What to Ask a Prospective Nanny

First, let’s get some things straight. Nannies and babysitters are not the same thing. Generally, a nanny is paid a salary whereas a babysitter is paid on a nightly or hourly basis, says Mary Schwartz, director of public relations for sittercity.com. She (or he!) is not only there to take care of the children while the parents are away, but provide more of a structure for the kid(s). “She isn’t just there to keep kids safe. She is there to bond with the kids, help them reach important milestones, plan learning activities and discipline them—at times,” says Katie Bugbee, managing editor at care.com. Once you find your potential candidate and call them in for an interview, you'll want to remember these key strategies …

Always use open-ended questions, says Schwartz. “This way you won’t be directing the candidate’s responses and it will allow you to learn more about the candidate’s background, experience and the way she thinks.” And always trust your gut, says Bugbee. “When you’re asking these questions and listening to responses, you are also watching this candidate, gauging if you are comfortable working with her, sensing her confidence, her ease with you—but also her respect for you and your decisions.” To help with this process, we've highlighted the 10 most important questions you should ask a prospective nanny.

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Why are you looking for a new job?

You want to know why she’s leaving her old job or looking for a change of pace—especially if she was a nanny for another family. Is she leaving for a reason? Does that reason conflict with how you see her role in your home? Always check to see if you can speak to the family she worked with before, to hear their side of any story and get a general sense of her commitment.

How long are you looking to work with a family?

Depending on your needs—short or long-term—you need to be up-front about your time expectations. Do you want a year commitment? Six months? Don’t put yourself (or her) in a bind by not discussing the time commitment at length.

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If I called your last employer, what would she say are your best strengths—and what are your weaknesses?

This is a job interview, so talking about strengths and weaknesses is a must. But putting the emphasis on what a past employer would say might veer her off her prepared responses, says Bugbee. “Adding specific examples of why they would say she’s organized and responsible gets more insight to her past work,” she adds. “Remember, it’s a strength to know your own weaknesses. How you compensate for them is key.”

Have you worked with (insert special consideration) children before?

Whether it be an allergy, autism, or just the age of your child (toddlers and newborns are quite different), you want to understand the level of experience she has. You also want to make sure you take the time to determine the most important needs for your situation, says Schwartz. Writing down these key considerations will save you a lot of time in the long run.

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Do you have any allergies, restrictions or anything else that might impede your job?

Just like you’d want her to know if your kid was allergic to dogs, you’d want to know if she was too—so at least you could keep Fido at bay. If she has a longstanding appointment every Friday at 5, you need to know if that works within your schedule, or if special accommodations need to be made. Does she not have a license or is she uncomfortable driving children? Does she not have access to a car? Is she unable to perform certain tasks (cleaning, laundry, etc.) that you need done on an occasional basis? Now’s the time to find out.

What certifications or training have you had?

Other than the typical CPR certification, which is fairly common nowadays, you'll want to know if she’s had any special training so you can get a feel for her preparedness in any medical situation. Has she had instruction with an EpiPen? Can she comfortably administer shots and medical aid? Does she have the Heimlich Maneuver down? It’s important to leave your children in the hands of someone who can help them in situations that hopefully won’t happen—but could.

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Do you plan on taking any time off in the next six months?

You need to know the time commitment they have in their mind, and whether they want to take off for a vacation or holiday when you’ll really be depending on their help.

What would you do if….?

Scenarios can give you a glimpse into the mind of the potential nanny, and it also keeps her on her toes during the interview. You are testing to see if you’re compatible in your values for raising children, or at least, if you can determine whether there will be a clash of values later on. These should be real situations that may occur, such as, “What would you do if my child was screaming in a crowded store?”

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What are your thoughts on discipline?

It’s important to get to what her acceptable forms of discipline are, especially when a nanny helps to raise your child, says Schwartz. But before you ask this question, make sure you’re on the same page with your spouse or anyone else who’s also helping to raise your child. You want to make sure everyone's on the same page, and that you know what your thoughts are for disciplining a child. Nothing is quite as uncomfortable like disagreeing about this touchy topic in front of a potential nanny.

Would you be comfortable…?

These can be real-life scenarios (“if I had to have you help with dinner?”) to more abstract thoughts (“if we went on a four-month long vacation without the kids and needed you to watch them?”) – the point is to get an understanding of her outlook and decision-making skills, not to “test” her in any way. It’s important for you to get a clear understanding of the person sitting in front of you, not just as a potential nanny, but as a person.

The number one thing you should do when considering hiring a specific nanny? Call all of her references and previous employers. This isn’t a time to think about how polite you’re being—this is a time to ask the really hard questions and see if she is a match with your family. “Ask the candidate for more references than she first offers. Ask for a neighbor, a college professor, a non-childcare employer. You want to get a sense of her maturity, responsibility and concern for others, ” says Bugbee.

Also? “A lot of families don’t put everything in writing, but you should have a nanny contract,” says Bugbee. You want to specifiy all considerations—sick leave, pay schedule and amount, vacations and holidays and more. This is a job, not a hobby.

Once you've decided what direction you want to go in and have laid out the special skill set needed, think about your price range. You can get pay scale comparisons at sittercity.com/rates, which will show prices from both nanny-seekers and nannies in the area. Another great resource is care.com, which like sittercity.com, lets you create a profile, search for nannies and have applicants come to you. Let the nannying begin!