| -- End Ad Box ---> | | | | Expect the previous employer to give you a good |
| Choosing a nanny or au pair for your children is a | | | | reference, but try to read between the lines and |
| process that should be organized and performed | | | | ask questions that require a detailed answer and |
| carefully, to ensure you find someone who can be | | | | may reveal underlining issues. Such questions may |
| trusted, will contribute significantly to the | | | | be about what has the previous employer liked |
| development of your child and integrate well into | | | | and disliked about the nanny, why has she left her |
| your family. | | | | position, and whether would she be rehired by the |
| The step-by-step process described below will | | | | same employer. Pay attention also to the tone of |
| help you make an informed decision and choose | | | | the responses. Is the previous employer excited |
| the best possible nanny for your kids, ensuring | | | | about the nanny? Is he just being polite or does |
| their well being and safety. | | | | he really care about helping the nanny to get a |
| Step 1 Define requirements and expectations | | | | new job? |
| The first part of the hiring process is to define | | | | Any red flags or problematic issues identified |
| your exact requirements and expectations. Ask | | | | during steps 2 and 3 should be used to focus |
| yourself questions and build a list of all | | | | your inquiries and be validated or clarified during |
| requirements, then narrow it down to the most | | | | the reference check stage. |
| important ones. Are you looking for a nanny in a | | | | Step 5 Follow-up interview |
| full-time or part-time position? Does she need to | | | | If needed, interview the nanny again, either |
| be flexible with over-time? Are you looking for a | | | | face-to-face or over the phone, to discuss and |
| young, outgoing and energetic nanny or do your | | | | clarify any concerns you have following steps 3 |
| kids require an older and more authoritative | | | | and 4. |
| person? How important to you are tidiness and | | | | Step 6 Run a background check |
| cleanliness? Is the nanny expected to cook for | | | | The last step in the processes is running a |
| your kids? Is she expected to drive them | | | | background check on the nanny. Use a reputable |
| around? Are there any additional duties she is | | | | background screening agency to verify identity, |
| expected to perform? | | | | past employment and education and search for |
| Step 2 Interview | | | | criminal records, driving records and more. |
| Once you know what you expect, you can start | | | | Step 7 Spend time with the nanny on a trial |
| interviewing the nannies. The interviews should be | | | | period |
| structured with a standard set of questions that | | | | Before making a final decision, ask the nanny to |
| are asked of all candidates. This makes it easier | | | | spend a day or two with you and your kids, on a |
| to evaluate and compare the candidates and to | | | | paid trail period. This period shouldn’t be |
| ensure that all critical topics are indeed covered. | | | | too long to avoid confusing the kids but it will |
| The phone interview | | | | allow you to see how the nanny interacts with |
| In order to save time and effort, it is | | | | the kids and performs her various tasks. |
| recommended to start with a phone interview. | | | | Tips |
| First explain the requirements of the job and the | | | | Never choose the first candidate you like and |
| duties it includes. Ask about past experience with | | | | interview several potential nannies. To make an |
| similar age groups, the motivation for choosing | | | | informed decision you need several points of |
| this sort of profession, the reasons for leaving | | | | comparison. |
| the previous place of employment, future plans, | | | | Remember that a great personality does not |
| other responsibilities which may affect the job and | | | | necessarily translate into a good childcare |
| any other questions you consider important at | | | | professional. You aren’t just getting a |
| this stage. Also ask for names and phone | | | | playmate for your child, but also someone who |
| numbers of references. If satisfied with the | | | | will safeguard their well-being. |
| responses, invite the nanny for a face-to-face | | | | 80% of the US Fortune 500 companies and |
| interview at your home. | | | | 75% of the UK Times 100 companies use |
| The Face-to-Face interview | | | | psychological tests to choose their employees. If |
| In the face-to-face interview, it is time to find as | | | | companies do it, parents definitely should do it |
| much as possible about the nanny as well as | | | | when choosing the most important employee of |
| provide her with all necessary information to allow | | | | all, the one taking care of their kids. |
| her to decide whether she indeed wants the job. | | | | To make the most-informed decision use all |
| Discuss your child’s personality and | | | | available screening tools: interviews, references, |
| routines, review the various duties and explain | | | | personality assessments and background |
| also the house rules concerning issues such as | | | | screening. Yet, trust also your (and your kid's) |
| smoking, visitors, phone use, etc. Inquire on details | | | | intuition, which is as important and useful as any |
| about the nanny’s views and attitudes on | | | | other tool. If you feel something isn't right with a |
| handling crying babies, disciplining a child, | | | | potential nanny, just move to the next one. |
| toilet-training children, ideas for activities and any | | | | Warnings |
| other topics of importance to you. Describe | | | | Most recruitment specialists agree that the |
| certain scenarios and ask the nanny to explain | | | | validity of interviews is quite low, even when |
| how she would act in such situations. | | | | conducted by trained professionals. Interviews |
| At some stage of the interview let your children | | | | often fail to reveal important facts or problematic |
| meet the nanny and allow time to observe the | | | | personality traits, and their predictive value is |
| interaction between them. Children make it clear | | | | limited. |
| when they don’t like someone. Trust your | | | | Parents are usually not trained interviewers; |
| instincts and those of your child. | | | | lacking the necessary experience to properly |
| Step 3 Perform a Personality and risk assessment | | | | formulate interview questions, read between the |
| Once you are satisfied with the interview results, | | | | lines of what the applicant says, interpret |
| continue and perform a personality and risk | | | | non-verbal signs and body language, etc. This is |
| assessment of the potential nanny. A personality | | | | why using professional tools such as personality |
| and risk assessment is a psychological test that | | | | and risk assessments are crucial to enhance the |
| will help you assess potential caregivers by | | | | effectiveness of the screening process. |
| providing a better insight into their personality and | | | | References are highly subjective and in some |
| traits, as well as an assessment of possible risk | | | | cases past employers may even prefer, for |
| factors. Such tests are now available online | | | | various reasons, to omit certain details which may |
| (search the web for "nanny personality and risk | | | | harm the candidate in his search for a new |
| assessments"). | | | | position. |
| Step 4 Check references | | | | The accuracy of the various databases |
| Checking references with previous employers and | | | | searched through background screening may be |
| acquaintances is a sort of interview as well. | | | | limited for various reasons. |