When recruiting a nanny parents are increasingly opting to save money by using introduction websites instead of a reputable nanny agency. Many childcarers have responded to this trend by both registering with agencies and posting profiles of their own on the web. Unfortunately, as the recent chilling news story about a babysitter recruited on Gumtree shows, this is a risky way to recruit as it enables people to pretend to be someone or something else.
We are not going to tell you not to recruit or find a job online because that probably won’t stop you putting an ad out there ‘just in case’. What we are going to tell you is how to minimise the risks associated with online recruitment.
1. Insisist on seeing ID and proof of address which corresponds exactly to a CRB check and other documentation – a form of ID showing full name and photo plus recent proof of address such as a bank statement or a utility bill will ensure that the person in front of you is the person in the photo, that the name on the ID corresponds to the name on any proof of address, checks and certificates and that the current address matches the name on any check. For a non-UK or non-EU national it is a good opportunity to check their passport for visas or leave to remain indicating their right to work in the UK. If someone has changed their name either by marriage or deed poll insist on seeing documented proof of the change and verify that one of the names corresponds to the names given.
2. Insist on seeing original documents e.g. CRB (soon to be the DBS) check and certificates – photocopies may have been doctored. If you are in any way unsure make a note of the appearance of the document and any unique references and call the issuing body.
3. Don’t accept documents which are out of date – this is a useful maxim not just for CRB checks but also First Aid certificates and insurance documents. It’s all very well a candidate saying that they have a check being processed, a course booked or they’ll get insurance before they start work. Don’t leave them unattended with your children until you are completely satisfied.
4. Probe any gaps in the CV which may indicate an attempt to cover up a job – nannies take time out of work for various reasons: unexpected redundancy, a job falling through, a career break to raise a family or travelling the world. These are all perfectly valid reason for a gap on the CV. What you want to avoid is someone who is covering up an incident in their past. If the candidate seems uncomfortable with this line of questioning you should be cautious.
5. Check references thoroughly – professional nannies will be happy to provide references although it is possible that over time they will have lost touch with families, particularly if the nanny has had a long career or a spell of temporary jobs. If this is the case ask whether they were placed by an agency as the agency may have a record of the employment or whether they can provide payslips or other evidence that they were employed. Also be aware that many nannies will not be happy for their current employer to be contacted until they have handed in their notice. For this reason we recommend that any offer of employment be conditional upon a satisfactory reference. A nanny with more than one or two uncontactable referees may not be what they seem, especially if they are very recent jobs. If you find that you can’t contact any of the referees don’t be afraid to ask previous employers whether they personally verified the references presented and whether they were all in order.
Even if you are using an agency you should still insist on seeing ID to verify that the candidate on your doorstep is the person sent by the agency and check documentation and references thoroughly.
Nannies, you can help too. Be proactive in offering proof of identity and don’t be offended when parents want to know what you did in that 3 month gap and whether you can prove it. It doesn’t automatically mean that they distrust you – they are simply protecting their children.
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