Monday Mailbag
Q: We are in the process of hiring a nanny. We've held in person interviews and have held second interviews with candidates we are interested in, mainly so they can meet the rest of the family. I've heard of a "working interview" for nannies, however, don't understand the purpose or reasoning behind them. Is the working interview even worth the time? How helpful are they in deciding which candidate would best for our family?
A: The nanny interview is actually comprised of four parts: the phone interview, the in-person interview, the second interview and the "working interview". I've interviewed with families who conduct the in-person interview, and that's it. Each family has their own style of in person interviews; one family I interviewed with asked me four questions and the interview was over. Another family's "interview" consisted of meeting and getting information from each candidate to choose candidates for formal interviews at a later date, as they stated first thing they didn't have a plan to hire a nanny and didn't know what they were doing.
I had no interest in the first family, largely because they didn't ask me any questions about myself or my experience/background. The second family responded to me after I sent a thank you note and expressed interest in the position after I found out they were still hiring. They sent a response thanking me for my interest, and they didn't feel I was the right fit for their family.
How can you hire someone without asking candidates questions about their background? How can a family not have a plan to hire a nanny, and thus figure out that someone is not a fit without an interview? It's like stating the book is bad without actually reading it, or knowing the paint color in the store won't work in that particular room without using the actual paint sample on the wall.
This is why the four step process is essential. It may be time consuming, but if done correctly, you will have a greater chance of your nanny working out, rather than hiring someone and then hiring someone else in a short time.
1. Phone interview. The phone interview is your introduction to the candidate, and vice versa. The purpose of the phone interview is to gather information from candidates and decide if you want to meet them in person.
2. In-person interview. This is the actual interview, and one step in finding your nanny. If the interview is conducted in your home, candidates may be nervous and/or uncomfortable. They may not know if they should interact with the children a lot or a little bit. Too much interaction seems like desperation for a job, while little interaction makes the candidate appear uninterested when they are interested. As an agency owner, I highly recommend in-person interviews be conducted in coffee shops. This gives both of you the opportunity to relax and get to know each other without interruptions.
3. The second interview. Also known as "meet the children". This interview is another essential step in finding a nanny. During this interview, the candidate and the children have an opportunity to meet in person and see how well they get along. Like the first interview, the candidate may be nervous, as they are trying to make a good impression. Your children may appear nervous too, as there is a stranger in their house. This is normal. Don't be tricked into thinking that if they don't get along here, they won't get along at all. This is not true. After all, everyone has to get to know each other in time.
4. The "working interview". Some families combine the second and working interview together which is fine, but in all reality, they should be separate. The working interview is the chance to see how your children and the candidate interact, and how they will interact when you are not there. The purpose of the working interview is to provide a clear idea of how the candidate meshes with your family, lifestyle and household, plus the children. The working interview is also an idea of a candidate's overall personality, experience/background and education. Many parents pass on the working interview, and I believe it maybe because many families do not understand the reason for it, or the purpose it serves. I have heard many parents say they have made mistakes hiring candidates, and one family mentioned they regret not conducting a working interview, as their nanny proved within weeks that she had a terrible work ethic and wasn't experienced as she claimed. (The candidate admitted that her friends faked her references, posing as employers.) On the same token, I feel that it would be difficult to place a nanny with a family or hire a teacher for my childcare center without an interview. That being said, I feel the working interview is one of the most important steps during the interview process-when I conduct a working interview with a teacher, I can see firsthand the teacher's experience, dedication and initiative within the classroom and if she's a team player. The same principle applies to the nanny interview, and serves the same purpose as the interview in a childcare center.
No matter which candidate you decide to hire, don't just hear what the candidate is saying during the interview, Really think about their experience, and ask open ended questions that provide you with an idea of who they are as a person. Consider what each candidate has to offer. Listen to the candidate through words and observation, not just words alone. You may be surprised at what you find.
A: The nanny interview is actually comprised of four parts: the phone interview, the in-person interview, the second interview and the "working interview". I've interviewed with families who conduct the in-person interview, and that's it. Each family has their own style of in person interviews; one family I interviewed with asked me four questions and the interview was over. Another family's "interview" consisted of meeting and getting information from each candidate to choose candidates for formal interviews at a later date, as they stated first thing they didn't have a plan to hire a nanny and didn't know what they were doing.
I had no interest in the first family, largely because they didn't ask me any questions about myself or my experience/background. The second family responded to me after I sent a thank you note and expressed interest in the position after I found out they were still hiring. They sent a response thanking me for my interest, and they didn't feel I was the right fit for their family.
How can you hire someone without asking candidates questions about their background? How can a family not have a plan to hire a nanny, and thus figure out that someone is not a fit without an interview? It's like stating the book is bad without actually reading it, or knowing the paint color in the store won't work in that particular room without using the actual paint sample on the wall.
This is why the four step process is essential. It may be time consuming, but if done correctly, you will have a greater chance of your nanny working out, rather than hiring someone and then hiring someone else in a short time.
1. Phone interview. The phone interview is your introduction to the candidate, and vice versa. The purpose of the phone interview is to gather information from candidates and decide if you want to meet them in person.
2. In-person interview. This is the actual interview, and one step in finding your nanny. If the interview is conducted in your home, candidates may be nervous and/or uncomfortable. They may not know if they should interact with the children a lot or a little bit. Too much interaction seems like desperation for a job, while little interaction makes the candidate appear uninterested when they are interested. As an agency owner, I highly recommend in-person interviews be conducted in coffee shops. This gives both of you the opportunity to relax and get to know each other without interruptions.
3. The second interview. Also known as "meet the children". This interview is another essential step in finding a nanny. During this interview, the candidate and the children have an opportunity to meet in person and see how well they get along. Like the first interview, the candidate may be nervous, as they are trying to make a good impression. Your children may appear nervous too, as there is a stranger in their house. This is normal. Don't be tricked into thinking that if they don't get along here, they won't get along at all. This is not true. After all, everyone has to get to know each other in time.
4. The "working interview". Some families combine the second and working interview together which is fine, but in all reality, they should be separate. The working interview is the chance to see how your children and the candidate interact, and how they will interact when you are not there. The purpose of the working interview is to provide a clear idea of how the candidate meshes with your family, lifestyle and household, plus the children. The working interview is also an idea of a candidate's overall personality, experience/background and education. Many parents pass on the working interview, and I believe it maybe because many families do not understand the reason for it, or the purpose it serves. I have heard many parents say they have made mistakes hiring candidates, and one family mentioned they regret not conducting a working interview, as their nanny proved within weeks that she had a terrible work ethic and wasn't experienced as she claimed. (The candidate admitted that her friends faked her references, posing as employers.) On the same token, I feel that it would be difficult to place a nanny with a family or hire a teacher for my childcare center without an interview. That being said, I feel the working interview is one of the most important steps during the interview process-when I conduct a working interview with a teacher, I can see firsthand the teacher's experience, dedication and initiative within the classroom and if she's a team player. The same principle applies to the nanny interview, and serves the same purpose as the interview in a childcare center.
No matter which candidate you decide to hire, don't just hear what the candidate is saying during the interview, Really think about their experience, and ask open ended questions that provide you with an idea of who they are as a person. Consider what each candidate has to offer. Listen to the candidate through words and observation, not just words alone. You may be surprised at what you find.
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