Denise Weber asked:
The interview is a serious part of your nanny or babysitter hiring process. To make sure you’re getting the most out of the hiring process and to help you find the best care provider for your family, here are some tips for your to consider before commencement of your interviews.
Before you setup in-person interviews with the nannies and/or babysitters on your list, we advise you plan short phone interviews to get an enhanced feel for the candidates’ personalities and ask some preliminary screening questions including possible start date, skill, exact availability, salary outlook, job preferences such as ages and number of children, transportation, and other particulars of your job.
The next step is to set-up in-person interviews with candidates that meet your criteria and made a good first idea during your phone interview. Usually, in-person interviews last about 30 minutes, but 1 hour is not too long. There are several ways in which you can conduct the in-person interview, but the three most common are:
1. In-person interview at your home
2. In-person interview in a neutral / public place
3. A working interview
Each approach has its benefits and drawbacks. Setting up the interview at your house has the advantage of being able to make acquainted the candidate with their likely work surroundings, introduce them to your family, and provides for a quieter atmosphere. Some people prefer to conduct the in-person interview in a more neutral site such as the local library, cafe, or restaurant. This approach is preferable if you are cautious to bring an unfamiliar person into your home for the first dialogue and may allow the candidate to be more comfortable and open given the laid-back nature of the meeting. The operational interview often provides the greatest insight into a candidate’s aptness for your job, but also requires more time and endeavor on your part. During a working interview, the nanny or babysitter spends several hours with you and your child(ren) at your home where you can evaluate his/her interaction with your family first hand. The candidate in turn has the chance to get to be familiar with you and your family, your home, and potential. Many times, the working interview represents a third get-together after the phone interview and the in-person interview. Sarah Smith, a Philadelphia Nanny, recommends the working interview for the best possible start for a new nanny position.
Make sure you review all the details of the meeting and contact including the candidate’s timeliness, emergence, and attentiveness. At the meeting you should examine the details of your job picture, requirements, and both parties’ expectations. Also don’t forget to carefully discover what the nanny or babysitter is looking for in a job, any on hand limitations (time, health, transportation, etc) and special considerations. You may also want to ask the nanny or babysitter about age, marital status, and cultural background if these factors are central to you. You are permitted to ask these types of questions since you are hiring a household employee. Many families pay meticulous attention to a candidate’s educational background and knowledge. There is no uncertainty that this factor plays a critical role in your selection process, but education is not necessarily a forecaster of how well the nanny or babysitter will fit into your family and how affectionate and nurturing he/she will be with your child(ren).
When you’re ready to begin interviewing potential nannies and/or babysitters, you should arrange yourself by reviewing your list of interview questions that will guide your discussion. During the interview, take plenty time to take observations and ask follow up questions – you will find yourself going back to your notes to compare candidates and make your final hiring choice later on.
The interview is a serious part of your nanny or babysitter hiring process. To make sure you’re getting the most out of the hiring process and to help you find the best care provider for your family, here are some tips for your to consider before commencement of your interviews.
Before you setup in-person interviews with the nannies and/or babysitters on your list, we advise you plan short phone interviews to get an enhanced feel for the candidates’ personalities and ask some preliminary screening questions including possible start date, skill, exact availability, salary outlook, job preferences such as ages and number of children, transportation, and other particulars of your job.
The next step is to set-up in-person interviews with candidates that meet your criteria and made a good first idea during your phone interview. Usually, in-person interviews last about 30 minutes, but 1 hour is not too long. There are several ways in which you can conduct the in-person interview, but the three most common are:
1. In-person interview at your home
2. In-person interview in a neutral / public place
3. A working interview
Each approach has its benefits and drawbacks. Setting up the interview at your house has the advantage of being able to make acquainted the candidate with their likely work surroundings, introduce them to your family, and provides for a quieter atmosphere. Some people prefer to conduct the in-person interview in a more neutral site such as the local library, cafe, or restaurant. This approach is preferable if you are cautious to bring an unfamiliar person into your home for the first dialogue and may allow the candidate to be more comfortable and open given the laid-back nature of the meeting. The operational interview often provides the greatest insight into a candidate’s aptness for your job, but also requires more time and endeavor on your part. During a working interview, the nanny or babysitter spends several hours with you and your child(ren) at your home where you can evaluate his/her interaction with your family first hand. The candidate in turn has the chance to get to be familiar with you and your family, your home, and potential. Many times, the working interview represents a third get-together after the phone interview and the in-person interview. Sarah Smith, a Philadelphia Nanny, recommends the working interview for the best possible start for a new nanny position.
Make sure you review all the details of the meeting and contact including the candidate’s timeliness, emergence, and attentiveness. At the meeting you should examine the details of your job picture, requirements, and both parties’ expectations. Also don’t forget to carefully discover what the nanny or babysitter is looking for in a job, any on hand limitations (time, health, transportation, etc) and special considerations. You may also want to ask the nanny or babysitter about age, marital status, and cultural background if these factors are central to you. You are permitted to ask these types of questions since you are hiring a household employee. Many families pay meticulous attention to a candidate’s educational background and knowledge. There is no uncertainty that this factor plays a critical role in your selection process, but education is not necessarily a forecaster of how well the nanny or babysitter will fit into your family and how affectionate and nurturing he/she will be with your child(ren).
When you’re ready to begin interviewing potential nannies and/or babysitters, you should arrange yourself by reviewing your list of interview questions that will guide your discussion. During the interview, take plenty time to take observations and ask follow up questions – you will find yourself going back to your notes to compare candidates and make your final hiring choice later on.