Feeling
Safe With Your In-Home Caregiver
Nothing is more anxiety producing
for a parent than hiring a stranger to care for your children. The anxiety
level is understandably raised a notch when parents consider care by a nanny.
It appears to be a greater “leap”…. Someone in your home, unsupervised, caring
for your children.
So, how does a parent reduce the
stress of hiring a nanny and feeling comfortable with the choice you make? The
process of searching, interviewing and hiring a caregiver should be the same as
the process you would use to hire any employee. That is more easily said then
done. A parent does not have the resources of a corporate HR Department to make
sure that all the “I’s” are dotted and the “T’s” are crossed. But, if a parent
takes the time and effort, it can be done individually, or, if not, in
partnership with a professional nanny agency.
To embark on a search for a
caregiver yourself, you must first recognize that the process is complicated by
the emotions involved. You also have to function as your personal HR department
and hiring manager at the same time. To be successful, it is important to
break down the process into three distinct phases… Before You Begin your
Search, Interviewing and Screening Caregivers, and Managing your Employee.
Before
You Begin Your Search
Children are not born with a
“How-To” manual and Nannies are not mind readers. If the caregiver knows what
you want BEFORE she begins work, you will have a much better chance of hiring a
caregiver that will meet your expectations and provide the best care for your
children. To start your process, you should:
- Define the characteristics, personality, education and experience of potential caregivers you would consider.
- Describe your family and the interaction the caregiver will have with all family members.
- Describe your children’s personality, schedule, any special needs/medications and the priorities for each individual child for the next 6 to 12 months.
- Define your job - what hours and flexibility do you need and specific responsibilities.
- Describe the compensation you can offer, and what benefits you might negotiate.
Once you complete the above, you are
now ready for the next step. You have described your children and your
expectations, your family, and the specific job requirements and you know what
you can afford to offer a caregiver.
Interviewing
and Screening
It is important to understand that
you are searching for someone who will be a caregiver for your children, not
someone who necessarily shares your interests. In addition to experience,
location, age experience, requirements, hours, salary and benefits it is
critical to evaluate and discuss the personality, lifestyle, childrearing
philosophy and “neatness quotient” of the caregiver. Develop a list of
questions to ask EACH potential applicant…if you don’t they will all seem the
same, or you might gravitate to someone because of her mannerisms versus her
capabilities.
Just because an applicant was
referred by a coworker’s sister versus responding to an ad in the newspaper
does not mean the caregiver should receive less scrutiny. This is a mistake
that many parents make. Characteristics such as strengths, weaknesses, future
goals, hobbies and interests are all very important. Require all applicants to
bring a resume or timeline of employment (which includes dates, supervisor’s
names and phone numbers) for the last 5-15 years (depending on their
age).
The interview process should consist
of at least two (preferably three) interviews. The first interview should not
include the children. You are trying to decide if you even want to introduce
this person to your children. The second interview is always at home and should
be about two hours with all family members present. If you are still interested
in pursuing the applicant, confirm phone numbers of references and tell the
applicant you would require her to provide information necessary for you to do
a criminal background check and Department of Motor Vehicles check (if she will
drive your children). The applicant’s name, address, date of birth, social
security #, driving license number and state and her signature (in some states)
are required. If she hesitates or says no, you should rule her out as a
potential candidate.
In addition, you should provide the
applicant with the draft job description you completed and have a preliminary
discussion about compensation expectations. Confirm that you will be checking
the applicant’s references. Encourage the applicant to call you if she has any
questions and request that she call you before she accepts any other
opportunities. Call her references and tell them that your discussion is
confidential to encourage them to be completely honest in their comments. At a
minimum ask about the applicant’s creativity, dependability, strengths,
weaknesses, self-esteem, why she left, would they rehire her, and her ability
to communicate.
If your reference checks are
successful, contact a private security company or nanny agency that provides
nanny screening, to perform the checks mentioned. If results are favorable,
call the applicant to schedule a time to meet and make an employment offer and
to review the job description. It is always best to give the applicant a day or
two to review the job description and accept or negotiate the offer. If
accepted, both you and your caregiver should sign the written job description
as well as a summary of the financial terms of your offer. It is especially helpful
to also include House Rules related to the job regarding petty cash, phone
rules, where she can go (and not go) and what she can do with the children
without asking for prior approval.
Managing
Your Employee
A Nanny (more so than other employees)
is motivated by frequent and consistent feedback. A regularly scheduled meeting
is the best vehicle to manage your employee. If you have provided an adequate
job description, and you have spent a few days orienting her to your children
and your requirements, you should not have to micromanage your employee. A
caregiver needs to hear a frequent “thank you” to keep her motivated and happy
in her position.
All caregivers should be given
(and carry with them at all times) Emergency Phone Numbers, a Parental
Permission form in case of an emergency and written authorization if she is
allowed to transport children. A Daily Log of activities will keep you informed
of your children’s day-to-day activities. Scheduling a more formal evaluation
every six months will ensure she is focused on the constantly changing issues
and priorities that you have for your children to enable both you and the
caregiver to maximize your children’s experience.
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