Finding a Nanny: How to Recruit

 

Summary

 – 1. analysis of the need to be met and the profile of the nanny required

 – 2. Budgeting the search and salary costs of the nanny

 – 3. Organization of the search for a nanny

 – 4. Selection of profiles on CV

 – 5. Interviewing the nanny

 – 6. Choosing the nanny and signing a promise to hire

Finding a nanny: recruiting methodically by following several steps.

Recruiting a nanny is a difficult task. Especially in large cities, there is a constant imbalance between supply and demand: many parents are looking for a nanny, but few are available to look after their children.

To find a nanny, one must therefore proceed methodically. The method in this post takes the form of a recruitment procedure consisting of six steps.

 

At the end of this procedure, the parents proceed to hire and acquire the quality of a “private employer”.

1. Analysis of the need to be met and the profile of the nanny sought

Parents need to understand why to look for a nanny.

The search for the future nanny includes an initial phase of reflection. Parents need to determine what they need and the profile of the nanny that will meet that need to satisfy it.

Two essential parameters: the children and the number of hours of care.

Being a nanny means having the ability to manage certain constraints related to:

 – the children entrusted: number, age, difficulty or not, the usual state of health, ability to remain alone or on the contrary to be surrounded by several other children (sociability), ability to bear or not the break with the parents (autonomy);

 – the parents’ absence: duration and frequency/day, week, and month, with or without unforeseen events in the schedule, mainly due to the profession.

Determining the profile of the nanny required

It is relevant to use an analysis grid that compares the constraints and responsibilities related to childcare with the qualities required of the nanny.

[table]

Please note: the more constraints to manage, the more professional qualities (indicated by +) the required profile must have to respond positively.

2. Budget the search and salary costs of the nanny

Recruiting a nanny takes time, and hiring a nanny is expensive.

Recruiting a nanny also leads parents to consider the costs and the means they have to meet them.

Estimating the time needed to recruit a nanny

Finding a nanny requires questioning, investigating, making phone calls, and conducting interviews.

This can take several hours a day, several days in a row, or even weeks, especially in large cities where demand exceeds supply.

Please note: in some cases (hiring a minor, calling upon the services of an international student), the search is coupled with respect for administrative formalities; this increases the time devoted to it, sometimes doubling it.

Estimating the cost of a nanny

Typically, nanny rates are based on minimum wages set by a collective agreement.

Identifying available financial resources

Recruiting a nanny is a contractual commitment that lasts several months or even years. During this time, the nanny will have to be paid a salary and will have to pay taxes on this salary.

Therefore, the parents’ income must and will always be :

 – regular,

 – insured,

 – sufficient.

Good to know: there are financial aids to complete the parents’ income to facilitate hiring the nanny. 

3. Organization of the search for a nanny

Recruitment is not only an investigation but also a communication process.

Parents will need to identify and use all the search options available. They may have to write a classified ad and make it public.

The classified ad online or to be published

In addition to the direct search, especially if it is unsuccessful, parents can use the classified ad system in the hope of getting responses.

They should take great care in writing the ad by :

 – detailing the professional qualities desired in the nanny ;

 – indicating the desired start date for the nanny;

 – specifying the importance of the hours and their amplitude if the parents have demanding professional obligations.

Attention: the content of the ad must not contain any discriminatory information regarding the origin, nationality, age, height, weight, sex, etc. Furthermore, the information regarding the contract’s salary or duration is binding on the parents.

4. Selection of profiles based on CV

Parents should ask for a written CV to properly analyze the profiles.

Parents should not hesitate to ask for a written CV from the candidates. Only a written CV allows for the visualization and traceability of the information contained therein.

Examination of the CV

You must analyze the document in two ways:

 – its content should provide clear identification of the candidate’s qualifications and experience as a nanny;

 – its presentation may reveal traits of the candidate’s personality, in particular by highlighting, or not, qualities of care and rigor (also expected in the supervision of children).

Check the match between the parents’ needs and the nanny’s profile

The sorting of CVs allows us to select the people the parents will interview.

For this reason, you will compare the information in the CV with the analysis grid listing the qualities expected of the candidate for the nanny position.

5. The nanny interview

The nanny interview is an essential part of the nanny recruitment process.

Only a face-to-face dialogue allows parents to feel and sense if they are a good fit for a particular nanny.

Do not hesitate to hold interviews in the candidates’ homes

If parents consider a nanny to take their children into her home, the job interview provides an opportunity to visit her house.

This will allow them to see if the future environment for their children meets their expectations, especially in terms of hygiene and environment.

Conducting a job interview

The success of a job interview depends on

 – the relevance of the questions asked by the parents

 – the perfect written record of the answers given by the nanny;

 – the quality of the parents’ observations (including visual ones).

It is strongly recommended to use a questionnaire/recording.

Some tips for a successful interview:

 – it is best to interview two people to be able to compare impressions and because, when one person speaks, the other can quietly observe;

 – It is vital to take into account not only what the person says but also their attitudes, their environment, and everything that can reveal their character and professional qualities;

 – It is advisable to ask the candidate for references and, if she agrees, to call her former employers to ask their opinion.

6. Choosing a nanny and signing a promise to hire

Choosing “your” nanny is like entering into a contract, which requires some thought before making a final commitment.

The nanny recruitment process ends with a joint agreement, usually verbal, between the parents and the successful candidate.

It may be in the parents’ interest to write this agreement.

Allow yourself time to choose

By their choice, the parents will become “private employers”. This implies responsibilities and obligations, including the financial one of paying the salary and charges.

For this reason, parents must choose :

 – without haste ;

– with discernment after taking a step back.

Why sign a promise to hire?

This allows you to “fix” the nanny’s agreement and ensure that she will keep her commitment.

The promise has the value of a contract. It includes information that is then included in the employment contract: the number of children cared for, the number of hours of care, distribution of hours over the day, week, month, place where the children are cared for, remuneration, etc.

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