Nannies, Au pair's and Childminders

The demand for nannies, childminders and au pair's has exploded in the last 15 years due to the changes in the way that we live our lives.  In past generations, in the days before 2 parents working and single parent families, most children were looked after by their mother at home.  Nowadays things are different and the demand for nannies, au pair's  and childminders has never been higher.  It is estimated in the UK that around 50% of mothers are now in employment and rely on family or a paid service to look after their children.

Looking for a safe and reliable custodian for your children is one of the hardest jobs a parent can undertake yet it is surprising how many still don't carry out basic safety checks.  Don't be afraid to ask "awkward questions", follow up on references and trust your instincts 100%.  When we think “nanny” or “babysitter” we think of a loving, kind and nurturing person who we can trust to leave our children in their care. Who would even think that a nanny or babysitter would harm our children? It happens more than you know.

Your child’s safety depends on a thorough background check of the person you are considering hiring as their carer in your absence. A good

Scrutinize their background. Have the potential employee complete a formal job application. You can find these application forms and background check companies on the web. Having their background information will give you the information you’ll need to make a smart decision.
 

Kid Shield Tips to keeping your child safe

• All nannies, au pairs and childminders should provide you with original documents that verify their identity (drivers licence, passport, college ID card, etc and some form of a government issued ID with a photo.) at the beginning of the job interview. Do not accept any identification without a photo ID and insist on originals. No copies.

• If any documents show a nickname rather than a full name – question it. Carefully check chronological dates in their work history and education. Make sure all work history and education dates include the month and year. If there is a discrepancy in dates or a gap in dates – question it. In addition to dates, make sure the applicant supplies you with previous employers and phone numbers.

• The interview process should consist of at least two (preferably three) interviews. Don’t include your children in the first interview.
   

• Remember, you are hiring the person who will be caring for your child. They don’t have to be your friend. You don’t have to have anything in common.

• In addition to experience, location, age, requirements, hours, salary and benefits. Assess and discuss their personality, lifestyle and child-rearing philosophy. And always ask age-appropriate interview questions. From general child-rearing questions, to questions that pertain to your children’s age group … it is important for you to know how they handle certain issues and behaviours.

•  The second interview should be in your home with all family members present.  Confirm phone numbers of references and tell the applicant that you require her to provide information necessary for you to do a criminal background check, if she hesitates or says no, rule her out as a potential candidate.

• Check references, ask for third-party references and do a complete professional background check. Don’t delegate this responsibility to someone else. It is critical for you to personally speak with all references. Tell references that your discussion is confidential and encourage them to be completely honest in their comments. Ask about the applicant’s creativity, dependability, strengths, weaknesses, self-esteem, why she left, would they rehire her, and her ability to communicate.  After you’ve heard from written references, call them. Sometimes people prefer not to put things in writing.

   

  The following are some questions you should ask references:

   

  �         How long have you known (applicant’s name)?

  �         What is your relationship to (applicant’s name)?

  �         What is your occupation?

  �         How long was (applicant’s name) employed by you?

  �         What duties were required by you of (applicant’s name)?

  �         How many children do you have?

  �         Does/Did (applicant’s name) obey your rules and regulations?

  �         How does/did (applicant’s name) discipline your children?

  �         Can you describe (applicant’s name) appearance?

  �         Can you describe (applicant’s name) personality?

  �         Would you hire (applicant’s name) again?

  �         Would you consider (applicant’s name) mature, emotionally stable, and healthy enough to work as a full-time, live-in nanny away from friends and family for at least one year?

   

• Is It Legal To Use A Nanny Cam?

   

  Using a recording device in your own home in the UK is perfectly legal as long as you do not use them in areas where people would expect to have "reasonable privacy" for example bathrooms.  In order to remain within the limitations of UK law, Kidshield would recommend that you inform your nanny that you may occasionally use a "nanny cam" to check in on your children - just don't tell them where it is.  In other EU countries we suggest that you consult legal advice before installing a nannycam. 

   

   

   

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