Careful Thorough Nanny Screening
Your Responsibility - Our Concern

The internet is a fantastic venue to put families with childcare needs in touch with individuals looking for nanny work. Most nanny applicants are honest and caring, seeking only the best family match for their skills and preferences. However, there are some bad apples in the barrel - learn how to spot them.

1. VERIFY APPLICANT IDENTITY. Ask the candidate to show you valid, government issued photo identification. Consider making a copy for your records. A candidate without a valid photo ID is not likely to possess valid US Work Authorization and most likely cannot be reasonably background checked.
   
   
2. REQUIRE A FORMAL JOB APPLICATION. 4nannies.com members have access to an agency developed job application form - you do not have to reinvent the wheel! A formal job application should include the candidate's name, address, and all phone numbers and chronological job history and educational history. Confirm name and address agree with the photo ID. Look for unexplained gaps. If significant gaps exist, ask the candidate to help 'fill in the blanks.' Make sure the candidate's history is in month/year format. Ask probing questions - often gaps indicate a prior poor employment experience, but they can signal a myriad of other problems.
    Nanny Job Application
   
   
3. REQUIRE REFERENCES. Character and employment references should not be friends and family of the applicant. Red Flag: Candidate cannot or will not provide non-related references.
   
   
4. INTERVIEW CAREFULLY AND METHODICALLY. Many families have little or no practical experience in interviewing prospective employees. Add in the anxiety of interviewing the person you may be leaving your precious children with, and you have a recipe of mistakes and missed opportunities.
   
   Consider holding your first interview in a public place - a coffee shop or fast food venue with a children's play area. This protects you (no strangers coming to your home) and the nanny (many are reluctant to meet you in your home for the same safety concerns!).
   
   When interviewing, make sure you have the candidate speaking more than you are! Behavioral interviewing is a best practice. Ask the candidate to relate her history to a particular situation. For example, "Tell me about a time when you had to deal with a crying baby. What did you do? How did you feel?" Evaluate her experiences and responses against your requirements.
    Suggested Interview Questions
    The Behavioral Interview Approach
    Common Interviewing Mistakes
   
   
5. CHECK REFERENCES. Personally speak to all references. Verify how they know the applicant. Ask questions and wait for answers. Avoid giving verbal clues of agreement (umhum) or disagreement (really?).
   
   Consider 'outsourcing' reference checking for both a second opinion and verification of story consistency.
   
   
6. SCHEDULE A SECOND, WORKING INTERVIEW. This should be at a time when you and the children are both present. Allow the applicant to observe your typical family rhythms, patterns, and interactions. Allow some time for the applicant to interact with the children independently (you observe). Pay the applicant for her time. Many a hiring mistake has been avoided by using this technique.
   
   
7. EVALUATE LOGISTICS. For the live-in applicant, has she ever lived away from home before? Is she mature enough for the relocation? Does her family support her (if a younger candidate)? For the live-out applicant, does she have a reasonable, reliable means of transportation to your home daily? NOT her boyfriend dropping her off or catching a ride with a friend!
   
   
8.  OBTAIN SIGNED BACKGROUND CHECK RELEASE AUTHORIZATION. Red Flag: If the candidate refuses to sign the consent or provide her SSN, DMV license number, and/or date of birth, move on immediately.
   
   
9.  OBTAIN A SSN TRACE & ADDRESS HISTORY REPORT. This is part of the 4nannies.com basic background check, pre-paid for paid members. This provides all names and addresses associated with this Social Security Number over the last 7 years as known to the credit bureaus.
   
   
10.  FINALIZE BACKGROUND CHECKING. Best practices are to search criminal records under all names and in all jurisdictions as reported by the SSN trace. Consider including Driver's License History, sex offender registry and National Criminal Records Locator (a database) checks.

Final Advice

Spend the necessary time up front, before you contact applicants, to clearly define your needs. We recommend you have a list of "Must Haves", "Nice to Haves", and "Absolutely Not". This will make your telephone pre-screening go much more smoothly, eliminating candidates even before the initial in-person interview. This is a tremendous time saver.

TRUST YOUR INSTINCTS. Don't worry that your spouse or coworker might think you are paranoid. If your gut says there is something wrong, move on to other candidates. WE STRONGLY ADVISE AGAINST HIRING CANDIDATES FROM ABROAD. In general, a family should assume that a foreign applicant does NOT have US work authorization and cannot be background checked until it has been proved otherwise.



Related Information

 Membership & Fees
 The Behavioral Interview Approach
 Sample Nanny Interview Questions   (PDF Version)
 Nanny Character Reference Checking Form
 Nanny Childcare Reference Checking Form
 Nanny Employment Reference Checking Form