 The
Good Nanny Book
by Michele P. Raffin
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the Book
Be positive about the person you select. If you have any
doubts at all, keep looking. It is much easier not to hire
someone in the first place than to fire the person later.
- How does the candidate relate to your children
during the interview? Does she smile when
they interrupt the conversation? Does she
remember their names when she is leaving?
Does she take the time to say good-bye to
them? If they are young, does she stoop down
to their level to say good-bye? And if so,
do these actions seem automatic almost
unconscious? Yes? These are good
signs.
- Start off with questions that are easy to answer
and non-threatening. This will help the
interviewee feel comfortable.
- Ask questions that get the person talking.
In other words, do not ask questions that can be
answered "yes" or "no," but
rather, begin your questions with words such as
"why," "how,"
"explain," "tell me more
about..."
- A silence (in professional recruiter lingo
called a "pregnant pause") is a good way
to elicit more information about a subject.
People usually don't like silences. If you
remain quiet after the person has finished
talking, he or she will fill in the silence with
more information. Often you will get
information that is unrehearsed and
revealing. This technique is best used when
you suspect that the person is not totally
straightforward or forthcoming about a subject.
- Ask for information about any gaps in
employment. People sometimes leave out
information about jobs that ended poorly.
You will want to talk to all former employers,
especially those who did not like the applicant,
so be sure to find out who they are.
- Probe the reason that former experiences did not
work out. We all have failures; it is the
way people deal with these that differentiates
them. I look for individuals who admit their
mistakes and have learned from them.
- Pay attention to the way in which questions are
answered. Does the person hesitate, seem
awkward or reluctant? What is her
tone? Does she respond to clues you give
her, such as when to talk or when to listen?
- Is the applicant's description of herself
consistent with her experience and behavior?
If she describes herself as a person looking for a
long-term commitment, has she had jobs where she
demonstrated this? If she says she loves
animals, does she appear affectionate to the ones
you have? Does her history indicate
involvement with children, not just in paid
activities, but through hobbies, volunteer work,
or schooling?
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the Book
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P. Michele Raffin is the mother of four children who earned
her masters degree from Stanford Business School and lives in
California with her husband and children.
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