You found a great candidate. The interview went well. They said they’re excited to get started.
And then… nothing.
In the child care world, post-interview drop-off is frustratingly common — and costly. With compliance steps, credentialing, and background checks still ahead, it can take days or even weeks before a candidate is legally cleared to start. That delay creates one of the most vulnerable points in your hiring process.
In this post, we’ll break down why candidates disengage after the interview, and what you can do to keep them committed and excited during the final stretch before onboarding.
When a candidate disappears after a great interview, it’s rarely about the role itself. More often, it's about:
The time it takes to complete onboarding paperwork and state-mandated requirements
A lack of updates or clear next steps from the center
Other jobs that move faster and feel easier to start
Burnout or second-guessing during long periods of silence
At Tandem, we’ve seen this pattern across hundreds of centers. And as we’ve shared in What Motivates Today’s Child Care Workforce, today’s early childhood educators are looking for clarity, momentum, and connection — even before their first day.
Immediately after the interview, send a quick follow-up that outlines:
Where they are in the process
What’s needed to move forward (e.g., fingerprinting, medical forms)
Who to contact with questions
When they can expect updates
This reduces uncertainty and gives candidates a sense of control — especially helpful if they’re juggling other job options.
(We talk more about setting clear expectations during onboarding in Compliance Made Easy: Automating Onboarding and Ongoing Tracking.)
The longer someone waits without hearing from you, the more likely they are to disappear. That's why automation can be your best friend here.
Utilize tools—or a staffing partner like Tandem—that offer:
These tools help workers feel supported and empowered — and help you avoid drop-off during critical onboarding moments.
While candidates are completing compliance steps, find small ways to make them feel part of your community.
For example:
Have your team sign a welcome card or shoot a short welcome video
Share your classroom routine or curriculum philosophy
Invite them to a staff meeting, shadow a shift (if allowed), or join a coffee break
These touches reinforce that they’re not just waiting — they’re already part of the team.
This idea aligns with your broader staffing strategy, too. In How to Determine Your Staffing Needs, we emphasize the importance of planning ahead — which includes building floaters and future lead teachers before you're in a bind.
Many workers don’t disengage because they’ve lost interest — they disengage because the process is overwhelming. Especially for first-time child care workers, onboarding can be a maze of requirements, deadlines, and unclear expectations.
To reduce friction:
Break the process into smaller steps
Use mobile-friendly checklists with progress tracking
Consider offering resources like telehealth for medical forms to cut costs and make scheduling easier (and transportation-free)
(For more, see our tips in Compliance Made Easy: Automating Onboarding and Ongoing Tracking.)
Just as you nurture prospective families to choose your center, think of this as recruitment nurturing. You’re not just filling a role — you’re building a relationship.
The goal isn’t just getting them to sign on. It’s getting them to feel like they belong.
Like Cliff Notes, but for child care: