Considering a Nanny?
Nothing is more anxiety producing for a parent than hiring a stranger to care for your children. The anxiety level is understandably raised a notch when parents consider care by a nanny…someone in your home, unsupervised during their workday.
How does a parent reduce the stress of hiring a nanny? A parent does not have the resources of a corporate HR department to prescreen a candidate. But, if a parent develops a process and takes considerable time, one can be successful. To embark on a search for a caregiver independently, you must first recognize that the process is usually complicated by your emotions.
Before You Begin a Search
Children are not born with a "How-To" manual and Nannies are not mindreaders. If the caregiver knows expectations before she begins work, you will have a better chance of hiring a caregiver that will meet your expectations and provide the best care for your children. Before you start a search and to make sure you are not wasting time meeting unqualified applicants:
- Give yourself two months for a search
- Define the personality, education and experience of potential caregivers.
- Describe your family and the interaction the caregiver will have with all family members.
- Describe each child's personality, priorities, schedule and any special needs/medications.
- Define your job – Specific responsibilities and the hours/flexibility you require.
- Establish a budget for compensation and what benefits you can provide.
Once you complete the above, you are now ready for the next step.
Interviewing and Screening
It is important to understand that you are searching for someone who will be a caregiver for your children, not someone who shares your interests. In addition to experience, commute, age experience, requirements, hours, salary and benefits, it is critical to evaluate the personality, lifestyle, childrearing philosophy and "neatness quotient" of the caregiver. Develop a list of questions to ask each applicant…if you don't, you might gravitate to someone because of her mannerisms or personality versus her capabilities. Just because an applicant was referred by a friend or responded to an internet ad does not mean the caregiver should receive less scrutiny. Characteristics such as strengths, weaknesses, goals and interests are all very important. Require each applicant to bring a resume or timeline of employment including employment dates for the last 5-15 years (depending on caregiver's age).
The interviewing process should consist of at least two interviews. The first interview should not include the children – you are trying to decide if you want to introduce this person to your children. The second interview is always a few hours at home with all family members present. If you are still interested in pursuing the applicant, confirm phone numbers of references and tell the applicant you require her to provide information necessary for you to do a criminal background check and Department of Motor Vehicles check (if she will drive your children).
You should provide the applicant with your job description and have a preliminary discussion about compensation. Confirm that you will be checking the applicant's references. Encourage the caregiver to call you before accepting another opportunity. Call each reference and mention that your discussion is confidential to encourage them to be completely honest in their comments. At a minimum ask about the their children's ages, the applicant's creativity, dependability, strengths, weaknesses, self-esteem, why she left, would they rehire her, and her ability to communicate.
If reference checks are successful, contact a nanny agency or Security Company that provides employee screening, to perform the checks mentioned. Call the applicant to schedule a time to meet to make an employment offer and to review the job description. If accepted, both you and your caregiver should sign the written job description as well as a summary of the financial terms of your offer. It is important to include House Rules related to the job regarding petty cash, phone use and TV rules, access to home computer, where she can go (and not go) and what she can do with the children without asking for prior approval.
Managing Your Employee
A Nanny (more so than other employees) is motivated by frequent and consistent feedback. A regularly scheduled weekly meeting is the best way to manage your employee. A caregiver needs to hear a frequent "thank you" to keep her motivated and happy in her position.
All caregivers should be given (and carry with them at all times) Emergency Phone Numbers, a Parental Permission form in case of an emergency and written authorization if she is allowed to transport children. A Daily Log of activities will keep you informed of your children's day-to-day activities, meals and snacks provided and any issue or concern that presents itself.
