Nanny Screening
Perhaps the most important aspect of our work is the verification around our applicants. We take this seriously and set a high standard in our process.
For our professional staff, we will verify their identification, followed by checking their qualifications and experience.
For this we require a minimum of 2 proofs of identity, one of which must have a recent photograph. The permissible types of ID include passport, driving license, and birth certificate. These must all be originals.
We need to verify that all declared qualifications have been achieved and so we require all original qualification certificates. If we have any doubts, we will contact the college/examining board to verify the authenticity of the certificate.
We feel that past employment references are very valuable and so we contact as many as possible from the last 7 years, but at the bare minimum, we take references from 2 employers, one of which must be the present/last employer. For applicants with little or no experience, we rely on the referees provided to us by them, and we make this clear to you. However, we do not accept mobile phones as contact numbers. With regards to nannies, we ask for written confirmation from the referees that the applicant has indeed worked for them and that they feel, from their experience, that the applicant is capable of looking after children.
If relevant, we will make sure they have a valid first aid certificate and check that it is approved by a recognised body.
We will also ask applicants to provide us with a valid medical certificate and/or GP’s letter confirming his/her fitness to work, especially if the work involves childcare.
We mandate that all our applicants seeking a position of responsibility provide us with a Criminal Records Bureau (CRB) check for enhanced disclosure. This provides details of current and spent convictions, cautions, reprimands and warnings held on the Police National Computer as well as details held on record by the Department of Health (DH) and the Department for Education and Skills (DfES). If an applicant has not already gone through this process, we will initiate it on their behalf, but unfortunately, it can take 4-6 weeks to complete.
As well as the formal checks, we will interview the applicants and will use our knowledge skills and experience to gauge their suitability for a position.
Finally, we will see if they are insured, and if not will encourage them to take on sufficient cover. Insurance should cover public liability, contingent motor liability and legal cover in case of a prosecution in connection with the activities of the job.
Au Pairs
With regards to au pairs, the level of checks is not as comprehensive, and this is due to the applicants living abroad. We will still follow the above checks as much as we can. We ask for a local police check, which replaces the CRB check.
With our office in Slovakia, and our multilingual staff, it is usually not a problem to follow up on references.
For au pairs that come from partner agencies, we require a check list from them as to what has been verified.