison. When reviewing later, these notes and impressions will be invaluable.

Every detail matters here. A smooth journey, a welcoming room, a genuine smile. Together they create an experience that tells candidates: this is a place where people matter.

4. Conduct the Interview with Purpose

An interview is not just a test; it is a window into your school’s culture. Every word, gesture, and question tells the candidate something about what it might feel like to work with you. Remember, jobs today are a two-way street as the candidate is also deciding whether they can picture themselves in your team.

Represent your school with professionalism and warmth. Listen carefully. Allow space for candidates to think before answering. Keep eye contact. Take notes without breaking the flow of conversation.

The questions you ask matter deeply. They should reflect the role description and the values of your setting. A scatter of generic questions will not reveal much. A focused set will help you identify the candidate who aligns with your vision.

Here are two examples you might use:

• How do you create a classroom that is both safe and nurturing? This shows you how they balance care with structure.
  
• How do you adapt your teaching to meet the needs of different children? This uncovers their ability to differentiate in practice.
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Questions like these move beyond surface skills and help you see how the candidate thinks, responds to challenges, and places children at the center of their practice.

5. Conclude the Interview the Right Way

How you end the interview matters as much as how you begin. Build in time at the end; ten minutes usually works. Invite the candidate to ask their questions as thoughtful questions show real interest and preparation.

Answer their questions with honesty and be clear. You are looking for a fit on both sides. Your answers help the candidate decide if they can thrive with you.

Be ready for questions such as:

• Why is this role open?
  
• Can you tell me more about the nursery’s values and approach?
  
• How do you support child-led learning and creativity?
  
• What opportunities for growth do you provide?
  
• How do you support staff wellbeing?
  
• How is planning managed in the setting?
  
• How involved are parents in the learning journey?
  
• Are there expectations outside working hours?
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Treat each question as a window into your culture. Share specifics, not slogans. Name real practices and routines. And point to examples the candidate can picture.

6. Evaluate Candidates Fairly and Thoughtfully

The real work begins when the interviews end. Evaluation is not about who gave the slickest answers; it is about who will strengthen your team and align with your values.

Start with your notes. If you use a structured format, compare responses across the same areas. Look at qualifications, experience, communication style, and how each candidate connected with your ethos. Patterns will emerge. Some candidates will show depth, adaptability, and a genuine passion for children.

If your approach was more conversational, reflect on the subtleties. How did they speak about children? Did they value teamwork? Were they open to growth? These details often reveal more than rehearsed replies.

Ask yourself:

• Who understood our setting’s needs most clearly?
• Who showed the potential to grow and contribute?
• Who would enhance the team dynamic, not just fit in?
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Bring in colleagues you trust, as those who understand the rhythm of your nursery may notice things you missed. Their perspective can help you make a balanced decision.

Recruitment is never only about filling a gap. It is an investment in the future of your team and the children you serve.

Before you move forward, check references. At least one should be from the current or most recent employer. This gives insight into daily practice, reliability, and conduct. References confirm whether the promise you saw in the interview matches reality.

Sample Quick Evaluation Framework
Rate each candidate from 1 (low) to 5 (high):

• Qualifications and experience
• Alignment with values and ethos
• Communication and presence
• Teamwork and collaboration
• Growth potential
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7. Make a Clear and Professional Job Offer

A job offer is more than paperwork. It is the moment where trust is confirmed. A clear, respectful offer shows your professionalism and your values. It sets the tone for how the candidate will feel as they join your team.

Think about what the candidate needs to know:

Job title and role

• State the position clearly.
• Mention the age group they will work with.
• Confirm the branch or location.
• Attach the job description so expectations are transparent.
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Compensation and benefits

• Provide a full breakdown of salary and allowances.
• Confirm medical insurance and sponsorship details.
• Share any other benefits that show how you support staff.
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Culture and values

• Briefly describe your ethos and working environment.
• Help the candidate see how your values shape daily practice.
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Working hours and start date

• Outline the weekly schedule.
• State the proposed start date.
• Note annual leave and any key policies.
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Other requirements

• List documents needed for approvals (KHDA, ADEK, SPEA, MOE).
• Include details like police clearance and timelines.
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Offer validity

• Give an expiry date. This provides clarity for both sides.
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Contact details

• Share who they can reach for questions or support.
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Every line of the offer should communicate: we are organised, we are fair, and we value you.

8. Respond Respectfully to Unsuccessful Candidates

Rejecting a candidate is never easy, but how you do it speaks volumes about your culture.

Take time to acknowledge their effort. A thoughtful message shows respect for the preparation, travel, and vulnerability they invested in the process.

Be clear. State directly that they were not selected, and avoid vague wording that leaves them uncertain. Then add warmth. Thank them sincerely for their interest in your team.

When possible, offer constructive feedback. A simple note about how they might improve for the future can turn disappointment into growth. For example:

• “You showed strong ideas about classroom management. Gaining more experience with planning will strengthen your profile.”
• “Your passion for children was clear. We encourage you to continue building experience with child-led learning.”
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Handled well, rejection can still leave the candidate with a positive impression of your nursery. They may even recommend you to others.

Final Thoughts

Hiring is not a single step. It is a journey. Each stage matters.

It begins with clarity. Know the role you need and the type of person who will thrive in your culture. Write job descriptions that inspire, not just inform.

Then comes preparation. Set up interviews with care. Create an environment that shows respect for the candidate and reflects the values of your nursery.

During the interview, listen closely. Ask questions that uncover more than skills. Look for passion, empathy, and alignment with your ethos.

As the interview closes, give space for the candidate’s questions. Their curiosity tells you as much about them as their answers do.

Afterward, evaluate with thought. Compare fairly. Reflect on who will not only fit, but also strengthen the team. Check references to confirm what you observed.

When you make an offer, be clear and professional. Show the candidate that they are joining an organised and caring team.

And when you must say no, do it with honesty and respect. Even rejection can build your reputation as a setting that values people.

Together, these steps form a roadmap. A process that helps you hire with heart. A process that strengthens your team, builds trust with families, and ultimately shapes the daily experience of the children in your care.

References

[1] Dewar, J. (2025, February 26). Job interview statistics you should know in 2025. JobScore. https://www.jobscore.com/articles/interviewing-statistics/#46%-of-candidates-said-an-interviewer%E2%80%99s-attitude-would-cause-them-to-withdraw