Interviewing candidates
This section is for clients looking to fill child-care related roles. For all other positions, a comprehensive list of questions can be provided for you to look over before interviewing candidates. The simplest way to approach the interview is to select specific questions that are important to you. After the interview make notes to help you differentiate between the various candidates.
For positions involving children, the initial interview is usually between the heads of the family and the candidate. If you like the candidate it is recommended to have a second interview with the children present, with additional time given for the children to play/interact with the candidate. Some families prefer to have the children present at the first interview, as the candidate’s personality and connection with the children can be observed straight away. For international families this may not be possible and so an initial first telephone conversation or Skype meeting will be organised. Thereafter, a face to face meeting in London or in the client’s home country is advised.
Example questions to ask:
Please remember that a candidate will, also, be deciding if your family is the right fit for them. The information below should be provided to candidates at interview to help them better understand the position:
After interviewing candidates:
At this stage, you will probably have a gut instinct about the candidate that you like and have perhaps observed them with your children. Think carefully about the following before you invite the candidate for a second interview:
The next step would be to have a second interview and then make your final decision.
For positions involving children, the initial interview is usually between the heads of the family and the candidate. If you like the candidate it is recommended to have a second interview with the children present, with additional time given for the children to play/interact with the candidate. Some families prefer to have the children present at the first interview, as the candidate’s personality and connection with the children can be observed straight away. For international families this may not be possible and so an initial first telephone conversation or Skype meeting will be organised. Thereafter, a face to face meeting in London or in the client’s home country is advised.
Example questions to ask:
- What encouraged you to become a nanny/governess/governor etc?
- What do you love most about the job?
- What were the ages of the children in your care previously and how long were you employed for? Was the position sole-charge or shared-care?
- What specific training and qualifications do you have?
- What are your views on disciplining children?
- What types of activities do you like doing with children?
- What would you do if my child suddenly fell and banged her/his head or started coughing uncontrollably? (Or give your own example of emergency situations and how you handled them.)
- Would you be happy carrying out extra paid hours?
- What are your hobbies and passions and do you have any interesting skills you can share with the children?
- How long are you thinking of staying in this position and what are your long term career goals?
- What type of food do you enjoy cooking?
Please remember that a candidate will, also, be deciding if your family is the right fit for them. The information below should be provided to candidates at interview to help them better understand the position:
- Explain the role in detail: live in/live out, sole/shared-care, hours of work, salary, family expectations, travel abroad with the family, duties of the candidate
- Discuss any matters relating to health of children, routines of kids, any issues that candidates should be aware of, school routines, down-time hours, family and staff structure
- Describe the candidate accommodation, facilities near and around the family home for candidates to use, whether a car/driver is provided in the candidate’s free time
- Give candidates ample time to ask questions and be clear and direct in your responses
After interviewing candidates:
At this stage, you will probably have a gut instinct about the candidate that you like and have perhaps observed them with your children. Think carefully about the following before you invite the candidate for a second interview:
- Do/will the children like them? Will you be happy leaving the candidate alone with your children?
- Do you and the candidate share similar values on childcare/discipline?
- Can you see this candidate working with you and your family long term and possibly living in your house?
- Do they have the relevant qualifications and skills you are seeking?
The next step would be to have a second interview and then make your final decision.
- Offer the candidate the position subject to your own successful document and referee checks- we will provide a list of suitable questions to ask referees. Arabia Staffing carries out an initial candidate reference check however we always advise clients to speak to referees themselves before making a formal offer
- Provide a draft contract offer and discuss any amendments with the candidates. We will help with producing a draft contract and with contractual discussions
- Organise the candidate’s visa, flight and accommodation
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