More Information
Salaries And Costs
Nursery assistants in Lancashire tend to sit near the local living wage, with many temp agencies paying hourly rates that reflect shift times, travel, and setting type. Level 3 early years practitioners often see rates near £11 to £13 per hour, with room leaders moving higher when taking on key holder duties and curriculum planning. Nursery managers can sit in the £28,000 to £35,000 bracket, rising for large settings. Agency costs vary by contract, with permanent recruitment fees often falling in a band of 12 percent to 18 percent of starting salary, and temp margins shaped by pay rates, holiday pay, and NI. Clear briefs, fair salaries, and transparent recruitment fees help with retention.
Qualifications
Most employers ask for Level 2 or Level 3 Early Years Educator, current Paediatric First Aid, and recent safeguarding training. Candidates with experience under the EYFS usually move through shortlists quickly, especially where knowledge of ratios, key person work, and parent communication is strong. For room leaders and deputies, a proven track record with planning, Ofsted preparation, and coaching junior staff stands out. Graduates in early childhood studies can suit senior roles, though practical setting time remains key for Lancashire employers.
Local Hiring Challenges
Lancashire has a wide spread of settings, from small village nurseries to multi site providers near Preston and Blackburn. Peak demand clusters around commuter routes on the M6, M55, and M65, which can stretch cover during breakfast clubs and late collections. School holiday pressures increase the need for short notice temps, and rural settings near Garstang, Clitheroe, and Ormskirk can find travel a barrier for candidates. Agencies with strong local candidate pools and quick compliance turnarounds help smooth these pinch points.
Key Sectors Or Employers In The Region
Private day nurseries, children’s centres, school based nurseries, and wraparound providers make up much of the demand. Colleges and training providers in Preston and Burnley add placement routes for new talent, while large operators across Blackpool, Lancaster, and Chorley often run ongoing pipelines. Local employers value recruiters who understand Ofsted inspection cycles, staffing for ratios, and the knock on impact of occupancy on rotas.
Regulatory And Compliance Standards
Childcare roles require an enhanced DBS with children’s barred list check, verified Right to Work, and at least two references that cover recent employment. Many staffing agencies use update service checks and repeat references before first shift. Employers often ask for recent safeguarding and Prevent awareness certificates, with paediatric first aid in date. Agencies help by keeping a compliance pack on file and advising on probation periods, induction plans, and supervision structures.
Common Job Roles Agencies Recruit For
Agencies in Lancashire recruit nursery assistants, Level 2 and Level 3 practitioners, room leaders, deputies, nursery managers, breakfast and after school club staff, playworkers, and nannies. Some recruiters cover SEN support in early years settings, plus creche and holiday club staffing. Clear person specs, shift patterns, and ratios help recruiters screen quickly and match candidates who can hit the ground running.
Contracts And Working Patterns
Employers use a blend of temporary, permanent, and contract work to manage occupancy swings. Temp agencies support ad hoc cover, maternity leave, and phased expansion, while executive search can help with head of nursery or area manager posts. Candidates who want stable hours lean toward permanent roles, and many jobseekers welcome temp to perm routes once travel and team fit are proven. Employers who publish rotas early and offer genuine part time options tend to see stronger retention across the workforce.
Regional Or Geographic Variations
Pay and availability rise near Preston city centre, Lancaster, and Blackpool, where public transport is stronger and settings are dense. Towns like Leyland, Lytham St Annes, Accrington, and Skelmersdale draw candidates with parking and regular hours, though early starts can still be tricky. Business parks and new housing near motorway junctions can lift demand for longer opening times, which pushes the need for split shifts and bank staff.
Entry Requirements
For entry level roles, employers often accept childcare experience from volunteering, babysitting, or school placements, with support to gain Level 2. A patient approach, safeguarding awareness, and willingness to learn EYFS routines go a long way. For higher responsibility roles, proven leadership, rota planning, parent liaison, and audit readiness matter, especially where Ofsted visits are on the horizon.
Quick Facts And FAQs
How do Lancashire employers work with recruiters?
Agencies shortlist, complete DBS and Right to Work checks, and present candidates who match the rota needs, then manage interviews and offers.
What should I budget when I hire staff through an employment firm?
For permanent hires, many recruiters charge a percentage of salary, and for temps you pay the hourly pay rate plus an agency margin.
Can candidates register with an agency for both temp and permanent roles?
Yes, many recruitment consultants manage dual registration, which helps jobseekers find employees on a temp to perm path where both sides agree.
Do temp agencies cover breakfast clubs and late shifts?
Many staffing agencies run early phones and rapid response, which suits wraparound care across Preston, Blackburn, and the M65 corridor.
Which documents should candidates bring when registering?
Photo ID, Right to Work, proof of address, referees, certificates for Level 2 or Level 3, paediatric first aid, and recent safeguarding.
How can local employers improve retention?
Offer fair pay rates, predictable rotas, funded training, and a warm induction, then track early feedback to fix small issues before they grow.
How Recruitment Agencies Help In Lancashire
Recruitment agencies, recruiters, and staffing agencies give local employers speed and reach, and they offer jobseekers a clear route into settings that suit their travel and hours. With recruitment consultants who know the boroughs and commuter links, it becomes easier to hire staff, find employees, and register with an agency that understands temporary, permanent, and contract work. By being open on salaries, pay rates, recruitment fees, and agency costs, both sides build trust, keep teams stable, and strengthen the local job market across Lancashire’s childcare workforce.