Hiring a nanny to look after your children is no small matter. He/she should be knowledgeable and skilled when it comes to feeding, nurturing, disciplining, and keeping children tidied up once you step out of the house. But not just that, you’re after an experienced nanny with a kind heart and willingness to listen to you and your children, especially if they’re going to be permanent. Inviting a stranger with that much responsibility to take on, it’s important to conduct interviews effectively amongst multiple applicants to gauge who is the right fit for your household.
Finding your perfect nanny is no small feat. With so many parenting techniques out there, these days, it’s hard to find two people holding identical values on raising kids. After all, who hasn’t had a little dispute with their partner over how to raise their kids? So to ease the process, here is an all bases covered interview checklist for hiring the perfect person as your child’s new caretaker.
| Personal Details | Household Skills | Child Handling Skills | Done | |
| 1st Interview (initial meet-up) Observe their communicative skills. What type of dialect and tone do they use? Can they grasp the questions quickly? | Personal details such as Name, Age, Sex, Civil Status, Birth, Number of Children | What skills does he/she have besides babysitting? (Cooking, Cleaning, Gardening, Washing the Car, Mowing the Lawn) | Knowledge in caring for a newborn. (bathing, feeding, Colic management, putting them to sleep) Experience in taking care of kids in general? If yes, the age group handled. | ▢ |
| Educational background/ Highest Educational Attainment | Does she have limitations in terms of carrying heavy loads (like a sack of rice, groceries) | Did he/she have training or was just self-taught? | ▢ | |
| Health Background | Did he/she have training in terms of which chemicals to use when it comes to sanitation, bleaching, and pressurized water cleaning? | Did he/she undergo first aid training? Working with Children check? Are the certifications up to date? | ▢ | |
| Employment History | – | – | ▢ | |
| If you are torn between three or fewer final candidates, you should call for a second interview. | ||||
| Second Interview (after bringing down the number of applicants to three or under) | Why did they leave their previous job? (Based on their last employment.) | Do they have experience working in a smart household? (A house with appliances that has a digital hub with voice command) | Do they have a background in nutrition? | ▢ |
| Why did he/she apply for this job? | What would they want to achieve in having this job? | What makes them the best candidate for this job? | ▢ | |
| Expected salary | Expected hours. Are they | – | ▢ |
Why are there two parts for the interview?
Coming up with a list of interviews means you have filtered down a line-up of candidates already. But you need to know them beyond text presented in the CV. Finding a suitable nanny is more about looking for somebody who knows how to care and show concern genuinely. It would be best if you felt a genuine connection with them. And as a parent, you have natural chemistry with your child, thus finding a nanny with a similar style of interaction would benefit you and your child greatly as the introduction period would happen more smoothly.
There may be chances that you may be in the middle of two excellent prospects, and while an interview is supposed to be the final step, the second Interview seals these candidates’ fate. Call your last two for a second interview to finalize everything covering the expected salary. If they ask too much, you may find it unreasonable. If they ask too low, it reflects insecurities.
What to watch out for as you go through the checklist
Besides the fact that your prospect should give you the right answer, there are non-verbal cues that you should consider.
Restlessness usually is a bad sign. Observe mannerisms and if they fidget or have continued discomfort and are constantly avoiding eye contact.
Consider if he/she is an honest person. Compare identification records (passport, ID) with the disclosed personal information. Basic misinformation or omission could reflect on your potential nanny’s trustworthiness.
Overly confident candidates don’t necessarily mean they are the best for the position. While some of them may hold certification for being trained in taking care of kids or the elderly, you still need somebody willing to learn and ready to serve. It’s hard to land a contract with a nanny who isn’t humble enough to be directed on how you want things to be done. There are a lot of soft-spoken first-timers who may be more than qualified if given a chance.
Lastly, don’t hesitate to ask them of their capacity to grow as a person and as an employee by adding subtle questions that could lead you to know how long they plan to serve as a nanny. Or, if they have other aspirations than being a nanny. Since they are taking a considerable part of your kids’ growth or daily household setup, you may also find a long-time friend and ally.