Define your criteria

• Start by clearly defining the qualities, skills, and experience you are looking for in candidates. 
• Consider factors such as their educational background, experience with children of specific ages, certifications (e.g., CPR and first aid), and any additional skills or attributes that bring value to a family, such as fluency in a specific language.

Advertise strategically

• Use reputable platforms and networks to advertise nanny positions. 
• Consider using online job boards, local nanny groups (if they are okay with agencies sourcing from the group), or professional nanny organizations. 
• Leverage your social media following by recruiting for specific jobs via your social media platforms. 
• Consider a referral program for your current database of nannies. Sometimes nanny friends can be great for more reputable talent options.
• In your job descriptions, be clear about a family’s qualifications and expectations for the position.

Screen resumes and applications

• Review resumes and applications carefully, looking for relevant experience, qualifications, and any certifications or training that align with the criteria for your available jobs. 
• Look for candidates who have worked with children in the same age group(s) your clients are looking for.

Conduct initial interviews

• Conduct phone, video, or in-person interviews with the candidates who meet initial criteria. Use this opportunity to get a sense of their communication skills, professionalism, and general compatibility with your agency. Ask questions about their previous experience, how they handle certain situations, and their approach to child care. Also, cover the pay transparently and discuss anything in the family contract that will need to be a match for the nanny too.

Check references 

• Request and contact references from the candidate’s previous employers, ideally those who have employed them as nannies or those they have worked with in other childcare settings. Ask about the nanny’s reliability, punctuality, ability to handle stressful situations, and interactions with children. This step is crucial for verifying the candidates’ qualifications and character.

In-person interviews and observations

• If a family is interested in a candidate, invite the top candidates for in-person interviews and observations with your families. This will allow the family to evaluate their interactions with their children and assess their ability to engage, communicate, and bond with them. 
• Make sure to prepare the family with key questions to ask nanny candidates and remind them to pay attention to their level of patience, warmth, and attentiveness.

Background checks 

• Perform comprehensive background checks on the final candidate to ensure no criminal records or other red flags. This step is essential for the safety and security of your clients.

Trial period 

• Consider implementing a trial period where a family can evaluate the nanny’s performance and fit with the family. During this period, encourage the family to closely observe the nanny’s interactions with the children and evaluate their ability to handle various tasks and responsibilities.

Trust your instincts 

• Alongside the objective evaluation process, trust your intuition and instincts about each candidate and discuss with the parent(s) who would best fit the role. A strong connection and gut feeling about a particular nanny can be crucial in making the final decision.

In conclusion, finding top nanny talent is a task that requires careful consideration and effort. The process may be time-consuming and require significant effort, but the rewards are invaluable for the agency and the families. With a diligent approach, agencies can find the perfect match and create a positive and harmonious environment where families can thrive and flourish.