Trusting the care of your children to a stranger is never an easy move, but it’s a decision all parents face at one point or another. That’s why parents need to follow steps to make sure the people they trust their kids with are safe. While schools and daycare centers follow governmental regulations for background checks, the same is not always true for household staff. Vetting a nanny is one instance where parents need to do their own due diligence.
It may feel awkward asking about background checks and references, but it’s a standard question when screening a nanny, says Brooke Barry, owner of an emergency and drop-in child care business in the Pittsburgh area. “You are hiring, essentially, an extension of your family. This is a person who will not only physically care for your children, but will be pouring into them emotionally and socially as well.”
The process of screening a nanny has many steps, and they are all equally important. Here’s how to properly vet a nanny, according to industry pros.
How to properly screen a nanny
“Thoroughly vetting a nanny or childcare provider is a critical step in ensuring the safety and well-being of children,” says Muffetta Krueger, founder and CEO of Muffetta Household Staffing Agency.
Through interview questions, reference checks, trial periods and background checks, parents have the best chance of finding the perfect fit for their needs. “This approach gives parents peace of mind, knowing their children are in capable and caring hands.”
1. Interview thoroughly
There’s no point in moving forward with checking references and background checks if you don’t click, so it’s important to thoroughly interview all nanny candidates. You can use our interview questions checklist to make sure you cover all the bases when meeting a potential caregiver. In addition to those, Krueger is always sure to ask candidates the following:
- How would you handle a medical emergency?
- What activities would you plan for a child of this age?
- Can you share an example of how you’ve managed a challenging behavior in the past?
These types of questions give parents a sense of an applicant’s personality as well as their ability to handle stressful situations.
Don’t underestimate the “vibe check,” either. A candidate may be a great nanny, but not a great fit for a particular family. A child care provider with similar beliefs about discipline and child development is important, but so is one who loves hiking for nature-oriented families, for example.
“Speaking directly with past employers can provide valuable insights into the caregiver’s reliability, interpersonal skills and performance.”
— Muffetta Krueger, founder and CEO, Muffetta Household Staffing Agency
2. Check references
While it may feel a little awkward to call up strangers and ask about a potential nanny, checking references is an essential step that will also provide insight into a possible candidate.
Krueger suggests contacting at least three references. “Speaking directly with past employers can provide valuable insights into the caregiver’s reliability, interpersonal skills and performance.” When calling references, ask questions such as:
- What were their job duties and responsibilities?
- Why did they leave?
- Were you satisfied with their job performance? Why or why not?
- Were they always reachable while they were working for you?
- Does this person work well independently?
- Did this person show initiative?
- What was the reason this person gave you for wanting to do this kind of work?
For a full rundown of what to ask, check out our guide to checking references.
3. Request a background check
No matter how much you click with a potential nanny, get a background check. It provides not only crucial information but legal protections as well, according to attorney Benson Varghese.
As founder and managing partner at Varghese Summersett, he regularly advises families on legal matters involving caregivers. “Parents should use criminal, sex offender and civil litigation databases beyond basic web resources,” he urges. “In my practice, parents have relied on inadequate or outdated checks and missed crucial red flags.” For example, one of his clients hired a caregiver who had theft offenses that were missed by a low-quality background check.
There are many options for running background checks. Krueger’s agency uses Checkr, which can report on both state and federal crimes and infractions. Care.com requires all caregivers to undergo a criminal screening called CareCheck. While CareCheck is a great place to start, it does not replace the safety precautions that families should take on their own.
While there are some variances by state, a criminal records check should typically include:
- Social Security Number (SSN) trace.
- Multi-Jurisdictional database search.
- Sex offender search.
- Federal courthouse records search.
- County criminal records search.
In addition to these checks, Krueger advises parents to check professional certifications as well. “Check the validity of certifications such as first aid, CPR and any specialized training in child care. These qualifications can be lifesaving in emergencies.”
4. Use a search engine
While it may seem basic, the internet is a powerful tool — and most of us leave a digital footprint on it. “A review of online profiles can reveal any concerning behavior,” says Krueger. A scan of public-facing content helps parents address any major red flags in behavior.
5. Schedule a nanny trial
Once the requisite interview, reference checks and background checks have been completed, Krueger suggests families set up a trial period for their nanny that is clearly outlined in a contract signed by all parties. The contract should detail the length of the trial period as well as terms for breaking the contract.
During a trial period, nannies are paid and conduct the daily child care duties that will be required of them if hired permanently. Clearly outline expectations and communicate concerns — on both sides. A typical trial period ranges from one week to one month, but choose what works best for your family.
For more guidance, here are the details on how to conduct nanny trial.
“I’ve worked with families that avoided major issues by having binding agreements. These documents are essential for legal reference and protection.”
— Benson Varghese, attorney and managing partner, Varghese Summersett
6. Use a nanny contract
A clearly written contract protects everyone involved, adds Varghese. “These contracts should include tasks, timetables, payment conditions and behavioral requirements, such as no drug or alcohol usage at work,” he tells parents.
A contract that outlines expectations at the outset reduces the chase of issues down the line. “I’ve worked with families that avoided major issues by having binding agreements. These documents are essential for legal reference and protection.”
Here are some essentials to include when writing a nanny contract.
Red flags when screening a nanny
While it is impossible to predict every situation that may occur, Varghese notes some specific red flags that should cause a family to pause.
If a potential nanny offers to self-submit a background check, let them know you prefer to do your own. “About 40% of my daycare instances [of self-reported checks] included hiring deception,” he says. Doing your own background check can help prevent this.
A refusal to complete a background check or sign a contract is also a red flag that shouldn’t be ignored. Contracts and background checks are both standard and essential, says Krueger.
The final word on how to vet a nanny
While entrusting their children to a new acquaintance is always a big step for parents, following the proper steps to screen a nanny before hiring provides reassurance. Background checks, interviews, conversations with references and a trial period are all tools parents have in their toolbox to keep their kids safe and happy.
Navigating the hoops of screening a new nanny may be time-consuming, but it is an investment that pays off. “This approach gives parents peace of mind, knowing their children are in capable and caring hands,” Krueger concludes.
