Zum Personalrekrutierungserfolg von Kita-Trägern: Der Einfluss von kollektiven Anreizen und Trägermerkmalen auf die Dauer der Stellennachbesetzung

In the dynamically expanding field of early childhood education, care, and upbringing, the shortage of skilled professionals presents a significant challenge. Given the increasing pressure in this area, it is becoming more important for childcare providers to position themselves as attractive employers. This analysis is based on the inducements-contributions theory and examines the interplay of collective incentives, provider characteristics, and recruitment success. Collective incentives are understood as measures and offers provided equally to all staff members by the provider. The evaluation was conducted as a secondary analysis, using descriptive and multivariate methods, based on the nationwide TrEiKo survey. The empirical findings indicate that recruitment success correlates with the type, size, and founding year of the provider. The same applies to comprehensive collective incentives, with the dimensions of “non-monetary appreciation” and “self-actualization: work-life balance” emerging as significant positive predictors of recruitment success.