Interviewing A Nanny

We hope that the following notes will be useful to you when you come to interviewing a Nanny and will give you some ideas as to the kind of questions you may like to ask.

After the initial chat over the telephone, you may like to ask the candidate for an interview (please don't be embarrassed to say then if they do not fit your criteria). If you are asking them to travel some distance to see you, you may like to consider paying all or some of their travel expenses. Please do let us know if you think we are not sending you the right type of candidate.

The First Interview:

Obviously a lot of your opinions will be based on intuition; do you like the applicant, do you feel you could trust them in your home and with your children, would you be happy having them around the house?

The following is a list of questions you may like to ask, the answers to which will help you ascertain whether the person you are interviewing is the type of Nanny you are looking for. (Obviously not all the questions will be applicable to your particular circumstances, these will depend on whether you require full or part-time, temporary or permanent, daily or live-in, and of course, the ages and number of your children).

• Does the applicant have formal qualifications? 
      If so, what are they? 
      If not, how much experience does she have?

• What are the applicant's views on safety, e.g. when out in the car / walking, bathtime, medicines etc?

• First aid - does the applicant have a current first aid certificate?

• What are the applicant's views on discipline / potty training / manners etc?

• Child development / creative activities - what kind of activities do they find valuable/enjoyable?

• Television - how much television would they let the children watch / what programmes they feel appropriate for your children?

• Food - what knowledge do she have of nutritional needs?
      Does she enjoy cooking?
      Does she have any special diet herself - i.e. if they are vegetarian, will they cook meat for the children?

• What activities do you like your children to do - would they coincide with what the Nanny enjoys - e.g. swimming?

• Does the applicant enjoy reading to children / what children's books have they found enjoyable / useful?

• Why is the applicant Nannying - what do they enjoy about it?

• What qualities would they consider to be important in a Nanny?

• Would this person be prepared to do the less pleasant task required of them - with good grace!

It is up to you whether you have your children around during the interview. You may prefer not to unsettle them, particularly if they are old enough to understand what is going on. You may feel that you would not be able to concentrate properly on the interview if the children are present. The disadvantages of not having your child / children present are that you cannot then judge how the Nanny is with your children, and the Nanny cannot judge the most important part of the job! You may like to have someone else look after the children but for them to be brought in if you feel that the candidate is a possible employee. If your children are old enough and mature enough, you may well like to involve them in the choice of Nanny.

You can gather a lot from the way the Nanny reacts to your children and from the way your children react to the Nanny. Remember also that the Nanny will be very aware that she is being watched, so she may feel a little awkward - although genuine interest and ability should show through.

At the end of the first interview, if you feel very positively about this person you may like to offer them the position there and then - before they get snapped up somewhere else! Many people, however, prefer to invite them back for a more informal second interview.

Although we obviously check at least two references on all candidates, you may like to contact referees yourself.

The Second Interview:

You may wish to invite a prospective candidate back for a second interview under more relaxed circumstances - perhaps for tea when the children are around. You can then observe how they are with your children and vice versa if you have not already done so. It is also a good opportunity to clarify any grey areas of the job - from sick pay to who empties the bins! You can then outline exactly what you would expect from your Nanny as far as what duties you would require them to undertake and clarify how much initiative you will expect them to use.

Once a candidate has been offered your position (and providing they accept the job!), we will provide you with contracts (a standard, open-ended Nanny Contract as recommended by REC) and would strongly urge you to complete this with your new Nanny. Both parties should sign the contract and keep copies, and a further copy should be returned to the Agency for our records.

If you have any queries please do not hesitate to call.

• Do they feel routine is important / what kind of routine 

• Does this person consider themselves to be organised / efficient / creative / resourceful / flexible 

• Is it important that they should have had experience with your age of child / children 

• Does this person drive, when did they pass their test, have they been driving ever since, is it a clean licence, can they drive manual / automatic (ask to see their licence)

• Do they smoke - if yes, would they be prepared to sign a disclaimer stating that they be instantly dismissed if they were ever found to be or have been smoking whilst in charge of the children, whether in or out of the home

• Are there any specific skills you are looking for e.g. experience with new-borns / special needs etc

• Are they in good health - do they suffer from anything which may affect their work

• What kind of social life do they have - do they have a partner etc

• How does this person refer to their previous employer / employers - be wary of a Nanny who is rude about their previous employer or goes into unnecessary detail / breach of confidentiality - it could be you one day!

• Why did they leave their last job

• Will this person fit into your lifestyle - do they come from a totally different background - does it matter. Be aware of differing attitudes towards food, manners, religion, politics, use of language, swearing etc.

• What do they like to do in their spare time (particularly if yours is a live-in position) - will they be out at the weekends / at home watching television in the evenings - what kind of person are you after

• Would they be prepared to carry out your requests even if they did not necessarily agree with your wishes

• Are they mature / stable - will you be taking on another child!

• How independent are they - is it important

• Could this person cope in an emergency

• Are they prepared to be flexible

Don't forget to ask to see qualifications certificates, driving licence, work permit, references and CV if they have one.

Don't Forget To Tell The Candidate The Following:

• The terms and conditions of your position, including full details of the length of employment required, notice period, wages, tax and National Insurance, hours or work, any evening baby-sitting, weekend work, holidays, sick pay, pensions and sackable offences - are all these stated in the contract and side letter?

• All the duties you will expect them to undertake - don't be tempted to gloss over any of the less pleasant tasks - it could well cause resentment later on

• Don't be tempted either to make false promises, for example buying them a new car after the trial period, if you then don't or can't keep your word it could well be a cause of mistrust or resentment

If you instinctively dislike the Nanny in the first five minutes of the interview, cut it short, you can ask them basic questions, then ask if they have any questions for you, once you have answered them briefly you can then terminate the interview.

GOOD LUCK!