GATHERING ENOUGH INFORMATION
Don’t hire a nanny unless you have met them. It’s not enough to accept the information a nanny agency provides you on face value. From verifying a candidate's identity to reviewing her work history, you need to gather enough information so you can make an educated and informed hiring decision.
ASKING THE RIGHT QUESTIONS
If you want a nanny candidate to share real and detailed information with you, you need to give her the opportunity to ‘do’ instead of just ‘say’. Instead of yes and no questions, ask open-ended questions that give her the opportunity to give information. Regardless of how she thinks she’ll handle a situation like a toddler temper tantrum in public, find out how she has handled the situation in the past. So, you could rephrase “how would you handle” to “how have you handled” to get the information you are seeking.
BACKGROUND SCREENING
Background checks are referred to as ‘preliminary checks’ for a reason. To do a thorough screening, you need to check court records where the candidate has lived for at least the last 7 years. A social security trace will lead you to addresses associated with that social security number and from there you can identify what court records should be checked. Remember, your background checks will probably require the candidate’s permission to do the checks.
GETTING A FALSE SENSE OF SECURITY FROM THE RESULTS OF A BACKGROUND CHECK
Diese Geschichte stammt aus der February 2021-Ausgabe von Mother, Baby & Child.
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Diese Geschichte stammt aus der February 2021-Ausgabe von Mother, Baby & Child.
Starten Sie Ihre 7-tägige kostenlose Testversion von Magzter GOLD, um auf Tausende kuratierte Premium-Storys sowie über 8.000 Zeitschriften und Zeitungen zuzugreifen.
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